British: Pakistani Black or Black British: African 193 1.15% 7 0.28% 3.62% Black or Black British: Any Other Black Background 20 0.12% 2 0.08% 10% Black or Black British: Caribbean 78 0.46% 10 0.4% 12.82% Chinese or Other Ethnic Group: Chinese 40 0.24% 4 0.16% 10% Chinese or Other Ethnic Group: Other 6 0.03% 0 0 0 Mixed: Any Other Mixed Background 27 0.16% 3 0.12% 11.11% Mixed White & Asian 119 0.71% 11 0.44% 9.24% Mixed White & Black African 11 0.06% 3 0.12% 27.2% Mixed White & Black Caribbean 144 0.86% 14 0.55% 9.72% Prefer Not To Say 133 0.79% 8 0.32% 6.01% White: Any Other White Background 443 2.64% 37 1.48% 8.35% White: White British 12384 73.8% 1622 64.7% 13.1% White Irish 78 0.46% 8 0.32% 10.25% Other or Blank 1568 9.34% 631 25.2% 40.24% Grand Total 16776 - 2508 - -
percentage of disabled employees over the last year does, however, seem to have slowed a little. The table below shows the distribution of disabled employees within the LCC workforce by Service as at 31 December 2016, again the previous year's figures are given in brackets below each entry. Service Number of Employees Number of Disabled Employees Percentage of Employees who Consider themselves to have a disability Adult Services 2661 (2662) 68 (72) 2.55% (2.7%) Children's Services 3700 (3663) 55 (56) 1.48% (1.52%) Communications 30 (35) 3 (4) 10% (11.42%) Community Services 2121 (2392) 37 (43) 1.74% (1.8%) Corporate Commissioning 177 (208) 8 (8) 4.52% (3.84%) County Council 7 (0) 0 (0) 0 (0) Customer Access 222 (230) 5 (7) 2.25% (3.04%) Development & Corporate Services 1134 (1466) 25 (35) 2.20% (2.39%) Governance, Finance & Public Services 431 (479) 9 (9) 2.08% (1.87%) Not in Hierarchy 1 (0) 0 (0) 0 (0) Public Health & Wellbeing Service 1280 (1314) 34 (36) 2.65% (2.74%) Lancashire County Council Total 11647 (12536) 244 (268) 2.09% (2.13%) BTLS 427 (455) 12 (12) 2.81% (2.6%) LCC Total including BTLS 12074 (12991) 256 (280) 2.10% (2.18%) From feedback from employees there remains a reluctance from some people to disclose a disability because of how they feel colleagues and managers may react – particularly in a time of continued uncertainty around employment within LCC. It
Community Services 4 6.78% (4 5%) 55 93.22% (67 95%) 0 (0) Corporate Commissioning 13 20% (15 20.8%) 52 80% (57 79.2%) 0 (0) County Council 3 75% (0 0) 1 25% (0 0) 0 (0) Customer Access 0 0 (1 25%) 6 100% (3 75%) 0 (0) Development & Corporate Services 16 10.7% (22 11.76%) 132 88.6% (163 87.16%) 1 0.7% (2 1.07%) Governance, Finance & Public Services 20 30.30% (20 28.6%) 45 68.2% (49 70%) 1 1.5% (1 1.4%) Public Health & Wellbeing 11 12.5% (15 13.15%) 77 87.5% (99 86.85%) 0 (0) Total 121 15.2% (117 13.2%) 671 84.3% (763 86%) 4 0.5% (7 0.8%) BTLS 15 17.2% (18 22%) 72 82.8% (64 78%) 0 (0) Total including BTLS 136 15.4% (135 13.93%) 743 84.1% (827 85.34%) 4 0.5% (7 0.72%) Perhaps not surprisingly, there is a far higher concentration of employees in senior posts in the 40-64 age band than in the workforce overall, as over 84% of senior postholders are in this age group, although this percentage has fallen slightly in the past year. The number and percentage of employees in the 25-39 age group has increased slightly during the last year whilst the number of senior postholders over
End of Payroll Service Contract 5 0 0 Mutually Agreed Termination 86 0 0 Redundancy - Compulsory 7 0 0 Redundancy - Voluntary 369 20 11 Redundancy: Voluntary Converted from Compulsory 30 1 4 Career Break 3 0 0 Resignation - Voluntary 970 5 19 Resignation following maternity leave 9 0 0 Retirement – Actuarially Reduced (Teachers Pension Scale only 55-59) 6 1 0 Early Retirement with Employers Consent (LGPS or Teachers Pension Scheme) 24 0 1 Retirement – Ill Health 30 5 3 Retirement – voluntary aged 60 or over 128 2 1 TUPE Transfer Non LCC 103 3 7 Termination by Frustration of Contract 2 0 0 Transfer – internal move within LCC (including schools) 4 0 0 Transfer Out of LCC (including TUPE) 173 5 1 Transfer to New Payroll 4 0 0 Voluntary Early Retirement 23 2 0 No Reason Input 1 0 0