Equality Impact Assessment Template - Surrey€¦ · Equality Impact Assessment Template 1. Topic...
Transcript of Equality Impact Assessment Template - Surrey€¦ · Equality Impact Assessment Template 1. Topic...
Equality Impact Assessment Template
1. Topic of assessment
EIA title: Reward Policies – Absence Management
EIA author: Julie Smyth
2. Approval
Name Date approved
Approved by1 Ken Akers 17 May 2016
3. Quality control
Version number 6 EIA completed 23 May 2016
Date saved 23 May 2016 EIA published 17 June 2016
4. EIA team
Name Job title (if applicable)
Organisation Role
Julie Smyth HR Manager Reward & Recognition team
Surrey County Council
Pay & Reward specialist
Ken Akers Head of HR & OD Surrey County Council
Project Manager
Debbie Bala HR Project Advisor Surrey County Council
Project Advisor
5. Explaining the matter being assessed
What policy, function or service is being introduced or reviewed?
As part of the on-going improvement and development of our
organisation we are reviewing our pay, reward and benefits for staff.
We have reviewed terms and conditions to make the most of our
investment into benefits, that we spend residents’ money
appropriately to make sure our employment policies provide:
Best financial benefit;
Benefits that are fair and effective; and
Delivery of new ways of working.
This means we are proposing to make changes to some of our
employment practices and policies. Where this has an impact on
1 Refer to earlier guidance for details on getting approval for your EIA.
Equality Impact Assessment Template
staff we will do all we can to minimise this.
We are proposing to invest in attendance management and reform
sick pay
These proposals will affect all non schools staff on main Surrey Pay arrangements and staff who have transferred to the Council Staff will be able to access the policy at all times via the snet portal.
What proposals are you assessing?
We want to make sure that sick pay arrangements support all staff to
recover and return to work, or to allow a reasonable time for a
decision to be taken about whether they can return to work.
Currently, new employees get less sick pay than longer serving staff
and it takes years before they are entitled to the same support. This
doesn’t feel fair since we all deserve the same support if we’re ill. We
know that 70 per cent of staff absence is less than 3 months duration.
As part of a drive to reduce long term absence and support staff we
are investing in new services for occupational health and employee
assistance which means we will be able to offer:
physiotherapy for staff with muscle and skeletal problems;
Improved support to help employees deal with stresses of day to
day life;
improved access to counselling and support for mental health
issues; and
faster referrals for occupational health to improve attendance
management.
We are proposing that all staff should benefit from the same support
during sickness and have:
three months full sickness pay and three months half sickness pay
from the first day of employment;
we will continue to offer full pay where staff are on a phased return
to work; and
flexibility for managers to make a case to extend sick pay in
special circumstances.
Who is affected by the proposals outlined above?
Group one: non schools staff on main Surrey Pay arrangements All non-schools based Surrey Pay employees whose terms and
conditions of employment are determined by the Council will be
affected by these proposal.
Group two: non schools staff who have transferred to the
Equality Impact Assessment Template
Council Employees, who have transferred into Surrey County Council and
retain some of their original terms and conditions will be impacted
where the Surrey employment policies are currently applied; this
includes:
Staff in South East Shared Services who transferred from Cerco;
Staff in Adult Social Care and Public Health who transferred from
Public Health; and
Staff in Trading Standards who transferred from Buckinghamshire
County Council.
6. Sources of information
Engagement carried out
Strategic Engagement
Member informal and formal briefings
Presentations to Council Overview Board
Member Briefings
Presentations to Chief Executive Direct Reports
Presentations and workshops with Extended Leadership Team
Presentations and discussions with Directorate Leadership Teams
Presentations and discussions with Senior Management Teams
Union Pay Team Workshops
Staff Engagement Sessions
Reward & Recognition Discussions - conducted in 2014/15
40 Video Presentations and feedback briefings with 600 managers
81 Video presentations and feedback consultation sessions with 3000 staff
186 Team Surveys
1200 inbox messages
Individual briefings provided for:
o Children’s Schools and Families
o Adult Social Care
o Trading Standards
o Surrey Fire & Rescue Service
Equality Impact Assessment Template
Staff Engagement Process
3 months notice provided for managers and staff to book on to sessions
Engagement sessions arranged in a variety of accessible locations, meeting specific
requirements accordingly ie additional provision and liaison of interpreter services.
Video of proposals, questions and answers and related page links were provided at
engagement sessions, via SNet and Youtube URL, to give a consistent message and
aid accessibility to staff from any internet connected computer, enabling local screen
magnification or access on home PCs.
SNet pages, staff letters and general communications were developed through close
working with Internal Communications Team, in accordance with the house style.
Staff communications material sense checked with other members of staff to ensure
interpretation for people not as close to the P&R work.
Letters to staff on the consultation of proposals sent in email and paper form as
necessary.
Feedback opportunities - staff with protected characteristics:
Manager briefings and staff consultation sessions
Feedback inbox
Helpdesk HR
Team surveys
One to ones
Attendance percentages of 2968 attendees, 29% of whole group of 10,293:
Gender: 74% Female, 26% Male
Lower paid: 54%
Data used
EIA data – Surrey Pay (Annex 1)
EIA data – Sickness < 2 years service (Annex 2)
EIA data - Sickness > 2 years service (Annex 3)
EIA data – Long Term Absence (Annex 4)
Strategic Engagement (Annex 5)
Pay & Reward consultation feedback
7. Impact of the new/amended policy, service or function
Equality Impact Assessment Template
7a. Impact of the proposals on residents and service users with protected characteristics
Protected characteristic2
Potential positive impacts
Potential negative impacts
Evidence
Age None None None
Disability None None None
Gender reassignment
None None None
Pregnancy and maternity
None None None
Race None None None
Religion and belief
None None None
Sex None None None
Sexual orientation
None None None
Marriage and civil partnerships
None None None
Carers3 None None None
2 More information on the definitions of these groups can be found here.
3 Carers are not a protected characteristic under the Public Sector Equality Duty, however we need to consider the potential impact on this group to ensure that there
is no associative discrimination (i.e. discrimination against them because they are associated with people with protected characteristics). The definition of carers developed by Carers UK is that ‘carers look after family; partners or friends in need of help because they are ill, frail or have a disability. The care they provide is unpaid. This includes adults looking after other adults, parent carers looking after disabled children and young carers under 18 years of age.’
Equality Impact Assessment Template
7b. Impact of the proposals on staff with protected characteristics
Protected characteristic
Potential positive impacts
Potential negative impacts
Evidence
All Changes to sick pay rules
There are 1,422 staff with
less than two years’ service
representing 13% of the
workforce who will have their
current entitlement to paid
sick leave increased.
Of the affected group with a
current sick pay entitlement
less than 3 months full pay
and 3 moths half pay, there
will be a positive impact, with
increased entitlement to paid
sick leave for:
People aged 25-34,
Front line staff (graded
S1-S7),
Full time women.
The positive impact for
younger workers in front line
positions are expected since
these staff who are more
likely to be new to the Council
and the access to paid
sickness entitlement
Changes to sick pay rules
There are 6,467 staff with
more than two years’ service
representing 87% of the
workforce who will have their
current entitlement to paid sick
leave decreased.
Of the affected group with a
current sick pay entitlement of
more than 3 months full pay
and 3 moths half pay, there will
be a negative impact, with
decreased entitlement to paid
sick leave for:
Full time women.
The negative impact for
women reflects the high
proportion of full time women
in this group compared to the
whole workforce.
Sickness absence > 3 mths
There were 148 people with
absence periods greater than 3
months during 2015
representing 1.4% of the total
EIA data – Surrey Pay (Annex 1)
EIA data – Sickness < 2 years service (Annex 2)
EIA data - Sickness > 2 years service (Annex 3)
EIA data – Long Term Absence (Annex 4)
Pay & Reward consultation feedback
Equality Impact Assessment Template
increases with length of
service.
The positive impact for
women reflects the high
proportion of full time women
in this group compared to the
whole workforce. Mitigating
actions:
Working with Public Health
towards achieving a
healthy workplace
standard;
Improving its support to
staff by increasing
promotion of wellbeing,
improving access to
counselling and new
physiotherapy services to
respond to SCC key
sickness issues of stress
(mental health) and
musculo-skeletal
problems.
Improving training and
guidance for managers on
recognising and managing
mental health an musculo-
skeletal problems issues;
Improving speed and
quality of the occupational
workforce.
Within this relatively small
number the following are
negatively impacted:
Older people aged 45-54
and 55-64,
Full time women.
The negative impact for older
workers reflecting the
possibility of increased
sickness absence due to
illness associated with ageing.
Analysis of sickness absence
shows that 70% of sickness
absence periods are less than
3 months in duration so a small
group (1.4% of the workforce)
accounts for a large proportion
of total sickness absence.
Equality Impact Assessment Template
health referral process;
Investing in health
surveillance approaches
for front line staff.
Improving support for work
based conflict through
promotion of the
restorative practice
framework to help staff
resolve difficulties at work,
including Fairness
Champions, Restorative
Practitioners, Mediators
and Coaches available to
all staff.
Age Changes to sick pay rules
There are 1,422 staff with
less than two years’ service
representing 13% of the
workforce who will have their
current entitlement to paid
sick leave increased.
Of the affected group with a
current sick pay entitlement
less than 3 months full pay
and 3 moths half pay, there
will be a positive impact, with
increased entitlement to paid
sick leave for:
People aged 25-34,
Sickness absence > 3 mths
There were 148 people with
absence periods greater than 3
months during 2015
representing 1.4% of the total
workforce.
Within this relatively small
number the following are
negatively impacted:
Older people aged 45-54
and 55-64
The negative impact for older
workers reflecting the
possibility of increased
sickness absence due to
EIA data – Surrey Pay (Annex 1)
EIA data – Sickness < 2 years service (Annex 2)
EIA data - Sickness > 2 years service (Annex 3)
EIA data – Long Term Absence (Annex 4)
Equality Impact Assessment Template
The positive impact for
younger workers in front line
positions are expected since
these staff who are more
likely to be new to the Council
and the access to paid
sickness entitlement
increases with length of
service.
Working with Public Health
towards achieving a
healthy workplace
standard;
Improving its support to
staff by increasing
promotion of wellbeing,
improving access to
counselling and new
physiotherapy services to
respond to SCC key
sickness issues of stress
(mental health) and
musculo-skeletal
problems.
Improving training and
guidance for managers on
recognising and managing
mental health an musculo-
skeletal problems issues;
Improving speed and
illness associated with ageing.
Equality Impact Assessment Template
quality of the occupational
health referral process;
Investing in health
surveillance approaches
for front line staff.
Improving support for work
based conflict through
promotion of the
restorative practice
framework to help staff
resolve difficulties at work,
including Fairness
Champions, Restorative
Practitioners, Mediators
and Coaches available to
all staff.
Disability Changes to sick pay rules
Improving its support to
staff by increasing
promotion of wellbeing,
improving access to
counselling and new
physiotherapy services to
respond to SCC key
sickness issues of stress
(mental health) and
musculo-skeletal
problems.
Improving training and
guidance for managers on
recognising and managing
mental health an
Potential for negative impact on people with long term illness, also categorised as having a disability to be sure their condition and adjustments will be provided for. Potential impact raised through consultation that the need for clarity of criteria for sick pay extensions and more effective management, added to stress levels. Potential negative impact where adjustments cannot be made for periods of remission.
EIA data – Surrey Pay (Annex 1)
EIA data – Sickness < 2 years service (Annex 2)
EIA data - Sickness > 2 years service (Annex 3)
EIA data – Long Term Absence (Annex 4)
Pay & Reward consultation feedback
Union Pay Team conversation
Equality Impact Assessment Template
muscular-skeletal
problems issues;
Improving speed and
quality of the occupational
health referral process;
Investing in health
surveillance approaches
for front line staff.
Improving support for work
based conflict through
promotion of the
restorative practice
framework to help staff
resolve difficulties at work,
including Fairness
Champions, Restorative
Practitioners, Mediators
and Coaches available to
all staff.
Gender reassignment
Pregnancy and maternity
Race
Religion and belief
Sex Changes to sick pay rules
There are 1,422 staff with
less than two years’ service
representing 13% of the
workforce who will have their
Changes to sick pay rules
There are 6,467 staff with
more than two years’ service
representing 87% of the
workforce who will have their
EIA data – Surrey Pay (Annex 1)
EIA data – Sickness < 2 years service (Annex 2)
EIA data - Sickness > 2 years service (Annex 3)
EIA data – Long Term Absence (Annex 4)
Equality Impact Assessment Template
current entitlement to paid
sick leave increased.
Of the affected group with a
current sick pay entitlement
less than 3 months full pay
and 3 moths half pay, there
will be a positive impact, with
increased entitlement to paid
sick leave for:
Full time women.
The positive impact for
women reflects the high
proportion of full time women
in this group compared to the
whole workforce.
current entitlement to paid sick
leave decreased.
Of the affected group with a
current sick pay entitlement of
more than 3 months full pay
and 3 moths half pay, there will
be a negative impact, with
decreased entitlement to paid
sick leave for:
Full time women.
The negative impact for
women reflects the high
proportion of full time women
in this group compared to the
whole workforce.
Sickness absence > 3 mths
There were 148 people with
absence periods greater than 3
months during 2015
representing 1.4% of the total
workforce.
Within this relatively small
number the following are
negatively impacted:
Full time women.
Sexual orientation
Equality Impact Assessment Template
Marriage and civil partnerships
Carers4
4 Carers are not a protected characteristic under the Public Sector Equality Duty, however we need to consider the potential impact on this group to ensure that there
is no associative discrimination (i.e. discrimination against them because they are associated with people with protected characteristics). The definition of carers developed by Carers UK is that ‘carers look after family; partners or friends in need of help because they are ill, frail or have a disability. The care they provide is unpaid. This includes adults looking after other adults, parent carers looking after disabled children and young carers under 18 years of age.’
Equality Impact Assessment Template
8. Amendments to the proposals
Change Reason for change
Flexibility for managers to make a case to extend sick pay in special circumstances, where a member of staff is engaged with managers in discussing the sickness absence and opportunities for return to work, and one or more of the following applies: o the employee is undergoing
treatment or recovery from illness involving secondary or tertiary care;
o where occupational health advice confirms there is a likelihood of a return to work in a reasonable timeframe;
o awaiting medical advice on potential for early retirement due to ill health; or
o some other special circumstances ie recurring illness in a rolling year.
Flexibility for managers to make a case to extend sick pay in special circumstances.
9. Action plan
Potential impact (positive or negative)
Action needed to maximise positive impact or mitigate
negative impact By when Owner
Changes to sick pay
rules
There are 6,467 staff with
more than two years’
service representing 87%
of the workforce who will
have their current
entitlement to paid sick
leave decreased.
Clarification of the flexibility for managers to make a case to extend sick pay in special circumstances, where a member of staff is engaged with managers in discussing the sickness absence and opportunities for return to work.
Completed 10 May 16
KA
Sickness absence > 3
mths
There were 148 people
with absence periods
greater than 3 months
during 2015 representing
1.4% of the total workforce.
Clarification of the flexibility for managers to make a case to extend sick pay in special circumstances, where a member of staff is engaged with managers in discussing the sickness absence and opportunities for return to work.
Completed 10 May 16
KA
Equality Impact Assessment Template
Within this relatively small
number the following are
negatively impacted:
Older people aged 45-
54 and 55-64,
Full time women.
10. Potential negative impacts that cannot be mitigated
Potential negative impact Protected characteristic(s)
that could be affected
11. Summary of key impacts and actions
Information and engagement underpinning equalities analysis
EIA data – Surrey Pay (Annex 1)
EIA data – Sickness < 2 years service (Annex 2)
EIA data - Sickness > 2 years service (Annex 3)
EIA data – Long Term Absence (Annex 4)
Staff consultation feedback
Key impacts (positive and/or negative) on people with protected characteristics
Changes to sick pay rules
There are 6,467 staff with more than two years’ service
representing 87% of the workforce who will have their
current entitlement to paid sick leave decreased.
Sickness absence > 3 mths
There were 148 people with absence periods greater than 3
months during 2015 representing 1.4% of the total
workforce.
Within this relatively small number the following are
negatively impacted:
Older people aged 45-54 and 55-64,
Full time women.
Changes you have made to the proposal as a result of the EIA
Changes to sick pay rules
Clarification of flexibility for managers to make a case to extend sick pay in special circumstances, where a member of staff is engaged with managers in discussing the sickness absence and opportunities for return to work.
Equality Impact Assessment Template
Key mitigating actions planned to address any outstanding negative impacts
Changes to sick pay rules
Clarification of flexibility for managers to make a case to
extend sick pay in special circumstances, where a member
of staff is engaged with managers in discussing the
sickness absence and opportunities for return to work.
Potential negative impacts that cannot be mitigated
Equality Impact Assessment Template
EIA data – Surrey Pay (Annex 1)
Protected
characteristicCategory
Headcount of
Impact Group
% of Impact
Group
Headcount of
SCC
Workforce
% of SCC
workforce
16-24 270 3% 532 5%
25-34 1410 18% 1896 18%
35-44 1918 24% 2574 24%
45-54 2426 31% 3261 30%
55-64 1632 21% 2116 20%
65-74 226 3% 403 4%
75+ 7 0% 42 0%
Yes 333 4% unknown unknown
Unknown 7556 96% unknown unknown
Ethnicity BME Headcount 740 9% 822 8%
Female 6191 78% 7960 74%
Male 1698 22% 2864 26%
Front Line Staff (S1-7) 4811 61% 6657 62%
Team Leaders (S8-9) 1452 18% 2300 21%
Middle Mgr (S10-12) 1310 17% 1522 14%
Senior Mgr (S13+) 316 4% 345 3%
Any other religion 23 0% 38 0%
Buddhist 51 1% 55 1%
Christian - all faiths 2573 33% 3145 29%
Hindu 57 1% 67 1%
Jewish 11 0% 13 0%
Muslim 415 5% 113 1%
No Faith / Religion 1889 24% 2251 21%
Sikh 6 0% 8 0%
Not Stated 2863 36% 5130 47%
FT Female 2782 35% 3037 28%
PT Female 3409 43% 4923 45%
FT Male 1415 18% 2006 19%
PT Male 283 4% 858 8%
Divorced 390 5% Unknown Unknown
Married 3940 50% Unknown Unknown
Partnered 210 3% Unknown Unknown
Separated 149 2% Unknown Unknown
Single 2319 29% Unknown Unknown
Widowed 40 1% Unknown Unknown
Unknown 841 11% Unknown Unknown
Bisexual 31 0% 53 0%
Gay Man 27 0% 41 0%
Heterosexual 3499 44% 4947 46%
Lesbian 19 0% 31 0%
Prefer Not To Say 1516 19% 2573 24%
Unknown 2797 35% 3179 29%
Total headcount 7889 10824
Gender
Pay Proposals - Equality Impact Analysis (all staff affected by proposals as @ 1.10.2015)
Age
Disability*
Pay
Religion
Working hours
* Current anomaly in the countywide report of disability which is under investigation
Marital status
Orientation
Equality Impact Assessment Template
EIA data – Sickness (less than 2 years service) (Annex 2)
Protected
characteristicCategory
Headcount of
Impact Group
% of Impact
Group
Headcount of
SCC
Workforce
% of SCC
workforce
16-24 160 11% 532 5%
25-34 420 30% 1896 18%
35-44 409 29% 2574 24%
45-54 314 22% 3261 30%
55-64 112 8% 2116 20%
65-74 7 0% 403 4%
75+ 0 0% 42 0%
Yes 95 7% unknown unknown
Unknown 1327 93% unknown unknown
Ethnicity BME Headcount 155 11% 822 8%
Female 1133 80% 7960 74%
Male 289 20% 2864 26%
Front Line Staff (S1-7) 1047 74% 6657 62%
Team Leaders (S8-9) 234 16% 2300 21%
Middle Mgr (S10-12) 123 9% 1522 14%
Senior Mgr (S13+) 18 1% 345 3%
0%
Any other religion 19 1% 38 0%
Buddhist 10 1% 55 1%
Christian - all faiths 353 25% 3145 29%
Hindu 15 1% 67 1%
Jewish 3 0% 13 0%
Muslim 29 2% 113 1%
No Faith / Religion 433 30% 2251 21%
Sikh 6 0% 8 0%
Not Stated 553 39% 5130 47%
FT Female 523 37% 3037 28%
PT Female 610 43% 4923 45%
FT Male 227 16% 2006 19%
PT Male 61 4% 858 8%
Divorced 80 6% Unknown Unknown
Married 491 35% Unknown Unknown
Partnered 10 1% Unknown Unknown
Separated 38 3% Unknown Unknown
Single 469 33% Unknown Unknown
Widowed 11 1% Unknown Unknown
Unknown 323 23% Unknown Unknown
Bisexual 4 0% 53 0%
Gay Man 4 0% 41 0%
Heterosexual 752 53% 4947 46%
Lesbian 6 0% 31 0%
Prefer Not To Say 113 8% 2573 24%
Unknown 543 38% 3179 29%
Total headcount 1422 10824
Gender
Sick Pay Proposals - Equality Impact Analysis
(all staff in post as @ 1.10.2015 with less than 2 years service from March 2016)
Age
Disability*
Pay
Religion
Working hours
Marital status
Orientation
* Current anomaly in the countywide report of disability which is under investigation
Equality Impact Assessment Template
EIA data – Sickness (greater than 2 years service) (Annex 3)
Protected
characteristicCategory
Headcount of
Impact Group
% of Impact
Group
Headcount of
SCC
Workforce
% of SCC
workforce
16-24 110 2% 532 5%
25-34 990 15% 1896 18%
35-44 1509 23% 2574 24%
45-54 2112 33% 3261 30%
55-64 1520 24% 2116 20%
65-74 219 3% 403 4%
75+ 7 0% 42 0%
Yes 238 4% unknown unknown
Unknown 6229 96% unknown unknown
Ethnicity BME Headcount 585 9% 822 8%
Female 5058 78% 7960 74%
Male 1409 22% 2864 26%
Front Line Staff (S1-7) 3764 58% 6657 62%
Team Leaders (S8-9) 1218 19% 2300 21%
Middle Mgr (S10-12) 1187 18% 1522 14%
Senior Mgr (S13+) 298 5% 345 3%
0%
Any other religion 4 0% 38 0%
Buddhist 41 1% 55 1%
Christian - all faiths 2220 34% 3145 29%
Hindu 42 1% 67 1%
Jewish 8 0% 13 0%
Muslim 386 6% 113 1%
No Faith / Religion 1456 23% 2251 21%
Sikh 0 0% 8 0%
Not Stated 2310 36% 5130 47%
FT Female 2259 35% 3037 28%
PT Female 2799 43% 4923 45%
FT Male 1188 18% 2006 19%
PT Male 221 3% 858 8%
Divorced 310 5% Unknown Unknown
Married 3449 53% Unknown Unknown
Partnered 200 3% Unknown Unknown
Separated 111 2% Unknown Unknown
Single 1850 29% Unknown Unknown
Widowed 29 0% Unknown Unknown
Unknown 518 8% Unknown Unknown
Bisexual 27 0% 53 0%
Gay Man 23 0% 41 0%
Heterosexual 2747 42% 4947 46%
Lesbian 13 0% 31 0%
Prefer Not To Say 1403 22% 2573 24%
Unknown 2254 35% 3179 29%
Total headcount 6467 10824
Gender
Sick Pay Proposals - Equality Impact Analysis
(all staff in post as @ 1.10.2015 with two or more years service from March 2016)
Age
Disability*
Pay
Religion
Working hours
Marital status
Orientation
* Current anomaly in the countywide report of disability which is under investigation
Equality Impact Assessment Template
EIA Long Term Absence (Annex 4)
Protected
characteristicCategory
Headcount of
Impact Group
% of Impact
Group
Headcount of
SCC
Workforce
% of SCC
workforce
16-24 1 1% 532 5%
25-34 12 8% 1896 18%
35-44 28 19% 2574 24%
45-54 56 38% 3261 30%
55-64 41 28% 2116 20%
65-74 9 6% 403 4%
75+ 1 1% 42 0%
Yes 11 7% unknown unknown
Unknown 137 93% unknown unknown
Ethnicity BME Headcount 17 11% 822 8%
Female 122 82% 7960 74%
Male 26 18% 2864 26%
Front Line Staff (S1-7) 101 68% 6657 62%
Team Leaders (S8-9) 23 16% 2300 21%
Middle Mgr (S10-12) 21 14% 1522 14%
Senior Mgr (S13+) 3 2% 345 3%
0%
Any other religion 0 0% 38 0%
Buddhist 0 0% 55 1%
Christian - all faiths 47 32% 3145 29%
Hindu 1 1% 67 1%
Jewish 0 0% 13 0%
Muslim 9 6% 113 1%
No Faith / Religion 34 23% 2251 21%
Sikh 0 0% 8 0%
Not Stated 57 39% 5130 47%
FT Female 43 29% 3037 28%
PT Female 79 53% 4923 45%
FT Male 24 16% 2006 19%
PT Male 2 1% 858 8%
Divorced 14 9% Unknown Unknown
Married 82 55% Unknown Unknown
Partnered 5 3% Unknown Unknown
Separated 5 3% Unknown Unknown
Single 34 23% Unknown Unknown
Widowed 1 1% Unknown Unknown
Unknown 7 5% Unknown Unknown
Bisexual 0 0% 53 0%
Gay Man 1 1% 41 0%
Heterosexual 52 35% 4947 46%
Lesbian 0 0% 31 0%
Prefer Not To Say 38 26% 2573 24%
Unknown 57 39% 3179 29%
Total headcount 148 10824
Working hours
Marital status
Orientation
* Current anomaly in the countywide report of disability which is under investigation
Long Term Absence - Equality Impact Analysis
(all staff affected by proposals as @ 1.10.2015)
Age
Disability*
Gender
Pay
Religion
Equality Impact Assessment Template
Strategic Engagement (Annex 5)
Strategic Engagement Dates
Members briefings
Informal PPDC 20 July 2015 2 November 2015 7 December 2015 11 January 2016 25 February 2016
Formal PPDC 18 December 2014 29 January 2016 19 May 2016
Council Overview Board
Informal COB 16 May 2015 1 October 2015
Formal COB 2 December 2015 28 January 2016
Member Briefings 4 April 2016
27 June 2016
Chief Executive Leadership Team
CEDR 23 June 2015 13 July 2015 30 September 2015 6 October 2015 7 October 2015 12 October 2015 30 October 2015 23 November 2015
Extended Leadership Team
7 December 2015 1 February 2016
Directorate Leadership Teams
Adult Social Care 10 June 2015 7 October 2015
Business Services / Orbis 1 October 2015
Chief Executive Office 17 June 2015 15 July 2015
Children’s, Schools & Families 9 September 2015
Customer & Communities 27 August 2015
Environment & Infrastructure 5 August 2015 25 November 2015
Senior Management Teams
Adult Social Care 15 September 2015
Chief Executive Office 16 July 2015
Children’s, Schools & Families 9 September 2015
Commercial Services 17 September 2015 13 October 2015
Customer & Communities 2 September 2015
Environment & Infrastructure 26 August 2015
Trade Union Engagement
Union Rep Forum 17 April 2015 22 June 2015 24 September 2015 20 November 2015
Equality Impact Assessment Template
25 February 2016 21 April 2016
Informal Pay Team 19 February 2015 5 March 2015 19 March 2015 9 April 2015 23 April 2015 7 May 2015 21 May 2015 11 June 2015 27 July 2015 3 September 2015 1 October 2015 15 October 2015 12 November 2015 3 December 2015
Formal Pay Team 17 December 2015 21 January 2016 4 February 2016 18 February 2016 3 March 2016 18 March 2016 1 April 2016 8 April 2016 15 April 2016 22 April 2016 29 April 2016 6 May 2016 13 May 2016 20 May 2016