Workforce representation - 1

Meeting: 
MQT on 2014-12-17
Session date: 
December 17, 2014
Reference: 
2014/5274
Question By: 
Jennette Arnold
Organisation: 
Labour Group
Asked Of: 
The Mayor
Category: 

Question

Given the recent disgraceful way that Carol Howard was treated in her role within the Metropolitan Police Service, how would you assess your progress to date in making all the GLA Functional Bodies more representative of London's population? Please break down the answer by GLA Functional Body.

Answer

Answer for Workforce representation - 1

Answer for Workforce representation - 1

Answered By: 
The Mayor

TfL response

Each year TfL have documented their progress to diversify their workforce via their Annual Workforce and Monitoring Report.

This Report provides, among other things, comprehensive equality data covering recruitment and development, the outcomes of harassment and grievance cases plus promotion statistics by gender, ethnicity and disability. The equality data covers all our permanent employees in both operational and non-operational roles.

Please find attached the TfL Annual Workforce & Monitoring Report for the last two years:

http://tfl.gov.uk/cdn/static/cms/documents/annual-workforce-monitoring-report-2012-13.pdf

http://tfl.gov.uk/cdn/static/cms/documents/annual-workforce-monitoring-report-2013-14.pdf

GLA response

The GLA has always aimed to have a workforce representative of London's population and provides the Assembly with a report on the staff profile every six months.  The GLA Oversight Committee has been provided with detailed information on progress and the work that is underway to address areas of under representation. 

MOPAC response

MOPAC continues to work towards having a workforce that is representative of London's population and provides the Assembly with a report on the staff profile every six months.

LFEPA response

The London Fire Brigade (LFB) is making steady progress in increasing female and BME representation amongst its operational workforce. Data from 2004, 2009, and 2014 is as follows:

Percentage of the operational workforce at these dates

31/03/04

31/03/09

31/03/14

Women

2.51%

3.82%

6.24%

BME

7.66%

10.92%

12.18%

The LFB Recruitment Strategy includes a programme of actions to achieve a more diverse workforce. Progress in increasing women and BME representation has been delayed by a freeze on recruitment since 2011-12 but a firefighter recruitment campaign is now scheduled for 2015.

The non-uniformed workforce is much more representative (44.24% women and 26.42% BME as at 31/03/14).