By the public sector, for the public sector
Workforce Profile
Annual Report
1st April 2014 – 31st March 2015
Prepared for: Council Diversity Group, Cambridgeshire County Council
Author: Fiona Perkins and Janet Maulder
Date: June 2015
CONTENTS
1.1
Introduction................................................................................................................................. 3
1.2
Glossary ....................................................................................................................................... 3
2.0
Employee Profile ......................................................................................................................... 4
2.1
Headcount and FTE ..................................................................................................................... 4
2.2
Age ............................................................................................................................................... 4
2.3
Female Employees ....................................................................................................................... 5
2.4
Minority Ethnic employees.......................................................................................................... 6
2.5
Employees with a disability ......................................................................................................... 8
2.6
Religion or Belief (Number and %) .............................................................................................. 9
2.7
Sexual Orientation (Number and %).......................................................................................... 10
3.0
Recruitment Profile ................................................................................................................... 10
2
1.1
INTRODUCTION
This report sets out the current profile of the Council’s workforce, and specifically provides statistical
information on the following:
Age profile
Number and percentage of disabled employees
Gender profile
Number and percentage of minority ethnic employees
Religion or belief
Sexual orientation
Recent recruitment activity and outcomes in relation to the groups above
All data is extracted from Oracle ERP and recruitment systems.
1.2
GLOSSARY
This report looks at the workforce profile of Cambridgeshire County Council employees during the
financial year, 1st April 2014 – 31st March 2015. Workforce data is provided at a point in time (31 st
March 2015) and all other indicators are full year.
FTE: Full time equivalent is a measure of an employee’s workload to make the position comparable
across the workforce, for example an FTE of 0.5 indicates that the employee works half of a working
week.
Headcount: The number of employees working within the Council. An employee may have multiple
assignments whereby they work in more than one team. Headcount counts the employee’s primary
assignment.
Minority Ethnic is the total non-white workforce population comprising of the following ethnic
backgrounds (as per the categories set out in the ONS classifications);
 Mixed: White and Asian, White and Black African, White and Black Caribbean
 Asian or Asian British: Bangladeshi, Indian, Pakistani,
 Black or Black British: African, Caribbean
 Chinese
 Any other Asian background
 Any other Black background
 Any other Ethnic group
 Any other mixed background
White is classified as White British, White Irish, White Gypsy or White Irish Traveller and White Other
ONS: Office for National Statistics
Directorate Name
CFA
Children, Families and Adults **
Adult Social Care (formerly CAS) and CYPS merged to form CFA.
Public Health is now aligned in to the CFA directorate
COR
Corporate Directorate
ETE
Economy, Transport and Environment
LGSS (CCC)
LGSS Cambridgeshire County Council based employees
Former Directorates listed for historic purposes only
CYPS
Children and Young People Services **
Directorate merged with Adult Social Care (formerly in CAS) to form CFA.
CAS
Community and Adult Services **
Directorate was disbanded; Adult Learning moved to ETE, Libraries, Archives and
Information and Community Engagement moved to COR, remaining services (Adult
Social Care) merged with CYPS to form CFA.
3
2.0
EMPLOYEE PROFILE
2.1
HEADCOUNT AND FTE
As at 31st March 2015, the total number of employees employed by Cambridgeshire County Council is
5,541 (including zero hours and casual employees) with the number of full time equivalent posts at
3,714.
Figure 1 depicts the trend of headcount and FTE reported over the last four financial years.
Figure 1: Total Headcount and FTE
2.2
AGE
Age bands used to classify our employees are in line with the 5 year age groups (e.g. 15 – 19, 20 – 24)
reported by the Office for National Statistics (2011) (ONS) census data. The ONS classifies working
age as 15 – 64.
As at 31st March 2015, the average age of the CCC workforce is 45 years of age. Four in five
employees (78%, 4,312 people) are aged between 30 – 59 (figure 2) which is consistent with the trend
previously reported across each age range. One in ten employees are aged 60 and over, again
consistent with the workforce as per the last report. Almost two thirds of employees in these age
profiles work in CFA which is to be expected considering three in four CCC employees are employed in
CFA.
Figure 2: Workforce Profile - Age
Figure 3 illustrates the employee age profile across all directorates, highlighting that the age
distribution broadly follows the same pattern in each directorate.
4
Figure 3: Age by Directorate
2.3
GENDER PROFILE
Four in five of CCC’s workforce is female (78%, 4,339 employees) as at 31st March 2015 which is
consistent with the proportion reported previously (4,303, 78% as at 30 th September 2014).
Figure 4 illustrates the gender profile of employees working within each directorate across CCC. All
directorates have a higher proportion of female employees to male counterparts. Four in five
employees working within CFA are female which is to be expected for the types of roles in this
directorate. In CCC, LGSS has the most equally proportionate gender balance.
Figure 2: Gender by Directorate
5
The below graph illustrates the CCC workforce gender and age profile.
Figure 3: Employee age and gender
The proportion of female employees within each age category has not significantly changed in the last
six months as highlighted below.
Figure 4: Age and gender comparison
Gender
and Age
Sep-14
Mar-15
2.4
19&Under
76%
74%
20-24
73%
73%
25-29
74%
75%
30-44 45-59
79%
80%
79%
80%
60-64
72%
74%
65-74
67%
68%
75+
50%
56%
MINORITY ETHNIC EMPLOYEES
94% of the CCC workforce has disclosed their ethnicity status. 5.3% of the workforce has disclosed
their ethnicity status as minority ethnic; 294 employees. There has been an increase in the
proportion of employees disclosing they are minority ethnic from 4.9% (280 employees) from the
same period last year (31st March 2014).
When compared against the population of employees who have disclosed their status (5,208
employees), the proportion of minority ethnic employees increases to 5.6%.
Four in five employees (84.5% of the workforce) has disclosed their ethnic status as White (White
British, White Irish, White Gypsy or White Irish Traveller and White Other).
Figures 7 to 9 highlight the overall CCC workforce ethnicity status, breakdown by ethnic origin and
illustrate ethnic origin and gender.
The classifications above are taken from the Office for National Statistics recommended data set, see
link below,
http://www.ons.gov.uk/ons/guide-method/measuring-equality/equality/ethnic-nat-identityreligion/ethnic-group/index.html#8
6
Figure 7: Ethnicity
Figure 8: Ethnic Origin
Figure 5: Ethnic Origin and Gender
7
2.5
EMPLOYEES WITH A DISABILITY
The number of staff who have disclosed they have a disability is 177 (3.2% of the workforce), an
increase of 4 from 173 (3.1% of the workforce) from the last report as at 31st September 2014.
Four in five employees have disclosed their disability status. When compared against the population
of employees who have disclosed their status (4,750 employees), the proportion of employees who
have declared they have a disability increases to 3.7%.
Figures 10 to 12 highlight the overall CCC workforce disability status and the breakdown by age profile
and gender.
Figure 6: Disability
Two thirds of employees who have disclosed they have a disability are aged 30 – 59.
Figure 7: Disability Status and Age
8
Figure 12: Disability Status and Gender
2.6
RELIGION OR BELIEF (NUMBER AND %)
Three in five CCC employees have disclosed their religion or belief. Figure 13 illustrates the religion or
belief disclosed by the CCC workforce.
The largest faith group declared by our employees is Christian with almost one third (31%) of the CCC
population disclosing this as their religion or belief (increasing to 52% when compared against the
3,267 employees who have disclosed their religion or belief).
Figure 8: Religion or Belief
9
2.7
SEXUAL ORIENTATION (NUMBER AND %)
Three in five employees have disclosed their sexual orientation (58%). Half of the CCC workforce have
declared they are heterosexual and less than 1% of the workforce has disclosed their sexual
orientation as lesbian, gay or bisexual. This has not significantly changed since the last report as at
31st September 2014.
When compared against the population of 3,155 employees who have disclosed their sexual
orientation, the proportion of employees disclosing their sexual orientation as lesbian, gay or bisexual
increases to 1.6% and those disclosing they are heterosexual increases to 86.0%.
Figure 9: Sexual Orientation
3.0
RECRUITMENT PROFILE
Figure 15 highlights the profile of the application pool and the people who were successfully
appointed. The graph demonstrates that the profile of people who were appointed is broadly
representative of those people who applied for posts in CCC. The one exception is minority ethnic
applicants. Almost one in five applications were submitted by people disclosing their ethnicity status
as minority ethnic however one in ten people who were appointed had disclosed their ethnicity as
minority ethnic.
Figure 10: Recruitment Profile
10
The religion or belief disclosed by applicants is detailed below. The proportion of applicants disclosing
their religion or belief is generally comparable to the proportion of people who were successfully
appointed. Exceptions are in the categories were applicants have disclosed their religion or belief as
Muslim or have selected they do not wish to disclose the information. Whilst these are not significant
differences, they have recorded greater differences between applicants/appointments than the other
categories. There is a reduction from 2.10% of the applicant pool disclosing Muslim as their religion
or belief to 0.48% of the pool of people who have been appointed and an increase from 5.84% of the
applicant pool selecting they do not wish to disclose their religion or belief to 7.46% of the pool of
people who have been appointed.
Figure16: Recruitment Profile Religion or Belief
The age profile of people applying for posts within CCC is proportionate with the number of people
who are appointed in each age group. Figure 17 illustrates the percentage of applicants within each
age profile and the percentage of appointments.
Figure 17: Recruitment Age Profile
11
The tables below depict the data of the profile of applicants during 1st April 2014 – 31st March 2015.
Figure 18: Ethnicity of applicants by recruitment stage
Ethnic Origin
Asian or Asian British
- Bangladeshi
Asian or Asian British
- Indian
Asian or Asian British
- Pakistani
Any other Asian
background
Black or Black British
- African
Black or Black British
- Caribbean
Any other Black
background
Chinese
White - British
White - Gypsy
White - Irish
Mixed - White and
Asian
Mixed - White and
Black African
Mixed - White and
Black Caribbean
Any other mixed
background
Not Specified
Any other Ethnic
group
White - Other
White - Irish
Traveller
Not Stated
Total
Applied
No.
87
Applied
%
0.86%
Shortlist
No.
2
Shortlist
%
0.47%
Offered
No.
5
Offered
%
0.40%
Appointed
No.
5
Appointed
%
0.40%
252
2.50%
11
2.57%
11
0.89%
12
0.96%
77
0.76%
2
0.47%
3
0.24%
3
0.24%
104
1.03%
2
0.47%
12
0.97%
12
0.96%
402
3.99%
25
5.84%
16
1.29%
16
1.28%
70
0.69%
1
0.23%
6
0.48%
6
0.48%
19
0.19%
0
0.00%
1
0.08%
1
0.08%
59
7827
12
91
64
0.59%
77.70%
0.12%
0.90%
0.64%
1
343
1
6
1
0.23%
80.14%
0.23%
1.40%
0.23%
5
1082
2
15
4
0.40%
87.40%
0.16%
1.21%
0.32%
5
1084
2
16
5
0.40%
87.00%
0.16%
1.28%
0.40%
26
0.26%
1
0.23%
3
0.24%
3
0.24%
32
0.32%
0
0.00%
6
0.48%
6
0.48%
89
0.88%
4
0.93%
6
0.48%
6
0.48%
398
464
3.95%
4.61%
18
10
4.21%
2.34%
30
31
2.42%
2.50%
34
30
2.73%
2.41%
0
0
0.00%
0.00%
0
0
0.00%
0.00%
0
0
0.00%
0.00%
0
0
0.00%
0.00%
0
10073
0.00%
100.00%
0
428
0.00%
100.00%
0
1238.00
0.00%
100.00%
0
1246
0.00%
100.00%
Figure 19: Disability Status of applicants by recruitment stage
Disability
Applied
No.
Applied
%
Shortlist
No.
Shortlist
%
Offered
No.
Offered
%
Appointed
No.
Appointed
%
Disabled
764
7.58%
32
7.48%
79.00
6.38%
78
6.26%
12
Not Disabled
Not Stated
Total
9306
92.39%
396
92.52%
1157.00
93.46%
1166
93.58%
3
10073
0.03%
100.00%
0
428
0.00%
100.00%
2.00
1238.00
0.16%
100.00%
2
1246
0.16%
100.00%
Figure 11:Gender of applicants by recruitment stage
Gender
Do not wish to
disclose
Female
Male
Total
Applied
No.
Applied
%
Shortlist
No.
Shortlist
%
Offered
No.
Offered
%
Appointed
No.
Appointed
%
0
0.00%
0
0.00%
0.00
0.00%
0
0.00%
7459
2614
10073
74.05%
25.95%
100.00%
314
114
428
73.36%
26.64%
100.00%
1006.00
232.00
1238.00
81.26%
18.74%
100.00%
1021
225
1246
81.94%
18.06%
100.00%
Figure 12: Sexuality of applicants by recruitment stage
Sexuality
Bisexual
Gay Man
Gay Woman /
Lesbian
Heterosexual /
Straight
Do Not Wish To
Disclose
Other
Not Declared
Total
Applied
No.
Applied
%
Shortlist
No.
Shortlist
%
Offered
No.
Offered
%
Appointed
No.
Appointed
%
120
117
76
1.19%
1.16%
0.75%
1
8
4
0.23%
1.87%
0.93%
9.00
13.00
15.00
0.73%
1.05%
1.21%
9
12
13
0.72%
0.96%
1.04%
8873
88.09%
387
90.42%
1098.00
88.69%
1106
88.76%
770
7.64%
27
6.31%
98.00
7.92%
101
8.11%
117
0
10073
1.16%
0.00%
100.00%
1
0
428
0.23%
0.00%
100.00%
5.00
0.00
1238.00
0.40%
0.00%
100.00%
5
0
1246
0.40%
0.00%
100.00%
Figure 132: Age of applicants by recruitment stage
Age
Up to 19
20 – 25
26 – 35
36 – 45
46 – 55
56 – 65
over 65
Prefer not to say
Total
Applied
No.
Applied
%
Shortlist
No.
Shortlist
%
Offered
No.
Offered
%
Appointed
No.
Appointed
%
155
1433
2969
2681
2054
751
30
0
10073
1.54%
14.23%
29.47%
26.62%
20.39%
7.46%
0.30%
0.00%
100.00%
7
54
138
107
92
30
0
0
428
1.64%
12.62%
32.24%
25.00%
21.50%
7.01%
0.00%
0.00%
100.00%
12.00
132.00
359.00
349.00
274.00
108.00
4.00
0.00
1238.00
0.97%
10.66%
29.00%
28.19%
22.13%
8.72%
0.32%
0.00%
100.00%
11
133
357
350
279
111
5
0
1246
0.88%
10.67%
28.65%
28.09%
22.39%
8.91%
0.40%
0.00%
100.00%
Figure 14: Religion or belief of applicants by recruitment stage
Religion/Belief
Buddhist
Christian
Hindu
Jewish
Muslim
Sikh
Any Other
Religion
Do Not Wish To
Disclose
No Religion
Total
Applied
No.
Applied
%
Shortlist
No.
Shortlist
%
Offered
No.
Offered
%
Appointed
No.
Appointed
%
89
4441
124
21
212
50
125
0.88%
44.09%
1.23%
0.21%
2.10%
0.50%
1.24%
3
194
6
3
3
3
4
0.70%
45.33%
1.40%
0.70%
0.70%
0.70%
0.93%
9.00
539.00
6.00
3.00
6.00
2.00
21.00
0.73%
43.54%
0.48%
0.24%
0.48%
0.16%
1.70%
9
548
6
3
6
2
21
0.72%
43.98%
0.48%
0.24%
0.48%
0.16%
1.69%
588
5.84%
25
5.84%
92.00
7.43%
93
7.46%
4423
10073
43.91%
100.00%
187
428
43.69%
100.00%
560.00
1238.00
45.23%
100.00%
558
1246
44.78%
100.00%
13