School Workforce Equalities Monitoring 2020 – 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.
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Introduction
Please see below for School Workforce Equalities data for 2020. 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.
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Key workforce equalities data headlines for school staff – 2019-2020 comparison
Headline comparison details on key equalities strands between 2019 and 2020 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
| 2020 – all staff | Unknown data in 2020 | Previous year’s data 2019 | Unknown data in 2019 | |
| Gender |
Female: 80.29% Male: 19.71%
|
n/a |
Female: 80.09% Male: 19.91%
|
n/a |
| Age |
Largest group: 45-49 |
n/a |
Largest group: 45-49
|
n/a |
| Ethnicity |
BME* 5.55 %
|
6.48% |
BME* 5.24%
|
7.58% |
| Disability |
2.62 % disabled
|
27.62% |
2.07%disabled
|
35.21% |
| Sexual Orientation | 2.12 % LGB | 52.85% | 1.91% LGB | 56.05% |
| Religion |
Christian: 45.72% No religion: 47.89% Other religion: 6.39%
|
51.19% |
Christian: 45.58 % No religion: 48.17% Other religion: 6.25%
|
53.51% |
* “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.
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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
| Group | Economically active population |
| BME | 9.1% |
| White Other | 8.8% |
| White Irish | 1.6% |
| Disabled | 7.5% |
| LGB | this data was not collected as part of the Census |
|
Sex – Male Sex – Female |
53.6% 46.4% |
Table 3 below shows the council workforce data and targets and shows the separate school workforce data for 2019 and 2020.
Table 3: Progress compared to Council Equalities Targets
| Group | 2019 % council staff | % council workforce target * | 2019 % all school staff |
2020 % – all school staff |
2019 % teachers only | 2020 % teachers only |
| BME |
7.56
|
9.1 % | 5.24 | 5.55 | 4.01 | 4.42 |
| White Other | 7.22 | 8.8% | 5.39 | 5.55 | 3.6 | 3.48 |
| White Irish | 2.04 | 1.6% | 1.31 | 1.16 | 2.01 | 1.71 |
| Disabled | 7.51 | 8% (higher than census local target) | 2.07 | 2.62 | 1.67 | 2.58 |
| LGB | 12.82 | 13.0% ** | 1.91 | 2.12 | 2.68 | 2.71 |
| Sex – Female |
59.76
|
46.4.6% | 80.09 | 80.29 | 74.64 | 74.67 |
| Sex – Male |
40.24
|
53.6% | 19.91 | 19.71 | 25.36 | 25.33 |
* 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.