Equality Monitoring Annual Summary 2012/13
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_______________________________________________________________________ Equality Monitoring 2012/13 Equality Monitoring Annual Summary 2012/13 Version 1.0 In House Analytical Consultancy _______________________________________________________________________ Equality Monitoring Contents _______________________________________________________________________ Contents Chapter 1: Management summary............................................................................. 5 1.1 Introduction ............................................................................................... 5 1.2 Key findings: Restructuring in DfT ................................................................ 5 1.3 Key findings: year on year changes .............................................................. 5 1.4 Key findings: Sex ........................................................................................ 5 1.5 Key findings: Race ...................................................................................... 6 1.6 Key findings: Disability ................................................................................ 6 1.7 Key findings: Age........................................................................................ 6 1.8 Key findings: Working pattern...................................................................... 6 1.9 Key findings: Performance Management ....................................................... 6 1.10 Key findings: Sickness absence .................................................................... 7 1.11 Key findings: Other ..................................................................................... 7 1.12 Information quality and recommendations .................................................... 7 Chapter 2: Introduction ............................................................................................ 8 2.1 Equality Monitoring ..................................................................................... 8 2.2 Analysis and reporting................................................................................. 8 2.3 Data coverage ............................................................................................ 8 2.4 Data groupings........................................................................................... 9 2.5 Data quality................................................................................................ 9 2.6 Declaration rates ........................................................................................ 9 Chapter 3: Statistical summary.................................................................................11 3.1 Overall staff numbers.................................................................................11 3.2 Maternity leavers and returners...................................................................11 3.3 Sex...........................................................................................................12 3.4 Race .........................................................................................................13 3.5 Disability ...................................................................................................14 3.6 Age ..........................................................................................................15 3.7 Sexual orientation ......................................................................................16 3.8 Religion and belief .....................................................................................16 3.9 Working pattern.........................................................................................17 3.10 Recruitment ..............................................................................................18 3.11 Performance management..........................................................................18 3.12 Sickness absence .......................................................................................19 3.13 Cessations.................................................................................................20 3.14 Learning and development .........................................................................21 3.15 Grievance and Disciplines ...........................................................................21 Annex A: Notes on data..............................................................................................i A.1 Working-age populations ...............................................................................i Annex B: Analytical approach.................................................................................... iii B.1 Univariate methods - Chi-squared and Proportions tests................................. iii B.2 Multivariate methods – Regression Analysis...................................................iv Annex C: Tables and charts .......................................................................................v C.1 Year on year comparison – all DfT staff .........................................................v C.2 Declaration rates by Agency..........................................................................v _______________________________________________________________________ In House Analytical Consultancy 2 Equality Monitoring Contents _______________________________________________________________________ C.3 Proportion of staff in different minority groups by Agency ..............................vi C.4 Age profile of staff and total staff numbers by Agency ...................................vi C.5 Additional charts: age profile ...................................................................... vii _______________________________________________________________________ In House Analytical Consultancy 3 Equality Monitoring Foreword _______________________________________________________________________ Foreword DfT is pleased to introduce its annual summary of equality monitoring reports produced by DfT centre and Agencies. The Department recognises that in order to deliver transport that works for everyone and meet its business objectives, staff need to be representative of the diverse communities we serve. The data presented in this report summarises more detailed monitoring reports prepared for the DfT centre and each of the Department’s Executive Agencies: Driving Standards Agency (DSA) Driver Vehicle Licensing Agency (DVLA) Highways Agency (HA) Maritime and Coastguard Agency (MCA) Vehicle Certification Agency (VCA) Vehicle and Operator Services Agency (VOSA); and DfT Centre (DfT(c)) The data enables us to examine trends, identify key issues and explore future action as well as monitoring progress against our objectives. This report is intended to provide people with the “bigger employment picture” in relation to equality monitoring for the DfT throughout the UK. If you have any queries or comments on the contents of this report, pleas contact the DfT Corporate Equality and Diversity Team through the following link Dftequality&[email protected] DfT Corporate Equality and Diversity Team Human Resources Directorate . _______________________________________________________________________ In House Analytical Consultancy 4 Equality Monitoring Management Summary _______________________________________________________________________ Chapter 1: agencies, with the largest net increase being in DVLA. Management summary There was a 4% increase in the number 1.1 Introduction of females and a slight drop in the number of males. This change was This report is an analysis of staff statistically significant. diversity, for staff in post between 1st April 2012 and 31st March 2013. There was a statistically significant increase in the proportion of staff It considers the diversity of the whole DfT working part time (from 16.2% to 17.8%) family and summarises findings from DfT Centre (DfT(c)) and each of the There was no significant change in the Department’s Executive Agencies. proportion of black or minority ethnic Individual reports: (BME) staff or disabled staff. identify differences between diversity groups; 1.4 Key findings: Sex compare the diversity of staff with the In all parts of the Department except diversity of local populations; and DVLA, there were more males than females. 58% of DfT staff were male. highlight any changes since previous years. In most DfT locations, the proportion of male staff was significantly higher than Data used relates to staff in post at the the proportion of males in local working- end of 31st March 2013, and recruitment age populations. and cessations between 1st April 2012 st and 31 March 2013. Females and males often occupied different job roles. Females were more 1.2 Key findings: likely to be in office-based jobs such as Restructuring in DfT support, administrative and process roles, rather than more specialist roles During the reporting year the (engineer, driving examiner, marine Government Car and Despatch Agency surveyor etc). (GCDA) ceased to be a DfT agency: the Government Car Service became a These job role differences often led to division in DfT(c) in October 2012, and different pay band profiles – sometimes the Government Mail Despatch Service with higher pay bands for the specialist finished operations in July 2012. Data for roles - but even after accounting for this, staff in the Government Car Service is there were some parts of DfT where now analysed as part of DfT(c). females tended to be in lower pay bands than males. 1.3