Agenda item

The Head of People and Property Services submitted a report on the Council’s Equality and Diversity Annual Report for 2013/14.  The Human Resources Officer provided a summary of the main points contained within the detailed analysis of the Council’s workforce under a number of sub-headings, the detail of which was set out in the report now submitted.

In terms of the gender percentage of female to male (69% : 31%), Councillor P Ruffles suggested that it might be necessary for the Council to consider, at some future point, applying positive methods to balance the female to male staff ratio.  The Head of People and Property Services stated that from 2014/15 it was anticipated that human resources would be able to provide an audit trail of information from application to appointment, which would provide additional information from a gender viewpoint.

Councillor J Ranger queried whether there was a difference in terms of gender in relation to those applying for full time or part time employment.  The Human Resources Officer explained that the information contained in Figure 3.4 of the report now submitted, provided further clarification.  In respect of “unknown” categories in the body of the report, the Head of People and Property Services explained that some people chose not to declare particular types of information. 

Councillor J Ranger raised the issue of “male leavers” adding that no reasons had been given.  The Head of People and Property Services explained that while exit interviews did take place, some leavers might choose not to give a reason.  The Director of Finance and Support Services explained that some reasons were provided within Table 8.2 (ii) of the report now submitted.

Councillor P Ballam raised the issue of the number of males leaving the Council.  The Head of People and Property Services explained that paragraph 8.4 of the report now submitted, attempted to provide further information on this matter.

Councillor P Ruffles referred to the positive effects of Member Training organised by the Scrutiny Officer.  He felt that this should be published publically. 

The Chairman referred Members to the statistics in relation to Personal Development Reviews (PDRs) and reminded Members that concerns had already been voiced about this and that figures to be released in the next few weeks, should reflect a much improved position.  In response to a further query about the PDR process, the Head of People and Property Services explained how the process was carried out by Heads of Service and Line Managers. 

Councillor P Ruffles further queried the “expectations” of those staff who had gone beyond the usual retirement age in term of the PDR process.  The Director of Finance stated that age should not be something for consideration in the PDR process, in that the Council employed an individual to do a particular job.  She accepted that disability could be a limitation in terms of a role, adding that objectives had to reflect the expectations of a role. 

Councillor J Ranger stated that he hoped that the interview process picked up on the fact that roles were constantly changing and that appropriate adjustments were made.  The Head of People and Property Services stated that the Job Evaluation Process would pick up substantial changes.

The Committee supported the report, as now submitted.

RESOLVED – that (A) the Equality and Diversity Annual Report 2013/14 be approved;

(B)      Equalities data be collected at the shortlist and interview stage for all applicants;

(C)      Recruitment Panel Members be trained in the Council’s Recruitment Policy and Equal Opportunities, and Panels be balanced in terms of gender;

(D)      Discipline and Grievance equalities data continue to be monitored;

(E)      Equalities data be captured for all participants attending all training courses; and

(F)      Data from exit questionnaires continue to be reviewed to establish the disproportionate number of male leavers and that this be incorporated within the regular Turnover Report reported to Corporate Management Team.