Agenda item

Members are invited to receive a presentation to consider the Committee’s work programme item regarding the Council’s Workforce.

The Committee received a presentation on the Council’s workforce, which provided an overview of current workforce demographics at Stevenage Borough Council, key challenges, and future priorities.

Key information included:

• Local government workforce nationally had reduced by approximately 16% over the past decade.
• Stevenage Borough Council employed 702 staff (663 full time equivalent posts). It was noted that the Council also employed 29 agency staff.
• 51% of staff lived within SG1 or SG2 postcodes. Members noted that two thirds of staff used to live within Stevenage.
• Gender split of the workforce was 53% female and 47% male.
• The gender pay gap had improved to -0.98%.
• The Council confirmed its continued commitment to paying the Living Wage.
• Workforce diversity was increasing, with 18% of Stevenage Borough Council staff identifying as from an ethnic minority background.
• Disability data was reported as below the national average, with actions underway to improve reporting levels.
• Widespread recruitment challenges were noted across the sector.

It was noted that the Council had appointed a Talent Manager to support recruitment and to refresh the employer brand.

The Committee noted that the apprenticeship programme had been successful and supported long term workforce development.

The 2025 staff survey showed high levels of satisfaction, with approximately 80% of respondents indicating an intention to remain with the Council. It was noted that there was a small increase in reported harassment or bullying cases, and Officers advised that this was being addressed through training, awareness, and reporting mechanisms.

The presentation also outlined preparations for Local Government Reorganisation (LGR), noting that workforce planning and staff engagement were key priorities locally and across Hertfordshire. Officers confirmed that work was underway to support staff through this change.

The Chair thanked Officers for their presentation and opened the discussion.

Members questioned the Council’s ability to attract younger staff in an ageing workforce and the presence of unemployed young adults locally. In response to questions, Officers outlined ongoing work to engage with schools and students through work experience and apprenticeship opportunities, and noted that recruitment competition for specialist roles was primarily from other local authorities rather than the private sector.

Members were advised that graduate and trainee routes were being used to address skills shortages, although retention remained a challenge.

Members sought clarification on workforce data, including the proportion of staff living in SG1 and SG2 at senior levels, disability reporting and sickness absence. Officers confirmed that further information on senior-level residency would be provided, explained that disability was under reported within the system, and that reasonable adjustments were supported through manager engagement and external occupational health advice. It was noted that sickness absence had improved to below target, with long term sickness defined as 21 days or more.

Discussions took place regarding a breakdown of the harassment data and why it did not currently distinguish between incidents involving staff on staff or members of the public on staff.

Members discussed recruitment practices, including anonymised recruitment and potential bias. Officers confirmed that educational institution names were not currently anonymised, noting this could be reviewed.

Members also commented on the 43% staff survey response rate, and Officers explained that steps had been taken to maximise participation, including simplifying the survey and providing in person completion opportunities.

Officers confirmed that school staff were not included in the total figures.

In relation to LGR, Members raised questions about staff retention, pay harmonisation and organisational capacity. Officers advised that workforce planning was underway at a Hertfordshire-wide level, and that many staff were expected to transfer under Transfer of Undertakings (Protection of Employment) (TUPE) arrangements.

Emergency planning arrangements were also discussed, with Officers confirming that hybrid working had improved resilience and that local staff would be relied upon in the event of a major incident.