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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

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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.

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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%.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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%.

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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.

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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

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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.

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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.

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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.

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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%.

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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%.

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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.

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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.

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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

Equality Monitoring Report 2010-2011  

Report on our equality impact

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