Monitoring statistics (race, gender and disability employment) for March 2008
Last updated | 07/10/2008
Background
The Council has a higher number of female employees to male employees over all the indicators contained in this appendix. This is related to the job types in the Council, the majority of which are in areas of teaching, community care, admin and clerical/typing, which have historically been carried out by women. This pattern is entirely consistent with most other Scottish local authorities and other large public and private sector employees.
The Council continues to encourage all employees to disclose personal equalities related information, this is completed as part of the induction process for new starts and existing employees transferring between Services. Employees are also encouraged to check and update personal information held on the Council’s personnel systems on an annual basis. Continuation of this will enable the Council to accurately report and analyse its workforce profile, and where appropriate take positive action to address under representation of minority groups employed by the Council.
Workforce Profile as at 31 March 2008
| Workforce profile |
Number |
Percentage |
Population statistics for Perth and Kinross as a % |
| Male employees |
1700 |
28.7% |
48.29% |
| Female employees |
4220 |
71.3% |
51.71% |
| All employees |
5920 |
100% |
|
| Included in the above numbers: |
|
|
|
| Minority ethnic employees |
43 |
0.7% |
0.97% |
| Disability |
37 |
0.6% |
20% (estimated) |
Workforce Distribution by Grade and Gender for key staff groups
Grade | Organisation*
Single Status
Contract
Count | Males
All
Count | % of Total
Single
Status
Male
Employees | % of
Males All | Females
All
Count | % of Total
Single
Status
Female
Employees | % of
Females
All |
|---|
| GE1 |
137 |
46 |
33.6 |
3.6 |
91 |
66.4 |
2.6 |
| GE2 |
820 |
174 |
21.2 |
13.4 |
646 |
78.8 |
18.8 |
| GE3 |
982 |
230 |
23.4 |
17.8 |
752 |
76.6 |
21.9 |
| TAS4 |
840 |
162 |
19.3 |
12.5 |
678 |
80.7 |
19.7 |
| TAS5 |
496 |
89 |
17.9 |
6.9 |
407 |
82.1 |
11.9 |
| TAS6 |
454 |
154 |
33.9 |
11.9 |
300 |
66.1 |
8.7 |
| TAS7 |
287 |
115 |
40.1 |
8.9 |
172 |
59.9 |
5.0 |
| PR8 |
165 |
82 |
49.7 |
6.3 |
83 |
50.3 |
2.4 |
| PR9 |
282 |
97 |
34.4 |
7.5 |
185 |
65.6 |
5.4 |
| TL10 |
106 |
49 |
46.2 |
3.8 |
57 |
53.8 |
1.7 |
| TL11 |
58 |
36 |
62.1 |
2.8 |
22 |
37.9 |
0.6 |
| TL12 |
22 |
13 |
59.1 |
1.0 |
9 |
40.9 |
0.3 |
| SM13 |
50 |
31 |
62.0 |
2.4 |
19 |
38.0 |
0.5 |
| SM14 |
22 |
15 |
68.2 |
1.2 |
7 |
31.8 |
0.2 |
| SM15 |
6 |
1 |
16.7 |
0.1 |
5 |
83.3 |
0.2 |
|
4724 |
1294 |
27.4 |
100.0 |
3433 |
72.6 |
100.0 |
Teachers |
|
|
% of Teachers |
|
|
% of Teachers |
|
Teachers |
1546 |
345 |
22.3 |
|
12.1 |
77.7 |
|
*Organisation = No of contracts. Part-time staff may have more than one contract.
Analysis
There has been little change when compared to the six month period which ended 30 September 2007. The overall Council workforce profile by gender is 71.3% female and 28.7% males.
Current systems are unable to provide a full analysis by grade for all employees. However, analysis of the main single status grades (table 1a above) shows females predominantly hold the lower salaried posts GE2-TAS5 with males having a significantly higher proportion of posts in TAS6-SM14 relative to the Council’s overall profile. In teaching 77% of teachers are female and 22.3 % male. This pattern is entirely consistent with most other Scottish local authorities.
The next Census is due in 2011 and indications are that the ethnicity categories may change. Assuming the Council’s ethnicity monitoring categories continue to reflect the Census categories, this should enable the Council to more accurately capture and report on the ethnic profile of the Council’s workforce.
Action
The Council is taking action to improve its employment monitoring procedures to ensure it can improve the quality of the baseline data about all employees, including grades held and particularly those who have a disability. In addition the Council is taking forward a number of initiatives to improve its arrangements as part of its delivery of the Human Resources and Corporate Equalities Action Plans.
Recruitment Applications
| Applications |
Number |
Percentage |
| Total number of applicants |
5267 |
100% |
| Male applicants* |
1704 |
32.4% |
| Female applicants* |
3281 |
62.3% |
| Minority ethnic applicants* |
141 |
2.7% |
| Disabled applicants* |
110 |
2.1% |
* Completion of the equal opportunities form is optional and some applicants only partially complete, ie do no disclose their gender, ethnicity or whether they have a disability. This affects the reliability of the data reported.
Analysis
Of the posts advertised 62.3% of all applications were from females. Initial analysis shows that the majority of these applications were for posts which have historically high proportions of female employees such as Social Care Officers and Administrative Assistants (grades TAS and GE) which is shown in Table 1a above.
As the Council uses local and national media to attract applicants, data has therefore been compared with minority ethnic population figures for Perth and Kinross and nationally in Scotland in the 2001 Census.
| Geographic area |
Minority ethnic population |
| Perth and Kinross |
0.97% |
| Scotland |
2.01% |
At 2.7% the Council continues to attract a proportionately high number of applicants from a minority ethnic background.
Action
The Council is reviewing its applicant tracking procedures to take account of the introduction of the National Recruitment Portal.
Recruitment Appointments
| Selections |
Number |
Percentage |
| Total number of appointments*2 |
201 |
100% |
| Male appointments*1 |
55 |
27.3% |
| Female appointments*1 |
131 |
65.2% |
| Minority ethnic appointments*1 |
3 |
1.5% |
| Disabled appointments*1 |
5 |
2.5% |
*1 Completion of the equal opportunities fomr is optional and some applicants only partialy complete, ie do not disclose their gender, ethnicity or whether they have a disability. This affects the reliability of the data reported.
*2 The number of appointments relfects the available data at the time of reporting.
Analysis
Over the last year 3.23% of male applicants secured a post and 3.99% of women applicants were successful. This ‘averaged’ data can be misleading as previously discussed we have many of our posts that attract disproportionate numbers of male or female applicants.
Based on the available data the percentage of minority ethnic applicants compares favourably with the population statistics for Perth & Kinross in the 2001 Census. However, this is not reflected in the number and percentage of minority ethnic applicants who are appointed.
Action
It has been identified that in Scottish schools there are marked gender differences in the subject and work experience choices made by young people. This has been identified in the Council’s Gender Equalities Scheme and work is being carried out within Education & Children’s Services to analyse this.
As part of our ongoing equalities work we will continue to review a selection of individual appointments to ensure that the selection process does not contain bias against candidates.
The Council has recently conducted a comprehensive review of Recruitment and Selection involving key personnel from all Services and representatives from Job Centre Plus. This review has identified a number of initiatives which will improve the overall effectiveness of the Council’s recruitment and selection process, including the introduction of simplified job application forms. It is expected that the improvements will have a positive impact on recruitment and retention in general and also for people from minority ethnic backgrounds or who have a disability. Applicant tracking procedures are also being reviewed to take account of the introduction of the National Recruitment Portal.
The Council will continue to monitor/review and where appropriate, implement positive actions.
Internal Promotions (12 month period ended 31 March 2008)
| Ethnic background |
Promotion
applicants |
% |
Promotion short-listed candidates |
% |
Promotion candidates who accepted an offer |
Success rate
% |
| White |
452 |
96.6% |
192 |
97.5% |
38 |
100% |
| Minority ethnic |
8 |
1.7% |
2 |
1.0% |
0 |
0% |
| Not disclosed |
8 |
1.7% |
3 |
1.5% |
0 |
0% |
| Total |
468 |
100% |
197 |
100% |
38 |
100% |
| Gender |
Promotion
applicants |
% |
Promotion short-
listed candidates |
% |
Promotion candidates who accepted
an offer |
Success rate
% |
| Male |
128 |
27.4% |
50 |
25.4% |
7 |
18.4% |
| Female |
333 |
71.2% |
146 |
74.1% |
31 |
81.6% |
| Not disclosed |
7 |
1.4% |
1 |
0.5% |
0 |
0% |
| Total |
468 |
100% |
197 |
100% |
38 |
100% |
| Disabled |
Promotion
applicants |
% |
Promotion
short-
listed candidates |
% |
Promotion candidates
who accepted
an offer |
Success rate
% |
| Disabled |
5 |
1.1% |
2 |
1.0% |
0 |
0% |
* Completion of the equal opportunities form is optional and some applicants only partially complete, ie do not disclose their gender, ethnicity or whether they have a disability. Information is also based on the individual's perception of whether the job would be a promotion. All these factors affect the reliability of the data reported.
Analysis
The Council recently introduced data capturing procedures for internal promotions and has now reviewed the data for the 12 month period ended 31 March 2008.
The review of Recruitment and Selection referred to under section 3 is also expected to have a positive impact on the internal promotions success rate for under represented groups.
The Council will continue to monitor/review and where appropriate, implement positive actions.
Procedures Invoked
Discipline
| Category |
Male |
Female |
Total |
Ethnic minority |
Disabled |
| Cases |
40 |
16 |
56 |
1 |
1 |
| % of total workforce |
0.7% |
0.3% |
0.9% |
0.0%1 |
0.0%1 |
| Category profile |
1700 |
4220 |
5920 |
44 |
36 |
| % of category profile |
2.4% |
0.4% |
0.9% |
2.3% |
2.8% |
Grievance
| Category |
Male |
Female |
Total |
Ethnic minority |
Disabled |
| Cases |
11 |
16 |
27 |
0 |
1 |
| % of total workforce |
0.2% |
0.3% |
0.5% |
|
0.0%1 |
| Category profile |
1700 |
4220 |
5920 |
|
36 |
| % of category profile |
0.6% |
0.4% |
0.5% |
|
2.8% |
Dignity at Work
| Category |
Male |
Female |
Total |
Ethnic minority |
Disabled |
| Cases |
5 |
23 |
28 |
0 |
0 |
| % of total workforce |
0.1% |
0.4% |
0.% |
|
|
| Category profile |
1700 |
4220 |
5920 |
|
|
| % of category profile |
0.3% |
0.5% |
0.5% |
|
|
1 accurate to one decimal place
Analysis
The number and percentage of male employees against whom disciplinary proceedings have been invoked remains relatively high when compared to females. Monitoring of all equalities categories will continue to identify whether there are any underlying issues which need to be addressed and to ensure consistency of approach is followed in all Services in accordance with the Council’s agreed procedures.
Action
During 2007 the Council reviewed its Harassment at Work Procedure and introduced a new Dignity at Work Procedure. The procedure emphasises the positive behaviours that the Council expect all employees to demonstrate. The new procedure also ensures that employees are afforded the right of appeal if they remain dissatisfied following the outcome of a complaint.
To support the operation of the procedure, a network of volunteers known as Dignity at Work Contacts has been established. They are existing employees who have been selected on the basis of agreed criteria, have undergone training and are supported in this role. Their main function will be to provide support and assistance to an employee who makes or is considering making an allegation of bullying or harassment or an employee who has an allegation of bullying or harassment made against them.
Training Requests & Participation Sessions
| |
Training request (internal) |
Training request (external) |
Total training requests |
Training participation - total sessions |
Workforce profile |
| Total number of requests / sessions |
4.30
(92%) |
366
(8%) |
4396
(100%) |
5272
(100%) |
|
| Males |
493
(82%) |
105
(18%) |
598
(14%) |
1437
(27%) |
28.7% |
| Females |
3537
(93%) |
261
(7%) |
3798
(86%) |
3835
(73%) |
71.3% |
| Minority ethnic |
16
(84%) |
3
(16%) |
19
(0.4%) |
29
(0.6%) |
0.7% |
| Disability |
25
(89%) |
3
(11%) |
28
(0.6%) |
26
(0.5%) |
0.6% |
* The number of training requests does not correlate with the training participation rates.
Requests
Analysis
The number of training requests from males and minority ethnic employees is relatively low when compared to the number and percentage of male and minority ethnic employees.
Action
The Council has recently reviewed the Employee Review and Development Scheme and this scheme is mandatory for all employees. Although the identification of training needs is ongoing this does ensure all employees have a formal opportunity to discuss training needs with their line manager at least once a year. Managers should ensure that these training needs include a balance of both mandatory training, required by the employee to perform their job and also the employee’s personal development training needs.
Monitoring will continue on an ongoing basis to identify whether there are any underlying issues which need to be addressed.
Participation
Analysis
Training participation statistics by gender and for employees who have a disability is fairly representative of the workforce profile.
Training participation by minority ethnic employees is slightly low when compared to the percentage of minority ethnic employees.
Action
Monitoring will continue on an ongoing basis to identify whether there are any underlying issues which need to be addressed.
Exits from the Council
| Exits |
Number |
Percentage |
Workforce profile % |
| Total number of leavers |
168 |
100% |
|
| Male leavers |
67 |
39.9% |
28.7% |
| Female leavers |
101 |
60.1% |
71.3% |
| Minority ethnic leavers |
2 |
0.6% |
0.7% |
| Disability |
1 |
0.6% |
0.6% |
* The number of leavers is the number of employees with permanent contracts who have left the Council. It does not include fixed term contracts.
Analysis
Exits from the Council by ethnicity and for employees who have a disability are broadly in line with the workforce profile. However, when analysed by gender, the Council is losing a significantly higher percentage of its male employees.
Action
Further work is required to identify the underlying reasons for leaving in an attempt to determine if there is any trend between exits, types of jobs and grades etc. As a result of capturing this data Services will be able to input more accurate information into their Service Workforce Plans. This in turn should improve the quality of the information provided by Services for the Council-wide Workforce Plan.
