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Equality data 2013/14

This data covers the period 1st April 2013 to 31st March 2014. 

HSE's workforce

The following six tables illustrate the diverse makeup of our organisation as at 31 March 2014 when our workforce was 3,301.

This includes the Office for Nuclear Regulation (ONR) which ceased to be part of HSE on the 1st April 2014.

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 30 63.33% 10% 26.67%         100%
25-29 87 21.84% 26.44% 32.18% 18.39% 1.15%     100%
30-34 213 15.96% 14.55% 21.60% 42.72% 5.16%     100%
35-39 333 8.40% 15.32% 13.21% 53.15% 8.71% 1.20%   100%
40-44 483 12.84% 14.49% 10.97% 48.24% 11.39% 1.86% 0.21% 100%
45-49 700 15.86% 17% 12.29% 37.14% 13.71% 3.14% 0.86% 100%
50-54 684 14.04% 12.57% 11.55% 36.40% 19.59% 4.68% 1.17% 100%
55-59 498 15.86% 13.25% 10.24% 29.12% 24.30% 4.62% 2.61% 100%
60-64 224 16.96% 8.48% 5.36% 28.13% 32.59% 6.25% 2.23% 100%
65+ 49 24.49% 4.08% 4.08% 44.90% 14.92% 6.12% 2.04% 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 1490 23.76% 21.48% 14.77% 28.93% 8.79% 1.68% 0.60% 100%
Male 1811 7.95% 8.28% 10.44% 45.55% 21.87% 4.53% 1.38% 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 21 19.05% 23.81% 28.57% 28.57%       100%
White 328 11.28% 15.24% 19.82% 37.50% 11.28% 3.96% 0.91% 100%
pnts/blank 2952 15.48% 14.06% 11.45% 38.18% 16.60% 3.18% 1.05% 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 96 15.63% 23.96% 15.63% 37.50% 6.25%   1.04% 100%
No 1027 14.90% 14.51% 13.92% 38.27% 14.22% 3.21% 0.97% 100%
pnts/blank 2178 15.15% 13.68% 11.52% 37.97% 17.22% 3.40% 1.06% 100%
Table 5 - Sexual orientation by %
Sexual orientation % Count
Bisexual 0.15%
Lesbian / Gay 0.76%
Other 0.06%
Heterosexual 28.81%
Pnts/blank 70.22%
Table 6 - Religious belief by %
Religious belief % Count
Buddist 0.12%
Christian 20.05%
Hindu 0.21%
Jewish 0.12%
Muslim 0.09%
No religion 11.30%
Other  1.12%
Sikh 0.18%
Pnts/blank 66.80%

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. During 2013/14, we saw an increase in the numbers of new starters in 2013/14, recruiting a broader range of positions than in previous years. Our recruitment focus was for trainee regulators, specialist inspectors and scientists and resulted in some movement in the equality data results:

As part of the ‘Get Britain Working’ campaign, our administrative apprenticeships continue to be a success, offering young people employment together with recognised training to gain an NVQ in their chosen career. We continue to support candidates with disabilities who require Reasonable Adjustments through the recruitment process to joining HSE.

We promote our work life balance benefits including flexible working arrangements, to all applicants for our jobs.

For specialist regulatory roles, we recognise that our target candidates gain the required skills and knowledge through relevant industry experience, which has often taken years to develop. Our specialist recruits (offshore, mechanical, electrical engineers etc) are, therefore, often more mature. Historically, many of these specialist areas are still predominantly more male rather than female. Each of these factors impacts on the diversity of the groups of people we recruit to ensure HSE has the skills and expertise required to operate effectively.

The following four tables illustrate the recruitment into HSE during the period 1 April 2013 to 31 March 2014. HSE recruited 163 people during this period.

Table 7 - Recruitment by age
Age range % Count
16-24 15.95%
25-29 18.40%
30-34 17.18%
35-39 17.79%
40-44 9.82%
45-49 11.66%
50-54 7.36%
55-59 0.00%
60-64 0.61%
Table 8 - Recruitment by gender
Gender % Count
Female 35.58%
Male 64.42%
Table 9 - Recruitment by ethnicity
Ethnicity % Count
BME 4.29%
White 56.44%
pnts/blank 39.26%
Table 10 - Recruitment by disability
Disability % Count
Yes 2.45%
No 53.99%
pnts/blank 43.56%

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Leavers

The following tables illustrate the people who left HSE in the period 1 April 2013 – 31 March 2014. The following set of tables illustrates the pattern of leavers.

Table 11 - leavers by age
Age range % Count
16-24 3.07%
25-29 4.21%
30-34 7.66%
35-39 6.13%
40-44 9.58%
45-49 12.64%
50-54 7.28%
55-59 17.24%
60-64 24.14%
65+ 8.05%
Table 12 - leavers by gender
Gender % Count
Female 44.06%
Male 55.94%
Table 13 - leavers by ethnicity
Ethnicity % Count
BME 1.15%
White 55.56%
pnts/blank 43.30%
Table 14 - leavers by disability
Disability % Count
Yes 5.75%
No 82.38%
pnts/blank 11.88%

 

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Learning and development activities

The following tables illustrate the take-up of learning and development activities via the Civil Service Learning portal, during the period 1 April 2013 to 31 March 2014, based on our workforce at that time of 3,301. Issues with the ability to report on both technical and regulatory training has meant that for this period we are unable to produce the whole picture of training undertaken by HSE staff.

Table 15 - learning and development activities by age
Age range % Count
16-24 0.81%
25-29 2.29%
30-34 5.95%
35-39 9.42%
40-44 14.62%
45-49 22.50%
50-54 21.34%
55-59 15.59%
60-64 6.26%
65+ 1.22%
Table 16 - learning and development activities by gender
Gender % Count
Female 47.32%
Male 52.68%
Table 17 - learning and development activities by ethnicity
Ethnicity % Count
BME 3.77%
White 72.27%
pnts/blank 23.96%
Table 18 - learning and development activities by disability
Disability % Count
Yes 4.26%
No 78.81%
pnts/blank 16.92%

 

Access to generic learning and development activities is via a web based portal though Civil Service (CS) Learning. Their training represents the current approach to the provision of training across the Civil Service, providing flexible, high quality learning through the provision of a Common Curriculum. It covers the following 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. Learning is available in the portal in a number of ways; e-learning, face to face events and making use of resources such as workbooks etc. and this is able to be recorded in the portal. There were 9661 learning opportunities undertaken through CSL by 3561 staff.

Provision of technical training is provided by external contractors and also via a regulatory training programme. Following the move to a new system to support the delivery of technical training, data extraction is problematic. Work is in progress to enable HSE to rectify this and retrieve useful management information for the future. 

Training needs are identified in a number of ways e.g. 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.

The booking system through the portal is fully accessible for learning and development activities and enables 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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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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2015-01-26 EndDate -->