Issue - meetings

The Chairman said that there were big challenges relating to the reliability of data, however no evidence of bias during recruitment was found.

The Head of HR and OD said the incoming applicant tracking system (ATS) had been procured at no cost, on the agreement that the Council would spend a certain amount of money on advertising, which it was almost certain to do in any case. Work had been done to secure five days of support from Zellis to ensure that the ATS fed into existing systems. There had also been some refunds secured on inadequate systems.

Members were advised that the Council’s diversity targets were linked to the diversity within the District, which was relatively low. This meant the Council was actually overachieving in this area, but it was recognised that improvements could be made, particularly in ensuring that it was mandatory for applicants to complete forms relating to equalities data, although they would still have the option of not declaring information.

Councillor R Buckmaster said that the mandatory form to track this data would be welcome.

The Chairman asked when the ATS would go live. The Head of HR and OD said that it was still in the build stage, but would hopefully be live by the festive period.

Councillor Ruffles asked whether it was mandatory for local authorities and other organisations in general to collate and report equalities data. He also said he would like to stress the importance of supporting staff who were transitioning between genders; he had recently done work with a charity which highlighted what a long and difficult process this was.

The Head of HR and OD said that the Equality Act 2010 meant that the Council was required to report this data. It was mandatory for all organisations but local authorities had extra responsibilities in this regard. He stressed that this report only covered staff at the Council; diversity and equality data on residents was the responsibility of the Equalities Officer. There was also the annual gender pay gap report, and the production of an ethnicity pay gap report was being considered.

Members were also advised that there had been a member of staff who had transitioned and they felt well-supported. They had been asked to be involved in developing further guidance to ensure this was the case for everyone. The Council did not record data regarding if a staff member had transitioned and always recognised them in their current and preferred gender.

The HR and OD Co-ordinator said that an e-learning course on supporting somebody who was transitioning had also recently been updated to reflect best practise and preferred language following feedback.

It was moved by Councillor Bull and seconded by Councillor R Buckmaster that the recommendations, as detailed, be approved. After being put to the meeting and a vote taken, this motion was declared CARRIED.

RESOLVED – that (A) the report be received and considered; and

(B) recommendations detailed in the 2021/22 action plan be approved.