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Equality data 2011/12

This data covers the period 1st April 2011 to 31st March 2012.

HSE's workforce

The following six tables illustrate the diverse makeup of our organisation as at 31 March 2012 when our workforce was 3,483.

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 13 23.10% 30.76% 30.76 15.38%       100%
25-29 115 30.46% 20.00% 26.08% 22.60% 0.86%     100%
30-34 286 15.38% 12.58% 20.97% 46.19% 4.54% 0.34%   100%
35-39 389 10.28% 12.85% 14.13% 54.01% 7.71% 1.02%   100%
40-44 563 14.74% 18.29% 13.67% 39.10% 11.90% 2.13% 0.17% 100%
45-49 741 15.24% 14.30% 12.41% 38.50% 14.30% 4.04% 1.21% 100%
50-54 608 16.61% 12.99% 10.69% 33.57% 19.90% 4.11% 2.13% 100%
55-59 516 13.17% 10.65% 7.75% 30.65% 28.10% 6.58% 3.10% 100%
60-64 223 18.35% 7.62% 5.82% 31.00% 27.80% 8.07% 1.34% 100%
65+ 29 20.68% 10.34% 3.44% 41.42% 13.79% 6.89% 3.44% 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 1591 24.89% 20.42% 14.89% 28.88% 8.29% 2.07% 0.56% 100%
Male 1892 7.29% 7.98% 10.72% 45.27% 22.04% 4.91% 1.79% 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 127 18.11% 22.07% 10.23% 37.00% 10.23 2.36%   100%
PNTS/Blank 1188 17.42% 12.70% 12.37% 38.85% 14.89% 2.60% 1.17% 100%
White 2168 14.02% 13.70% 12.92% 37.22% 16.56% 4.24% 1.34% 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
No 3053 14.83% 14.24% 12.08% 37.52% 16.37% 3.79% 1.17% 100%
PNTS/Blank 298 13.08% 8.05% 16.77% 46.01% 11.07% 3.35% 1.67% 100%
Yes 132 31.82% 12.88% 15.91% 25.76% 12.12%   1.52% 100%
Table 5 - Sexual orientation by %
Sexual orientation % Count
Bisexual 0.03%
Declaration made 0.03%
Gay man 0.43%
Gay women/lesbian 0.23%
Heterosexual/straight 13.98%
Pnts/blank 85.30%
Table 6 - Religious belief by %
Religious belief % Count
Buddhist 0.14%
Christian 9.56%
Hindu 0.09%
Jewish 0.03%
Muslim 0.11%
No religion 5.48%
Other 0.52%
Sikh 0.09%
Pnts/blank 83.98%

Tables 1 - 6

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Recruitment

Everyone who applies for a job with HSE is asked to give their diversity data; this means we can monitor the experiences of people with protected characteristics at each stage of the recruitment process and take action if appropriate.

The continuation of the Government's recruitment freeze means we have done very little recruitment over the last year. However we continue to explore new options for encouraging people to consider a career with HSE:

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 extensive training, 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 in industry. 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. In actuality many of these areas of specialism can still be more predominantly male rather than female. 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.

The following four tables illustrate the recruitment into HSE during the period 1 April 2011 to 31 March 2012. HSE recruited 62 people during this period.

Table 7 - Recruitment by age
Age range % Count
16-24 0%
25-29 6.45%
30-34 11.29%
35-39 16.12%
40-44 14.51%
45-49 19.39%
50-54 16.12%
55-59 11.29%
60-64 4.83%
65+ 0%
Table 8 - Recruitment by gender
Gender % Count
Female 11.29%
Male 88.71%
Table 9 - Recruitment by ethnicity
Ethnicity % Count
BME 0%
Pnts/Blank 69.36%
White 30.64%
Table 10 - Recruitment by disability
Disability % Count
No 51.62%
Pnts/Blank 48.38%
Yes 0%

Tables 7 - 10

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Leavers

The following tables illustrate the people who left HSE in the period 1 April 2011 – 31 March 2012. In total, 197 people left HSE during this period. The following set of tables illustrates the pattern of leavers.

Table 11 - leavers by age
Age range % Count
16-24 3.55%
25-29 8.63%
30-34 9.64%
35-39 9.14%
40-44 9.14%
45-49 10.66%
50-54 10.15%
55-59 13.20%
60-64 22.34%
65+ 3.55%
Table 12 - leavers by gender
Gender % Count
Female 37.06%
Male 62.94%
Table 13 - leavers by ethnicity
Ethnicity % Count
BME 4.06%
Pnts/Blank 40.61%
White 55.33%
Table 14 - leavers by disability
Disability % Count
No 82.23%
Pnts/Blank 12.69%
Yes 5.08%

Tables 11 - 14

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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 2011 to 31 March 2012, based on our workforce at that time of 3483.

Table 15 - learning and development activities by age
Age range Event Count Total SIP % Take Up
16-24 8 13 61.54%
25-29 69 115 60.00%
30-34 182 286 63.64%
35-39 260 389 66.84%
40-44 332 563 58.97%
45-49 477 741 64.37%
50-54 345 608 56.74%
55-59 328 516 63.57%
60-64 111 223 49.78%
65+ 12 29 41.38%
Table 16 - learning and development activities by gender
Gender Event Count Total % Take Up
Female 916 1591 57.57%
Male 1208 1892 63.85%
Table 17 - learning and development activities by ethnicity
Ethnicity Event Count Total % Take Up
BME 91 127 71.65%
PNTS/Blank 700 1188 58.92%
White 1333 2168 61.49%
Table 18 - learning and development activities by disability
Disability Event Count Total % Take Up
No 1855 3053 60.76%
PNTS/Blank 193 298 64.77%
Yes 76 132 57.58%

Tables 15 - 18

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.

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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
PNTS Prefer not to say

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2013-02-27 EndDate -->