Schools
Workforce Equality Information
April 2012
Contents
1. Introduction
2. The Equality Duty
3. The benefits of collecting and using equality
4. Protected Characteristics
5. Staffing Numbers
6. Ethnic Origin
7. Gender
8. Disability
9. Age
10. Employee Hours
11. Salary Bandings
12. Labour Turnover
13. New Starters
14. Religious Beliefs
15. Marital Status
16. Sexual Orientation
17. Promotions
18. Grievance and Disciplinary Cases
19. An indication of any issues for transsexual staff
20. Key Findings
21. Equality Objectives

Casual employees are now included in these figures
Schools Workforce Equality Information 2012
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1. INTRODUCTION
From the 31st January 2012 all local authorities with more than 150
employees must publish equality information to comply with the public sector
equality duty. This information must include information relating to people who
share a relevant protected characteristic. This information must include its
employees and people affected by its policies and practices.
Taking stock and having a sound business reason for undertaking any
measurement is important. It is important to remember that we will usually find
difference when taking measurements. The important issue is to recognise
when the difference is significant, i.e., more than just coincidence and then to
explore why the difference occurs. The majority of information included will
come from the Office of National Statistics (ONS) Census Results for 2001,
some information may have been produced in line with ONS estimates which
have been produced to demonstrate the trends in changes since 2001. The
use of an * has been used to represent low numbers in order to retain
confidentiality.
2. THE EQUALITY DUTY
The general equality duty requires public authorities, in the exercise of their
functions, to have due regard to the need to:
•
Eliminate discrimination, harassment and victimisation and any other
conduct that is prohibited by or under the Act
•
Advance equality of opportunity between people who share a relevant
protected characteristic and people who do not share it
•
Foster good relations between people who share a relevant protected
characteristic and those who do not share it
3. The benefits of collecting and using equality information
We collect and use equality information to help us to identify any key
issues. We are better able to understand the impact of our policies and
procedures on people with different protected characteristics, and
thereby plan them more effectively. We are also able to identify and
prioritise some of the key equality issues.
Where there is an * symbol in place of a figure within a table we have
used this because the numbers are very low and we would not want
our employees to become identifiable.
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4. PROTECTED GROUPS / CHARACTERISTICS
Throughout this document you will see reference to 'protected characteristics'.
This list gives you more information on each of the nine protected
characteristics.
Age
Where this is referred to, it refers to a person belonging to a particular age
(e.g. 32 year olds) or range of ages (e.g. 18 - 30 year olds).
Disability
A person has a disability if s/he has a physical or mental impairment which
has a substantial and long-term adverse effect on that person's ability to carry
out normal day-to-day activities.
Gender Reassignment
The process of transitioning from one gender to another.
Marriage and civil partnership
Marriage is defined as a 'union between a man and a woman'. Same-sex
couples can have their relationships legally recognised as 'civil partnerships'.
Civil partners must be treated the same as married couples on a wide range
of legal matters.
Pregnancy and maternity
Pregnancy is the condition of being pregnant or expecting a baby. Maternity
refers to the period after the birth, and is linked to maternity leave in the
employment context. In the non-work context, protection against maternity
discrimination is for 26 weeks after giving birth, and this includes treating a
woman unfavourably because she is breastfeeding.
Race
Refers to the protected characteristic of Race. It refers to a group of people
defined by their race, colour, and nationality (including citizenship) ethnic or
national origins.
Religion and belief
Religion has the meaning usually given to it but belief includes religious and
philosophical beliefs including lack of belief (e.g. Atheism). Generally, a belief
Schools Workforce Equality Information 2012
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should affect your life choices or the way you live for it to be included in the
definition.
Sex
A man or a woman.
Sexual orientation
Whether a person's sexual attraction is towards their own sex, the opposite
sex or to both sexes.
5. STAFFING NUMBERS
Section
Chief Executive
Childrens Services
Community Health & Social
Care
Customer & Support Services
Environmental Services
GMPA
Schools
Sustainable Regeneration
Urban Vision
Grand Total
No
Regular
FTE
Casual
%
71
1690
65
1312
60.4
1130.8
*
378
0.7
15.6
1481
1141
1490
31
4304
356
256
10820
1110
1092
1231
31
4138
356
256
9591
966.1
1008.3
748.6
30.0
3146.1
288.8
246.8
7626.0
371
49
259
*
166
*
*
1229
13.7
10.5
13.8
0.3
39.8
3.3
2.4
100.0
Table 1 Urban Vision numbers do not include Capita and Morrison employees

School employees represent 40% of Salford City Council
employees and as such are the largest section / directorate
within the authority.
6. ETHNICITY

The percentage of employees from ethnic minorities within schools is
0.5%.

The percentage of employees from ethnic minorities across the rest of
the workforce is 4.2%

The Office of National Statistics Key Census Statistics (mid year
estimates 2009 ) for the ethnic minority communities of Salford are
12.2%.

This indicates that as an authority we are under-representative in terms
of our BME workforce and within schools even more so.
Schools Workforce Equality Information 2012
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
In the present economic climate it is important to remember that there
is little activity regarding recruitment which limits opportunities to
increase the workforce.
Ethnic
Origin
Unknown
Mixed
Black
Chinese
Asian
Other
Ethnic
Group
White
Salford
Community
Schools
58.6%
0.1%
0.1%
0.0%
0.3%
0.0%
Salford
Council
Workforce
21.2%
0.9%
1.1%
0.2%
1.6%
0.4%
Salford
40.7%
74.6%
87.8%
Table 2

One fifth of all employees have chosen not to declare their ethnicity,
which would indicate that much work will need to be undertaken in
order for school staff to be fully informed and aware of the reasons that
this information is necessary and to improve confidence levels around
the subject of disclosure in order to begin to create a culture of trust.
7. GENDER by section
Section
*
373
No of staff
Female
*
1317
333
345
475
*
651
141
190
2531
1148
796
1015
*
3653
215
66
8289
Male
Chief Executive
Children’s Services
Community Health & Social
Care
Customer & Support Services
Environmental Services
GMPA
Schools
Sustainable Regeneration
Urban Vision
Total
71
1690
Total
Male
23.9%
22.1%
Percentage
Female
76.1%
77.9%
1481
1141
1490
31
4304
356
256
10820
22.5%
30.2%
31.9%
19.4%
15.1%
39.6%
74.2%
23.4%
77.5%
69.8%
68.1%
80.6%
84.9%
60.4%
25.8%
76.6%
Table 3

The table above provides a gender breakdown for each of the
directorates.

The gender split within schools is 15.1% male and 84.9% female.
Schools Workforce Equality Information 2012
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
The gender split within the workforce is 28.7% male and 71.3% female,
this compares with (NOMIS statistics) indicating that the population of
Salford has a fairly even coverage with 51% male representation and a
49% female representation.
Gender
split
Male
Female
Salford
Community
Schools
15.1%
84.9%
Salford
Council
Workforce
28.7%
71.3%
Salford
51%
49%
Table 4
8. DISABILITY

Only 1% of school employees have indicated that they have a
disability.

Against 7% of the workforce profile have indicated that they have a
disability. It is also important to note that this is an area of sensitive
information where people can be reluctant to disclose this information.

We have 24% of employees in schools who have chosen not to
disclose this information.

With almost a quarter of employees not declaring where they have a
disability or not, one of the main priorities will be to work towards
improving the disclosure rates.

The Local Government Employment Digest suggests that overall Local
Authorities employ a higher representation of people with disabilities
that the number represented nationally.
Disability
Salford
Community
Schools
Salford
Council
Workforce
Unknown
Yes
No
24%
1%
75%
7%
7%
86%
Local
Government
Employment
Digest
Whole
Economy
28%
72%
24%
76%
Table 5
Schools Workforce Equality Information 2012
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9. AGE PROFILE
Age
Salford
Community
Schools
5%
23%
28%
28%
14%
2%
16-24
25-34
35-44
45-54
55-64
65+
Salford
Council
Workforce
4%
16%
25%
36%
17%
2%
Table 6
16-64
The schools workforce number in this age range is 4224. The workforce
number in this age range is 6,208. The number of residents in Salford who are
economically active within this age range is 111,700 (the equivalent of 56% of
residents).

The average age within the schools workforce is 42 years, within the
wider workforce the average age is 45 years old.

It is difficult to get hold of national figures for these age ranges as they
are measured in different age categories.
10. EMPLOYEE HOURS
At present as part of the workforce statistics we monitor information which
relates to the overall numbers of staff who work full-time and part-time. The
table below identifies this in rates of percentages.
School
Employee
Hours
No.
%
SCC
Employee
Hours
No.
%
Full Time
2151
50.0%
3239
51.3%
Part Time
1987
46.1%
2036
32.2%
166
3.9%
1040
16.5%
4304
100.%
6315
100%
Casual
Total
Table 7
Schools Workforce Equality Information 2012
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
Schools have a similar % of full-time employees as the rest of the
workforce
11. SALARY BANDINGS







Scale 1-6 salary range is £12,145 to £23,708 per annum
Scale SO1-P06 salary range is £24,646 to £41,616 per annum
Local Scale is £44,070 to £63,117 per annum
Leadership range is from £37,461 - £105,097
Advanced Skills Teacher range is £37,461 - £56,950
Threshold Teacher range is £34,181 to £36, 756
Qualified Teacher Scale is £21,588 to £31552.
School Salary
Bands
No
%
Below £10,000
1116
£10,000-£14,999
SCC
Salary
Bands
No
%
25.9%
1223
19.3%
758
17.7%
1075
17%
£15,000-£24,999
991
23.0%
2287
36.2%
£25,000-£34,999
748
17.4%
1167
18.5%
£35,000-£44,999
481
11.2%
433
6.9%
£45,000-£54,999
122
2.8%
56
0.9%
88
2.0%
74
1.2%
4304
100.0%
6315
100%
Above £55,000
Total
Table 8
Salary Bandings Ethnicity
Ethnicity
PAY
GROUP
A
B
C
M
O
Lead'shp
0.00%
0.02%
0.00%
0.00%
0.00%
3.06%
3.42%
6.51%
Adskteac
0.00%
0.00%
0.00%
0.00%
0.00%
0.18%
0.11%
0.29%
+Thresh
0.02%
0.02%
0.00%
0.02%
0.02%
7.86%
8.29%
16.24%
Q Teach
0.02%
0.02%
0.00%
0.00%
0.00%
12.05%
2.00%
14.10%
Local
Scale
0.00%
0.00%
0.00%
0.00%
0.00%
0.05%
0.00%
0.05%
SO1 - PO6
0.00%
0.02%
0.00%
0.02%
0.02%
2.75%
2.84%
5.65%
Scale 1 - 6
0.25%
0.07%
0.02%
0.07%
0.02%
34.08%
20.18%
54.70%
Other
0.00%
0.00%
0.00%
0.00%
0.00%
1.53%
0.92%
2.46%
Schools Workforce Equality Information 2012
U
W
Page 9
Total
Grand
Total
0.29%
0.16%
0.02%
0.11%
Female
Male
0.07%
61.57%
37.78%
Table 9
Salary Bandings Gender
PAY
GROUP
Total
Lead'shp
4.75%
1.76%
6.51%
Adskteac
0.22%
0.07%
0.29%
+Thresh
13.13%
3.11%
16.24%
Q Teach
10.81%
3.29%
14.10%
Local Scale
0.00%
0.05%
0.05%
SO1 - PO6
4.95%
0.70%
5.65%
Scale 1 - 6
49.16%
5.54%
54.70%
Other
1.76%
0.70%
2.46%
Grand
Total
84.79%
15.21%
100.00%
Table 10
Salary Bandings Age
Age Band
Pay
Group
16 - 24
25 - 34
35 - 44
45 - 54
55 - 64
65 Plus
Total
L’ship
0.00%
0.99%
2.12%
2.14%
1.26%
0.00%
6.51%
Adskteac
0.00%
0.14%
0.09%
0.05%
0.02%
0.00%
0.29%
+Thresh
0.00%
3.87%
5.81%
3.78%
2.73%
0.05%
16.24%
Q Teach
1.60%
9.03%
2.16%
0.92%
0.34%
0.05%
14.10%
Local
Scale
0.00%
0.00%
0.02%
0.02%
0.00%
0.00%
0.05%
SO1 PO6
0.02%
0.72%
1.60%
2.39%
0.83%
0.09%
5.65%
Scale 1-6
3.06%
8.88%
15.36%
17.66%
8.06%
1.67%
54.70%
Other
0.14%
0.59%
0.50%
0.63%
0.56%
0.05%
2.46%
Total
4.82%
24.22%
27.66%
27.60%
13.81%
1.89%
100.00%
Table 11
Schools Workforce Equality Information 2012
Page 10
100.00%
Salary Bandings Disability
Pay
Group
No
L’ship
5.70%
0.79%
0.02%
6.51%
Adskteac
0.25%
0.05%
0.00%
0.3%
+Thresh
13.45%
2.65%
0.14%
16.24%
Q Teach
13.22%
0.88%
0.00%
14.10%
Local
Scale
0.02%
0.02%
0.00%
0.04%
SO1 PO6
4.38%
1.22%
0.05%
5.65%
46.16%
8.09%
0.45%
54.70%
2.12%
0.34%
0.00%
2.46%
85.31%
14.03%
0.65%
100.00%
Scale 1-6
Other
Unknown
Yes
Total
Table 12





The majority of staff are employed on scale 1-6 salary
This is representative across all of the BME groups
This is also representative with regards to Gender
This is representative across all of the Age groups
This is representative with regards to disability
12. LABOUR TURNOVER
TURNOVER
SCHOOLS
Regular
Casual
Total
TURNOVER
SCC
Regular
Casual
Total
Leavers
781
37
818
1713
226
1939
total staff
4138
166
4304
9591
1229
10820
Turnover
18.9%
22.3%
19.0
%
17.9%
18.4%
17.9%
Table 13
LABOUR TURNOVER Ethnicity
Ethnicity
A
B
C
M
O
U
W
Total
0.23%
0.18%
0.06%
0.12%
0.00%
67.04%
32.38%
100.00%
Schools Workforce Equality Information 2012
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Table 14
LABOUR TURNOVER Gender
Gender
Female
Male
Total
79.89%
20.11%
100.00%
Table 15
LABOUR TURNOVER Age
Age Band
16 - 24
25 - 34
35 - 44
45 - 54
55 - 64
65 plus
Total
7.42%
27.53%
23.90%
19.87%
16.77%
4.50%
100.00%
Table 16
LABOUR TURNOVER Disability
Disability
No
Unknown
Yes
Total
86.73%
12.62%
0.64%
100.00%
Table 17

With regards to BME groups the number of white people leaving the
organisation is less 32.38% than the workforce representation 40.07%.
However, 67% of ethnicity data is unknown and that could make a
significant impact on the figures overall.

The gender split within schools is 15.1% male and 84.9% female.
Leavers are under-represented in terms of men and over-represented
in terms of women.

16-24 age group has a higher representation of leavers 7.42%
measured against a 5% workforce representation.

25-34 age group has a higher representation of leavers 27.53%
measured against a 23 % workforce representation.

35-44 age group has an under-representation of leavers, 23.9%
measured against a 28% workforce representation.
Schools Workforce Equality Information 2012
Page 12

45-54 age group has an under-representation of leavers, 19.87%
measured against a 28% workforce representation.

55-64 age group has an over - representation of leavers, 16.77%
measured against a 14% workforce representation.

65 + age group has an over - representation of leavers, 4.5%
measured against a 2% workforce representation.
13. NEW STARTERS
Directorate
Chief Executive
Children’s Services
Community Health & Social
Care
Customer & Support Services
Environmental Services
GMPA
Schools
Sustainable Regeneration
Urban Vision
Grand Total
Perm
Temp
Casual
TOTAL
%
*
74
*
105
*
84
23
263
1.51%
17.25%
111
*
69
*
396
*
*
677
54
23
*
*
232
19
*
455
107
1*
131
*
57
*
*
393
272
40
208
*
685
28
*
1525
17.84%
2.62%
13.64%
0.39%
44.92%
1.84%
0.00%
100.00%
Salford
England
Table 18
14. RELIGIOUS BELIEFS
Religion or Belief
No
Schools
%
No
SCC
%
Buddhist
0
0%
23
0.4%
0.2%
0.3%
Christian
797
18%
2654
42%
76.5%
71.7%
Hindu
*
0.0%
15
0.2%
0.3%
1.1%
Jewish
*
0.1%
20
0.3%
2.4%
0.5%
Muslim
*
0.2%
64
1%
1.2%
3.1%
No Religion
152
3.5%
1088
17.%
11%
14.6%
Any Other
Religion
28
0.7%
106
1.7%
0.2%
0.3%
Prefer not to say
54
1.3%
340
5.4%
8.1%
7.7%
3258
75%
1991
31.5%
Sikh
*
0.0%
14
0.2%
0.1%
0.7%
Total
4304
100%
6315
100%
100%
100%
Unknown
Table 19
Religion, April 2001
Source: Office for National Statistics
Schools Workforce Equality Information 2012
Page 13

Three quarters of the information about the Religious Beliefs of school
employees is unknown, measured against a 31.5% of the wider
workforce.

Each Religion or Belief represented within schools is less than those
represented in the wider workforce and the City of Salford.
15. Marital Status
Marital Status
No.
Schools
%
No.
SCC
%
Divorced
81
1.9%
36
0.6%
Single
235
5.5%
1207
19.1%
Married/Civil Partnership
701
16.3%
2067
32.7%
*
0.6%
298
4.7%
Unknown
3252
75.6%
2692
42.6%
Widowed
*
0.2%
15
0.2%
4304
100.0%
6315
100%
Prefer not to say
Total
Table 20

Three quarters of the information about the Marital Status of school
employees is unknown, measured against a 42.6% of the wider
workforce.
16. SEXUAL ORIENTATION
Sexuality
No.
Schools
Unknown
3281
76.2%
2045
32.4%
Bisexual
*
0*
29
0.5%
830
19.3%
3750
59.4%
Lesbian
*
*
37
0.6%
Gay
*
*
44
0.7%
Prefer Not to say
187
4.3%
410
6.5%
Total
4304
100.0%
6315
100
Heterosexual
%
No
SCC
%
Table 21

Over three quarters of the information about the Marital Status of
school employees is unknown, measured against a 32.4% of the wider
workforce.
Schools Workforce Equality Information 2012
Page 14

There is a lack of quantitative data for communities within Salford.
Recent research has indicated that there is a population of 180,000
which is approximately 7% of the total. (Improving the Regions Knowledge
Base on the LGBT population in the North West NWDA 200
17. Promotions
This data could be compared with the number of people from the same group
/ characteristic that are employed overall in the workplace. However, it would
lack accuracy as we were unable to determine how many employees from
each group applied for a promotion.
Ethnicity
Promotions
Total
A
B
C
M
O
U
W
Total
0.38%
0.00%
0.00%
0.00%
0.00%
58.71%
40.91%
100.00%
Table 22
Gender
Female
Male
Total
84.47%
15.53%
100.00%
Table 23
Age Band
16 - 24
25 - 34
35 - 44
45 - 54
55 - 64
65 Plus
Total
3.41%
30.68%
28.79%
30.30%
6.82%
0.00%
100.00%
Table 24
Disabled
No
Unknown
Yes
Total
79.92%
20.08%
0.00%
100.00%
Table 25
Schools Workforce Equality Information 2012
Page 15
18. Disciplinary and Grievance Cases
Ethnicity
Area Of
Concern
A
Unknown/PNTS
W
Grand
Total
Disciplinary
0.00%
49.12%
50.88%
100.00%
Grievance
8.33%
66.67%
25.00%
100.00%
Table 26
Gender
Area Of
Concern
Female
Male
Grand
Total
Disciplinary
47.37%
52.63%
100.00%
Grievance
58.33%
41.67%
100.00%
Table 27
Age Range
Area Of
Concern
Grand
Total
1) 16
to 24
2) 25 34
3) 35 44
4) 45 54
5) 55 64
6) 65+
Disciplinary
100.00%
0.00%
0.00%
15.79%
56.14%
26.32%
1.75%
Grievance
100.00%
8.33%
66.67%
25.00%
0.00%
0.00%
0.00%
Table 28
Disability
Area Of
Concern
no
yes
Grand
Total
Disciplinary
98.25%
1.75%
100.00%
Grievance
83.33%
16.67%
100.00%
Table 29

Ethnicity, White employees (50.88%) were more likely than their
workforce representation (40.7%) to be disciplined. However, the
numbers from this group were significantly lower with regards to
grievances (25%).
Schools Workforce Equality Information 2012
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
Over half of the employees preferred not to disclose their ethnicity with
regards to grievance and disciplinary cases.

Despite only having a workforce representation of 0.3% of the schools
workforce, Asian employees were involved in 8.33% of grievances.

Men have a 15.1% workforce representation however, they are
involved in 52.63% of all disciplinary cases and 41.6% of all
grievances.

Age range 16-24 years have a 5% workforce representation yet were
involved in 8.33% of grievances

Age range 25-34 years have a 23% workforce representation yet were
involved in 66.67% of grievances.

Age range 35-44 years have a 28% workforce representation and had
an under-representation in both disciplinary and grievances.

Age range 45-54 years have a 28% workforce representation and were
over-represented in disciplinary cases at 56.14%.

Age range 55-64 years have a 14% workforce representation and were
over-represented in disciplinary cases at 26.32%.

Age range 65+ years have a 2% workforce representation and had an
under-representation in both disciplinary and grievances respectively.

Disabled employees have a workforce representation of 1% and were
over-represented in both disciplinary cases 1.75% and grievances at
16.67% of cases.
19. An indication of any issues for transsexual staff
We recognise that this is a complex and sensitive area from which to collect
equality information and have not sought to directly engage with employees
for this purpose. We are seeking to find and implement practical ways to
ensure that our workforce is inclusive for our Trans staff.
Wider research conducted by Stonewall Scotland and the Scottish
Transgender Alliance has provided an insight into the workplace experiences
of Tran’s people. The Changing for the Better Guide also includes steps that
employers can make to ensure that workplace policies and procedures work
better for employees.
Schools Workforce Equality Information 2012
Page 17
A transgender or Tran’s employee is an employee whose gender identity or
gender expression differs from the gender assumptions made about them
when they were born.

Most trans employees are not ‘out’ to their workplace colleagues
and managers
Often it is only when an employee is actually changing their workplace
gender role as part of a process of gender reassignment/ transition that
they will be ‘out’ about being trans.

The research also states that many trans employees do not feel
they can afford to take the risk of being ‘out’ as trans in the
workplace – 42% of trans people not living permanently in their
preferred gender role stated that they are prevented from doing so
because they fear it might threaten their employment status
(Engendered Penalties, 2007).
Some examples of discrimination on the grounds of gender reassignment
include the following:

Refusing to associate with or ignoring someone because they are
Trans.

Refusing to address the person using their new name and gender
pronoun.

Probing into the person’s private life and relationships.

Spreading malicious gossip about that person.

Failing to keep confidential information about that person’s Trans
status.
There is a staff group within the council which welcomes all Trans employees.
21.EQUALITY OBJECTIVES
1. To conduct a full staff audit in October / November 2012, with a
view to obtain an increase in participation and the disclosure of
information.
Schools Workforce Equality Information 2012
Page 18