Agenda item

Delroy Madden, Team Manager - Equality, Diversity, Inclusion and Wellbeing introduced the report to the committee confirming that Equality, Diversity and Inclusion (EDI) is everyone’s business across the council.

The committee noted that the main priorities for EDI were included in the report and the data included was for the period 2023/2024 up to 31^st March 2024).

Members of the committee were asked to note there has been a reduction in the rate of disclosure for some groups while the disability disclosure rate has remained stable and there has been an increase for disclosure rates of sexual orientation.

The priorities for 2024/2025 were confirmed to the committee as follows –

·         EDI being everyone’s business at the County Council

·         Disability inclusion

·         Social Mobility

·         Employee Networks

·         Neurodiversity inclusion

Following a brief discussion in relation to the rates of disclosure, the committee noted that officers need to improve the confidence in staff to be happy to disclose information; there is a lot of apprehension about disclosing personal information.  It needs to be clear to everyone what is done with it.

The Chair noted that there were 7% fewer people that understand how diversity data adds value and Delroy Madden responded that this may be down to people’s perception of how it is used, and where it goes.  It is hard to identify one clear reason – it may be a person’s historical experiences.  It might be that someone feels that there is little point, as nothing is done

Following a question from Councillor Kettle in relation to if there was any information about the responses from different districts, it was confirmed that the information comes from a national database rather than the council so that information is not available.

Bal Jacob, Director of Workforce and Local Services confirmed that she and Rob Powell, Executive Director for Resources have been meeting with the Chairs from the staff networks, trying to ensure that we can find a way to build confidence within the organisation in relation to disclosure rates.  We do have to respect that some people just don’t want to disclose anything.

In relation to the information about directorate broadcasts, the Chair asked if it was possible for elected members to attend them.  Kate Sullivan Head of Strategic HR confirmed that each Director hosts their own broadcast and often they will invite other officers.  It was agreed that Kate would look into the feasibility of elected members attending broadcasts.

Follow up – it has been confirmed that should a member wish to attend to discuss/share information then there may be an option to be invited subject to Executive Directors approval

Following a question from the Chair in relation to representational data and if there was over representation within the council in some areas, it was confirmed that there are always trends and fluctuations across data.  Officers work to identify areas where, perhaps, geographically we could improve recruitment.

Councillor Jenns moved that the recommendation be accepted and was seconded by Councillor Birdi. This was supported unanimously by the Committee.

Resolved:

That the Staff and Pensions Committee:

1.    Notes and comments on the Annual Review of Equality Diversity and Inclusion for 2023/2024 attached at Appendix 1.

2. Approves the publication of the Our Diversity Data and Pay Gaps

Report 2023-24, attached at Appendix 2 as required by legislation.

3. Approves the publication of the Council’s gender pay gap figures,

based on a reporting date of 31 March 2024, the Government’s gender pay gap website, as required by legislation