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Equality Scheme Appendix 4 - Staff Monitoring
Equality Scheme Appendix 4 - Staff Monitoring
Staff equalities monitoring information
This report provides an overview of RBK’s equalities employment statistics, and profiles our workforce by age, grade, ethnic origin, gender and disability. It also reports on our monitoring of recruitment outside schools.
Workforce by Age Category (Headcount Basis)
- The pattern of a mature workforce, peaking in the 45-54 age range, continues almost unchanged with neither an increase in younger workers, nor a decrease in older workers
- The average age of our current staff is 44.67 years and the median age is 45.10 years
- The average age of our current teaching staff is 40.47 years
- The average age of our non-teaching staff is 45.86 years
Workforce by Gender and Working Pattern (Headcount Basis)
78% of our workforce are women and 22% are men.
Recruitment Monitoring
- Recruitment monitoring has been available since 1986 from tear-off slips on application forms
- Recruitment information is collected and summarised for appointments outside schools and reported corporately on a six monthly basis to the Equal Opportunities Forum
- Since 2000, Directorates have been provided with recruitment monitoring information to enable them to assess their performance against the corporate profile
Ethnicity
Percentage of Staff known to be from BME Communities other than Irish
- In 1990 the percentage of the workforce from known black and minority ethnic (BME) communities (excluding teaching staff and manual workers) was 3.5%
- In 1998 the percentage of the workforce from known BME communities (excluding teaching staff and manual workers) was 5.3%
- Since 2002 figures for BME staff exclude staff with an Irish background
- In 2004, the percentage of the workforce from known BME communities was:
- 11.4% excluding staff employed in schools
- 4.6% for staff employed in schools
- 8.5% for all RBK staff
By 2006 the percentage of the workforce from known BME communities is as follows:
- 14.5% excluding staff employed in schools
- 7.3% for staff emplyed in schools
- 11.9% for all RBK staff
The 2001 Census figure puts the proportion of BME communities in the Borough at 15.5%
BME Staff by Pay Band and Job Type (Headcount Basis)
- Composition of the salary band categories is set out in the Appendix
- In Pay Band 1 and, especially, Band 2, BME staff are slightly over-represented in comparison with their representation in the whole workforce (BME staff form 10.5% and 12.1% of these bands, respectively, while 9.8% of our staff are from BME backgrounds)
- In Pay Band 3, the proportion of BME staff (9.7%) is about in proportion to their overall representation in the workforce (9.8%)
- However, BME staff are under-represented in Band 4 (7.8%) compared with their representation in the whole workforce (9.8%)
Ethnicity & Recruitment
Since 1990, annual appointments of BME staff to the non-schools based workforce have varied between 3.95% and 21% of all appointments (from 2000 these figures excluded Irish backgrounds). The figure for 2006 is 21.0% which is an increase from 17% in 2005.
Gender
Workforce by Gender (Headcount Basis)
In 1990 70% of our workforce were women. This proportion has since increased to 77% and the overall gender profile remains stable
Female Staff by Pay Band and Job Type (Headcount Basis)
- Composition of the salary band categories is set out in the Appendix
- In Pay Bands 1 and 2 women are over-represented in comparison with their representation in the whole workforce (women staff form 82% and 84.5% of these pay bands, respectively, while 77% of our staff are women)
- In Pay Band 3, the proportion of women (75%) is roughly in proportion to their overall representation in the workforce (77%)
- However, women staff are under-represented in Band 4 (55%) compared with their representation in the whole workforce (77%)
- The percentage of women in the top 5% of earners (excluding teachers) is 39.5%
Gender & Recruitment
- The past decade has seen the proportion of women appointed annually to the non-schools based workforce as low as 60% and as high as 80% with a long term tendency steadily to increase. The figure for 2005/6 is 68.1%, a slight decrease from the previous year (72%)
- In 2005/6, 79.9% of all appointments to the schools-based workforce were of women, a consistent with the previous year (80.0%)
Disability
Out of the known sample, at present 1.45% of staff have declared that they have a disability (a fall from 1.81% in the previous year). Although we have made efforts to improve reporting, we know that from the anonymous 2005 staff survey 5% of staff state they have a disability
Annex
Composition of salary bands referred to in the text
Band 1 | Band 2 | Band 3 | Band 4 | |
Full-time Equivalent Annual Salary Range | £0 to £16,440 | £16,441 to £21,885 | £21,886 to £28,578 | £28,579 and over |
Equivalent GLPC Grades | Grades A, B & C | Grades D & E | Grades F & G | Grades H, I, J, K & L |
Equivalent Teaching Grades (Excluding Allowances except London Allowance) | No teaching grades at this pay Level | Points 1-7 of Unqualified Scale | Points 8-10 of Unqualified Scale plus Points 1-4 of Main Scale | Points 5-6 of Main Scale plus all of Upper Pay Scale, Leadership Scale, Advanced Skills Scale and Headteachers’ Ranges |