Headcount and Labour Turnover
Budget cuts and difficult financial decisions have increased turnover over the last few years. Labour turnover looks to be across all age groups but this is skewed slightly by a number of transient roles in the leisure services, in many cases occupied by younger workers.
The percentage of staff aged more than 40 has decreased from 61% in 2007, down to 59.6% in 2011. However, we are conscious as a council of our age analysis and that the percentages are still weighted towards staff over 40, which will need close workforce monitoring and the need to succession plan in order to fill the gaps in the future. The work being undertaken by the Group Managers and Service heads with their service plans (which now incorporates Workforce planning) will develop this area and formalise various areas of work already in place across the Council. The demographic profile of the district in 2007 showed 47.5% were more than 45 years in age. Taking into account the adjustment for the difference in criteria, we are broadly reflective of our local community.
Black/ethnic minority representation
In 2011 the number of staff declaring an ethnic minority origin was 1%, this is reflective of the profile of the district which at 0.9%. In terms of the ethnicity of the Forest of Dean it is estimated that 99.1 per cent of the resident population is white1. This compares with 0.4% of the population that is mixed, 0.2% Asian or Asian British, 0.1% Black or Black British and 0.2% Chinese or other Ethnic Group. In 2005/2006 there were 240 non-UK nationals in the district2.
The percentage of staff declaring themselves as disabled in 2009 was 3%, this is below the percentage in the district, using the DWP figures for 2007 of 4.4%. It should be noted however, this figure from the DWP is based on people in the district in receipt of Disability Living Allowance and we are unable to verify who of these would be capable of working.
Our Council holds the two tick disability symbol and we will work with the Jobcentre Plus and other relevant agencies to address any issues as vacancies occur. We make every effort during our advertising and recruitment campaigns to support groups that may be under-represented.
We have been asking staff to actively update their staff data in order that we may have an accurate profile of our workforce now and shape for the future, and we continue to monitor statistics during recruitment campaigns.
Dismissals, Grievance and Disciplinary
Due to very low numbers of dismissals, grievances and disciplinary meetings, analysing by protected characteristics is unlikely to identify meaningful patterns and may identify individuals. All cases are reviewed to ensure that any patterns are identified and addressed.
A large number of employees choose not to disclose their sexuality, along with very small numbers of staff who declare they are lesbian, gay or bi-sexual. Further data analysis would not produce meaningful data and may identify individuals.
Eight successful recruitment campaigns were run where an appointment was made. This does not include Apprenticeships due to their specialised nature.80% of applicants were male, with 73% of appointments being male.
Pay Gap Analysis
Further work is being done on any gender pay gap and will be published when completed.