Our workforce
The WMCA should lead the way in the region as an organisation committed to diversity. To help us do this, we regularly collect information on our workforce and recruitment. Here are some of the most important details (from September 2021).
Sex
Women make up 52% of our workforce. The proportion of women in senior jobs is slightly lower: 43.3% of staff who earn between £43,000 and £52,000 a year are women; 41.9% of staff who earn over £52,000 are women.
Race
People from minority ethnic backgrounds make up 30.5% of our workforce. This is higher than the national average but lower than the average for the West Midlands Metropolitan area. The proportion of minority ethnic staff in senior jobs is lower: 28% of staff who earn between £43,000 and £52,000 a year and 25.5% of staff who earn over £52,000 are from minority ethnic backgrounds.
Disability
People who report that they have a disability make up 12.6% of our workforce. This is roughly the same at all salary levels.
Age
The table below shows the age range of our workforce:
|
Age Percentage |
|
|
16–25 |
7.2% |
|
26–30 |
13.4% |
|
31–35 |
13.1% |
|
36–40 |
17% |
|
41-50 |
28.2% |
|
51–65 |
19.3% |
|
66 and over |
0.8% |
|
No age given 0.9% |
|
Pay gap
From April 2018, organisations legally have to report their ‘mean’ and ‘median’ gender pay gap. The mean gender pay gap is the difference between the average salary for female staff and the average salary for male staff. The median salary is the amount earned by the person in the middle if you put all staff in a line from the highest-paid to the lowest-paid. The median pay gap is the difference between the median salary for female staff and the median salary for male staff. We also report the race pay gap: this is the earnings gap between white British and minority ethnic employees.
Our mean gender pay gap in March 2021 was 8.72%. Our median gender pay gap was 11.2%.
Our mean race pay gap was 6%. Our median race pay gap was 5.7%.