Equality Information. The British Library Workforce Statistics. Introduction

Transcription

1 Equality Information The British Library Workforce Statistics Introduction The Library s Diversity and Equality Framework provides for collecting appropriate Equality Information with regard to the workforce and its services. These provide a key source of information for when the Library is assessing the impact to equality of changes to policy or functions on its employees or service users. Since April 2011, there are nine equality characteristics protected by discrimination law which are to receive due regard when decisions and plans are made or progress measured. These include the characteristics that have had long term coverage under Public Sector Duty such as age, gender, disability and race, and also the newer characteristics of religion or belief, sexual orientation, gender re-assignment, marriage & civil partnership, and pregnancy & maternity. The information shared here is purely to give the reader a general overview of the make-up of the overall workforce at the Library and relates to the following areas: Gender Race Age Disability The type and extent of cover for other areas is yet to be assessed for its need, appropriateness, sensitivity, privacy or other factors. For instance there is no data set for, and limited information available for; religion and belief, gender re-assignment, pregnancy and maternity, sexual orientation and civil partnerships. The British Library Workforce Statistics (as of March 2013) In March 2013, the Library workforce totalled 1745 employees. Key factors at this time which affected the balance of the workforce in terms of diversity were resources and lowering of headcount. The affects of the economy and of the Public Sector Spending Review have brought funding reductions. From May 2010 this resulted in a pay and recruitment freeze along with necessary headcount reductions which have taken place between March 2011 and March The headcount reductions needed to meet the funding reductions have been delivered through our Voluntary Exit programme. However, the numbers of staff have increased since the last data measurements of September This is due to three operational objectives that have been made since September 2011 which were; 1. To employ relatively long term agency staff covering vacancies with Operations and Services Directorate directly into the Library workforce. 2. To employ staff on fixed term contracts to deliver the Qatar Project a strategic priority for the Library. 1

2 3. To employ staff to cover business essential roles in the Scholarship and Collections Directorate The key points to note about the British Library and its workforce which have an impact on diversity are: Geographical locations particularly in relation to Race The workforce is based in 2 locations, (1) London and (2) Boston Spa in West Yorkshire. The different demographics of these locations have an impact on the diversity results e.g. in terms of culture and ethnicity for instance where London has a culturally diverse employment area but Boston Spa is a non-culturally diverse rural area and remote from the nearest urban areas (e.g. Leeds, York, Bradford). ETHNICITY ACROSS THE WORKFORCE (September 2011) Workforce BAME % Unknown % White % Total North % % % 745 South % % % 969 Total % % % 1714 (Table 1) ETHNICITY ACROSS THE WORKFORCE (March 2013) Workforce BAME % Unknown % White % Total North % % % 705 South % % % 1040 Total % % % 1745 (Table 2) Since September 2011, there here has been an increase in the BAME representation in the Library in our London and Boston Spa locations. This is due to the diverse labour market in the South compared to North, however, the increase in BAME representation in the North to 2.1% is a positive increase. There has been a small reduction in the representation of staff from White backgrounds in the South. Length of Service, Staff Turnover and Age The workforce has had a long term trend, even before the recession and funding cuts, of long service and a low turnover. This coupled with a recruitment freeze has in turn affected the age profile of our workforce. However, with the exceptions to the recruitment freeze described above we have seen an increase in the recruitment of ages from 3.9% to 9% of the workforce. We have also seen a rise in the representation of 65+ employees to 1.4% of the workforce where employees are choosing to continue to work beyond 65 rather than retire. Headcount by Age Age Total number, % 2011 Total number, % 2013 % variation % 0.0% 0.0% 2

3 66 (3.9%) 122 (6.9%) (5.1%) 313 (18.3%) (18.2%) 6 (-0.1%) 593 (34.6%) (32.3%) (2.3%)5 572 (33.4% (32.5%) 4 (0.9%) 170 (9.9%) 146 (8.3%) (1.6%) (1.4%) 25 Grand Total (Table 3) Disability The Library has increased its declarations of disability following a joint initiative between management and the trade unions to encourage and raise confidence in self declaration amongst the current workforce. This has raised the level of employees with a known disability from the national average of 3% to an organisational level of 6.4%. Previously in 2011 this figure was 7%. There has been a minimal decrease in the number of staff with a disability at Library but this is due to a reduction in the number of disabled staff due to retirements and voluntary exits in (Table 4) (5) Headcount by Disability and Disability Total No Disability or not declared 93.6% 1633 Yes Disability 6.4% 112 Grand Total 100.0% 1745 Gender Pay Equality The figures for Gender pay against grade are from the last Equal Pay Report which was prepared on 2010 figures when the total number of employees was (The rest of the gender data is based on September 2011 figures). The Library s performance in this area has not been affected by geographical locations or other organisational circumstances. The male / female split across the Library and within the North and South remains fairly constant since the Libraries first equal pay report in DATE In 2010 these are respectively 1081 female / 930 male in total, with 536 / 313 in the North and 545 / 617 in the South. See table 5 below In 2013, the male / female split across the Library is 816 /929 in total, with 274 / 431 in the North and 542/ 498 in the South. The female / male representation has changed are largely due to the headcount reductions which impacted the Library from and the recruitment drives which have taken place in However, overall female representation is still higher even when compared with As can be seen from the table (5) below in 2011 there was a relatively balanced spread between the grades and also between the Female and Male pay levels which are well below the target threshold 5% variance tolerance. 3

4 Average Pay by Gender, Grade and Location 2010 Boston Spa Average Salary No.of Staff Difference F to M Grade Female Grade F M F M % Total %age 3 58, % 4 46,074 45, % % A 35,774 36, % % B 29,031 29, % % C 23,070 23, % % D 19,011 18, % % E 16,110 16, % % % London Average Salary No. of Staff Difference F to M Grade Female Grade F M F M % Total %age 3 65,001 63, % 1, % 4 49,355 50, % % A 38,852 40, % - 1, % B 32,038 32, % % C 25,322 25, % % D 20,779 20, % % E 17,265 17, % % (Table 5) Total Female = 1081 Total Male = % Since at least 2008 the Library has received good results on the relative balanced spread between the grades and also between the Female and Male pay levels which are well below the target threshold 5% variance tolerance. (As can be seen for 2011 above which is the last audit undertaken. With the consistent result and the Library having a recruitment and pay freeze since 2010 the next audit of gender pay has been postponed until after the final head count reductions. Male / Female representation by Grade Grade Male % Female % Total % Director 3 50% 3 50% 6 0.3% SB4 and above % % % A % % % B % % % C % % % 4

5 D % % % E 86 45% % % Total % % % (Table 6) In 2011 we reported that the Library s Executive Team and Board were balanced in gender representation where half of the Executive Team including the Chief executive are female and with the Board, half of the members being female including the Chair. In March 2013, the Chief Executive is male and the Executive Team consists of 4 males and 3 females. For the Board, the Chair remains female and with the rest of the members the Board consists of 8 male and 5 female members. Ethnicity and Equality This paper covers earlier the impact of the Library s geographical locations on diversity and especially on Race and ethnicity. The graph that follows shows the split between the North and South and totals for the organisation. ETHNICITY ACROSS THE WORKFORCE (September 2011) Ethnic Origin/Location North % South % Grand Total % Asian Bangladeshi 0.0% % % Asian Indian 6 0.4% % % Asian Other 0.0% % % Asian Pakistani 1 0.1% 4 0.2% 5 0.3% Black African 0.0% % % Black Caribbean 0.0% % % Black Other 0.0% 5 0.3% 5 0.3% Chinese 1 0.1% % % Chinese Other 1 0.1% 9 0.5% % Mixed Origin 2 0.1% 9 0.5% % Mixed White Asian 0.0% 6 0.4% 6 0.4% Mixed White Black African 0.0% 5 0.3% 5 0.3% Mixed White Black Caribbean 0.0% 2 0.1% 2 0.1% % % % None / Not Recorded % % % White British % % 1, % White Irish 5 0.3% % % White Other % % % % % 1, % Grand Total % % 1, % (Table 7) ETHNICITY ACROSS THE WORKFORCE (March 2013) Ethnic Origin/Location North % South % Grand Total % Asian Bangladeshi 0.0% % % Asian Indian 8 1.1% % 36 2% Asian Other 0.0% % % 5

6 Asian Pakistani 2 0.2% 4 0.2% 6 0.3% Black African 0.0% % % Black Caribbean 1 0.1% % % Black Other 0.0% 6 0.3% 6 0.3% Chinese 1 0.1% % % Chinese Other 1 0.1% % % Mixed Origin 2 0.2% % % Mixed White Asian 0.0% 8 0.4% 8 0.4% Mixed White Black African 0.0% 8 0.3% 8 0.4% Mixed White Black Caribbean 0.0% 2 0.1% 2 0.1% % % % None / Not Recorded % % % White British % % 1, % White Irish 6 0.2% % % White Other % % % % 1, % Grand Total % % 1, % (Table 8) The changes from 2011 to 2013 illustrate the increases across the ethnic minority groups in the North and the South. In 2011, 227 (13.2%) of the Library workforce came from a ethnic minority background this rose to 262 (15.1%) by TOTAL WORKFORCE - MARCH 2013 (1) Headcount by Directorate (4) Headcount by Ethnicity Directorate Total Ethnic Origin Executive Offices 6 (0.4%) Asian Bangladeshi 18 ( Electronic Information Services 154 (8.8%) Asian Indian 36 ( Finance and Corporate Services (including Estates) 105 (6%) Asian Other 38 ( Human Resources (including Integrated Risk Management) 109 (6.2%) Asian Pakistani 6 ( Operations and Services 945 (54.2%) Black African 46 ( Scholarships and Collections 322 (18.4%) Black Caribbean 57 ( Strategic Marketing and Communications 104 (6%) Black Other 6 ( Grand Total 1745 Chinese 13 ( Chinese Other 12 ( (2) Headcount by Gender Mixed Orgin 12 ( Mixed White Asian 8 ( Gender Total Mixed White Black African 8 ( Female 929 (53.3%) Mixed White Black Caribbean 2 ( Male 816 (46.7%) None / Not Recorded 60 ( Grand Total 1745 White British 120 (69. White Irish 30 ( White Other 184 (3) Headcount by Age Grand Total 174 Age Total (5) Headcount by Disabilit 6

7 (6.9%) (18.2%) Disability Tota (32.3%) No Disability or not declared 163 ( (32.5%) Yes Disability (8.3%) Grand Total (1.4%) Grand Total 1745 Since 2011, there have been changes to the Library s workforce mainly due to the headcount reductions and the subsequent recruitment of staff to specific resource requirements. This has resulted in increases of headcount in directorates such as Operations and Services, Scholarship and Collections, Electronic information services and Strategic Marketing and Communications. These operational changes have had a positive impact on the ethnic minority representation, age profile. We have also seen an increase in people staying beyond the previous retirement age which reflects the abolition of a default retirement age had. LENGTH OF SERVICE ACROSS TOTAL WORKFORCE - SEPTEMBER 2011 (7) Length of Service - by Ethnicity (6) By Range and He Range in years Range Headc Ethnicity 0 to 1 1 to 2 2 to 5 5 to plus Total 0-1 Year 10 Asian Bangladeshi Years 43 Asian Indian Years 179 Asian Other Years 280 Asian Pakistani Years Black African Total 1714 Black Caribbean Black Other Chinese Chinese Other (8) Length of Servi Mixed Origin Range Gender Mixed White Asian LOS F Mixed White Black African Year 6 Mixed White Black Caribbean Years 19 None / Not Recorded Years 82 White British Years 140 White Irish Years White Other Total 909 Total (10) Length of Servic (9) Length of Service by Age Disabilit LOS Range Total LOS range No 0-1 Year Year Years Years Years Years Years Years 264 7

8 10 Years Years Total 1595 LENGTH OF SERVICE ACROSS TOTAL WORKFORCE MARCH 2013 (7) Length of Service - by Ethnicity (6) By Range and Headc Range in years Range Headcoun Ethnicity 0 to 1 1 to 2 2 to 5 5 to plus Total 0-1 Year 220 Asian Bangladeshi Years 27 Asian Indian Years 114 Asian Other Years 254 Asian Pakistani Years Black African Total 1745 Black Caribbean Black Other Chinese Chinese Other (8) Length of Service Mixed Origin Range Gender Mixed White Asian LOS F Mixed White Black African Year 121 Mixed White Black Caribbean Years 14 None / Not Recorded Years 53 White British Years 97 White Irish Years White Other Total 929 Total (9) Length of Service by Age LOS Range Year Years Years Years Years (10) Length of Service - by Disability LOS range Disability No Yes 0-1 Year Years

9 2-5 Years Years Years Total Since 2011, the organisational changes to our workforce headcount have impacted on the figures for length of service. Employees with 0-1 year service have increased from 0.5% of the workforce to 12.7% in This has been due to the strategic operational recruitments the Library has undertaken during this time. However, we have seen a decrease in the range of headcount from all the other Length of Services years which is partly due to the voluntary exit programme and leavers to the Library. This is reflected with the increases in the age group and the ethnicity categories who have 0-1 year service which has shown a marked increase in In 2013, the numbers of both genders with a length in service of 0-1 significantly increased since 2011 which is due to the strategic operational recruitments mentioned above. There has also been a marginal increase in the numbers of disabled employees within the 0-1 year length of service category then previously in After the statistics above were compiled a further table was produced below (as at ) outlining the Length of Service by Headcount which extended the Length of Service range in order to give further analysis of the Library s workforce. As Table 11 demonstrates our largest length of service groups is the 25+ year group followed by the year group. Length of Service - Total Library Workforce Table 11 Length of Service Headcount % of Headcount 0-1 year % 1-2 year % 2-5 year % 5 10 year % year % year % year % 25 + year % Grand Total % 9

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