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Workforce diversity report

On this page

  1. Introduction
  2. Analysis of workforce protected characteristics
  3. Analysis of workforce activity
  4. Key findings

Definitions

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

Introduction

Welcome to Blackpool Councils Annual Workforce Monitoring Report for the period to 31sAugust 2020.

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 & Diversity is embedded within our staff culture. "

Key work force headlines as at 31 August 2020  

Arrows denote how the workforce has changed by % since 1st July 2014 (date of first report in series)

Key work force headlines
 DescriptionA -  First report in seriesB - Last ReportC - Latest ReportDifference between (A-C)
 

1 July 2014 Number

1 July 2014 Percentage

31 March 2019 Number

31 March 2019 Percentage

 31 August 2020 Number

31 August 2020 Percentage

 

Number of employees

2991

 

2532

 

2618

   Down

Male

995

33.3

830

32.8

841

32.1

 Down

Female

1996

66.7

1702

67.2

1777

67.9

 Up

Black and Minority ethnic and  White other

75

2.5

95

3.8

101

3.9

 Up

White British

2409

80.5

2088

82.5

2176

83.1

 Up

Declared a disability

89

3.0

66

2.6

71

2.7

 Same

Declared LGB

61

2.0

80

3.2

83

3.2

 Up

Minority Religion

62

2.1

61

2.4

59

2.3

 Same

Please note : Less than 0.5% marginal - No change in symbols

Analysis of workforce protected characteristics

Sex - Summary Chart

Blackpool census data

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

Direction of travel from July 2014  to August 2020

Direction of travel
DescriptionData as at 1 July 2014Data as at 1 July 2016Data as at 30 September 2017Data as at 31 March 2019Data as at 31 August 2020
 

%

Number of employees

%

Number of employees

%

 Number of employees

%

Number of employees

%

Number of employees

Male

33.3

995

33.00

870

33.1

844

32.8

830

32.1

841

Female

66.7

1996

67.0

1763

66.9

1703

67.2

1702

67.9

1777

Totals

 

2991

 

2633

 

2547

 

2532

 

2618

Sex - as at 31 August 2020 by salary category 

Sex by salary category
CategoryFemale%Male%Grand total

Cat 1 up to £17943

60

74.1

21

25.9

81

Cat 2 £18065 to £21166

393

64.6

215

35.4

608

Cat 3 £21589 to £27905

656

65.7

343

34.3

999

Cat 4 £27965 to £37849

414

73.8

147

26.2

561

Cat 5 £38656 to £54443

221

73.2

81

26.8

302

Cat 6 £55202 plus

33

49.3

34

50.7

67

Grand total

1777

67.9

841

32.1

2618

Key findings

  • Overall the council workforce is predominantly female (ratio 2:1 female/male)
  • Higher proportion of females at lower grades reflects the overall local government pattern - however, the broad gender balance at senior grades is good, and is better than many other local authorities
  • Although not shown here, traditional patterns of occupational segregation remain, e.g. largely female Children services and higher number of male employees in ICT, property and operational services.

Race - Summary Chart as at 31 August 2020 

Blackpool census data 

Blackpool census data
AgeWhite British %Not knownBlack 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 2014 to 31 August 2020 

Direction of travel
 DescriptionData as at 1 July 2014Data as at 1 July 2016Data as at 30 September 2017Data as at 31 March 2019Data as at 31 August 2020

 

%

Number of

employees

%

Number of

employees

%

Number of

employees

%

Number of

employees

%

Number of

employees

Black and Minority ethnic and White other

2.5%

75

3.6%

96

3.5%

89

3.8%

95

3.9%

101

Not stated

17.0%

507

16.4%

431

15.7%

399

13.8%

349

13%

341

White British

80.5%

2409

80.0%

2106

80.8%

2059

82.5%

2088

83.1%

2176

Totals

 

2991

 

2633

 

2547

 

2532

 

2618

Race by salary category  as at 31 August 2020 

Race by salary category
 CategoryBME%Not known%White British%Grand total

Cat 1 up to £17943

1

1.2

22

27.2

58

71.6

81

Cat 2 £18065 to £21166

23

3.8

106

17.4

479

78.8

608

Cat 3 £21589 to £27905

30

3.0

117

11.7

852

85.3

999

Cat 4 £27965 to £37849

28

5.0

57

10.2

476

84.8

561

Cat 5 £38656 to £54443

17

5.6

36

11.9

249

82.5

302

Cat 6 £55202 plus

2

3.0

3

4.5

62

92.5

67

Grand total

101

3.9

341

13.0

2176

83.1

2618

Key Findings

  • The council workforce is overwhelmingly White British with only 3.9  %  BME (Black & Minority Ethnic, White Other ) which under represents the working age population as a whole comparator from the census is 7.1%
  • There is much higher turnover of BME staff than the average; however our percentage workforce composition is being maintained through recruitment. We have checked all BME staff leaver's during this time period and can find no evidence of any untoward discrimination
  • Although numbers are relatively small - BME staff are broadly spread across all the pay grades

Disability

Local Authority Staff excluding school staff - As at 31 August 2020

""

Blackpool 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 2014 to 31 August 2020 

Direction of travel
 TypeData as at 1 July 2014Data as at 1 July 2016Data as at 30 September 2017Data as at 31 March 2019Data as at 31 August 2020
 

%

Number of

employees

%

Number of

employees

%

Number of

employees

%

Number of

employees

%

Number of

employees

Declared no disability

80.0

2394

80.2

2111

81.4

2072

82.7

2093

83.3

2180

Not stated

17.0

508

17.1

450

16.1

410

14.7

373

14.0

367

Declared a disability

3.0

89

2.7

72

2.6

65

2.6

66

2.7

71

Totals

 

2991

 

2633

 

2547

 

2532

 

2618

Disability by salary category  as at 31 August 2020 

Disability by salary category
Category Declared a disability%Declared no disability%Not known%Grand Total

Category 1 up to £17943

3

3.7

54

66.7

24

29.6

81

Category 2 £18065 to £21166

21

3.5

479

78.8

108

17.8

608

Category 3 £21589 to £27905

23

2.3

850

85.1

126

12.6

999

Category 4 £27965 to £37849

14

2.5

484

86.3

63

11.2

561

Category5 £38656 to £54443

8

2.6

254

84.1

40

13.2

302

Category 6 £55202 plus

2

3.0

59

88.1

6

9.0

67

Grand Total

71

2.7

2180

83.3

367

14.0

2618

Key Findings

  • The councils workforce is overwhelmingly not disabled with only 2.7 % declaring a disability
  • The comparator population figure is not straightforward. The census figures for 2011 was 20.2% of the working age Blackpool residents (15-64) declaring a limiting lifelong illness, however we also know that the employment rate for disabled people is significantly less than the average for the population as a whole

2.4 - Sexual orientation

Local authority excluding school staff - As at 31 March 2019

 ""        

                       

Census information

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

Direction of travel from July 2014 to 31 August 2020 

Direction of travel
Category Data as at 1 July 2014Data as at 1 July 2016Data as at 30 Setember 2017Data as at 31 March 2019Data as at 31 August 2020
 

%

Number of

employees

%

Number of

employees

%

Number of

employees

%

Number of

employees

%

Number of

employees

Declared Heterosexual

62.8

1878

64.6

1702

66

1681

69.3

1755

70.6

1849

Not known/ prefer not to state

35.2

1052

33.0

870

30.9

788

27.5

697

26.2

686

Declared LGB

2

61

2.3

61

3.1

78

3.2

80

3.2

83

Totals

 

2991

 

2633

 

2547

 

2532

 

2618

Sexual orientation by salary category as at 31August 2020  

 CategoryDeclared Heterosexual%Not known/ prefer not to state%Declared LGB%Grand Total

Category 1 up to £17943

36

44.4

44

54.3

1

1.2

81

Category 2 £18065 to £21166

394

64.8

199

32.7

15

2.5

608

Category 3 £21589 to £27905

722

72.3

243

24.3

34

3.4

999

Category 4 £27965 to £37849

420

74.9

120

21.4

21

3.7

561

Category 5 £38656 to £54443

218

72.2

74

24.5

10

3.3

302

Category 6 £55202 plus

59

88.1

6

9.0

2

3.0

67

Grand Total

1849

70.6

686

26.2

83

3.2

2618

Key Findings

  • The Councils workforce is overwhelmingly heterosexual with only 3.2 % identifying as Lesbian, Gay or Bisexual (LGB).
  • Despite the overall reductions since 2010 the proportion of employees identifying as LGB has increased year on year. We believe this is partly due to improved organisational culture helping people feel more confident about being open about their sexual orientation in the workplace.
  • Analysis of the turnover rates for LGB staff also shows a very low rate compared with the average.

2.5 - Religion and belief

Local authority staff excluding school staff as at 31 August 2020

""

Blackpool census information

Blackpool religion/belief census information
 ReligionAll Age16-64

Christian

67.0

70.0

Minority religion

1.0

1.0

No religion

25.0

22.0

Not stated

6.0

6.0

b) Direction of travel from July 2014 to 31 August 2020

 

Direction of travel
ReligionData as at 1 July 2014Data as at 1 July 2016Data as at 30 September 2017Data as at 31 March 2019Data as at 31 August 2020
 

%

Number of

employees

%

Number of

employees

%

Number of

employees

%

Number of

employees

%

Number of

employees

Christian

45.3

1354

45.4

1196

45.4

1156

46.4

1175

46.3

1211

Minority religion

2.1

62

2.4

62

2.2

57

2.4

61

2.3

59

No religion

15.8

472

16.4

433

19.2

490

21.4

543

23.1

604

Not stated

36.9

1103

35.8

942

33.1

844

29.7

753

28.4

744

Total

 

2991

 

2633

 

2547

 

2532

 

2618

Religion and belief by salary category as 31 August 2020   

Belief by salary category
 CategoryNo religion%Christian%Minority%Not  known%Grand Total

Category 1 up to £17943

18

22.2

15

18.5

0

0.0

48

59.3

81

Category 2 £18065 to £21166

114

18.8

270

44.4

9

1.5

215

35.4

608

Category 3 £21589 to £27905

237

23.7

480

48.0

28

2.8

254

25.4

999

Category 4 £27965 to £37849

142

25.3

265

47.2

14

2.5

140

25.0

561

Category 5 £38656 to £54443

78

25.8

138

45.7

7

2.3

79

26.2

302

Category 6 £55202 plus

15

22.4

43

64.2

1

1.5

8

11.9

67

Grand Total

604

23.1

1211

46.3

59

2.3

744

28.4

2618

Key findings

  • The overall figures for religious minorities is displaying a similar pattern to that of race with 2.3% 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

Local authority Staff excluding school staff

""

Workforce age range by percentage including census comparator information

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

1 November 2020

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

31 March 2019

0.3

8.8

21.6

24.7

30.9

9.4

2.9

1.4

31 August 2018

0.2

9.0

20.3

24.0

31.2

9.4

4.1

1.8

Census

5.99

14.67

14.03

18.44

15.49

8.07

7.81

15.51

By salary category as at as 31 August 2020

By salary category
AGE band16 to 19%20 to 29%30 to 39%40 to 49%

Category 1 up to £17943

3

3.7

22

27.2

10

12.3

15

18.5

Category 2 £18065 to £21166

2

0.3

79

13.0

74

12.2

108

17.8

Category 3 £21589 to £27905

 

 

68

6.8

231

23.1

227

22.7

Category 4 £27965 to £37849

 

 

57

10.2

149

26.6

158

28.2

Category 5 £38656 to £54443

 

 

9

3.0

63

20.9

99

32.8

Category 6 £55202 plus

 

 

 

0.0

5

7.5

21

31.3

Grand Total

5

0.2 

235

9.0

532

20.3

628

24.0

By salary category 50 to 70
50 to 59%60 to 64%65 to 69%70 plus%Grand Total

21

25.9

7

8.6

3

3.7

 

0.0

81

169

27.8

79

13.0

63

10.4

34

5.6

608

329

32.9

106

10.6

29

2.9

9

0.9

999

162

28.9

27

4.8

7

1.2

1

0.2

561

106

35.1

18

6.0

5

1.7

2

0.7

302

30

44.8

10

14.9

1

1.5

 

0.0

67

817

31.2

247

9.4

108

4.1

46

1.8

2618

Key findings 

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

3 Analysis of workforce activity

3.1 - Leavers -to 31 August 2020 

Data

Council staff gender
 DescriptionCouncil staff figure 31 August 2020Leavers - to 31 August 2020
 

Number

%

Number

%

Male

841

32.1

71

26.2

Female

1777

67.9

200

73.8

Total

2618

 

271

 

Declared a disability

71

2.7

12

4.4

Declared no disability

2180

83.3

220

81.2

Not known

3167

14

39

14.4

Total

2618

 

271

 

Heterosexual

1849

70.6

191

70.5

LGB

83

3.2

8

2.95

Not known

686

26.2

72

26.6

Total

2618

 

271

 
Race, religion, age
 

Council staff figure 31 August 2020

Leavers - to 31 August 2020

 

Number

%

Number 

%

White - British

2176

83.1

226

83.4

Black, Minority Ethnic and White Other

101

3.9

9

3.3

Not known

341

13

36

13.3

Total

2618

 

271

 

Christian

1211

46.3

131

48.3

Minority religion

59

2.3

2

.74

No religion

604

23.1

69

25.5

Not known

744

28.4

69

25.5

Total

2618

 

271

 

16 to 19

5

0.2

3

1.1

20 to 29

235

9

38

14

30 to 39

532

20.3

56

20.7

40 to 49

628

24

59

21.8

50 to 59

817

31.2

54

19.9

60 to 64

247

9.4

27

10

65 to 69

108

4.1

27

10

70+

46

1.8

7

2.6

Total

2618

 

271

 

3.2 - Recruitment activity

3.2.1 Recruitment applications received and shortlisted through the on line iRecruit system

Recruitment activity
 Category DescriptionApplications Shortlisted 
   

Number

%

Number

%

Gender

Female

3092

63.3

1232

67.9

 

Male

1789

36.7

583

32.1

 

Total

4881

 

1815

 

Disability

Yes

226

4.6

90

5.0

 

No

4655

95.4

1725

95.0

 

Total

4881

 

1815

 

Ethnicity

White - British

4302

88.1

1628

89.7

 

Does Not Wish To Disclose

36

0.7

15

0.8

 

Black Minority Ethnic & White other

543

11.1

172

9.5

   

4881

 

1815

 

Religion and belief

Any Other Religion Or Similar Belief

70

1.4

30

1.7

 

Christian

2212

45.3

863

47.5

 

Does Not Wish To Disclose

171

3.5

66

3.6

 

No Religion

2306

47.2

812

44.7

 

Minority Religion

122

2.5

44

2.4

 

 

4881

 

1815

 

Age band

16 to 19

107

2.2

43

2.4

 

20 to 29

1521

31.2

435

24.0

 

30 to 39

1254

25.7

454

25.0

 

40 to 49

913

18.7

403

22.2

 

50 to 59

831

17.0

367

20.2

 

60 to 64

197

4.0

85

4.7

 

65 to 69

45

0.9

21

1.2

 

70+

13

0.3

7

0.4

 

 

4881

 

1815

 

Sexual orientation

Heterosexual

4395

90.0

1616

89.0

 

LGB

300

6.1

92

5.1

 

Do not wish to disclose

286

5.9

107

5.9

 

 

4881

 

1815

 

Key findings 

Tracking the figures through the recruitment cycle it can be clearly seen the proportion of staff in these groups are maintained through shortlisting.

3.2.2 Appointments made within the council either through a recruitment campaign or internal restructures.

Appointments made within the council
 Category DecriptionAppointed
   

Number

%

Gender

Female

200

75.5

 

Male

65

24.5

 

Grand Total

265

 

Disability

Yes

9

3.39

 

No

193

72.83

 

Not Known

63

23.77

 

Grand Total

265

 

Ethnicity

White - British

200

75.5

 

Does not wish to disclose

50

18.9

 

Black Minority Ethnic and White other

15

5.6

 

Grand Total

265

 

Religion

Any other religion or similar belief

1

0.4

 

Christian

93

35.0

 

Does not wish to disclose

62

23.4

 

No religion

105

39.7

 

Minority religion

4

1.5

 

Grand Total

265

 

Age bands

16 to 19

6

2.3

 

20 to 29

60

22.6

 

30 to 39

80

30.2

 

40 to 49

56

21.1

 

50 to 59

49

18.5

 

60 to 64

13

4.9

 

65 to 69

1

.4

 

70+

0

0

 

Grand Total

265

 

Sexual orientation

Heterosexual

184

69.4

 

LGB

14

5.3

 

Do not wish to disclose

67

25.3

 

Grand Total

265

 

3.3 Employee relations activity

The employee relations teams monitor 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.

4.0 Key findings 

The last six years have seen a reduction in the overall council workforce, from 2991 to 2618

Despite this, we have been able to made sustained progress towards a more diverse workforce, especially in terms of race, sexual orientation and religion and belief.

Progress in respect of disability is less secure, and we believe this could be a reflection of lower staff disclosures of disability, perhaps also due to employees not recognising themselves as having a disability.

Finally, we are also gradually becoming an older workforce, which is a good outcome given the age diversity of our population and this could be as a result of greater retirement flexibility. Unfortunately, this seems to have coincided with a sharp reduction in the numbers of younger people (under30) we employ.