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Fair Employment Monitoring Report

2012

What you need to know

What is it?

High Level Trends Over Time

Companies Data

 

 

 

 


Chief Commissioner Dr Michael Wardlow talks with Economist John Simpson about improvements to the composition of the monitored workforce and the challenges ahead.

This year’s report shows the Protestant share of the monitored workforce was [53.4%] and the Roman Catholic share was [46.6%].

Comparing to data from the Census and the Labour Force Survey estimates, our analysis shows the Northern Ireland monitored workforce now more closely mirrors the estimates of the community background of those available for work than when fair employment monitoring was first introduced.

For the first time the report is broken down into sections for ease of navigation, with a short overview in the summary paper.

1. Key Findings

Key Findings (Executive summary - pdf)
 

2. Monitored Northern Ireland Workforce

Employees

In 2012, while Protestants continued to comprise the majority of the monitored workforce the Roman Catholic share [46.6%] continued to increase (by [0.3 pp]), albeit at slower rate than previously observed.


 

Applicants, appointees, promotees and leavers

  • Roman Catholics continued to comprise more than half of applicants [51.6%] and appointees [50.9%], although their share of appointees decreased for the first time since 2008.

  • As with every year across the period from 2001, Protestants [52.1%] comprised a greater share of leavers from the monitored workforce.
     

Find out more

Download the analysis of the Northern Ireland workforce as a whole - Chapter 2.

Supplementary technical tables and charts for the Monitored Northern Ireland Workforce as a whole are available to download:

2.1_NIWorkforce_AllEmployees_CB_2012.pdf
2.2_NIWorkforce_AllEmployees_Sex_2012.pdf
2.3_NIWorkforce_AllEmployees_CBSex_2012.pdf
2.4_NIWorkforce_AllEmployees_ SOC_2012.pdf
2.5_NIWorkforce_AllEmployees_Components_2012.pdf
2.6_NIWorkforce_Full-time_CB_2012.pdf
2.7_NIWorkforce_Full-time_Sex_2012.pdf
2.8_NIWorkforce_Full-time_CBsex_2012.pdf
2.9_NIWorkforce_Full-timeEmployees_SOC_2012.pdf
2.10_NIWorkforce_Part-time_CB_2012.pdf
2.11_NIWorkforce_Part-time_Sex_2012.pdf
2.12_NIWorkforce_Part-time_CBSex_2012.pdf
2.13_NIWorkforce_Part-time_SOC_2012.pdf
2.14_NIWorkforce_Applicants_CB_2012.pdf
2.15_NIWorkforce_Applicants_Sex_2012.pdf
2.16_NIWorkforce_Applicants_CBSex_2012.pdf
2.17_NIWorkforce_Appointees_CB_2012.pdf
2.18_NIWorkforce_Appointees_Sex_2012.pdf
2.19_NIWorkforce_Appointees_CBSex_2012.pdf
2.20_NIWorkforce_Promotees_CB_2012.pdf
2.21_NIWorkforce_Promotees_Sex_2012.pdf
2.22_NIWorkforce_Promotees_CBSex_2012.pdf
2.23_NIWorkforce_Leavers_CB_2012.pdf
2.24_NIWorkforce_Leavers_Sex_2012.pdf
2.25_NIWorkforce_Leavers_CBSex_2012.pdf
NIWorkforce_SexTables_2012.pdf
NIWorkforce_SOCTables_2012.pdf

 

3. Private Sector

Employees

In 2012, while Protestants continued to comprise the majority of the private sector workforce the Roman Catholic share [46.2%] continued to increase, albeit at slower rate than in previous years ([0.2 pp] compared to an average of [0.5 pp] per annum).


 

Applicants, appointees, promotees and leavers

  • In 2012, while Protestants continued to comprise the majority of the private sector workforce the Roman Catholic share [46.2%] continued to increase, albeit at slower rate than in previous years ([0.2 pp] compared to an average of [0.5 pp] per annum).

  • For leavers there was a change in trend, as for the first time in the period 2001-2012, the Roman Catholic share of private sector leavers decreased, although Roman Catholics still comprised the majority share [51.0%].
     

Find out more

Download the analysis of the Private Sector - Chapter 3.

Supplementary technical tables and charts for the Monitored Northern Ireland Workforce as a whole are available to download:

3.1_Private_AllEmployees_CB_2012.pdf
3.2_Private_AllEmployees_Sex_2012.pdf
3.3_Private_AllEmployees_CBSex_2012.pdf
3.4_Private_AllEmployees_SOC_2012.pdf
3.5_Private_Components_2012.pdf
3.6_Private_FullTimeEmployees_CB_2012.pdf
3.7_Private_FullTimeEmployees_Sex_2012.pdf
3.8_Private_FulltimeEmployees_CBSex_2012.pdf
3.9_Private_FullTimeEmployees_SOC_2012.pdf
3.10_Private_PartTimeEmployees_CB_2012.pdf
3.11_Private_PartTimeEmployees_Sex_2012.pdf
3.12_Private_Part-timeEmployees_CBSex_2012.pdf
3.13_Private_PartTimeEmployees_SOC_2012.pdf
3.14_Private_Applicants_CB_2012.pdf
3.15_Private_Applicants_Sex_2012.pdf
3.16_Private_Applicants_CBSex_2012.pdf
3.17_Private_Appointees_CB_2012.pdf
3.18_Private_Appointees_Sex_2012.pdf
3.19_Private_Appointees_CBSex_2012.pdf
3.20_Private_Promotees_CB_2012.pdf
3.21_Private_Promotees_Sex_2012.pdf
3.22_Private_Promotees_CBSex_2012.pdf
3.23_Private_Leavers_CB_2012.pdf
3.24_Private_Leavers_Sex_2012.pdf
3.25_Private_Leavers_CBSex_2012.pdf
PrivateSector_SexTables_2012.pdf
PrivateSector_SOCTables_2012.pdf
 

4. Public Sector

Employees

In 2012, while Protestants [52.9%] continued to comprise the majority of the public sector workforce the Roman Catholic [47.1%] share continued to increase.


 

Applicants, appointees, promotees and leavers

  • For the first time in the period 2001-2012, the Roman Catholic share [50.9%] of applicants exceeded that of the Protestant share. Roman Catholics comprised more than half of all applicants and of all appointees [51.2%].

  • Protestants [56.1%] continued to comprise the majority of leavers from the private sector.
     

Find out more

Download the analysis of the Public Sector - Chapter 4.

Supplementary technical tables and charts for the Monitored Northern Ireland Workforce as a whole are available to download:

4.1_Public_AllEmployees_CB_2012.pdf
4.2_Public_AllEmployees_Sex_2012.pdf
4.3_Public_AllEmployees_CBSex_2012.pdf
4.4_Public_AllEmployees_SOC_2012.pdf
4.5_Public_Components_2012.pdf
4.6_Public_FullTime_CB_2012.pdf
4.7_Public_FullTime_Sex_2012.pdf
4.8_Public_Full-timeEmployees_CBSex_2012.pdf
4.9_Public_FullTime_SOC_2012.pdf
4.10_Public_PartTime_CB_2012.pdf
4.11_Public_PartTime_Sex_2012.pdf
4.12_Public_Part-timeEmployees_CBSex_2012.pdf
4.13_Public_PartTime_SOC_2012.pdf
4.14_Public_Applicants_CB_2012.pdf
4.15_Public_Applicants_Sex_2012.pdf
4.16_Public_Applicants_CBSex_2012.pdf
4.17_Public_Appointees_CB_2012.pdf
4.18_Public_Appointees_Sex_2012.pdf
4.19_Public_Appointees_CBSex_2012.pdf
4.20_Public_Promotees_CB_2012.pdf
4.21_Public_Promotees_Sex_2012.pdf
4.22_Public_Promotees_CBSex_2012.pdf
4.23_Public_Leavers_CB_2012.pdf
4.24_Public_Leavers_Sex_2012.pdf
4.25_Public_Leavers_CBSex_2012.pdf
PublicSector_SexTables_2012.pdf
PublicSector_SOCTables_2012.pdf

 

5. Health Sector

Employees

In 2012, the Roman Catholic share [50.6%] of health sector employment continued to increase, although at a higher rate than in previous years.


 

Applicants, appointees, promotees and leavers

  • In 2012, the Roman Catholic share of health sector applicants [55.6%] and appointees [53.3%] continued to increase, although at higher rates than in previous years.

  • During the period 2008-2012, the shares of Roman Catholic and Protestant leavers fluctuated, and thus no observable trend can be identified by community background.
     

Find out more

Download the analysis of the Health Sector - Chapter 5.

Supplementary technical tables and charts for the Monitored Northern Ireland Workforce as a whole are available to download:

5.1_Health_AllEmployees_CB_2012.pdf
5.2_Health_AllEmployees_Sex_2012.pdf
5.3_Health_AllEmployees_CBSex_2012.pdf
5.4_Health_AllEmployees_SOC_2012.pdf
5.5_Health_FullTimeEmployees_CB_2012.pdf
5.6_Health_FullTimeEmployee_Sex_2012.pdf
5.7_Health_Full-timeEmployees_CBSex_2012.pdf
5.8_Health_FullTimeEmployees_SOC_2012.pdf
5.9_Health_PartTimeEmployees_CB_2012.pdf
5.10_Health_PartTimeEmployees_Sex_2012.pdf
5.11_Health_Part-TimeEmployees_CBsex_2012.pdf
5.12_Health_PartTimeEmployees_SOC_2012.pdf
5.13_Health_Applicants_CB_2012.pdf
5.14_Health_Applicants_Sex_2012.pdf
5.15_Health_Applicants_CBSex_2012.pdf
5.16_Health_Appointees_CB_2012.pdf
5.17_Health_Appointees_Sex_2012.pdf
5.18_Health_Appointees_CBSex_2012.pdf
5.19_Health_Promotees_CB_2012.pdf
5.20_Health_Promotees_Sex_2012.pdf
5.21_Health_Promotees_CBsex_2012.pdf
5.22_Health_Leavers_CB_2012.pdf
5.23_Health_Leavers_Sex_2012.pdf
5.24_Health_Leavers_CBSex_2012.pdf

 

6. Education Sector

Employees

In 2012, the community background composition of the education sector workforce remained broadly similar to that observed in recent years (since 2008 the Roman Catholic share has fluctuated in the range [48.9%] to [49.2%]).


 

Applicants, appointees, promotees and leavers

  • Roman Catholics continued to account for a greater share of applicants [53.7%] and their share of appointees [50.1%] increased following a dip in 2011.

  • During the period 2008-2012 the Protestant and Roman Catholic shares of leavers fluctuated.
     

Find out more

Download the analysis of the Education Sector - Chapter 6.

Supplementary technical tables and charts for the Monitored Northern Ireland Workforce as a whole are available to download:

6.1_Education_AllEmployees_CB-2012.pdf
6.2_Education_AllEmployees_Sex_2012.pdf
6.3_Education_AllEmployees_CBSex_2012.pdf
6.4_Education_AllEmployees_SOC_2012.pdf
6.5_Education_FullTime_CB_2012.pdf
6.6_Education_FullTime_Sex_2012.pdf
6.7_Education_FullTime_CBsex_2012.pdf
6.8_Education_FullTime_SOC_2012.pdf
6.9_Education_PartTime_CB_2012.pdf
6.10_Education_PartTime_Sex_2012.pdf
6.11_Education_PartTime_CBSex_2012.pdf
6.12_Education_PartTime_SOC_2012.pdf
6.13_Education_Applicants_CB_2012.pdf
6.14_Education_Applicants_Sex_2012.pdf
6.15_Education_Applicants_CBSex_2012.pdf
6.16_Education_Appointees_CB_2012.pdf
6.17_Education_Appointees_Sex_2012.pdf
6.18_Education_Appointees_CBSex_2012.pdf
6.19_Education_Promotees_CB_2012.pdf
6.20_Education_Promotees_Sex_2012.pdf
6.21_Education_Promotees_CBsex_2012.pdf
6.22_Education_Leavers_CB_2012.pdf
6.23_Education_Leavers_Sex_2012.pdf
6.24_Education_Leavers_CBsex_2012.pdf
EducationSector_SexTables_2012.pdf
EducationSector_SOCTables_2012.pdf

 

7. District Councils

Employees

In 2012, the Roman Catholic [42.4%] share of district council employees decreased, back to the level previously observed in more recent years, prior to a peak in 2011.


 

Applicants, appointees, promotees and leavers

  • Protestants continued to comprise the majority of applicants [54.6%] and appointees [53.0%], although their share of appointees decreased from the previous year.

  • As with every year across the period from 2008, Protestants [59.9%] comprised a greater share of leavers from the monitored workforce.
     

Find out more

Download the analysis of the District Councils - Chapter 7.

Supplementary technical tables and charts for the Monitored Northern Ireland Workforce as a whole are available to download:

7.1_DistrictCouncils_AllEmployees_CB_2012.pdf
7.2_DistrictCouncils_AllEmployees_Sex_2012
7.3_DistrictCouncils_AllEmployees_CBSex_2012.pdf
7.4_DistrictCouncils_AllEmployees_SOC_2012.pdf
7.5_DistrictCouncils_FullTime_CB_2012.pdf
7.6_DistrictCouncils_FullTime_Sex_2012.pdf
7.7_DistrictCouncil_FullTime_CBSex_2012.pdf
7.8_DistrictCouncils_FullTime_SOC_2012.pdf
7.9_DistrictCouncils_PartTime_CB_2012.pdf
7.10_DistrictCouncils_PartTime_Sex_2012.pdf
7.11_DistrictCouncil_PartTime_CBSex_2012.pdf
7.12_DistrictCouncils_PartTime_SOC_2012.pdf
7.13_DistrictCouncils_Applicants_CB_2012.pdf
7.14_DistrictCouncils_Applicants_Sex_2012.pdf
7.15_DistrictCouncil_Applicants_CBSex_2012.pdf
7.16_DistrictCouncils_Appointees_CB_2012.pdf
7.17_DistrictCouncils_Appointees_Sex_2012.pdf
7.18_DistrictCouncil_Appointees_CBsex_2012.pdf
7.19_DistrictCouncils_Promotees_CB_2012.pdf
7.20_DistrictCouncils_Promotees_Sex_2012.pdf
7.21_DistrictCouncils_Promotees_CBSex_2012.pdf
7.22_DistrictCouncil_Leavers_CB_2012.pdf
7.23_DistrictCouncil_Leavers_Sex_2012.pdf
7.24_DistrictCouncil_Leavers_CBSex_2012.pdf
DistrictCouncils_SexTables_2012.pdf
DistrictCouncils_SOCTables_2012.pdf

 

8. Civil Service

Employees

In 2012, while Protestants [54.0%] continued to comprise the majority of the civil service workforce, the Roman Catholic share continued to increase.


 

Applicants, appointees, promotees and leavers

  • For the first time since 2004, the Roman Catholic [51.8%] share of applicants exceeded that of Protestants.

  • Similarly, for the first time since 2002, the Roman Catholic [53.2%] share of appointees exceeded that of Protestants.

  • As with every year across the period from 2008, Protestants [57.1%] comprised a greater share of leavers from the monitored workforce.


Find out more

Download the analysis of the Civil Service - Chapter 8.

Supplementary technical tables and charts for the Monitored Northern Ireland Workforce as a whole are available to download:

8.1_CivilService_AllEmployees_CB_2012.pdf
8.2_CivilService_AllEmployees_Sex_2012.pdf
8.3_CivilService_AllEmployees_CBSex__2012.pdf
8.4_CivilService_AllEmployees_SOC_2012.pdf
8.5_CivilService_FullTime_CB_2012.pdf
8.6_CivilService_FullTime_Sex_2012.pdf
8.7_CivilService_FullTime_CBSex_2012.pdf
8.8_CivilService_FullTime_SOC_2012.pdf
8.9_CivilService_PartTime_CB_2012.pdf
8.10_CivilService_PartTime_Sex_2012.pdf
8.11_CivilService_PartTime_CBSex_2012.pdf
8.12_CivilService_PartTime_SOC_2012.pdf
8.13_CivilService_Applicants_CB_2012.pdf
8.14_CivilService_Applicants_Sex_2012.pdf
8.15_CivilService_Applicants_CBSex_2012.pdf
8.16_CivilService_Appointees_CB_2012.pdf
8.17_CivilService_Appointees_Sex_2012.pdf
8.18_CivilService_Appointees__CBSex_2012.pdf
8.19_CivilService_Promotees_CB_2012.pdf
8.20_CivilService_Promotees_Sex_2012.pdf
8.21_CivilService_Promotees_CBSex_2012.pdf
8.22_CivilService_Leavers_CB_2012.pdf
8.23_CivilService_Leavers_Sex_2012.pdf
8.24_CivilService_Leavers_CBSex_2012.pdf
CivilService_SexTables_2012.pdf
CivilService_SOCTables_2012.pdf

 

9. Security-related Sector

Employees

In 2012, while Protestants [75.3%] continued to comprise the majority of the security-related workforce, the Roman Catholic share continued to increase.


 

Applicants, appointees, promotees and leavers

  • Protestants continued to comprise the majority of security-related sector applicants [64.3%], appointees [59.4%] and leavers [88.2%].

Find out more

Download the analysis of the Security-related sector - Chapter 9.

Supplementary technical tables and charts for the Monitored Northern Ireland Workforce as a whole are available to download:

9.1_SecurityRelated_AllEmployees_CB_2012.pdf
9.2_SecurityRelated_AllEmployees_Sex_2012.pdf
9.3_SecurityRelated_AllEmployees_CBSex_2012.pdf
9.4_SecurityRelated_AllEmployees_SOC_2012.pdf
9.5_SecurityRelated_FullTime_CB_2012.pdf
9.6_SecurityRelated_FullTime_Sex_2012.pdf
9.7_SecurityRelated_FullTime_CBSex_2012.pdf
9.8_SecurityRelated_FullTime_SOC_2012.pdf
9.9_SecurityRelated_PartTime_CB_2012.pdf
9.10_SecurityRelated_PartTime_Sex_2012.pdf
9.11_SecurityRelated_PartTime_CBSex_2012.pdf
9.12_SecurityRelated_Applicants_CB_2012.pdf
9.13_SecurityRelated_Applicants_Sex_2012.pdf
9.14_SecurityRelated_Applicants_CBSex_2012.pdf
9.15_SecurityRelated_Appointees_CB_2012.pdf
9.16_SecurityRelated_Appointees_Sex_2012.pdf
9.17_SecurityRelated_Appointees_CBSex_2012.pdf
9.18_SecurityRelated_Promotees_CB_2012.pdf
9.19_SecurityRelated_Promotees_Sex_2012.pdf
9.20_SecurityRelated_Promotees_CBSex_2012.pdf
9.21_SecurityRelated_Leavers_CB_2012.pdf
9.22_SecurityRelated_Leavers_Sex_2012.pdf
9.23_SecurityRelated_Leavers_CBSex_2012.pdf
Security-related_SexTables_2012.pdf
Security-related_SOCTables_2012.pdf

 

10. 'Other' Public Authorities

Employees

In 2012, the Protestant and Roman Catholic shares of ‘Other’ Public Authorities remained relatively unchanged [≤0.1 pp] from 2011, although a gradual increase in the Roman Catholic share can be observed during the period 2008-2012.


 

Applicants, appointees, promotees and leavers

  • Protestants [51.7%] continued to comprise the majority of applicants, with their share increasing for the second consecutive year, albeit at a slower rate than previously observed.

  • For the first time since 2010, the Protestant [50.1%] share of appointees exceeded that of Roman Catholics.

  • The Protestant [59.6%] share of leavers continued to decrease in 2011 at the same rate observed in the previous year.


Find out more

Download the analysis of the 'Other' Public Authorities - Chapter 10.

Supplementary technical tables and charts for the Monitored Northern Ireland Workforce as a whole are available to download:

10.1_OPA_AllEmployees_CB_2012.pdf
10.2_OPA_AllEmployees_Sex_2012.pdf
10.3_OPA_AllEmployees_CBSex_2012.pdf
10.4_OPA_AllEmployees_SOC_2012.pdf
10.5_OPA_FullTimeEmployees_CB_2012.pdf
10.6_OPA_FullTimeEmployees_Sex_2012.pdf
10.7_OPA_FullTime_CBSex_2012.pdf
10.8_OPA_FullTimeEmployees_SOC_2012.pdf
10.9_OPA_PartTimeEmployees_CB_2012.pdf
10.10_OPA_PartTimeEmployees_Sex_2012.pdf
10.11_OPA_PartTime_CBSex_2012.pdf
10.12_OPA_PartTime_SOC_2012.pdf
10.13_OPA_Applicants_CB_2012.pdf
10.14_OPA_Applicants_Sex_2012.pdf
10.15_OPA_Applicants_CBSex_2012.pdf
10.16_OPA_Appointees_CB_2012.pdf
10.17_OPA_Appointees_Sex_2012.pdf
10.18_OPA_Appointees_CBSex_2012.pdf
10.19_OPA_Promotees_CB_2012.pdf
10.20_OPA_Promotees_Sex_2012.pdf
10.21_OPA_Promotees_CBSex_2012.pdf
10.22_OPA_Leavers_CB_2012.pdf
10.23_OPA_Leavers_Sex_2012.pdf
10.24_OPA__Leavers_CBSex_2012.pdf
OtherPubAuth_SexTables_2012.pdf
OtherPubAuth_SOCTables_2012.pdf

 
 


See our latest Monitoring Report No.28 >
 

What is Fair Employment Monitoring?



The following downloads may be of help in assisting the reader in understanding the information presented in this report including the range of definitions and methodological points to be considered when interpreting the data, and in the wider concepts associated with fair employment.

1. What is 'Fair Employment' Monitoring?

Under Fair Employment legislation, employers in Northern Ireland must review their own workforce composition once every three years to assess ‘fair participation’ between the Protestant and Roman Catholic communities; and where there is an under-representation, take appropriate affirmative action. 



To do this they are required to collect workforce monitoring information on an ongoing basis, and to use that information in their considerations.


Find out More

Download Further Information on Employee Monitoring and the Annual Monitoring Report.

Employer registration, monitoring and review

 

2. What is the Fair Employment Monitoring Report?

A summary of the monitoring data collected by employers is also submitted to the Commission each year. The Commission has to date used this information to publish an Annual Summary of Fair Employment Monitoring Returns. 



The report provides an overview of high level patterns in the aggregate composition of monitored employment and in key sectors, public and private. It also provides details on key sub sectors and, via annexes, specific employers. The information, along with supporting technical tables is also available via this website.


Find out More

Download Further Information on Employee Monitoring and the Annual Monitoring Report.

 

3. FAQ: Key Definitions and concepts in Fair Employment

A consideration of fair employment relies on a number of key definitions and concepts, including:

  • the ‘community’ focus of monitoring and the meaning of terms such as fair participation; affirmative action; under-representation, catchment area and chill factor;

  • those organisations subject to monitoring;

  • the aspects of employment that are monitored (employees, applicants, promotees, leavers) and changes in the coverage of monitoring over time;


Find out More

Download Definitions, Technical considerations and Wider Concepts in Fair Employment.

 

4. The Fair Employment Treatment (Northern Ireland) Order 1998

The Fair Employment Treatment (Northern Ireland) Order 1998, prohibits employers from discriminating against or harassing job applicants and employees on the grounds of religious, or similar philosophical, belief; or political opinion.

In addition to prohibiting discrimination, the Order imposes a number of extra duties on certain employers:

  • to register with the Equality Commission

  • to monitor the community background and sex of the workforce

  • to submit annual monitoring returns to ECNI

  • to conduct triennial reviews of the composition of the workforce and of employment practices (i.e. “Article 55 Reviews”)

  • to take affirmative action, where it is reasonable and appropriate to do so.


Find out More

Read The Fair Employment and Treatment (Northern Ireland) Order 1998.

 
 

 

The Commission has produced a range of recent papers which consider fair employment and monitoring figures at the Northern Ireland level.

1. Comparisons with Estimates of Available Labour

Comparisons with Estimates of Available Labour


It is possible to compare composition of the monitored workforce as a whole (as set out in the annual monitoring reports) with estimates of the composition of those available for work (from the Labour Force Survey or Census).

In doing so, we can see that the composition of the monitored workforce now more closely mirrors labour availability estimates than when fair employment monitoring was first introduced.



In 1991 the gap (between composition of monitored employment and composition of labour supply) was around 5 percentage points.  By 2001 the gap had fallen to around 2 1/2 percentage points and by 2011 the gap was around 1 1/4 percentage points.
 

Find out More

Download Trends Over Time Report.

 

2. Trends in Community Proportions of Applications & Appointments to the Private & Public Sectors

Trends in Community Proportions of Applications & Appointments to the Private & Public Sectors: Analysis of Fair Employments Monitoring Report Data 1991-2010


This paper considers key trends in applications and appointments (across all monitored employers in Northern Ireland) by community background over time.  Data is summed from that presented annually in the published monitoring reports to consider trends across the public and private sectors, and in key sub-areas of the public sector (for two discrete periods 1991-2000 and 2001-2012 in total; and also individual year-on-year data).

Although there are limitations in the data, the analysis indicates that community proportions of appointments approximate the community proportions of applications for each period, though with the total Protestant proportion of appointments lower than applications.  There are however some important differences overall and in year-on-year trends.
 

Find out More

Download FETO ApplAppoint WorkingPaper Mar2012 v0h 300312.
 

 

3. Community composition of the Northern Ireland workforce as a whole

Community composition of the Northern Ireland workforce as a whole (including the non-monitored workforce): An analysis of Labour Force Survey data. December 2010


The Commission wished to improve knowledge and understanding of the community composition of the Northern Ireland workforce as a whole, including those sections of the workforce not covered by the FETO monitoring regulations.

An analysis of the Labour Force Survey (2001-2008) suggested that the estimated Protestant and Roman Catholic shares of the monitored workforce were similar (allowing for sampling error) to their respective shares of the non-monitored workforce.  Further, the estimated community compositions of the two largest sub-groupings (‘the self-employed’ and ‘employers with 10 or less employees’) broadly mirror the pattern observed in the non-monitored as a whole with the two smaller groupings (the Clergy and Teachers) having estimated community compositions further from the figure for the non-monitored workforce as a whole.
 

Find out More

Download EC Community composition NI workforce.

 
 

 

Company data received from the valid monitoring returns received during 2012, from 127 public authorities and 3,570 private sector concerns which had 26 or more employees is available to download. There were 11 public authorities and 1,338 private sector concerns which had 25 or less employees, and these are not detailed here.

1. Composition of Individual Specified Authorities (26+ employees)

Deals with employees of the 111 public authorities. The community background of the total workforce in each concern, including part-time staff is included here.
 

2. Composition of Private Sector Concerns (26+ employees)

Deals with employees in those 2,232 private sector concerns with 26 or more employees. The community background of the total workforce in each concern, including part-time staff is included here.
 

3. Composition of Appointees to Individual Specified Authorities (26+ employees)

Lists the composition of appointees to those 106 public bodies with 26 or more employees. The total number of appointees to each body is given. Available here.

 

4. Composition of Appointees to Private Sector Concerns (251+ employees)

Provides information on appointees to the private sector in the same format that was used for the public sector in Section 3.  Available here.

 

5. Interpretation of Company Data

The Commission recommends that care should be exercised in the interpretation of the information contained in relation to companies. In particular, composition does not have to reflect the overall composition of both communities at the NI level. Further details of this are available here.

 
 

 
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