School Workforce Equalities Monitoring 2022 – Cross Authority Analysis

Patcham High School has a statutory duty to share workforce equalities data and are working towards ensuring that the diversity of the student population is better represented in the staff population.

1. Introduction

Please see below for School Workforce Equalities data for 2022. HR has been providing this data to all schools annually since 2015, to allow heads to undertake local equalities monitoring and action. This includes the BHCC secondary schools who have been required to monitor and publish Equality Duty data since 2010. 


2. Key workforce equalities data headlines for school staff – 2021-2022 comparison

Headline comparison details on key equalities strands between 2021 and 2022 are given in Table 1 below. You will see that across the whole schools’ workforce the diversity breakdown has not changed significantly from last year, the BME* and LGB data is slightly down, while disability percentages are up marginally. The level of overall unknown data is also higher this year than last year (see Para 4 below).


Table 1: Whole school equalities/diversity breakdown – all staff

Whole School equalities diversity breakdown

* “BME” – is defined, here as “individuals from a Black, Asian or other non-white ethnic group”. See also Table 3 below for a more detailed breakdown.


3. Comparison of School staff equalities/diversity information with B&H Populations

The information provided in Table 2 below shows comparison data with city statistics on the B&H economically active population (i.e. those aged 16 or over who are either in or potentially looking for work) in the Brighton and Hove area.


Table 2: Population in B&H (from 2011 Census) – equalities breakdown

Table 3 below shows the council workforce data and targets and shows the separate school workforce data for 2021 and 2022.


Table 3: Progress compared to Council Equalities Targets

Progress compared to Council Equalities Targets

* set in line with 2011 Census data

** this target was set as it is estimated that approximately 1 in 6 (16.7%) of Brighton & Hove residents identified as LGB or T.


4. Improving Equalities Workforce Monitoring Data

There are still a high proportion of employees for whom we do not hold data within the PIER HR system, particularly in relation to disability, sexual orientation and religion, although unknown data is slightly lower this year due to the efforts of some secondary schools. As a reminder, In order to keep workforce equalities data up to date schools must submit staff equalities data when submitting new starter employee information for set up on PIER (following any new recruitment exercise). See the existing guidance on the Wave in relation to Workforce Equalities Monitoring in Schools. HR has also offered to work in partnership with individual schools to help further improve their data for existing staff.  If you would like to discuss further please contact