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Equality data 2012/13

This data covers the period 1st April 2012 to 31st March 2013. 

HSE's workforce

The following six tables illustrate the diverse makeup of our organisation as at 31 March 2013 when our workforce was 3,400.

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 19 89.47% 5.26%           100%
25-29 92 26.08% 30.43% 14.13% 27.12% 2.17%     100%
30-34 235 14.89% 13.61% 23.82% 40.85% 6.38% 0.42%   100%
35-39 364 8.79% 15.38% 11.26% 54.67% 9.34% 0.54%   100%
40-44 528 14.39% 15.34% 13.25% 42.99% 12.50% 1.32% 0.18% 100%
45-49 732 15.30% 14.89% 12.56% 38.66% 13.25% 3.96% 1.36% 100%
50-54 650 14.61% 12.30% 11.53% 35.84% 19.84% 4.61% 1.23% 100%
55-59 518 15.63% 11.00% 8.10% 31.08% 24.90% 6.56% 2.70% 100%
60-64 225 18.22% 6.22% 6.66% 28.44% 29.33% 8.44% 2.66% 100%
65+ 37 21.62% 13.51%   45.94% 10.81% 8.10%   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 1551 24.62% 20.43% 14.50% 29.33% 8.57% 1.93% 0.58% 100%
Male 1849 7.51% 7.89% 9.73% 45.97% 22.12% 5.13% 1.62% 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 117 17.09% 22.22% 11.11% 36.75% 11.11% 1.70%   100%
White 2096 13.83% 13.45% 12.64% 37.73% 16.79% 4.19% 1.33% 100%
pnts/blank 1187 17.77% 13.05% 10.69% 39.67% 14.91% 2.94% 1.17% 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 126 31.74% 13.49% 15.07% 26.98% 11.11%   1.58% 100%
No 2950 14.81% 13.89% 11.76% 38.13% 16.37% 3.89% 1.11% 100%
pnts/blank 324 13.58% 11.11% 12.03% 45.06% 13.88% 3.08% 1.23% 100%
Table 5 - Sexual orientation by %
Sexual orientation % Count
Bisexual 0.03%
Declaration made 0.03%
Gay man 0.44%
Gay women/lesbian 0.21%
Heterosexual/straight 14.97%
Pnts/blank 84.32%
Table 6 - Religious belief by %
Religious belief % Count
Buddist 0.21%
Christian 10.21%
Hindu 0.09%
Jewish 0.03%
Muslim 0.15%
No religion 5.97%
Other  0.59%
Sikh 0.09%
Pnts/blank 82.68%

Notes:

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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 carried out  limited 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 2012 to 31 March 2013. HSE recruited 114 people during this period.

Table 7 - Recruitment by age
Age range % Count
16-24 20%
25-29 14.03%
30-34 9.64%
35-39 14.03%
40-44 15.78%
45-49 12.28%
50-54 11.40%
55-59 2.63%
60-64 0.00%
65+ 0%
Table 8 - Recruitment by gender
Gender % Count
Female 28.07%
Male 71.93%
Table 9 - Recruitment by ethnicity
Ethnicity % Count
BME 0%
White 17.54%
pnts/blank 82.45%
Table 10 - Recruitment by disability
Disability % Count
Yes 0%
No 28.94%
pnts/blank 71.05%

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Leavers

The following tables illustrate the people who left HSE in the period 1 April 2012 – 31 March 2013. In total, 192 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 3.64%
25-29 6.25%
30-34 11.45%
35-39 8.85%
40-44 8.33%
45-49 7.81%
50-54 9.37%
55-59 15.10%
60-64 21.87%
65+ 7.29%
Table 12 - leavers by gender
Gender % Count
Female 35.41%
Male 64.59%
Table 13 - leavers by ethnicity
Ethnicity % Count
BME 6.25%
White 40.10%
pnts/blank 53.65%
Table 14 - leavers by disability
Disability % Count
Yes 3.13%
No 83.85%
pnts/blank 13.02%

 

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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 2012 to 31 March 2013, based on our workforce at that time of 3400.

Table 15 - learning and development activities by age
Age range Event Count Total SIP % Take Up
16-24 13 19 68.42%
25-29 67 92 72.83%
30-34 187 235 79.57%
35-39 306 364 84.07%
40-44 466 528 88.26%
45-49 661 732 90.30%
50-54 570 650 87.69%
55-59 465 518 89.77%
60-64 201 225 89.33%
65+ 29 37 78.38%
Table 16 - learning and development activities by gender
Gender Event Count Total % Take Up
Female 1359 1551 87.62%
Male 1606 1849 86.86%
Table 17 - learning and development activities by ethnicity
Ethnicity Event Count Total % Take Up
BME 112 117 95.73%
PNTS/Blank 1014 1187 85.43%
White 1839 2096 87.74%
Table 18 - learning and development activities by disability
Disability Event Count Total % Take Up
No 2587 2950 87.69%
PNTS/Blank 266 324 82.10%
Yes 112 126 88.89%

 

From April 2012, access to HSE’s learning and development activities is via a web based portal though Civil Service (CS) Learning.  Civil Service Learning represents a new approach to the provision of training across the Civil Service. It provides flexible, high quality learning through the provision of a Common Curriculum, covering topic areas; Working in the Civil Service, development of Core skills and Leadership and Management development. The portal is the approved route for accessing learning that concentrates on both the common curriculum and HSE’s business priorities. HSE also has a regulatory training programme specifically delivered to Health and Safety inspectors. 

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, mandatory training for all regulatory inspectors, etc.

Equality and diversity policies are embedded in all aspects of our training programmes; course material is reviewed on a regular basis to ensure due consideration has been given to equality and diversity issues. Equality and diversity is discussed with our training providers and we have assurance that CS Learning have similar discussions with our prime training provider and 3rd party suppliers.

Generic learning and development activities for all our staff are recorded in the CS Learning portal and mandatory training for all regulatory inspectors is recorded within the Human Resources Directorate.   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 annually.

The 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 can be made available in alternative formats; additional support, if required, is available during activities; and course feedback forms from delegates invite comments on their 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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2014-01-28 EndDate -->