Agenda item

Report of the Assistant Director of Corporate Strategy

The report presented to the Forum, provided a detailed breakdown of the council’s workforce from April 2023-March 2024.

An Assistant Director of Corporate Strategy briefed the Forum, and the following was highlighted:

·                 The report provided an insight into makeup of the workforce, broken down into each of the protected characteristics where data was held.

·                 It was highlighted that the data in the report would help to inform the council’s workforce planning and decision-making processes in relation to levelling up the council’s offer for under-represented groups.

·                 The report would also help shape the development of workforce initiatives to further improve the representation of minority groups within the Council, and to ensure more inclusive processes and practices across the organisation.

·                 2.1% of staff were below the age of 25, which was below the London mean of 2.4%.

·                 5.2% of the workforce disclosed a disability in 2023/24, this had increased from 2% in 2018/19.  Within this data it was explained that 68% were female, compared to 32% being male.

·                 There had been a steady increase in the representation of Black, Asian and Minority Ethnic backgrounds, from 46% in 2017/18 to 54.8% in 2023/24.  This was greater than the London Councils average of 46.5%

·                 61.4% of staff were female and 38.6% were male.

·                 Underreported was religion and belief within the Council.  Over 37%  of the workforce’s religious affiliations remained unknown.  It was identified that the workforces was made up through  26% Christian; 10% no religion; 9% Hinduism; 7% Islam and other religions made up 3%.

·                 0.05% reported to gender reassignment, 1.5% had preferred not to say.

·                 Circa 3% of the workforce had identified as LGBTQIA+, with 57% disclosed as heterosexual.

The Chair invited members of the Forum to ask questions, with the following raised:

·                 Information was sought over staff that had left the Council through restructure and not retirement.  An officer explained that information on those that left through redundancy could be reported back to the Forum.

·                 The Forum asked for more detail on the recruitment process and where did the Council usually advertise their job roles.  It was explained that  various medias were used as well as specialist publications.  These included online platforms such as LinkedIn.  In addition, roles were also advertised internally.  It was highlighted that many agency staff apply for permanent roles within the Council.

·                 It was asked if an audit of the recruitment processes within the Council had taken place.  An officer explained that all roles went through the Recruitment Team and that the Recruitment Team supported, provided feedback to managers when it comes to the process.

·                 It was noted that this work would shape the workforce strategy and enable the Council to identify any gaps.  There was a need to compare the Council’s workforce to Harrow’s residential demographic to ensure that the workforce was representative.

·                 The Forum fed back that it would be useful to see the recommendations due to be presented so that they knew what intended actions would be taken.

·                 It was asked whether the unions had raised any concerns in relation to dismissals of those from Black, Asian and Minority Ethnic backgrounds.  To which, the Chair confirmed that the information had not caused concern from the Union’s point of view.

·                 It was raised that while the report covered the nine protected characteristics, it could also cover those who were carers.

RESOLVED:  That the report be noted.