# Birmingham City Council Equality In Employment Monitoring Report 2019 To 2020

November 2020 
Organisational Development Team 

## Contents Introduction ...................................................................................................................................................................... 4

Equality Act 2010 .......................................................................................................................................................... 4 Workforce Strategy 2018-2022 
..................................................................................................................................... 5 
The scope of this report ................................................................................................................................................ 5 Data notes ..................................................................................................................................................................... 5 
Workforce Comparison ..................................................................................................................................................... 6 Workforce breakdown ...................................................................................................................................................... 7 
Data for 1st April 2019 - 31st March 2020 ..................................................................................................................... 7 
Contract types ........................................................................................................................................................... 7 Age ............................................................................................................................................................................ 7 
Disability 
.................................................................................................................................................................... 8 
Ethnic origin .............................................................................................................................................................. 8 Gender ...................................................................................................................................................................... 9 Religious belief ........................................................................................................................................................ 10 Sexual orientation ................................................................................................................................................... 10 
Pay and grades ................................................................................................................................................................ 11 
Data for 1st April 2019 - 31st March 2020 ................................................................................................................... 11 
Grade by Disability ...................................................................................................................................................... 11 Grade by Ethnic Origin ................................................................................................................................................ 12 Grade by Gender ......................................................................................................................................................... 12 Grade by Religious Belief ............................................................................................................................................ 13 Grade by Sexual orientation ....................................................................................................................................... 13 
Dignity at Work, Disciplinary and Grievance: .................................................................................................................. 15 
Data for 1st April 2019 - 31st March 2020 ................................................................................................................. 15 Overview of Dignity at Work, Disciplinary and Grievance by age 
............................................................................... 15 
Overview of Dignity at Work, Disciplinary and Grievance by Disability...................................................................... 15 Overview of Dignity at Work, Disciplinary and Grievance by Ethnic Origin 
................................................................ 16 
Overview of Dignity at Work, Disciplinary and Grievance by Gender ........................................................................ 16 Overview of Dignity at Work, Disciplinary and Grievance by Religious Belief 
............................................................ 17 
Overview of Dignity at Work, Disciplinary and Grievance by Sexual Orientation ...................................................... 17 
Recruitment .................................................................................................................................................................... 18 
Data for 1st April 2019 - 31st March 2020 ................................................................................................................... 18 
New Starters by Age .................................................................................................................................................... 18 New Starters by Disability ........................................................................................................................................... 18 New Starters by Ethnic Origin ..................................................................................................................................... 19 New Starters by Gender .............................................................................................................................................. 20 New Starters by Religious Belief .................................................................................................................................. 20 
Sexual orientation ................................................................................................................................................... 21 
Leavers ............................................................................................................................................................................ 22 
Data for 1st April 2019 - 31st March 2020 ................................................................................................................... 22 
Leavers Data by Age Range ......................................................................................................................................... 22 Leavers Data by Disability ............................................................................................................................................ 22 
Leavers Data by Ethnic Origin 
...................................................................................................................................... 23 
Leavers Data by Gender .............................................................................................................................................. 23 Leavers Data by Religious Belief .................................................................................................................................. 24 Leavers Data by Sexual Orientation 
............................................................................................................................. 25 
Staff Engagement: 
........................................................................................................................................................... 26 
Staff Survey ................................................................................................................................................................. 26 
Recommended Actions ................................................................................................................................................... 27 

 
Introduction Birmingham City Council aspires to be representative of the city, to lead with an inclusive mindset at all strategic and operation levels and to be a place where employees can bring their whole authentic selves to work and thrive. To help us achieve this, we are committed to eliminating discrimination and harassment, and encouraging inclusivity and diversity amongst our workforce at all levels. This Equality and Diversity Monitoring Report 2019-20 provides an analysis of equalities data for our workforce over the period 1st April 2019– 31st March 2020. This analysis will help us as an employer to identify the areas where we are doing well, as well as the areas where we could do more to ensure that we have a diverse, resilient workforce that is representative of the city which we serve. More information about Birmingham City Council's approach to equality can be found on our Equality and Diversity portal: https://www.birmingham.gov.uk/info/20218/equality_and_diversity Equality Act 2010 
 
The Equality Act 2010 was introduced to legally protect people from all forms of discrimination in the workplace and in wider society. It brings together and replaces nine previous pieces of legislation, making the law easier to understand and strengthening protections in some situations. The Act protects people from discrimination, harassment and victimisation on the basis of their 'protected characteristics'. These characteristics are: 

- 
Age 
- 
Disability 
- 
Gender reassignment 
- 
Marriage or civil partnership 
- 
Pregnancy and maternity 
- 
Race 
- 
Religion or belief (including the lack of religion or belief) 
- 
Sex (referred to as 'gender' for the purpose of this report) 
- 
Sexual orientation 
 The Equality Act 2010 also created the Public Sector Equality Duty (PSED), which is a legal duty for all public authorities to consider to how their policies and decisions affect people who are protected under the Act. Under the PSED, public bodies must carry out their functions with due regard to the need to: 

- 
Eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under the Equality Act 2010; 
- 
Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it; 
- 
Foster good relations between persons who share a relevant protected characteristic and persons who do not share it. 
 Public bodies are required to regularly publish data to demonstrate that they are following the PSED, as well as setting measurable equality objectives every four years. This Workforce Equality and Diversity Monitoring Report 2017-18 has been produced as part of this requirement. 

 
Our Workforce Strategy 2018-2022 sets out the following vision for Birmingham City Council: 'To be an employer of choice, demonstrated by a highly performing diverse workforce, capable of managing and planning innovative and financially robust service delivery to enable the city to grow and ensure every child, citizen and place matters.' The development of a diverse, skilled and high performing workforce is central to the achievement of our workforce strategy. The production of annual Equality in Employment Monitoring Report will enable us to monitor our progress towards this, demonstrating our successes and identifying where we may need to do more. 

 
The scope of this report 
 
This report will review and analyse equalities data for the following areas: 

- 
Workforce overview and breakdown 
- 
Pay and grading  
- 
Recruitment 
- 
Dignity at Work, Disciplinary and Grievance 
- 
Employees leaving the Council 
- 
Redundancies 
- 
Staff Engagement 
 
Data notes 
 
The workforce data used to compile this report has been produced by Human Resources and covers the period 1st April 2019– 31st March 2020. Our reporting is dependent on employees choosing to disclose their personal data to us.  The voluntary nature of these disclosures means that there are some areas where people have chosen not to release their information, creating gaps in our equalities data. We have now actively started work on how we can encourage staff to disclose their data and explaining the benefits of them doing this. The introduction of the new HR, Finance and Procurement system will assist going forwards, as this will involve data capture at every opportunity to improve the data we hold. There has also been a separate Workforce Race Equity Review which is the first deep dive into the protected characteristics and we aim to do this level of analysis for other protected characteristics once the data is improved. However many of the actions covered in the Workforce Race Equity Review will also have a positive impact for other protected characteristics.

|                  |                                                             |                                                             |               |               |               |         |
|------------------|-------------------------------------------------------------|-------------------------------------------------------------|---------------|---------------|---------------|---------|
| 2016/17          |                                                             | 2017/18                                                     |               | 2018/19       |               | 2019/20 |
|                  |                                                             |                                                             |               |               |               |         |
| Leavers from     | Leavers from                                                | Leavers from                                                |               |               |               |         |
|                  |                                                             | Count                                                       | %             | Count         | %             | Count   |
| Gender           | Male                                                        | 5,753                                                       | 32.57%        | 5,339         | 32.64%        | 4,679   |
| Female           | 11,913                                                      | 67.43% 11,017                                               | 67.36%        | 7,493         | 61.56%        | 7,067   |
|                  |                                                             |                                                             |               |               |               |         |
| Total            | 17,666 100.00% 16,356 100.00% 12,172 100.00% 11,781 100.00% | -1,310                                                      | -4,184        | -391          |               |         |
|                  |                                                             |                                                             |               |               |               |         |
| Ethnicity        | Asian or Asian British                                      | 2,242                                                       | 12.69%        | 2,237         | 13.68%        | 1,716   |
|                  | Black or Black British                                      | 2,013                                                       | 11.39%        | 1,912         | 11.69%        | 1,319   |
|                  | Mixed                                                       | 253                                                         | 1.43%         | 266           | 1.62%         | 189     |
|                  | Other                                                       | 182                                                         | 1.03%         | 171           | 1.04%         | 132     |
|                  | 4,689                                                       | 26.54%                                                      | 4,585         | 28.03%        | 3,355         | 27.56%  |
| Black, Asian and |                                                             |                                                             |               |               |               |         |
| Minority Ethnic  |                                                             |                                                             |               |               |               |         |
| (combined)       |                                                             |                                                             |               |               |               |         |
|                  | Prefer not to say                                           | 85                                                          | 0.48%         | 106           | 0.65%         | 72      |
|                  | Unknown                                                     | 5,020                                                       | 28.42%        | 4,472         | 27.34%        | 3,469   |
|                  | White                                                       | 7,873                                                       | 44.56%        | 7,194         | 43.99%        | 5,276   |
|                  | Total                                                       | 17,666 100.00% 16,356 100.00% 12,172 100.00% 11,781 100.00% | -1,310        | -4,184        | -391          |         |
| Age Range        | < 20                                                        | 150                                                         | 0.85%         | 136           | 0.83%         | 84      |
| 20 - 29          | 1,301                                                       | 7.36%                                                       | 1,225         | 7.49%         | 853           | 7.00%   |
|                  |                                                             |                                                             |               |               |               |         |
| 30 - 39          | 2,903                                                       | 16.43%                                                      | 2,668         | 16.31%        | 1,907         | 15.67%  |
|                  |                                                             |                                                             |               |               |               |         |
| 40 - 49          | 4,869                                                       | 27.56%                                                      | 4,322         | 26.42%        | 3,055         | 25.10%  |
|                  |                                                             |                                                             |               |               |               |         |
| 50 - 59          | 6,419                                                       | 36.33%                                                      | 6,060         | 37.05%        | 4,715         | 38.74%  |
|                  |                                                             |                                                             |               |               |               |         |
| 60 - 69          | 1,795                                                       | 10.16%                                                      | 1,727         | 10.56%        | 1,385         | 11.38%  |
|                  |                                                             |                                                             |               |               |               |         |
| >= 70            | 230                                                         | 1.30%                                                       | 218           | 1.33%         | 174           | 1.43%   |
|                  |                                                             |                                                             |               |               |               |         |
| Total            | 17,666 100.00% 16,356 100.00% 12,172 100.00% 11,781 100.00% | -1,310                                                      | -4,184        | -391          |               |         |
|                  |                                                             |                                                             |               |               |               |         |
| Disability       | No                                                          | 15,827                                                      | 89.59% 14,774 | 90.33% 11,113 | 91.30% 11,296 | 95.88%  |
|                  |                                                             |                                                             |               |               |               |         |
| Not assigned     | 1,154                                                       | 6.53%                                                       | 846           | 5.17%         | 519           | 4.26%   |
|                  |                                                             |                                                             |               |               |               |         |
| Yes              | 685                                                         | 3.88%                                                       | 736           | 4.50%         | 541           | 4.44%   |
|                  |                                                             |                                                             |               |               |               |         |
| Total            | 17,666 100.00% 16,356 100.00% 12,172 100.00% 11,781 100.00% | -1,310                                                      | -4,184        | -391          |               |         |

## Workforce Breakdown Data For 1St April 2019 - 31St March 2020 Contract Types Contract Type

- 
10,117 (86%) of employees at Birmingham City Council are on a permanent contract. 
- 
1,019 (9%) of staff are on a casual contract. 

## Age Age Range

 
- 
56% of our employees are aged 50-59, making this the largest staff group by age.  
- 
Only 7% of employees are under 30 years old and only 1 percent of employees are under 20. 
- 
Looking at the age of our workforce over time, there has been very little change from 2015/16 to 2018/19. 
The largest change has been in the 50-59 age groups, which has increased from 35.21% in 2015/16 to 56% in 2019/20 but remains consistently the largest age group over the past 5 years.  

## Disability

- 
Whilst only 4 percent of employees identify as having a disability, we feel that there are many more staff that have not yet disclosed, and we are actively setting out ways to address this issue as covered in the outline action plan at the end of this report. 
- 
The overall % within the workforce has stayed the same over the past 12 months. 

## Ethnic Origin Ethnic Origin

- 
The Workforce Race Equity Review looks at Race in more detail and, although only covers a specific point in time,  it does have a number of significant actions that will set out to address both the unknown data gap and the other issues covered in the report. Some of the actions identified will also have a positive impact on other protected characteristics. 
- 
The workforce is 60% female, and 40% male.  
- 
In 2016/17, 32.6% of employees were male (7.4% less than in 2019/20) and 67.4% of employees were female (7.4% more than in 2019/20). This indicates that, as the workforce has contracted by 5,885 employees since 2016/17, we have lost a considerably higher number of female employees as part of this process. 
- 
We are looking at widening categories which best describes people's gender.  
- 
For more information on Gender and pay please see Birmingham City Council's Gender Pay Gap Report 2018 
- 
The data on religious belief is insufficient and, whilst we have reduced the gap from 70% to 58% of unknown, we still need to do more work on this. There is a project in place that reaches out to staff to explain the benefits of disclosing their data to close the data gap, and we are hoping that in future reports these gaps will be reduced.  

## Sexual Orientation Sexual Orientation

- 
The data on sexual orientation is insufficient as there are currently 59% of staff not disclosing this information, whilst this has improved from the previous year (71%), we still need to work on this.  There is a project in place that reaches out to staff to explain the benefits of disclosing their data to close the data gap, and we are hoping that in future reports these gaps will be reduced. 

## Pay And Grades Data For 1St April 2019 - 31St March 2020

Age range 
GR1 
GR2 
GR3 
GR4 
GR5 
GR6 
GR7 
JNC 
Other Grand Total 
< 20 
3 
9 
3 
0 
0 
0 
0 
0 
47 
62 
20 - 29 
21 
220 
190 
106 
31 
3 
0 
0 
177 
748 
30 - 39 
135 
389 
420 
337 
155 
47 
9 
6 
194 
1692 
40 - 49 
244 
541 
714 
536 
297 
113 
34 
21 
287 
2787 
50 - 59 
375 
975 
1239 
970 
490 
195 
64 
23 
381 
4712 
60 - 69 
141 
543 
389 
209 
103 
29 
7 
7 
166 
1594 
>= 70 
19 
82 
16 
1 
2 
0 
0 
0 
66 
186 
Grand Total 
938 
2759 
2971 
2159 
1078 
387 
114 
57 
1318 
11781 

58%  
55%  
59%  
of people aged 20 to 29 work in 
of people working in GR4, GR5 or 
of people working in GR7 or JNC 
GR1, GR2 or GR3 positions 
GR6 positions are aged over 50 
positions are aged 50-69 

- 
Our largest staff group by grade is grade 3, which constitutes 25% (2,179) of the workforce. This is the same as the previous year. 
- 
57 people (under 1%) work at JNC level, this is the smallest staff group by grade. 
- 
The 'Other' grade includes a variety of staff, including those who have joined through TUPE, Members, casual & sessional staff, and those on the JNC youth and community pay scale. 

## Grade By Disability

Disability 
GR1 
GR2 
GR3 
GR4 
GR5 
GR6 
GR7 
JNC 
Other Grand Total 
No 
914 
2659 
2826 
2052 
1028 
367 
112 
57 
1281 
11296 
Not assigned 
0 
4 
6 
0 
0 
0 
0 
0 
20 
30 
Yes 
24 
96 
139 
107 
50 
20 
2 
0 
17 
455 
Grand Total 
938 
2759 
2971 
2159 
1078 
387 
114 
57 
1318 
11781 

57%  
39%  
<1%  
of people with a disability work 
of people with a disability work 
of people with a disability work 
in GR1, GR2 or GR3 positions 
in GR4, GR5 or GR6 positions 
in GR7 or JNC positions 

- 
Whilst the disability data gap needs to be reduced, with the data we do have we can see that we tend to see a higher percentage of representation in grades under grade 5 which is typical management positions. 

## Grade By Ethnic Origin

Ethnic origin 
GR1 
GR2 
GR3 
GR4 
GR5 
GR6 
GR7 
JNC 
Other Grand Total 
Asian or Asian British 
203 
474 
453 
318 
186 
44 
19 
1 
72 
1770 
Black or Black British 
131 
373 
380 
263 
129 
25 
6 
2 
44 
1353 
Mixed 
13 
48 
59 
43 
14 
6 
1 
0 
12 
196 
Other 
7 
53 
31 
32 
15 
1 
2 
0 
6 
147 
Prefer not to say 
11 
19 
18 
20 
9 
1 
0 
0 
2 
80 
Unknown 
116 
751 
715 
426 
177 
62 
19 
13 
820 
3099 
White 
457 
1041 
1315 
1057 
548 
248 
67 
41 
362 
5136 
Grand Total 
938 
2759 
2971 
2159 
1078 
387 
114 
57 
1318 
11781 

As stated previously the data in this area needs to be improved with regards to Ethnicity, but with the data we have there is much work we need to do to improve experiences of people from Black, Asian or Minority Ethnic origin and these actions are set out in the Workforce Race Equity Review. 

## Grade By Gender

GR7 
JNC 
Other Grand Total 
Female 
830 
1706 
1643 
1209 
635 
190 
50 
27 
777 
7066 
Male 
108 
1053 
1328 
950 
443 
197 
64 
30 
541 
4714 
Grand Total 
938 
2759 
2971 
2159 
1078 
387 
114 
57 
1318 
11781 

- 
For more information on Gender and pay please see Birmingham City Council's Gender Pay Gap Report 2018 
Grade by Religious Belief 
 

Religious belief 
GR1 
GR2 
GR3 
GR4 
GR5 
GR6 
GR7 
JNC 
Other Grand Total 
Buddhist 
2 
7 
10 
4 
0 
1 
0 
0 
2 
26 
Christian 
148 
361 
605 
555 
287 
113 
31 
20 
137 
2257 
Hindu 
20 
22 
27 
21 
19 
8 
2 
0 
11 
130 
Jewish 
0 
0 
2 
1 
1 
0 
0 
0 
0 
4 
Muslim 
71 
181 
178 
107 
48 
10 
3 
2 
35 
635 
No Religion 
70 
148 
301 
270 
166 
72 
22 
10 
87 
1146 
Other Religion 
10 
27 
57 
35 
22 
4 
0 
0 
5 
160 
Prefer not to say 
25 
66 
103 
92 
56 
19 
9 
0 
22 
392 
Sikh 
25 
29 
58 
68 
36 
6 
6 
0 
8 
236 
Unknown 
567 
1918 
1630 
1006 
443 
154 
41 
25 
1011 
6795 
Grand Total 
938 
2759 
2971 
2159 
1078 
387 
114 
57 
1318 
11781 

- 
The data on religious belief is insufficient and, whilst we have reduced the gap from 70% to 58% of unknown, we still need to do more work on this.  There is a project in place that reaches out to staff to explain the benefits of disclosing their data to close the data gap, and we are hoping that in future reports these gaps will be reduced.  

## Grade By Sexual Orientation

Sexual orientation 
GR1 
GR2 
GR3 
GR4 
GR5 
GR6 
GR7 
JNC 
Other Grand Total 
Bi-Sexual 
3 
9 
19 
12 
12 
0 
0 
0 
3 
58 
Heterosexual 
296 
720 
1164 
966 
537 
200 
68 
37 
247 
4235 
Lesbian or Gay 
0 
10 
33 
35 
17 
6 
0 
2 
6 
109 
Other 
4 
4 
2 
4 
0 
0 
0 
0 
0 
14 
Prefer not to say 
48 
78 
115 
95 
64 
23 
4 
2 
30 
459 
Unknown 
587 
1938 
1638 
1047 
448 
158 
42 
16 
1032 
6906 
Grand Total 
938 
2759 
2971 
2159 
1078 
387 
114 
57 
1318 
11781 

2%  
59%  
1%  
of peoples' sexual orientation is 
of peoples' sexual orientation is 
of people whose sexual 
Bi-Sexual, Lesbian or Gay or 
unknown across all grades 
orientation is Bi-Sexual, Lesbian 
Other across all grades 
or Gay or Other work in GR7 or 
JNC positions 

 

- 
The data on sexual orientation is insufficient currently having 59% of staff not disclosing this information and, whilst this has improved from previous year (71%) we still need to work on this.  There is a project in place that reaches out to staff to explain the benefits of disclosing their data to close the data gap, and we are hoping that in future reports these gaps will be reduced. 

## Dignity At Work, Disciplinary And Grievance: Data For 1St April 2019 - 31St March 2020

 Includes all cases that were open during 01/04/2019 - 31/03/2020, even if these cases started before April 2019. 

| Age range    |   Dignity at Work  |   Disciplinary  |   Grievance  |   Grand Total  |
|--------------|--------------------|-----------------|--------------|----------------|
| <24          |                 0  |              1  |           1  |             2  |
| 25-34        |                 5  |             21  |           3  |            29  |
| 35-49        |                24  |             47  |          18  |            89  |
| 50-54        |                17  |             24  |          15  |            56  |
| 55-59        |                 6  |             21  |          15  |            42  |
| 60 >         |                 5  |             29  |          12  |            46  |
| Grand Total  |                57  |            143  |          64  |           264  |

72%  
52%  
75%  
of Dignity at Work cases were 
of Disciplinaries involved people 
of Grievances were raised by 
raised by people aged 35 to 54 
aged over 50 
people aged 35 to 59 

- 57 staff raised dignity at work issues. - More dignity at work issues were raised by people in the 35-49 age range. - More disciplinaries involved people in the 35-49 age range - The most amount of grievances involved people who were in the 35-49 age range. 

## Overview Of Dignity At Work, Disciplinary And Grievance By Disability

| Disability                               |   Dignity at Work  |   Disciplinary  |   Grievance  |   Grand Total  |
|------------------------------------------|--------------------|-----------------|--------------|----------------|
| Has a disability (or previously had one) |                 7  |              5  |           3  |            15  |
| Not informed/unknown                     |                50  |            138  |          61  |           249  |
| Grand Total                              |                57  |            143  |          64  |           264  |

12%  
3%  
5%  
of Dignity at Work cases were 
of Disciplinaries involved people 
of Grievances were raised by 
raised by people with a disability 
with a disability 
people with a disability 

- 7 staff who had a disability raised a dignity at work issue. - 5 staff that had a disability were involved in a disciplinary. - There were 3 grievances raised by people who had a disability. 

## Overview Of Dignity At Work, Disciplinary And Grievance By Ethnic Origin

| Ethnic origin          |   Dignity at Work  | Disciplinary    |   Grievance  | Grand Total    |
|------------------------|--------------------|-----------------|--------------|----------------|
| Asian or Asian British |                15  | 30              |           6  | 51             |
| Black or Black British |                 7  | 20              |           9  | 36             |
| Mixed                  |                 3  | 2               |           0  | 5              |
| Other                  |                 0  | 1               |           0  | 1              |
| Prefer not to say      |                 0  | 2               |           1  | 3              |
| Unknown                |                10  | 47              |          14  | 71             |
| White                  |                 22 |                 |           41 |                |
| Grand Total            |                 57 |                 |          143 |                |

44%  
37%  
53%  
of Dignity at Work cases were 
of Disciplinaries involved people 
of Grievances were raised by 
raised by people of a Black, Asian 
of a Black, Asian or Minority 
people whose ethnic origin is 
or Minority Ethnic origin 
Ethnic origin 
White 

- There were 25 dignity at work issues raised by staff of a Black, Asian or Minority Ethnic origin. - The highest number of Dignity at work issues (15) were from people of an Asian or Asian British 
origin. 
- There were 52 disciplinaries that involved people of a Black, Asian or Minority Ethnic origin. - The largest group of disciplinaries (41) involved people whose ethnic origin is White. - The largest group of grievances were raised by people whose ethnic origin is White. - There were 15 grievances raised by people of a Black, Asian or Minority Ethnic origin. 

## Overview Of Dignity At Work, Disciplinary And Grievance By Gender

| Gender                        | Dignity at Work                  | Disciplinary                 |   Grievance  |   Grand Total  |
|-------------------------------|----------------------------------|------------------------------|--------------|----------------|
| Female                        | 37                               | 65                           |          28  |           130  |
| Male                          | 20                               | 78                           |          36  |           134  |
| Grand Total                   | 57                               | 143                          |          64  |           264  |
|                               |                                  |                              |              |                |
| 65%                           |                                  |                              |              |                |
|                               |                                  |                              |              |                |
| 55%                           |                                  |                              |              |                |
|                               |                                  |                              |              |                |
| 56%                           |                                  |                              |              |                |
|                               |                                  |                              |              |                |
| of Dignity at Work cases were | of Disciplinaries involved males | of Grievances were raised by |              |                |
| raised by females             | males                            |                              |              |                |

- There were 37 dignity at work issues raised female staff, nearly twice as many as their male 
colleagues. 
- 78 (55%) of disciplinaries involved males as compared to 65 (45%) that involved females. - There were 10% (55%) more grievances from male staff as compared to Female staff (45%). 

## Overview Of Dignity At Work, Disciplinary And Grievance By Religious Belief

| Religious belief    |   Dignity at Work  | Disciplinary    |   Grievance  | Grand Total    |
|---------------------|--------------------|-----------------|--------------|----------------|
| Christian           |                    |                 |              |                |
|                     |                    |                 |              |                |
| 11                  |                    |                 |              |                |
|                     |                    |                 |              |                |
| 23                  |                    |                 |              |                |
|                     |                    |                 |              |                |
| 16                  |                    |                 |              |                |
|                     |                    |                 |              |                |
| 50                  |                    |                 |              |                |
|                     |                    |                 |              |                |
| Hindu               |                    |                 |              |                |
|                     |                    |                 |              |                |
| 0                   |                    |                 |              |                |
| 2                   |                    |                 |              |                |
|                     |                    |                 |              |                |
| 0                   |                    |                 |              |                |
| 2                   |                    |                 |              |                |
|                     |                    |                 |              |                |
| Muslim              |                    |                 |              |                |
|                     |                    |                 |              |                |
| 1                   |                    |                 |              |                |
|                     |                    |                 |              |                |
| 5                   |                    |                 |              |                |
|                     |                    |                 |              |                |
| 0                   |                    |                 |              |                |
| 6                   |                    |                 |              |                |
|                     |                    |                 |              |                |
| No Religion         |                    |                 |              |                |
|                     |                    |                 |              |                |
| 6                   |                    |                 |              |                |
|                     |                    |                 |              |                |
| 8                   |                    |                 |              |                |
|                     |                    |                 |              |                |
| 5                   |                    |                 |              |                |
|                     |                    |                 |              |                |
| 19                  |                    |                 |              |                |
|                     |                    |                 |              |                |
| Other Religion      |                    |                 |              |                |
|                     |                    |                 |              |                |
| 3                   |                    |                 |              |                |
|                     |                    |                 |              |                |
| 0                   |                    |                 |              |                |
| 2                   |                    |                 |              |                |
|                     |                    |                 |              |                |
| 5                   |                    |                 |              |                |
|                     |                    |                 |              |                |
| Prefer not to say   |                    |                 |              |                |
|                     |                    |                 |              |                |
| 5                   |                    |                 |              |                |
|                     |                    |                 |              |                |
| 6                   |                    |                 |              |                |
|                     |                    |                 |              |                |
| 3                   |                    |                 |              |                |
|                     |                    |                 |              |                |
| 14                  |                    |                 |              |                |
|                     |                    |                 |              |                |
| Sikh                |                    |                 |              |                |
|                     |                    |                 |              |                |
| 5                   |                    |                 |              |                |
|                     |                    |                 |              |                |
| 4                   |                    |                 |              |                |
|                     |                    |                 |              |                |
| 0                   |                    |                 |              |                |
| 9                   |                    |                 |              |                |
|                     |                    |                 |              |                |
| Unknown             |                    |                 |              |                |
|                     |                    |                 |              |                |
| 26                  |                    |                 |              |                |
|                     |                    |                 |              |                |
| 95                  |                    |                 |              |                |
|                     |                    |                 |              |                |
| 38                  |                    |                 |              |                |
|                     |                    |                 |              |                |
| 159                 |                    |                 |              |                |
|                     |                    |                 |              |                |
| Grand Total         |                 57 |                 |          143 |                |

35%  
66%  
25%  
of Dignity at Work cases were 
of Disciplinaries involved people 
of Grievances were raised by 
raised by people who shared that 
whose religious belief is 
people whose religious belief is 
they have a religious belief 
unknown 
Christian 

- There were 20 dignity at work issues raised by people who shared they had a religious belief. - 34 disciplinaries involved people that shared they had a religious belief. - There were 18 grievances raised by people who shared they had a religious belief. 

## Overview Of Dignity At Work, Disciplinary And Grievance By Sexual Orientation

| Sexual orientation            | Dignity at Work                   | Disciplinary                    |   Grievance  | Grand Total    |
|-------------------------------|-----------------------------------|---------------------------------|--------------|----------------|
| Heterosexual                  |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| 28                            |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| 40                            |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| 23                            |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| 91                            |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| Lesbian or Gay                |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| 0                             |                                   |                                 |              |                |
| 2                             |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| 0                             |                                   |                                 |              |                |
| 2                             |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| Other                         |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| 0                             |                                   |                                 |              |                |
| 1                             |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| 0                             |                                   |                                 |              |                |
| 1                             |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| Prefer not to say             |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| 2                             |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| 5                             |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| 3                             |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| 10                            |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| Unknown                       |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| 27                            |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| 95                            |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| 38                            |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| 160                           |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| Grand Total                   | 57                                |                                 |          143 |                |
|                               |                                   |                                 |              |                |
| 49%                           |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| 66%                           |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| 59%                           |                                   |                                 |              |                |
|                               |                                   |                                 |              |                |
| of Dignity at Work cases were | of Disciplinaries involved people | of Grievances were raised by    |              |                |
| raised by people who are      | whose sexual orientation is       | people whose sexual orientation |              |                |
| heterosexual                  | unknown                           | is unknown                      |              |                |
|                               |                                   |                                 |              |                |

- 
Whilst there were 28 dignity at work issues raised by people who identified as heterosexual, there were 27 cases raised by people whose sexual orientation is unknown. 
- 
95 disciplinaries were against people whose sexual orientation is unknown. 
- 
38 grievances were raised by people whose sexual orientation is unknown. 

## Recruitment Data For 1St April 2019 - 31St March 2020 New Starters By Age Starters By Age Range

- 
203 starters were from the 20-29 age group this was the largest age group of new starters. 
- 
34% of new starters were under 30 and 20% were over 50. 

## New Starters By Disability Starters By Disability

- 
There were 14 people who declared they had a disability that started working for the council. 2% of new starters declared they had a disability as compared to the 4% of people who declared they have a disability in the whole council.  

## New Starters By Ethnic Origin Starters By Ethnic Origin


- 
20% (140) new starters ethnic origin was unknown, this is a slight improvement on the 26% unknown ethnic origin status for the whole council. The council is actively working on ways we can encourage new starters to share their personal data and close the data gap. 
- 
40% of starters were of a Black, Asian or Minority Ethnic origin as compared to 38% of new starters that were White. 
- 
444 new starters were female as compared with 267 male starters. As stated earlier in the report we are looking at widening categories which best describes peoples' gender  

## New Starters By Religious Belief

 

- 
Whilst 51% of new starters identified they had a religious belief there were 22% whose Religious belief was unknown. However, when compared to the overall 58% of unknown religious belief in the whole council this is an improvement. The council is actively working on ways we can encourage new starters to share their personal data and close the data gap. 
Sexual orientation 

- 
4% of new starters sexual orientation was Bi-Sexual, Lesbian or Gay as compared to the council's overall 1.5% of employees that identified they are Bi-Sexual, Gay or Lesbian. 
- 
The data on sexual orientation is still insufficient however 23% of new starters' sexual orientation was unknown as compared to the current 59% of all staff not disclosing this information, this may be evidencing a trend of more disclosure in this area.  
- 
There is a project in place that reaches out to new starters to explain the benefits of disclosing their data to close the data gap and we are hoping that in future reports these gaps will be reduced. 

## Leavers Data For 1St April 2019 - 31St March 2020 Leavers Data By Age Range

| Dismissal End of    | Redundancy Resignation Retirement Settlement    |   Death in  |
|---------------------|-------------------------------------------------|-------------|
| Service             | Contract                                        |             |
| Non                 |                                                 |             |
| Starter             |                                                 |             |
| Age                 |                                                 |             |
| range               |                                                 |             |
| 16-19               |                                                 |             |
| 0                   | 0                                               |          8  |
| 20-24               |                                                 |             |
| 0                   | 6                                               |        118  |
| 25-29               |                                                 |             |
| 0                   | 8                                               |         76  |
| 30-34               |                                                 |             |
| 0                   | 4                                               |         70  |
| 35-39               |                                                 |             |
| 0                   | 2                                               |         74  |
| 40-44               |                                                 |             |
| 4                   | 8                                               |         96  |
| 45-49               |                                                 |             |
| 4                   | 14                                              |        132  |
| 50-54               |                                                 |             |
| 10                  | 14                                              |        154  |
| 55-59               |                                                 |             |
| 6                   | 16                                              |        156  |
| 60-64               |                                                 |             |
| 6                   | 12                                              |        112  |
| 65+                 |                                                 |             |
| 6                   | 16                                              |        164  |
| Grand               |                                                 |             |
| Total               |                                                 |             |
| 36                  | 100                                             |       1160  |

12%  
33%  
of people leaving the council 
of people leaving the council 
were aged under 29 
were aged 30 to 49 

 
- 
There were 58 dismissals of people who were aged over 50 and 42 for people aged under 50. 
- 
 There were 76 redundancies for people in the 55-59 age range.  
- 
There were more resignations (132) from people aged 50-54. 

## Leavers Data By Disability

| Dismissal End of    | Redundancy Resignation Retirement Settlement    |
|---------------------|-------------------------------------------------|
| Disability          |                                                 |
|                     |                                                 |
| Death in            |                                                 |
| Service             | Contract                                        |
| Non                 |                                                 |
| Starter             |                                                 |
| No                  |                                                 |
| 30                  | 92                                              |
| Not assigned        |                                                 |
| 2                   | 0                                               |
| Yes                 |                                                 |
| 4                   | 8                                               |
| Grand               |                                                 |
| Total               |                                                 |
| 36                  | 100                                             |
Agreement 
TUPE out 
Grand Total 
55%  
of people leaving the council 
were aged over 50 
Agreement 
TUPE out 
Grand Total 

- 
Considering we need to close the data gap on people with a disability, 8% of people that were dismissed had 
a disability, 10% of redundancies included a person with a disability and 4% of people that resigned had a disability. 

## Leavers Data By Ethnic Origin

| Dismissal End of    | Redundancy Resignation Retirement Settlement    |   Death in  |
|---------------------|-------------------------------------------------|-------------|
| Service             | Contract                                        |             |
| Non                 |                                                 |             |
| Starter             | Agreement                                       |             |
| TUPE                |                                                 |             |
| out                 |                                                 |             |
| Grand               |                                                 |             |
| Total               |                                                 |             |
| Ethnic              |                                                 |             |
| origin              |                                                 |             |
| Asian or            |                                                 |             |
| Asian British       |                                                 |             |
| 4                   | 18                                              |        126  |
| Black or            |                                                 |             |
| Black British       |                                                 |             |
| 0                   | 10                                              |         52  |
| Mixed               |                                                 |             |
| 2                   | 0                                               |         14  |
| Other               |                                                 |             |
| 0                   | 0                                               |         10  |
| Prefer not          |                                                 |             |
| to say              |                                                 |             |
| 0                   | 0                                               |          2  |
| Unknown             |                                                 |             |
|                     |                                                 |             |
| 12                  | 38                                              |        636  |
| White               |                                                 |             |
| 18                  | 34                                              |        320  |
| Grand               |                                                 |             |
| Total               |                                                 |             |
| 36                  | 100                                             |       1160  |

22%  
38%  
39%  
of people who left the council 
of people who left the council's 
of people who left the council 
were from a Black, Asian or 
ethnic origin is unknown 
were White 
Minority Ethnic background 

- 
30% of people who left the council were white as compared to 22% of people who were from a Black, Asian or Minority Ethnic background. 
- 
34 dismissals were for people whose ethnic origin was white as compared to 28 people from a Black, Asian or Minority Ethnic background.  However, 38 people who left the council's ethnic origin is unknown. 
- 
55% of redundancies were for people whose ethnic background was white as compared to 30% of people who were from a Black, Asian or Minority Ethnic background. However, we are still missing data for 13% of people. 
- 
154 people who retired were from a white ethnic background as compared to 26 people who were from a Black, Asian or Minority Ethnic background. However, we are still missing data for 56 people. 

## Leavers Data By Gender

| Dismissal End of    | Redundancy Resignation Retirement Settlement    |
|---------------------|-------------------------------------------------|
| Gender              |                                                 |
| Death in            |                                                 |
| Service             | Contract                                        |
| Non                 |                                                 |
| Starter             | Agreement                                       |
| TUPE                |                                                 |
| out                 |                                                 |
| Grand               |                                                 |
| Total               |                                                 |
| Female              |                                                 |
| 22                  | 54                                              |
| Male                |                                                 |
| 14                  | 46                                              |
| Grand               |                                                 |
| Total               |                                                 |
| 36                  | 100                                             |

54%  
71%  
69%  
of people who were dismissed 
of people whose contract ended 
of people who resigned were 
were female 
were female 
female 
 

- 
54% of people who were dismissed were female as compared to 46% male. 
- 
71% of people whose contract ended were female as compared to 29% male. 
- 
69% of people who resigned were female as compared to 31% male. 

## Leavers Data By Religious Belief

| Dismissal End of    | Redundancy Resignation Retirement Settlement    |   Death in  |
|---------------------|-------------------------------------------------|-------------|
| Service             | Contract                                        |             |
| Non                 |                                                 |             |
| Starter             | Agreement                                       |             |
| TUPE                |                                                 |             |
| out                 |                                                 |             |
| Grand               |                                                 |             |
| Total               |                                                 |             |
| Religious           |                                                 |             |
| belief              |                                                 |             |
| Christian           |                                                 |             |
| 4                   | 8                                               |        102  |
| Hindu               |                                                 |             |
| 0                   | 2                                               |         10  |
| Muslim              |                                                 |             |
| 0                   | 2                                               |         60  |
| No                  |                                                 |             |
| Religion            |                                                 |             |
| 8                   | 14                                              |         54  |
| Other               |                                                 |             |
| Religion            |                                                 |             |
| 2                   | 0                                               |          8  |
| Prefer to           |                                                 |             |
| not say             |                                                 |             |
| 0                   | 2                                               |          6  |
| Sikh                |                                                 |             |
| 0                   | 0                                               |         12  |
| Unknown             |                                                 |             |
| 22                  | 72                                              |        908  |
| Grand               |                                                 |             |
| Total               |                                                 |             |
| 36                  | 100                                             |       1160  |

24%  
66%  
29%  
of people who left the council 
of people who left the councils' 
of people who resigned have 
have shared that they have a 
shared that they have a religious 
religious belief is unknown 
religious belief 
belief 
 

- 
There were 12 people who were dismissed that have a religious belief. 
- 
There were 60 people who have a religious belief that were made redundant. 
- 
There were 48 people who retired that have a religious belief. 

| Dismissal End of    | Redundancy Resignation Retirement Settlement    |   Death in  |
|---------------------|-------------------------------------------------|-------------|
| Service             | Contract                                        |             |
| Non                 |                                                 |             |
| Starter             | Agreement                                       |             |
| TUPE                |                                                 |             |
| out                 |                                                 |             |
| Grand               |                                                 |             |
| Total               |                                                 |             |
| Sexual              |                                                 |             |
| orientation         |                                                 |             |
|                     |                                                 |             |
| Bi-Sexual           |                                                 |             |
| 0                   | 0                                               |          2  |
| Heterosexual        |                                                 |             |
|                     |                                                 |             |
| 8                   | 26                                              |        202  |
| Lesbian or          |                                                 |             |
| Gay                 |                                                 |             |
| 0                   | 2                                               |          8  |
| Prefer to           |                                                 |             |
| not say             |                                                 |             |
| 2                   | 4                                               |         22  |
| Unknown             |                                                 |             |
| 26                  | 68                                              |        926  |
| Grand               |                                                 |             |
| Total               |                                                 |             |
| 36                  | 100                                             |       1160  |

## 2% 66% 3%

| of people who left the councils'    | of people who left the council's    | of people who resigneds' sexual    |
|-------------------------------------|-------------------------------------|------------------------------------|
| sexual orientation was Bi-Sexual,   | orientation was Bi-Sexual,          | sexual orientation is unknown      |
|                                     |                                     |                                    |
| Lesbian or Gay                      |                                     |                                    |
|                                     |                                     |                                    |
| Lesbian or Gay                      |                                     |                                    |
|                                     |                                     |                                    |

- 
66% of people who left the council's sexual orientation is unknown. There is a project in place that reaches out to new starters to explain the benefits of disclosing their data to close the data gap and we are hoping that in future reports these gaps will be reduced. 

## Staff Survey 3,653 Employees Completed The Most Recent Staff Survey In October 2019.

We did not collect the data with regards to the protected characteristics, however the headlines from the survey feedback were:  

Increase (4%) in those who would recommend BCC as a great place to work. 
Consistent level of staff who would go above and beyond to help BCC succeed and those who find their work interesting, fulfilling and sufficiently challenging. A 7% increase in the amount of staff that are unlikely to look for a job outside BCC. 
Similar volumes of staff who feel they have the skills to fulfil the requirements of their job role. 
Staff feel that we are managing change better with a 5% increase over the last year with 23% agreeing. 

Staff continue to understand the Councils values, vision and behaviours. However, there is a slight increase in the amount of staff who believe we should change these values. 

A 4% Improvement in those who feel performance is handled well but still low overall at 27%. 
7% increase in the amount of staff who believe that BCC is manged well although still low overall sitting at 27%. 

There is no change in the levels of discrimination and bullying experienced within the workplace. 

6% increase in those who are likely to stay at BCC as an employee. 
| Recommended actions                                                        |                                                        |
|----------------------------------------------------------------------------|--------------------------------------------------------|
| What we are going to do                                                    |                                                        |
| Time                                                                       |                                                        |
| frame                                                                      |                                                        |
| 1.                                                                         |                                                        |
|                                                                            |                                                        |
| Io improve our data and clearly articulate the benefits to our             | December                                               |
| 2020                                                                       | city of gathering meaningful workforce data, work with |
| management teams to close the gaps in our data.                            |                                                        |
| January 2021                                                               | 2.                                                     |
|                                                                            |                                                        |
| Review and re-establish a robust exit interview process and                |                                                        |
| reporting.                                                                 |                                                        |
| January 2021                                                               |                                                        |
| 3.                                                                         |                                                        |
|                                                                            |                                                        |
| Fully utilise the workforce planning approach to incorporate a whole       |                                                        |
| Equality Diversity and Inclusion approach to workforce planning,           |                                                        |
| highlighting areas of concern and development on a service by service      |                                                        |
| focus.                                                                     |                                                        |
| April 2021                                                                 |                                                        |
| 4.                                                                         |                                                        |
|                                                                            |                                                        |
| Create a new diversity audit to inform our long-term strategy. We want     |                                                        |
| to be a learning organisation and better understand how to unblock the     |                                                        |
| barriers to a fully inclusive workplace.                                   |                                                        |
| August 2021                                                                | 5.                                                     |
|                                                                            |                                                        |
| To widen the scope of this report to ensure that all protected             |                                                        |
| characteristics are fully covered in future PSED reports.                  |                                                        |
| 6.                                                                         |                                                        |
|                                                                            |                                                        |
| Refresh our approach to Equality Impact Assessments and their              |                                                        |
| use during Workforce Planning and organisational redesigns.                |                                                        |
| December                                                                   |                                                        |
| 2021                                                                       |                                                        |
| April 2022                                                                 |                                                        |
| 7.                                                                         |                                                        |
|                                                                            |                                                        |
| Undertake a review across all protected characteristics with the intention |                                                        |
| of bringing together one approach for addressing full representation       |                                                        |
| across the workforce.                                                      |                                                        |