Agenda item

To submit a report by the Director of Function (Council Business)/Monitoring Officer.

The report of the Director of Function (Council Business)/Monitoring Officer was presented for consideration by the Committee.

The Portfolio Member for Adults’ Services & Community Safety said that the Annual Report includes an outline of the work undertaken during 2024 towards achieving the objectives of the Strategic Equality Plan 2024-2028 and there is also strong links between the Plan and the Council Plan for 2023-2028.  Under the Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011, the Council must publish an Annual Equality report by 31 March each year following the reporting period.  There are specific requirements in terms of what must be reported annually.  In accordance with these requirements, the reports includes employment information during the period between 1 April, 2023 and 31 March, 2024; an overview of the steps taken during 2024 to identify and collect relevant information and how the information is used in terms of general equality duty to eliminate discrimination, harassment and unlawful persecution, promote equal opportunities and foster good relationships between different groups.

The following were points of discussion by the Committee:-

·     Questions were raised as to how the data gap can be address for protected characteristics of current staff while respecting individuals’ rights to withhold personal information.  The Portfolio Member for Adults’ Services & Community Safety responded that everyone has the right to withhold personal information.  The Council is encouraging staff to revisit their personal data whilst ensuring that the information is totally confidential.  He expressed that the Council wishes to create a culture of trust and respect so that staff feel confident in sharing personal information.  The Chief Executive said that data is important, and a new steering group – Welsh Language and Equality Promotion Group has been established to ensure that the requirements are complied with and to monitor activity to ensure that each member of staff is treated equally.  The Group will consider how data gaps can be reduced.

·     Reference was made to the Council’s gender pay gap as of 31 March 2024 which is positive at 9.7%.  Questions were raised as to what steps can be taken to eliminate this gap entirely.  The Portfolio Member for Adults’ Services & Community Safety assured that there is no difference in the pay scale of any equivalent posts for persons within the Council.  He noted that it is evident that female employees tend to occupy lower paid roles, and this is common across local authorities and other public sector organisations.  The Council wishes to promote the opportunity for females to apply for high level posts.

·     Questions were raised as to whether there is a process in place to deal with discrimination and bullying of staff members based on their gender identify.  The Portfolio Member for Adults’ Services & Community Safety responded that any discrimination and bullying of staff or Elected Members is not tolerated within the Council. The Chief Executive said that there are robust policies and processes in place to address any discrimination and the culture of the Authority is that staff can discuss any issues with their managers. If a serious incident occurs, then the matter will be dealt with by independent officers and thereafter to an appropriate Panel to discuss the issue.   The Policy and Welsh Language Manager said that the Anti-Bullying and Harassment Policy is relevant to any occurrences of undermining and bullying of any person due to their gender identify within the Council. 

·     Comments were made that comparison from year to year would be advantageous within the report as regard to percentage of staff who respond to updating their personal data. The number of staff that have completed short course training would also be also advantages.  The Head of Democracy said that equalities training is mandatory for elected members.

·     Questions were raised whether collection of data has been undertaken to ascertain as to why females are more reluctant to apply for senior roles in the Council.  The Portfolio Member for Adults’ Service & Community Safety responded that the Welsh Language and Equality Promotion Group is to be established, and one of its focus areas will be to ensure that each member of staff is treated equally.  He noted that there will be a cross-section of membership of the Group.

·     Questions were raised whether data is available of the people that have been supported following the funding of £250k received by CAB toward the cost-of-living crisis through the SPF grant.  The Portfolio Member for Adults’ Services & Community Safety responded that details were currently unavailable and will need to be forwarded to the Members of the Committee. 

·              Reference was made to the corporate induction process for new employees within the Council.  Questions were raised whether there are opportunities for Elected Members to attend such corporate induction process for new employees.  The Leader of the Council responded that he attends the corporate induction process in his role as Leader to explain the role of Elected Members and the democratic processes within the Council.  The Chief Executive said that he also attends the corporate induction sessions, and he expressed that having the Leader attending is appropriate to give a view of the political arrangements of the Council. He noted discussion will be needed with the Human Resources Department to allow for improving the ways Elected Members’ can be briefed on the processes undertaken during the induction process.

·     Questions were raised whether the title and scope of the new Welsh Language and Equality Promotion Group were appropriate considering the different areas of work.   The Portfolio Member for Adults’ Services & Community Safety responded that he agreed that there is a need to strengthen the equalities platform, and it will be a matter for the Welsh Language and Equality Promotion Group to discuss the remit of Group and the title of the Group in due course.  The Chair ascertained whether consideration has been given to include Co-Opted Members who as part of the Committees on this Council on the newly established Group. The Chief Executive responded that when the Welsh Language and  Equality Promotion Group is established consideration can be given to widen the membership of the Group.  The Policy and Welsh Language Manager said the stakeholders are important and especially within the new Strategic Plan to build on the links established.  She noted that there is a public sector equality network across the region with continuous dialog with relevant Officers and agencies who work on behalf of groups protected by the equalities legislation. The Chair further asked as to how the Welsh Language and Equality Promotion Group will monitor it performance.  The Portfolio Member for Adult’s Services & Community Safety responded that once the Group has been established it will be their responsibility to monitor their performance against the relative indicators .

·     Questions were raised as to whether percentages reported within the report would be different if the education staff within the schools were to be deleted as a high number of staff within schools are female.  The Policy and Welsh Language Manager responded that data collected can be considered within the next Annual Report as regards to separate the professions and sectors within the Council. 

·     Reference was made that there has been a significant increase in applicants in the 65+ age category (13 compared to 2 in 2022/2023).  Questions were raised as to what is driving this trend, and how can the Council better encourage applicants from other age groups?  The Portfolio Member for Adult’s Services responded that people may retire early from their current employment and thereafter feel that they want another role due to different factors i.e. increase in the cost of living. 

·     Questions were raised as to what plans are in place to include data on contractors who work for the Council within the Annual Report and to consider their equality policies and practices within their organisation.  The Portfolio Member for Adults’ Services & Community Safety responded that expectations as regards to equalities are place on the contractors. He noted that the data as regards to contractors within the next Annual Report will be considered further. 

·     Questions were raised whether further details as regards to Menopause Awareness Sessions, including their scope and staff availability can be provided.  The Policy and Welsh Language Manager responded that training is afforded as regards to Menopause Awareness for individuals and more importantly to Managers to be sensitive and considerate to people’s circumstances.

It was RESOLVED to accept the Annual Equality Report 2023/2024.

ACTIONS:

·         Welsh Language and Equality Promotion Group to consider a campaign to raise awareness to strengthen the baseline staff data, using insights from the Annual Conversation to monitor trends;

·         To reconsider introducing new Equality Training for staff and Elected Members, following the approval of the Annual Equality Report 2024;

·         To explore ways of improving Elected Members' understanding of the corporate induction process for new staff in collaboration with HR;

·         To reconsider the Welsh Language and Equality Promotion Group's title and scope.