Facts and Figures

Our Workforce Data

It is seen as good practice that information about the makeup of our workforce is published. This way the Council can show that it is a fair and inclusive employer, committed to all employees in terms of access and opportunities.

The information is used to look at whether our workforce is representative of the population of the borough - which in turn helps provide better service delivery - and also allows us to check that we are not discriminating against groups of staff in our policies or practices.

Equality Monitoring, Facts & Figures

Snapshot as of 31 March 2018

Headcount: 2394

DescriptionPerformance %

Females in Top 5% of Salaries

63.93

Disabled People in Top 5% Salaries

3.27

BME backgrounds in Top 5% Salaries

3.27

BME backgrounds in TBC Workforce

7.79

(BME - Black Minority Ethnic)

Gender%

Female

75.69

Male

24.31

 

Age%

19 and Under

0.35

20 - 29

7.79

30 - 39

19.49

40 - 49

25.88

50 - 59

31.93

60 - 69

12.79

70 +

1.77

 

Considered Disabled%

No

53.28

Not Known

43.16

Yes

3.56

 

Ethnic Origin%

Asian or Asian British Bangladeshi

0.13

Asian or Asian British Indian

1.10

Asian or Asian British Kashmiri

0.30

Asian or Asian British Other Asian

1.36

Asian or Asian British Pakistani

1.06

Black or Black British African

0.17

Black or Black British British

1.19

Black or Black British Caribbean

0.08

Black or Black British Other Black

0.08

Chinese or Other Chinese

0.42

Chinese or Other Ethnic Group

0.13

Mixed Other Mixed

0.64

Mixed White & Bangladeshi

0.04

Mixed White & Black African

0.30

Mixed White & Black Caribbean

0.51

Mixed White & Indian

0.30

Mixed white & Pakistani

0.08

Prefer not to state

34.14

White British

55.02

White Irish

1.27

White Other White

0.97

White Other White European

0.55

White Polish

0.25

 

Marital Status%

Civil Partnership

0.08

Divorced

1.65

Married

18.34

Not Specified

71.79

Partner

2.88

Separated

1.02

Single

3.90

Widowed

0.34

 

Religion%

Agnostic

0.38

Atheist

1.57

Buddhist

0.30

Christian

35.32

Hinduism

0.34

Judaism

0.13

Muslim

2.16

No Religion

19.78

Other

2.08

Prefer not to state

37.53

Sikh

0.42

 

Sexual Orientation%

Bisexual

0.68

Declined to specify

39.18

Gay

1.14

Heterosexual

56.97

Lesbian

1.14

Not stated

0.89

More detailed information is available on:

  • Directorates
  • Schools (Teaching and Non-Teaching Staff)
  • Recruitment & Selection
  • Employee Relations (Grievances, disciplinary etc)

Recruitment & Selection is monitored against all protected characteristics (Age, Gender, Disability, Ethnicity, Religion & Belief and Sexual Orientation).

Knowing Our Communities, Knowing You

As one of the largest providers of a wide range of services for local people in Trafford, the Council is committed to challenging inequality, unfairness, discrimination and disadvantage.

Trafford Council is also committed to achieving the highest standard of service delivery and employment practice. In order to do this sometimes services will sometimes ask you to fill out 'Equality Monitoring' forms or answer questions around things that are personal such as: 

  • Your Age or Date Of Birth
  • Your Gender and whether or not this is the same as your sex at birth
  • Your Ethnic Origin or Race
  • Whether you consider yourself to be a Disabled person
  • What your Sexual Orientation is
  • What your Religion is or what your Beliefs are

We do not do this to be intrusive!

Information gathered is kept confidential. All equality information is personal and sensitive and steps are taken to ensure that only people who need to work with the information have access to it.

Why do we need to do it?

Because it is required by law. We need to ensure that we do not discriminate (directly or indirectly) against an employee for reasons linked to:

  • Age
  • Disability
  • Gender
  • Gender identity or gender reassignment
  • Race
  • Religion or belief
  • Sexual orientation
  • Pregnancy or maternity
  • Marriage or civil partnership

It is also good practice that information about the makeup of our workforce is published, so that we have a clear and accountable record of the make-up of our employees. That way the Council can show that it is a fair and inclusive employer, committed to all employees in terms of access and opportunities.

What happens to the information?

None of the information is traceable to the individual but reports of aggregated (brought together) data are performed each quarter regarding workforce characteristics.

The information is used to look at whether our workforce is representative of the population of the borough – which in turn helps provide better service delivery - and also allows us to check that we are not discriminating against groups of staff in our policies or practices. Most discrimination in employment is likely to be unintentional. If we do not collect and analyse information, we will not understand where we might be getting things wrong and will therefore not be able to put things right.

Confidentiality

Information gathered is kept confidential. All equality information is personal and sensitive and steps are taken to ensure that only people who need to work with the information in order to produce the reports have access to it.

Who is interested in this information

HR use data to improve processes and set improvement targets. This information also feeds into the performance reporting cycle.

Gathering equality information and using it to improve equality in the workplace is also supported by a number of staff and stakeholder groups for example:

  • the Disability Advisory Group
  • the Diverse Communities Partnership

These groups are interested in seeing how we perform and improve the representative make-up of our workforce. 

Facts & Figures - Knowing Your Communities

There are many different sources of information that you can use to build up a local picture of the people who use your services.

In addition to your own service monitoring, other gathered information provides vital pieces of the jigsaw to identify: 

  • Who your customers are
  • Whether there are any apparent gaps or inequality in service provision
  • How best to streamline your services to meet your service users needs.

National / local sources, information shared with key partners as well as your own monitoring analysis will begin to help you build up a picture of the communities of Trafford. This information feeds into business planning processes as well as being an integral part of conducting an Equality Impact Assessment.

Key information about Trafford residents is available on the Info Trafford website. Ward Profiles  are also available which contain data on some key equality strands.

For more information please contact:

Telephone: 0161 912 4605 / 4473
Fax: 0161 912 5774