BHCC Staff

“To Brighton and Hove Freedom of Information Team

I would be grateful if you could provide me with the following information in accordance with the Freedom of Information Act 2000.
Please tell me:

1. How many of the council’s direct employees are:
a. Male - 1991
b. Female- 2902
Please note that these figures exclude employees based in schools and non-contracted staff such as causal and agency workers.
2. How many of the council’s departmental directors are:
a. Male - 3
b. Female - 3
3. What is the average (median) gross salary of council employees who are:
a. Male - £23,993 per annum
b. Female - £25,619 per annum
Please note that the following parameters have been used in calculating these figures:

- Gross annual salary is defined as basic salary plus allowances but excludes ad hoc payments for working additional hours or overtime and expenses claimed
- Allowances data is based on payments made over the 12 month period July 2013 – June 2014
- Where an employee is part time, their basic salary and allowances have been pro rata’d to those of a full time employee i.e. working 37 hours per week, 52 weeks per year
- Where an employee has worked part of the year between July 2013 – June 2014 their annual allowances have been determined by calculating the average figure in respect of the months they have actually worked and projecting this over a 12 month period.

4. How many of the council’s employees on a salary over £75,000 are:
a. Male - 13 employees are in receipt of a gross salary (as defined above) in excess of £75,000 per year
b. Female - 7 employees are in receipt of a gross salary (as defined above) in excess of £75,000 per year

5. How many of the council’s direct employees for which it holds relevant information describe themselves as:
a. White British (including English, Scottish, Welsh and Irish sub-classifications) - 3812
b. Any other minority ethnic group- 473

6. How many of the council’s departmental directors are:
a. White British (including English, Scottish, Welsh and Irish sub-classifications) 3
b. Any other minority ethnic group – 0
Please note that the remaining 3 directors have either not provided information relating to their ethnic background or have indicated that they “prefer not to say”.

7. What is the average (median) gross salary of council employees who are:
a. White British (including English, Scottish, Welsh and Irish sub-classifications) - £25,198 per annum
b. Any other minority ethnic group - £25,542 per annum

8. How many of the council’s employees on a salary over £75,000 are:
a. White British (including English, Scottish, Welsh and Irish sub-classifications)
14 employees are on a gross annual salary over £75,000
b. Any other minority ethnic group
3 employees are on a gross annual salary over £75,000

9. What proportion of council employees promoted in the last year were:
a. White British (including English, Scottish, Welsh and Irish sub-classifications) - 85.7%
b. Any other minority ethnic group – 14.3%
c. Female – 58.3%
Please note that these figures have been calculated on the basis of known equality data. These figures may also be unreliable as they are dependent upon the correct reason for an employee leaving their post being recorded on our HR management information system. It is, therefore, likely that a proportion of “promotions” have not been accounted for in the above figures due to the employees’ reasons for leaving being recorded under another category such as “staff transfer” or resignation etc.
10.What proportion of council employees to have their contract terminated as a result of disciplinary action in the last year were:
In the period 1 April 2013 to 31 March 2014, our records show that the breakdown of those contracted employees (excluding those based in schools) who were dismissed from the council ‘s employment for gross misconduct under its disciplinary procedure and for whom we hold equality data, was as follows:
a. White British (including English, Scottish, Welsh and Irish sub-classifications) – 66.7%
b. Any other minority ethnic group – 33.3%
c. Female – 58%
11.What formal targets or strategies are in place within the Council to improve the representation of women and ethnic minorities in senior positions, and what progress has been made in the last year.
The council has a three year Workforce Equalities Action Plan that aims to increase the diversity of the organisation’s workforce at all levels. Under this plan, the council has set workforce targets for each of the groups that are currently under-represented within its workforce (this includes individuals from black and other minority ethnic groups). These targets have been set in line with the level of representation of these groups within the economically active population of Brighton and Hove. In addition, the council is undertaking other work to encourage applications from under-represented groups particularly for more senior roles.
Since 31 March 2013, the council’s workforce profile has not changed significantly. To a large extent, this is due to the fact that the council is downsizing and external recruitment activity has diminished. However, there has been a slight increase in the percentage of BME employees from 5.6% at the end of March 2013 to 5.8% currently. The percentage of female staff has remained fairly static at approximately 59% of the workforce.
For further information about our Workforce Equalities Action plan can be found on the council’s website or by clicking on these links:
http://present.brighton-hove.gov.uk/Publ...
d. What weight the Council gives to the equality and diversity policies and records of organisations bidding for grants or contracts to deliver services as part of the tendering process, and what monitoring takes place in this area, if any.
The weight given to equalities and diversity related evaluation criteria must be relevant and proportionate to the service that is being tendered. More information can be found on the council’s website or by clicking on the following link:
http://www.brighton-hove.gov.uk/content/...