PAPER 3

STRATEGIC EQUALITIES & INCLUSION BOARD

Report Title: Information and Performance Bulletin

Meeting Date: 22July 2013

Author: Allison Coleman and Paul Emeny

BODY OF REPORT

  1. Disability Involvement Day

Updates have been provided on all of the pledges made by Suffolk County Council at Disability Involvement Day 2012 and have been included in the interim report produced by the Disability sub-group of the Joint Diversity Working Group.

Plans are underway for Disability Involvement Day 2013 on 31 October at Stowmarket Leisure Centre.

For further information please contact Allison Coleman, Community Partnerships Adviser, by email at or telephone 01473 265160.

  1. Review of the Public Sector Equality Duty (PSED)

A visit was made by the Governments Equalities Office in May as part of the review of the public sector quality duty that was announced by the Home Secretary in May 2012.The review was intended to establish whether the 'equality duty' in the Equalities Act 2010 is operating as intended.

The review particularly focused on the following key themes:

  • how well understood is the PSED and guidance;
  • what are the costs and benefits of the PSED;
  • how organisations are managing legal risk and ensuring compliance with the PSED;
  • what changes, if any, would ensure better equality outcomes (e.g. legislative, administrative and/or enforcement changes)

The review team spoke to range of people across the organisation, ranging from the Leader, Cllr Mark Bee, Cllr Rebecca HopfenspergerAndy Fry and a range of supporting Officers. Suffolk County Council’s contribution is to be converted into a case study that will be shared with Ministers.

For further information please contact Shammi Jalota, Lead Equalities Advisor, by email at or telephone 01473 26516.

  1. Joint Norfolk and Suffolk Gypsy and Traveller Strategy

Key priorities are being delivered against the cross border Gypsy and Traveller strategy for Norfolk and Suffolk. A planned review of the strategy is intended to take place in the autumn. This will also address the impact on the settled community and potential actions around this. The revised strategy and action plan will be signed off by Norfolk and Suffolk’s respective political mechanisms.

For further information please contact Shammi Jalota, Lead Equalities Advisor, by email at or telephone 01473 265161

  1. “Now I can...” campaign

It is recognised that hard to reach learners can feel daunted about coming forward to access maths and English courses. Between May and July 4, workshops have been run for multi-agency frontline staff to develop their skills in recognising adults who may need help with their maths and English; how to raise the topic sensitively with them; and how to help them to access the courses available.

The “Now I can..” posters and leaflets continue to promote the availability of courses to the public.

For further information please contact Allison Coleman, Community Partnerships Adviser, by email at or telephone 01473 265160.

  1. COGNOS

The equalities section of COGNOS, the County Council’s business intelligence/information management system is being steadily utilities. COGNOS licence holders can now access and interrogate equality reports (delivered by CSD). This will also allow staff to analyse data more effectively to assess potential gaps/areas for improvement in workforce equality monitoring.

For further information please contact Shammi Jalota, Advisor, by email at or telephone 01473 260742

  1. Equality Impact Assessment Screenings

The table below provides information on service/policy changes between April-June 2013 and use of the Equality Impact Assessmentprocess.

Directorate / Service/policy change / EIA undertaken
Yes/No / EIA level
Screening/Full/ None
CSD / Organisational Change Management Policy / Yes / Screening
PPD / Protection Policy FP1.13

Regulatory Reform (Fire Safety) Order 2005- Witness Statements

/ Yes / Screening
PPD / Protection Policy FP1.14

Regulatory Reform (Fire Safety) Order 2005- Interview Procedures

/ Yes / Screening
ESE / Post 16 discretionary transport / Yes / Screening (with additional consultation)
ESE / Travel Card / Yes / Screening (with additional consultation)
ESE / Bungay one way system / Yes / Screening
CYP / Accessibility strategy / Yes / Screening (with additional consultation)
RM / Pay Award / Yes / Screening undertaken virtually
  1. Progress report for delivery of activities from action plans: 2012/13.

In order to fulfil the requirements of the 2010 Equality Act, directorates have to produce annual equality information reports which highlight equality gaps within service provision. In order to have made service improvements during 2012/3 directorate equality action groups produced improvement plans. The Strategic Diversity Group considered a detailed version of the equalities performance report (at their last meeting in March). End of year highlights are presented below. A new system of equality performance management has commenced for 2013/14 and beyond.

SCC/Corporate progress for 2012/2013:

  • Equalities information within COGNOS is now completed allowing managers to interrogate equality workforce gaps at directorate level.
  • Ongoing progress with representatives from minority communities around seeking a solution to shared community space in Ipswich.
  • ACS launched provider survey aimed at identifying what their market understand about their responsibilities under the Equality Act.
  • Launched a new e-learning equality and inclusion package aimed at all staff. It is now mandatory for all new starters to complete this within 6 months of starting employment.
  • Improved physical access to Dedham Vale Area of Outstanding Natural Beauty, StourValley, BrandonCountryPark and launch of 18 easy going trails / walks across Suffolk, accessible by a wider range of people.
  • Procurement and contract management processes aligned to ensure compliance by supporting the Equality Act 2010.
  • Improving the recording of ethnicity, gender and disability for children in need which has increased from 90% to 94.1%.
  • CYP launch successful awareness raising campaign aimed at the LGBT community in respect of fostering and adoption.
  • 130 separate equality improvements delivered across all directorates.

Key areas of concern across SCC and at directorate level

  • Lack of service user equality monitoring data across all of the protected groups continues to be an issue.
  • Contract management in respect of equality performance indicators around divested services needs to be improved.

Looking forward 2013/14

Looking ahead a new approach to delivering against our equalities and inclusion area of work is now in the process of being implemented across the Council. This includes:

  • Removing Equality Action Groups at directorate level. (Achieved)
  • Directorate Management Teams to own deliver and monitor equality and inclusion improvements as part of business as usual.
  • Reconfiguring the membership of the Strategic Equalities and Inclusion Board to include Chairs of all staff support network groups.
  • DMT’s to deliver and performance manage their directorate specific equality ‘areas for improvement’ as outlined in their equality information reports, twice per year.
  • Developing an external reference/validation VCS group, that will aim to provide rigour and support in the way in which we deliver our equality and inclusion work. This will be led by Community Action Suffolk.
  • Re-launching staff guidance on the importance of undertaking equality impact assessments as a mechanism for paying ‘due regard’ to equalities.

Workforce

The following tables provide further information on the profile of the council’s workforce. This data was sourced from Cognos (B.I.) and is based on information declared by staff.

% SCC staff with a disability by directorate
Directorate / 2011/12 / 2012/13 / Change in % with disability / Change in % unknown
% disability / % unknown / % disability / % unknown
Adult & Community Services / 6.2% / 45.3% / 7.8% / 38.6% /  / 
Children & Young People / 4.7% / 45.2% / 4.6% / 46.3% /  / 
Economy, Skills, Environment / 3.0% / 49.9% / 3.3% / 50.1% /  / 
Public Health / n/a / n/a / 4.5% / 36.4% / n/a / n/a
Public Protection / 2.0% / 59.5% / 1.6% / 60.6% /  / 
Resource Management / 7.8% / 24.0% / 7.7% / 24.9% /  / 
Total SCC / 5.0% / 46.2% / 4.9% / 45.8% /  / 
% SCC staff from ethnic minority groups
Directorate / 2011/12 / 2012/13 / Change in % ethnic / Change in % unknown
% ethnic groups / % unknown / % ethnic groups / % unknown
Adult & Community Services / 3.7% / 7.8% / 4.0% / 7.3% /  / 
Children & Young People / 2.3% / 23.3% / 2.3% / 26.8% / Same / 
Economy, Skills, Environment / 1.4% / 30.9% / 1.4% / 33.1% / Same / 
Public Health / n/a / n/a / 18.2% / 36.4% / n/a / n/a
Public Protection / 2.3% / 16.4% / 2.0% / 16.6% /  / 
Resource Management / 2.1% / 12.7% / 3.2% / 15.8% /  / 
Total SCC / 2.8% / 16.4% / 2.6% / 21.5% /  / 
Staff sexual orientation
% UNKNOWNS / 2011/12 / 2012/13 / Change
in % unknown
Adult & Community Services / 46% / 37% / 
Children & Young People / 44% / 46% / 
Economy Skills and Environment / 46% / 47% / 
Public Health / 43% / 36% / 
Public Protection / 27% / 44% / 
Resource Management / 44% / 27% / 
Total SCC / 43% / 43% / NO CHANGE
Top of Form
Age Profile by %
Bottom of Form / 16 - 24 years / 25 - 34 years / 35 - 44 years / 45 - 54 years / 55 - 64 years / 65 - 74 years / 75+ years / Total staff
Adult & Community Services / 2% / 12% / 19% / 33% / 28% / 5% / 0% / 100% (1,185)*
Children & Young People / 3% / 19% / 25% / 31% / 20% / 2% / 0% / 100%
(2,660)
Economy Skills and Environment / 5% / 14% / 22% / 32% / 22% / 4% / 1% / 100%
(702)
Public Health / 0% / 5% / 36% / 32% / 27% / 0% / 0% / 100%
(22)
Public Protection / 4% / 20% / 29% / 34% / 12% / 0% / 0% / 100%
(739)
Resource Management / 6% / 18% / 24% / 35% / 16% / 2% / 0% / 100%
(363)
Total / 4% / 17% / 24% / 32% / 20% / 3% / 0% / 100%

* - The total number of staff employed at July 5th across directorates, source COGNOS

Key issues and areas for discussion:

  • ACS and RM directorates employ the greatest proportion of staff from minority ethnic backgrounds and those declaring they have a disability.
  • It is important to note that there is a considerable amount of work needed to improve on the sexual orientation disclosure rates of staff across SCC. It is also worth noting that differing variations exist across directorates. Taking steps to improve the equality information of this staff community will support the work SCC is doing in preparation for the Stonewall Workplace Index 2013.
  • There is a high proportion of staff with ACS, (28%) that fall within the 55-64 year old age group. ACS may need to explore strategies around succession and leadership planning.20% of the overall workforce is aged between 55-64 years of age.
  • According to staff disclosure rates around disability, currently SCC does not reflect the disabilities (in the workforce) of the working age population at 7.2%. However, we recognise that as the % of unknown’s is so high, it is difficult to substantiate this under representation.
  • Again, according to known staff disclosure rates around race, SCC employs 2.6% of staff from minority ethnic backgrounds, compared to 3.4% of Suffolk’s minority ethnic population.
  1. ‘Developing your practice in equalities and inclusion’ conference

This conference for practitioners working with children and families was held on 5 June at the WaterfrontBuilding, University Campus Suffolk. Over 60 people attended the day. Topics covered during the day included factors that impact on social inclusion; support for the victims and perpetrators of hate crime; how exclusion can affect anybody and the particular issue of hidden need in rural areas; the challenges of accessing services for the Gypsy and Traveller community; barriers facing transgendered people; building understanding and links between different faith communities. The event was jointly planned between Business Development and the Workforce Development Team.

For further information please contact Allison Coleman, Community Partnerships Adviser, by email at or telephone 01473 265160.

  1. Legal Aid for immigration cases

Following the allocation of contracts to deliver immigration legal advice, no contracts were awarded in Suffolk, Norfolk or Essex, despite Ipswich and Norwich being asylum dispersal areas. Agencies working with asylum seekers have been gathering evidence of need for local legal advice which is being presented to the Legal Aid Agency. Assurances about legal aid providers offering outreach work in Suffolk have not materialised. In the case of Unaccompanied Asylum Seeking Children, social workers are having to accompany young people to appointments in London and elsewhere. There have been initial indications that a further tender round in August may be arranged by the Legal Aid Agency, but this has not been confirmed. In the meantime many people are not able to access the legal advice they need and additional pressure is being put on voluntary and community sector organisations that are funding travel across the country for people to attend appointments, and in some cases having to accompany vulnerable people who are not able to tackle the journeys alone.

For further information please contact Allison Coleman, Community Partnerships Adviser, by email at or telephone 01473 265160.

  1. West Meadows Gypsy & Traveller site

The contractual relationship with Home Space Sustainable Accommodation is going well. All plots on the site are occupied, with reduced levels of anti social behaviour and improved relations between travellers on the site. For more information email

  1. Part-time party – part of ‘Talking Lunch’ 26 June 2013

About 25 staff from SCC and IBC joined together to celebrate working part-time / flexibly. Lucy Robinson, SCC opened by sharing her positive view of flexible working. Eric Prince from SCC, and John Booty from IBC recounted their experiences of now working part-time including some home working. Each had made it work for them, and their organisations with support of their managers and colleagues. Whilst the discussions were with a ‘converted’ audience, there were suggestions on how to make the benefits more visible to staff and it is these that Lucy for SCC and Sally for IBC agreed to take back to their management teams, namely:

  • Make it clear that full time post can be applied for by part-time worker
  • Job share process – make clearer to staff and managers – banish perceptions that you don’t need to find a job share partner
  • Existing employees see it as part of their reward package, and could be an attraction for those looking for recruitment
  • Encourage managers to recruit (i.e. design jobs for) more part-time / flexible, and of course brings potential cost savings
  • Increase visibility by show casing places where it is working and the benefits to the family unit of parents (either gender) being around more.

Summary of other feedback:

  • Importance of others being aware of work patterns when arranging meetings
  • Potential workforce management issues with staffing (e.g. 9 day fortnight results in lack of people in office on Fridays)
  • Difficulties with TUPE – different T&C related to flexible working for staff coming in / existing staff (poss public health & SCC?)
  • Need acceptance from other colleagues – ‘leaving early’ comments etc
  • Many part-time staff have own businesses too – extra skills of being self employed, marketing, confidence, contracts etc
  • You’re not indispensible – discipline - don’t look at emails if not at work!
  • Keep a track of hours worked – approximately for own piece of mind
  • Getting more out of part-time staff – no ‘down-time’
  • Manage own and others expectations – say what you can do, rather than what you can’t eg “I can do that by …..” rather than “I can’t do that”
  • Organisational benefits – thinking time when not at work
  • The percentage of part time contracts is 52.2%. Of the 52.2% that are PT: 76.8% are female, 23.2% are male.
  • This includes 695 contracts that are 0 fte (casual workers on zero hour’s contracts); if you discount those, the percentage of part time workers is 46.6%.
  • 58.7 % of all females 38.2% of all maleswork part time.

For more information contact

  1. Strategic Diversity Group: Attendance Survey

At the March 2013 Strategic Diversity Group Meeting,the Chair asked if a brief survey could be compiled to assess why attendance had been historically low at these meetings. This survey was completed by 8 attendees of the SDG and the following headlines have been highlighted.

  • More than half the responses stated that they had attended 2 meetings or less in 2012/13.
  • The responses also showed that members of the group knew the role of the SDG; stating that it was to provide leadership on equality, to ensure the organisation meets its equalities duties and to set/meet Suffolk County Council’s equality and diversity objectives.
  • The survey brought to light that the meetings were viewed as ‘often relevant’ (average of responses); with some stating that the meetings were ‘very relevant’.
  • When asked why attendees felt the meetings were this relevant, some of the responses were as follows: ‘Some items appear to be very tactical and detailed’, and ‘actions and information from the meetings are disseminated and addressed consistently in Directorates across the CC’.
  • When asked how the meetings could be improved responses suggested that promoting the corporate equalities duties to members would improve the meetings; this links with the comment that the meetings should have a clear focus on the E&D strategy. Others stated similar views, around identifying key priorities and structuring the meeting around them.

For more information contact,

Complied by Business Development, July, 2013

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