SUBJECT: Overview of Equalities in the Council Workforce

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1 Chief Executive s Department Town Hall, Upper Street, London N1 2UD Report of: Head of Human Resources SUBJECT: Overview of Equalities in the Council Workforce 1. Synopsis 1.1 This report sets out the profile of the council s workforce as at 31 December 2015 by reference to the protected characteristics listed in the Equality Act The report is divided in to the following sections: Islington s Workforce Profile Pay Comparison Top 5% of Earners Grievance and Disciplinary Recruitment and New Starters Leavers Sickness Absence Training and Development Organisational Change Flexible Working Requests Monitoring Arrangements Staff Forums 1.3 Key Findings for 2015: Percentage of employees declaring a disability is the highest on record at 7.6% The proportion of employees that are Male continues to rise and is now 49.29% Increase in LGBT employees among Top 5% of earners Decrease in female and disabled employees among Top 5% earners Grievance and Disciplinary processes continue to show no strong variations between ethnic groups Decrease in the number of White employees as new starters Male staff have higher sickness levels then female staff Female staff are more likely to book themselves on a training course Leavers including via redundancy closely matches the ethnic profile of council Higher levels of sickness absence amongst Disabled employees Increase in the number of Male new starters and those declaring LGBT status Increase in training places booked by employees with a Disability Female employees 6 times more likely to request flexible working New starters are more ethnically diverse and more likely to declare their religion/belief than the existing workforce. January

2 2.0 Islington Council s Workforce Profile 2.1 Ethnicity For the purposes of this reports all the White ethnicity classification such as White Irish, White Kurdish etc are classed as White while all other classications are recorded as BME. 37% of the council s 4,466 employees (headcount 1 ) identify themselves as being from Black or Minority ethnic (BME) groups. This is higher than the London councils average of 36.6% and a slight increase from the 36.4% recorded in December % (53.6% in 2014) of our employees identified themselves as being White and 11% are not known / not recorded. Figure There are variations in the percentage of BME employees across Departments; Finance and Resources continues to be the most ethnically diverse with 45.15% of employees (45.4% in 2014) from BME groups, followed by Housing and Adult Social Services (HASS) 37.18%, Children Services 36.30%, Chief Executive s 35.20%, Environment & Regeneration (E&R) 25.30% and Public Health 9.76% (18.2% in 2014). The latter is a small department and so changes in personnel can have a significant affect on their workforce data profile The relatively high percentage of Not Known is due to inbound TUPE transfers over the last few years of workers where no ethnicity data was provided by the outgoing organisations at the time of transfer. For example the TUPE in of a large staff group to Environment & Regeneration has impacted on that department where 14.9% of ethnicity data is not known, and similarly the TUPE in of ex Kier workers in Housing & Adult Social Services is evident, where 15.18% of data is not known. As part of the ongoing harmonisation process all these employees they are being encouraged to update their 1 Headcount counts every employee as 1.0 regardless of whether they work full time or part time. A second measure known as Whole Time Equivalent measures employees on a pro-rate basis, e.g. an employee working 17.5 hours would be counted as 0.5. January

3 personal information via MyHR, the on-line HR system, or direct to a member of the HR team. Figure Gender 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Chief Executive Department Ethnicity by Department Children's Services Environment and Regeneration Finance and Resources Housing and Adult Social Services Public Health White 60.60% 55.03% 57.89% 49.31% 46.04% 70.73% Not Known 4.20% 8.67% 16.81% 5.54% 16.78% 19.51% BME 35.20% 36.30% 25.30% 45.15% 37.18% 9.76% % (51.6% in 2014) of LBI employees are female, a fall of almost 1% over the previous 12 months. This is mainly due to the TUPE transfer in from Kier of the predominantly male Housing Repairs service. This is significantly lower than the London councils average where 61.2% of employees are female. Figure 3 January

4 2.2.2 There are variations across Departments; Public Health has the highest proportion of female employees with 80.49%. Children Services is a close second with 78.92%. This department has a large number of traditionally female dominated professions. E&R has the lowest proportion of female workers at 29.90%; this Department has a large number of male dominated trades/professions including Refuse, Waste Management, Greenspace, Planning and Building Control. Figure Age The average LBI employee is 44.9 (44.7 in 2014) which is below the London councils average of HASS has the oldest workforce with the average age being Public Health has the youngest workforce with an average age of Across the council the largest number of employees are in the age bracket with 37.18%; followed by 30.66% aged and 27.09% aged There is an under representation of year olds in the directly employed workforce with only 3.15% (3.3% in 2014) in this category. 1.92% (1.9% in 2014) of employees are aged 65 or older. Figure 5 January

5 2.3.3 Mapping Islington s age profile against the London councils average shows that our workforce broadly follows that of the average London council. The most notable deviations are in the age bracket where Islington has a higher proportion of employees and the age bracket where Islington has less employees. Islington also has less staff in the 65+ age groupings that the average London council but more staff under 25. Figure % 40.0% 35.0% 30.0% 25.0% 20.0% 15.0% 10.0% 5.0% 0.0% Islington versus London Average 16 to to to to London 3.3% 27.8% 27.0% 39.4% 2.8% LBI 3.15% 30.66% 27.09% 37.18% 1.92% 2.4 Disability % of Islington employees have declared a disability. Although this figure is relatively high, compared with the average London council which has 4.6% of employees declaring a disability, we believe there is under reporting by employees at Islington in this category. For example 13% of respondents to a staff survey 2012 stated that they had a disability. Due to increased monitoring carried out by the HR team to capture missing data the percentage has increased from 6.9% in December The legal definition of what is classed as a disability is very broad and it is likely that many staff who could be assumed to have a disability as per the definition are not aware or do not consider themselves disabled. It may also be that employees don t declare when they can be identified (the staff survey is anonymous) as they consider this may put them at a disadvantage. Figure 7 January

6 2.4.3 HASS has the highest percentage of employees declaring a disability with 9.5%, followed by Chief Executive s at 8.8%. Nobody has declared a disability in Public Health. Figure Disabled Employees Trend The percentage of (declared) disabled employees in the workforce had increased steadily in five of the last seven years and the current percentage of 7.6% is the highest on record. Figure 9 Source; HR Systems Team December Sexual Orientation The proportion of (declared) LGBT staff has decreased slightly from 3.2% in 2014 to 3% in There are still gaps in the data, however almost half of staff have not made an active declaration regarding the sexual orientation. January

7 Figure Religion or Belief The largest religious (declared) grouping amongst employees is Christian accounting for 26% an increase from 23.1% in The second largest (declared) grouping is Muslim staff at 4% (3.8% in 2014). There is no data available ( not stated and not known ) for 51% of employees: a slight decrease from 2014 (55.4%). Figure 11 January

8 2.7 Other Protected Characteristics The data sample in respect of staff who are transgender or transsexual is too small (one individual) to make statistical analysis possible. The council does not currently monitor the marital status of employees. There have been no discriminatory allegations in relation to this strand in the last eleven years; hence discrimination against employees based on their marital status is not seen as a risk area Monitoring by reference to pregnancy is not carried out routinely as the group has fluctuating membership; it is considered when looking at specific processes, for example, reorganisations. January

9 3.0 Pay Comparison 3.1 Gender % of the council s staff are female and there is a female majority in all grade bandings except Scale 2-6 and Chief Officer level. The proportion of female staff declines as the grade bandings increase above Scale 6. Even though a higher proportion of the Top 5% of earners are female, the Chief Officer group is a much smaller cohort with circa 50 staff earning salaries equivalent to this grade. The percentage of female staff at Chief Officer has remained stable over the last six years. The Enterprise, Kiers and Homes for Islington TUPE transfers in recent years have significantly increased the number of male staff in the Scale 2-6 category. Figure Three of the council s last four Chief Executives have been female as are two of the five Corporate Directors and both the current Assistant Chief Executives, so it is does not appear that there is a glass ceiling at Islington. Despite this there is an under representation of female employees at Chief Officer level. 3.2 Ethnicity Pay Comparison The largest proportion of employees from BME groups can be found in the SO1 SO2 salary banding followed by Scale 1 to Scale 6. The proportion of BME employees declines as grades increase above Scale 6, with 42.45% at SO1-SO2 coming from BME groups and only 16.33% at Chief Officer level. January

10 Figure It is probable that demographics play some part in the reason for the trend where the proportion of BME staff declines by grade. The average Chief Officer is aged 50 and is therefore likely to have 25 years plus work experience in the UK. Hence the ethnic profile of this cohort is more likely to reflect the London labour market years ago. In 1991 the BME residents made up 18.9% of the population of Islington. Levels of economic activity (i.e. those who are available for work) are lower for BME groups which would mean the percentage of potential applicants from BME groups would have been even lower. However, only a third of the council s employees (including schools) live in the Borough so the above analysis should not be taken as the definitive explanation for the trend In 2014 the council launched a positive action Talent Management programme called Inspiring Leaders which aims to develop more BME staff with the skills needed to undertake senior roles at the council. January

11 4.0 Top 5% of Earners 4.1 The top 5% of earners comprises the highest paid 215 officers at the council (equivalent to 5% of the workforce). Table 1 Category 2011/ / / / /16 London Councils Top 5% earners who are women Top 5% earners who are from a BME group Top 5% earners who have a disability Top 5% earners who are LGBT 49.1% 48.2% 52.8% 53.5% 50.8% 48.8% 18.6% 19.1% 18.9% 20.1% 20.5% 14.9% 2.4% 3.5% 3.3% 4.2% 3.5% 5.2% N/A 4.5% 4.8% 5.6% 6.56% N/A At Islington 50.8% of the Top 5% of earners are female. This is above the London council s average of 48.8% % of the Top 5% of earners are from BME groups which is a slight increase on 2014 and is also the highest percentage recorded to date. This is significantly higher than the London councils average The proportion of the Top 5% of earners with a disability has decreased and is below the London councils average % of the group have declared themselves Lesbian, Gay or Bisexual (LGBT), an increase on the previous year and the highest figure recorded to date. January

12 5.0 Grievance and Disciplinary 5.1 Disciplinary In 2015 there were 85 (115 in 2014) disciplinary actions commenced against employees. The highest number of cases was against White staff with 31 cases. Figure 14 Source: HR Business Partners January Table 2 shows the probability of an employee being disciplined broken down by ethnicity. Table 2 Ethnicity Incidence of Disciplinary 2015 Incidence of Disciplinary 2014 Source: HR Systems Team January 2016 ASIAN BLACK MIXED OTHER WHITE ALL 2.5% 1.4% 3.3% 0% 1.3% 1.9% 2.8% 2.8% 0% 10.5% 2.5% 2.5% There is no significant difference in disability rates across different ethnicities in 2015 with the exception of the Mixed and Other group. This is a relatively small cohort and covered just 5 disciplinary investigations for this group. January

13 5.2 Grievance In the calendar year 2015 there were 26 formal grievances taken out by employees under the council s grievance policy. This is considerably lower than the 41 in The highest number were taken out by White staff with 13, followed by Black staff with 8 and Other with 3 and Asian with 2. There were no grievances from staff in the Mixed group The reduction in formal grievances may have been due to the council s emphasis on informal routes to resolution such as mediation. Figure 15 Source: Business Partners January The incidence of employees from a particular ethnic group taking out a grievance is set out below. The number of grievances taken out by Black and White employees decreased from the previous year. Table 3 Ethnicity ASIAN BLACK MIXED OTHER WHITE ALL Incidence of Grievance 2015 Incidence of Grievance % 0.7% 0.0% 3.7% 0.6% 0.6% 0.3% 1.2% 0.7% 0.0% 1.0% 0.9% Source: HR Business Partners Team January 2016 January

14 6.0 Recruitment 6.1 Ethnicity In the twelve months to 31 December 2015 the council received 10,372 applications which led to 493 new starters joining the organisation. The number of applications is considerably higher than in 2014 (8099 applications and 346 new starters) and represents a 28% increase in application received. The highest percentage of applications received was from White applicants who accounted for 39%, slightly down from the previous year (41%). Despite accounting for the highest number of applications this is significantly lower than the equivalent proportion of White residents of the borough (48%). Figure 16 Source: Recruitment December New starters are more ethnically diverse than the existing workforce with 43% from BME groups versus 37% of existing employees. Despite only accounting for 39% of applications White applicants accounted for 44% of new starters. Black applicants accounted for 36% of applications and 29% of appointments. January

15 Figure Figure 18 measures the probability of an individual being appointed based on their ethnicity. This is done by dividing the number of applicants by the number of new starters for each ethnicity banding. The average applicant had a 4.37% chance of being appointed. Applicants who did not provide ethnicity data had the highest chance of appointment with 8.25% of applications leading to an appointment. White applicants had the second highest appointment rate at 5.79% followed by Mixed at 4.26%, Black applicants at 3.35% and Asian applicants at 2.74%. The lowest conversion rate from application to appointment was amongst the category Other at 1.68% The council generally receives higher numbers of applications for lower graded posts and a higher proportion of those applicants are from BME applicants which may be one contributory factor to these probability figures. It should be noted that managers receive no data regarding ethnicity at the application stage and names are removed from application forms in line with the council s policy of anonymous equalities data at the long and shortlisting stages introduced in January

16 Figure 18 LBI 4.37% 6.2 New Starters by Gender Male applicants had a slightly higher probability rate of being appointed to roles with 4,075 male applicants leading to 275 new starters versus 6,297 female applicants leading to 218 new starters. This gave males a 6.7% chance of being appointed versus 3.5% for females In 2015 there was a 10% increase in the number of male new starters with the percentage rising from 46% in 2014 to 56%in During the year the council has undertaken major recruitment exercises to appoint council recruited employees to replace agency workers in many of the male dominated areas of the council, such as in E&R and HASS, following the tupe in of services. Figure New Starters by Disability January

17 6.3.1 There was a slight decrease in the number of new starters who declare a disability falling from 4.7% in 2014 to 4.49% in Disabled applicants accounted for 5.43% of all applications and 4.49% of appointments. 6.4 New Starters by Sexual Orientation The percentage of new starters from LGBT groups has increased to 5.28% (4.0% in 2014), which is higher than the current workforce profile of 3%. 6.5 New Starters by Religion/Belief There was an over representation of all religious groups amongst new starters. For example 46.04% of new starters declared themselves Christian versus 26% of existing employees. The main factor behind the discrepancy is the large proportion of Not known amongst existing staff. Figure 20 January

18 7.0 Leavers 7.1 Leavers covers employees whose employment was ended for any reason. There were 521 Leavers during the calendar year 2015 up from 429 in 2014: a 21% increase. The figure does not include casual workers. 7.2 Ethnicity The ethnicity of Leavers is broadly in line with the ethnicity of the wider workforce with a small over representation of White staff in the process. Figure 21 Source: HR Systems Team January There were variations across all ethnic groups regarding their reason for leaving. The most common reason for leaving was Resignation ; this accounted for a range of values from 60% of Mixed ethnicity leavers to 41.66% of Asian ethnicities. Figure 22 Source: HR Systems Team January 2016 January

19 8.0 Sickness Absence 8.1 In the rolling 12 months to December 2015 employees took an average of 6.55 days sickness absence. This figure is low when compared to the public sector average (local government) which is 7.9 days and the London councils average of 7.6 days. The published UK average is 6.9 days (Source CIPD 2015). 8.2 A breakdown of sickness absence against four of the protected characteristics shows that there are some variations. Table 4 - Average day s sickness absence January to December 2015 Ethnicity Asian 7.7 days 4.7 days Black 7.9 days 6.4 days Mixed 3.8 days 6.2 days Not Known 5.9 days 9.5 days Other 14.6 days 3.2 days White 6.6 days 6.8 days Gender Female 7.1 days 6.1 days Male 6.8 days 7.3 days Age days 6.4 days days 5.4 days days 6.1 days days 8.4 days days 6.3 days Disability Yes Disability 13.0 days 10.3 days No Disability 6.5 days 5.2 days Source: HR Systems Team January Ethnicity It is difficult to report which ethnic group had the highest / lowest levels of sickness absence in 2015 as the category Not Known had the highest rate of sickness among the ethnic groups with an average of 9.5 days lost. There was a marked drop in the number of days employees who declared themselves as Asian had off sick falling from an average of 7.7 days in 2014 to 4.7 days in Gender Male staff had higher sickness levels than female staff in On average, manual workers generally have 1.5 more days absence per year than non-manual workers. (Source CIPD 2015). Male sickness absence in the council has risen significantly since 2013 when it stood at 5.4 days to 7.3 days in This is mainly due to higher sickness levels amongst the predominately male workers who transferred in to the Council from Enterprise and Kiers in recent years. January

20 8.5 Disability Employees who have declared a disability have significantly higher levels of sickness absence than staff who have not declared a disability; it is not possible from the reports to identify sickness which is specifically related to the individual s disability. 8.6 Age Sickness increases with age with the exception of the age range who recorded the second highest sickness absence rate of 6.4 days and the 65+ age group who had a lower than anticipated sickness rate of 6.3 days. The sample size for both of these age ranges, however is relatively small All age groups, except for the age group were below the UK published average of 6.9 days. January

21 9.0 Training and Development 9.1 There were 6,273 places booked on training courses through MyHR in the 2015 calendar year compared with 5656 in This represents an 11% increase in such bookings. The figure of 6273 only includes training booked via the central HR system and excludes additional professional training such as that undertaken by employees in Children s Services and HASS. 9.2 Ethnicity From an ethnicity perspective BME staff enjoy higher levels of access to Learning and Development relative to the overall workforce profile. 39% of training places are booked by employees from BME groups compared to the workforce profile where 37% of employees are from BME. 51% of places are booked by White employees compared to a workforce profile of 53%. Figure 23 Source: HR Systems Team January Disability There is an increase in the proportion of training places booked by employees with a Disability year on year, rising from 5.6% in 2014 to 8.69% in This is above the relevant workforce profile of 7.6% and also represents a 55% increase in the last year in such bookings by employees who have declared a disability. 9.4 Gender Female staff are more likely to book themselves on a training course, accounting for 59.62% of all bookings compared to a workforce profile of 50.71%. 9.5 Age There appears to be no significant age related difference in employees booking courses and attending training. January

22 Table Total Workforce 3.15% 30.66% 27.09% 37.18% 1.92% Attending L&D 2.18% 32.88% 25.67% 38.04% 1.23% Source: HR Systems Team January 2016 January

23 10.0 Organisational Change 10.1 The council has embarked on a series of organisational change programmes since April 2010 in response to austerity measures imposed by central Government in its Comprehensive Spending Review. Between 01 April 2010 and 31 December 2015 a total of 684 employees left the council via redundancy. In 2014 the figure stood at 558 representing a 22.58% rise on the previous year. Table 6 April 2010 to December 2015 Compulsory Redundancy Voluntary Redundancy All Redundancies Chief Ex HR Systems Team January Voluntary Redundancy Children s Services E&R F&R HASS Public Health Total The Council has offered five voluntary redundancy schemes from 2011 to 2015 resulting in 362 voluntary redundancies as at 31 December Even though White employees make up 53% of the workforce they account for 68.26% of voluntary redundancies. Figure 24 Voluntary Redundancy by Ethnicity BME Not Known White 27.81% White 68.26% Not Known 3.93% Source: HR January Compulsory Redundancy Between 01 April 2010 and 31 December 2015 a total of 322 employees have left the council via compulsory redundancy. 55% of those employees are White, 40% from BME groups and 5% have no recorded ethnicity. These figures are broadly in line with the council s workforce profile. January

24 Figure 25 Source: HR Systems January Total Redundancies The total number of employees leaving via redundancy covering both voluntary and compulsory stands at % (62% in 2014) of those employees are White, 40% (35% in 2014) are from BME groups and 5% (3% in 2014) have no recorded ethnicity. There is an over representation of White staff in the redundancy process primarily driven by their higher voluntary redundancy rate. Figure 26 Source: HR Systems January 2016 January

25 10.5 Redundancy by Gender Since April 2010, 57.39% (59.3% in 2014) of those leaving via redundancy were Female and 42.61% were Male. Female employees currently make up 50.71% of the workforce. However prior to the major insourcing programme which began in April 2012 females made up 62% of the workforce. The data for 2014/15 shows that, 57.39% of redundancies were female. Hence the overall proportion of female redundancies is declining and overall is broadly in line with expectations given the changing gender structure of the workforce. Figure % 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Redundancy by Gender Comp Vol All M 42.51% 42.70% 42.61% F 57.49% 57.30% 57.39% Source: HR Systems January Female staff account for 57.30% of voluntary redundancies and 57.49% of compulsory redundancies Redundancy by Disability Disabled employees account for 6.3% of all redundancies which is slightly lower than the proportion of disabled employees at the council which is 7.6%. For compulsory redundancies the figures falls even further to 4.6% Redundancy by Age The average age of an employee leaving via redundancy during the period in question was 48.7 which is above the council s average age of As one would expect 2 the average age is higher for those leaving via voluntary redundancy at 53.3 versus 45.9 for those leaving via compulsory redundancy. 2 Employees aged over 55 can access their pension if leaving via voluntary redundancy January

26 11.0 Employment Tribunal Cases 2014/15 Alleging Discrimination 11.1 The council receives a relatively low number of Employment Tribunal claims which include allegations related to the protected characteristics. The council also has a very good record in respect of outcomes where such cases are brought and a high proportion struck out or withdrawn. The data below relates to cases concluded during 2014/15 financial year. The numbers are not really large enough for useful statistical comparison. The data does not include cases taken against schools. A number of claimants claimed discrimination on multiple grounds. Table 7 Basis of claim Withdrawn Won (Council) Struck out Lost Settled Race Discrimination Sex Discrimination Disability related discrimination Age Discrimination Religion Discrimination Source: Legal January 2016 Table 8 National position 2013/2014 Basis of claim Withdrawn Won (employer) Struck out Lost ACAS Settled Race 30% 22% 9% 3% 33% Discrimination Sex 59% 6% 11% 2% 23% Discrimination Disability 31% 16% 7% 3% 42% related discrimination Age Discrimination 67% 9% 4% 2% 19% January

27 12.0 Flexible Working Requests 12.1 The council recognises the importance of having a variety of flexible working options, to give employees greater choice and flexibility to manage work life events. Such options are an essential part of the council s continuing commitment to support all employees and attract and retain valuable members of staff. Options include: parttime, term-time, job-sharing, flexi-time, compressed working, reduced hours and working from home As part of the council s commitment to supporting flexible working the council became a Timewise accredited council in Timewise Councils is a continuous improvement programme to help local authorities identify, adopt and share best practice in flexible working as a valuable tool in achieving transformational change. Local authorities that undertake the programme are awarded Timewise Council status and become part of a growing network of local authorities taking a leadership role on flexible and agile working From the data recorded by HR a total of 50 flexible working requests were received during During 2014, only 22 such requests were recorded representing a 127% increase in recorded requests in Female employees were more likely to request this option than male employees (86% and 14% respectively) and the most common reason given by employees for requesting to work flexibly was childcare (22%). Eight applicants were rejected. Table 9 Reasons for the request Number of employees Childcare Flexible Study Other/Not Total Retirement known % 4% 6% 68% 100% Source: HR January The breakdown of these requests by ethnicity, disability and age band are detailed below: Table 10 Ethnicity Asian Black Mixed White Other Not Total Known Number of requests % 6% 24% 0% 52% 10% 8% 100% Source: HR January 2015 Table 11 Disability Total number % Number of requests 3 6% Source: HR January 2015 Table 12 Age Total Number % 0% 48% 16% 34% 2% 100% January

28 Source: HR January The council has a flexible retirement scheme where employees can opt to reduce their hours / job grade. Many of those making a request for flexible retirement cited the need to look after an elderly parent, relative or sick or disabled partner. January

29 13.0 Monitoring arrangements 13.1 The council captures equalities data relating to Gender, Age, Ethnicity, Sexual Orientation, Religion/Belief and Disability from all new starters during the recruitment process. Existing employees are asked to check their information and update it if necessary on an annual basis Details regarding employees on maternity leave are monitored through payroll data rather than through surveying employees. This is the most variable of the nine equalities strands, hence surveying employees is not the most effective way of capturing the data. The council does not currently monitor the marital status of employees. There have been no discriminatory allegations in relation to this strand in the last ten years; hence discrimination against employees based on their marital status is not seen as a risk area The council undertakes a number of monitoring activities to help ensure that the workforce reflects the diversity of the local community and encompasses, where possible the nine protected characteristics under the 2010 Equality Act. The monitoring arrangements include: Monthly HR case monitoring meetings reviewing Grievance, Disciplinary, Absence Management and Performance Management cases. Quarterly HR Scorecard which is the main equalities report covering all facets of employment. Annual Equalities Report Staff forum action plans for Disabled employees, LGBT employees and BME employees Service areas action plans Tri-annual staff survey Resident Impact Assessment for all new policies and reorganisations 13.4 Employees have been encouraged on a number of occasions via ICBulletin, News Round-up and the Manager s Bulletin in recent months as well as at various staff forums to update their personal profile. A specific let us know campaign was launched in relation to disabled staff. These initiatives have resulted in an increase in data fields being populated but in the main there continues to be significant data gaps relating to disability, sexuality and religion due to employees not providing the data. This does have an impact on the overall reported figures and may mask, for example the full picture of the number of disabled staff. The TUPE transfer of waste management and housing repairs staff into the council without their employers providing any equality data has increased the percentage of Not Known across all the protected characteristics. January

30 14.0 Staff Forums 14.1 The council supports 6 staff forums BME Staff Forum Disabled Staff Forum Faith Staff Forum Carers Forum LGBT Staff Forum Women s Staff Forum 14.2 Each of these forums is consulted on equality action plans and on particularly relevant HR policies when they are reviewed. Report Author: Pat Edwards- Head of Human Resources Tel: January

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