equality monitoring report 2011-2012

Equality Monitoring Report 2011-2012

A review of our equality and diversity strategies and how they have made an impact on our team and our service users.

Louise Wilson June 2012

SPLITZ Support Service


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Contents

Executive Summary 3

Introduction 4

Staff

Composition of the Charity 5

Analysis of the Team 8

Recruitment 13

Turnover & Retention 16

Action to Support Diversity 17

Staff Targets 18

Service Users

Adult & Child Uptake 19

Analysis by Project 21

Action to Promote Diversity 25

Service User Targets 26


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Executive Summary

Layout This year we have changed the way we present data. The emphasis is now to provide data that reflects the situation at the end of the reporting period. Charts and graphs show the situation at 31 March 2012. Where it is relevant or to show change we have compared this data with information at the start of the year.

Staff This reporting period saw the end of our outreach service in Swindon. We are sorry to say farewell to two experienced and friendly people. However, winning a new service in Gloucestershire has provided more than adequate compensation. In November we took the opportunity to upgrade our Investors in People certificate from Bronze to Silver. We originally asked for Bronze certification without realising we were so close to achieving Silver. We are delighted to demonstrate our continued commitment to our staff with this award. To enhance the HR function we appointed a worker to manage this role. This has freed up other staff to focus on their main duties and provided a single point of contact with a consistent response. We lost some experienced employees, some of whom moved out of the area. We continue to train staff to a high standard using national occupational or similar standards. By recruiting the right candidates we have ensured the skill base of our team remains undiluted.


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Introduction Following the success of last year’s Equality Monitoring Report we have produced our second report. The purpose of this report is to examine whether our HR policies and procedures are delivering equality of opportunity in fulfilment of our duties under various equality and discrimination legislation. Secondly, it provides an opportunity to benchmark our progress against other similar charities as well as against national standards. This report sets out the results of monitoring between 1 April 2011 and 31 March 2012. Age and age group is determined at 1 January in the reporting period. Principal data refers only to paid staff but we have included reference data for all strands of our team: paid staff, sessional workers, volunteers and trustees (who are also volunteers). At the end of the reporting period there were:

STAFF Start End Change Paid staff 33 32 -3% Sessional workers 5 9 +80% Volunteers 21 16 -23.8% Trustees 13 13 0% Total 72 70 -2.8%

1. Individuals: some people may be referred for more than one piece of support; Individuals represents the number of different people who have approached us this year.


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STAFF

Composition of the Charity

Gender

At the end of 2011-12 we had 24 female staff and 8 male staff.

Ethnicity

At the end of 2011-12 we had 30 white British and 2 BME staff.


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Disability

There were 3 people who declared a disability; 2 with a physical disability and 1 with a learning difficulty.

Age Group

There were no employees under 20 years of age, 65% of employees were between 30 and 49 years of age (up from 62% last year). The youngest member of staff was 21 years of age. The oldest member of staff was above the national retirement age.


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Working Patterns

Part-time workers continue to be in the majority, 81% of employees work part-time (up from 73% last year): of these 81% are female (no change from last year).

Conclusion We recruited the best candidates, which meant employing more men, BME and people with a disability. In this regard we see our staff targets as an ideal and not a commitment. However, we are committed to taking positive action if there is a trend in our staff composition away from a fair balance. To take action each year could be overly complicated, expensive and counter-productive. We will review the data more thoroughly next year when we have 3 years’ worth of data.


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Analysis of Team

Gender

Paid staff F % M % Managers 2 100 0 0 Office Support 2 67 1 33 Coordinators 4 57 3 43 Support Workers 14 78 4 22 Admin Support 2 100 0 0 Total 24 75 8 25

Females represented 75% of paid staff, and 76% of all personnel within Splitz.


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Ethnicity

Paid staff

White % BME %

Managers 2 100 0 0 Office Support 2 100 0 0 Coordinators 7 100 0 0 Support Workers 17 89 2 11 Admin Support 2 100 0 0 Total 30 94 2 6

6% of paid staff were BME; but only 5% of all staff were from a BME group.


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Disability

Paid staff Disabled % Not

Disabled %


9% of staff indicated having a disability. Overall 6% of personnel indicated having a disability.


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Age Group

Paid staff 20-29 30-39 40-49 50-59 60+ Managers 0 0 1 0 1 Office Support 0 0 0 1 1 Coordinators 0 1 5 1 0 Support Workers 2 7 6 3 1 Admin Support 0 1 0 0 1 Total 2 9 12 5 4

65% of paid staff were between 30 and 49 years of age. The youngest member of staff was 21 years of age. The oldest trustee was 82 years of age.


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Working Patterns

Full-time Part-time

Paid staff Female Male

Female

Male


19% of paid employees were full-time. 91% of our team were part-time. Sessional workers and volunteers/trustees contribute 54% of our team.


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Recruitment In 2011-12 we recruited for 11 posts. Splitz advertises locally and aims to have employee representation that reflects the local communities where we provide services. Overall recruitment is shown, by diversity strand, in the following tables. Recruitment data does not include volunteers or trustees.

Gender

Female applicants were 83% of all identified applicants, against a target of 75%. Only 54% of appointees were female, which is comparable to last year.

Ethnicity

12% of all identified applicants were BME, against a target of 10%. Of those appointed, 27% were BME.


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Disability

Applicants with a disability consisted of 8% of identified applicants, against a target of 15%. Over 18% of appointees declared a disability.

Age Group

There were no targets for this category. A fair mix of age groups was represented at each stage.


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Conclusion We now have 2 years’ of data collected during the interview process. Interestingly, the data for both years is consistent and shows a positive success rate for those with a disability or from a BME background. However, we are committed to taking positive action if there is a trend in our staff composition away from a fair balance. We missed some targets at the application stage; but we had only 67% of monitoring forms at this stage. At the interview stage we had a better BME representation but continued to have a low representation by those with a disability. Perhaps our target is unrealistic. Perhaps people are more reluctant to declare a disability that isn’t obvious. In 2012-13 we aim to achieve the Positive About Disability kite mark, which may help reassure applicants with a disability.


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Turnover At the beginning of this FY there were 33 paid staff (excludes sessional staff, volunteers and trustees) and at the end of the year there were 32 paid staff. The average number of employees was 32.5. If we convert this to the number of FTE posts there were 23.4 at the start of the year and 23.8 at the end of the year. The average number of FTE posts was 23.6. In the year 6 people left; 2 left for medical reasons, 3 left for new employment, and 1 left for other reasons; 2 posts were converted to sessional worker posts; 5 new staff were recruited. Turnover is calculated as:

Number of posts vacated 6 = 18.5% Average number of posts in the year 32.5 Number of FTE posts vacated 4.0 = 16.8% Average number of FTE posts in the year 23.6

Turnover of sessional posts was 0%. Turnover of volunteers was 48.6%. Turnover of trustees was 7.7%. Overall turnover was 22.5% against a target of 20%.

Turnover of volunteers was always going to be high. The Buddy Scheme aim is to recruit 10-12 new volunteers each year, with a role for only 10-15 volunteers.

Retention Retention is calculated as:

Number of staff with more than 1 year service 27 = 81.8% Total number of staff one year ago 33 Retention of sessional posts was 100%. Retention of volunteers was 57%. Retention of trustees was 92%. Overall retention was 78% against a target of 80%.


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Action to Support Diversity As part of our commitment to our team we have achieved Investors in People Silver. An element of the work we needed to do for this included producing a clear Work Life Balance policy. This was published at the beginning of the period.

Work Life Balance Splitz recognizes that all employees, particularly those with caring responsibilities, strive to find the right balance between work and other commitments. We believe that our Charity achieves more if employees are offered options and assistance to achieve a good work life balance. This year we introduced a clearly defined Work Life Balance policy that encompasses our ethos. Our staff take advantage of part-time working, flexible hours, fixed hours with late start and/or early finish, school holidays off, TOIL, and other opportunities to enhance their work life balance.

Flexible Working Hours Our ethos is to provide a flexible working regime to support lone parents. Splitz is working to ensure that employees can create a satisfactory balance between work and home, and contribute to the best of their ability while at work. We offer a range of ways in which employees can work more flexibly, including fewer hours on a daily basis, longer periods of work on fewer days per week, full-time hours for some weeks of the year and intermittent or irregular work over longer periods.

Reasonable Adjustments Splitz will make reasonable adjustments for disabled employees as a means of removing barriers in the workplace. If working arrangements or the actual place of work cause a substantial disadvantage to a disabled employee, the Charity, with the co-operation of the person with a disability, will look at what changes can reasonably be made to remove or minimize the disadvantage. The adjustments will differ according to the nature of the disability, the circumstances and the degree to which the adjustment will prevent disadvantage for the disabled person.


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Staff Targets

2012-2013

Applicants

% Paid Staff

% Overall

%

Female 75 75 75

BME 10 10 9

Disabled 12 10 10

Turnover - - 20

Retention - - 80


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SERVICE USERS Adult & Child Uptake This section gives data on gender, ethnicity, disability and age of service users referred to us. This data does not include referrals to Newburn House or Community4.

Gender

82% of adult referrals were for female, 80% of those taking up a service were female.

Ethnicity

4% of adult referrals and 4% of those taking up a service were from people with BME backgrounds.


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Disability

3% of referrals and 3% of starts declared a disability.

Age Group

86% of adult referrals and 88% of adult starts were between 20 and 49 years of age.


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Analysis by Project This section explores the diversity of our service users by project, using data for all service users referred to our services, except Newburn House and Community4. Data is provided for gender, ethnicity, disability and age.

Gender

Fem

ale

% Mal

e

% Paloma (Wiltshire) 363 85 65 15 Paloma (Swindon) 191 99 2 1 Integrated Safety Service 35 100 0 0 Turnaround Programme 0 0 49 100 Stopping Violence Programme 0 0 93 100

Adults

Buddy Scheme 51 98 2 2 Youth KidzPace & SplitzKidz 42 37 71 63 Total 682 71 282 29

Females represent 71% of all people referred to Splitz.


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Ethnicity

Whi

te

% BME


Adults


BME representation is about 4%.


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Disability

Not

di

sabl

ed

% Dis

able

d


Adults


The percentage of service users indicating they have a disability is about 3%.


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Age Group

Und

er 1

1

11-1

6

16-1

9

20-2

9

30-3

9

40-4

9

50-5

9

60+

Paloma (Wiltshire) 21 121 153 103 22 8 Paloma (Swindon) 9 71 56 49 6 2 Integrated Safety Service 0 9 14 10 2 0 Turnaround Programme 0 13 17 10 8 1 Stopping Violence Programme 0 34 31 22 5 1

Adults

Buddy Scheme 2 10 21 14 3 3 Youth KidzPace & SplitzKidz 13 89 11 Total 13 89 43 258 292 208 46 15

65% of adult service users are between 20 and 39 years of age.


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Action to Promote Diversity

Reasonable Adjustments Splitz will make reasonable adjustments for disabled service users as a means of removing barriers to participation. Offices and group venues are checked for the widest possible accessibility standards. When these cannot be met we make other adjustments to accommodate the needs of our service users. When working with people with visual impairments we have used voice messages and when working with people with hearing impairments we have used text messages. When service users speak little or no English we have often worked with family members to act as interpreters. Keeping the interpretation ‘in-house’ seems to be preferred by many service users. In all cases we have asked the service user what method of communication they would like.

Positive Action Splitz has a positive commitment to supporting all service users irrespective of their age, disability, ethnicity, gender, religious belief or sexuality. Support is provided on a first come first served basis: there is no pre-assessment or screening process to discourage any individual or group. Our services are promoted equally in all parts of the communities we work in. If required, we can provide our material in other languages, large print or audio format. We recognize that some individuals or groups may require a different approach due to cultural or social differences. Where possible we work with the local Equality Council and relevant umbrella groups to help us access and work with these individuals and groups. We have included a list of useful faith and cultural groups in our Service User Handbook.


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Service User Targets These targets reflect the broad expectations for all services provided by Splitz. Specific project targets are defined within the project outcomes.

2011-2012 2012-2013

Referrals %

Starts %

Referrals %

Starts %

Female 82 80 82 83

BME 4 4 10 11

Disabled 3 3 12 13

The Employers Forum on Disability1 estimates that there are 10 million disabled people in the UK, which equates to around 18% of the population.

1 www.efd.org.uk

equality monitoring report 2011-2012

Documents

staff targets

staff composition

equality of opportunity

various equality

end change paid staff

results of monitoring

reporting period

outreach service