Leavers and turnover
There were 148 leavers in 2021/22 compared
to 62 leavers in 2020/21 which is a significant increase. The vast majority of leavers were due to voluntary resignation (73%).
Gender
51.4% of people who left employment in 2021/22 were women compared to 48.4% in 2020/21year’s figures were lower for level 4 (40.1% of employees paid between £43,000 and £52,000 p.a. were women) and similar at level 5 (401% of employees paid over £52,000 p.a. were women).
Ethnicity
41.8% of people who left employment were from minority ethnic backgrounds compared to 30.6% in 2020/21
Disability
8.8% of people who left employment declared that they have a disability compared to 12.9% the previous year
Age
Age |
% by age group 2021/22 |
|
16-25 |
8.1 |
|
26-30 |
18.9 |
|
31-40 |
23.6 |
|
41-50 |
27 |
|
51-65 |
20.3 |
|
66+ |
2 |
|
No age given |
0 |
Table 5: Leavers by age
Grievances and Disciplinaries
There was 1 formal grievance in 2021/22 and 3 disciplinaries.
All disciplinaries were White British (1 female, 2 males) and neither had a disability.
The grievance was raised by a White British, non- disabled female.
Due to the low number of grievances and disciplinaries it is difficult to draw any conclusions from an equality perspective
Median and Mean Gender and Race Pay Gap
From April 2018 organisations are legally required to report their median and mean gender pay gap. The ‘mean’ gender pay gap shows the difference in mean pay between female and male employees (that is the average of the total of all employees’ pay) while the ‘median’ pay gap shows the difference in median pay (that is putting all male/female employees in a line and identifying the pay of the person in the middle).
The WMCA’s median gender pay gap (March 2022) is 10.8 and the mean gender pay gap is 11%. This compares to 11.2 (for median) and 8.72 (for mean) in 2021.
The WMCA’s median race pay gap is 11.1 and the mean race pay gap is 7.5 which is higher than in 2021 (5.7 for median and 6 for mean)
Quartile Pay Bands (gender)
The Gender Pay Gap Information Regulations 2016 also requires employers to report on the number of men and women in each of four pay bands, were pay band A represents the lowest salaries, and pay band D represents the highest salaries.
In March 2022, men made up 47.6% of the WMCA workforce while women made up 52.4% of the workforce. The WMCA’s Quartile Pay Bands are shown below:
% |
Band A (lowest quartile) |
Band B (lower middle quartile) |
Band C (upper middle quartile) |
Band D (upper quartile) |
Total
|
|
Male |
41.8 |
36.5 |
53.3 |
58.9 |
47.6 |
| Female |
58.2 |
63.5 |
46.7 |
41.1 |
52.4 |
The table shows that men are over-represented in Bands C and D (in relation to the overall percentage of full-time male employees) while women are over-represented in Bands A and B. The pattern was similar in 2021.
Quartile Pay Bands (race)
In March 2021, White British employees made up 69.5% of the WMCA workforce while minority ethnic employees made up 30.5% of the workforce. The WMCA’s Quartile Pay Bands are shown below:
% |
Band A (lowest quartile) |
Band B (lower middle quartile) |
Band C (upper middle quartile) |
Band D (upper quartile) |
Total
|
|
White British |
63.7 |
64.7 |
73.8 |
75.3 |
69.5 |
| Minority ethnic staff |
36.3 |
35.3 |
26.2 |
24.7 |
30.5 |
The table shows that minority ethnic staff are under-represented in the higher pay bands