WORKFORCE PROFILE INFORMATION 30 TH JUNE 2013

WORKFORCE PROFILE INFORMATION 30 TH JUNE 2013 Human Resources Workforce Strategy Team First Floor, Britannia House Hall Ings BRADFORD, BD1 1HX Department of Human Resources

BACKGROUND AND CONTEXT The Council is required by law to publish information relating to certain categories (known as Protected Characteristics) under the Equalities Act 2010. To increase the intelligibility of the data presented the Council has adopted a variety of methods eg tables, graphs, text narrative as appropriate to the information. Information has been collected for a number of years on Race, Disability, Gender and Age, as was previously required under fore-runner equalities legislation. In December 2013, the Council amended its systems to enable information on Sexual Orientation and Religion & Belief to be recorded for its workforce and is currently considering how best to collect meaningful data against these protected characteristics. Absence of data should not be taken to imply any lack of interest by the Council in the welfare of these groups, it has never previously been required to collect data about them. It does not collect information on occupational segregation and has factored it into its review of ongoing monitoring of its workforce / activity. It is anticipated that in the future the Council will be able to publish data against these groups. However, currently there is only limited information available relating to Pregnancy and Maternity.

BACKGROUND AND CONTEXT (Continued) The Council is aware of its ongoing duty to collect information of employees and service users with protected characteristics which it did not previously monitor. Once the data has been collected and analysed it will be published, as required. The Council is monitoring the implications of workforce reductions following cuts in central government funding, particularly in terms of its employees with protected characteristics. The Council is working towards fully implementing an equality proof pay structure for its entire NJC staff and is engaging with trade unions on this issue. Currently it has been implemented for staff up to former Scale 6. The Council routinely carries out Equality Impact Assessments on its policies, processes and procedures through a rolling programme. For information on the Bradford District please go to the West Yorkshire Observatory, or by the following link www.westyorkshireobservatory.org/bradford

3000 2500 2000 1500 1000 500 0 WORKFORCE PROFILE HEADCOUNT AND FULL TIME EQUIVALENT (FTE) as of 30 th June 2013 1250 940 Adult & Community Services 1944 1607 Children's Services 344 313 Chief Executives Office 55 48 124 114 1722 1427 Public Health City Solicitor Environment & Sport 640 589 2771 1769 621 540 Finance Regen & Culture Human Resources The chart shows the distribution of staff throughout the organisation (but excluding school based staff) as a headcount and full time equivalent (FTE) figure. Those Departments with the largest difference between headcount and FTE figures are those with a large number of part time staff Headcount FTE

WORKFORCE PROFILE WORKING PATTERNS AND EMPLOYMENT STATUS as of 30 th June 2013 20000 18000 16000 14000 NUMBER OF EMPLOYEE 12000 10000 8000 6000 4000 2000 0 Headcount FTE Full time Part time Established Temporary Council (exc Schools) 9471 7346.0 4860 4611 9227 244 Whole Council 18444 13599.2 7887 10557 16540 1904

WORKFORCE PROFILE GENDER as of 30 th June 2013 COUNCIL GENDER SPLIT (excluding school-based staff) 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% 33.18% 33.20% 34.13% 34.11% 33.92% 34.34% 34.62% 66.82% 66.80% 65.87% 65.89% 66.09% 65.66% 65.38% 2007 2008 2009 2010 2011 2012 2013 The reduction in the workforce has produced no significant changes to the gender breakdown of the workforce since last year. 43% of the top 5% of earners are female which is a 1% increase on last year. A large proportion of female staff tend to be part time workers in the more lower paid jobs. The profile shows that women make up a large part of the workforce. Within Council Departments approximately 65% to 35% (female to male) and this has remained fairly stable over the last 7 years. The workforce reductions have not had a disproportionate affect on either gender. Female Male

WORKFORCE PROFILE GENDER HEADCOUNT as of 30 th June 2013 15000 10000 5000 0 Female Staff Male Staff Council (exc School based) 6192 3279 Whole Authority 13989 4455

WORKFORCE PROFILE GENDER AS A PERCENTAGE as of 30th June 2013 80% 60% 40% 20% 0% Female Staff Male Staff Council (exc School based) 65.4% 34.6% Whole Authority 75.8% 24.2%

WORKFORCE PROFILE 30 JUNE 2013 GENDER BY GRADES INCLUDING SCHOOLS (apart from * which shows categories) 100% 90% 80% 70% 60% % 50% 40% 30% 20% 10% 0% Scale 1-3 Scale 4-6 SO1 - PO1 PO2 - PO6 Special Grades or above Senior Management Craf t Worker* JNC Youth Worker* Teacher* Soulbury* Fixed TUPE Rates Grand Total Female 82% 75% 67% 60% 41% 36% 2% 48% 80% 64% 57% 76% Male 18% 25% 33% 40% 59% 64% 98% 52% 20% 36% 43% 24%

WORKFORCE PROFILE 30 JUNE 2013 GENDER BY GRADES EXCLUDING SCHOOLS (apart from * which shows categories) 100% 90% 80% 70% 60% % 50% 40% 30% 20% 10% 0% Scale 1-3 Scale 4-6 SO1 - PO1 PO2 - PO6 Special Grades or above Senior Management Craft Worker* JNC Youth Worker* Teacher* Soulbury* Fixed TUPE Rates Grand Total Female 73% 65% 62% 58% 39% 36% 2% 48% 74% 64% 58% 65% Male 27% 35% 38% 42% 61% 64% 98% 52% 26% 36% 42% 35%

WORKFORCE PROFILE ETHNICITY as of 30 th June 2013 % 25.0 20.0 15.0 10.0 5.0 0.0 20 years ago 10 years ago 2009/10 2010/11 30 June 2012 30 June 2013 BME as a % 7.0 13.3 20.4 21.0 22.2 22.86 The reduction in the workforce has produced no significant changes to the ethnic breakdown since last year. Although the organisation is employing less staff overall, the percentage of BME staff remains proportional. It is interesting to note the progress made in building a more representative workforce over the last 20 years. The chart shows the percentage of BME staff in the Council s workforce excluding schools. There has been a significant increase of BME staff over the past 20 years.

WORKFORCE PROFILE ETHNICITY as of 30 th June 2013 80% 70% 60% 50% 40% 30% 20% 10% 0% White Asian or Asian British Black or Black British Mixed Other Ethnic Groups Whole Authority 75.49% 17.57% 1.47% 1.19% 4.27% Council (excluding Schools) 75.10% 16.27% 2.27% 1.37% 4.98%

WORKFORCE PROFILE GRADES BY ETHNICITY as of 30 June 2013 (apart from * which only shows categories) Ethnic Category White Asian or Asian British Black or Black British Mixed Other Ethnic Groups Authority Total Scale 1-3 71% 23% 1% 1% 5% 45% Scale 4-6 76% 16% 2% 1% 5% 21% SO1 - PO1 77% 15% 3% 2% 3% 8% PO2 - PO6 79% 13% 2% 1% 5% 7% Special Grades or other above PO6 87% 7% 2% 2% 3% 1% Senior Management 93% 0% 0% 0% 7% 0% Craft Worker* 88% 2% 0% 2% 8% 1% JNC Youth Worker* 42% 29% 9% 4% 16% 1% Teacher* 86% 10% 1% 1% 2% 15% Soulbury* 82% 13% 5% 0% 0% 0% Fixed TUPE Rates 84% 13% 0% 0% 3% 0% Grand Total 75% 18% 1% 1% 4% 100%

WORKFORCE PROFILE AGE EMPLOYMENT OF YOUNGER PEOPLE as of 30 th June 2013 600 500 400 300 200 100 534 466 451 322 261 278 The number of staff under 25 years of age has reduced over the last six years and particularly between 2010 and 2012 This is a consequence of reduced recruitment overall and the original under 25 s growing older. However since the Council introduced an Apprenticeship & Traineeship Scheme in order to help address this decline we can see from the Chart that numbers are starting to increase. The average age of the workforce (excluding Schools) has remained at 45 years old. 0 2008 2009 2010 2011 2012 As of 30 June 2013

WORKFORCE PROFILE AGE HEADCOUNT as of 30 th June 2013 6000 5000 Number of Employees 4000 3000 2000 1000 0 All Authority Council (exc Schools) < 20 years 137 50 20-29 2401 812 30-39 4083 1840 40-49 5678 3005 50-54 2857 1718 50-59 2119 1297 60-64 932 594 65-69 189 127 70 yrs & over 48 28

WORKFORCE PROFILE AGE AS A PERCENTAGE as of 30 th June 2013 35.0% 30.0% 25.0% 20.0% 15.0% 10.0% 5.0% 0.0% Council (exc Schools) All Authority < 20 Yrs 0.5% 0.7% 20-29 Yrs 8.6% 13.0% 30-39 Yrs 19.4% 22.1% 40-49 Yrs 31.7% 30.8% 50-54 Yrs 18.1% 15.5% 55-59 Yrs 13.7% 11.5% 60-64 Yrs 6.3% 5.1% 65-69 Yrs 1.3% 1.0% 70 Yrs & over 0.3% 0.3%

WORKFORCE PROFILE DISABILITY as of 30 th June 2013 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Authority Council (excluding Schools) No 97.68% 95.86% Yes 2.03% 4.21%

WORKFORCE PROFILE GRADES BY DISABILITY (INCLUDING SCHOOLS) (apart from * which only shows categories) as of 30 th June 2013 100% 90% 80% 70% 60% % 50% 40% 30% 20% 10% 0% Scale 1-3 Scale 4-6 SO1 - PO1 PO2 - PO6 Special Grades or above Senior Manage ment Craft Worker* JNC Youth Worker* Teacher* Soulbury * Fixed TUPE Rates Not Disclosed 0.1% 0.1% 0.3% 0.1% 0.6% 0.0% 0.0% 0.0% 0.1% 0.0% 0.0% 0.2% No 98.4% 97.1% 95.4% 94.2% 94.5% 100.0% 99.3% 92.1% 99.6% 96.4% 95.5% 97.7% Yes 1.4% 2.8% 4.3% 5.7% 5.0% 0.0% 0.7% 7.9% 0.3% 3.6% 4.5% 2.2% Grand Total

WORKFORCE PROFILE GRADES BY DISABILITY (EXCLUDING SCHOOLS) (apart from * which only shows categories) as of 30 th June 2013 100% 90% 80% 70% 60% % 50% 40% 30% 20% 10% 0% Scale 1-3 Scale 4-6 SO1 - PO1 PO2 - PO6 Special Grades or above Senior Manage ment Craft Worker* JNC Youth Worker* Teacher* Soulbury * Fixed TUPE Rates Not Disclosed 0.1% 0.1% 0.4% 0.1% 0.6% 0.0% 0.0% 0.0% 0.6% 0.0% 0.0% 0.2% No 97.3% 95.1% 94.2% 93.8% 94.0% 100.0% 99.3% 92.1% 98.7% 96.4% 95.5% 95.9% Yes 2.5% 4.8% 5.4% 6.1% 5.4% 0.0% 0.7% 7.9% 0.6% 3.6% 4.5% 4.0% Grand Total

WORKFORCE PROFILE PERFORMANCE DATA Top 5% Female @ 30 June 2012) Top 5% Female @ 30 June 2013) Top 5% BME @ 30 June 2012 Top 5% BME @ 30 June 2013 % Disabled Employees @ June 2012 % Disabled Employees @ June 2013 % BME Employees @ June 2012 % BME Employees @ June 2013 Council (excluding School based) 42.77 43.18 12.53 11.88 3.8 3.97 22.2 22.86 Authority N/A N/A N/A N/A 2.1 2.22 22.1 22.22 LABOUR TURNOVER 2012/13 Council (excluding School based) 9.22% Authority 12.24%

DISCIPLINARY CASES (EXCLUDING SCHOOLS) 2012 (with comparison to 1 Jan 2011 31 Dec 2012) Ethnic Category 2011 2012 White 38 42 Asian or Asian British 10 9 Black or Black British 2 3 Mixed 1 3 Any Other Ethnic Group 1 2 Not Stated 1 0 Grand Total 53 59 Disability 2011 2012 Yes 3 2 No 50 57 Grand Total 53 59 Age Banding 2011 2012 under 20 1 0 20-29 6 9 30-39 11 11 40-49 18 25 50-59 16 11 60-69 1 3 Grand Total 53 59 Gender Key 2011 2012 Female 28 21 Male 25 38 Grand Total 53 59

GRIEVANCES/COMPLAINTS (EXCLUDING SCHOOLS) 2012 (with comparison to 1 Jan 2011 31 Dec 2012) Ethnic Category 2011 2012 White 17 11 Asian or Asian British 4 7 Black or Black British 0 2 Disability 2011 2012 Yes 1 4 No 21 16 Grand Total 22 20 Any Other Ethnic Group 1 0 Grand Total 22 20 Age Category 2011 2012 20-29 4 0 30-39 2 3 40-49 9 8 50-59 5 7 60-64 1 2 65 & over 1 0 Grand Total 22 20 Gender Key 2011 2012 Female 15 10 Male 7 10 Grand Total 22 20

ENGAGEMENT WITH EMPLOYEES Communication channels used within the Council include regular messages from Corporate Management Team (the Chief Executive and all Strategic Directors) on the Council s internal website (known as BradNet Portal). The Council also has Pride @ Work Express (a staff newsletter in various formats taking into account employees various forms of disability), Managers Express and change update (aimed at 4th Tier Managers), and the Chief Executive s briefings for all employees on key topics of change and which include an opportunity for employees to ask the Chief Executive questions. The Council holds regular Corporate Equality and Diversity Team meetings with champions from each Department.

ENGAGEMENT WITH TRADE UNIONS Effective change management is based on ongoing engagement between the Council and Trade Unions as well as specific consultation / negotiation on individual change issues. This engagement enables the Council to discuss with Trade Unions, at an early stage, significant developments which may impact on employees and enable the Council to understand and respond to Trade Union issues before formal implementation commences. All reports to Executive on any change issue include a statement on the unions views in relation to the proposals, in order to inform the report.