School Workforce Equalities Monitoring 2021 – 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 2021. 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.

 

  1. Key workforce equalities data headlines for school staff – 2020-2021 comparison

Headline comparison details on key equalities strands between 2020 and 2021 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, although the BME* percentage is up marginally.  The level of unknown data is still high, but slightly lower than last year (see Para 4 below).

 

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

* “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.

 

  1. 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 2020 and 2021.

 

Table 3: 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.