GCCs approach to Equality and Diversity Mandy Quayle Director of - - PowerPoint PPT Presentation

GCC’s approach to Equality and Diversity

Mandy Quayle Director of People

The public sector equality duty

To have due regard to the need to:

• Eliminate discrimination, harassment and victimisation
• Advance equality of opportunity
• Foster good relations between persons who share a

relevant protected characteristic and persons who don’t

The Protected Characteristics

• age
• disability
• gender reassignment
• marriage and civil partnership
• pregnancy and maternity
• race
• religion or belief
• sex
• sexual orientation

Age

Gloucestershire residents aged 65 or over were more likely than those under 65 to:

• have a long-term limiting illness;
• be in poor health;
• be living on their own;
• be without access to a car;
• be providing unpaid care of 50 hours or more a week;
• be living in a household without central heating;

People aged 50 or over were more likely than those under 50 to:

• be living on their own; be providing unpaid care; have no qualifications.

Source: Census 2011

People with a disability

16.7% of Gloucestershire’s population has a disability or limiting long-term health problem (7.6% for England) They are:

• More likely to be providing unpaid care
• More likely to live in social housing
• Less likely to have access to a car or van
• More likely to have never worked
• Less likely to be in managerial positions
• People with Learning Disabilities are three times as likely to have a

death classified as avoidable

Gender

• Based on national figures, Gloucestershire is likely to have between 3000

and 5000 adults that are experiencing some degree of gender variance

• Women make up for 50.9% of the Gloucestershire population
• The majority of single pensioner households are headed by a woman
• Women are also more likely to head lone parent households with

dependent children.

• Women are more likely than men to provide unpaid care and less likely to

have access to a car/van.

• Men have lower life expectancy, higher rates of mortality from preventable

causes and are more likely to commit suicide.

Ethnicity of Gloucestershire Residents

White British Asian/Asian British Mixed/Multiple Ethnicity Black/Black British White Irish Gypsy or Irish Traveller Other White Other

Sexual orientation

• There are estimated to be 26,000-36,000 people in Gloucestershire

aged 16 and over who are lesbian, gay or bisexual

• There is a lack of official statistics at county-level (common to all

areas) to understand how outcomes for these groups compare with the population as a whole

Workforce – key facts and figures

• In line with the rest of the public sector, we are an older workforce
• 12.3% under 30 years old, increased from 11.3% in 2017 compared to

23.3% of the working population in Gloucestershire

• 68.4% are over 40 compared to 59.7% of the working population
• 135 apprentices currently compared to 24 in 2017/18
• 83.3% of our workforce have chosen to declare their ethnicity
• Of these, 94% are white and 6% for BAME groups compared to

4.7% of the Gloucestershire population

• 4.5% of our workforce declare a disability
• c.3% of our workforce declare as lesbian, gay or bisexual

Workforce – Gender Pay Gap

• 70% of the workforce are women
• 66.5% of senior officers are women
• We have a statutory responsibility to report our gender pay gap

Gender Pay Gap % GCC 2018 GCC 2017 Public Sector 2018 County Councils 2018 Mean 7.4% 11.8% 17.7% 10.4% Medium 11.18% 12.6% 19.4% 11.3%

Our Equalities Objective:

The economic and social benefits of growth to be felt by all communities, including rural, urban and our areas of highest deprivation. Opportunities to be available for all and good relations between those who have protected characteristics and those who do not One of the 9 ambitions embedded in the Council Strategy is to be an Inclusive County

What we are doing: Reporting

• Annual monitoring and reporting of:
• Workforce data, Service user data, Population data, Gender pay gap
• Due Regard Statements published for all relevant Cabinet decisions

Plans for 2020

• Analysis of latest Indices of Deprivation to identify any issues of concern

and the actions needed

• Reviewing our approach to analysing service user data to better understand

how services reach those with protected characteristics

• Ongoing improvement of the use of due regard statements

• Promoting and supporting employee led networks:
• PRISM – LGBT+, Disability Network, Carers’ Network, Young Employee

Network, Black workers

• Examples: Relaunch Stonewall Index, review accessibility of Shire Hall
• Launched our young apprentices programme – eight 16-19 year olds

started in Sept 2019

• Launched ‘Growing Great Managers’ programme which includes a focus on

inclusiveness and being aware of unconscious bias

• Ongoing work to embed our values and behaviours and supporting

employees via the ‘Speak Up’ campaign and the Dignity at Work network

What we are doing: Workforce 2019/20

What we are doing: Looking to the Future Strategy

To create the environment where communities develop their own solutions to help people live an active and independent life. Examples:

• Employment support for people with disabilities, health conditions and other complex

barriers to employment through a range of programmes

• Adult Education ‘Learning in the Community’ project - to change the lives of those who

need it most

• Gloucester City Council led ‘Community Building’ project supporting local people

working together to build healthier, safer, more inclusive and welcoming communities

• Grant support for Gloucestershire Action for Refugees and Asylum Seekers
• ‘Growing our Communities’ and ‘Thriving Communities’ grants to enable communities

to flourish and support people to stay living independently