equality monitoring report 2012-2013

Equality Monitoring Report 2012-‐2013

A review of our equality and diversity strategies and how they have made an impact on our team and our service users. Louise Wilson May 2013

SPLITZ Support Service

Equality Monitoring Report 2012-2013

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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

Action to Promote Diversity 21

Service User Targets 22


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Executive Summary

Data Charts and graphs show the situation at 31 March 2013. Where it is relevant or to show change we have compared this data with information at the start of the reporting period.

Accreditation During the year we renewed our Investing in Volunteers accreditation and gained the two ticks positive about disabled people award. We also achieved PQASSO level 2, which is a management quality standard for the third sector akin to ISO 9000. We are delighted to demonstrate our continued commitment to our staff with this award.

Staff There was a minimal turnover of staff. The biggest change was taking on 11 new staff in Gloucestershire. The HR function is fast becoming a full time role.


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Introduction 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. This report sets out the results of monitoring between 1 April 2012 and 31 March 2013. Age and age group is determined at the end of 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 32 52 +62% Sessional workers 9 2 -78% Volunteers 16 15 -6% Trustees 13 14 +8% Total 70 83 +19%

SERVICE USERS Start Adult referrals 817 Adult individuals1 684 Child referrals 154 Child individuals1 106 Child families2 85

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. 2. Families: children may also receive more than one service; Families represents the number of families who have approached us for child support this year.


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STAFF

Composition of the Charity Gender

At the end of 2012-13 we had 42 female staff and 10 male staff.

Ethnicity

At the end of 2012-13 we had 49 white British and 3 BME staff.


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Disability

There were 4 people who declared a disability; 2 with a physical disability, 1 with a learning difficulty and 1 with complex needs.

Age Group

There were no employees under 20 years of age, 60% of employees were between 30 and 49 years of age (down from 65% last year). The youngest members of staff were 22 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 (no change from last year): of these 83% are female (up from 81% 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 aspiration 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.


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Analysis of Team Gender

Paid staff F % M % Managers 2 67 1 33 Office Support 2 67 1 33 Coordinators 6 75 2 25 Support Workers 29 83 6 17 Admin Support 3 100 0 0 Total 42 81 10 19

Females represented 81% of paid staff, and 79% of all personnel within Splitz.


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Ethnicity

Paid staff

White % BME %

Managers 3 100 0 0 Office Support 3 100 0 0 Coordinators 8 100 0 0 Support Workers 32 91 3 9 Admin Support 3 100 0 0 Total 49 96 3 4

6% of paid staff were BME; but only 4% of all staff were from a BME group.


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Disability

Paid staff Disabled % Not

Disabled %


8% of staff indicated having a disability. Overall 9.5% 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 1 1 Office Support 0 0 1 1 1 Coordinators 0 1 5 2 0 Support Workers 6 10 11 7 1 Admin Support 0 1 1 0 1 Total 6 12 19 11 4

60% of paid staff were between 30 and 49 years of age. The youngest members of staff was 22 years of age. The oldest trustee was 83 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. 88% of our team were part-time. Sessional workers and volunteers/trustees contribute 37% of our team (down from 54% last year).


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Recruitment In 2012-13 we recruited for 16 posts: to replace 6 staff and fill 10 new vacancies. We gained 8 staff through TUPE. After reviewing some contracts we also transferred 3 sessional workers onto the payroll. 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 sessional workers, volunteers or trustees.

Gender

Female applicants were 89% of all identified applicants, against a target of 75%. 94% of appointees were female, which is much higher than last year (54%).


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Ethnicity

14% of all identified applicants were BME, against a target of 10%. Of those appointed, 6% were BME.

Disability

Applicants who identified with a disability consisted of 7% of identified applicants, against a target of 15%. Only 6% of appointees declared a disability.


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Age Group

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

Conclusion We now have 3 years’ of data collected during the interview process. We are committed to taking positive action if there is a trend in our staff composition away from a fair balance. Again, we missed some targets at the application stage; we had only 72% 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. This year we will review our data and establish any trends that may reduce the effectiveness and equality of our advertising. Using any findings we will devise a strategy to ensure we reach all of our community.


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Turnover At the beginning of this FY there were 32 paid staff (excludes sessional staff, volunteers and trustees) and at the end of the year there were 52 paid staff. The average number of employees was 42. In the year 5 people left; x left for medical reasons, x left for new employment, and x left for other reasons; x posts were converted to sessional worker posts; 16 new staff were recruited. Turnover is calculated as:

Number of posts vacated 5 = 11.9% Average number of posts in the year 42 Turnover of sessional posts was 100%. Turnover of volunteers was 25%. Turnover of trustees was 7.4%. Overall turnover was 18.5% against a target of 20%.

Turnover of volunteers was lower than normal. 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 = 84.4% Total number of staff one year ago 32 Retention of sessional posts was 33%. ** Retention of volunteers was 75%. Retention of trustees was 92%. Overall retention was 79% against a target of 80%. ** ** Sessional worker retention is artificially low. During the year 3 sessional worker posts were transferred to paid posts and the workers retained. This would have an impact on the overall retention figure, which would otherwise be 83.6%.


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Action to Support Diversity As part of our commitment to our team we have achieved the Positive About Disabled People award. We have retained our Investing in Volunteers award and gained PQASSO level 2. All of which demonstrate our commitment to excellence and quality, as well as equality.

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

2013-2014

Applicants

% Paid Staff

% Overall

%

Female 75 75 75

BME 10 10 9

Disabled 12 10 11

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 Community4 or the Gloucestershire Domestic Abuse Support Service.

Gender

32% of adult referrals were male. This mostly reflects the increased number of male domestic violence perpetrator programmes we run. The trend has always been to have more young people referrals for boys.

Ethnicity

3% of adult referrals declared their ethnicity as not white.


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Disability

5% of adult referrals declared a disability, compared to only 1% of young people.

Age Group

69% of adult referrals were between 20 and 49 years of age. The number of “not recorded” in each category is higher than normal. This may be partly attributed the layout of our new database. Some cases don’t proceed to the point where full details can be gathered, which is why we will always have some missing data.


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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.

Review This year we will review our data and establish any trends that may reduce the equity and equality of access to our services. Using any findings we will devise a strategy to ensure we reach all of our community.


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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.

2013-2014

Referrals %

Not Recorded %

Age Group - < 10

Disabled 11 < 10

Ethnicity White 85 < 10

Gender Female 70 < 10

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 2012-2013

Documents

staff targets

staff composition

new staff

bme staff

female staff

end change paid staff

minimal turnover of

youngest members of