Workforce equality data charts - Inclusion and diversity annual report 2022/23

We have gathered data illustrating workforce equality, encompassing aspects such as marital status, gender, disability, ethnicity, age, sexual orientation, and religion. These visual representations provide insights into our organisational inclusivity, fostering a nuanced understanding of equity in the workplace.

Marital status 2020 to 2022

Married or in a civil partnership

2020 - 41.5% (2,921)
2021 - 38.3% (3,222)
2023 - 39% (3,361)

Not married or in a civil partnership

2020 - 34.6% (2,435)
2021 - 37.9% (3,195)
2023 - 41.3% (3,561)

Unknown

2020 - 23.8% (1,675)
2021 - 23.7% (1,989)
2023 - 19.7% (1,699)

Summary of marital status findings

After an initial fall in 2021, the data shows a slight increase in staff who are married or in a civil partnership (from 38.3% in 2021 to 39% in 2022) and a larger increase in staff who are not married or in a civil partnership, across all three years (from 34.6% to 37.9% to 41.3%). The adjustment in those numbers is felt in the 'unknown' section, where this has fallen from 23.8% to 23.7%, then much further in 2022, to 19.7%, showing a greater percentage of staff sharing or updating their personal details on their staff profiles.

We gather data on the marital status of the workforce as it is a protected characteristic under the Equality Act 2010, and effective monitoring is required in order to fulfil our public sector equality duty. We do not monitor this with a view to being representative of Kirklees communities, though it can help us to understand staff better and respond to any particular needs.

Disability, 2020-22

Not Disabled

2020 - 82.7% (5,814)
2021 - 77.9% (6,550)
2022 - 79.5% (6,853)

Disabled

2020 - 3.5% (244)
2021 - 3.9% (326)
2022 - 4.3% (367)

Unknown

2020 - 13.8% (970)
2021 - 18.2% (1,530)
2022 - 16.2% (1,401)

Summary of findings

While the percentage of staff who have not declared a disability, fell from 82.7% to 77.9%, from 2020 to 2021 (likely from the change in workforce, following the integration of staff from Kirklees Neighbourhood Housing, into the Homes and Neighbourhoods Service) the percentage increased for 2022 to 79.5% of staff. The percentage of staff declaring a disability has also increased during this period, from 3.5% (2020) to 3.9% (2021) through to 4.3% (2022). The percentage of staff for whom their disability status has fallen from 18.2% to 16.2% from 2021 to 2022, indicating an increased willingness to disclose disability status.

Effective monitoring of the disability status of our staff is part of the public sector equality duty under the Equality Act 2010, and the reason why we gather this data. As part of our work to develop as an inclusive organisation, we aim to create a working environment which encourages disabled people to apply for roles at Kirklees, and ensures they are effectively supported as employees.

Ethnicity, 2020-22

White

2020 - 78.7% (5,529)
2021 - 75.9% (6,376)
2022 - 75.1% (6,472)

BAME

2020 - 14.4% (1,014)
2021 - 14.5% (1,219)
2022 - 15.7% (1,353)

Unknown

2020 - 6.9% (485)
2021 - 9.6% (811)
2022 - 9.2% (796)

Summary of findings

There has been a steady decrease in the percentage of staff who identify as white (from 78.7% in 2020, through to 75.9% in 2021, then 75.1% in 2022) and an increase in staff from BAME communities (from 14.4% in 2020, to 14.5% in 2021, then 15.7% in 2022), moving us closer to be reflective of Kirklees' population, where 23.3% are from ethnic minorities.

Effective monitoring of the ethnicity of our employees is part of the public sector equality duty under the Equality Act 2010, and the reason why we gather this data. We aim to reflect the ethnicity mix of our Kirklees communities within our workforce.

Gender 2020 to 2022

Male

2020 - 30.0% (2,106)
2021 - 34.5% (2,896)
2022 - 34.5% (2,978)

Female

2020 - 70.0% (4,922)
2021 - 65.5% (5,510)
2022 - 65.5% (5,643)

Summary of findings

After an initial jump in 2021, when the workforce from Kirklees Neighbourhood Housing joined the council, the gender balance between men and women has remained constant over the past year, at 34.5% male to 65.5% female.

As noted above, we gather data on gender in order to fulfil our public sector equality duty under the Equality Act 2010. We are also required to publish our gender pay gap.

Age, 2020-2022

Ages 16-24

2021 - 4% (410)
2022 - 4.6% (397)

Ages 25-34

2021 - 28% (2,630)
2022 - 14.6% (1,260)

Ages 35-44

2021 - 30% (2,879)
2022 - 21.0% (1,814)

Ages 45-54

2021 - 20% (1,888)
2022 - 29.5% (2,546)

Ages 55-64

2021 - 14% (1,334)
2022 - 27.0% (2,327)

Ages 65+

2021 - 5% (457)
2022 - 3.2% (278)

Summary of findings

As noted above, we gather data on age in order to fulfil our public sector equality duty under the Equality Act 2010, as it is a protected characteristic.

Sexual orientation, 2020-2022

Gay / Lesbian / Bisexual

2020 - 0.4% (24)
2021 - 1.5% (108)
2022 - 1.7% (150)

Heterosexual / Straight

2020 - 17.6% (1,239)
2021 - 33.4% (2,811)
2022 - 43.7% (3,767)

Other

2020 - 0.1% (4)
2021 - 0.2% (16)
2022 - 0.2% (21)

Unknown

2020 - 82.0% (5,761)
2021 - 65.0% (5,461)
2022 - 54.3% (4,683)

Summary of findings

There has been an increase in gay, lesbian, and bisexual staff, from 1.5% to 1.7% of the workforce and an increase in heterosexual staff from 33.4% to 43.7%, mirrored against a reduction in the 'unknown' category from 65% to 54.3% of the workforce. This reflects well on staff being more willing to share their sexuality data but is one of the highest 'unknown' categories, suggesting there is work to be done to explain why this data is gathered and what is done with it.

Effective monitoring of the sexual orientation data of our workforce is part of the public sector equality duty under the Equality Act 2010. Gathering this information helps us understand our staff better, and consider the scope and potential impact of any initiatives to create a more inclusive workforce by basing our understanding on evidence rather than assumptions.

Religion, 2020-22

The categorisation of religious belief has changed. All those who have declared a belief have been grouped together. 'None' has been reclassified as, 'Declared No Belief'.

Declared Belief

2020 - 13.7% (956)
2021 - 14.9% (1,730)
2022 - 25.7% (2,214)

Declared No Belief

2020 - 6.8% (479)
2021 - 14.9% (1,256)
2022 - 19.7% (1,696)

Unknown

2020 - 79.6% (5,593)
2021 - 64.5% (5,420)
2022 - 54.6% (4,711)

Summary of findings

With data only available for 2021 and 2022, this chart shows an increase in staff who have declared a religious belief (from 20.5% to 26%) and an increase in staff who have declared no belief (from 14.9% to 19.7%). The percentage of staff who had not shared their data on their religious belief, has fallen from 64.5% to 54.6%, but remains the highest 'unknown' category.

Effective monitoring of the religious beliefs of our staff is part of the public sector equality duty under the Equality Act 2010, and the reason why we gather this data.