SPLITZ Support Service Equality Monitoring Report 2011-2012
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 2012
Equality Monitoring Report 2011-2012
Contents Â
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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Equality Monitoring Report 2011-2012
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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Equality Monitoring Report 2011-2012
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 Paid staff Sessional workers Volunteers Trustees Total
Start 33 5 21 13 72
End 32 9 16 13 70
Change -3% +80% -23.8% 0% -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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Equality Monitoring Report 2011-2012
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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Equality Monitoring Report 2011-2012
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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Equality Monitoring Report 2011-2012
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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Equality Monitoring Report 2011-2012
Analysis of Team Gender Paid staff
Managers Office Support Coordinators Support Workers Admin Support Total
F 2 2 4 14 2 24
% 100 67 57 78 100 75
M 0 1 3 4 0 8
% 0 33 43 22 0 25
Females represented 75% of paid staff, and 76% of all personnel within Splitz.
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Equality Monitoring Report 2011-2012
Ethnicity White
%
BME
%
2 2 7 17 2 30
100 100 100 89 100 94
0 0 0 2 0 2
0 0 0 11 0 6
Paid staff
Managers Office Support Coordinators Support Workers Admin Support Total
6% of paid staff were BME; but only 5% of all staff were from a BME group.
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Equality Monitoring Report 2011-2012
Disability Disabled
%
0 0 1 2 0 3
0 0 14 11 0 9
Paid staff
Managers Office Support Coordinators Support Workers Admin Support Total
Not Disabled 2 2 6 17 2 29
% 100 100 86 89 100 91
9% of staff indicated having a disability. Overall 6% of personnel indicated having a disability.
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Equality Monitoring Report 2011-2012
Age Group Paid staff
Managers Office Support Coordinators Support Workers Admin Support Total
20-29 0 0 0 2 0 2
30-39 0 0 1 7 1 9
40-49 1 0 5 6 0 12
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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50-59 0 1 1 3 0 5
60+ 1 1 0 1 1 4
Equality Monitoring Report 2011-2012
Working Patterns Full-time Female
Male
Part-time Female Male
2 0 0 1 0 3
0 0 1 2 0 3
0 2 4 13 2 21
Paid staff
Managers Office Support Coordinators Support Workers Admin Support Total
0 0 2 3 0 5
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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Equality Monitoring Report 2011-2012
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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Equality Monitoring Report 2011-2012
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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Equality Monitoring Report 2011-2012
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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Equality Monitoring Report 2011-2012
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 Average number of posts in the year
6 = 18.5% 32.5
Number of FTE posts vacated Average number of FTE posts in the year
4.0 = 16.8% 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 Total number of staff one year ago 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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27 = 81.8% 33
Equality Monitoring Report 2011-2012
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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Equality Monitoring Report 2011-2012
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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Equality Monitoring Report 2011-2012
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. Page 19 of 26
Equality Monitoring Report 2011-2012
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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Equality Monitoring Report 2011-2012
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.
Adults
Youth
Paloma (Wiltshire) Paloma (Swindon) Integrated Safety Service Turnaround Programme Stopping Violence Programme Buddy Scheme KidzPace & SplitzKidz Total
Females represent 71% of all people referred to Splitz.
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363 191 35 0 0 51 42 682
% 85 99 100 0 0 98 37 71
Male
Female
Gender
65 2 0 49 93 2 71 282
% 15 1 0 100 100 2 63 29
Equality Monitoring Report 2011-2012
Adults
Youth
Paloma (Wiltshire) Paloma (Swindon) Integrated Safety Service Turnaround Programme Stopping Violence Programme Buddy Scheme KidzPace & SplitzKidz Total
BME representation is about 4%.
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418 181 34 49 83 52 112 929
% 98 94 97 100 89 98 99 96
BME
White
Ethnicity
% 10 12 1 0 10 1 1 35
2 6 3 0 11 2 1 4
Equality Monitoring Report 2011-2012
Adults
Youth
Paloma (Wiltshire) Paloma (Swindon) Integrated Safety Service Turnaround Programme Stopping Violence Programme Buddy Scheme KidzPace & SplitzKidz Total
413 188 35 49 85 52 113 935
% 96 98 100 100 91 98 100 97
Disabled
Not disabled
Disability
% 15 5 0 0 8 1 0 29
The percentage of service users indicating they have a disability is about 3%.
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4 2 0 0 9 2 0 3
Equality Monitoring Report 2011-2012
89 89
153 56 14 17 31 21
103 49 10 10 22 14
22 6 2 8 5 3
8 2 0 1 1 3
258
292
208
46
15
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60+
121 71 9 13 34 10
65% of adult service users are between 20 and 39 years of age.
50-59
16-19
40-49
13 13
21 9 0 0 0 2 11 43
30-39
Youth
Paloma (Wiltshire) Paloma (Swindon) Integrated Safety Service Turnaround Programme Stopping Violence Programme Buddy Scheme KidzPace & SplitzKidz Total
20-29
Adults
11-16
Under 11
Age Group
Equality Monitoring Report 2011-2012
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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Equality Monitoring Report 2011-2012
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 %
82
80
82
83
BME
4
4
10
11
Disabled
3
3
12
13
Female
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 Page 26 of 26