Employment Gathering Information 2022
Contents
- Employment Gathering Information 2022
- Employment Data 2022 - Sex
- Employment Data 2022 - Disability
- Employment Data 2022 - Ethnicity
- Employment Data 2022 - Age
- Employment Data 2022 - Sexual Orientation
- Employment Data 2022 - Religion and Belief
- Employment Data 2022 - Marriage and Civil Partnership
- Employment Data 2022 - Pregnancy and Maternity
- Training and Development
Employment Data 2022 - Sex
|
|
2017 |
2018 |
2020 |
2022 |
|
Females |
11259 (76.91%) |
11164 (77.24%) |
11195 (77.66%) |
13002 (77.61%) |
|
Males |
3381 (23.09%) |
3294 (22.78% |
3220 (22.34%) |
3751 (22.39%) |
|
Total |
14640 |
14458 |
14415 |
16753 |
There has been a sharp increase in the numbers of people employed by the Council since 2020 due to North Lanarkshire Leisure and Culture Trust coming back into the Council. However, this has made little difference to the composition of the workforce by sex.
|
Sex |
Employee Count |
Average Hourly Rate FTE |
Average Hourly Rate Headcount |
Gender Pay Gap FTE |
Gender Pay Gap Headcount |
|
Female |
13002 |
£2.47 |
£16.66 |
£3.19 |
-£0.87 |
|
Male |
3751 |
£19.28 |
£17.53 |
|
|
The gender pay gap for all employees including teachers is 4.97% with females earning £0.87 less on average per hour than males.
|
Sex |
Employee Count |
Average Hourly Rate FTE |
Average Hourly Rate Headcount |
Gender Pay Gap FTE |
Gender Pay Gap Headcount |
|
Female |
325 |
£25.64 |
£23.80 |
£0.51 |
-£1.18 |
|
Male |
825 |
£26.03 |
£24.99 |
|
|
The gender pay gap within the teaching workforce is 4.74% with females earning £1.18 less on average per hour than males.
|
Sex |
Employee Count |
Average hourly rate FTE |
Average hourly rate Headcount |
Gender pay gap FTE |
Gender pay gap Headcount |
|
Female |
9751 |
£20.70 |
£14.28 |
£3.45 |
-£1.15 |
|
Male |
2926 |
£17.24 |
£15.43 |
|
|
The gender pay gap within the non-teaching workforce is 7.45% with females earning £1.15 less in average per hour than males.
|
Equal Opportunities |
2017 |
2018 |
2020 |
2022 |
|
Number of females in top 2% of earners in the council |
214 |
208 |
116 |
116 |
|
% of council employees in top 2% of earners that are females |
71% |
70% |
54.2% |
22.26% |
|
Number of females in top 5% of earners in the council |
505 |
503 |
278 |
324 |
|
% of council employees in top 5% of earners that are females |
68% |
69% |
53.25% |
62.19% |
The number of women in the top 2% of earners in the Council has remained the same since 2020 but as a proportion of all earners they have reduced from 54% to 22%. This implies that many more males have moved into the top 2% bracket. The number of females in the top 5% of earners has increased by 9%.
The percentage of women earners in the top 2% has dropped from 71% in 2017 to 22.26% in 2022.
|
Sex |
2017 |
2018 |
2020 |
2022 |
|
Female |
151 (72.94%) |
163 (72.12%) |
61 (80.26%) |
95 (69.34%) |
|
Male |
56 (27.05%) |
63 (27.87%) |
15 (19.74%) |
42 (30.66%) |
|
Total |
207 (100%) |
226 (100%) |
76 |
137 |
The number of promoted posts has almost double since 2020 76 to 137. Less than 70% of these promotions went to women.
|
Sex |
2017 |
2018 |
2020 |
2022 |
|
Female |
983 |
961 |
611 (65.79%) |
1005 (69.65%) |
|
Male |
450 |
447 |
324 (34.21%) |
438 (30.35%) |
|
Total |
1433 |
1408 |
935 |
1443 |
|
Males applied 6345 (26.23%) |
Males interviewed 1728 (27.42%) |
Males appointed 472 (22.84%) |
|
Females applied 17457 (72.13%) |
Females interviewed 4510 (71.56%) |
Females appointed 1503 (72.71%) |
|
Trans people applied 0 (0.00%) |
Trans interviewed 0 (0.00%) |
Trans Appointed 0 (0%) |
|
Unknown applied 398 (1.64%) |
Unknown interviewed 64 (1.02%) |
Unknown appointed 92 (4.45%) |
The unknown interviewed figure is not accurate as appropriate field on Talentlink was not completed.
|
Female applications |
39 (95.12%) |
97.43% of those application were successful |
|
Male applications |
2 (4.88%) |
100.00% of those applications were successful. |
The number of applications to work flexibly has significantly reduced since 2020. This may be for a couple of reasons – the move to hybrid working post-pandemic has allowed some employees the work/life balance to mitigate any need to apply for flexible working and/or the manager has not recorded an application on iTrent.
Women are concentrated in the lowest paid grades in the organisation making up 98.11% of NLC1 post. This trend only begins to change at NLC5.
