Employment monitoring report (2022-2023)
Workforce data and findings: Sex
Headcount by sex
The percentage of females is 74.2% and males 25.8% and these remain similar to the figures in last year's report which were female 73.9% and male 26.1%. Staff were invited to self-describe their gender identity if they wished to. However, as the number of staff using this category was small, the figures only reflect sex (female/male) to maintain the confidentiality of staff. Across the workforce 50.6% of women and 25.2% of men work part-time.
| Sex | % of total Council headcount |
|---|---|
| Female | 74.2% |
| Male | 25.8% |
Recruitment by sex
Total recruitment
57.8% of applications received by the council were from female applicants and 24.6% were from male applicants and 17.6% did not state. 59.7% of posts were filled by female applicants, with 16.8% filled by male applicants and 23.4% did not state their sex.
| Sex | % of total Applied | % of total Shortlisted | % of total Appointed |
|---|---|---|---|
| Female | 57.8% | 63% | 59.7% |
| Male | 24.6% | 19.9% | 16.8% |
| Unstated | 17.6% | 17.1% | 23.4% |
Internal recruitment
70.9% of internal appointments were female and 20.3% male which is line with the total workforce figures. 8.7% were unstated.
| Sex | % of total Applied | % of total Shortlisted | % of total Appointed |
|---|---|---|---|
| Female | 66.6% | 70.5% | 70.9% |
| Male | 26% | 23.1% | 20.3% |
| Unstated | 7.4% | 6.5% | 8.7% |
Remuneration
Pay grade
Female staff are represented at all levels of the grading structure although they are slightly overrepresented in the lowest pay grades (B/C) and underrepresented in the top pay grades (L-Hay).
| Grades grouped | Female | Male | All Staff |
|---|---|---|---|
| B / C | 7.9% | 2.7% | 6.5% |
| D / E | 15.3% | 14.9% | 15.2% |
| F / G | 16.1% | 12.1% | 15.1% |
| H / I | 27.1% | 25.5% | 26.7% |
| J / K | 17.7% | 15.6% | 17.1% |
| L / M | 9.5% | 16.2% | 11.2% |
| N / O / Hay | 6.4% | 13.1% | 8.1% |
Gender Pay Gap
The council is required to report details of its gender pay gap. For further details please refer to our Gender pay gap. The council's gender pay gap remains lower than the national gender pay gap and gender pay gap for the public sector.
Attendance to the Wiltshire Leadership Programme by Sex
Participation in the Wiltshire leadership programme was 75.7% female and 24.3% for male staff which was in line with the overall workforce figures.
| Sex | % of total Leadership Programme attendance |
|---|---|
| Female | 75.7% |
| Male | 24.3% |
Disciplinary and grievance cases by Sex
Men represented 50% of all the disciplinaries and 40% of all grievances and this is proportionally higher than the workforce figures. The figures, however, represent small numbers.
| Case type | Female | Male |
|---|---|---|
| Disciplinary | 50% | 50% |
| Grievance | 60% | 40% |
Turnover rates by Sex
The turnover rate for both female and male staff is in line with the whole council turnover rate (15.1%). The main reasons for leaving were resignation followed by retirement.
| Sex | Turnover rate |
|---|---|
| Female | 15.1% |
| Male | 15% |
| Whole council | 15.1% |
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