Equality Assessment of the Local Labour Market
Overview of the Borough of Rugby
* Ethnicity 4
* Religion 4
* Age 5
* Gender 5
* Disability 5
* Sexual Orientation 5
* Job Seekers Allowance Claimants by Ethnicity 5
* Work Deprivation 6
Employees of Rugby Borough Council
* Age Profile 7
* Workforce Profile 8
Implications for Rugby
* Employment Benefits 8
* BME Employment Pool 9
* Disabled Pool 9
* Gender Pool 9
* Age Pool 9
* Religious/Sexual Orientation Pool 9
* Skills Pool 9
* Employment from Neighbouring Areas 9
* Rugby Residents working in other Areas 9
Recommendations for Rugby Borough Council 10
The Equality Standard is a framework that sets up a way of working within local authorities which
helps mainstream equalities into service delivery and employment. There are five levels to the
standard which assist in introducing a systematic and comprehensive approach to dealing with
equalities, covering leadership and corporate commitment, community engagement and
accountability, service delivery and customer care and employment and training.
? Level 1 – making a commitment to a comprehensive Equality Plan
? Level 2 – assessing whether functions are delivered equitably and consulting with service
users about their needs and experiences
? Level 3 – setting equality objectives and targets
? Level 4 – developing and using systems to monitor whether services are being delivered
? Level 5 – achieving and reviewing outcomes
The framework not only covers Race, Disability and Gender, but also covers the other equality
strands of age, sexual orientation and religious belief.
Rugby Borough Council are currently at Level 2 of the Equality Standard. The Council is currently
undertaking work to establish what work is needed to reach Level 3.
A requirement of the Equality Standard is that a Local Labour Market Assessment should be
undertaken by Local Authorities. This assessment will focus on the make up of the working age
population or the Borough, the breakdown of who is employed by the Council and what these two
sets of data means to the Borough Council.
The Borough of Rugby
Overview of Rugby
Below is a breakdown of the Borough of Rugby:
The table below outlines the ethnic groups in the borough of Rugby as reported in the 2001 Census.
8.84% of the population was recorded as belonging to a black and ethnic minority community:
ETHNIC GROUPTOTAL NUMBER%
White & Black Caribbean5270.60%White & Black African550.06%
White & Asian2670.31%
Black or Black British Carribean6740.77%Black or Black British African870.10%Black or Black British Other840.10%Chinese2420.28%
Other Ethnic Group1480.17%
Data obtained from the 2001 Census provides a breakdown of religious belief as set out in the table
Religion Not Stated394,0017.48%
The Census 2001 revealed the age breakdown for residents in the borough of Rugby as follows:
AGE RANGE (years)TOTAL%
The 2001 Census data shows the population of Rugby Borough is 49.57% male and 50.43% female
The 2001 Census data tells us that 16.11% of the population have a Limiting Long Term Illness.
No data is currently available from the 2001 Census. There has been no other research carried out in
this area since 2001.
Job Seekers Allowance Claimants by Ethnicity
From data collected by the Office for National Statistics (period July 2007 to June 2008):
White 850 65,030 492,840 Mixed 25 2,200 12,290 Black or Black British 30 7,390 51,440 Asian or Asian British 30 11,465 46,440 Chinese or Other 10 2,445 18,010 Unknown 10 1,675 10,215 Prefer Not To Say 90 8,630 57,185
Work Deprivation and Worklessness
From data collected by the Office for National Statistics (period April 2006 to March 2007):
Economic Active Rate 81.2% 77.3% 78.6% Employment Rate 77.1% 73.0% 74.3% All People of Working 9.9% 15.4% 11.5% Age Claiming a Key
Economic Inactivity 18.8% 22.7% 21.4% Rate
Claimants for less than 84% 80% 84% 12 months
Claimants for over 12 16% 20% 16% months
Employees of Rugby Borough Council
stThe figures below for the Council, as of 31 March 2009:
Age Male Female No. of
FT PT FT PT
Under 25 9 1 13 2 25
25-29 24 2 21 2 49
30-34 24 0 15 7 46
35-39 21 3 19 12 55
40-44 35 2 39 24 100
45-49 36 1 28 14 79
50-54 34 0 27 9 70
55-59 36 1 27 8 72
60 – 64 10 1 12 3 26
65-69 4 2 0 0 6
70+ 0 0 0 0 0
TOTAL 233 13 201 81 528
(44.13%) (2.46%) (38.07%) (15.34%) (100%)
Profile of Top 5% of Eamers Other Employees RBC’s
Male Female Male Female Total
Full Part Full Part Full Part Full Part
Time Time Time Time Time Time Time Time
(%) (%) (%) (%) (%) (%) (%) (%)
15 0 10 0 212 17 196 78 528 Employees by (2.84%) (40.15%) (37.12%) (14.78%) (0%) (1.89%) (0%) (3.22%) (100%) Gender
Number of Employees 2 0 5 0 37 0 51 17 112
(21.21%) (0.38%) with a (0%) (0.95%) (0%) (7%) (0%) (9.66%) (3.22%) Disability
Number of Employees 0 0 2 0 10 0 10 8 30
(1.89%) (0%) (1.89%) (1.52%) from a Black (0%) (0%) (0.38%) (0%) (5.68%) Minority
Implications for Rugby Borough Council
While the data presented above gives a certain amount of information on the Borough and the
Council, there are still some gaps in the data in order to build a better picture of the situation. Some
of these gaps will be explored below.
A flaw of the data on the borough is that the 2001 census is at the time of this assessment is eight
years old and this does not show a true picture of the Borough in 2008. The increase in housing
development and migration from Eastern Europe has all altered the makeup of the population of the
Employment and Benefits
Comparisons show that the Borough has a better Economic Active Rate and Employment Rate than
those in the West Midlands and England.
It also has a lower percentage of people who are economically inactive compared to the West
Midlands and England.
The Borough has a lower rate of people at a working age claiming a key benefit in comparison to the
rest of the West Midlands and England.
Rugby has a higher rate of claimants for less than 12 months compared to regionally but matches the
countrywide average. However we have a lower rate of claimants over 12 months to the West
Midlands which again match the countrywide average.
Overall, from the data above, there should be a sufficient pool of potential employees from the
Borough for the Council to employ, even though there are other factors to take into consideration
which is looked at below.
BME employment pool
The data captured shows that the BME population is at 8.84%, while the Council’s workforce is made up of 5.68% from the BME community.
From the data above there are only 10% of job seeker allowance claimants that are from the BME
community. Therefore it will be more of a challenge for the Council to increase its employees from the
BME community in the Borough.
The Council currently has 21.21% of its employees who have a disability while 16.11% of the
population have a Limiting Long Term Illness. The Disability Discrimination Act (DDA) defines a
disabled person as someone who has a physical or mental impairment that has a substantial and
long-term adverse effect on his or her ability to carry out normal day-to-day activities. Whilst the
employee’s disability might not necessarily be a physical impairment it may be a condition which
could impact on their ability to carry out the job role.
The population of Rugby is 49.90% male and 50.10% female. This is compared to the 46.21% of
males and 53.79% of female employed at the Council. Therefore the Council employs a higher
percentage of females compared to the population of the Borough. There is no evidence to suggest
there is a shortage of males or females for employment.
As mentioned in other categories, the Borough has a high amount of economically active people.
From the census 2001, the Borough has a fairly even spread over the age bands, however this is not
reflected in the Council’s employment. The Council has a higher proportion of older workers in comparison to its Borough:
Age Range The Borough The Council
15-24 11.01% 4.66% 25-34 13.58% 17.99% 35-44 15.13% 29.36% 45-54 13.55% 28.22% 55-64 11.87% 18.56% 65+ 16.07% 1.14%
Also, the Council only employees 4 people who are over the retirement age (technically out of the
Economic Active Group).
It is acknowledged that it will be difficult to employ people in the lower age brackets due to skills and
experience required for Council positions. But it is something the Council will need to address as it
does have an ageing workforce and the skills and experience might not be there to replace
employees that leave or retire. It also needs to address this in order to have a representational
workforce in comparison to the Borough.
Religious/Sexual Orientation Pool
Currently, no data in either of the above areas has been collected by the Council or any research bodies. Application forms are currently being updated and this information will be included on the personal details form. We will also need to decide how we collate this data from existing employees.
Currently, no data in either of the above areas has been collected by the Council or any research bodies.
Employment from neighbouring areas
With the Borough being in such close proximity to a large number of other Borough/Districts, it is possible that the Council could source its employees from neighbouring areas.
Rugby Borough residents working in other areas
Taking into account the above paragraph, it seems reasonable to suggest that there is also the possibility that the economic active population of Rugby working outside of the borough.
Recommendations for Rugby Borough Council
Below are some recommendations based on the information given in this assessment?
? Encourage applications from areas of the community which are currently under represented.
Whilst the Council will always strive to select the best person for the job, it may be missing out on high calibre applicants if we are not receiving applications from all areas of the community. Therefore the Council needs to ensure vacancies are advised as widely as possible.
? Address the issue of recruiting people from the lower age brackets
Whilst the Council acknowledges that it will be difficult to employ people in the lower age brackets due to skills and experience required for Council positions we need to recognise that it is something the Council will need to address as it does have an ageing workforce and the skills and experience might not be there to replace employees that leave or retire.