Workforce Planning

On these pages you will find information and statistics that will help with your workforce planning needs

Employment Equality Monitoring

Each year the Council produces information in relation to the make up of it's workforce. Whilst being a legal requirement, this information is also useful for workforce planning.

When compared with information from the Local Labour Market Assessment it enables us to identify where our workforce is under represented.

The data below relates to

The number of employees in post by department
Salary analysis
Take up of training
The number of leavers
Recruitment
Information about Grievance, Disciplinary and Probation

Leicestershire Local Labour Market Assessment Summary 2008

Introduction

Leicestershire County Council has undertaken a Local Labour Market Assessment (LLMA) to provide a better understanding of employment and labour supply in Leicestershire, specifically, in relation to the six equality “strands” of: ethnicity, disability, age, gender, sexual orientation and religion and belief. Having a representative workforce and ensuring equality of opportunity are key objectives for the County Council. The Council recognises that unless it reflects the people it serves it could be missingout on valuable skills and experiences. Recruiting and retaining people with this broad range of skillsand experiences is essential in helping the Council to continue to improve the lives of people in Leicestershire.

In order to measure progress towards incorporating equality related objectives into its everyday business the Council has adopted the Equality Standard for Local Government (ESLG). Producing this LLMA, whilst being of clear benefit to the County Council, is also a requirement of the ESLG.

The ESLG requires that local authorities monitor, by equality strand, their workforce profile and where relevant the take up of their services. This information should provide authorities with a good indication of the extent to which their employees and service users reflect the profile of both their administrative area and local labour market.

The Council currently collates and publishes a wide range of information about the communities of Leicestershire, including;

Periodic labour market updates based on a survey of local employers;
Analyses of census data;
Mid year population estimates and socio – economic profiles of the seven districts of Leicestershire;
Information relating to community cohesion and equalities;
Educational attainment, and
Levels of crime and disorder

This assessment uses information drawn from these sources as well as data published by government departments and primary research carried out by voluntary sector organisations and other local service providers. The result should be a useful document that provides the County Council and other interested parties with an overview of the information that exists to help better understand and serve the people of Leicestershire.

The LLMA is divided by equality strand to enable a better understanding and analyses along these linesand to maintain consistency with the Equality Standard for Local Government. However, where relevant and possible, themes have been kept consistent and “cross cutting” analysis made. So for example, ethnicity is not seen in isolation from age, gender or geographical location. To assist with highlighting pertinent cross cutting issues, an executive summary is contained toward the beginning of the document.

It is also worth noting that information about the city of Leicester is included within this LLMA and where possible relevant information about the East Midlands region.

For the purposes of the County Council’s People Strategy, this is particularly relevant, given that both the City of Leicester and parts of neighbouring counties are within commutable distance.

It is envisaged that this LLMA will be used to:

Set relevant workforce targets against the local labour market; 6 Leicestershire Local Labour Market Assessment 2008
Identify barriers to employment for groups of people based on their age, ethnicity, disability,gender, sexual orientation, religion or belief or geographical location. We recognise that there may be cross cutting issues that impact on people’s ability to access employment and the assessment will seek to identify those;
Inform relevant organisational objectives and initiatives that aim to reduce disadvantage andincrease representation; and
Provide a useful source of information to both service providers and employers within theCounty Council and other organisations;

This assessment does not seek to establish or determine the County Council or partners’ objectives in relation to equality promotion, rather it should inform them.

The Council’s Equality and Diversity objectives are broadly communicated through its Medium Term Corporate Strategy, Equality and Diversity Strategy, People Strategy and more detailed service specific plans.

The Leicestershire Sustainable Communities Strategy also provides a framework through which to deliver and measure improvements in the lives of people in Leicestershire through the work that the Leicestershire Together, a partnership of public service providers in Leicestershire, delivers.

N.B. This assessment refers to Leicester Shire to mean both the City of Leicester and the County of Leicestershire

Download the Leicestershire Local Labour Market Assessment - Full document (PDF file format)

Download the Leicestershire Local Labour Market Assessment - Key Points (PDF file format)

Executive Summary

Leicestershire has a population of approximately 635,100 (ONS 2006 mid-year populationestimates), whilst Leicester City has a population of approximately 289,700. This constitutes a combined population of 924,800 for Leicester Shire;
Leicestershire County Council is the largest employer in Leicester Shire with approximately 24,000 employees (source; Leicestershire data 4 business);
The BME ( excludes all white groups) working age population of Leicestershire based on 2005experimental data is approximately 6%;
The BME working age population of the Local Labour Market if taken to include the city ofLeicester is approximately 18%;
The BME population in Leicester Shire increased by 2.3% between the 1991 and 2001 census,compared with a 1% increase for white groups;
Unemployment is significantly higher amongst non-white groups both in the city ( 10.9%) and thecounty ( 6.7%) than white groups, (6.1% city), (3.7% county);
People of working age from Indian (83.6%), Mixed (83.9%) and Black (74.5%) ethnic groupingsliving in the County are significantly more likely to be employed than in the city (62.2%, 59.1% and 59.3% respectively);
Non – white females in Leicestershire are significantly more likely to be employed than the City,East Midlands or England.
The highest number of National Insurance registrations in Leicester Shire between 2002/3 and 2005/6 was from Polish nationals, at 3740, followed by Indian nationals at 1850;
The profile of city residents is more youthful than that of the county; 38% of all residents beingunder 25, compared with 31% in the city (mid year population estimates 2006). 36% of the County’s population is over 50, compared with 27% of the city’s population;
Women earn on average £50 a week less than men in the city and £125.50 less than men in the County;
Non-white females are the group most likely to be economically inactive.
8.4% of the population of Leicestershire are claiming some form of benefit;
Women are under-represented within corporate management roles (31%) and healthprofessions (23%) compared to men (69% and 77% respectively). Men are under-represented in teaching (23%) and caring occupations (5%) compared to women (77% and 95% respectively);
The non-white ethnic group is significantly under-represented as managers and senior officials(7% of total workforce) compared to white ethnic group (18.1%). The non white ethnic group is over-represented in process, plant and machinery jobs (17.5% of total workforce) compared to the white ethnic group (8%);
There are a greater proportion of the working age population with no formal qualifications in Leicester City (23.9%) compared to Leicestershire (9.6%);
Women, on average, attain higher level qualifications than men with 20.6% of women in the cityholding an NVQ level 4 or above qualification compared to 19.2 % of males;
Both men and women in the County, on average, attain higher levels than in the city, with 28.9%of women and 27% of men holding an NVQ level 4 or higher qualification;
Broadly speaking girls seem to outperform boys in secondary education in English and Science (see Chart 5.6);
Approximately 16.5% of Leicester Shire’s Population has a long term limiting illness. The highest rate is in the City of Leicester at 18.8 and the lowest in Harborough District at 13.7%;
43.1% of Leicestershire’s population travel less than 5km to work, 6.7% travel over 30 km;
Approximately 57,500 or 6.25% of Leicester Shire’s population is likely to be Lesbian, Gay, Bisexual or Transgender;
64.7% of the population of Leicester Shire is Christian. 15% claim to have no religion and 4% cite Hinduism as their faith.

Workforce Planning

Employment Equality Monitoring

2004/05

2005/06

2006/07

2007/08

2008/09

Leicestershire Local Labour Market Assessment Summary 2008

further information