The Public Sector Equality Duty Composite Report 2025
Contents
- The Public Sector Equality Duty Composite Report 2025
- NLC Equality Strategy 2019-2024
- Governance
- Fairer Scotland Duty
- Equality in the Council's Procurement Function
- Education
- North Lanarkshire Licensing Board
- NLC Employment
- NLC Equality Outcomes 2021-2025 Progress Report
- Progress 2021-25 Outcomes 1 to 3
- Progress 2021-25 Outcomes 4 to 6
- Progress 2021-25 Outcomes 7 to 9
- NLC Equality Outcomes 2025-2029
- NLC Equality Outcomes 2025-29 - Outcomes 1 to 3
- NLC Equality Outcomes 2025-29 - Outcomes 4 to 6
- NLC Equality Outcomes 2025-29 - Outcomes 7 to 10
- Next Steps
- NLC Employment Information
- NLC Employment Information - Sex
- NLC Employment Information - Disability
- NLC Employment Information - Ethnicity
- NLC Employment Information - Age
- NLC Employment Information - Sexual Orientation
- NLC Employment Information - Gender Reassignment
- NLC Employment Information - Religion and Belief
- NLC Employment Information - Marriage and Civil Partnership
- NLC Employment Information - Pregnancy and Maternity
- Occupational Segregation – Grades and Occupations – sex, disability and ethnicity
- NLC Equal Pay Statement
NLC Employment Information - Age
Composition of the workforce by age
| Age Group | 2018 | 2020 | 2022 | 2024 | Trend |
|---|---|---|---|---|---|
| Below 20 | 148 (1.02%) | 50 (0.35%) | 91 (0.55%) | 121 (0.72%) | Increase |
| 20 - 39 | 4260 (29.47%) | 4371 (30.33%) | 5001 (29.85%) | 5382 (31.98%) | Increase |
| 40 - 59 | 8367 (57.88%) | 8115 (56.29%) | 9270 (55.33%) | 8769 (52.10%) | Decrease |
| 60 - 64 | 1334 (9.23%) | 1391 (9.65%) | 1820 (10.86%) | 1925 (11.44%) | Increase |
| 65 plus | 348 (2.41%) | 488 (3.38%) | 571 (3.41%) | 633 (3.76%) | Increase |
| Total | 14457 (100%) | 14415 (100%) | 16753 (100%) | 16830 (100%) |
Comment: Over half the workforce are aged 40-59 though this age group has decreased year on year. All other age groups have increased. 3.76% of our workforce are over 65.
Leavers
| Age Group | 2018 | 2020 | 2022 | 2024 | Trend |
|---|---|---|---|---|---|
| Below 20 | 68 (4.83%) | 21 (2.13%) | 59 (4.09%) | 152 (9.25%) | Increase |
| 20-39 | 394 (27.9%) | 254 (25.7%) | 443 (30.70%) | 446 (27.13%) | Increase |
| 40-59 | 528 (37.5%) | 374 (37.96%) | 465 (32.22%) | 566 (34.43%) | Increase |
| 60+ | 298 (21.16%) | 206 (21.2%) | 476 (32.99%) | 480 (29.2%) | Increase |
| Total | 1408 (100%) | 985 (100%) | 1443 (100%) | 1644 (100%) |
Comment: There was an increase in leavers in all age groups in 2024.
Promotions
| Age group | 2018 | 2020 | 2022 | 2024 | |||||
|---|---|---|---|---|---|---|---|---|---|
| No | % | No | % | No | % | No | % | Trend | |
| <20 | 11 | 4.86% | <5 | 1.32% | <5 | 2.19% | 6 | 2.41% | Increase |
| 20-39 | 116 | 51.32% | 33 | 43.42% | 66 | 48.17% | 111 | 44.58% | Increase |
| 40-59 | 96 | 42.47% | 42 | 55.26% | 64 | 46.72% | 112 | 44.98% | Increase |
| 60-64 | <5 | 1.32% | 0 | 0 | <5 | 2.92% | <5 | 0.40% | Decrease |
| 65+ | 0 | 0.00% | 0 | 0 | 0 | 0.00% | 0 | 0.00% | Static |
| Not recorded | 19 | 7.63% | Increase | ||||||
| Total | 226 | 100% | 76 | 100 | 137 | 100% | 249 | 100% |
Recruitment
| 2018 | <20 | 20-40 | 40-60 | 60-65 | 65+ | Not recorded |
|---|---|---|---|---|---|---|
| Applied | 828 | 7127 | 4168 | 309 | 41 | 150 |
| Interviewed | 290 | 1682 | 1404 | 74 | 12 | 43 |
| Appointed | 79 | 651 | 370 | 16 | 6 | 14 |
| 2020 | <20 | 20-40 | 40-60 | 60-65 | 65+ | Not recorded |
|---|---|---|---|---|---|---|
| Applied | 269 | 7044 | 5209 | 462 | 51 | 1331 |
| Interviewed | 57 | 1443 | 1146 | 75 | 10 | 79 |
| Appointed | 19 | 435 | 339 | 14 | 5 | 311 |
| 2022 | <20 | 20-40 | 40-60 | 60-65 | 65+ | Not recorded |
|---|---|---|---|---|---|---|
| Applied | 871 | 12553 | 8959 | 913 | 213 | 691 |
| Interviewed | 350 | 2986 | 2486 | 292 | 44 | 144 |
| Appointed | 129 | 997 | 734 | 88 | 8 | 111 |
| 2024 | <20 | 20-40 | 40-60 | 60-65 | 65+ | Not recorded |
|---|---|---|---|---|---|---|
| Applied | 916 | 11972 | 7193 | 600 | 127 | 87 |
| Interviewed | 217 | 2445 | 1887 | 169 | 23 | <5 |
| Appointed | 178 | 1211 | 818 | 83 | 20 | 30 |
Comment: Out of 20895 applications 57.3% were received from the 20-40 age group. 51% of those were appointed.
There was an increase in the under 20s applying to work in the Council - the only age group that saw an increase.
4.4% of appointments were to people aged over 60.
| Application - Smarter Working - Age | Number |
|---|---|
| 20-29 | 47 |
| 30-39 | 156 |
| 40-49 | 118 |
| 50-59 | 93 |
| 60-64 | 37 |
| Age 65 Plus | 19 |
| Grand Total | 470 |
Comment: 58.2% of applications to work flexibly were received from people aged 30-49
