Equalities Monitoring Report 2022-2023

Gender Identity

	Male	Female	Non-binary	Transgender	Prefer not to say	Not Specified
Overall	71.98	23.76	1.46	0	0.64	2.16
Applied	71.98	23.76	1.46	0	0.64	2.16
Interview	76.33	19.91	0.88	0	0.66	2.21
Recruited	78.72	17.02	1.06	0	1.06	2.13
Census data for Arun	48.2	51.8	-	-	-	-

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Summary:

A significant number of males applied for posts during this period as opposed to females - 72% of males versus 24% of females.  In addition, 24% of females applied for jobs but 17% were subsequently recruited.  This figure is also lower than expected and in isolation, this may be a cause for concern however the overall percentage of females working within Arun District Council is larger than the number of males which would indicate that there is no gender bias at Arun DC.   These figures will be subject to ongoing scrutiny to ensure that there isn’t a trend developing.

Percentage of applications

Disability

	Yes	No	Prefer not to say	Not specified
Overall	6.95	89.96	2.98	0.12
Applied	6.95	89.96	2.98	0.12
Interview	7.3	88.94	3.32	0.44
Recruited	7.45	89.36	2.13	1.06

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Summary:

From our total number of applicants, 6.95% disclosed that they had a disability.  Comparing that figure with the total number of people recruited following interview, 7.45% of those recruited had a disability.  This would indicate that there is no bias in our recruitment process however, census data shows us that 27.8% of Arun’s population have declared a physical or mental health condition.  This would indicate that we need to do more to attract applicants with a disability to apply for our vacancies, although it is not known how many of the 27.8% are economically active.

Percentage of applications and Ethnic Origin

Ethnic Group

	Asian, Asian British or Asian Welsh	Black, Black British, Black Welsh, Caribbean or African	White	Mixed or Multiple ethnic groups	Other Ethnic Group	Not Declared - Prefer Not to Say
Overall	3.33	3.27	85.93	2.4	0.87	4.21
Applied	3.33	3.27	85.93	2.4	0.87	4.21
Interview	1.99	3.31	84.29	3.98	1.33	5.09
Recruited	0	3.19	88.29	4.25	1.06	3.19
Census data for Arun District 2021	1.6	0.5	95.8	1.5	0.6

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Summary:

Comparison against the Census data for the Arun District would suggest that as a local employer, we are able to attract and recruit a proportionate number of applicants for each ethnic group. 

The data above demonstrates that for each ethnic group, the percentage of people who were interviewed was comparable to the percentage of people who applied, which would also indicate there was no bias in the shortlisting process. 

Similarly, when comparing the percentage of people who were appointed against the percentage of people shortlisted across each ethnic group, the data would indicate that the figures were similar.  However, there is a marginal increase of those appointed compared to those that were shortlisted for white, white Irish and black Caribbean.   

Religion

	Buddhist	Christian	Hindu	Jewish	Muslim	Sikh	None	Other	Prefer not to say/Not Specified
Overall	1.05	31.52	0.88	0.12	1.52	0.29	50.5	3.44	10.68
Applied	1.05	31.52	0.88	0.12	1.52	0.29	50.5	3.44	10.68
Interview	1.33	32.08	0.44	0.44	0.66	0.22	50.22	3.32	11.28
Recruited	3.19	31.91	0	0	0	0	53.19	4.26	7.44
Census data for Arun District 2021	0.3	52.1	0.2	0.2	0.7	0	39.9	0.5	6

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Summary:

The above data shows that broadly the same percentage of applicants for each religion were subsequently appointed, the exception being Hindu, Jewish, Muslim and Sikh.  The percentage of applications from these religions were comparatively small, less than 12 applications out of 1739 applications, and therefore cannot be relied upon as a true representation.  In addition, census data shows that these religions have a very small representation in the community, with figures currently between 0 and 0.7%.   

Sexual Orientation

	Heterosexual	Gay	Lesbian	Bisexual	Pansexual	Asexual	Other	Prefer not to say/Not specified
Overall	39.11	3.09	46.06	6.07	0.41	0.29	0.23	4.73
Applied	39.11	3.09	46.06	6.07	0.41	0.29	0.23	4.73
Interview	31.64	3.32	53.98	6.64	0.22	0.22	0.22	3.76
Recruited	27.66	4.26	58.51	6.38	0	0	1.06	2.12
Census data for Arun District 2021	90.3	1.4*	1	0.1	0.1	0	7.1

*The Census combines the figure for gay and lesbian sexual orientation categories.

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Summary:

The data above shows that of the 39.11% of applications from heterosexual applicants, 27.6% went on to be recruited. This is disproportionately lower than the 49.15% of applicants who stated gay or lesbian as their sexual orientation of which 62.7% were recruited. Census data shows us that 90.3% of people in the district are heterosexual so you would expect the number of heterosexual people applying for posts at Arun would be higher than it is. In contrast, census data shows us that only 1.4% of Arun’s population is gay or lesbian yet as an employer, 49.15% of our applicants were either gay or lesbian. This demonstrates that Arun District Council attracts a significantly higher percentage of people from different sexual orientations than the population of our district (with exception of the heterosexual category).

Percentage and age group

Age

	16-20	21-25	26-35	36-45	46-55	56-59	60 and over	Not specified
Overall	3.39	11.62	28.08	21.6	20.9	6.89	5.66	1.87
Applied	3.39	11.62	28.08	21.6	20.9	6.89	5.66	1.87
Interview	2.43	10.4	22.35	21.46	25.88	9.73	5.75	1.99
Recruited	3.19	8.51	22.34	22.34	22.3

Please note it has not been possible to compare with the Census data for the Arun district as the age bands are categorised differently.

(Recruitment stages by age)

 

 

 

 

Summary:

Arun District Council recognises that it struggles to attract younger people to apply for roles at the Council with only 3.39% of our total number of applications coming from people aged 16 to 20.  In response, we have increased our attendance at local school career fairs, have improved our work experience programme and have plans to improve our apprenticeship offerings.  Statistics demonstrate that we do not discriminate against older workers when recruiting, although we could look at ways or attracting more older workers to apply. 

Forces Spouse Status and Reservist Status

	Forces Spouse Status				Reservist Status
	Yes	No	Prefer not to say	Not Specified	Yes	No	Prefer not to say	Not Specified
Overall	0	0	0	100	0	0	0	100
Requested Pack	0	0	0	100	0	0	0	100
Applied	0	0	0	100	0	0	0	100
Interview	0	0	0	100	0	0	0	100
Recruited	0	0	0	100	0	0	0	100

Summary:

Data in the above table shows that we have not received any applications or interest in our vacancies from either force’s spouses or reservists. Further work will be needed to promote Arun District Council as a potential employer for these categories.

By gender

	No. of Males	No. of Females
Full Time	125	140
Part Time	22	116
Total	150	253
Total as a percentage	37	63
Census data for Arun District 2021	48.2	51.8
% difference	Unrepresented by 11%	Overrepresented by 11%

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Summary:

As the above table shows, over 60% of the workforce is female.  In addition, figures show that 116 females work part time as opposed to 22 males which would indicate that despite having flexible working policies available to all staff, females are more likely to take advantage of that provision.  

By Disability

	No. of staff declaring a disability	No. of staff not declaring a disability	Not known
Number	21	351	31
As a percentage	5%	87%	8%

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Summary:

The number of staff declaring a disability equates to 5.2% of the workforce. Census data states that 27.8% of the population have a disability although it is not known how many of those are economically active and considered able to work. Future work on equality, diversity and inclusivity should take into consideration these figures and a review of how we can attract more people to the organisation with a disability needs to be undertaken.

By age

	Age 15-19	Age 20-24	Age 25-29	Age 30-34	Age 35-39	Age 40-44	Age 45-49	Age 50-54	Age 55-59	Age 60-64	Age       65-69	Age        70 -74
Number	0	15	25	28	36	54	49	70	58	48	18	2
Percentage	0	4	6	7	9	13	12	17	14	12	5	1

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Summary:

With over 48% of the workforce over the age of 50, future workforce planning should focus on attracting young people to the Council and succession planning activities should be considered for critical posts where recruitment is likely to be an issue and losing organisational knowledge presents a risk. Work has started on promoting Local Government careers in schools and colleges and we will also be reviewing our apprenticeships to ensure they are competitive and attract people to the areas where we know there are national skills shortages.  In addition, we need to consider talent management programmes so that succession planning is effective.

Sexual orientation

	Heterosexual	Lesbian	Homosexual	Not known
Number	163	4	5	231
Percentage	40%	1%	1%	57%

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Summary:

A significant number of the workforce, 57%, have chosen not to disclose their sexual orientation.  Of those that have disclosed this information, 40% are heterosexual which is not unexpected considering census data shows that 90.3% of the Arun population is heterosexual.

By race

	Race White British	Race Other	Race White Other	Race Mixed Caribbean	Race Black Caribbean	Race Not Known
Number	298	3	8	0	3	91
Percentage	74%	1%	2%	0%	1%	22%
Census data	95.8%	0.6%			0.5%

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Summary:

Over 22% of the workforce has not declared their race which makes it difficult to form any firm conclusions regarding the make up of the workforce in terms of ethnic origin.  We know from census data that 95.8% of Arun’s population is White British and 74% of the workforce have disclosed that they are White British.  Arun will be reviewing its categorisation of ethnic origin on its data capture forms to align with the census categories.  This will make comparison easier going forwards.

By religion

	Religion Church of England	Religion Christian	Religion Methodist	Religion Roman Catholic	Religion No Religion	Religion Not Known
Number	23	52	0	3	71	248
Percentage	6	13	0	1	18	62

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Summary:

Like the sexual orientation category, a significant number of staff, 62%, have chosen not to disclose their religion which makes it difficult to form any conclusions about this data. In addition, the categories do not reflect the census data which makes it difficult to carry out any meaningful comparison. Going forward, how we categorize religious data will be reviewed.

Top 5% of earners that are women

	Male	Female
Number	7	3
Percentage	70%	30%

Top 5% if earners from ethnic minorities

	White	Not disclosed
Number	6	4
Percentage	60%	40%

Top 5% of earners with a disability

	Disabled	Not Disabled	Not disclosed
Number	1	6	3
Percentage	10%	60%	30%

Summary:

The data from the tables above suggest that the gender split favours males with 70% of our senior management being male, and with only 10% of staff claiming a disability, this again looks disproportionate.  However, this is based on a small pool of just 10 staff which means a change of just one person at this level can significantly affect the figures.

Leavers

Leavers

	Count	As a percentage
Total no. of Leavers	65	16%

By gender

	Number of employees	As a percentage of the male/female workforce	As a percentage of leavers
Male	26	17%	40%
Female	39	15%	60%

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Summary:

The number of male/female leavers is proportionate to the number of males and females we have in the workforce.  This data therefore does not indicate any significant difference in the number of leavers by gender.

By age group

	Age 15-19	Age 20-24	Age 25-29	Age 30-34	Age 35-39	Age 40-44	Age 45-49	Age 50-54	Age 55-59	Age 60-64	Age       65-69	Age        70 -74
No. of staff that have left	1	1	9	3	8	6	6	8	7	8	6	3
% of staff in that age group that have left	100	7	36	11	22	11	12	11	12	17	33	60
As a % of overall number of leavers	1	1	14	5	12	9	9	12	11	12	9	5

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Summary:

In general, the data shows that the number of leavers across the different age bands is consistent and proportionate to the number of staff in each age band group.  However, the number of leavers within the age band 25 to 29 is high and therefore further investigation may be required.

By disability

	Count	As a % of staff with a disability	As a percentage of leavers
No of leavers with a disability	2	9.5	3

Summary:

The percentage of leavers with a disability, 3%, is low and does not highlight any areas of concern that would require further investigation.