sheffield city council workforce employee report · introduction, city context and summary ....

1

Sheffield City Council

Workforce Employee Report

1st

April 2018 to 31st

March 2019

Author: Human Resources

Date: January 2020

1 Content

Introduction City context and summary Page 1 -3

Main Report

Data

Page 4

Appendix 1 Terminology

4

We are committed to achieving a workforce which reflects the diversity of Sheffield across all levels in the

organisation. The information in the following pages of this report allows us to measure our employment

practices to ensure the Council is working towards targets set out in our Equality Objectives. We have an

Equality Diversity and Inclusion (EDI) action plan in place to help us to achieve these. Information relating to

the demographics of our city can be viewed using the following links:

Our equality duty Community Knowledge Profiles

Our Workforce It is important to note that Sheffield City Council and its workforce numbers are subject to change

each year. The workforce numbers (known as headcount) and percentages in this report reflect the

position as at 31st March 2019. If an employee has multiple jobs they will be counted more than once.

This report excludes the following workers:

Casual workers, as these workers do not have an employment relationship with the Council

as they are engaged on a session by session basis, with no mutuality of obligation.

Bank-Pool employees due to the monthly fluctuations in working hours.

School based employees

Workforce Census

Employees are encouraged periodically to provide monitoring information to help the

Council monitor its workforce diversity, but responses to questions are voluntary and an

employee can choose which questions they wish to answer.

Details in the report are based upon known data where employees have completed and have

declared a response in the Workforce Census. We continue to encourage completion and raise

awareness of the reasons and importance of providing this data. Details of known information for

each Protected Characteristic are shown on page 5. Where employees have not completed or have

chosen not to declare diversity information, this is excluded from Workforce Diversity figures.

Therefore, the level of unknown data affects the validity of this report.

Age & Sex

We know the age and sex (Male and female) of all employees as this is necessary for

employment. We do ask for binary and non binary gender information in our Census but as some

Introduction, city context and summary

https://www.sheffield.gov.uk/home/your-city-council/our-equality-duty

https://www.sheffield.gov.uk/home/your-city-council/community-knowledge-profiles

2 employees chose not to answer this question, the most accurate source for information relating to

gender is from our employment records Very small numbers chose non binary options our census.

Terminology

Certain words and phrases have particular meanings when used in connection with Workforce equality

data. The definitions of these words/phrases are in Appendix 1 at the end of this document

3 Summary of Workforce Diversity information

The Sheffield City Council workforce as at 31st March 2019 is 7,456 employees. This is an

increase of 151 employees from last year. Workforce diversity percentages are based on the

proportion of total employees for which equality data is known. Therefore, our known workforce

diversity percentages are as follows:

Sheffield City Council Workforce Diversity Figures 2018-2019

Carer 10.6% Disabled 11.58% BAME 15.02% Male 39.87% LGB+ 4.13%

Non- Carer 89.4%

Non- Disabled 88.42%

White British 84.98%

Female 60.13%

Heterosexual 95.87%

Sheffield City population (age 16-65) percentages are also illustrated below. We are currently using the

City’s 16-65 working age population figures based on the 2011 Census as a comparator. However we

appreciate the 2021 Census may see changes as we envisage population growth together with an

increase in declaration. Work is planned to analyse the Census City information and more recent

research to ensure the Council’s workforce targets are realistic and proportionate.

Sheffield City Age 16-65 Diversity Figures Based on 2011 Census (* based on community profile

estimate) Carer 12%

Disabled 13%

BAME 19%

Male 50%

* LGB+ 6%

Non- 88% Carer

Non- 87% Disabled

White 81% British

Female 50%

Heterosexual 94%

According to the current known data, our workforce does not reflect the demographics of the city in

relation all protected characteristics shown above. This under representation is also reflected at Chief

Officer Level where there is also a disproportionate low percentage of female employees.

Workforce Diversity trends

The overall trend comparing previous years remains positive. Our overall workforce diversity has

increased this year in all areas with some more than others. Changes are:

• Employees who identify themselves as BAME has risen, except at senior levels.

• The number of female employees has reduced by almost 6% over previous years and is

currently 60% of our workforce. Although the information suggests a high representation of

female employees, we know that almost half of our female workforce are part time and being

almost 3 times greater than our male workforce who work part time. (this changes when we

look at figures as full time equivalent.

• Employees who have declared themselves as disabled have risen and is now at 11.58%. We

know that high proportions of our disabled employees are in the higher age ranges (46+).

• Employees who identify themselves as unpaid carers has risen slightly to 10.6%

• Since 2015, employees who identify themselves as LGB+ has also risen and is now at 4.1%

4 Diversity across our workforce

We recognise that there are differences across the Council’s Portfolios demonstrating a continued

need to target work where there is greater disproportion in relation to specific protected

characteristics. The graph below demonstrates the differing workforce diversity.

The main differences in each Portfolio are:

People forms 45.2% (3371 employees) of our workforce. This Portfolio has the highest proportions of

female employees, and/or employees who are carers and/or employees who are BAME. With high

proportions of employees who are BAME, this is most reflective of the City’s BAME profile. Whilst

there are lower proportions of disabled employees, this is higher than the SCC overall profile.

Place forms 42% (3,132 employees) of the workforce. Whilst this Portfolio has the highest proportion

of male employees and lower proportions of female employees; this is the most reflective of the

City’s Gender profile. There are low proportions of employees who are LGB+, disabled, carers

and/or BAME.

Resources / Policy Performance & Communications forms 12.6% (956 employees) of our

workforce and has higher proportions of employees who are disabled, BAME, LGB+ and/or are

women; and therefore low proportions of employees who are male. There are also low proportions

of employees who are carers.

Where there are lower proportions, targeted work is required and looking at other associating

factors such as diversity figures across:

• Grade bands

• Services within Portfolios

• Age groups of employees

• Part time & Full time workforce

• Diversity within Protected Characteristics

5

Sheffield City Age 16-65 Diversity Figures Based on 2011 Census (* based on estimate)

Carer 12%

Disabled 13%

BAME 19%

Male 50%

* LGB+ 6%

Non- 88% Carer

Non- 87% Disabled

White 81% British

Female 50%

Heterosexual 94%

Sex Workforce Part time Full time SCC overall Chief Officers

Male 19.5% 49.9% 39.9% 61.2%

Female 80.5% 50.1% 60.1% 39.8%

Total numbers 7456 2462 4994 7456 80

Disabled 11.6%

785 employees

Non-Disabled 88.4% 5996

employees

All employees in SCC Employees in Chief Officer Grades

Overall Workforce Diversity

Carers 10.6%

686 employees

Non-Carers 89.4% 5,782

employees

Carers 17.3%

13 employees

Non-Carers 82.7%

62 employees

BAME 15% 1080

employees

White British 85.0% 6111

employees

BAME 6.4% <10

employees

White British 93.6%

73 employees

Disabled 6.4% <10

employees

Non-Disabled 93.6%

73 employees

LGB+ 4.1% 270

employees

Heterosexual 95.9% 6272

employees

LGB+ 2.7% <10

employees

Heterosexual 97.3%

73 employees

Workforce Diversity has increased this year

Diversity of top earners has decreased when looking at females, BAME and LGB+ employees

Diversity of top earners has increased when looking at Disability and Carers

The information below shows the diversity of our employees. Where numbers fall short of a 7456 total, this is because employees have chosen not to answer the question in the relation to a Protected Characteristic and therefore these are not included in the workforce diversity statistics. The level of unknowns is shown overleaf.

7,456

Sex know that on headcount, there are more female employees than males. However, when looking at all employees who work full time, this is almost reflective of the City. When looking at all employees who work part-time, the over representation of female is significantly more as we have 4 times more females than males in part time workforce. This reflects employment trends as women will generally occupy more part time roles than males.

6 Workforce Census response rates We launched our Workforce Census questionnaire communicating to our employees the importance of answering each question, enabling us to report on all areas of our workforce diversity.

Some employees choose not to answer every question but we aim to encourage employees to do so, as not declaring information, will impact on the validity of this report. Employees have either answered the equality related question, preferred not to answer the question by selecting “prefer not to say” or have left questions blank. The actual response rate totals100% in the table below and we know that the response rates have risen so our report is a more accurate reflection of the whole workforce. However those who have preferred not to say or have left the question blank are not counted in any other percentages in this report

We report on binary options to reflect an employee’s sex. However, we know that 0.2 % of the workforce declared a non-binary gender identity in the workforce census

Age & Sex

We know 100% of this data as this is

mandatory for employment

We know less about this as more employees have chosen not to share

this information

Most employees have answered the carers

questions

Protected Characteristic Declaration Prefer Not to Say

Blanks

Age & Sex (Male/Female) 100% 0%

Sexual Orientation 95.8% 4.2% 8.4%

Carer Status 99.9% 0.1% 4.6%

Disability Status 98.5% 1.5% 7.7%

Ethnicity 98.9% 1.1% 2.4%

Gender Identity 98.6% 1.4% 18.4%

Relationship Status 97.6% 2.3% 14.3%

Religion / Belief 94.2% 5.8% 11.0%

There has been an increase in all known figures.

Headcount by Portfolio Sheffield City Council is split into Portfolios. The majority of all employees work in People or Place. Job roles in these Portfolios differ greatly and therefore workforce diversity differs greatly across these Portfolios.

There are more males in Place and females in People.

There are over 2000 employees who work part time hours and 80% of these are female.

People - 3371 employees - 45.2% of the workforce.

Place - 3132 employees - 42% of the workforce.

Resources - Including Policy Performance & Communications / Chief Executive Office 956 employees - 12.8% of the workforce.

7

Workforce Diversity Trends Our workforce is now shaped differently. Over this period, Housing Repairs and Maintenance (Kier) was transferred back into the Council increasing our workforce by a further 7 %.


Carer 12%

Disabled 13%

BAME 19%

Male 50%

* LGB+ 6%

Non- 88% Carer

Non- 87% Disabled

White 81% British

Female 50%

Heterosexual 94%

The proportion of female employees in Sheffield City Council's workforce has declined since 2016.

There has been an increase in the percentage of BAME employees in Sheffield City Council's workforce compared with last year.

There has been a small increase in the percentage of Carers since last year.

There has been an increase in the percentage of disabled employees in Sheffield City Council's workforce compared with last year.

There has been a small increase in the percentage of LGB+ employees in Sheffield City Council Workforce compared with last year.

Female employees

BAME employees

Carers

Disabled employees

LGB+ employees

8

Grade 1 - 5 trends 2013/14 to 2018/19 We know that the increase in diversity is reflected at our lowest grading banding. However, there has been a decline in females in this grade range, and an increase in male employees. Employees who transferred from Kier are on other pay scales, and not included in this data set and therefore this decline is unassociated with the transfer of Kier.


Carer 12%

Disabled 13%

BAME 19%

Male 50%

* LGB+ 6%

Non- 88% Carer

Non- 87% Disabled

White 81% British

Female 50%

Heterosexual 94%

The proportion of female employees in this grade range has declined since 2016.

There has been a slight increase in the percentage of BAME employees in Sheffield City Council's workforce since 2016.

There has been an increase in the percentage of Carers since 2016.

There has been an increase in the percentage of disabled employee in Sheffield City Council's workforce compared with last year.

There has been a decline in the percentage of LGB+ employees since 2016.

Carers

LGB+ employees

Disabled employees

BAME employees

Female employees

9

Chief Officer Trends 2016-19 The data below shows data trends of employees at Chief Officer grades (our most senior grades). This shows a fall in all listed protected characteristics. Although we have good representation of female employees in our workforce, this isn't reflected at our most senior grades with females being the least represented at this level, closely followed by employees who are BAME. It is important to note that percentages are based on low numbers and where one employee moving into or out of these grades can make a significant difference in the percentages

The proportion of female employees in Sheffield City Council's workforce has declined since 2016.

There has been a significant decline in the percentage of BAME employees in our senior level workforce compared with last year.

There has been an Increase in the percentage of Carers since last year but still a downward trend

There has been a slight increase in the percentage of disabled employees in compared with last year but still a downward trend.

There has been a decline in the percentage of LGB+ employees compared with last year and is on a downwards trend.

Disabled employees

LGB+ employees

BAME employees

Carers

Female employees

Age and numbers of employees at Chief Officer is an important factor to consider as diversity differs greatly from age 46. They make up just 1.1% of our overall employee numbers. It is also not unrealistic to expect the age profile for this group to be higher due to the level of expertise and experience required amongst our top earners. Also due to our age profile, you would also expect higher rates of Carers, disabled and female employees more in line with the city profile. BAME employees are significantly underrepresented even taking into account making up a lower proportion of employees over 46.

9

1

201

0

The ratio between the salary and the top salary in Sheffield

City Council's workforce.

8.4 : 1

Almost half of the workforce are paid

up to grade 5 and there are more than twice as many women in these

roles than males

This is the ratio between the median salary and the top salary in Sheffield City Council's workforce. This means the top salary is more than 8 times greater than the average salary. This compares favourably to other Local Authorities and organisations

Percentage of employees at each grade group

Apprentice: £4.39 to £8.75 per hour

Grade 1-5: £16,394 to £24,657

Grade 6-9: £24,657 to £41,846

Grade 10-11 - £41,846 to £52,200

Chief Officer - £57,577 and above

1.8% (137 employees)

42.4% (3,161 employees)


1.1% (80 employees)

Other payscales* 10.7% (800 employees)

*Other payscales includes Kier, Public Health, Sheffield Homes, and other pay scales

Sheffield City Age 16-65 Diversity Figures Based on 2011 Census Sex percentages

Male Female

50% 50%

39.2%(2,922 employees)

L

oca

l G

ov

ern

men

t P

ay

sca

les

Male

Apprentice

Female


32.0% (1012 e,employeeseemployee

Grade 1-5 68.0% (2,149 employees)


Grade 6-9

42.4% (151 employees) Grade 10-11

61.3% Chief Officer Grade

(49 employees) 38.7% (31 employees)

Other Payscales* 25.5% (204 employees) 74.5%

(596 employees)


63.3% (1,851 employees)


Salary Grades

The sex ratio declines as the grades grow and switches at most senior levels

10

1

201

0 0 -50 -25 50 100

Part-time working

Part time in this context is any employee who works less than

37 hours per week.

481 male employees work part-time

Out of all the female workforce, 44.2%

work part time.

1,981 female employees work part-time

Out of all the male workforce 16.2% work part-time.

Percentage of part time workers who are male or female

Percentage split of all part-time workers.

Age distribution of part time working by sex

The information below shows the age ranges of the

entire male and female part time workforce.

Male Female

1.0% (<10 employees)

7.3% (35 employees)





25 and under

26-35

36-45

46-55

56-65

Over 65

1.6% (32 employees)





3.0% (60 employees)

Sex balance & Age

Over half of the part time

male workforce is aged

56+.

There are more females who

work part time in every age

group reaching 7 times

greater at 26-35.

Sheffield City Age 16-65 Sex Diversity Figures Based on 2011 Census

Male Female

50% 50%

19.5% 80.5%

16.2% 44.2%

Almost half of the female workforce work part time.

80.5% of part time workers are female.

11

49 All

employees

Age is an important factor when measuring diversity as diversity differs greatly across age groups

Further work is necessary to look at the city diversity which is comparable with our median age

Deeper Shading

This shows highest numbers or highest % in this age range

Sheffield City Age 16-65 Diversity Figures Based on 2011 Census (* based on estimates)

Carer 12%

Disabled 13%

BAME 19%

Male 50%

* LGB+ 6%

Non- 88% Carer

Non- 87% Disabled

White 81% British

Female 50%

Heterosexual 94%

25 and Under

26 - 35

36 - 45

46 - 55

56 - 65

Over 65

5.3%

20

8.0%

81

10.7%

157

13.0%

286

14.1%

229

9.8%

12

25 and

under 26 - 35 36 - 45 46 - 55 56 - 65 Over 65

1.3%

<10

2.7%

26

7.6%

107

14.2%

295

16.2%

249

4.6%

<10

25 and Under

26 - 35 36 - 45 46 - 55 56 - 65 Over 65

47.3% 63.4% 61.9% 64.1% 54.6% 51.5%

191 695 994 1,558 976 69

25 and Under

26 - 35 36 - 45 46 - 55 56 - 65 Over 65

52.7% 36.6% 38.1% 35.9% 45.4% 48.5%

213 401 611 872 811 65

25 and under 26 - 35 36 - 45 46 - 55 56 - 65 Over 65

5.1% 6.5% 5.2% 3.5% 2.4% 1.9%

19 65 74 73 37 <10

25 and

under 26 - 35 36 - 45 46 - 55 56 - 65 Over 65

25.6% 17.0% 18.6% 14.0% 10.2% 6.3%

99 179 290 329 175 <10

BAME 45

Employees Median Age

Employees 54

who are Carers Median Age

Disabled 51

employees Median Age

Female 48


Male 49


LGB+ 43


Protected Characteristics by Age

Median

Age

12 Apprentices Each year we recruit Apprentices. We also offer apprenticeships to existing employees at their current grade. The majority of Apprentices are supported into a destination position upon successful completion of their Apprenticeship, enabling them to secure permanent employment at the end of their Apprenticeships. Redeployment opportunities may also be an option for apprentices

.

Ethnicity

Disability

Sexual Orientation

38 apprentices are BAME <10 apprentices have a disability <10 apprentices are LGB+

Sheffield City Age 15-24 Diversity Figures

Disabled 4.8%

BAME 24.9%

Male 52%

* LGB+ 4.73%

Non- 95.2% Disabled

White 75.1% British

Female 48%

Heterosexual 95.27%

29.2%

6.3%

2.4%

137 Apprentices 31.4% 68.4%

25 and under 26-35

36-45

91.2% (125 apprentices)

6.6% (<10 apprentices)

2.2% (<10 apprentices)

Age

94 male apprentices

43 female apprentices

We need to consider the city’s population in relation to age when looking at the diversity of our apprentices for disability, ethnicity and sexual orientation.

There are fewer apprentices who are disabled than our workforce. However, when looking at the City's population in relation to those aged 15-25 who are disabled this figure is more representative.

There is a high representation of apprentices who are BAME.

When looking at the City's population in relation to those aged 15-25 who are BAME this remains a high representation.

Apprentices who are LGB+ are less represented our workforce. However, when looking at the City's population in relation to those aged 15-25 who LGB+ this is less representative.

13

Sheffield City Age 16-65 Diversity Figures Based on 2011 Census (* based estimates)

Carer 12%

Disabled 13%

BAME 19%

Male 50%

* LGB+ 6%

Non- 88% Carer

Non- 87% Disabled

White 81% British

Female 50%

Heterosexual 94%

Parental Leave Carers

3.6%

<10 employees

Non-Carers

96.4%

106 employees

BAME

17.3%

29 employees

White British

82.7%

139 employees

Disabled

12.2%

18 employees

Non-disabled

87.8%

130 employees

Male

19.9%

35 employees

Female

80.1%

141 employees

LGB+

3.3%

<10 employees

Heterosexual

96.7%

146 employees

Relationship status

11.2%

1

1

1

1

1

1

10.5%

12.0%

51.5% (3,216 employees)

20.9% (1,303 employees)

(751 employees)

(698 employees)

2.3% (142 emeemployees)

1.1% (70 employees)

0.5% (29 employees)

0.5% (33 employees)

38.6%

49.5%

N/A

N/A

0.2%

1.2%

N/A

Relationship status of all employees in SCC

Sheffield City age 16-65 relationship status percentages

Married

Single

Co-habiting

Other

Divorced /

Separated

Civil

Partnership

Widowed

Declared

Partnership

A large proportion of our employees are married or in a civil partnership reflecting the age of employees. We have a good representation of male employees are taking Parental leave. Whilst Carers are the least representative group of those taking Parental leave, this is likely to be associated with age leave

38.6%

14

Ethnicity and Diversity

SCC Workforce, 2.5%

SCC Workforce, 3.9%

SCC Workforce, 4.3%

SCC Workforce, 4.3%

SCC Workforce, 85.0%

City Population, 2.4%





Mixed/ Multiple Heritage

Other Ethnic Group

Black or Black British

Asian or Asian British

White British

Ethnic Groups SCC Workforce City Population

No Religion

Muslim

Other



0.4% (27 employees)

0.2% (14 employees)

0.2% (12 employees)


46.4% (3,078 employees)

Christian 52.5%

37.7%

0.5%

0.6%

0.9%

0.2%

0.1%

49.2% (3,078 employees)

39.6% (2,578 employees)

Sheffield City Profile - Religion and Belief Percentages

Sheffield City Council employees Religion and Belief of employees VS

7.5%

Buddhist

Hindu

Sikh

Jewish

Religion and Belief

We have an underrepresentation of employees who are Muslim compared to the city average. However the Muslim population in the city is on average younger than our workforce profile.

When exploring our Ethnicity diversity, we have an under representation of employees describing their ethnicity as either Asian or Asian British .

15

40%

31%

22%

39%

16%

9%

9.5%

12%

10%

12%

0% 5% 10% 15% 20% 25% 30% 35% 40% 45%

Mobility

Stamina/Breathing/Fatigue

Dexterity

Mental Health

Memory

Hearing

Vision

Learning

Social/ Behaviour

Other

Impairments reported by disabled people varied by age group

49.94%

19.24%

12.74%

12.61%

8.92%

6.37%

4.59%

4.46%

2.17%

0.89%

0.25%

0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00%

Long- term illness or health condition

Mobility or physical (walking/dexterity)

Hearing impairment

Mental ill health

Developmental (e.g. dyslexia)

Learning disability

Visual impairment

Other

Communication (speech)

Impaired memeory/ concentration

Sensory impairment

Almost half of employees describe their disability as a long term illness or health condition

We have used the national Annual Family Resource s survey 2018 (working age population) to compare our data with (see below). When exploring disability and diversity, we have a greater underrepresentation of employees describing their disability as a Visual Impairment, Mobility impairment, or Mental ill health. The latter being more under represented.

Disability and Diversity

16

1.3% 82 Employees are lesbian / gay women

1.0% 68 Employees

are gay men

1.1% 75 Employees are

bisexual

0.7% 45 Employees identify as having a sexual orientation other than

heterosexual, gay or bisexual.

LGB+ and Diversity

Lesbian / Gay Women Bisexual

Gay Men Other minority sexual

orientations

We have slightly more Women than Men who are Lesbian/gay. .

Gender Identity/Transgender 2.4 % (145) employees are Transgender.

As the City comparator is estimated at 0.6 %, we know that this is higher than expected

We are rewording the question we ask in our Workforce Census to ensure there is no mis-interpretation of the question for employees when completing the Census. We also know that more employees chose not to answer this question or left this question blank in our Census. Our new and amended question relating to Transgender will be as follows: ‘Do you identify as Trans?’ Following this amendment and relaunch of our Workforce Census, we will review the data and update any information in the 19/20 Annual Workforce Diversity report. We will then be in a better position to address disproportionality should there be any in this area.

17 The Workforce and HR

The information below looks at HR casework. This is when HR are actively supporting meetings where employees are present (beyond giving general advice). This looks at 306 cases in the report year. A large proportion of cases are brought to the attention of HR by Management (Employer Led). The remaining cases are brought by employees (Employee Led) because of an issue, complaint or feedback. It is important to note that one employee could be in multiple cases. Also small numbers where diversity information is known can have a big impact to percentages

HR Casework - Employee Led 117 employees brought an employee-led case to HR in 2018/19. It is important to note that this is a small proportion of the workforce as a whole and is only 1.6% of the whole organisation.

Dignity and Respect cases by protected characteristic There is an high representation of employees who are Disabled, Female, BAME and/or are LGB+ raising Dignity and Respect concerns

Disability BAME

Grievance cases by protected characteristic There is a high representation of employees who are BAME and/or are disabled making a complaint in relation to raising a grievance.

Sheffield City Council Workforce Diversity Figures- Based on information as of March 2019


Non- Carer 89.4%



Female 60.13%

Heterosexual 95.87%

6.1%

<10 cases

27.8%

10 cases

19.5%

<10 cases

20.0%

<10 cases

19.6%

<10 cases

24.5%

13 cases

Female Male

LGB+

Carers

Disability BAME

2.3%

<10 cases

Male

30.9%

17 cases

LGB+

69.1%

38 cases

Female

Carers

8.1%

<10 cases

32.6%

14 cases

67.4%

29 cases

An additional 19 employees lodged an appeal in connection with a process.

18

64.6%

64 cases

HR Casework - Employer Led 189 of all employees were involved in employer-led casework in 2018/19. It is important to note that employees who are in Employer led casework is a small proportion of the workforce as a whole and is 2.5% of the whole organisation.

Sickness Procedure cases by protected characteristic There is a high representation of employees who are disabled, BAME or/and are LGB+, in a sickness procedures where HR is supporting the case (HR is in attendance at formal meetings with the employee). We need to consider the workforce age profile when looking at disability. It is important to note that over a third of our disabled workforce are disabled through ill health and sickness could be a result of this ill health.

Female

Disciplinary or Performance cases by protected characteristic There is a high representation of employees who are male, BAME, or/and are BAME in disciplinary or performance cases supported by HR.



Non- Carer 89.4%



Female 60.13%

Heterosexual 95.87%

29.9%

20 cases

18.1%

15 cases

Carers

7.6%

<10 cases

LGB+

Male

2.6%

<10 cases

13.0%

10 cases

Disability

33.0%

30 cases

BAME

35.4%

35 cases

Female

Carers

LGB+

6.9%

<10 cases

9.3%

<10 cases

41.1%

37 cases

58.9%

53 cases

Male

Disability BAME

When considering Casework (Employee & Employer Led), we need to look at variations in our workforce diversity to identify if issues of high representation remain. Differences such as Portfolio and Service level diversity, age and diversity, grade and diversity are all influencing factors which may have an impact these figures.

19

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Leavers and New Starters The information below monitors leavers and new starters to Sheffield City Council. This demonstrate where the number of leavers with particularly protected characteristics are leaving at a greater rate than those who are starting employment with the same protected characteristics. This is based upon known data.

Employees left Sheffield City Council in 2018/19

Leavers and New Starters by Carer Status

708

Employees joined Sheffield City Council in 2018/19

More employees who are carers (unpaid) left the Council than carers who started employment with the Council.

Leavers Starters

38 employees who are carers left the council

during the reporting period

27 employees who are carers joined the Council and remained employed by the Council at the

end of the reporting period

Leavers and New Starters by Disability More employees who are disabled started employment with the Council than those who left employment.

Leavers Starters

52 disabled employees left the council during the

reporting period

63 disabled employees joined the Council and remained

employed by the Council at the end of the reporting period



Non- Carer 89.4%



Female 60.13%

Heterosexual 95.87%


Carer 12% Disabled 13% BAME 19% Male 50% * LGB+ 6%

Non- 88% Carer

Non- 87% Disabled

White 81% British

Female 50%

Heterosexual 94%

11.2% 4.5%

11.7% 9.3

Reason for leaving

Employee Led

Employer Led 17.6% (<10 employees)

Other 0% (<10 employees)

This increases our


552

Reason for leaving

Employee Led

Employer Led 7.3% <10 employees

Other No employees

This reduces our

92.7% 34 employees

20

Reason for leaving

Employee Led

Employer Led 11.7% (<10 employees)

Other 3.9% (<10 employees)



Non- Carer 89.4%



Female 60.13%

Heterosexual 95.87%


Carer 12% Disabled 13% BAME 19% Male 50% * LGB+ 6%

Non- 88% Carer

Non- 87% Disabled

White 81% British

Female 50%

Heterosexual 94%

23.0%

40.9% 59.1%

15.0%

41.0% 59.0%


307 male employees and 401 female employees joined the Council and remained employed by the Council

326 female employees and 226 male employees left the Council

Leavers and New Starters by Gender More female employees started employment with the Council, and more female employees left.

Leavers and New Starters by Ethnicity More employees who are BAME started employment with Council than BAME employees who left employment with the council.

Starters Leavers

77 BAME employees left the Council during the reporting period

159 BAME employees joined the Council and remained employed by the Council at the end of the reporting period

Leavers Starters Male- 15% of male employees left for employee led reasons

Female- 8.6% of female employees left for employee led reasons

Leavers and New Starters by Sexual Orientation More employees who are LGB+ started employment with the Council than those who left

1.1%

Starters Leavers

<10 LGB+ Employees left the Council.

34 LGB+ Employees joined and stayed with the council

5.1% 1.1%

Employee Led

Employee Led

Employee Led



0% (<10 employees)

This increases our

This increases our

21

There are high proportions of employees leaving the Council aged 56 and above. The highest proportion of new employees who have started employment with the Council are aged under 36.

(37 employees) 6.7% 25 and under 20.8% (147 employees)

(101 employees) 18.3% 26-35 (31.1% 220 employees)


(98 employees)

17.7% 46-55

(17.1% 121 employees)


(34 employees)

6.2% Over 65 0.3% (<10 employees)

Proportion of leavers in each age group who left for employee-led reasons

Most employees left the Council for employee led reasons.

25 and under

28 employees

94 employees

74 employees

79 employees

169 employees

31 employees

Proportion of leavers in each age group who left for employer-led reasons

25 and under 26-35 36-45 46-55 56-65 Over 65

<10

employees <10

employees <10

employees 15

employees 22

employees <10

employees In addition, a small number left for reasons categorised as 'other'

Sheffield City profile age 16-65 - 2011 Census and other estimates sources

where required. Age Group %

16 - 25 27.4% 36 - 45 17.5% 56 – 65 14.8%

26 - 35 21.2% 46 - 55 19.1%

20.0%

6.9%

9.8%

16.0%

11.5%

6.1%

26-35 36-45 46-55 56-65 Over 65

93.1%

90.2%

84.0%

88.5%

93.9%

Leavers New Starters

46-55 Median age of employees

who left Sheffield City Council in

2018/19

26-35 Median age of new

starters in 2018/19

22 Recruitment and Selection

The information below tracks those who have applied for jobs with Sheffield City Council and measures success rates.

The request for Equality information appears at application stage and at appointment. The information in this section is only based on what people choose to declare at application stage. We know that there are a lot of people choosing not to share information so we aim to work on encouraging declaration. Applicants by age group

48.2% of all jobs were offered

to those under 36

Of those who applied and declared this information

Of those who were shortlisted and declared this information

Of those who were recruited and declared this information

25 and under

26 - 35

36 - 45

46 - 55

56 - 65

Over 65

Sheffield City Council Age Group Percentages

25 and under 5.4% 36 - 45 21.5% 56 - 65 24.0%

26 - 35 14.7% 46 - 55 32.6% 65 and Over 1.8%

21.0%

1,576 applicants

28.2%

2,116 applicants

22.2%

1,665 applicants

21.5%

1,609 applicants

7.1%

529 applicants

0.1%

<10 applicants

16.3%

268 applicants

29.2%

480 applicants

21.8%

359 applicants

23.5%

387 applicants

8.8%

145 applicants

0.3%

<10 applicants

16.8%

134 applicants

31.4%

251 applicants

23.2%

185 applicants

20.5%

164 applicants

7.9%

63 applicants

0.3%

<10 applicants

Short-listed

1,774

Applied

8,658

Offered post

813

Adverts

534

Applicants Shortlisted Offers Made

23



Non- Carer 89.4%



Female 60.13%

Heterosexual 95.87%

4.9%

Applications Short-listed Offers Made

Applicants who are unpaid carers

5.2% 6.1%

0.3%

Percentage of applicants who declared this information at application stage:

Short-listed Offers Made

8.6%

Disabled Applicants

Applications

7.9% 9.1%

0.7%

Applicants who are unpaid carers are less representative at all stages in the recruitment process

Applicants who are disabled are less represented. Offers of employment to disabled applicants are less proportionate to the workforce percentage but are more proportionate of disabled applicants who applied for jobs.

1.1% 8.1%


5.9% 5.9% 4.8%

LGB+ Applicants

Applicants who are LGB+ are more represented at the application stage. Offers of employment to LGB+ applicants are represented and more than our current workforce but less than City population figures.

Applicants who are BAME are well represented. Offers of employment are less proportionate, when looking at the proportions of all applicants at application stage.

27.7% 24.0% 19.6%


BAME Applicants

Applications

Short-listed

36.9%

63.1%

Offers made

36.2%

63.8%

37.3%

62.7%

Male Applicants

Female Applicants

Female applicants are more represented at all stages of the recruitment process. The amount of part time roles advertised will have an impact on the amount of female applicants. This reflects employment trends as women will generally apply for and occupy more part time roles than men.

Sex

23

BAME Carers

Disability Female Male LGB+

15.6%

9.6% 13.5% 60.4% 39.6% 5.9%

When taking a sample of training focusing on Management Development, we know that 283 employees have completed this type of training . This equates to 3.8% of the workforce. External Management Development courses will not be captured here unless booked via the Development hub

Learning & Development

Management Development

Equality, Diversity & Inclusion

We have used some training modules of a Personal Development nature as a sample of training to ensure equality of opportunity for our employees. 9.25 % of the workforce completed this Personal Development training. This information shows a slight disproportion of Carers undertaking and completing this type of training. This may be associated with the age profile of our employees who are completing this type of training

All employees When taking a sample of training modules focusing on Equality, Diversity & inclusion training, we know that 1959 employees have completed training in relation to EDI. This equates to 26.8% of the workforce.

Equality, Diversity & Inclusion training for Managers An additional 259 employees completed Management in relation to EDI. This equates to 3.5 % of the workforce.

Recruitment & Selection training (Interview Panel training)

When looking at Recruitment and Selection training for Interviewing Panel members, we know that 64 employees have completed this type of training recentlyr. This equates to 0.9% of the workforce. When comparing this with the 512 recruitment opportunities we advertised and the subsequent Interview Panels we held, this equates to 12.5% of all Panels having a panel member who has recently been trained /retrained in this training.

There were 30,000 instances of employees completing some form of training on our Development Hub. The amount of training an employee receives can be significantly different depending on the type of job a person has with the council.

Personal Development

24

Appendix 1 Terminology

Portfolio The Council structure is broken down into 3 sections known as Portfolios and a smaller group of employees who support the Chief Executive’s Office (includes Policy, Performance & Communications).

Headcount

The number of Sheffield City Council employees regardless of hours.

The Equality Act 2010

Legally protects people from discrimination in the workplace and in wider society. It replaced previous anti-discrimination laws with a single Act, making the law easier to understand and strengthening protection in some situations. It sets out the different ways in which it is unlawful to treat someone.

Protected characteristics

The protected characteristics definitions are in accordance with the Equality Act 2010.

Protected groups covered by the Act are:

Age

disability

gender reassignment

pregnancy and maternity

race (colour, ethnicity and nationality)

sex (women and men)

sexual orientation

marriage and civil partnership - eliminate discrimination only

religion or belief (including no belief

BAME

Employees

We use the census definition of employees who are Black, Asian or Minority Ethnic (all non- white British people including White Irish or White other).

LGB+ Employees

Employees who self-define as lesbian, gay, bisexual, pansexual etc. (including all other non-heterosexuals).

Disabled employees

Employees who define themselves as disabled

Definition of A person is disabled if they have a physical or mental impairment that disability has a ‘substantial’ and ‘long-term’ negative effect on a person’s ability to do normal

daily activities. Substantial is more than minor under the ‘ Equality Act ‘Long-term’ usually means 12 months or more – but can mean other conditions which 2010 due to treatment/surgery may be shorter.

Gender Re- assignment/ Transgender

Under the Equality Act 2010, a person has the protected characteristic of gender reassignment if they are proposing to undergo, are undergoing or have undergone a process (or part of a process) for the purpose of reassigning their sex by changing physiological or other attributes of sex.

Carers An employee who has caring responsibilities at home other than parental responsibilities. A carer is unpaid and looks after or supports someone else who needs help with their day-to-day life, because of: their age, a long-term illness, disability or substance misuse. This includes parents of a disabled child.

Difficult to

measure data

Throughout this report we compare certain sample data to the workforce average. Sometimes the sample is too small to do this properly. For example: 11.6% of all employees in Sheffield City Council who replied to the question: “Do you consider yourself to have a disability?” answered “yes”. If we looked at another smaller service with 4 employees and all 4 completed their census information, if one of them replied that they have a disability we couldn’t meaningfully compare the 25% “yes” response from that small team to the 11.6 % “yes” response for the whole of SCC

HR Employee/ Employer Led Process

An Employee Led process is a procedure initiated by an employee that has HR involvement other than general advice, i.e. Dignity and Respect, Grievance, whistleblowing. Procedure. An Employer led process is a procedure initiated by Management with support from HR i.e. Performance, Disciplinary, Managing Absence

Chief Officers Chief Officers are the most senior Officers in the Council and are paid on the Directors Grading structure. However, data in this report in relation the Chief Officers excludes some most senior officers on “Other Grades” due to other terms and conditions associated with their post.

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