Equality Scheme Targets 2022-2026​ - Staff Monitoring Report 2023/24

The Equality Scheme set out 11 staff KPIs to increase the representation of staff with disclosed Disability(ies) and racially minoritised staff in senior roles and the recruitment journey. 4 of the 11 (36.4%) staff KPIs are above target. The remaining 7 are below target, with the largest gaps relating to staff disclosing Disability(ies) at senior level and Black candidates appointed. Further data can be found in the following pages.

Equality Scheme Staff KPIs
Equality Scheme Staff KPIsBaselineTargetPrevious year (2022/23)Current year (2023/24)Year on year % point change% point gap from target
Maintain an overall female staff representation in senior roles47.7%Minimum of 45%49.4%53.6%4.2%8.6% 
An increased proportion of staff with disclosed Disability(ies) in senior roles4.2%7.2%5.8%4.4%-1.4%-2.8%
An increased proportion of Asian staff in senior roles5.6%6.0%5.8%6.1%0.3%0.1%
An increased proportion of Black staff in senior roles1.7%2.7%1.9%1.0%-0.9%-1.7%
An increased proportion of Mixed Ethnicity staff in senior roles2.1%2.5%2.3%2.7%0.4%0.2%
An increased proportion of Other Minority Ethnic staff in senior roles1.7%2.1%2.3%2.4%0.1%0.3%
Proportion of candidates shortlisted with disclosed Disability(ies) 7.6%10.8%8.5%9.2%0.7%-1.6%
Proportion of candidates shortlisted of Asian ethnicity8.8%9.2%10.8%9.0%-1.8%-0.2%
Proportion of candidates shortlisted of Black ethnicity5.6%6.4%6.2%2.6%-3.6%-3.8%
Proportion of candidates appointed of Asian ethnicity4.9%5.1%5.5%4.6%-0.9%-0.5%
Proportion of candidates appointed of Black ethnicity2.8%3.2%4.0%0.6%-3.4%-2.6%

Baseline data taken as of the 31st March 2022 | Targets set to achieve by April 2026 | Previous Year = as of 31st July 2023 | Current Year = as of 31st July 2024