7 Annual Equalities in Employment Report PDF 592 KB
Additional documents:
Decision:
Decision:
That the enclosed equalities employment information was
approved by Members.
Minutes:
Questions
were received from Members in terms of the workforce predominately being
female, and as a result what actions were in place to encourage or support
female employees into higher paid roles.
The
Head of People and Organisational Development responded by informing Members
that a Talent Management Team was in the process of being established. The team
would then being looking into areas such as career
coaching and career development. The plan going forward would be to review the
talent within the Council and finds ways in retaining talented employees.
Members
were then given an update to the newly formed mentoring scheme, developed in
conjunction with Chwarae Teg. Members were told the
scheme had been specifically designed to assist low paid female employees of
the workforce, but also one that is inclusive to all employees.
The
percentage of declared disabilities was discussed, with Members raising
concerns to the low number. Officers responded by stating it was primarily the
employee’s responsibility to declare if they wished to disclose any information
regarding personal disabilities. Officers went on to state a new self-serve
database had been rolled out, again where employees have the
opportunity to disclose personal information. Members were further
informed of the disability passport scheme. A forum is also to be established
specifically for employees with disabilities.
Members
raised questions surrounding training courses and whether the data set ‘new
applications’ included
mandatory courses. Officers stated, mandatory training was not
included under ‘new applications’ these courses are mandatory for all staff. Members went
on to raise concerns to the numbers stated within the report, as they were
misleading. Officers would note this information.
A
recommendation was put forward in terms of working parties for specific
characteristics, inclusive of differing levels of officers from across the
Council. Officers went on to provide an update to the formed ethnic minority
employee network and the positives and outcomes seen from the formed group. The
same process would like to be mirrored in the future with a disability group.
In the first instance the suggestion from Members would be referred to the
equalities and cohesion group for matters relating to the protected
characteristics as discussed. Members went on further to highlight the
positives of individual working groups and opposed to one overarching group,
which may see a lack of interest due to specific areas of interest. Members
were informed the group was currently under review.
Decision:
That the enclosed equalities
employment information was approved by Members.