SPLITZ Support Service Equality Monitoring Report 2010-2011
A review of our equality and diversity strategies and h ow they have made an impact on our team and our service users. Louise Wilson June 2011
Equality Monitoring Report 2010-2011
Contents Â
Executive Summary
3
Introduction
4
Staff Composition of the Charity
5
Analysis of the Team
8
Recruitment
13
Turnover
15
Action to Support Diversity
16
Staff Targets
17
Service Users Adult & Child Uptake
18
Analysis by Project
20
Action to Promote Diversity
24
Service User Targets
25
Page 2 of 26
Equality Monitoring Report 2010-2011
Executive Summary Developments We employ a good mix of people from a wide range of backgrounds that represents our community. However, in Swindon and Bristol where we only employ a few people the mix isn’t as broad. In late 2010-11 we began the process of becoming a Two Ticks recognised employer. This will allow us to clearly demonstrate to disabled people that we welcome applications from them and are positive about their abilities. We were reassessed by Investors in People and achieved the Bronze standard. Following this we revised some of our policies to more clearly demonstrate our ethos. From this we produced a separate Work Life Balance policy.
Page 3 of 26
Equality Monitoring Report 2010-2011
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 2010 and 31 March 2011. 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). During the reporting period there were: Staff 38 paid staff (9 full-time and 29 part-time), 4 sessional workers, 29 volunteers, and 14 trustees Adult Service Users1 561 referrals from 449 individuals 491 new starts Children & Young People 161 referrals from 101 families 105 new starts
Â
1
Referrals to Splitz only. Community4 data cannot be broken down to reflect the work of each partner organisation. Page 4 of 26
Equality Monitoring Report 2010-2011
STAFF Composition of the Charity Gender
There were 27 females and 11 males employed this year. The percentage of male staff rose from 19% to 30%, against an overall target of 24%.
Ethnicity
There were 3 BME employees this year. The percentage of BME staff rose from 4% to 8%, against an overall target of 5%.
Page 5 of 26
Equality Monitoring Report 2010-2011
Disability
There were 4 people who declared a disability. The percentage of staff with a disability rose from 9% to 11%, against an overall target of 8%.
Age Group
There were no employees under 20 years of age, 62% of employees were between 30 and 49 years of age (up from 56% last year). The youngest member of staff was 26 years of age. The oldest member of staff was above the national retirement age.
Page 6 of 26
Equality Monitoring Report 2010-2011
Working Patterns
Part-time workers continue to be in the majority, 76% of employees work part-time (up from 69% last year): of these 81% are female (down from 91% last year).
Conclusion We recruited the best candidates, which coincidentally 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.
Page 7 of 26
Equality Monitoring Report 2010-2011
Analysis of Team Gender Paid staff
Managers Office Support Coordinators Support Workers Admin Support Total
F 3 1 5 16 2 27
% 100 33 83 67 100 71
M 0 2 1 8 0 11
% 0 66 17 33 0 29
Females represented 71% of paid staff, and 76% of all personnel within Splitz. Page 8 of 26
Equality Monitoring Report 2010-2011
Ethnicity White
%
BME
%
3 3 6 21 2 35
100 100 100 87 100 92
0 0 0 3 0 3
0 0 0 13 0 8
Paid staff
Managers Office Support Coordinators Support Workers Admin Support Total
8% of paid staff were BME; but only 5% of all staff were from a BME group.
Page 9 of 26
Equality Monitoring Report 2010-2011
Disability Disabled
%
0 1 0 2 0 3
0 33 0 8 0 8
Paid staff
Managers Office Support Coordinators Support Workers Admin Support Total
Not Disabled 3 2 6 22 2 35
% 100 67 100 92 100 92
11% of staff indicated having a disability. Overall 6% of personnel indicated having a disability.
Page 10 of 26
Equality Monitoring Report 2010-2011
Age Group Paid staff
Managers Office Support Coordinators Support Workers Admin Support Total
20-29 0 0 0 3 1 4
30-39 0 0 2 8 0 10
40-49 1 1 3 9 0 14
50-59 1 1 1 3 1 7
60+ 1 1 0 1 0 3
59% of paid staff were between 30 and 49 years of age. The youngest member of staff was 26 years of age. The oldest trustee was 81 years of age.
Page 11 of 26
Equality Monitoring Report 2010-2011
Working Patterns Full-time Female
Male
Part-time Female Male
2 0 0 3 0 5
0 0 1 3 0 4
1 1 5 13 2 22
Paid staff
Managers Office Support Coordinators Support Workers Admin Support Total
0 2 0 5 0 7
24% of paid employees were full-time. 88% of our team were part-time. Sessional workers and volunteers/trustees represent 51% of our team.
Page 12 of 26
Equality Monitoring Report 2010-2011
Recruitment  In 2010-11 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 55% of appointees were female.
Ethnicity
12% of all identified applicants were BME, against a target of 8%. 27% of appointees were BME. Page 13 of 26
Equality Monitoring Report 2010-2011
Disability
Applicants with a disability consisted of 9% of indentified applicants, against a target of 10%. Over 18% of appointees had a disability.
Age Group
There were no targets for this category. A fair mix of age groups was represented at each stage.
Page 14 of 26
Equality Monitoring Report 2010-2011
Conclusion This was the first year we collected monitoring data at the interview stage. It was reassuring to see that a fair mix of applicants was being sifted for interview, especially as many had not completed a monitoring form at the application stage. A higher percentage than target was achieved at the appointment stage; event though we appointed the best candidate in all cases and didn’t resort to positive action.
Page 15 of 26
Equality Monitoring Report 2010-2011
Turnover  At the beginning of this FY there were 26 employees and at the end of the year there were 33 employees. The average number of employees was 29.5. If we convert this to the number of FTE posts there were 19.3 at the start of the year and 23.4 at the end of the year. The average number of FTE posts was 21.3. In the year one post was made redundant and 4 people left for other reasons. Turnover is calculated as: Number of posts vacated Average number of posts in the year
4 = 13.6% 25
or Number of FTE posts vacated Average number of FTE posts in the year
3.1 = 14.5% 21.3
Turnover of sessional posts was 0%. Turnover of volunteers was 40%. Turnover of trustees was 7%. Overall turnover was 19% against a target of 10%. 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. The overall turnover target was unrealistic given the high turnover of volunteers and will be revised upwards to 20%.
Retention  Retention is calculated as: Number of staff with more than 1 year service Total number of staff one year ago Retention of sessional posts was 100%. Retention of volunteers was 63%. Retention of trustees was 93%. Overall retention was 81%.
Page 16 of 26
21 = 80.8% 26
Equality Monitoring Report 2010-2011
Action to Support Diversity 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.
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.
Page 17 of 26
Equality Monitoring Report 2010-2011
Staff Targets 2011-2012 Applicants %
Paid Staff %
Overall %
Female
75
72
75
BME
10
10
9
Disabled
15
13
13
Turnover
-
-
15
Retention
-
-
80
Page 18 of 26
Equality Monitoring Report 2010-2011
SERVICE USERS Adult & Child Uptake This section gives data on gender, ethnicity, disability and age of service users referred to us.
Gender
82% of adult referrals were for women, 85% of those taking up a service were women.
Ethnicity
4% of adult referrals and 4% of those taking up a service were from people with BME backgrounds.
Page 19 of 26
Equality Monitoring Report 2010-2011
Disability
5% of referrals and 6% of starts declared a disability.
Age Group
61% of adult referrals and starts were between 20 and 49 years of age.
Page 20 of 26
Equality Monitoring Report 2010-2011
Analysis by Project This section explores the diversity of our service users by project, using data for all service users referred to our service. Data is provided for gender, ethnicity, disability and age.
Adults
Youth
Paloma (Wiltshire) Paloma (Swindon) Integrated Safety Service Turnaround Men’s Group Stopping Violence Programme Buddy Scheme Newburn House KidzPace & SplitzKidz Total
Females represent 79% of all people referred to Splitz.
Page 21 of 26
269 121 24 0 0 54 2 33 503
% 41 18 4 0 0 8 0 5 77
Male
Female
Gender
4 4 0 55 39 3 0 45 150
% 0 0 0 8 6 0 0 7 23
Equality Monitoring Report 2010-2011
Adults
Youth
Paloma (Wiltshire) Paloma (Swindon) Integrated Safety Service Turnaround Men’s Group Stopping Violence Programme Buddy Scheme Newburn House KidzPace & SplitzKidz Total
BME representation is about 4%.
Page 22 of 26
270 114 23 53 35 56 2 76 629
% 41 17 4 8 5 9 0 12 96
BME
White
Ethnicity
% 3 11 1 2 4 1 0 2 24
0 2 0 0 0 0 0 0 4
Equality Monitoring Report 2010-2011
Adults
Youth
Paloma (Wiltshire) Paloma (Swindon) Integrated Safety Service Turnaround Men’s Group Stopping Violence Programme Buddy Scheme Newburn House KidzPace & SplitzKidz Total
253 121 24 54 37 53 2 78 622
% 39 19 4 8 6 8 0 12 95
Disabled
Not disabled
Disability
% 20 4 0 1 2 4 0 0 31
The percentage of service users indicating they have a disability is about 5%.
Page 23 of 26
3 0 0 0 0 0 0 0 5
Equality Monitoring Report 2010-2011
Adults
Youth
Paloma (Wiltshire) Paloma (Swindon) Integrated Safety Service Turnaround Men’s Group Stopping Violence Programme Buddy Scheme Newburn House KidzPace & SplitzKidz Total
4 3 1
4 4
61 61
1 5 2 7 23
61% of service users are between 20 and 39 years of age.
Page 24 of 26
65 46 4 14
Not recorded
60+
50-59
40-49
30-39
20-29
16-19
11-16
Under 11
Age Group
7
73 40 11 11 5 11
66 14 3 14 3 16
21 4 2 4 1 8
6 2 1 1 2 2
35 16 2 11 1 8
136
151
116
40
14
6 79
Equality Monitoring Report 2010-2011
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.
Page 25 of 26
Equality Monitoring Report 2010-2011
Service User Targets These targets reflect the broad expectations for all services provided by Splitz. Specific project targets are defined within the project outcomes. 2010-2011
2011-2012
Referrals %
Starts %
Referrals %
Starts %
82
85
82
83
BME
4
4
10
11
Disabled
5
6
12
13
Female
The Employers Forum on Disability2 estimates that there are 10 million disabled people in the UK, which equates to around 18% of the population.
2
www.efd.org.uk Page 26 of 26