West Midlands Fire Service Workforce Equality profile January 2018
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
Disability Disabled 74 3.90% 40 2.90% 33 7.40% 1 1.50% Not Disabled Prefer not to state 1606 84.40% 1182 85% 364 81.40% 60 92.30% 101 5.30% 88 6.30% 12 2.70% 1 1.50% Not stated 122 6.40% 81 5.80% 38 8.50% 3 4.60% TOTAL 1903 1391 447 65 Race Equality White British 1672 87.90% 1251 90% 358 80% 63 97% Asian 57 3% 16 1.10% 41 9.2% 0 0% Black 74 3.90% 52 3.70% 21 4.7% 1 1.5% Mixed 53 2.80% 41 2.90% 12 2.7% 0 0% Other 10 0.50% 9 0.60% 1 0.2% 0 0% Not stated 37 1.90% 22 1.60% 14 3.2% 1 % TOTAL 1903 1391 447 65 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
Gender Equality Male 1524 80.08% 1311 94.20% 204 45.60% 10 15.40% Female 378 19.86% 80 5.80% 243 54.40% 55 84.60% Transgender 1 0.05% 1 0.10% 0 0% 0 0.00% TOTAL 1903 1391 447 65 Sexual Orientation Equality Heterosexual 1272 66.80% 916 65.80% 306 68.50% 50 76.90% Gay/Lesbian 22 1.10% 17 1.20% 2 0.45% 3 4.60% Bisexual 17 0.90% 13 0.90% 2 0.45% 2 3.10% Prefer not to state 253 13.30% 203 14.60% 44 10% 6 9.20% Not stated 339 17.80% 241 17.30% 93 20.80% 4 6.10% TOTAL 1903 1390 447 65 4
Religion and Belief Equality Chrisitian 799 42% 579 41.60% 191 42.70% 29 44.60% Buddhist 6 0.30% 5 0.40% 1 0.20% 0 0% Hindu 10 0.50% 3 0.20% 7 1.60% 0 0% Humanist 8 0.40% 8 0.60% 0 0% 0 0% Jain 1 0.10% 1 0.10% 0 0% 0 0% Jewish 1 0.10% 1 0.10% 0 0% 0 0% Muslim 24 1.30% 14 1% 10 2.20% 0 0% Pagan 10 0.50% 9 0.60% 1 0.20% 0 0% Scientologist 1 0.10% 1 0.10% 0 0% 0 0% Sikh 19 1% 5 0.40% 14 3.10% 0 0% Spiritualism 2 0.10% 1 0.10% 1 0.20% 0 0% Other 49 2.60% 39 2.80% 9 2% 1 1.50% None 440 23.10% 318 22.90% 97 21.70% 25 38.50% Prefer not to state 213 11.20% 169 12.10% 38 8.50% 6 9.20% Not stated 320 16.80% 238 17.10% 78 17.50% 4 6.10% Total 1903 1391 447 65 5
Age Equality & Diversity 17-24 yrs 39 2% 16 1.10% 21 4.70% 2 3.10% 25-34yrs 283 14.90% 218 15.70% 50 11.20% 15 23.10% 35-44yrs 664 34.90% 556 40% 89 19.90% 19 29.20% 45-54yrs 754 39.60% 572 41.10% 160 35.80% 22 33.80% 55-64yrs 144 7.60% 28 2% 109 24.40% 8 10.80% 65yrs + 19 1% 1 0.10% 18 4% 0 0% Total 1903 1391 447 66 West Midlands Fire Service Marketing 2018 6
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 15.28 13.15 2.13 14 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 14.08 13.32 0.76 5 7
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 5.54 13.95 259 55.22 210 44.78 2 - Lower Middle 13.95 14.02 435 92.75 34 7.25 3 - Upper Middle 14.02 15.91 407 86.78 62 13.22 4 - Upper 15.91 51.58 397 84.65 72 15.35 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 2018 8