We will be transparent on how we are performing against our priorities and will share information as regularly as possible.  One of our five priorities is: Developing a workforce reflective of the West Midlands.  

To capture data, whilst we wait for the Census 2021 data, we are benchmarking against the most up to date data from the Office for National Statistics (ONS) for the region.

We recognize there is underrepresentation for some diversity strands and we are taking positive action to address this.

West Midlands (b) APS Birmingham 2022 employees (Bands 1-4a) Birmingham 2022 employees (All staff)
Ethnically diverse communities 32% 7% 18%
White ethnic groups 68% 88% 81%
Ethnicity – What are we doing?
  • expanding our reach to Bangladeshi and Pakistani communities by introducing relevant community groups to our recruitment partners and running mentoring circles (3 day training) targeted for Pakistani and Bangladeshi communities.
  • extending our reach to Black communities with a regular advert in a Black community newspaper primarily promoting vacancies and procurement opportunities.
  • exploring potential to partner with other organisations around development programmes targeted at or ring-fenced for those from ethnically diverse communities.
  • analysis of leavers to identify whether there is any unequal experience for those a from ethnically diverse communities or from particular religious communities.
West Midlands (a) Birmingham 2022 employees (Bands 1-4a) Birmingham 2022 employees (All staff)
All other religions/beliefs 5% 1% 9%
Christian 60% 46% 37%
Muslim 7% 3% 2%
No religion 22% 46% 50%
Religion – What are we doing?
  • extending our reach to Muslim communities including working with Unity FM.
West Midlands (b) Birmingham 2022 employees (Bands 1-4a) Birmingham 2022 employees (All staff)
Female 50% 52% 55%
Male 50% 48% 44%
Self-describe 0% 0% 0%
Gender – What are we doing?
  • exploring potential to partner with other organisations around development programmes targeted at or ring-fenced for women.

Disability

West Midlands (a) Birmingham 2022 employees (Bands 1-4a) Birmingham 2022 employees (All staff)
8% 0% 4%
Disability – What are we doing?
  • increasing the number of disabled applicants by delivering mentoring circles (3 day training) Cohort 2 targeted for disabled people.
  • creating an Access to Work ‘fact sheet’ to help encourage applicants apply for Games roles – specifically it provides clarity on the support that is available to all employees and how it can be easily accessed.
  • exploring potential to partner with other organisations around development programmes targeted at or ring-fenced for disabled people.

Sexual Orientation

West Midlands (c) Birmingham 2022 employees (Bands 1-4a) Birmingham 2022 employees (All staff)
Heterosexual 95% 88% 88%
LGBT+ 3% 8% 9%

Age

West Midlands (d) Birmingham 2022 employees (Bands 1-4a) Birmingham 2022 employees (All staff)
29 or under 28% 0% 26%
30-39 19% 32% 35%
40-49 18% 38% 24%
50-59 20% 26% 13%
60-64 8% 2% 1%
65+ 7% 1% 1%

Overview

  • we have set up Inclusion staff networks where staff can share experiences and contribute to learning across the organization.
  • arranging quarterly forums for community leaders and groups to engage and be kept informed of the OC progress.

We will continue to:

  • work with Job Centre Plus around targeted programmes for those out of work due to the pandemic e.g. Job Entry Targeted Support (JETS) and Restart Scheme.
  • conduct a quarterly staff inclusion survey and report results to the Executive Management Team.
  • analyse leavers to identify whether there is any unequal experience for any groups.
  • Collaborate with the Community Engagement team to engage with community leaders and groups.

If you have any questions about the EDI programme, please email: [email protected]

 

Reference populations
(a) Census 2011
(b) Sept 2019-Jul 2020, Annual Population Survey, age 16-64
(c) Annual Population Survey (APS), Sexual orientation 2018
(d) ONS population projection, base 2018