The Head of Business Improvement introduced the report by noting a range of measures now in place to address matters of inequality. These included, among other things, outreach activities to communities; provision of unconscious bias training; and equalities recruitment guidance. She was keen to take the opportunity to review the Council’s practice to ensure that recruitment resulted in a workforce which properly reflected the City’s diverse community. The initial focus of this would be in relation to BAME issues, looking at recruitment and turnover by service area. As a first step it was necessary to understand the data and to make sure that any targets were appropriate. Some activities might be best aimed at service areas and others across the whole Council. She suggested that a further report in April or May would be helpful, setting out some worked up proposals, agreed by the City Management Team.

Members were disappointed that the data presented were not up to date. The Head of Business Improvement reassured Members that while more recent data had not come to the meeting, up-to-date data were regularly interrogated and acted upon by officers as necessary.  She went on to say that the data for both 2016/17 and 2017/18 would be published in April.

In discussion the following points were raised among others:

·         It was inescapable that the makeup of the Council’s workforce did not reflect the City’s community and there was, therefore “some way to go.”

·         Consideration of year to year comparisons/trends would be useful.

·         The Head of Business Improvement  confirmed that the City’s Community Centres were often used by BAME groups and were locations which were  therefore  used to promote job opportunities.

·         The original focus of Apprenticeship programme on regeneration areas and OX1 and OX4 postcodes was too narrow but had now been expanded.

·         The number of “Not specified” entries in the data was regrettable as, if specified, would  contribute to a more accurate picture and staff should be encouraged to respond

·         Some broad categorisations (eg BAME) would benefit from further breakdown.

·         More analysis of the reasons for employees’ resignation would be useful.

·         There should be a focus on why shortlisted applicants were not appointed with particular reference to BAME. The Head of Business Improvement confirmed that this would be looked at.

·         Championship of these issues should come from the highest level in the authority.

·         Some organisations had found it necessary to introduce elements of positive discrimination in order to ensure a properly representative workforce (eg bespoke training for BAME colleagues).

·         Trade Unions elsewhere have put considerable efforts into addressing these  issues. There would perhaps be merit on seeking advice from Union colleagues about good practice elsewhere.

In conclusion the Head of Business Improvement said that she would return to the Committee in May with up to date proposals for workstreams which had been agreed with the Corporate Management Team.