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Workforce diversity monitoring report – 1 November 2021

Definitions

  • All data within this report unless stated excludes employees on temporary contracts of less than one year duration, and casual employees
  • The report does not include data from school employees
  • Data correct as at date quoted
  • Data presented as per post holder/bodies – i.e. an employee can be counted twice if in more than one post
  • Where data due to data protection issues cannot be shown it is represented as *
  • Census = census 2011 – data from the latest census in 2020 not yet available

Published winter 2021

1. Introduction

Welcome to Blackpool Councils Annual Workforce Monitoring Report for the period to 1 November 2021.

The purpose of the report is to provide a profile of Blackpool Councils workforce by disability, gender, ethnic origin, age, sexual orientation, and religion and belief.

This report enables the council to analyse trends and chart whether or not improvements have been made in relation to the diversity within our workforce.

Our overall aim in this respect in contained within one of our core equality objectives, which states

“The workforce is more representative of the community the council serves and equality and diversity is embedded within our staff culture. “

1.1 Key workforce headlines as at 1 November 2021

Arrows denote how the workforce has changed by % since 31 August 2020 (date of last report)

 

Key headlines data
 Description31 August 20201 November 2021Up/Down
 

Number

Percentage

Number

Percentage

 

Number of employees

2618

 

2541

 

Down

Male

841

32.1

709

27.9

Down

Female

1777

67.9

1832

72.1

Up

Black and minority

ethnic and white other

101

3.9

114

4.5

Up

White British

2176

83.1

2098

82.6

No change

Declared a disability

71

2.7

61

2.4

No change

Declared LGB

83

3.2

79

3.1

No change

Minority religion

59

2.3

60

2.4

No change

Please note : Less than 0.5% marginal – No change 

2 Analysis of workforce protected characteristics

Blackpool comparator data

Census data

  • All population gender balance is 49% male, 51% female
  • Working age 16-64 balance is: 50% male, 50% female

Estimates of the population for the UK, England and Wales, Scotland and Northern Ireland, 2020 mid-year population estimates, ONS (2021):

  • 16 to 64 – Males – 50.4%, Females – 49.6%
  • Overall – Males – 49.7%, Females – 50.3%

Direction of travel from July 2016 to November 2021 

Direction of travel data
 DescriptionData as at 1 July 2016Data as at 30 September 2017Data as at 31 March 2019Data as at 31 August 2020Data as at1 November 2021
 

%

Number of

employees

%

 Number of

employees

%

Number of

employees

%

Number of

employees

%

Number of

employees

Male

33.00

870

33.1

844

32.8

830

32.1

841

27.9

709

Female

67.0

1763

66.9

1703

67.2

1702

67.9

1777

72.1

1832

Totals

 

2633

 

2547

 

2532

 

2618

 

2541

2.1 Sex as at 1 November 2021 by salary category

Sex data
GenderFemale%male%Grand total

Cat 1 up to £19698 (A-C)

279

78.6

76

21.4

355

Cat 2 £20092 to £24491(D-E)

593

69.4

262

30.6

855

Cat 3 £25481 to £33782 (F-H1)

526

72.4

201

27.6

727

Cat 4 £34728 to £43857 (H2-H3)

286

74.7

97

25.3

383

Cat 5 £44863 to £55940 (H4-H5)

109

71.2

44

28.8

153

Cat 6 £ 56947 plus (H6 plus)

39

57.4

29

42.6

68

Grand Total

1832

72.1

709

27.9

2541

Key findings

  • Overall the council workforce is predominantly female (ratio 2:1 female/male)
  • This pattern of the workforce gender balance is replicated right through the grading structure of the organisation until equivalent Grade H7 and above
  • The gender balance as at 31st January at H7 is 52% male 48% female. Above H7 it is 67% male 33% female
  • Although not shown within the report, traditional patterns of occupational segregation remain, e.g. largely female children services and higher number of male employees in ICT, property and operational services

2.2 Race

Blackpool census data

Race data
 AgeWhite British %Not known Black and Minority Ethnic and white other %

All Age

93.6

0

6.4

16 to 64

96.2

0

7.1

Direction of travel from July 2016 to 1 November 2021

Direction of travel data
 DescriptionData as at
1 July 2016
Data as at 
30September 2017
Data as at 
31 March 2019
Data as at 
31 August 2020
Data as at 
1 November 2021
 

%

Number of

employees

%

Number of

employees

%

Number of

employees

%

Number of

employees

%

Number of

employees

Black and minority
ethnic and white other

3.6

96

3.5

89

3.8

95

3.9

101

4.5

114

Not stated

16.4

431

15.7

399

13.8

349

13

341

12.9

329

White British

80.0

2106

80.8

2059

82.4

2088

83.1

2176

82.6

2098

Totals

 

2633

 

2547

 

2532

 

2618

 

2541

Race by salary category as at 1 November 2021

Race direction of travel data
RaceBME and white other%Not known%White - British%Grand total

Cat 1 up to £19698 (A-C)

12

3.4

109

30.7

234

65.9

355

Cat 2 £20092 to £24491(D-E)

42

4.9

96

11.2

717

83.9

855

Cat 3 £25481 to £33782 (F-H1)

24

3.3

60

8.3

643

88.4

727

Cat 4 £34728 to £43857 (H2-H3)

23

6.0

54

14.1

306

79.9

383

Cat 5 £44863 to £55940 (H4-H5)

12

7.8

7

4.6

134

87.6

153

Cat 6 £ 56947 plus (H6 plus)

1

1.5

3

4.4

64

94.1

68

Grand total

114

4.5

329

12.9

2098

82.6

2541

Key findings

  • The council workforce is overwhelmingly White British with only 4.5% BME (Black & Minority Ethnic, White Other ) which under represents the working age population as a whole comparator from the census is 7.1%
  • Although numbers are relatively small - BME staff are broadly spread across all the pay grades

2.3 Disability

Census data

  • Matching broadly to the working age population (15-64 yrs. ) the census found that 20.2% of working age residents have a limiting illness or disability
  • For the full population (any age) the census found that 24.9% of all Blackpool residents have a limiting illness or disability

Direction of Travel from July 2016 to 1 November 2021

Direction of travel
 DescriptionData as at1 July 2016Data as at30 September 2017Data as at31 March 2019Data as at31 August 2020Data as at1 November 2021
 

%

Number of

employees

%

Number of

employees

%

Number of

employees

%

Number of

employees

%

Number of

employees

Declared no disability

80.2

2111

81.3

2072

82.7

2093

83.3

2180

80.3

2040

Not stated

17.1

450

16.1

410

14.7

373

14.0

367

17.3

440

Declared a disability

2.7

72

2.6

65

2.6

66

2.7

71

2.4

61

Totals

 

2633

 

2547

 

2532

 

2618

 

2541

Disability by salary category as at 1 November 2021

Disability by salary data
DisabilityNo%Not known%Yes%Grand total

Cat 1 up to £19698 (A-C)

218

61.4

123

34.6

14

3.9

355

Cat 2 £20092 to £24491(D-E)

692

80.9

145

17.0

18

2.1

855

Cat 3 £25481 to £33782 (F-H1)

625

86.0

86

11.8

16

2.2

727

Cat 4 £34728 to £43857 (H2-H3)

309

80.7

65

17.0

9

2.3

383

Cat 5 £44863 to £55940 (H4-H5)

135

88.2

15

9.8

3

2.0

153

Cat 6 £ 56947 plus (H6 plus)

61

89.7

6

8.8

1

1.5

68

Grand Total

2040

80.3

440

17.3

61

2.4

2541

Key findings

  • The councils workforce is overwhelmingly not disabled with only 2.4 % declaring a disability. These figures are disappointingly low and static, however, there is good reason to believe that there is significant under reporting of disability conditions among our workforce. This is because most employees complete equality monitoring forms at the point they enter the workforce, so any conditions that have developed since – that meet the broad definition of disability, will not be counted

2.4 Sexual orientation

Census data

  • There are no official population figures for the Blackpool LGB population but national organisations advise an estimate of between 5-7% of the population so we can reasonably assume Blackpool lies within this range

Direction of travel from July 2016 to 1 November 2021

Sexual orientation direction of travel data
 DescriptionData as at1 July 2016Data as at30 September 2017Data as at31 March 2019Data as at31 August 2020Data as at1 November 2021
 

%

Number of

employees

%

Number of

employees

%

Number of

employees

%

Number of

employees

%

Number of

employees

Declared Heterosexual

64.7

1702

66

1681

69.3

1755

70.6

1849

72.5

1843

Not known/ prefer not to state

33.0

870

30.9

788

27.5

697

26.2

686

24.4

619

Declared LGB

2.3

61

3.1

78

3.2

80

3.2

83

3.1

79

Totals

 

2633

 

2547

 

2532

 

2618

 

2541

Sexual orientation by salary category as at 1 November 2021

Sexual orientation by salary data
Sexual orientationHeterosexual%LGBT%Not known%Grand total

Cat 1 up to £19698 (A-C)

178

50.1

6

1.7

171

48.2

355

Cat 2 £20092 to £24491(D-E)

639

74.7

30

3.5

186

21.8

855

Cat 3 £25481 to £33782 (F-H1)

564

77.6

23

3.2

140

19.3

727

Cat 4 £34728 to £43857 (H2-H3)

280

73.1

13

3.4

90

23.5

383

Cat 5 £44863 to £55940 (H4-H5)

123

80.4

5

3.3

25

16.3

153

Cat 6 £ 56947 plus (H6 plus)

59

86.8

2

2.9

7

10.3

68

Grand Total

1843

72.5

79

3.1

619

24.4

2541

Key findings

  • The councils workforce is overwhelmingly heterosexual with only 3.1% identifying as Lesbian, Gay or Bisexual (LGB)
  • The figures evidence that in July 2016 the council did not hold this data for 33% of the workforce either because they had not provided it, we had not asked for it, or because they ‘preferred not to say. This has reduced to 4 % in November 2021

2.5 Religion and belief

Census data

Religion and belief census data
 DescriptionAll Age 16 to 64

Christian

67.0

70.0

Minority religion

1.0

1.0

No religion

25.0

22.0

Not stated

7.0

7.0

Direction of Travel from July 2012 to 1 November 2021

Religion and belief direction of travel data
 DescriptionData as at
1 July 2016
Data as at 
30 September 2017
Data as at
31March 2019
Data as at
31August 2020
Data as at
1 November 2021
 

%

Number of

employees

%

Number of

employees

%

Number of

employees

%

Number of

employees

%

Number of

employees

Christian

45.4

1196

45.4

1156

46.4

1175

46.3

1211

45.8

1165

Minority religion

2.4

62

2.2

57

2.4

61

2.3

59

2.4

60

No religion

16.4

433

19.2

490

21.4

543

23.1

604

25.8

655

Not stated

35.8

942

33.2

844

29.8

753

28.3

744

26.0

661

Total

 

2633

 

2547

 

2532

 

2618

 

2541

Religion a belief By salary category as 1 November 2021

Religion and belief by salary data
Religion and beliefChristian%Minority religion%No religion%Not known%Grand total

Cat 1 upto £19698 (A-C)

128

36.1

1

0.3

54

15.2

172

48.5

355

Cat 2 £20092 to £24491(D-E)

389

45.5

21

2.5

245

28.7

200

23.4

855

Cat 3 £25481 to £33782 (F-H1)

351

48.3

18

2.5

204

28.1

154

21.2

727

Cat 4 £34728 to £43857 (H2-H3)

177

46.2

10

2.6

96

25.1

100

26.1

383

Cat 5 £44863 to £55940 (H4-H5)

80

52.3

9

5.9

37

24.2

27

17.6

153

Cat 6 £ 56947 plus (H6 plus)

40

58.8

1

1.5

19

27.9

8

11.8

68

Grand Total

1165

45.8

60

2.4

655

25.8

661

26.0

2541

Key findings

  • The overall figures for religious minorities is displaying a similar pattern to that of race with 2.4% of staff having declared a minority religion which has remained consistent over the last few years 
  • Although relatively small in numbers, staff who declare a minority religion are broadly spread across all the pay grades 

2.6 Age range

Workforce age range by percentage including census comparator information

Workforce age data
 Date16 to 1920 to 2930 to 3940 to 4950 to 5960 to 6465 to 6970 plus

1 November 2010

0.53

14.08

19.31

30.94

25.39

7.34

1.9

0.5

1 November 2013

0.19

10.83

20.75

30.2

29.1

6.36

2.02

0.55

1 July 2016

0.01

8.39

20.24

27.76

31.33

7.33

2.58

1.14

30 September 2017

0.6

9.5

21.4

25.8

31.2

7.8

2.3

1.3

31March 2019

0.3

8.8

21.6

24.7

30.9

9.4

2.9

1.4

31 August 2020

0.2

9.0

20.3

24.0

31.2

9.4

4.1

1.8

01November 2021

0.1

10

21

23.5

31.4

9.7

2.7

1.7

Census

5.99

14.67

14.03

18.44

15.49

8.07

7.81

15.51

Mid-year population estimates 2020

5.1%

14.4%

14.3%

14.3%

18.6%

8.0%

6.6%

18.7%

Age range by Salary Category as at 1 November 2021

Age range by salary data
Salary16 to 19%20 to 29%30 to 39%40 to 49%

Cat 1 upto £19698 (A-C)

1

0.3

41

11.5

42

11.8

55

15.5

Cat 2 £20092 to £24491(D-E)

1

0.1

98

11.5

169

19.8

181

21.2

Cat 3 £25481 to £33782 (F-H1)

 

0.0

89

12.2

201

27.6

180

24.8

Cat 4 £34728 to £43857 (H2-H3)

 

0.0

23

6.0

89

23.2

108

28.2

Cat 5 £44863 to £55940 (H4-H5)

 

0.0

2

1.3

25

16.3

57

37.3

Cat 6 £ 56947 plus (H6 plus)

 

0.0

 

0.0

7

10.3

15

22.1

Grand Total

2

0.1

253

10.0

533

21.0

596

23.5

 

Age range data from 50
Salary50-59%60-64%65-69%70+%Grand Total

Cat 1 upto £19698 (A-C)

113

31.8

50

14.1

24

6.8

29

8.2

355

Cat 2 £20092 to £24491(D-E)

268

31.3

100

11.7

32

3.7

6

0.7

855

Cat 3 £25481 to £33782 (F-H1)

199

27.4

45

6.2

10

1.4

3

0.4

727

Cat 4 £34728 to £43857 (H2-H3)

128

33.4

28

7.3

3

0.8

4

1.0

383

Cat 5 £44863 to £55940 (H4-H5)

58

37.9

11

7.2

 

0.0

 

0.0

153

Cat 6 £ 56947 plus (H6 plus)

33

48.5

12

17.6

 

0.0

1

1.5

68

Grand Total

799

31.4

246

9.7

69

2.7

43

1.7

2541

Key findings

  • The councils pattern of age distribution is significantly weighted towards the upper middle range age 40-59
  • This age pattern has been maintained despite the reduction of council employees

3 Analysis of workforce activity

3.1 - Leavers to 1 November 2021

Leavers data
 DescriptionCouncil staff figure - 1 November 2021Leavers - 1 November 2021
 

Number

%

Number

%

 
Sex

Male

709 

27.9 

291

48.8

Female

1832 

72.1 

305

51.2

Total

2541 

 

596

 
 
Disability

Declared a disability

 61

2.4 

21

3.5

Declared no disability

 2040

 80.3

472

79.2

Not known

440 

17.3 

103

17.3

Total

 2541

 

596

 
 
Sexual orientation

Heterosexual

1843

72.5

410

68.8

LGB

79

3.1

21

3.5

Not known

619

24.4

165

27.7

Total

2541 

 

596

 
 
Race

White - British

2098 

82.6 

477

80.0

Black, Minority Ethnic and White Other

114

4.5

23

3.9

Not known

329 

12.9 

96

16.1

Total

 2541

 

596

 
 
Religion

Christian

1165 

45.8 

240

40.3

Minority religion

 60

2.4 

14

2.3

No religion

 655

25.8 

165

27.7

Not known

 661

26.0 

177

29.7

Total

 2541

 

596

 
 
Age

16 to 19

0.1 

2

0.3

20 to 29

 253

10 

66

11.1

30 to 39

 533

 21

106

17.8

40 to 49

 596

23.5 

123

20.6

50 to 59

 799

31.4 

155

26.0

60 to 64

 246

9.7 

63

10.6

65 to 69

 69

2.7 

60

10.1

70+

 43

1.7 

21

3.5

Total

 2541

 

596

 

3.2 – Appointments to 1 November 2021

Appointments data
Description Council staff figure - 1 November 2021Starters - 1 November 2021
 

Number

%

Number

%

 
Sex

Male

709 

27.9 

128

22.1

Female

1832 

72.1 

451

77.9

Total

2541 

 

579

 
 
Disability

Declared a disability

 61

2.4 

11

1.9

Declared no disability

 2040

 80.3

368

63.6

Not known

440 

17.3 

200

34.5

Total

 2541

 

579

 
 
Sexual orientation

Heterosexual

1843 

72.5 

411

71.0

LGB

79 

3.1 

15

2.6

Not known

619 

24.4 

153

26.4

Total

2541 

 

579

 
 
Race

White - British

2098 

82.6 

470

81.2

Black, Minority Ethnic and White Other

114

4.5

36

6.2

Not known

329 

12.9 

73

12.6

Total

 2541

 

579

 
 
Religion

Christian

1165 

45.8 

211

36.4

Minority religion

 60

2.4 

12

2.1

No religion

 655

25.8 

197

34.0

Not known

 661

26.0 

159

27.5

Total

 2541

 

579

 
 
Age

16 to 19

0.1 

3

0.5

20 to 29

 253

10 

149

25.7

30 to 39

 533

 21

171

29.5

40 to 49

 596

23.5 

112

19.3

50 to 59

 799

31.4 

111

19.2

60 to 64

 246

9.7 

25

4.3

65 to 69

 69

2.7 

2

0.3

70+

 43

1.7 

6

1.0

Total

 2541

 

579

 

3.3 Employee relations

The employee relations team monitors casework data in terms of protected characteristics .However as the number of disciplinary, grievance and absence processes managed are relatively in small numbers.

It is not possible to report statistical data in an open report, as this would identify specific individuals. However, a procedure has been adopted internally to identify and review cases on a 6 monthly to identify any patterns that may indicate discriminatory practices.