There was an almost threefold increase in the number of people from a white minority group applying to work with the council between 2017 and 2018 but a reduction in applications from BME people. In 2017 the second largest number of applications received were from BME people but this group was the least appointed. They were the least appointed also in 2018.

The numbers of disabled people employed is disproportionately low 1.75% in comparison to the local population. However, in 2017 83.24% of employees (12,187) had not recorded under this characteristic. In 2018 this was 82.3%.

The percentage of employees who haven’t recorded personal information on MySelf doesn’t allow us a clear picture across many characteristics – disability, sexual orientation, religion or belief and gender reassignment.

The gap in the teaching workforce in 2017 was 0.18% with males earning 3p less than females. In 2019 this has turned on its head with females now earning £1.10 less per hour then males making the pay gap 5.03%. The GPG for all council employees is 4.42% with males earning 69p more per hour than females.

The gender pay gap within the non-teaching workforce has decreased from 2017-2018 from 8.97% to 6.94%.

The gathering of employment information in 2017 showed that gender occupational segregation (grades and occupations) was very marked within particular sectors in the council in particular.