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Equality data 2014/15

This data covers the period 1st April 2014 to 31st March 2015. 

HSE's workforce

The following six tables illustrate the diverse makeup of our organisation as at 31 March 2015 when our workforce was 2,769.

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 
16-24 42 61.90% 7.14% 30.95% 0.00% 0.00% 0.00% 0.00%
25-29 91 14.29% 28.57% 45.05% 12.09% 0.00% 0.00% 0.00%
30-34 151 15.89% 21.85% 23.50% 33.77% 3.97% 0.00% 0.00%
35-39 285 10.18% 14.04% 17.19% 51.23% 6.67% 0.70% 0.00%
40-44 371 10.78% 13.75% 11.86% 48.79% 12.67% 1.89% 0.21%
45-49 593 16.19% 14.17% 38.95% 10.79% 2.70% 1.01% 0.86%
50-54 577 14.56% 14.90% 13.00% 35.01% 17.50% 4.16% 1.17%
55-59 439 18.00% 14.81% 11.85% 32.12% 17.08% 4.10% 2.05%
60-64 174 20.11% 10.92% 8.05% 29.89% 25.86% 2.30% 2.87%
65+ 46 19.57% 4.35% 4.35% 52.17% 13.04% 4.35% 2.17%
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
Female 1343 22.86% 21.30% 15.93% 29.71% 8.12% 1.49% 0.60%
Male 1426 8.98% 9.47% 13.81% 44.88% 17.81% 3.72% 1.33%
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
BME 28 21.43% 25.00% 25.00% 28.57% 0.00% 0.00% 0.00%
White 337 13.35% 16.32% 23.44% 33.23% 9.79% 2.97% 0.89%
pnts/blank 2404 15.97% 14.93% 13.52% 38.23% 13.73% 2.62% 1.00%
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
Yes 101 17.82% 21.78% 19.80% 33.66% 5.94% 0.00% 0.99%
No 989 14.86% 14.26% 14.46% 38.42% 14.96% 2.02% 1.01%
pnts/blank 1679 16.08% 15.37% 14.77% 37.22% 12.45% 3.16% 0.95%
Table 5 - Sexual orientation by %
Sexual orientation % Count
Bisexual 0.18%
Lesbian / Gay 0.77%
Heterosexual 28.71%
Pnts/blank 70.31%
Table 6 - Religious belief by %
Religious belief % Count
Buddist 0.14%
Christian 23.65%
Hindu 0.29%
Jewish 0.14%
Muslim 0.07%
No religion 12.75%
Other  1.19%
Sikh 0.18%
Pnts/blank 61.57%

Notes:

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Recruitment

Everyone who applies for a job with HSE is asked to give their diversity data that enables us to monitor the experiences of people with protected characteristics at each stage of the recruitment process and take appropriate action. In 2014/15, we recruited a similar range of positions focussing on trainee regulators, specialist inspectors and scientists.

This year we have continued with last year’s trend with more female employees recruited than previously. The number of employees recruited declaring their BME status decreased, and we did not have anyone stating their disability status. In 2014/15 and particularly for disability, we had a significant increase in the numbers of recruits choosing ‘prefer not to say’. In terms of age, our new recruits were spread across the age ranges.

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. Our employees conducting selection activities are trained in recruitment equality and diversity, as are any procured services contractors that we use as part of recruitment activities.

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

Recruitment during 2014/15 focussed heavily on specialist regulatory roles.  Target candidates gain the required skills and knowledge through relevant industry experience, which takes significant time to develop. Our specialist recruits (offshore, mechanical, electrical engineers etc) result from mature mid-career changes. 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 from 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 2014 to 31 March 2015. HSE recruited 153 people during this period.

Table 7 - Recruitment by age
Age range % Count
16-24 26.14%
25-29 20.26%
30-34 12.42%
35-39 10.46%
40-44 9.80%
45-49 8.50%
50-54 9.15%
55-59 1.3%
60-64 1.3%
65+ 0.65%
Table 8 - Recruitment by gender
Gender % Count
Female 44.44%
Male 55.56%
Table 9 - Recruitment by ethnicity
Ethnicity % Count
BME 3.27%
White 37.25%
pnts/blank 59.48%
Table 10 - Recruitment by disability
Disability % Count
Yes 0.00%
No 6.54%
pnts/blank 93.46%
Table 11 - Recruitment by sexual orientation
Sexual orientation % Count
Hetrosexual 7.84%
Lesbian/Gay 1.31%
pnts/blank 90.85%
Table 12 - Recruitment by religion or belief
Religion or belief % Count
Christian 5.23%
Hindu 0.65%
None 5.23%
Other 0.65%
pnts/blank 88.24%

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Leavers

The following tables illustrate the people who left HSE in the period 1 April 2014 – 31 March 2015. The following set of tables illustrates the pattern of leavers.

Table 13 - leavers by age
Age range % Count
16-24 7.94%
25-29 2.80%
30-34 7.48%
35-39 9.35%
40-44 8.41%
45-49 5.61%
50-54 9.35%
55-59 12.62%
60-64 26.64%
65+ 9.81%
Table 14 - leavers by gender
Gender % Count
Female 36.92%
Male 63.08%
Table 15 - leavers by ethnicity
Ethnicity % Count
BME 0.47%
White 9.81%
pnts/blank 89.72%
Table 16 - leavers by disability
Disability % Count
Yes 3.27%
No 24.77%
pnts/blank 71.96%
Table 17 - leavers by sexual orientation
Sexual orientation % Count
Hetrosexual 22.43%
Lesbian/Gay 0.47%
pnts/blank 77.10%
Table 18 - leavers by religion or belief
Religion or belief % Count
Christian 13.55%
Muslim 0.47%
Sikh 5.23%
None 14.02%
Other 2.34%
pnts/blank 69.16%

 

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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 2014 to 31 March 2015, based on our workforce at that time of 2769. 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 19 - learning and development activities by age
Age range % Count
16-24 1.41%
25-29 3.80%
30-34 4.71%
35-39 9.68%
40-44 12.62%
45-49 23.24%
50-54 22.69%
55-59 15.95%
60-64 5.15%
65+ 0.74%
Table 20 - learning and development activities by gender
Gender % Count
Female 55.67%
Male 44.33%
Table 21 - learning and development activities by ethnicity
Ethnicity % Count
BME 1.48%
White 14.58%
pnts/blank 83.94%
Table 22 - learning and development activities by disability
Disability % Count
Yes 4.67%
No 39.80%
pnts/blank 55.53%
Table 23 - learning and development by sexual orientation
Sexual orientation % Count
Bisexual 0.31%
Hetrosexual 33.60%
Lesbian/Gay 0.97%
pnts/blank 65.12%
Table 24 - learning and development by religion or belief
Religion or belief % Count
Buddhist 0.14%
Christian 29.76%
Hindu 0.50%
Jewish 0.20%
Muslim 0.13%
None 12.04%
Other 1.18%
Sikh 0.19%
pnts/blank 55.86%

 

Access to generic learning and development activities is via a web based portal though Civil Service (CS) Learning. Their training represents the approach to the provision of training across the Civil Service, providing flexible, high quality learning. 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 generic learning that concentrates on both the common curriculum and HSE’s business priorities. Learning in the portal is available in a number of ways; e-learning, face to face events (both of these are able to be recorded in the portal) and access to extensive resources such as workbooks etc. There were 6364 learning opportunities undertaken through CSL.

Provision of technical training for HSE’s Regulatory Inspectors and Specialist Inspectors is provided by external contractors and also via a regulatory training programme. There were 75 training courses delivered during the last financial year, 68 of which were mandatory training courses delivered to both existing and newly recruited trainee inspectors as part of the regulators training programme. The split of male and female within newly recruited inspectors reflects the split of male and female staff across the organisation. The regulators training programme is evolving and as it does more meaningful management information will be available.

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 and our other training providers have similar discussions with any prime training provider and 3rd party suppliers.

The booking system through the CS Learning  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.

The option of ‘prefer not to say’ is a declaration and an increased number of HSE staff have chosen this option.

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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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2015-12-30 EndDate -->