2021-22 Employment Diversity Monitoring Report
As part of the Council’s corporate approach to Equality and Diversity and to ensure that we meet our public sector duties detailed in the Equality Act, we collect employment data each year. This data is analysed to monitor how closely our workforce represents the needs of the local community as well as to ensure the fairness of our employment practices.
The Equality Duty covers the following nine protected characteristics: age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. The duty also covers marriage and civil partnership, but not for all aspects of the duty.
The information below relates to the period 1 April 2021 to 31 March 2022.
Equal Pay Statement and Officer Pay Policy
Colchester City Council understands its equal pay legal obligations. A comprehensive Equal Pay Audit was conducted in 2010. An action plan addressing the small number of equal pay issues identified by the audit was completed in 2011/12.
The Localism Act requires all councils to have an Officer Pay Policy in the interests of openness and transparency. Colchester City Council’s policy is reviewed each year, view the current version.
We encourage job candidates and employees to complete requests for equality and diversity data so that our current and potential workforce reflects the communities we serve.
For more information, see these sections on our website:
Establishment Breakdown for 2021/22
In 2021/22, the average headcount for Colchester Borough Council was 861.42 and the “full-time equivalent” (FTE) figure was 757.87
Please note:
- No Data Available, including the option “prefer not to say”. This option is for people who have reviewed their personal information held by Human Resources but prefer not to specify a particular protected characteristic, for example in respect of their religion or belief.
- The term “other” has been used where population sizes are less than 5% of the total figure.
- All the following data is either for the whole monitoring period (2021/22) or as of 31 March 2022, unless otherwise stated.
- For the first time, this report uses the term ‘Ethnic Minorities’ in recognition of the fact that the term ‘Black, Asian and minority ethnic’ (and/or its acronym BAME) has become perceived as being ‘narrow’ and non-inclusive.
We received 2,040 applications for this period. Of those received, all applicants completed an equality and diversity monitoring form. We appointed 294 members of staff through our recruitment process.
Permanent staff is based on 874 employees.
Ethnicity / Race
| Category | White | Ethnic Minorities | Other | Prefer not to say | No Data |
| Current permanent staff | 88.6 | 5.8 | 0.3 | 4.0 | 3.2 |
| Applications for employment | 80.7 | 13.0 | 0.8 | 1.7 | 3.7 |
| New Appointments | 87.8 | 8.8 | 0.3 | 2.0 | 1.0 |
Gender
| Category | Male % | Female % | Reassigned % | Prefer not to say % |
No Data % |
| Current permanent staff | 51.3 | 48.7 | 0.0 | 0.0 | 0.0 |
| Applications for employment | 53.1 | 46.0 | 0.0 | 0.0 | 0.8 |
| New Appointments | 52.4 | 46.9 | 0.0 | 0.0 | 0.7 |
Disability
| Category | Yes % |
No % |
Prefer not to say % |
No Data % |
| Current permanent staff | 3.8 | 62.9 | 0.0 | 33.3 |
| Applications for employment | 8.7 | 83.7 | 2.7 | 4.9 |
| New Appointments | 6.5 | 89.1 | 3.1 | 1.4 |
Age
| Category |
20 and Under % |
21-30 % |
31-40 % |
41-50 % |
51-60 % |
61+ % |
Prefer not to say |
No Data |
| Current permanent staff | 2.9 | 15.1 | 21.7 | 25.7 | 26.8 | 7.8 | 0.0 | 0.0 |
| Applications for employment | 6.3 | 16.6 | 10.6 | 7.2 | 6.8 | 1.1 | 0.1 | 51.4 |
| New Appointments | 26.7 | 27.6 | 16.3 | 14.6 | 13.3 | 1.7 | 0.0 | 0.0 |
Religion and Belief
| Category | Christian % | Other % | None % | Prefer not to say % |
No Data % |
| Current permanent staff | 32.8 | 2.1 | 38.8 | 4.8 | 21.5 |
| Applications for employment | 29.2 | 8.6 | 48.9 | 7.1 | 6.2 |
| New Appointments | 30.3 | 6.1 | 54.4 | 6.5 | 2.7 |
Sexual Orientation
| Category | Hetero-sexual % |
Gay or Lesbian % |
Bi-sexual % |
Other % | Prefer not to say % |
No Data % |
| Current permanent staff | 72.1 | 2.2 | 0.8 | 1.1 | 6.3 | 17.5 |
| Applications for employment | 77.4 | 3.2 | 4.1 | 1.7 | 9.4 | 4.3 |
| New Appointments | 82.7 | 3.1 | 3.4 | 1.4 | 8.2 | 1.4 |
Contract Type
| Category | Full Time (633) % |
Part Time (241) % |
| Ethnicity: | ||
| White Ethnic Minorities Other Prefer not to say No Data |
87.8 5.7 0.2 3.8 2.5 |
83.4 6.2 0.8 4.6 5.0 |
| Gender: | ||
| Male Female |
63.0 37.0 |
20.3 79.7 |
| Disability: | ||
| Yes No Prefer not to say No Data |
4.4 63.4 0.0 32.2 |
2.0 61.8 0.0 36.1 |
| Age: | ||
| 20 and under 21-30 31-40 41-50 51-60 61+ |
1.6 17.4 22.3 24.3 28.6 5.9 |
6.2 9.1 20.3 29.5 22.0 12.9 |
| Religion: | ||
| Christian Other None Prefer not to say No Data |
31.9 1.9 39.8 5.5 20.9 |
35.3 2.5 36.1 2.9 23.2 |
| Sexual Orientation: | ||
| Heterosexual Gay or Lesbian Bisexual Other Prefer not to say No Data |
73.3 2.2 0.8 1.3 6.5 16.0 |
68.9 2.0 0.8 0.8 5.8 21.6 |
Formal Cases of Grievances and Dismissals
There were 2 formal grievance cases in this period. In January 2017, CCC introduced a workplace mediation to assist in the resolution of cases before they result in a formal hearing.
Termination Reasons
| Category(figures in brackets denote the total number of employees in group) | Dismissals(7) % |
Grievances(2) % |
| Ethnicity: | ||
| White Ethnic Minorities Other Prefer not to say No Data |
85.7 14.3 0.0 0.0 0.0 |
50.0 50.0 0.0 0.0 0.0 |
| Gender: | ||
| Male Female |
85.7 14.3 |
100 0.0 |
| Disability: | ||
| Yes No Prefer not to say No Data |
0.0 71.4 0.0 28.6 |
0.0 100 0.0 0.0 |
| Age: | ||
| 20 and under 21-30 31-40 41-50 51-60 61+ |
0.0 42.86 28.6 28.6 0.0 0.0 |
0.0 0.0 0.0 50.0 50.0 0.0 |
| Religion: | ||
| Christian Other None Prefer not to say No Data |
0.0 |
50.0 50.0 0.0 0.0 0.0 |
| Sexual Orientation: | ||
| Heterosexual Gay or Lesbian Bisexual Other Prefer not to say No Data |
71.4 14.3 0.0 0.0 0.0 14.3 |
100 0.0 0.0 0.0 0.0 0.0 |
Termination Reasons
| Category(figures in brackets denote the total number of employees in group) | Personal Reasons(2) % |
Retirement (12) % |
Redundancy (8) % |
Other (100) |
| Ethnicity: | ||||
| White Ethnic Minorities Other Prefer not to say No Data |
0.0 50.0 0.0 0.0 50.0 0.0 |
75.0 0.0 0.0 0.0 25.0 0.0 |
100 0.0 0.0 0.0 0.0 0.0 |
85 9.0 1.0 3.0 2.0 0.0 |
| Gender: | ||||
| Male Female |
50.0 50.0 |
58.3 41.7 |
37.5 62.5 |
57.0 43.0 |
| Disability: | ||||
| Yes No Prefer not to say No Data |
0.0 50.0 0.0 50.0 |
0.0 16.7 0.0 83.3 |
0.0 50.0 0.0 50.0 |
5.0 76 1.0 18.0 |
| Age: | ||||
| 20 and under 21-30 31-40 41-50 51-60 61+ |
0.0 50.0 50.0 0.0 0.0 0.0 |
0.0 0.0 0.0 0.0 8.3 91.7 |
0.0 0.0 12.5 12.5 25.0 50.0 |
3.0 33.0 24.0 19.0 17.0 4.0 |
| Religion: | ||||
| Christian Other None Prefer not to say No Data |
100 0.0 0.0 0.0 0. |
50.0 0.0 8.3 0.0 41.7 |
37.5 0.0 12.5 0.0 50.0 |
29.0 6.0 51.0 2.0 12.0 |
| Sexual Orientation: | ||||
| Heterosexual Gay or Lesbian Bisexual Other Prefer not to say No Data |
100 0.0 0.0 0.0 0.0 0.0 |
33.3 0.0 0.0 0.0 8.3 58.3 |
75.0 0.0 0.0 0.0 0.0 25.0 |
68 4.0 3.0 3.0 8.0 14.0 |
Length of Service
| Category (figures in brackets denote the total number of employees in group) | Under 1 Year(125) % |
1-3 Years (220) % |
3-5 Years(83) % |
5-10 Years (134) % |
10+ Years (312) % |
| Ethnicity: | |||||
| White Ethnic Minorities Other Prefer not to say No Data |
84.8 11.2 0.8 1.6 1.6 |
92.3 4.1 0.5 0.0 3.2 |
90.4 6.0 0.0 0.0 3.6 |
85.8 9.7 0.7 3.0 0.7 |
82.7 3.2 0.0 9.3 4.8 |
| Gender: | |||||
| Male Female |
50.4 49.6 |
50.5 49.5 |
57.8 42.2 |
58.2 41.8 |
47.4 52.6 |
| Disability: | |||||
| Yes No Prefer not to say No Data |
4.0 91.2 0.0 4.8 |
5.0 88.2 0.0 6.8 |
4.8 88.0 0.0 7.2 |
3.0 47.0 0.0 50.0 |
2.9 34.0 0.0 63.1 |
| Age: | |||||
| 20 and under 21-30 31-40 41-50 51-60 61+ |
11.2 25.6 21.6 24.8 15.2 1.6 |
5.0 27.7 25.5 19.5 16.8 5.5 |
0.0 22.9 21.7 27.7 26.5 1.2 |
0.0 12.7 29.1 25.4 26.1 6.7 |
0.0 1.0. 16.0 30.1 38.8 14.1 |
| Religion: | |||||
| Christian Other None Prefer not to say No Data |
30.4 4.8 55.2 8.0 1.6 |
30.0 1.8 55.9 5.5 6.8 |
32.5 1.2 55.4 6.0 4.8 |
21.6 3.0 28.4 4.5 42.5 |
40.7 1.0 20.2 2.9 35.3 |
| Sexual Orientation: | |||||
| Heterosexual Gay or Lesbian Bisexual Other Prefer not to say No Data |
79.2 4.0 1.6 2.4 8.0 4.8 |
81.4 3.2 1.8 1.8 6.4 5.5 |
84.3 1.2 0.0 2.4 6.0 6.0 |
58.2 2.2 0.7 0.7 4.5 33.6 |
65.4 1.0 0.0 0.0 6.4 27.2 |
Maternity Leave
| Category | Full Time (633) | Part Time (241) |
| Ethnicity: | ||
| White Ethnic Minorities Other Prefer not to say No Data |
86.4 9.1 0.0 0.0 4.5 |
77.8 11.1 0.0 0.0 11.1 |
| Disability: | ||
| Yes No Prefer not to say No Data |
4.5 72.7 0.0 22.7 |
11.1 55.6 0.0 33.3 |
| Age: | ||
| 20 and under 21-30 31-40 41-50 51-60 61+ |
0.0 22.7 68.2 9.1 0.0 0.0 |
0.0 22.2 66.7 11.1 0.0 0.0 |
| Religion: | ||
| Christian Other None Prefer not to say No Data |
27.3 0.0 50.0 4.5 18.2 |
22.2
0.0 55.6 0.0 22.2
|
| Sexual Orientation: | ||
| Heterosexual Gay or Lesbian Bisexual Prefer not to say No Data |
90.9 0.0 0.0 4.5 4.5 |
88.9 0.0 0.0 0.0 11.1 |
Gender Pay Gap
Equality Act regulations require public organisations with more than 250 employees to publish a range of gender pay gap figures. The first annual 'snapshot' was published by 30 March 2018. The requirements for the public sector largely mirror those for the private sector.
The gender pay gap information will be published on our website and on the Government's gender pay gap portal where the results can be compared with those of other organisations.
For more information about Colchester City Council’s equality and diversity employment data collection, please contact our HR Service Centre:
Email:hrservicecentre@colchester.gov.uk
Telephone:(Textphone users need to dial 18001 followed by) 01206 282112
Page last reviewed: 27 January 2023