Diversity Analysis Organisational restructure: Voluntary severance process

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1 Diversity Analysis Organisational restructure: Voluntary severance process Background As a result of a workforce profile we carried out in November 200, we know that: Black and Minority Ethnic (BME) staff are under-represented compared to the tenant profile, especially at senior management grades. Women are under-represented when compared to the tenant profile, especially at senior management level and in caretaking. Disabled people are represented at every level of the organisation, though are slightly under-represented compared to the tenant profile. A diverse range of age groups are represented at all grades. Lesbian, gay and bisexual (LGB) employees are represented at all grades in proportion to the tenant profile. Muslims are under-represented in the workforce compared to the tenant profile, particularly at senior management level and in caretaking. What process was used to decide voluntary severances? The decision for accepting applications for voluntary severance was made by the Strategic Management Team based on the following factors: The need to reduce the organisation s salary bill; The time it takes for the organisation to realise the savings of any severance; The need for the post and post-holder to remain for business continuity reasons. The decisions were then compared with 6 strands of equality data (ethnicity, gender, disability, age, sexual orientation, and religion and belief) to ensure that the decision making process did not adversely impact or unlawfully discriminate against any groups of staff. Secondly, in our ambition to create a diverse and progressive workforce that is reflective of our customer profile, we wish to monitor on an ongoing basis any positive or negative impacts towards this. Therefore we have carried out three sets of data analysis as follows: A diversity analysis of the whole workforce compared to those staff affected by the restructure; Diversity of applications for voluntary severance compared to those ; Diversity analysis of the current workforce compared with the workforce as a result of voluntary severances. What are the outcomes from an equality and diversity perspective? The first analysis shows that there are some differences in composition between the affected staff, compared to the workforce as a whole. For example, a

2 Diversity Analysis Organisational restructure: Voluntary severance process greater proportion of women and White British staff are in the Some Change or More Change categories of the proposed restructure. The second analysis shows that broadly speaking voluntary severances were in line with applications from all diverse groups, though there were some slightly different proportions as detailed in the graphs attached. For example, we found that a slightly greater proportion of White British, Heterosexual, Over 55 or Women staff were compared to other groups. However, this should be seen in the context of the relatively small number of staff who applied and were finally for voluntary severance (50 versus 39 at time of writing). The third analysis shows that in terms of the impact on the overall reflectiveness of our customer profile, the following can be observed as a result of the voluntary severances process: Areas that represent a positive impact in terms of reflectiveness include: Representation of BME staff slightly increases; Representation of Muslims and staff with no religion slightly increases; Representation of LGB groups remains almost identical. Areas that represent a negative impact in terms of reflectiveness include: The representation of over 55s decreases*; Representation of disabled staff slightly decreases; Representation of women staff slightly decreases. * early retirement provisions of the Local Government Pension Scheme start at the age of 55, which incentives the voluntary severance for these staff. What next? Based on this and other data, we are producing a full Equality Impact Assessment (EqIA) of the proposed changes in relation to the workforce. This will include an action plan and will be published in accordance with our legal duty to do so. These actions will include: short term measures to be implemented as part of the restructuring process; and, longer term measures to redress any ongoing imbalance in the reflectiveness of the workforce; For example, a short term measure might include providing disabled employees with any additional reasonable adjustments to ensure that they have an equal opportunity to participate in the restructuring process. A longer term measure could include carrying out positive action to more proactively recruit and retain women staff, for example through mentoring, apprenticeships, internships and training schemes. 2

3 Diversity analysis of whole workforce compared to those affected by restructure 97 staff are in the "some change" or "more change categories A greater proportion of White British staff are affected A greater proportion of women staff are affected % % 3.7% Asian Black Prefer Not to Say 0.9%.5% 2.7%.5%.9% 3.6% Dual Heritage 0.6% 7.% White 55.3% White British % 39.6% 65.7% 60.4% A greater proportion of staff who have declared whether or not they are disabled are affected 0 are in proportion to the entire workforce in terms of sexual orientation % 2.2% 2.3% 75.2% 75.%.5%..5%.5% 0.6%. Bisexual 2.2% 0.9% Decline to 78.2% 8.2% Gay Heterosexual Lesbian 4.4% 6.6% A greater proportion of staff over 45 are affected A greater proportion of Christian staff are affected % % % 7.3% 5.7% Buddhist Christian Decline to 25.4% 23.5% 2.3% 2.4%.9%.5% 8.8% 8.3% 4.2% 4.4% 5.5% 4.8% 3.7%.7% 5.9% 7.% 0.4% 0.5% Hindu Muslim No religion Sikh <=

4 Diversity analysis of applicants for voluntary severance compared to those 50 staff applied for voluntary severance, 39 applications were A slightly greater proportion of White British staff had their applications A slightly greater proportion of women had their applications % 4.3% 5.4% 7.9% % % 5.% Asian Black Dual Heritage White Prefer not to say Missing info 53.% 59. White British % 46.2% 55.% 53.8% A slightly greater proportion of disabled staff had their applications % 7.7% 79.6% 79.5% 0.2% 2.8% A greater proportion of staff over 55 had their application % 7.9% 2.2% 2.2% y 0.2% 2.8% 7.7% 7.7% 44.9% 53.8% <= A greater proportion of heterosexual staff had their application A greater proportion of staff who have declared a religious belief had their application % 65.3% % 53.% % 5.% Bisexual 30.6% 20.5% Decline to Gay Heterosexual Lesbian 4 2 Buddhist Christian 20.4% 2.8% Decline to % 0.3% 8.2% Hindu Muslim No religion 0.2% 0.3% 6.% 7.7% Sikh

5 Diversity analysis of current workforce compared with workforce as a result of voluntary severances ( is 528 staff, after voluntary severances this will be 489) Representation of BME staff slightly increases % 7.2% 7.4%.9%.8% 0.6%. 2.7% 2.9% Asian Black Mixed White Prefer not to say 0.2% 0.2% 44.6% Missing info White British Representation of women staff decreases % 33.3% 65.72% 66.7% Representation of disabled staff slightly decreases % 78.% 6.5% 7.2% 0.9%. 4.4% 3.7% The represenation of over 55s decreases % 24.7% % 2.4% 2.7% 4.2% 4.3% 4.4%.2% % <= Representation of LGB groups remains almost identical % 75.3% 2.2% 2.3%.5%.2%.5%.6% 0.6% 0.6% Bisexual Decline to Gay Heterosexual Lesbian Represenation of Muslims and staff with no religion slightly increases % 0.2% 44.8% Buddhist Christian Decline to % 5.5% 6. 5.% 4.8% 5.9% 5.7%.9%.8% Hindu Muslim No religion 0.4% 0.4% Sikh