SPLITZ Support Service Equality Monitoring Report 2013-‐2014
Only 1 in 6 employers are accredited with Investors in People. Of these only 2% have achieved Gold.
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 2014
Equality Monitoring Report 2013-2014
Contents Â
Executive Summary
3
Introduction
4
Staff Composition of the Charity
5
Analysis of the Team
7
Recruitment
12
Turnover & Retention
15
Action to Support Diversity
16
Staff Targets
17
Service Users Adult & Child Uptake
18
Analysis of Referrals by Project
20
Action to Promote Diversity
28
Service User Targets
29
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Equality Monitoring Report 2013-2014
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. We have only shown those equality strands that we record on our database (age, disability, ethnicity and gender). We monitor other equality strands by collecting data on anonymous forms; however, due to the sensitive nature of these strands we don’t record them on our database.
Staff There was a minimal turnover of staff (10%), coupled with a very high retention rate (94%). Towards the end of the year we began the process of enhancing the HR function in advance of additional service delivery in Devon. During the year we renewed our Investors in People accreditation and gained the GOLD standard. We are delighted to demonstrate our continued commitment to our staff with this award.
Service Users Service user data relates to referrals made during the year. Not all referrals made in the year will have resulted in a service being offered, especially referrals made near the end of the year where there would not have been time to begin this process. Another group where we cannot gain further data is people referred by third parties who do not wish to engage with the service. We have tried to minimise this by engaging further with third parties to improve the referral pathways. Overall we have not met all of our targets in recording equality information for our service users. We have been successful in gathering more age data but we have not recorded enough disability or ethnicity data. In many cases this is a procedural issue with updating the database.
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Equality Monitoring Report 2013-2014
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 2013 and 31 March 2014. 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 Paid staff Sessional workers Volunteers Trustees Total
Start 52 2 16 14 84
SERVICE USERS Adult - Male Adult - Female Child - Boy Child - Girl Total
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End 64 1 15 13 93 Referrals 752 2976 151 106 3985
Change +23% -50% -6% -7% +11%
Equality Monitoring Report 2013-2014
STAFF Composition of the Charity Gender
Disability
At the end of 2013-14 we had 54 female staff and 10 male staff.
There were 5 people who declared a disability; 3 with a physical disability, 1 with a learning difficulty and 1 with complex needs.
Ethnicity
Age Group
At the end of 2013-14 we had 61 white British and 3 BME staff.
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).
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Equality Monitoring Report 2013-2014
Working Patterns
The percentage of part-time workers has reduced from 81% to 75%. Part-time workers continue to be in the majority: of these 87% 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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Equality Monitoring Report 2013-2014
Analysis of Team Gender Paid staff
Managers Office Support Coordinators Support Workers Admin Support Total
F 2 2 6 40 3 53
% 50 100 86 83 100 83
M 2 0 1 8 0 11
% 50 0 14 17 0 17
Females represented 83% of paid staff, and 83% of all personnel within Splitz.
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Equality Monitoring Report 2013-2014
Ethnicity Paid staff
Managers Office Support Coordinators Support Workers Admin Support Total
White
%
BME
%
4 2 7 45 3 61
100 100 100 94 100 95
0 0 0 3 0 3
0 0 0 6 0 5
5% of paid staff were BME; but only 3% of all staff were from a BME group.
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Equality Monitoring Report 2013-2014
Disability Disabled
%
1 0 2 2 0 5
25 0 28 4 0 8
Paid staff
Managers Office Support Coordinators Support Workers Admin Support Total
Not Disabled 3 2 5 46 3 59
% 75 100 72 96 100 92
8% of staff indicated having a disability. Overall 7.4% of personnel indicated having a disability.
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Equality Monitoring Report 2013-2014
Age Group Paid staff
Managers Office Support Coordinators Support Workers Admin Support Total
20-29 0 0 0 10 0 10
30-39 0 0 0 9 1 10
40-49 2 0 5 16 1 23
50-59 0 1 2 12 0 15
60+ 2 1 0 2 1 6
53% of paid staff were between 30 and 49 years of age, down from 60% last year.
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Equality Monitoring Report 2013-2014
Working Patterns Full-time Female
Male
Part-time Female Male
2 0 0 10 0 12
0 0 0 4 0 4
0 2 6 31 3 42
Paid staff
Managers Office Support Coordinators Support Workers Admin Support Total
2 0 1 3 0 6
25% of paid employees were full-time. 84% of our whole team were part-time. Sessional workers and volunteers/trustees contribute 32% of our team (down from 37% last year).
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Equality Monitoring Report 2013-2014
Recruitment  In 2013-14 we recruited for 17 posts: to replace 12 staff and fill 5 new vacancies. 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 94% of all identified applicants, against a target of 75%. 87% of appointees were female, which is lower than last year (94%).
Ethnicity
10% of all identified applicants were BME, against a target of 10%. Of those appointed, 7% were BME.
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Equality Monitoring Report 2013-2014
Disability
12% of identified applicants declared a disability, against a target of 15%. Of those appointed, 13% 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 2013-2014
Conclusion We now have 4 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 54% of monitoring forms at this stage. At the interview stage we had a 9% BME representation and a 9% representation by those with a disability. We will publish a review our data later this year. Using any findings, we will devise a strategy to ensure we reach as wide a range of potential applicants as possible within our community.
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Equality Monitoring Report 2013-2014
Turnover At the beginning of this FY there were 52 paid staff (excludes sessional staff, volunteers and trustees) and at the end of the year there were 64 paid staff. The average number of employees was 58. In the year 6 people left and 18 new staff were recruited; one post was filled by 2 people on job-share. Turnover is calculated as: Number of posts vacated Average number of posts in the year
6 = 10.3% 58
Turnover of sessional posts was 67%. Turnover of volunteers was 45%. Turnover of trustees was 15%. Overall turnover was 18.1% against a target of 20%.
Retention Retention is calculated as: Number of staff with more than 1 year service Total number of staff one year ago
49 = 94.2% 52
Retention of sessional posts was 50%. ** Retention of volunteers was 62.5%. Retention of trustees was 86%. Overall retention was 86% against a target of 80%. ** Over the past 2 years we have been converting sessional worker posts to paid posts. We currently have only one sessional worker post remaining.
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Equality Monitoring Report 2013-2014
Action to Support Diversity As part of our commitment to our team we have retained the Positive About Disabled People award. We have achieved the Investors in People Gold award, 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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Equality Monitoring Report 2013-2014
Staff Targets 2014-2015 Applicants %
Paid Staff %
Overall %
Female
75
75
75
BME
10
10
9
Disabled
12
10
11
Turnover
-
-
20
Retention
-
-
80
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Equality Monitoring Report 2013-2014
SERVICE USERS Adult & Child Uptake This section gives data on gender, ethnicity, disability and age of service users referred to us. This data also includes referrals to services where we are a partner in the service provision (Newburn House, Community4 and GDASS).
Gender
Adults
Young People
30% of adult referrals were male. This mostly reflects the increased number of male domestic violence perpetrator programmes we run. 59% of referrals to our young people’s service were boys. In our work with schools we work with a boys only school, which has contributed to the higher rate of referrals for boys.
Ethnicity
6% of adult referrals and 7% of young people referrals declared their ethnicity as not white. The percentage of “not known” data is well above target. (target: 10%) Page 18 of 29
Equality Monitoring Report 2013-2014
Disability
Adults
Young People
14% of adult referrals declared a disability, compared to 7% of young people. This is an improvement from last year, but well short of the target for “not known” data. (target: 10%)
Age Group
69% of adult referrals were between 20 and 49 years of age. 89% of young people referrals were within our project age range (11-16 years) The number of “not known” records is within target for both adults and young people. (target: 10%)
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Equality Monitoring Report 2013-2014
Analysis of Referrals by Project Gender (adults) WILTSHIRE
GLOUCESTERSHIRE
BRISTOL TOTAL
Paloma Buddy Scheme YP Parent’s Group Helpdesk Newburn House Community4 Turnaround RPG WSW Turnaround WSW GDASS SVP RPG
M 29 5 0 0 0 387 91 23 0 52 0 71 85 9 752
% 5 8 0 0 0 46 100 100 0 100 0 4 100 100 20
F 531 54 10 4 8 460 0 0 47 0 43 1819 0 0 2976
% 95 92 100 100 100 54 0 0 100 0 100 96 0 0 80
The gender split is representative of mainly domestic abuse services, and is therefore skewed towards female service users. Overall, the number of females is higher than expected (target: 70%).
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Equality Monitoring Report 2013-2014
Ethnicity (adults) WILTSHIRE
GLOUCESTERSHIRE
BRISTOL TOTAL
Paloma Buddy Scheme YP Parent’s Group Helpdesk Newburn House Community4 Turnaround RPG WSW Turnaround WSW GDASS SVP RPG
White 422 50 9 2 7 691 57 22 42 41 5 1449 44 7 2848
% 75 85 90 50 88 82 63 96 89 79 12 76 52 78 76
BME 30 2 0 0 1 83 5 1 4 5 1 138 13 0 283
% 5 3 0 0 12 10 5 4 8 10 2 8 15 0 8
NK 108 7 1 2 0 73 29 0 1 6 37 312 28 2 606
% 20 12 10 50 0 8 32 0 3 11 86 16 33 22 16
The ethnic mix is broadly representative of the counties where these services are delivered. Wiltshire 96.5% white; Gloucestershire 97.5% white; Bristol 88% white. The number of unknowns is higher than expected (target: <10%).
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Equality Monitoring Report 2013-2014
Disability (adults) WILTSHIRE
GLOUCESTERSHIRE
BRISTOL TOTAL
Paloma Buddy Scheme YP Parentâ&#x20AC;&#x2122;s Group Helpdesk Newburn House Community4 Turnaround RPG WSW Turnaround WSW GDASS SVP RPG
Disabled 82 17 0 0 0 293 14 5 6 2 0 171 9 0 599
% 15 29 0 0 0 35 15 22 13 4 0 9 11 100 16
None 185 29 5 1 7 311 35 17 17 4 0 1243 34 4 1892
% 33 49 50 25 88 36 39 74 36 8 0 65 40 44 51
NK 293 13 5 3 1 243 42 1 24 46 43 485 42 5 1245
% 52 22 50 75 12 29 46 4 51 88 100 26 49 56 33
There is a high number of people declaring a disability (16%), which represents 24% of all those who responded to this question. There is a very high number of unknowns (33%), which is higher than expected (target: <10%).
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Equality Monitoring Report 2013-2014
Age Group (adults) WILTSHIRE
GLOUCESTERSHIRE
BRISTOL TOTAL
Paloma Buddy Scheme YP Parentâ&#x20AC;&#x2122;s Group Helpdesk Newburn House Community4 Turnaround RPG WSW Turnaround WSW GDASS SVP RPG
U20 27 3 1
20s 137 12 0
30s 163 12 2
40s 118 20 5
50s 56 4 0
60+ 17 5 0
NK 42 3 2
0 4 66 1 0 3 1 0 62 0 0 168
1 4 229 22 5 14 12 4 606 30 0 1076
0 0 279 37 8 12 23 4 574 20 3 1137
2 0 148 18 6 10 11 3 393 27 3 764
0 0 48 5 2 4 3 0 132 2 3 259
0 0 47 2 2 1 0 0 57 0 0 131
1 0 30 6 0 3 2 32 75 6 0 202
The age groups represent a wide spread of ages, with the bulk of referrals for people aged 2049 years.
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Equality Monitoring Report 2013-2014
Gender (children) WILTSHIRE
TOTAL
SplitzKidz KidzPace YP Workshops TeenzTalk
M 19 69 48 15 151
% 50 59 67 50 59
F 19 48 24 15 106
% 50 41 23 50 41
There is a slightly higher percentage of boys engaging with the young peopleâ&#x20AC;&#x2122;s projects. This is most noticeable in the workshops where the ratio is 2:1 boys to girls. This may be because male youth workers conduct most of the initial outreach.
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Equality Monitoring Report 2013-2014
Ethnicity (children) WILTSHIRE
TOTAL
SplitzKidz KidzPace YP Workshops TeenzTalk
White 19 49 37 0 105
% 50 42 51 0 41
BME 1 9 7 0 17
% 3 8 10 0 7
NK 18 59 28 30 135
% 47 50 39 100 52
The % of young people declaring their ethnicity as non-white is 7%, which represents 13% of all young people responding to this question. is The number of unknowns is higher than expected (actual: 52%; target: <10%).
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Equality Monitoring Report 2013-2014
Disability (children) WILTSHIRE
TOTAL
SplitzKidz KidzPace YP Workshops TeenzTalk
Disabled 4 8 5 0 17
% 11 7 7 0 7
None 19 44 33 0 96
% 50 38 46 0 37
NK 15 65 34 30 144
% 39 55 47 100 56
The percentage of young people declaring a disability is 7%, which represents 16% of all young people responding to this question. The number of unknowns is higher than expected (actual: 56%; target: <10%).
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Equality Monitoring Report 2013-2014
Age Group (children) WILTSHIRE
TOTAL
SplitzKidz KidzPace YP Workshops TeenzTalk
U11 1 3 1 0 5
11-16 33 102 63 30 228
16+ 2 5 2 0 9
NK 2 7 6 0 15
Over 87% of young people are aged between 11 and 16 years. The number of unknowns is lower than expected (actual: 7%; target: <10%).
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Equality Monitoring Report 2013-2014
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.
Data Collection We have not yet managed to record sufficient equality information for all of our service users. Our target for 2014-15 is to improve the recording of this data, both from a practical support perspective and as a pool of useful reference data. To this end we have adjusted the target for of “not recorded data” to 15% by the end of the year.
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Equality Monitoring Report 2013-2014
Service User Targets These targets reflect the broad expectations for all services provided by Splitz. Specific project targets are defined within the project outcomes. 2014-2015 Referrals %
Not Recorded %
-
< 15
Disabled
11
< 15
Ethnicity
White 85
< 15
Female 70
< 15
Age Group
Gender
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 29 of 29