Report Summary
As a public body, SPA has a specific duty to publish relevant information to demonstrate our compliance with the Public Sector Equality Duty (PSED), part of the Equality Act 2010. We publish information relating to our recruitment practices and information about employees who share protected characteristics from 1 April 2023 to 31 March 2024.
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Race
According to Scotland’s Census 2022, the largest ethnicity group for adults is White Scottish at 77.7% and 3.9% for minority ethnic adults.
The data indicates that there has been limited change in the Authority’s race profile since our last report in 2023.
Analysis of data since 2014 shows that there has been little change in the race profile of our workforce. In comparison to 2023, there has been a slight increase in the BME profile from 1.57% to 1.83%
Of those newly appointed between 2023 and 2024, 60% were from a White background. In comparison to the figures reported in 2023, this is a decrease of 27.23%. In terms of those newly appointed in 2023 there were no recruits from a Black Minority Ethnic background, so it is positive to see in 2024, 2.5% of new starts are from a Black Minority Ethnic background.
3.85% of staff who left the Authority in 2024 were from a Minority Ethnic background. In comparison to 2023, this figure has decreased from 4%.
The Ethnicity Pay Gap is the difference in average hourly earnings between staff who identify as Black and Minority Ethnic and staff who identify as White Scottish.
The BME pay gap on 31 March 2024 was 3.7%.
Considering data by pay grade may show a contributing factor towards the gap with 1.9% of BME individuals at grade 7 and below whilst at grade 8 and above the figure is 1.8%.
A key area of focus in terms of race is under representation across the workforce.
Through engagement with diversity staff associations, trades unions and consideration of relevant research and evidence, we will continue to seek to understand the barriers to recruitment and retention of those from minority ethnic backgrounds.
