Agenda item

Briefing Note of the Director of Finance and Resources.

The Finance and Corporate Services Scrutiny Board (1) received a Briefing Note of the Director of People, providing the Board with oversight of current employment levels with a focus on diversity and under-represented groups and an insight into the related metrics of the current workforce analytics in relation to starters, leavers and apprenticeships.

Current Council employee numbers were 5210, equating to 4210fte, with turnover at 14.38%.  In comparison, in June 2024, turnover was 13.91%.  Changes in recruitment patterns over the past year were partly due to the introduction of the recruitment panel in September 2023, a number of organisational change programmes and greater consideration being given to filling posts in the light of the financial pressures.

In 2020, there were 3 groups of employees who were under-represented at leadership level across the workforce; employees with a disability and who were neuro diverse, employees from visible minority ethnic backgrounds and employees who identify as LGBT+.  Since then, the focus had been on the 3 specific areas to increase numbers employed.  Support in the workforce, recruiting and retaining was a priority.

Also in 2020, anonymised recruitment was introduced with the introduction of the new recruitment system.  The system did not provide recruiting managers with any personal details until shortlisting was completed and candidates selected for interview.  This process operated for all appointments including Chief Officer level.

Recruiting for Workforce Diversity Training had been in place for some time and the recruitment webpages had been revised and updated, along with a review of advertising which took place to ensure they were best placed and value for money.  A new job description format was being introduced to remove bias in terms and language to ensure inclusivity.  Work had also taken place to ensure better and greater access for candidates with disabilities.  There were still a number of employees who had not provided their protected characteristics data, significant in several areas such as disability, with 12% of employees not making a declaration, 9.8% for ethnicity and 23.59% for sexual orientation.  These numbers remained an area of concern despite a number of campaigns to improve.

The Apprenticeship and Early Careers Team actively sought to engage with a variety of under-represented groups to promote social mobility and increase the diversity of apprentices.  Engagement was prioritised with schools that had the highest percentage of students on free school meals and took the form of school insight days, work experience, careers fairs and school assemblies, targeted advertising, care leavers, general support, young people not in education, employment or training (NEETs) and general engagement.

Employee benefits, including the pension scheme, 28 days annual leave and flexible working were subject to regular reviews and financial well-being was an area that had increased over the past year.  The Welfare Loan Scheme and Additional Voluntary Contributions (AVC’s) via salary sacrifice, were new along with a reduced travel card offer in conjunction with WMCA.

In considering the briefing note, the Board questioned officers, received responses and discussed matters as summarised below:

·  Inclusive panels were not in place to distinguish candidates, but to ensure the successful candidate had a good value set.

·  Anonymised recruitment provided confidence to applicants and was undertaken throughout the council however, it was important to ensure the application process was appropriate for the type of role.  Managers were being encouraged to use work-based exercises.

·  Work was being undertaken with AI in relation to recruitment.

·  The council was committed to flexible working and there would be a push on job sharing. The requirement for most employees was to be office based for a minimum of 2 days per week

·  Recruitment panels enabled members of the panel to think wider, with more diversity, obtaining a better outcome and a more positive working environment.

·  There were recruitment challenges in particular areas eg. social workers, building control.

·  The welfare loan scheme was open to all employees.

The Board requested the following:

• General engagement – measurable outcomes to be provided when available.

• An update on apprenticeships.

• The number and breakdown by area of Council vacancies.

RESOLVED that the Finance and Corporate Services Scrutiny Board (1):

1)  Notes the content of the report and related analytics.

2)  Acknowledges the work being carried out in these areas and the ongoing organisational aim to have a sustained and growing representative workforce.