Cornwall Council Public Sector Equality Duty
Employment Information for the period 1 January 2012 – 31 December 2012
As a public authority the Council has specific duties under the Equality Act 2010 to publish information annually to demonstrate our compliance with the general equality duty. There is a separate duty on schools to publish this information by 6 April each year. The information that follows relates to the Council’s activities as an employer and excludes employees who work in schools.
Last year, the Council implemented a new enterprise resource planning management information system (ERP) which changed the method of collating information about our workforce. Employees are able to update their personal information via a self-service function on the system. Employees who are not able to directly access the ERP system can complete their details on a paper form which is then input confidentially onto the system.
We have encouraged employees to complete their equality information on the system in order that we can improve our understanding of the profile and characteristics of our workforce. In 2012, 12.5% of employees input their personal information into ERP. A targeted programme to increase the numbers of employees inputting their details is planned for 2013.
We have communicated with our employees to explain that the information they provide is sensitive personal data covered by the Data Protection Act and will be treated in strictest confidence in accordance with the principles within the Act.
Managers are not able to access the information entered by employees. The information is utilised for monitoring and reporting on the profile of the workforce and for the purpose of meeting our legal obligations to publish relevant workforce equalities information. The information will not be presented or reported on in a way that will allow the identification of any individual employee.
Having this data is important to us as it will allow us to improve our reporting on the impact of workforce policies, procedures and practices where these are not comprehensively monitored as yet.
Workforce Profile on 31 December 2012
As at 31 December 2012 the Council’s non-schools workforce comprised 6910 employees. This figure has significantly reduced from the 2011 headcount due to the transfer out of over 3000 employees to organisations which deliver services on behalf of the Council. Full details of our workforce data are supplied below.
Workforce profile full time – part time proportions (100% of workforce data)
Headcount / Full-time / % / Part-Time / % / Not specified / %6910 / 4060 / 59% / 1991 / 29% / 859 / 12%
Workforce profile ethnicity (based on 12.5% of workforce data).
Headcount / BME / % / Non BME / % / Not Stated / %6910 / 188 / 2.7 / 5304 / 76.7 / 1418 / 20.5
Workforce profile gender (based on 100% of workforce data).
Female / % / Male / %4486 / 65 / 2424 / 35
Workforce age profile (100% of workforce data)
0-19 / 20-25 / 26-30 / 31-35 / 36-40 / 41-45 / 46-50 / 51-55 / 56-60 / 61+No. / 12 / 265 / 544 / 740 / 851 / 1054 / 1139 / 1018 / 795 / 492
% / 0.17 / 3.84 / 7.87 / 10.71 / 12.32 / 15.25 / 16.48 / 14.73 / 11.51 / 7.12
Workforce disability profile (based on 12.5% of the workforce who have volunteered this data)
Number / %
Yes / 66 / 1.0%
No / 811 / 11.7%
Blank / 6033 / 87.3%
6910 / 100%
Workforce profile sexual orientation (based on 12.5% of the workforce who have volunteered this data)
Number / %
Bisexual / 5 / 0.07%
Gay Man / 9 / 0.13%
Heterosexual/Straight / 750 / 10.85%
Lesbian/Gay Woman / 3 / 0.04%
Other / 4 / 0.06%
Prefer not to say / 28 / 0.41%
Blank / 6111 / 88.44%
6910 / 100%
Caring Responsibilities (based on 12.5% of the workforce who have volunteered this data)
Yes / 128 / 1.85%
No / 723 / 10.46%
Blank / 6059 / 87.68%
6910 / 100%
Religion or Belief (based on 12.5% of the workforce who have volunteered this data)
Number / %
Buddhist / 7 / 0.10%
Christian / 462 / 6.69%
Muslim / 1 / 0.01%
None / 267 / 3.86%
Other / 36 / 0.52%
Pagan / 13 / 0.19%
Blank / 6124 / 88.63%
6910 / 100%
Gender Same as Birth (based on 12.5% of the workforce who have volunteered this data)
Number / %
Yes / 874 / 12.65%
No / 0 / 0.00%
Blank / 6036 / 87.35%
Recruitment
The Council monitors applications for employment. In the year ending 31 December 2012 11,400 applications were processed. Of those 93% of applicants declared their ethnicity, 92% a disability, 93% their age and 93% their gender.
From the available information we know that there were 6% BME applicants and 5% of applicants declared a disability. 61% of applicants were female and 32% of applicants were male (with 7% not stated).
5.4% of BME applicants were offered appointment compared with 9.6% of non BME applicants.
8.7% of applicants who declared a disability were offered appointment compared with 9.32% of other applicants.
10% of female applicants were offered appointment compared with 8% of male applicants.
The profile of applicants at each stage of the process is set out below. For all applications:
Recruitment ethnicity data
BME / % / Non BME / % / Not Stated / % / TotalApplicants / 632 / 5.60 / 9862 / 87.48 / 780 / 6.92 / 11274
Interviewed / 167 / 5.38 / 2792 / 90.06 / 141 / 4.55 / 3100
Offered Appointment / 34 / 3.10 / 946 / 86.23 / 117 / 10.66 / 1097
Recruitment disability data
Disabled / % / Able / % / Not Stated / % / TotalApplicants / 553 / 4.85 / 10027 / 87.99 / 816 / 7.16 / 11396
Interviewed / 175 / 5.68 / 2763 / 89.70 / 142 / 4.61 / 3080
Offered Appointment / 48 / 4.36 / 935 / 84.84 / 119 / 10.80 / 1102
Recruitment gender data
Male / % / Female / % / Not Stated / % / TotalApplicants / 3668 / 32.16 / 6933 / 60.79 / 803 / 7.04 / 11404
Interviewed / 868 / 27.99 / 2083 / 67.17 / 150 / 4.83 / 3101
Offered Appointment / 287 / 26.16 / 694 / 63.26 / 116 / 10.57 / 1097
Recruitment age data
Jan – Dec 12 / 16-20 / 21-30 / 31-40 / 41-50 / 51-60 / 61-65 / 66+ / Not StatedApplicants / 306 / 3525 / 2311 / 2642 / 1476 / 161 / 36 / 867
Interviewed / 51 / 782 / 732 / 836 / 470 / 51 / 7 / 174
Offered / 28 / 278 / 213 / 256 / 156 / 28 / 18 / 121
Recruitment age data (as percentages)
Jan – Dec 12 / 16-20 / 21-30 / 31-40 / 41-50 / 51-60 / 61-65 / 66+ / Not StatedApplicants / 2.70 / 31.13 / 20.40 / 23.33 / 13.03 / 1.42 / 0.32 / 7.65
Interviewed / 1.64 / 25.20 / 23.59 / 26.94 / 15.14 / 1.64 / 0.22 / 5.60
Offered / 2.55 / 25.31 / 19.39 / 23.31 / 14.20 / 2.55 / 1.63 / 11.02
Recruitment sexual orientation data
Heterosexual/Straight / Lesbian/Gay woman / Gay man / Bisexual / Prefer not to say / Not Stated
Applicants / 9783 / 94 / 124 / 83 / 292 / 1045
Interviewed / 2784 / 29 / 22 / 20 / 88 / 216
Offered / 939 / 15 / 11 / 6 / 37 / 178
Recruitment sexual orientation data (as percentages)
Heterosexual/Straight / Lesbian/Gay woman / Gay man / Bisexual / Prefer not to say / Not Stated
Applicants / 85.66 / 0.82 / 1.08 / 0.72 / 2.56 / 9.15
Interviewed / 88.13 / 0.92 / 0.70 / 0.18 / 2.79 / 6.84
Offered / 79.17 / 1.26 / 0.93 / 0.51 / 3.12 / 15.01
Recruitment information by religion and belief
Christian / % / Buddhism / % / Hinduism / % / Judaism / % / Islam / %3702 / 32.41 / 49 / 0.43 / 13 / 0.11 / 14 / 0.12 / 21 / 0.01
986 / 31.21 / 17 / 0.54 / 0 / 0 / 7 / 0.22 / 6 / 0.19
304 / 25.63 / 9 / 0.76 / 0 / 0 / 0 / 0 / 1 / 0.08
Recruitment information by religion and belief
Sikhism / % / None / % / Withheld / % / Other / % / Not Stated / %3 / 0.03 / 3634 / 31.82 / 305 / 2.67 / 10 / 0.09 / 3670 / 32.13
0 / 0 / 793 / 25.10 / 64 / 2.03 / 5 / 0.16 / 1281 / 40.55
0 / 0 / 263 / 22.18 / 21 / 1.77 / 0 / 0 / 588 / 49.58
Recruitment information by marital status
Single / Married / Divorced / Widowed / Civil Partnership / Not StatedApplicants / 4950 / 3888 / 992 / 69 / 291 / 1232
Interviewed / 1185 / 1285 / 280 / 33 / 81 / 295
Offered / 428 / 443 / 109 / 9 / 28 / 169
Recruitment information by marital status (as percentages)
Single / Married / Divorced / Widowed / Civil Partnership / Not StatedApplicants / 43.34 / 34.04 / 8.68 / 0.60 / 2.55 / 10.79
Interviewed / 37.51 / 40.68 / 8.86 / 1.04 / 2.56 / 9.34
Offered / 36.09 / 37.35 / 9.19 / 0.76 / 2.36 / 14.25
Leavers 2012
947 employees left their employment with Cornwall Council in 2012. The profile of leavers is set out in the following tables.
Leavers by ethnic group
BME / % / Non BME / % / Not Stated / %6 / 0.63 / 599 / 63.25 / 342 / 36.11
Leavers by gender
Female / % / Male / %528 / 55.75 / 419 / 44.24
Leavers by age
0-19 / 20-25 / 26-30 / 31-35 / 36-40 / 41-45 / 46-50 / 51-55 / 56-60 / 61+6 / 47 / 72 / 80 / 88 / 86 / 120 / 134 / 146 / 168
0.6% / 5.00% / 7.6% / 8.5% / 9.3% / 9.1% / 12.7% / 14.2% / 15.4% / 17.7%
Leavers by marital status
Number / %
Civil Partnership / 1 / 0.1
Divorced / 10 / 1.1
Divorced/Civil Partnership Dissolved / 6 / 0.6
Domestic Partner / 1 / 0.1
Legally Separated / 6 / 0.6
Living Together / 5 / 0.5
Married / 81 / 8.6
Married/Civil Partnership / 128 / 13.5
Single / 88 / 9.3
Widowed / 2 / 0.2
Withheld / 11 / 1.2
Blank / 608 / 64.2
Leavers by disability
Disability / Number / %Yes / 3 / 0.3
No / 19 / 2.0
Blank / 925 / 97.7
Leavers by sexual orientation
Number / %
Bisexual / 0 / 0.0
Gay Man / 0 / 0.0
Heterosexual/Straight / 17 / 1.8
Lesbian/Gay Woman / 0 / 0.0
Other / 0 / 0.0
Prefer not to say / 1 / 0.1
Blank / 929 / 98.1
Leavers by caring responsibility
Number / %
Yes / 5 / 0.5
No / 14 / 1.5
Blank / 928 / 98.0
Leavers religion or belief
Number / %
Buddhist / 1 / 0.1
Christian / 11 / 1.2
Muslim / 0 / 0.0
None / 6 / 0.6
Other / 0 / 0.0
Pagan / 0 / 0.0
Blank / 929 / 98.1
Leavers gender same as birth
Number / %
Yes / 21 / 2.2
No / 0 / 0.0
Blank / 926 / 97.8
Rate of return from maternity leave
119 women were on maternity leave (does this include adoption?) of the number that were due to return 109 returned and 10 resigned. There the rate of return from maternity leave = 91.60%
Learning and Development Opportunities monitoring data.
Whilst a detailed breakdown of the characteristics of those who attended training is currently unavailable, this information will be become available in the year later in 2013. Two programmes will assist the Council to develop equalities information and to monitor the impact on the workforce. The first is a programme to integrate learning and development commissioning and delivery which will commence in April 2013 and the second is a new management information system which will include the capacity to identify applicants for and participants on the corporate learning and development programme.
Grievance, Disciplinary and Performance Issues
Accountability for addressing grievances, disciplinary and performance issues rests with local managers in the first instance. There were 40 individual cases during the year ending 31 December 2012 as described below.
Disciplinary by GenderNumber / %
Male / 21 / 52.5
Female / 19 / 47.5
Disciplinary by Age
Number / %
0-19 / 0 / 0.0
20-25 / 2 / 5.0
26-30 / 5 / 12.5
31-35 / 2 / 5.0
36-40 / 6 / 15.0
41-45 / 3 / 7.5
46-50 / 7 / 17.5
51-55 / 6 / 15.0
56-60 / 0 / 0.0
61+ / 9 / 22.5
Disciplinary by marital status
Number / %
Civil Partnership / 0 / 0.0
Divorced / 3 / 7.5
Divorced/Civil Partnership Dissolved / 1 / 2.5
Domestic Partner / 0 / 0.0
Legally Separated / 0 / 0.0
Living Together / 3 / 7.5
Married / 7 / 17.5
Married/Civil Partnership / 3 / 7.5
Single / 6 / 15.0
Widowed / 0 / 0.0
Withheld / 0 / 0.0
Blank / 17 / 42.5
Disciplinary by disability
Number / %
Yes / 0 / 0.0
No / 3 / 7.5
Blank / 37 / 92.5
Disciplinary by sexual orientation
Number / %
Bisexual / 0 / 0.0
Gay Man / 1 / 2.5
Heterosexual/Straight / 1 / 2.5
Lesbian/Gay Woman / 0 / 0.0
Other / 0 / 0.0
Prefer not to say / 1 / 2.5
Blank / 37 / 92.5
Disciplinary by caring responsibility
Number / %
Yes / 1 / 2.5
No / 2 / 5.0
Blank / 37 / 92.5
Disciplinary by religion or belief
Number / %
Buddhist / 0 / 0.0
Christian / 0 / 0.0
Muslim / 0 / 0.0
None / 3 / 7.5
Other / 0 / 0.0
Pagan / 0 / 0.0
Blank / 37 / 92.5
Disciplinary by gender same as birth
Number / %
Yes / 3 / 7.5
No / 0 / 0.0
Blank / 37 / 92.5
Positive Initiatives in 2012
A range of equality and diversity reports have been sent up through the Council's recruitment system to understand who Cornwall Council's applicant groups are and to enablea comparison with the working population in Cornwall. The results of this comparison will form an action plan to ensure that the Council's recruitment is open for all and not exclusive.
Cornwall Council’s Apprenticeship Strategy was launched in September 2012 and will see the commitment of the Council providing 200 new apprenticeships within the authority over the next two years. These apprenticeship vacancies will be by either, appointing an apprentice into a vacant position or using an apprenticeship framework to develop an existing employee.
Cornwall Council Cares for Carers Launch Event - As part of our Carers programme and also to celebrate Carers week we held a launch event on 19 June 2012 in the Council Chamber at County Hall. Following this meeting, employees met together for the first staff Carers forum in October 12. The event was designed to recognise and value the vital work that Carers offer to their loved ones and the community.
A Dignity at Work project has been set up within the Adult Care and Support directorate to review existing practice and identify creative solutions to tackle bullying and harassment in the workplace.The objectives of this project are: