Workforce Equality profile

Transcription

1 West Midlands Fire Service Workforce Equality profile January 2018

2 Workforce Equality Profile 2017 Under the Public Sector Equality Duty (Equality Act 2010) West Midlands Fire Service is required to publish data annually on equality in the workforce. The information listed below has been taken from data supplied voluntarily by all the staff and covers the protected characteristics which include Disability, Race and Ethnicity, Gender, Sexual orientation, Religion and Belief. The data in this report covers the period 2017 Total staff: 1903 : 65 (3.40%) : 447 (23.50%) Uniformed: 1391 (73.10%) 2

3 Disability Disabled % % % % Not Disabled Prefer not to state % % % % % % % % Not stated % % % % TOTAL Race Equality White British % % % 63 97% Asian 57 3% % % 0 0% Black % % % 1 1.5% Mixed % % % 0 0% Other % % 1 0.2% 0 0% Not stated % % % 1 % TOTAL Definitions White - includes White Irish, White Other, White British and White English/Welsh/Northern Irish Asian - incudes Indian, Pakistani,Bangladeshi,Asian British and other Asian backgrounds Black - includes Balck British, Black Caribbean, African and other Black backgrounds Mixed - includes Mixed White. Black Caribbean, Mixed White/Black African, Mixed White/Asian and Mixed other 3

4 Gender Equality Male % % % % Female % % % % Transgender % % 0 0% % TOTAL Sexual Orientation Equality Heterosexual % % % % Gay/Lesbian % % % % Bisexual % % % % Prefer not to state % % 44 10% % Not stated % % % % TOTAL

5 Religion and Belief Equality Chrisitian % % % % Buddhist % % % 0 0% Hindu % % % 0 0% Humanist % % 0 0% 0 0% Jain % % 0 0% 0 0% Jewish % % 0 0% 0 0% Muslim % 14 1% % 0 0% Pagan % % % 0 0% Scientologist % % 0 0% 0 0% Sikh 19 1% % % 0 0% Spiritualism % % % 0 0% Other % % 9 2% % None % % % % Prefer not to state % % % % Not stated % % % % Total

6 Age Equality & Diversity yrs 39 2% % % % 25-34yrs % % % % 35-44yrs % % % % 45-54yrs % % % % 55-64yrs % 28 2% % % 65yrs % % 18 4% 0 0% Total West Midlands Fire Service Marketing

7 Gender Pay Reporting With effect from 2017, any organisation that has 250 or more employees are required to publish and report figures with regard to their gender pay gap. Definition: the gender pay gap is the difference between the average earnings of men and women, expressed relative to men s earnings. The figures must be calculated using a specific reference date called the snapshot date. The snapshot date for public sector organisations is 31 March. The data must then be published within one year of the snapshot date, ie 30 March each year. Gender Pay Gap is different to Equal Pay Equal pay deals with pay differences between men and women who carry out the same or similar jobs, or work of equal value. The gender pay gap about the difference in the average pay between men and women across the whole of a workforce. Gender Pay Gap Calculations for West Midlands Fire Service as at 31st March 2017 Measure 1: Mean Gender Pay Gap This is the difference between the mean (average) hourly rates of pay for male and female full pay relevant employees Pay gap % Pay gap Hourly pay Female Hourly pay Male All employees Measure 2: Median Gender Pay Gap This is the difference between the median hourly rate of pay of male and female full pay relevant employees. Pay gap % Pay gap Hourly pay Female Hourly pay Male All employees

8 Measures 3, 4 and 5: Bonus Gap The bonus pay gap calculations do not apply to WMFS as no bonus payments are made to any employees. Measure 6: Quartile Pay Bands The proportions of male and female full pay relevant employees in the Lower (1), Lower Middle (2), Upper Middle (3) and Upper (4) quartile pay bands % No. of Females % No. of Males Hourly Rates from to Quartile Pay Bands 1- Lower Lower Middle Upper Middle Upper WMFS is committed to diversity at all levels. Our ranking as 29th most inclusive employer in the UK as well as our continued involvement with Stonewall workplace equality index, provides assurance of our continuing progress to achieving this. Through our innovative approach to positive action, we are committed to attracting and recruiting individuals who may be at a disadvantage because of a protected characteristic and / or are underrepresented in the organisation. Through a variety of methods, we encourage, support and nurture candidates through selection as well as providing coaching, mentoring and targeted development for existing employees to progress within the organisation. Our approach to this has proved successful and is particularly evident in Operational roles where the number of women firefighters is increasing, and we have seen significant increase in the number of women in operational supervisory and middle manager roles. West Midlands Fire Service Marketing