Employment monitoring report (2022-2023)
Workforce data and findings: Ethnicity
Headcount by Ethnicity
4.5% of the workforce indicated that they have a BME background compared to 3.7% in 2021. The figures from the Wiltshire census 2021 indicate that 5.7% of the population in Wiltshire have a BME background and 3.8% a White Other background. When compared with the latest census data, Wiltshire Council's BME workforce is marginally lower than the BME population in Wiltshire.
95.7% of staff have disclosed their ethnicity. This is an improvement on the figures from last year where 94.1% of staff disclosed their ethnicity.
Ethnicity | % of total Council headcount |
|---|---|
BME Combined Total | 4.5% |
White British | 87.5% |
White Other | 3.8% |
Unstated | 4.3% |
Recruitment by ethnicity
The proportion of people appointed from a BME background was less than the proportion of total applicants from the same group.
The proportion of appointments made for the White Other ethnic group is also lower compared to the proportion of applicants from the same group for both total and internal recruitment.
Total recruitment
Ethnicity | % of total Applied | % of total Shortlisted | % of total Appointed |
|---|---|---|---|
BME | 13.3% | 7.6% | 6.4% |
White British | 61.6% | 68.8% | 65.9% |
White Other | 5.2% | 4.6% | 3% |
Unstated | 19.9% | 19% | 24.7% |
Internal recruitment
Ethnicity | % of total Applied | % of total Shortlisted | % of total Appointed |
|---|---|---|---|
BME | 6.8% | 5.9% | 6.1% |
White British | 77.5% | 80.3% | 79.7% |
White Other | 5.9% | 5% | 3.9% |
Unstated | 9.9% | 8.8% | 10.4% |
Remuneration, Pay Gap, and Pay Quartiles by Ethnicity
The largest representational proportion of BME staff (48.8%) is concentrated in the salary grades H-K. The proportion of BME staff in the upper grades N/O/Hay has decreased from 5.3% in 2021 to 3.8% in 2022. This represents a small actual number, and it is not an area of concern.
The mean ethnicity pay gap has reduced from 1.6% to 0.5% compared with last year. The median pay gap remains negative (-3.4% in 2021 and -2.2% in 2022) with the BME median hourly rate higher than the non BME median hourly rate. The ethnicity pay quartiles show a slight increase from last year, with a higher proportion of BME staff in the upper quartile (4.2% in 2021 and 4.5% in 2022).
Pay grade
Grades grouped | BME | White British | White Other | All Staff |
|---|---|---|---|---|
B / C | 4.3% | 6.6% | 3.9% | 6.5% |
D / E | 15.3% | 15.2% | 14.0% | 15.2% |
F / G | 12.9% | 15.1% | 18.4% | 15.1% |
H / I | 23.0% | 26.5% | 25.1% | 26.7% |
J / K | 25.8% | 16.9% | 20.1% | 17.1% |
L / M | 14.8% | 11.4% | 9.5% | 11.2% |
N / O / Hay | 3.8% | 8.3% | 8.9% | 8.1% |
Pay Gap
Hourly rate of pay | BME | Not BME |
|---|---|---|
Mean average hourly rate | £15.75 | £15.83 |
Median average hourly rate | £14.62 | £14.31 |
Mean pay gap | 0.5% |
|---|---|
Median pay gap | -2.2% |
Pay quartiles
Pay Quartiles | BME | Not BME |
|---|---|---|
Upper Quartile | 4.5% | 95.5% |
Upper Middle Quartile | 5.2% | 94.8% |
Lower Middle Quartile | 4.6% | 95.4% |
Lower Quartile | 3.5% | 96.5% |
Attendance to the Wiltshire Leadership Programme by Ethnicity
Participation in the Wiltshire leadership programme by BME staff was 5.4% which is higher compared to last year (3.6%), and higher than workforce proportionality. Participation by employees from a White Other background has decreased from 4.9% last year to 1.4%.
Ethnicity | % of total Leadership Programme attendance |
|---|---|
BME combined total | 5.4% |
White British | 91.9% |
White Other | 1.4% |
Unstated | 1.4% |
Disciplinary and grievance cases by ethnicity
No grievances were raised by BME or White Other staff in this period. The proportion of disciplinaries for BME staff was 3.6% which is lower than in the previous period (12.5% in 2021). People from a White Other ethnicity represented 7.1% of all the disciplinaries and this is proportionally higher than the workforce figures. The figures, however, represent small numbers.
Case type | BME | White British | White Other | Unstated |
|---|---|---|---|---|
Disciplinary | 3.6% | 75% | 7.1% | 14.3% |
Grievance | 0% | 80% | 0% | 20% |
Turnover rates by ethnicity
The turnover rate for BME staff (16.1%) and White Other staff (17.6%) are higher than the whole council turnover average (15.1%). The main reason for leaving for all groups, as in previous years, was resignation.
Ethnicity | Turnover rate |
|---|---|
BME combined total | 16.1% |
White British | 14.6% |
White Other | 17.6% |
Unstated | 20.7% |
Whole council | 15.1% |
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