Issue - meetings
Workforce Report and Staffing Data - Quarter 4 - January-March 2021
Meeting: 22/06/2021 - Cabinet (Item 61)
61 Workforce Report and Staffing Data - Quarter 4 - January-March 2021 
PDF 407 KB
Cabinet Member: Corporate Services
Forward Plan Ref: 2020/177
Contact: Sarah Currell, HR Manager – Business Systems Tel: 07867 467793
Report by Director of Human Resources (CA17).
Quarterly staffing report providing details of key people numbers and analysis of main changes since the previous report.
The Cabinet is RECOMMENDED to note the report.
Additional documents:
- CA_JUN2221R27 Workforce Report Appendix 1, item 61
PDF 255 KB
- CA_JUN2221R26 Workforce Report Appendix 2, item 61
PDF 216 KB
- CA_JUN2221R28 Workforce Report note, item 61
PDF 63 KB
Decision:
Recommendations agreed
Minutes:
Cabinet considered a report that provided an update on key HR activities during Quarter 4, details of key people numbers and analysis of main changes since the previous report.
Councillor Glynis Phillips, Cabinet Member for Corporate Services, thanked Karen Edwards and her team for the report. Staff were in lockdown for the period of this report and largely working from home. The team updated Covid-19 advice continuously over the period.
The Council produced its first ethnicity pay gap report for 2019/2020. The data identified a small ethnicity pay gap in terms of the mean hourly rate of 1.1% and there was a lower proportion of BAME staff in the lower middle quartile and the upper pay quartile. The Council was seeking to narrow and eliminate these gaps.
Councillor Phillips added that an Apprenticeship Manager post was being created to support the development of an apprenticeship strategy, improve optimisation of the apprenticeship levy, the development and embedding of career pathways, to support work with our communities around skills gaps and social mobility and to help establish better links with young people across Oxfordshire who are experiencing barriers to employment.
Councillor Phillips was concerned that Stress, Anxiety and Depression remained the top reason for sickness absence. The report described a number of ways in which the Council supported staff but more will be done to raise the profile of the Employee Assistance Programme. They remained conscious that working from home has had different impacts on individuals and this needed to be kept in mind in the move to more hybrid working.
RESOLVED: to note the report.