Calderdale Council Meeting Our Equality Duty

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1 Calderdale Council Meeting Our Equality Duty HR Employment Report January

2 Contents Page 1 Introduction... 3/4 2 Policy Development and Decision Making Accountability, Performance Management and Reporting Developing our People Employment Data Our Workforce Profile... 4/5 7 Pay and Remuneration Recruitment and Promotion Turnover Grievances, Harassment and Bullying, and Dismissals What the key areas of evidence tells us Some of our success stories in Work in progress

3 1. HR Equality Duty Information Report: An Introduction The concept of equality and diversity encompasses acceptance, fairness and respect. It means understanding that each individual is unique, and recognising our individual differences. As a public body, Calderdale Council s approach to equality is to align its work to meet the requirements of the Equality Act 2010 and the Public Sector Equality Duty covering the following nine protected characteristics: Age, disability, gender reassignment (the process of transitioning from one gender to another), marriage and civil partnership, pregnancy and maternity, race, religion or belief sex and sexual orientation. We understand that simply having diversity in our workforce is not enough; we must create an inclusive environment where staff feel valued and respected irrespective of who they are and whatever background they come from so that they contribute their best at work. Therefore we will: Aim to create a workforce that is representative of our community, knowing that embracing difference enhances the capability of the Council, Value the diverse skills and perspectives that a wider talent pool will bring to the workplace, Ensure our services are provided by knowledgeable and well-equipped employees who understand the needs of our diverse workforce and communities, Challenge discriminatory practice and behaviour within the workplace, including bullying and harassment in any form, in addition we will endeavour to protect our employees from any form of 3 rd party harassment, Implement effective and innovative workplace policies and procedures to further equality improvement, Expect our suppliers and partners to actively support us in achieving a diverse and inclusive culture and to be able to demonstrate this. We continue to face real challenges in providing efficient and effective services in the current economic times. The data used to create this report is extracted from the Council s Human Resources (HR) systems and covers the period 1 November 2014 to 31 October As at 31 October full-time and 1401 part-time posts were filled by employees within the Council s Directorates. Compared with last year, the workforce has reduced by 162 posts ( full time equivalents). Schools employees are excluded from this report as Schools are subject to publishing their own equality progress reports. 3

4 2. Policy Development and Decision Making Although the Public Sector Equality Duty does not require public sector bodies to complete equality impact assessment forms. The Council has taken the approach that if we are to pay due regard to the aims outlined in the duty while improving equality outcomes and/or tackling inequality, we will continue to use this framework as a powerful service improvement tool. We will continue to ensure our HR policies and procedures comply with current legislation and case law and through consultation with qualified practitioners and employee reference groups who have the knowledge, understanding and experience we will continue to inform our equality practise. 3. Accountability, Performance Management and Reporting Our performance will be monitored through the Corporate Leadership Team and the Corporate Equality Working Group. There is recognition of the potential for disproportionate impact on groups protected by the Equality Act as we seek to achieve future resource savings. The Council does not shy away from making difficult decisions; however these decisions will be fair and considerate of service and/or employment impact. 4. Developing Our People We provide Equality and Diversity development to all our employees as part of their induction programme, as well as their annual Performance Appraisal. It is mandatory for all employees to have at least one annual appraisal - as at 31 st October 2015, 69% had an appraisal meeting during the preceding 12 months. To ensure all employees are upto-date with their knowledge of Equalities, refresher training is an integral part of continuous development. Between 1 st November 2014 and 31 st October 2015, 68.8% of council employees attended at least one training course. 5. Employment Data We aim to publish all data we hold in regards to our employees, disaggregated by protected characteristics on an annual basis. It should be noted that we are reliant on the information that individuals provide to us staff are not required to disclose all their personal data and this can have an impact on the richness of the data we hold and how far the data is broken down. 6. Our Workforce Profile Gender As of 31 October 2015, the profile of Calderdale Council consisted of 3,128 employees of whom 1,056 were male and 2,072 were female. 4

5 Over the past five years, there has been a steady increase in the proportion of male employees up from 31.23% in 2011 to 33.76% in The majority of our employees are female; without a disability; in the age band 45 to 54; white British; with a median salary of 22,212 and 10 to 20 years service % of female employees and 30.30% of male employees work part time hours. Disability To ensure equality of opportunity in employment, it is important that we meet the needs of people with physical, mental, sensory or learning disabilities when designing and delivering our services. The disability declaration rate has shown a marginal decrease since 2012, from 98.59% to 94.28% with an equal declaration rate by male and female. The number of employees declaring a disability has decreased slightly in the last 12 months from 3.95% to 3.77% (118 employees), but compared to 2012 shows a 0.72% increase. Of those declaring a disability, 61 (51.7%) are male and 57 (48.3%) female, with 63 (53.39%) working full time and 55 (46.61%) part time. The number of apprentices declaring a disability is 1 (2.44%). Age Over the past year, there has been a reduction in employees across the majority of age groups, with the biggest reduction in age bands 35 to 44 (-0.66%) and 55 to 64 (- 0.52%). In percentage terms the largest increase is in the age band 45 to 54 rising from 32.86% in 2014 to 33.86% this year. There are 41 apprentices, which represents 1.31% of the workforce. 26 apprentices are in the age band 16 to 24 (63.41%) and 10 (24.39%) are in the 25 to 34 band. The additional 5 (12.20%) of apprentices are in the 35 to 54 years age group. 5

6 Ethnicity Calderdale has a rich and diverse multicultural range of communities. According to the 2011 census, there were 25,299 Calderdale residents from ethnic minority backgrounds which is 12.4% of the total population. The Council is striving towards retaining a workforce that reflects the diversity of the community it serves. The number of employees who are Black or Minority Ethnic (BME) has shown a steady increase over the previous four years from 6.99% to 7.54% (236 employees). BME is defined as all those declaring any ethnic background other than White. Employees from Mixed backgrounds has increased from 0.73% in 2011 to 1.21% (38 employees), Asian from 2.95% to 4.76% (149 employees), Black from 0.86% to 1.09% (34 employees) and Others decreasing slightly from 0.55% to 0.48% (15 employees). The ethnicity declaration rate remains fairly stable at 94.09% with 185 employees choosing not to declare. 4 apprentices are from a BME background. This equates to 9.76% which is above the Council s workforce profile. Religion or Belief The richness and diversity in Calderdale includes a wide range of religions or beliefs, including people who do not have a religion. Religious beliefs include Christianity, Buddhist, and Hindu, Jewish, Muslim, Sikh and people who have no belief. The declaration rate of religion or belief continues to grow. In comparison to 2014 this has increased from 20.06% to 33.57% of the workforce (1050 employees). This is still a low figure, which makes it difficult to extract meaningful statistics. 6

7 Of those employees that have provided a specific response, 515 (49%) identify themselves as Christian and 102 (9.7%) as another religion (which includes Buddhist, Hindu, Jewish, Muslim, Sikh and Other). 365 (34.8%) have declared no religion and 68 (6.5%) prefer not to say. Sexual Orientation Research by Stonewall (an LGB charity) continues to suggest that 5-7% of the population are gay, lesbian or bisexual (LGB). However, there is no hard data on the number of lesbians, gay men and bisexuals in the UK as this question is not included in the National Census. The declaration rate of sexual orientation also continues to grow. In comparison to 2014 this has increased from 19.26% to 32.7% of the workforce (1023 employees). This is still a low figure which makes it difficult to extract meaningful statistics. Of those employees that have provided a specific response, 917 (89.6%) identify themselves as Heterosexual and 41 (4%) as other sexual orientations (which includes Bisexual, Gay Man and Gay Woman or Lesbian) with 65 (6.4%) preferring not to say. 7

8 Length of Service 1828 (58.44%) of current Calderdale Council employees have less than 10 years service, with just 398 (12.72%) having 20 years or more service. 7. Pay and Remuneration The average (mean) salary is an average of all Full Time Equivalent salaries (FTE). This is calculated by adding all the FTE salaries and dividing the total by the number of employees. Top 5% earners 174 employees make up the top 5% of earners group. The average salary of the top earners is 49,880.70pa. Of this group, 104 (59.77%) are female and 70 (40.23%) are male, which still represents a disparity against the overall employee profile (female 66.24%, male 33.76%), meaning that females are generally in lower paid roles, but shows a narrowing of the gap compared to 2015 (female 55.74% and male 44.26%). In relation to ethnicity, the declaration rate for this group is 92.53% (161 employees). The majority of top earners (86.78%, 145 employees) are from a white background, with 10 (5.75%) from a BME background, 1.79% below the council workforce profile. The highest occurrence of top earners is in the 45 to 54 age group (44.83%, 78 employees), with a broadly even split between the 35 to 44 and 55 to 64 age groups (21.26% and 26.44% respectively). 3.77% of the workforce declares they have a disability, 3 (1.72%) of these employees are within the top earner group. 8

9 23, , Gender The overall average Full Time Equivalent (FTE) salary is 24, for Calderdale Council. The average FTE salary for female employees is 23,902.47, which is 98.74% that of the male average of 24, This shows a closing pay gap from 2014 when females averaged 96.09% of the male average, and 92.75% in The average female salary for FTE employees of 27, is 4.8% higher than for males at 26, and for PT employees where the average for females is 6.74% higher at 20, against 18, for males. This is an increase on last year when female FTE was 2.9% higher and PT 4.76% higher. 30, Average FTE Salary by Gender 25, , , FEMALE MALE 10, , Whilst the average in each category is higher for females, the higher proportion of female working part hours of 52% compared to male at 30% means that their overall average salary is lower. This is further reinforced by the lower salaries of females at higher levels compared to male staff. Full-Time Part-Time Total Female 27, , , Male 26, , , Total 27, , ,

10 16, , , , , , , Age The highest average salary occurs in the 35 to 44 age group, as opposed to last year when the 45 to 54 age group was the highest. Those in the 16 to 24 and 70 plus groups still have the lowest average FTE salary. For males the highest average salary is in the 45 to 54 age group. 30, Average FTE Salary by Age 25, , , , , to to to to to to plus 0.00 Female Male Total 16 to 24 16, , , to 34 23, , , to 44 25, , , to 54 24, , , to 64 22, , , to 70 18, , , plus 19, , ,

11 22, , , , Disability Although the average salary of those employees declaring a disability is lower than those who do not have a disability, when looking at the gender breakdown, the average female salary is higher for those who declare a disability. 30, Average FTE Salary by Disability 25, , , , Yes No Rather Not State Not Provided 5, Female Male Total Yes 24, , , No 23, , , Rather Not State 19, , , Not Provided 28, , ,

12 24, , , , , , , , Ethnicity Of those who declared an Ethnicity, the highest average salaries occur amongst people from a Black background, with those from Other backgrounds having the lowest average salaries. When considering gender, females from a Black background have the largest average salary with Mixed and Other backgrounds having the lowest average salary. This year, females from a White British background are now showing as having below average salaries. Males from Other backgrounds have the highest average salaries, with Asian males having below average salaries. 35, Average FTE Salary by Ethnicity 30, , , , White - British White - Irish or Other Mixed Asian Black 10, , Other Rather Not State Not Provided 0.00 Female Male Total White - British 23, , , White - Irish or Other 25, , , Mixed 21, , , Asian 24, , , Black 28, , , Other 21, , , Rather Not State 25, , , Not Provided 23, , ,

13 25, , , , , , , , , , Religion The % of not stated or not provided entries is still at significant levels of underrecording which we are addressing. 30, Average FTE Salary by Religion or Belief 25, , , , , Buddhist Christian Hindu Jewish Muslim Sikh Other No Religion Rather not state Not Provided Female Male Total Buddhist 28, , , Christian 26, , , Hindu 21, , Jewish 22, , Muslim 24, , , Sikh 26, , Other 24, , , No Religion 25, , , Rather Not State 24, , , Not Provided 23, , ,

14 21, , , , , , Sexual Orientation The majority of employees do not report their sexual orientation, therefore meaningful analysis is difficult. 35, Average FTE Salary by Sexual Orientation 30, , , , , Bisexual Gay man Gay woman or lesbian Heterosexual Rather not state Not Provided 5, Female Male Total Bisexual 21, , , Gay man 29, , , Gay woman or lesbian 29, , Heterosexual 25, , , Rather Not State 26, , , Not Provided 22, , ,

15 8. Recruitment and Promotion Gender The figures show that from last year there has been an increase in males applying for jobs, the overall figure has increased by over 7%. The figures shown differentiate between internal and external where the trends are similar, with the exception of males being appointed in comparison to last year where there is a 12% increase. This trend follows the last two years where the figures show 26.98% in 2013, 30% in 2014 and an overall 38.3% in External Recruitment Internal Recruitment Applied Shortlisted Appointed Shortlisted Appointed Female Female Male Male

16 Age This year there is a large increase in external applicants from people aged under 25's, this can be attributed in part to the apprentice opportunities that have been released over the past 12 months. The trend for the most popular age range applying for employment in the council continues to be age Looking at the internal figures, the most popular age range for applications is year olds, while the most successful age range is year olds years 25.54% years 29.30% Appointments By Age External Recruitment years 18.01% years 14.25% years 4.57% 60+ years 4.84% Rather not state 3.49% years 23.53% years 24.71% Appointments By Age Internal Recruitment years 16.47% years 25.88% years 7.06% 60+ years 2.35% External Recruitment Internal Recruitment Applied Shortlisted Appointed Interviewed Appointed years years years years years years years years years years Rather Not State

17 Disability The figures shown are very different to last year s. This is in part due to the differences in the external recruitment system and the internal Future Workforce Programme, where declaring a disability is a choice between yes or no or rather not state. Last year s external applicants showed that 0.22% of applicants would rather not state; if they have a disability whereas this year, all external applicants stated either yes or no, with 22% of internal applicants at application stage would 'rather not state'. No 81.45% Appointments By Disability External Recruitment Rather not State 41.18% Appointments By Disability Internal Recruitment Yes 5.88% Yes 18.55% No 52.94%. External Recruitment Internal Recruitment Applied Shortlisted Appointed Interviewed Appointed Yes No Rather Not State

18 Ethnicity While most of the percentages are similar to last year, in 2014 there were no appointments from other ethnicity. In 2015, the council appointed 1.08% of people from other ethnicity, which equates to 4 staff members. External Recruitment Internal Recruitment Applied Shortlisted Appointed Interviewed Appointed White British White Irish or Other Mixed Asian Black Other Rather Not State The external and internal recruitment data is showing a difference in the number of applicants from Asian and Black who are then shortlisted, interviewed and appointed. All managers and those involved in the recruitment process receive training in unconscious bias to raise awareness of subconscious preconceptions about people. An independent quality assurance of the recruitment and selection process is being undertaken. 18

19 Religion or Belief There is a very small decrease in people applying to work at Calderdale who are of Christian Denomination, there is however an 8% increase in the number who have been appointed. Looking across the internal and external figures, there is 14% more people internally who have declared rather not state what their religion is. This may be due to the different systems that are used for internal and external recruitment where one forces you to choose something where the other will allow you to proceed without completing. External Recruitment Internal Recruitment Applied Shortlisted Appointed Interviewed Appointed Buddhist Christian Hindu Jewish Muslim Sikh Other No religion Rather not state

20 Sexual Orientation (including civil partnerships) In comparison to the figures from last year, we have tripled the amount of bisexual people that have been appointed into posts in the council. The amount of people that would rather not state when applying for jobs, differs hugely from internal and external applications, this is down to the different systems that are used to collect the data for application forms, many of these rather not state figures are simply blank fields that have not been entered rather than a true reflection of people who would rather not disclose this information. External Recruitment Internal Recruitment Applied Shortlisted Appointed Interviewed Appointed Bisexual Gay man Gay woman or lesbian Heterosexual Rather not state

21 9. Turnover In 2015, there were a total of 531 leavers and takes into account seasonal fluctuations in resignations across the year. Statistics published by the Office for National Statistics reveal that people are working longer than they used to. The average age at which people leave the labour market a proxy for average age of retirement rose from 63.8 years to 64.6 years for men and from 61.2 years to 62.3 years for women between 2004 and Resignation accounted for 231 of the voluntary leavers and early retirement for a further 69, with other voluntary reasons including mutual agreement and voluntary redundancy. The most common involuntary reasons were due to 73 End of Contract/Secondment and 37 which were due to compulsory redundancy. The remainder were attributed to death, dismissal, going to another payroll provider, ill health retirements, retirements at age 65+ and transfers. The proportion of all female leavers is similar to the Council s gender profile at 61.39%, which is quite a significant drop from last year when females made up 75.34% of all leavers. Male leavers account for 38.61%. Age Leavers are broadly in line with the Council s workforce age profile; although the number of leavers aged is noticeably higher at 32.02% against a workforce profile of 22.95%. Those aged 24 and under make up 8.66% of leavers against 4.28% of employees. Involuntary Voluntary Total 16 to to to to to to plus Total

22 Disability 4.33% of leavers have declared a disability. Involuntary Voluntary Total Yes No Rather Not State Not Provided Total No 89.64% Leaving Reason by Disability Rather Not State 0.19% Not Provided 5.84% Yes 4.33% Ethnicity Leavers from a BME background now represent 7.53% of leavers which is more in line with the workforce profile of 7.54%. Last year, the percentage of leavers from a BME Yes 12 background was below average for those employed. No 164 Rather Not State 0 Not Provided 15 Total 191 Involuntary Voluntary Total White - British White - Irish or Other Mixed Asian Black Rather Not State Not Provided Total

23 Religion The levels of under recording for religion or belief is low, therefore meaningful trend analysis is not always possible at this stage. Involuntary Voluntary Total Christian Buddhist Muslim Other 2 2 No Religion Rather not state Not Provided Total Sexual Orientation Not Provided 65.35% Leaving Reason by Religion Rather Not State 2.26% Buddhist 0.19% Christian 13.18% No Religion 16.01% Muslim 2.64% Other 0.38% Although increasing, declarations for sexual orientation are still low; therefore meaningful trend analysis is not possible at this stage. Involuntary Voluntary Total Gay man Gay woman or lesbian Heterosexual Rather not state Not Provided Total

24 10. Grievances, Harassment and Bullying, and Dismissals Data collected in regards to the above is gathered from the employees concerned, who do not however have an obligation to disclose any protected characteristics. Where complaints of harassment or bullying are made, the Council take these very seriously and will investigate. The Dignity at Work Policy complies with the Equality Act In addition, the Council s Induction for new employees ensures that they are fully briefed on the Council s expectations on how to access and report any incidents of harassment under the Dignity and Respect Policy. Analysis of the data below does not reveal any equality concerns. Human Resources Advisors and Contact Officers work with managers and employees to support them in resolving any issues raised, so that they can be dealt with in an appropriate and timely way and ensure that measures are put in place to prevent any further reoccurrence. The table below illustrates the data collected for all Council employees, disaggregated by protected characteristics. Characteristic Ill Health Disciplinary Grievance Bullying & Harassment Cases Total Cases Terminations Retirement Gender Female Male No Disability Disability Disability Not Provided Asian Pakistani White/ Black British Caribbean Ethnicity White British Mixed Other Unknown Preferred not to disclose No Religion Christian Muslim Religion or belief Age Sexual Orientation Prefer not to Disclose Not provided Other Religion Buddhist Heterosexual Do not wish to disclose Not Provided Bisexual/Gay

25 11. What the key areas of evidence tells us Research tells us that most successful organisations are those which are able to attract and harness the skills, experience and energies of diverse employee groups. Collection of data about staff shows us how closely the workforce reflects the Calderdale Population in relation to diversity. 12. Some of our success stories in 2015 Addressing under-representation of BME and disabled employed in the council. The number of employees who are Black or Minority Ethnic (BME) has shown a steady increase over the previous four years from 6.99% to 7.54%. Evidence shows that levels of BME women in senior management positions (Principle Officer Level 11 and upwards) has increased to 7.34%, slightly exceeding our 7% target. In part this is due to targeted recruitment drives. We have used positive action initiatives for under-represented groups for our Aspirational Leadership Development Programme, and accessing coaching and mentoring. Our 9% representation target of BME men in senior management positions (Principle Officer Level 11 and upwards) has slightly dipped this year to 4.49%. This is due to 4 BME men voluntary leaving the council either for higher paid jobs in the other sectors or voluntary reasons. Of those declaring their Ethnicity, the highest average salaries occur amongst staff from a Black background, in particular females from a Black background having the largest average salary. Through targeted apprentice recruitment drives we have increased the number of BME apprentices to 9.76% which is above the Council s average workforce profile, against a target of 10% by the end of In the last 12 months, we have achieved 50% (currently at 2.44%) of our target to increase the number of apprentices with a disability to 5% by the end of Our new approach to providing apprenticeship opportunities for our Children Looked After and Care Leavers has resulted in 10 apprenticeships, which are a key aspect of Calderdale s New Belongings. Through regular communication campaigns we are improving our data collection and reducing under-recording for all Calderdale Council s employees against the protected characteristics. The declaration rate of sexual orientation and religion although low, continues to grow; increasing from 19.26% to 32.7%, and 20.06% to 33.7% in the last 12 months. The number of staff trained in Diversity and Equality has progressed to 48.04%, we have set a target of 80% of our entire workforce to have undertaken equality and diversity training by April % of our managers have completed Managing Diversity training. 25

26 We are analysing our economically active and under-represented residents to inform service planning and delivery, leading to improving our knowledge of the diverse profile of the Calderdale population. Promoting Lesbian, Gay, Bi sexual equality Stonewall (a lesbian, gay and bisexual rights charity) published its Top 100 Employers 2015, showcasing Britain s best employers for lesbian, gay and bisexual staff. Calderdale Council (on its first submission) came a very respectable 154 in the Index, on second submission we are placed 130. The Index is important to a wide range of organisations in the private and public sectors, with 400 participating from both sectors this year. So it s another excellent achievement demonstrating our continued commitment and hard work to furthering LGB equality. In comparison to the figures from last year, we have tripled the numbers of bisexual appointments across the council. Supporting disabled employees and prospective employees We continue to comply with the Disability Two Tick Symbol and our duties under the Equality Act We have implemented a range of reasonable adjustments in consultation with our employees. We work in partnership with our Occupational Health Team and have implemented a series of reasonable adjustments to assist individuals. They include: optical, additional time on assessments, job redesign and flexible working. Promoting an Inclusive Workforce We have delivered Engagement and Inclusion latest thinking master classes for our Employee Resource Group leads and the Community and Cohesion team, supporting their own personal development and sharing latest thinking on inclusive culture where diversity is valued and leveraged, linking inclusion to the council performance and productivity. We have weaved an inclusion lens throughout our suite of Aspirational Leadership Master Classes, supplemented by an up skill webinar to introduce delegates to the Council s approach to diversity and inclusion being the fabric in which we talk about being authentic and shaping our leadership identify. Tackling Poverty and Low Pay Calderdale has proactively committed to tackling poverty and low pay, leading the way on this in local government in the region. The Council was an early adopter in the sector in respect of the Living Wage which it has paid to its directly employed employees since April This has now been integrated into the Council s pay policy. The current rate of the Living Wage is 7.85 per hour. We became an accredited UK Living Wage employer with the Living Wage Foundation on 23 April 2015, becoming the first local authority in West Yorkshire to achieve this recognition. 26

27 The Council sees the introduction of the Living Wage as a means to positively affect the wellbeing of the Borough and its citizens economically and personally. At this present time circa 250 directly-employed Council employees are in receipt of the Living Wage working in roles in key areas such as building cleaning, transport, school crossing, and catering. The vast majority of these employees live locally. The gender split for Council employees (not including schools) in receipt of the Living Wage is approximately 80% female, 20% male (so 4 in 5 are female). 96% of females in receipt of the Living Wage are part-time; 86% of the males in receipt of the Living Wage are part-time An accredited UK Living Wage employer is not required to pay casual workers the Living Wage. However, since 1 April 2015 casual workers have also been paid at the Living Wage rate. Schools in Calderdale have been encouraged to follow the Council s approach and introduce the Living Wage. As at June 2015, 66 schools have implemented the Living Wage, which covers 800 eligible employees. Of these 66 schools 7 are Academies. The Council is not just committed to paying the Living Wage to its employees but also to encouraging contractors to paying the Living Wage to their employees where they are engaged to deliver services for and on behalf of the Council. The Council applies the Living Wage requirements to best endeavours on new and renewable contracts by inserting a Living Wage expectation in procurement documentation and so encourages its adoption when contracts are up for renewal. Other large employers within Calderdale that have introduced the Living Wage for their employees are Nestle and Marshalls. The ambition of the Council is that other local employers will follow suit and actively consider the benefits of paying the Living Wage to their employees. 12. Work in Progress Population data used in this report is based on the 2011 Census. An up to date understanding of Calderdale s population profile will help us to focus on the impact of service planning and delivery decisions on particular groups. Workforce Development and HR are currently developing a list of relevant and evidence based outcomes relating to their functions, policies and practices. These will be integrated within this document during 2016/17. 27

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