The Head of Business Improvement has submitted  a report to seek approval for the publication of the annual Workforce Equality Report 2017 to 2019; report progress on the Equalities Action Plan 2018 to 2021; and present proposals for additions to the Equalities Action Plan 2018 to 2021.

Recommendations: That Cabinet resolves to:

1.    Approve the Workforce Equality Report 2017 to 2019;

2.    Delegate authority to the Head of Business Improvement to publish the Workforce Equality Report and to make any typographical changes as may be required before publication;

3.    Note the current position with the Equalities Action Plan 2018 to 2021 (developed from the Workforce Equalities Report 2015 to 2017); and

4.    Approve the continuing and emerging actions to be included in updated Equalities Action Plan 2018 to 2021, which will be developed into a project plan for action.

The Head of Business Improvement had submitted a report to seek approval for the publication of the annual Workforce Equality Report 2017 to 2019; report progress on the Equalities Action Plan 2018 to 2021; and present proposals for additions to the Equalities Action Plan 2018 to 2021.

Councillor Nigel Chapman, Cabinet Member for Safer Communities and Customer Focussed Services introduced the report which, in broad terms, told a positive story, looking back at progress over the previous12 months and forward through the lens of Equalities Action Plan.

Notwithstanding the progress noted, he drew attention to two areas which warranted particular attention. The proportion of Council employees from the BAME community had risen by 1%  to 13% over the last year and the number of applications from the BAME community had risen as had the number of new starters. The proportion was, however, far short of the percentage of the economically active members of the BAME community in the City (c. 18% on the basis of the most recent 2011 census data). Furthermore, the number of BAME employees in senior positions was very small.

The use of the 2011 census data for this purpose as a baseline was a function of  government reporting requirements. There were questions about its suitability, not least because the percentage of  economically active members of the BAME community was widely recognised as being much greater than 18% which would, in turn, mean that the deficit was much greater. Councillor Chapman agreed that alternative means of establishing the baseline figure should be explored.

The second area which  warranted attention was the proportion of women in senior positions. While 59% of the workforce were women, they were under represented in roles above grade 8 and higher management roles.

There would, therefore, be a focus on improving performance in both of these challenging areas. Councillor Chapman said the Scrutiny input had been helpful and, more generally he sensed a ‘change of atmosphere’ and a shared recognition of the importance of having a diverse and representative workforce,  driven by the need for one which can connect with the local community and, in turn, provide a good service.

The Chair thanked Councillor Chapman, Councillor Aziz (Member Champion for Representation in the Workforce) and the officers for all they were doing in relation to this important area of work.

Cabinet resolved to:

1.Approve the Workforce Equality Report 2017 to 2019;

2.Delegate authority to the Head of Business Improvement to publish the Workforce Equality Report and to make any typographical changes as may be required before publication; and

3.Note the current position with the Equalities Action Plan 2018 to 2021 (developed from the Workforce Equalities Report 2015 to 2017); and

4.Approve the continuing and emerging actions to be included in updated Equalities Action Plan 2018 to 2021, which will be developed into a project plan for action.

At its meeting on 13 November 2019, Cabinet will consider a report on the Workforce Equality Report & Update on the Equalities Action Plan. This item provides an opportunity for the Committee to comment on the report and make such recommendations to the Cabinet as it wishes. The report will be presented by Councillor Nigel Chapman, Cabinet Member for Safer Communities and Customer Focused Services; and Paul Adams, HR and Payroll Manager.

Councillor Nigel Chapman, Cabinet Member for Safer Communities and Customer Focused Services, introduced the report. Good progress was  being  made in increasing the proportion of the Council’s BAME employees.  The number of BAME candidates is increasing and twice as many new starters are from the BAME community as in the recent past.  Much more needed to be done, however, both to increase the proportion (so as provide a closer match to City’s overall BAME community) and, more urgently, to increase the proportion holding senior positions. Similar efforts were needed to increase  the proportion of women holding senior positions. More employees were declaring themselves to have a disability. There was a significant lack of voluntary disclosure of sexual orientation (the voluntary nature of such disclosures was emphasised). These declarations assisted the Council in enabling it to respond more effectively to the workforce’s need.  The recent ‘Everyone Matters’ Equality, Diversity and Inclusion Week had been a success and created a “palpable sense of enthusiasm.”

Helen Bishop, Head of  Business Improvement, said a “step change” was needed in relation to the employment of those from the BAME community and women in senior positions as described by Councillor Chapman. To do this there would be a focus on the existing BAME and female workforce, combined with some targeted recruitment of apprentices and graduates. Following the Equality, Diversity and Inclusion Week, some employees had expressed interest in acting as ambassadors for recruitment to the Council. The Council’s recruitment process was being looked at very closely. This included taking positive action at the interview stage and consideration of whether the person specifications were, on occasions, unnecessarily stringent. In relation to the absence of BAME and females in more senior positions, discussions would be held with those in post  who might aspire to more senior roles to see what could be done to support  their development.

Appointment Panels were as representative as possible and it was agreed that it  was desirable to have adequate BAME representation on them  but, regrettably, this was not  always possible. For more senior positions in particular it was noted that other local institutions (eg the Universities) had been successful in recruiting members of the BAME community to senior positions and might be able to assist in the process, to the extent, perhaps, on occasions, of  providing someone to serve on a panel. Exit interviews provided  important intelligence to inform future recruitment and employment practices. The take up rate of exit interviews had increased to about 60%, helped by the  new practice of having them conducted by HR colleagues rather than line managers. The majority of departures were accounted for by the need for  career progression of one kind or another.

In discussion it was suggested that the increase in the proportion  of BAME employees (1% over the previous year) was not enough and that the proportion cited (13.1%) was itself flawed because the total BAME population in the City was much greater   than the base figure which had been used. In  ...  view the full minutes text for item 46