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Home: Community full menu: Care and support:
Ethnic Monitoring Analysis - June 2006
Fiona Monk - August 2007
gatewaytocare@kirklees.gov.uk
Kirklees Adult Services has been monitoring data linked to the ethnic make up of its workforce for over five years. Information is used in the service for:
- recruiting and keeping staff
- better understanding of disciplinary and grievance cases
- ensuring training is fairly shared
Applicants for jobs
During the financial year 2004/05, there has been a 52% drop in the number of candidates applying for posts within Social Affairs
and Health. This fall is in-line with the reduction in advertising by under 52%.
Black and minority ethnic (BME) candidates have fallen by just over 1%. The difference is accounted for by candidates who have not
registered their ethnicity on the application form.
This financial year, there has been a small increase of appointments of external candidates - rising from 53.82% to 54.71%.
The following measures have been introduced to increase the numbers of new BME staff:
- Detailed analysis of recruitment undertaken by the service is shared with managers to allow them to analyse response rates and
to see where candidates (especially those from under-represented groups) fall out of the recruitment process. A review can then
take place, to decide whether the process or paperwork used is fair or should be changed in the future.
- The council has adopted a Proactive Recruitment Scheme to increase the number of applicants from under-represented groups.
- Legislation for posts, such as genuine occupational qualifications, is used where appropriate.
- The service audits recruitment to make sure policies and procedures are followed.
- Regular surveys are carried out of people who ask for vacancy details, but who do not return application forms. This is done
to find out why they did not apply. This information influences future recruitment.
Download the full report (PDF 112Kb)
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