Indicator 2
Relative likelihood of directly employed staff from a minority ethnic background being appointed from shortlisting in the last 12 months, compared to White staff
| Descriptor | Total | Adult social care | Children's social care |
|---|---|---|---|
| Percentage of people of White ethnicity being appointed from shortlist | 10% | 14% | 8% |
| Percentage of people of Black, Asian or minority ethnicity being appointed from shortlist | 10% | 10% | 11% |
|
Relative likelihood of people of Black, Asian or minority ethnicity being appointed from shortlist in the last 12 months compared to people of White ethnicity |
1.1 | 0.7 | 1.5 |
What does data tell us?
- the relative likelihood of applicants from a Black, Asian and Minority Ethnic background being appointed from shortlisting, in the 12 months ending 24 October 2025, across all posts, compared with a White ethnicity is 1.1, improving from previous years (0.46 in 2024, 0.6 in 2023). Therefore, staff with a Black, Asian and minority ethnic background were relatively very slightly more likely to be appointed from shortlisting. There is a difference between Adults and Children’s at 0.7 less likely (0.29 in 2024, 0.5 in 2023) and 1.5 more likely (0.69 in 2024, 0.7 in 2023).
What we have achieved?
- Inclusive Recruitment & Selection Policy
- Recruiting for Workforce Diversity training, Inclusive Recruitment & Selection toolkit, and inclusive interview panellist pool (G8 and above)
What we are working towards?
- ongoing monitoring and reporting on diversity in recruitment and of recruitment panels to our Workforce boards
- to explore further reasons for less likely being appointed in adults (internally provided services relating to sponsorship requirements and visa restrictions preventing subsequent appointment from shortlisting) and improvements which have taken place in children’s for learning
Adult Social Care Direct
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