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Equality data 2010/11

This data covers the period 1st April 2010 to 31st March 2011.

HSE's workforce

The following four tables illustrate the diverse makeup of our organisation as at 31 March 2011 when our workforce was 3,602.

All tables read across from junior staff at Band 6 through to senior staff at SCS.

Table 1 - % of Age Group by Job Band

    *Band 6 *Band 5 *Band 4 *Band 3 *Band 2 *Band 1 *SCS  
Age Total staff in post by job band Admin Officer equiv Executive Officer equiv Higher Executive Officer equiv Senior Executive Officer equiv Grade 7 equiv Grade 6 equiv SCS Totals
16-24 37 35.14% 37.84% 18.92% 8.11%       100%
25-29 159 30.82% 22.01% 27.67% 18.87% 0.63%     100%
30-34 314 13.06% 13.38% 20.70% 47.45% 4.78% 0.64%   100%
35-39 421 12.59% 15.68% 14.01% 50.36% 6.18% 1.19%   100%
40-44 619 14.31% 18.37% 14.63% 37.72% 12.85% 2.11% 0.65% 100%
45-49 727 15.14% 14.17% 15.42% 35.28% 16.11% 3.89% 0.97% 100%
50-54 627 17.75% 14.01% 10.10% 34.36% 19.54% 4.23% 2.12% 100%
55-59 452 13.24% 10.96% 7.99% 28.31% 31.96% 7.53% 3.20% 100%
60-64 235 18.42% 10.96% 6.14% 32.46% 24.56% 7.46% 3.07% 100%
65+ 11 54.55%     18.18% 18.18% 9.09%   100%

Table 2 - % of Gender by Job Band

    *Band 6 *Band 5 *Band 4 *Band 3 *Band 2 *Band 1 *SCS  
Gender Total staff in post by gender Admin Officer equiv Executive Officer equiv Higher Executive Officer equiv Senior Executive Officer equiv Grade 7 equiv Grade 6 equiv SCS Totals
Female 1646 25.17% 22.24% 14.84% 28.22% 7.51% 2.02% 0.55% 100%
Male 1956 8.13% 8.70% 12.71% 43.18% 22.50% 4.79% 1.88% 100%

Table 3 - % of Ethnicity by Job Band

    *Band 6 *Band 5 *Band 4 *Band 3 *Band 2 *Band 1 *SCS  
Ethnicity Total staff in post by ethnicity Admin Officer equiv Executive Officer equiv Higher Executive Officer equiv Senior Executive Officer equiv Grade 7 equiv Grade 6 equiv SCS Totals
BME 135 15.56% 23.70% 11.85% 37.04% 10.37% 1.48%   100%
White 2236 14.78% 14.78% 13.47% 36.33% 16.33% 4.31% 1.41% 100%
Not stated 1231 18.16% 14.22% 14.30% 36.15% 14.87% 2.30% 1.15% 100%

Table 4 - % of Disability by Job Band

    *Band 6 *Band 5 *Band 4 *Band 3 *Band 2 *Band 1 *SCS  
Disability Total staff in post by disability Admin Officer equiv Executive Officer equiv Higher Executive Officer equiv Senior Executive Officer equiv Grade 7 equiv Grade 6 equiv SCS Totals
Yes 139 32.12% 13.87% 16.79% 25.55% 11.68%   1.46% 100%
No 3149 15.34% 15.34% 12.67% 36.56% 16.33% 3.76% 1.25% 100%
Not stated 314 15.16% 11.29% 22.58% 38.39% 10.00% 2.58% 1.29% 100%

Tables 1 - 4

Demonstrating 'due regard' of equality and diversity in our policies, processes and our dealings with our staff

The Government's recruitment freeze means we have done very little recruitment over the last year, so we are still reviewing the effectiveness and value of many of these initiatives, and we will continue to explore new options for encouraging people to consider a career with HSE:

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Recruitment

The following four tables illustrate the recruitment into HSE during the period 1 April 2010 - 31 March 2011. HSE recruited 140 people during 2010/11

Table 5 - Recruitment by age

Age range % Count
16-24 11.43%
25-29 12.86%
30-34 14.29%
35-39 15.71%
40-44 15.71%
45-49 12.86%
50-54 13.57%
55-59 1.43%
60-64 2.14%
65+ 0.00%

The nature of HSE's work means that we recruit people across the age ranges. We recruit people of all ages for our non-technical posts. For our regulators, who have to successfully complete a postgraduate diploma training course, we look for people who have the relevant background and experience so ages can vary. In addition for our specialists we need people with the skills and knowledge gained through working in their relevant field. Our specialist recruits are, therefore, often more mature (nuclear, offshore, mechanical engineering etc) as the level of specialist knowledge we need these people to have will often have taken many years to develop.

Tables 6 - 8

Table 6 - Recruitment by gender   Table 7 - Recruitment by ethnicity   Table 8 - Recruitment by disability
Gender % Count   Ethnicity % Count   Disability % Count
Female 37.14%   BME 4.29%   Yes 0.71%
Male 62.86%   White 34.29%   No 53.57%
      Not stated 61.43%   Not stated 45.71%

Tables 5 - 8

The nature of HSE's work is often highly specialised; we recruit people with specialist skills and expertise gained during many years in their industry. Many of these areas of specialism can still be more predominantly male rather than female; the number of people of ethnic minority has historically been low in these fields; and disability rates are also low. Each of these factors impacts on the diverse make-up of the groups of people who have the skills and expertise HSE requires to operate effectively.

Labour Force data reflecting the make-up of the specialist areas from which HSE recruit

Using employment information from the Annual Population Survey (APS) we have isolated demographic structures of individuals working in key occupations relevant to HSE, and compared them with that of all workers in Great Britain. The key occupations that we have chosen are those that exhibit the specialist skills required for the job roles at HSE.

Due to insufficient sample numbers, it is not possible to look at only those with a given level of prior work experience, so the data below reflects all individuals working in the key HSE occupations rather than only those with a higher level of experience.

Employment data is based on a 3 year average, using data from 2008 to 2010. The occupations grouped together for the HSE occupation list are as follows:

Table 9

Gender HSE Occupations GB All Occupations
Male 74% 53%
Female 26% 47%

Those working in the HSE key occupations are predominantly male - 74% instead of 53%, which is the GB average for those in employment.

Table 10

Age Group HSE Occupations GB All Occupations
16-24 5% 13%
25-29 12% 11%
30-34 13% 10%
35-39 13% 12%
40-44 13% 13%
45-49 13% 13%
50-54 12% 11%
55-59 10% 9%
60-64 7% 6%
65+ 3% 3%

Those working in the occupations with the skill sets required to work as a specialist at HSE have a tendency to be older than the GB average - 45% are over the age of 45, compared to 40% in GB as a whole.

Table 11

Ethnic Group HSE Occupations GB All Occupations
White 93% 91%
BME 7% 9%

93% of those employed in the HSE occupations state that their ethnic background is White, leaving 7% in an ethnic minority - this is higher than the GB average for those in employment, at 91%.

Table 12

Disability Status HSE Occupations GB All Occupations
Not disabled 88% 87%
DDA disabled and work-limiting disabled 4% 5%
DDA disabled 6% 5%
Work-limiting disabled only 2% 3%

Tables 9 - 12

Looking at disability status, those employed in key HSE occupations are slightly more likely than average to have no disability, though the difference is only by 1%.

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Leavers

The following tables illustrate the people who left HSE in the period 1 April 2010 – 31 March 2011. In total, 386 people left HSE during this period. Of these, 199 left as a result of HSE offering a Voluntary Early Release scheme (in response to the Government's Spending Review and drive to reduce the size of the Civil Service). The following set of tables illustrates the pattern of leavers, both excluding and including those people who left through VER.

Tables 13 and 14

Table 13 - Leavers by age excluding VER   Table 14 - Leavers by age including VER
Excluding VER leavers – 187 people   Including VER leavers – 386 people
Age range % Count   Age range % Count
16-24 4.30%   16-24 2.07%
25-29 9.68%   25-29 4.92%
30-34 13.98   30-34 7.77%
35-39 5.38%   35-39 5.18%
40-44 13.98%   40-44 12.18%
45-49 2.69%   45-49 4.92%
50-54 6.99   50-54 11.92%
55-59 7.53%   55-59 24.09%
60-64 29.57%   60-64 22.80%
65+ 5.91%   65+ 4.15%

Tables 15 and 16

Table 15 - Leavers by gender excluding VER   Table 16 - Leavers by gender including VER
Excluding VER leavers – 187 people   Including VER Leavers – 386 people
Gender % Count   Gender % Count
Female 37.10%   Female 45.34%
Male 62.90%   Male 54.66%

Tables 17 and 18

Table 17 - Leavers by ethnicity excluding VER   Table 18 - Leavers by ethnicity including VER
Excluding VER Leavers – 187 people   Including VER Leavers – 386 people
Ethnicity % Count   Ethnicity % Count
BME 3.23%   BME 3.89%
White 50.00%   White 57.77%
Not stated 46.77%   Not stated 38.34%

Tables 19 and 20

Table 19 - Leavers by disability excluding VER   Table 20 - Leavers by disability including VER
Excluding VER Leavers – 187 people   Including VER Leavers – 386 people
Disability % Count   Disability % Count
Yes 5.38%   Yes 5.70%
No 77.96%   No 84.46%
Not stated 16.67%   Not stated 9.84%

Tables 13 - 20

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Voluntary Early Release Scheme (VER)

The VER scheme was open for applications from all HSE staff. An equality impact assessment was carried out throughout the 3 stages of the process to ensure that due regard was given to equality and diversity. The assessment indicated that the selection process was fair, open to all staff and that there was no evidence of a negative impact on any group of people with a protected characteristic.

The table below is an extract from the Equality Impact Assessment illustrating the diversity profile of the people considered for early release.

Table 21 - Protected characteristics for the people considered for early release

Diversity profile of staff involved in each of the 3 stages of the VES process
    Stage 1 - Application (662) Stage 2 - Consideration (574) Stage 3 - Released (199)
Protected Characteristic Declared Headcount Declared % Declared Headcount Declared % Declared Headcount Declared %
Age 19 - 29 10 1.5 10 1.8 1 0.5
30 - 39 60 9.0 49 8.6 14 7.0
40 - 49 134 20.3 118 20.6 35 17.6
50 -59 360 54.4 313 54.6 112 56.3
60+ 98 14.9 84 14.7 37 18.6
 
Disability 41 6.2 34 6.0 12 6.0
 
Gender Female 336 50.8 283 49.3 105 53.0
Male 326 49.3 291 50.6 94 47.0
 
Race BME 11 1.7 8 1.4 8 4.0
White 651 98.3 494 98.6 191 96

Table 21

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Learning and development activities

The following tables illustrate the take-up of learning and development activities during the period 1 April 2010 - 31 March 2011 based on our workforce at that time of 3,602.

Tables 22 - 25

Table 22 - Learning & Development activities by age   Table 23 - Learning & Development activities by gender   Table 24 - Learning & Development activities by ethnicity   Table 25 - Learning & Development activities by disability
Age range % Take Up   Gender % Take Up   Ethnicity % Take Up   Disability % Take Up
16-24 51.35%   Female 51.62%   BME 72.59%   Yes 49.64%
25-29 51.57%   Male 63.49%   White 57.28%   No 57.33%
30-34 62.42%         Not stated 57.76%   Not stated 68.71%
35-39 62.95%                  
40-44 56.75%                  
45-49 58.75%                  
50-54 57.17%                  
55-59 61.42%                  
60-64 46.05%                  
65+ 45.45%                  

Tables 22 - 25

In HSE, learning and development activities are accessible to all staff. Training needs are identified in a number of ways eg through regular performance reviews; to support a move to a new area of work; as part of a person’s development action plan etc.

HSE's equality and diversity policies are embedded in all aspects of our training programmes; course material is reviewed prior to use to ensure due consideration has been given to equality and diversity issues; and equality and diversity is discussed on a regular basis with our training providers.

Take up of learning and development activities for all our staff is recorded on our electronic HR system.  We then analyse the data to identify take-up rates by groups of people with protected characteristics.  This data is reviewed in relation to equality and diversity at least annually.

Our booking system for learning and development activities encourages people to flag up any special requirements they may have i.e. in relation to a disability or caring responsibility. Our training providers are made aware of any such issues; course materials are made available in alternative formats; additional support is available during activities; and course feedback forms from participants invite comments on people’s experiences on the event, particularly where requests for reasonable adjustments were made. Any issues raised during events, or via feedback forms are discussed with our training providers as part of regular reviews.

Table 24 shows a higher rate of take-up of learning and development activities for ethnic minority (BME) staff compared to staff who do not have this protected characteristic. During the period 2010/11 HSE ran a Career Development Programme for ethnic minority staff in our lower administrative job bands, who were identified as having the potential to progress. The need for the programme came about following research by our Human Resource team, which showed that, although there were no systemic problems with HR processes, ethnic minority members of staff were still under-represented at our senior job bands.

This was a positive action initiative with the aims that the programme would help HSE by helping to tackle under-representation; develop talented ethnic minority staff; build HSE's reputation as a diverse employer; and encourage other ethnic minority members of staff to develop their careers.

The programme involved a range of activities to support personal development plans, including skills workshops (covering personal, leadership and organisational issues), mentoring, action learning sets, personal development activities and an attachment or project.

The two year programme will end in April 2012.

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Equality analysis

All our completed Equality Impact Assessments (EIAs) are published annually.

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Key

HSE Health & Safety Executive
Job bands  
  • Band 6
  • Band 5
  • Bands 4-1
  • SCS
  • Junior administrative job band
  • Supervisor level
  • Middle to senior management
  • Senior Civil Service
BME Black, minority ethnic
HR Human Resources
DDA Disability Discrimination Act

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2013-09-27 EndDate -->