Knowing our Workforce
1.
Introduction
1.1
The following publication shows some of the information which the Council
continues to gather and analyse on a regular basis to ensure that the Council
knows and understands the profile of its workforce and any changes occurring
as a result of staff turn-over, recruitment activity and organisational change. It
is also used as a reference point for the development of the Workforce Plan
and is taken into account when implementing and making decisions on new or
revised staffing policies and procedures for the Council.
2.
The Workforce Profile
2.1
The purpose of the Workforce Profile is to develop a better understanding of
the workforce and the potential impact of any current and future trends on the
staffing needed to resource Council services.
3.1
Summary Information
1
2
3
4
Religion or belief as at December 2015
Christian
Buddhist
Hindu
Jewish
Muslim
Sikh
No religion or belief
Prefer not to say
Other
106
3
2
1
1
1
56
13
9
Based on the 192 respondents to the 2015 equality survey
Sexuality as at December 2015
Heterosexual
Bisexual
Gay man
Lesbian
Prefer not to say
176
3
1
0
12
Based on the 192 respondents to the 2015 equality survey
Marriage and Civil Partnership as at December 2015
Single
Married
Widowed
Separated / divorced
Prefer not to say
Civil partnership
Co-habiting
38
105
2
15
10
0
22
Based on the 192 respondents to the 2015 equality survey
NOTE
The figures for organisational profile, turnover rates, age profile, disability profile,
service profile, equalities profile and grade profile were all sourced from personnel
records as at 31 December 2015. The rest of the figures were from the all staff
survey which was undertaken in December 2015.
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4
Gender Pay Analysis
4.1
The gender pay analysis for December 2015 which can be seen in Appendix
A, and shows that there are no equal pay gaps exceeding 5% in any of the
grades.
There is an overall differential of 5.23% in favour of female
employees. However this is due to the fact over 90% of employees in the
lowest two grades are male.
The differentials in most grades are small and in grade 9 there is a slight
differential in the negative (i.e. where the average female salaries are slightly
higher than the average male salaries).
As there are very few people in the upper grades (Grade 3 to Chief
Executive), publication of average salaries would identify individual salaries.
Therefore limited information is provided below in relation to these grades. In
addition, information which could identify individual salaries in grades 4 and
12 has been removed.
Chief Executive – there is only one post, therefore no differential is
applicable. Information on the Chief Executive’s remuneration is published in
the Council’s pay policy statement.
Directors – there are two posts, one occupied by a man and the other by a
woman. There is no differential between the pay of these post holders.
Information on the Directors’ remuneration is published in the Council’s pay
policy statement.
Heads of Service – there are five posts occupied by three men and two
women. Information on the Heads of Service’ remuneration is published in
the Council’s pay policy statement.
Grade 3 - there is only one post, therefore no differential is applicable.
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APPENDIX A
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8
9
10