This can be compared to the 470 applications from the or Asian British’ group, with ‘Asian a 20.6% (or roughly 1 in 5) likelihood of being shortlisted and only a 1.7% likelihood of being appointed. This is also seen in the or Black British’ category, with only a 16% ‘Black (or roughly 1 in 6) likelihood of being shortlisted and a 0.8% likelihood of being appointed. For BME groups as a whole, there was a 19.2% likelihood of being shortlisted (compared to 33.4% for the British’ category) and only a 1.9% likelihood of being appointed, ‘White compared to 6.9%. This means that British’ applicants are 3.6 times more likely to ‘White be appointed than applicants from BME groups. Further insight is needed to determine the causes of this and whether any remedial action is needed. 1.5c Percentage likelihood of each ethnic group being shortlisted and appointed % % Race Applications Shortlisted Appointed likelihood likelihood White British 3248 1084 33.4% 227 6.9% – Any other white 210 45 21.4% 8 3.8% background Asian or Asian 470 97 20.6% 8 1.7% British Mixed 65 14 21.5% 3 4.6% or Black 337 54 16% 3 0.8% British Chinese 26 7 26.9% 0 0% Any other ethnic 46 5 10.9% 1 2.2% group Do not wish to 116 25 21.6% 0 0% disclose Not captured 31 29 93.5% 4 12.9% BME Groups 1154 222 19.2% 23 1.9% Gender The table below illustrates the gender breakdown of the job applications received in this period. 45.1% of applicants were male, and this can be compared to the 49% of the general population who are male, and the 40.2% of men in our workforce. The percentages at each stage of the recruitment process are fairly consistent.
This can be compared to the 470 applications from the ‘Asian or Asian British’ group, with a 20.6% (or roughly 1 in 5) likelihood of being shortlisted and only a 1.7% likelihood of being appointed. This is also seen in the ‘Black or Black British’ category, with only a 16% (or roughly 1 in 6) likelihood of being shortlisted and a 0.8% likelihood of being appointed. For BME groups as a whole, there was a 19.2% likelihood of being shortlisted (compared to 33.4% for the ‘White British’ category) and only a 1.9% likelihood of being appointed, compared to 6.9%. This means that ‘White British’ applicants are 3.6 times more likely to be appointed than applicants from BME groups. Further insight is needed to determine the causes of this and whether any remedial action is needed. 1.5c Percentage likelihood of each ethnic group being shortlisted and appointed Race Applications Shortlisted % likelihood Appointed % likelihood White – British 3248 1084 33.4% 227 6.9% Any other white background 210 45 21.4% 8 3.8% Asian or Asian British 470 97 20.6% 8 1.7% Mixed 65 14 21.5% 3 4.6% or Black British 337 54 16% 3 0.8% Chinese 26 7 26.9% 0 0% Any other ethnic group 46 5 10.9% 1 2.2% Do not wish to disclose 116 25 21.6% 0 0% Not captured 31 29 93.5% 4 12.9% BME Groups 1154 222 19.2% 23 1.9% Gender The table below illustrates the gender breakdown of the job applications received in this period. 45.1% of applicants were male, and this can be compared to the 49% of the general population who are male, and the 40.2% of men in our workforce. The percentages at each stage of the recruitment process are fairly consistent.