Workforce equality

Gender pay gap summary 2019 [pdf document]

Introduction

All public authorities are required to publish information to demonstrate their compliance with the General Equality Duty. This includes, in particular, information to be published relating to people who share relevant protected characteristics that are affected by its policies and practices and information relating to its employees.

The Council (DBC) is committed to workforce equality issues. In addition to outlining the action that the Council takes to promote equality in everything we do, our Equality Policy reinforces how we train and develop our employees on equality issues and monitor and review the way we work. 

The below report covers the period of 1st April 2019 – 31st March 2020. The Council aims to have a workforce that reflects, as near as possible the diversity of the residents which we serve in the borough of Darlington. This report provides a profile of the DBC workforce by the different diversity strands, as outlined in the Equality Act 2010 and in line with requirements under the Public Sector Equality Duty 2011.

For comparative purposes, in all cases information relating to the residents of Darlington Borough is drawn from the 2011 census covering residents of a working age. All information with regards to the Council workforce was correct as at 31st March 2020, all information with regards to headcount and contracts includes casual employees, unless otherwise stated. The information quoted excludes employees working for community schools, this is because there are separate arrangements for schools publishing information under the specific duties of the Equality Act 2010.

In February 2020, the Council published its gender pay gap in line with the statutory requirements which will be updated annually.

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Section 1

Workforce information.

Table 1 - staff numbers

Staff numbers
Headcount 2106
FTE 1479.06
Number of Contracts 2486

Table 1 shows the total numbers of employees (excluding schools) working for DBC by Headcount (the actual number of different employees, using their master contract), Full Time Equivalent (FTE) and Contracts (The number of contracts is higher than the headcount figure as one employee may have more than one contract with the council).

Table 2 - redundancies

Redundancies
Date range Data
2010–11 128
2011–12 136
2012–13 96
2013–14 87
2014-15 22
2015-16 25
2016-17 119
2017-18 21
2018-19 12
2019-20 3

Table 2 figures include both compulsory and voluntary redundancies, where employees have left the Council.

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Section 2

Age profiles

Table 3 - age profiles

Age profiles
Age Range DBC % 2015/16 DBC % 2016/17 DBC % 2017/18 DBC % 2018/19 DBC % 2019/20 Darlington %
16 – 19 2.3 2.1 2.4 2.6 1.8 7.7
20 – 29 10.8 10.4 10.3 10.1 11.1 18.3
30 – 39 20.4 20.2 19.5 19.9 19.1 19.3
40 – 49 25.7 25.2 24.7 23.7 23.0 23.8
50 – 59 31.0 31.8 30.9 30.4 30.2 20.7
60 – 64 6.1 6.4 8.5 9.4 10.4 10.2
65 + 3.8 3.8 3.7 4.0 4.4 Not available

Table 4 - recruitment by age range

Recruitment by age range
Category % Applications Received % Shortlisted % Appointed
16 - 19 4.5 5.3 5.0
20 – 29 31.2 21.5 21.5
30 – 39 24.1 22.9 28.4
40 – 49 18.9 21.8 19.9
50 – 59 16.5 20.5 19.6
60 – 64 3.3 3.9 4.4
65 + 0.3 0.4 0.3
Undeclared 1.3 1.9 0.9

Table 5 - redundancies by age range

Redundancies by age range
Age Range Compulsory % Voluntary % Total %
16 – 19 0.0 0.0 0.0
20 – 29 0.0 0.0 0.0
30 – 39 33.3 0.0 33.3
40 – 49 0.0 0.0 0.0
50 – 59 33.3 0.0 33.3
60 – 64 0.0 33.3 33.3
65 + 0.0 0.0 0.0

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Section 3

Disability

Table 6 - disability profiles

Disability profiles
Category DBC 2015/16 DBC 2016/17 DBC 2017/18 DBC 2018/19 DBC 2019/20 Darlington %
Declared Disability 4.1 3.6 3.8 5.2 5.1 16.4
Without Disability 87.6 89.8 89.2 88.1 87.0 83.6
Undeclared 8.3 6.5 7.0 6.7 7.9 n/a

It is estimated that 16.4% of economically active people in Darlington have a disability, work continues to provide opportunities and placements for people with a disability.

Table 7 - recruitment of those with a disability

Recruitment of those with a disability
Category % Applications Received % Shortlisted % Appointed
Declared Disability 7.0 6.9 4.4
Without Disability 92.1 91.6 94.3
Undeclared 0.9 1.6 1.3

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Section 4

Ethnicity

Table 8 – ethnicity profiles

Ethnicity profiles
Category DBC 2015/16 DBC 2016/17 DBC 2017/18 DBC 2018/19 DBC 2019/20 Darlington %
BAME 2.2 2.2 2.1 2.4 2.2 2.00
White / Other 88.7 90.8 90.3 90.2 89.2 98.00
Undeclared 9.1 7.0 7.6 7.3 8.5 N/A

Based on estimates that 2% of economically active people in Darlington are from a black and minority ethnic (BAME) community, table 8 suggests that the Councils workforce is reflective of the position within Darlington.

Less than 10 of the top 5% of earners in the Council come from a BAME community.

Table - 9 recruitment by ethnicity

Recruitment by ethnicity
Ethnicity % Applications Received % Shortlisted %Appointed
White / Other 1.3 2.5 6.9
BAME Group 0.1 0.1 0.0
Undeclared 98.7

97.5

93.1

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Section 5

Gender / gender reassignment

Table 10 - gender profiles

Gender profiles
Category Darlington % 2015/16 Darlington % 2016/17 Darlington % 2017/18 Darlington % 2018/19 Darlington % 2019/20 *LG E&W %
Female 63.9 63.3 63.5 63.6 63.6 75.9
Male 36.1 36.7 36.5 36.4 36.4 24.1

Although this does not represent the gender composition of the people of working age in Darlington (49% male and 51% female), as shown in table 10, Local Government nationally has a higher percentage of female workers.

*Source – Quarter 3 2016 National Office of Statistics Local Government Employment

Table 11 - split by Full time and part time employees working at Darlington Borough Council.

Full time and part time employees
Category Female % Male %
Full Time 51.9 48.1
Part Time 77.1 22.9

Table 12 - % of salary levels by gender

Salary levels by gender
Salary Range Female % Male % Total %
Less than 15,000 0.4 0.3 0.7
15 – 19,999 25.3 10.6 35.9
20 – 24,999 8.8 11.2 20.0
25 – 29,999 11.1 4.8 15.9
30 – 34,999 8.3 4.3 12.6
35 – 39,999 3.9 2.2 6.1
40 – 44,999 2.8 1.3 4.0
45 – 49,999 1.7 0.5 2.2
50,000 + 0.9 1.7 2.5

Please note table 12 doesn’t include casual members of staff, also for ease, part time salaries have been rounded up to FTE salaries.

Table 13 - recruitment by gender

Recruitment by gender
Category % Applications Received % Shortlisted % Appointed
Female 60.3 63.2 68.5
Male 38.6 36.1 31.5
Undeclared 1.1 0.7 0.0

Gender reassignment

At the end of 2019/20 financial year there were nil employees who declared gender reassignment.

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Section 6

Marriage and civil partnership

Although the Council does not actively monitor workforce composition in terms of marriage and civil partnership, we are able to provide information in this area where known.

The equality monitoring form for new employees asks whether an applicant is married or in a civil partnership. We do not ask employees to either state that they are married or in a registered civil partnership, but rather ask a combined question on the two areas.

Table 14 - marital status profiles

Marital status profiles
Category DBC % 2015/16 DBC % 2016/17 DBC % 2017/18 DBC % 2018/19 DBC % 2019/20
Married / Civil Partnership 47.0 47.9 45.9 44.8 Information to follow
Single 27.7 29.7 31.2 32.2 Information to follow
Divorced 7.2 7.1 7.4 8.3 Information to follow
Separated 1.7 1.5 1.7 1.9 Information to follow
Widow / Civil Widow 0.6 0.6 0.7 0.5 Information to follow
Undeclared 15.8 13.1 13.1 12.3 Information to follow

Please note this may not provide a full picture as employees do not necessarily advise the Council if their marital status changes during their employment. Employees are encouraged to self declare and update their personal details though our online employee records system.

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Section 7

Pregnancy and maternity / sexual orientation

Pregnancy and maternity

There were 35 employees on maternity leave during 2019/20.  57.1% have returned to work and 42.9% were still on maternity leave as at 31st March 2020.

Table 15 - Sexual orientation

Sexual orientation
Category DBC % 2015/16 DBC % 2016/17 DBC % 2017/18 DBC % 2018/19 DBC % 2019/20
Bisexual 0.1 0.1 0.1 0.1 0.2
Gay / Lesbian 0.5 0.4 0.4 0.3 0.9
Heterosexual / Straight 10.0 10.7 9.9 9.6 23.4
Not Stated 89.2 88.4 89.4 89.8 74.8
Other 0.0 0.0 0.0 0.0 0.0
Prefer not to say 0.2 0.4 0.2 0.2 0.7

2.0% of the UK population aged 16 and over identified themselves as lesbian, gay or bisexual (LGB) in 2016. 4.1% of 16 to 24 year olds in the UK identified themselves as LGB compared with 0.7% of the population aged 65 and over. Source: Office for National Statistics, 2016, Sexual Identity, UK: 2016 Statistical Bulletin [external link]: Experimental Statistics, ONS, Newport, Wales. However, these figures only demonstrate what percentage of the population are prepared to divulge their sexual preference to a cold-calling stranger on the doorstep and local GADD further point out that the Department of Health and the Home Office use a figure of 6% to 7% of the population as an estimate.

Table 16 - recruitment by sexual orientation

Recruitment by sexual orientation
Category % Applications Received % Shortlisted % Appointed
Bisexual 1.4 0.8 1.3
Gay / Lesbian 3.3 3.2 2.2
Heterosexual /Straight 86.1 82.8 77.9
Not Stated 5.1 8.7 8.7
Other 0.0 0.0 0.0
Prefer not to say 4.1 4.4 4.1

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Section 8

Religion or belief

The table below shows Darlington Borough Council’s employees religious beliefs in comparison to the Borough of Darlington residents. The vast majority of DBC employees have refrained from stating their religion (74.7%) which they are entitled to do, this makes any comparisons with the wider Borough difficult.

Table 17 – religion profile

Religion profile
Religion DBC % 2015/16 DBC % 2016/17 DBC % 2017/18 DBC % 2018/19 DBC 2019/20 Darlington Borough
Christian 7.1 7.4 6.9 6.1 14.0 67.4%
Buddhist 0.0 0.0 0.0 0.1 0.1 0.3%
Hindu 0.0 0.0 0.0 0.0 0.0 0.3%
Jewish 0.0 0.0 0.0 0.0 0.0 0.0%
Muslim 0.1 0.1 0.2 0.1 0.2 0.9%
Sikh 0.0 0.0 0.0 0.0 0.0 0.3%
Other religion 0.4 0.4 0.5 0.5 0.9 0.3%
No Religion 4.1 4.3 3.9 4.0 10.1 24.1%
Religion not stated 88.3 87.6 88.5 89.2 74.7 6.4%

Table 18 - recruitment by religion or belief

Recruitment by religion or belief
Category % Applications Received % Shortlisted % Appointed
Buddhist 0.5 0.4 0.3
Christian 39.9 41.2 37.5
Hindu 0.2 0.1 0.0
Jewish 0.1 0.1 0.0
Muslim 1.7 1.2 0.9
Sikh 0.4 0.5 0.0
Other religion 2.8 2.1 3.8
No Religion 43.7 40.6 36.6
Religion not stated 5.9 9.2 14.8
Prefer not to say 4.8 4.6 6.0

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Section 9

Specific information

Management cases

The below table summarises the management cases which have required HR intervention and concluded in 19/20. Dismissals do not include redundancies.

Management cases
Category BAME Disability Female Male Total for DBC
Bullying and Harassment 0 0 0 0 0
Disciplinary <10 <10 14 24 38
Grievance <10 <10 13 4 17
Capability 0 0 <10 <10 <10
Dismissals 0 <10 1 6 7

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