Agenda item

[David Pattison, Chief Operating Officer, and Jin Takhar, Head of Equality, Diversity and Inclusion, to present report]

The Chair invited David Pattison, Chief Operating Officer and Jin Takhar, Head of Equality, Diversity, and Inclusion, to present the report

The Chief Operating Officer introduced the presentation and advised the panel that the name of the panel had been changed to include ‘equality’ to show the importance of the issue to the Council.

The Chief Operating Officer outlined the background to the development of the Equality, Diversity, and Inclusion (EDI) Strategy and the aim was to focus on each of the priority areas and present an update on progress to the panel. The presentation would focus on Objective 2 – to be an inclusive employer, building a workforce that is reflective of the communities that we serve.

The Chief Operating Officer commented on the reasons for the Council improving its performance on equalities and the wider benefits of the policy, for example, a diverse workforce will improve how the Council serves residents and the understanding of their needs.

The Chief Operating Officer commented on the good progress made to date but highlighted the importance of continuing to review and improve practice and sharing of performance data and targets with the panel to provide further opportunities to challenge.

The Chief Operating Officer invited the Head of Equality to give the presentation.

The Head of Equalities commented on the actions taken to support the achievement of Objective 2. A further detailed report on progress of diversity within the workplace will be presented to the panel on 2 February 2023. The report will also include key performance indicators, profile data on representation across all grades and recruitment activity.

The Head of Equalities gave a summary of progress of action taken to make the Council more inclusive in terms of recruitment and selection. highlighting examples of improvements made.

The Head of Equalities commented on the topics covered during a series of policy reviews.

The Head of Equality commented on the consultation work with employees, managers, and trade unions on new ways of working, and in response to the feedback changes will be made to Council policies and guides.

The Head of Equality highlighted the changes made to the bereavement support guidance as an example. The new policy will introduce five days of bereavement support to take account of personal nature of grief and cultural differences. The changes were made in response to employee feedback.

The Head of Equality also highlighted the work with staff equalities forum to develop Autism Awareness guide to take account of and support individuals with neuro divergent needs.

The Head of Equality commented on the workplace menopause pledge that was introduced in October 2022 reflecting the Council’s commitment to supporting women in the workplace.

The Head of Equality commented on future work areas for action.

The panel were invited to comment on the report and presentation.

The panel queried the value and impact of unconsciousness bias training in the recruitment process and requested details of the reasons for its continued use. The Head of Equalities commented that the inclusion of unconscious bias training complements other equality and diversity training offered, such as face to face training.

The Head of Equalities added that there is a need to identify and acknowledge cultural differences and highlighted the value of the unconscious bias training in providing the opportunity for individual self-reflection and in supporting people to think about the way decisions are made and how we treat others.

The panel expressed concern about the reference in the report to the role of Stonewall charity in the work of the Council and highlighted issues about their campaigning work. The panel queried the reasons for Council’s continuing to work with the organisation and if it had funded it to produce any work on its behalf.

The Head of Equalities commented on the campaigning work of Stonewall and confirmed that the Council continues to work with the organisation on gender matters.

The Head of Equalities reassured the panel that the Council takes account of the work being done by Stonewall and other national organisations that lobby for the needs of LGB and transgender communities. The Head of Equality added that the involvement in work of the organisation is supported the Staff Equality Forum. The service will take account of their recommendations and views when reviewing policies but will make final decision based on the needs of the City.

The Head of Equality confirmed that the Council does not fund the organisation to undertake any work.

Kieran Simpson, Senior Equality Diversity, and Inclusion Officer, commented on lobbying and campaigning work of Stonewall in support of the rights of transgender communities and added that they are the largest LGBTQ plus organisation nationally.

The Senior Equality Diversity and Inclusion Officer reiterated the point that the Council works with a wide range of national and local organisations and highlighted the positive impact this has had on the progress made and in terms of awards received for the Council’s equalities work.

The Chief Operating Officer agreed to provide the panel with written confirmation that the Council has not funded Stonewall to undertake any work on its behalf.

The panel discussed the importance of employee wellbeing and queried the take up of the Employee Assistance Programme. The Head of Equality agreed to contact colleagues for details about the number of referrals received and agreed to include the information in the report to be presented to the panel on 2 February 2023.

The Head of Equality advised the panel that the service is widely promoted and there is a link on the Our City people portal on the Council’s website.

The panel queried the profile of the city population. The Head of Equality advised the panel the information was not included in the report as only data based on the Census 2011 is available. The aim will be to provide a more accurate picture of the population profile of the City based on the latest Census figures in the next report to the panel.

The panel thanked the presenter for the report and presentation.

Resolved:

1.    To panel welcomed the progress made in delivering the EDI Strategy 2022 – 2024.

2.    The panel comments on the EDI Strategy 2022 – 2024 to be noted.

3.    The Head of Equality to include information on the take up of the Welfare Assistance Programme to the next meeting of the panel on 2 February 2023.