Equality Outcomes Progress Report as at April 2017
As set out in the Specific Duties, all public authorities have a legal requirement to publish equality outcomes and report on progress. The
equality outcomes have been developed to align the outcomes with the vision and themes set out in the Comahirles Corporate Strategy and
Single Outcome Agreement. The outcomes below apply to the Comhairle, the Education Authority and the Licensing Board.
Equality Outcome 1:
Make the Western Isles a better place to live and work and provide opportunities to participate in the local economy.
Meet our Equality and Diversity (E&D) statutory and regulatory duties for Age; Disability; Gender; Gender Reassignment; Pregnancy and Maternity; Race;
Religion or Belief; and Sexual Orientation in respect of policy development and economic opportunity.
Authority/
Characteristic
What we are trying to achieve
CNES
Use a community benefits
approach to procurement,
incorporating guarantees for
employments and training for
people in major contracts
commissioned by the Comhairle
Protected
Characteristic:
Age, Gender,
Disability
How will we know
(Measures)
Increase in the number of community
benefit clauses adopted
Increase number of modern
apprenticeships included in
Comhairle contracts
Increase number of placements for
students and graduates included in
Comhairle contracts
Increase
number
of
work
experience programmes included in
Comhairle contracts
Increase number of contracts where
suppliers pay at or above the living
wage
Progress report as at April 2017:
Lead
General Duty
Status
Legal Services
Procurement Leads
Advance Opportunity
Foster Good Relations
Increase in the number of community benefit clauses adopted:
It is Comhairle policy to consider the inclusion of a Community Benefits Clause (CBC) in every contract over the value of £25,000 (increased to £50,000k in
December 2016), however, it is recognised that it is not appropriate to have a CBC in all contracts over that value and each opportunity is considered on an
individual basis. The number of contracts issued with a CBC in the last 4 years is detailed below:
2016/17 4 CBC’s incorporated into procurement contracts
2015/16 8 CBC’s incorporated into procurement contracts
2014/15 10 CBC’s incorporated into procurement contracts
2013/14 1 CBC incorporated into procurement contracts
It is positive to note the use of CBC’s incorporated into procurement contracts over the last 4 years however it is recognised that this was an aspirational
measure which is very much determined by the economy and market conditions at the time of each procurement exercise.
Increase number of modern apprenticeships included in Comhairle contracts
Increase number of placements for students and graduates included in Comhairle contracts
Increase number of work experience programmes included in Comhairle contracts
The ability for contractors to provide Modern Apprenticeship’s and Student and Graduate work placements is very much dependent on the nature of the
contract and market conditions which have been extremely challenging recently. Caution also requires to be extended to procurement regulations to ensure
clauses are not discriminatory (within the meaning of EU procurement law) against contractors in other member states, eg the Comhairle cannot specify that a
contractor must employ a ‘local’ apprentice although it can be specified that the contractor must advertise the opportunity locally.
There is evidence to confirm that Modern Apprenticeships, student and graduate placements and work experience programmes have been included in
Comhairle contracts but numbers are generally low due to the lack of large capital works projects being developed at this time. This is an area which will
continue to be monitored through the contract management process.
Increase number of contracts where suppliers pay at or above the living wage
During 2014/15 the Comhairle agreed to pay the living wage and it was desirable that contractors would also pay the living wage with an aim of improving the
standard of living for people in employment however the Comhairle cannot enforce the living wage as a contractual for tenderers’, this would be discriminatory
in EU procurement law and anti-competitive and therefore cannot be considered in the evaluation process. In February 2017 the Comhairle agreed to apply to
become an Accredited Living Wage employer which has implications for contractors who undertake work on behalf the Comhairle. The Comhairle are in the
process of writing to all existing contractors to explain the process and commitment required of contractors
Authority/
Characteristic
What we are trying to achieve
LB
There is a strong and sustainable Undertake equality profiling for
licensed trade with no barriers to licence applications to provide base
protected groups
line information
Protected
Characteristic:
ALL
How will we know (Measures)
Lead
General Duty
Status
Licensing Board
Eliminate discrimination
Advance Opportunity
Foster Good Relations
The Board will promote greater
accessibility to all licensed
premises across the Comhairle
through increased awareness
during Board visits, visits by
Licensing Standards Officers or
other Board Officials (No of visits
and recommendations made)
The Board will work with other
Community and Voluntary partners to
increase public confidence of
reporting and addressing negative
impact arising from underage drink,
anti-social behaviour and nuisance.
Progress report as at April 2017:
Equality Profiling
The process of equality profiling of licence applications commenced in 2015. At present the return rate is too low to establish base line information or identify if
there are any areas of concern. The Board will continue this work and provide further information to licence applicants to reinforce the need to collate the
information to evidence that there is a fair and equal licensing trade operating in the Western Isles.
Greater accessibility to all licensed premises across the Comhairle though increased awareness during Board visits, Licensing Standards Officer or
other Board official visits
There have been 100 licensing visits to premises over the last four years. These visits provide the opportunity to discuss matters concerning the license holders
legal responsibilities eg sale of alcohol to minors, intoxicated/vulnerable adults, recommended signage, etc. These meetings provide an additional opportunity
to discuss recommendations made by Building Standards and Planning regarding improving accessibility on premises. There is an establish process to notify
Building Standards and Planning of new liquor licences to ensure that applicants adhere to accessibility regulations. This applies to both temporary and
permanent licence applications.
The Board will work with other Community and Voluntary partners to increase public confidence of reporting and addressing negative impact arising
from underage drink, anti-social behaviour and nuisance
There is now an established practice of holding regular formal multi-agency meetings since 2016. Prior to this meetings were held but they were informal with
limited discussion or action. Various agencies within the Comhairle attend the meetings in addition to Police Scotland, Fire Scotland, etc. The meetings provide
an opportunity to have a joined up approach in addressing underage drinking, anto-social behaviour and nuisance behaviour, particularly at large scale events
such as the Heb Celtic Festival which is not only vital to the economy of the Western Isles but also provides a platform to attract people from a diverse range of
backgrounds to the islands who regularly return.
Multi agency discussions regarding licensed events are also addressed at Licensing Board and Licensing Forum meetings to reach agreement between the
agencies over various matters, eg the meetings facilitated agreement over a leafleting issue that had arisen between a public body and the event organisers to
the satisfaction of all.
Authority/
Characteristic
What we are trying to achieve
CNES
Opportunities for women to work in Increasing number of females
Economic Development
a wider variety of growth sectors
supported through Business Gateway ED&CS
initiatives and other Economic
Development projects (eg LEADER,
Protected
Characteristic:
Gender, Pregnancy &
Maternity
How will we know (Measures)
Lead
General Duty
Status
Advance Opportunity
Foster Good Relations
Harris Tweed ESF)
Progress report as at April 2017:
Increased number of females supported through Business Gateway initiatives and other Economic Development projects ( eg LEADER, Harris Tweed ESF)
Business Gateway:
The Business Gateway services offers a broad range of advice, support and financial assistance to new and developing businesses including: Advice and
Support; Information on specific business ideas; General Business Information Factsheets; Business Planning guidance; Marketing guidance; and Financial
assistance. A breakdown of the support provided by Business Gateway from 2013/14 to 2016/17 is summarised below (broken down by gender):
Performance reporting:
Business Support
2013/14
2014/15
2015/16
Male
2016/17
Male
Female
Male
Female
Female
Male
Female
Start Ups
40
12
25
15
17
31
18
23
Enquiries - Pre Start
132
87
75
66
101
104
103
85
Enquiries - Existing
58
44
73
42
44
39
65
48
Specialist Support
19
17
9
7
15
28
26
66
Sub Growth
18
7
26
8
8
4
9
5
Workshops Attendees
112
160
93
128
151
271
188
342
TOTALS
379
327
301
266
336
477
409
569
It is positive to note from the gender breakdown that the overall percentage of interactions with females has increased from 46% in 2013/14 and 2014/15 to 58%
in 2015/16 and 2016/17. More females have consistently attended the Workshops delivered through Business Gateway which may have contributed to the
increase in females seeking specialist support (up to 72% in 2015/16). In the 2015 progress report the largest gender gap identified was in relation to business
‘start-ups’, however, there has been a shift in the gender balance of business start-ups with 65% of females starting business in 2015/16 and 56% in 2016/17.
This is a positive shift which is reflected in the overall interactions in the services provided by Business Gateway.
The local economy continues to present challenges similar to other areas of Scotland and there is a notable downturn in some sectors such as retail where a
high proportion of females are employed. The remoteness of the Western Isles presents additional difficulties where travelling to other areas to find work is not
always an option, particularly for females who often have other primary care responsibilities for children and/or adults. This shift identifies a growth and
diversification into other sectors and taking advantage of some of strengths the Western Isles can offer such a food and culture.
Other Economic Development Activity:
The Comhairle led on the Harris Tweed Training and Development programme 2013 -2015. This programme set a target of assisting 44 females and by its
close achieved support to 60 females, 36% over the target. Further Harris Tweed Weaver training delivered in 2016/17 supported 7 individuals, 3 of whom
were women entering the industry for the first time. 2 of the 3 women achieved their qualification as a Modern Apprenticeship in Manufacturing Textile Products,
a first both as a self-employment MA and for the Harris Tweed industry.
Equality Outcome 2:
All services delivered by the Comhairle are accessible to all and provide improved opportunities for Western Isles residents to participate in
public and community life.
Meet our Equality and Diversity (E&D) statutory and regulatory duties for all protected characteristics in respect of Service Delivery.
Authority/
Characteristic
What we are trying to achieve
CNES, EA
All services delivered by
Comhairle
are
accessible
disabled people.
Protected
Characteristic:
Disability
How will we know (Measures)
Lead
General Duty
Status
the % of buildings from which the
to Comhairle delivers services that are
suitable for, and accessible to,
disabled people
Technical Services
% of public transport which is suitable Technical Services
for, and accessible to disabled people
(establish initial benchmark data)
Progress Report as at April 2017
Eliminate
discrimination
Advance
Opportunity
Foster Good
Relations
Accessible Buildings
The historical Audit Scotland performance indicators had a corporate performance indicator which
measure the % of public service buildings that are suitable for and accessible to disabled people.
Whilst this is no longer a reported performance indicator the graph below highlights the progress
that was made in the performance of this indicator between 2009/10 to 2012/13. Whilst there is no
longer a requirement to report on this measure work continues to ensure that were there are
opportunities to make reasonable adjustments and adaptations during planned works that this is
implemented. For new buildings such the Western Isles School project and the recently completed
Museum which is part of the Lews Castle College project, careful planning has been undertaken to
ensure that all building standards requirements are fully complied with and that best practice is
incorporated where ever possible. It is acknowledged that there remain a number of older
buildings within the Comhairle estate however due to the age of the building and associated cost of
making adaptations it is not reasonable to proceed. Where it is identified that access to a building
would be difficult for a disabled person every effort is made to find a more suitable alternative,
event outside the Comhairle estates. In March 2016 the Comhairle confirmed funding availability
to proceed with improvement works at a number of schools which will benefit both pupils and the
communities that use them.
Equality Outcome 3:
The Comhairle is recognised as an equal opportunity employer with an employee profile reflective of the authority area and offering training and
educational opportunities to all employees.
Meet our Equality and Diversity (E&D) statutory and regulatory duties for all protected characteristics in respect of Employment and Training
Authority/
What we are trying to achieve
Characteristic
NES
The Comhairle is recognised as an
equal opportunity employer with
Protected
the capacity to deliver training and
Characteristic:
educational opportunities to all and
ALL
has a workforce profile which is
reflective of the community we
serve
across
the
protected
characteristics and barriers to
employment for people within
those groups are removed.
How will we know
(Measures)
The percentage of Performance
Appraisals undertaken
Lead
No of Modern Apprentice
Placements available
Chief Executive
S&CS
No of Modern Apprentice
Placements filled by equality group
Chief Executive
S&CS
No of Modern Apprentice
Placements successfully completed
Chief Executive
S&CS
Improved data collection and
reduced under-recording for all
employees
Corporate
% of disabled & BME employees
compared with Local Authority area
% of male/female employees
compared with Local Authority area
Age profile of Comhairle employees
% of leavers by gender, disability
and race
% of completed applications
General Duty
Status
Chief Executive
Eliminate discrimination
Advance Opportunity
Foster Good Relations
received by gender, disability and
race
% of appointed candidates by
gender, disability and race
Progress as at April 2017:
The percentage of Performance Appraisals undertaken:
During 2013/14 87% of Comhairle employees received a Performance Appraisal with their line manager and the opportunity to discuss training and
development wants and needs. This was the highest level since the monitoring of Performance Appraisals was implemented. During 2014/15 the number
of performance appraisals undertaken reduced by 17% to 70% of employee’s receiving a performance appraisal with their line manager. Whilst it is
disappointing that the rate of performance appraisals has dropped by such an extent, examination of the data identifies that this reduction is largely
associated with one department where the number of appraisals reduced from 904 to 545. This particular service has been under significant pressure as a
result of staffing shortages at various levels, including senior management, which may be a contributing factor to this reduction. The analysed data
available for 2015/16 identifies that the rate for completed performance appraisals has reached 87% equalling the highest rate achieved and provided
assurance that the vast majority of employees’ are receiving an appraisal and an opportunity to discuss performance, training and support which they
require to meet the requirements of the post.
Equality Monitoring information is not captured regarding performance appraisals undertaken therefore it is not possible to say whether any protected
characteristic group has been adversely affected by this.
No of Modern Apprentice Placements available
No of Modern Apprentice Placements filled by equality group
No of Modern Apprentice Placements successfully completed
The Comhairle’s Modern Apprentice (MA) programmes runs on a rolling programme over 2 years which is the average time it takes to complete a MA
placement although some technical placements (eg Mechanic) can take up to 4 years and some administration placements can be completed in 12-18
months. The numbers of MA’s are restricted to the number of placements available, the trend is that every second year is capacity for a higher intake due
to the numbers who have completed placements. 100% of available placements have been filled each year
The Modern Appretice programme has had a high success rate over the last three years.
2012/13: 29% of MA were completed with the individuals achieving their certificate and securing employment.
2013/14: 29% of MA were completed with the individuals achieving their certificate and securing employment.
2014/15: 47% of MA were completed with the individuals achieving their certificate, and 41% secured employment.
2015/16: 48% of MA were completed with the individuals achieving their certificate, and 37% secured employment.
2016/17: 58% of MA were completed with the individuals achieving their certificate, and 64% secured employment.
A more detailed statistical breakdown of data will be added to this progress report during May 2017
Improved data collection and reduced under-recording for all employees:
The Comhairle had significant levels of under-recording of employee information for some protected characteristics and the collation of information for
some protected characteristics such as Sexual Orientation, Transgender only commenced in 2015/16 to provide benchmark information. Under-recording
of information is also evident in other areas of data collection for equality monitoring including training and recruitment. This is a recognised problem faced
by many public authorities. The Comhairle’s HR/Payroll system, Resourcelink, has a self-service element built into the system allowing employees to log
on and update their own equality monitoring information as and when required. This system went live in 2015 and an exercise to contact all employees
was undertaken in 2016 and 2017 to encourage employees to log on and update their Equal Opportunity information. Paper forms were also made
available to anyone who wanted one. The levels on non-disclosure of protected characteristics for employee equality monitoring are as follows:
Level of non-disclosure of Equality Monitoring of
Protected Characteristics
2014/15 2015/16 2016/17
Disability
50.9%
45.0%
38.4%
Ethnicity
7.4%
7.5%
7.4%
Religion
NR
79.9%
68.2%
Sexual Orientation
NR
90.2%
75.1%
Transgender
NR
92.1%
81.1%
Historically the Comhairle did not report on Religion given the high levels of non-disclosure and did not collate information on Sexual Orientation or
Transgender. The data for the past 3 years does show a gradual reduction in the levels of non-disclosure which is a positive trend. The Comhairle will
continue to conduct an annual exercise encouraging employees to update their equal opportunity information and educate employees regarding the
reasons why we ask for this information and what it is used for. The aim of which is to continue to reduce the level of non-disclosure and give confidence in
the information held which may inform decision making.
% of disabled & BME employees compared with Local Authority area:
Year
CNES
Disability
CNES
authority area
2016/17
2015/16
1.4%
1.1%
* 20.6% as at
Census 2011
Scotland
* 19.7% as at
Census 2011
Black Minority Ethnic (BME)
CNES
CNES
Scotland
authority
area
1%
0.9% as at
4% as at
Census 2011 Census
0.6%
2014/15
2013/14
2012/13
0.8%
1%
1%
0.6%
0.73%
0.6%
2011
The percentage of Comhairle employees’ who consider themselves to have a disability has gradually increased to 1.4% in 2016/17. This increase may be
related to the reduced levels of non-disclosure as referred to above or employees who have developed disabilities during the working life. Despite this
increase the percentage is significantly less than the authority area population as detailed in the Census 2011 information. The census data takes into
account ‘long-term health problems or disability’ and also makes the distinction between ‘limited a little’ and ‘limited a lot’ thus making it difficult for any
direct comparison. The Comhairle continues to be positive about employing disabled people by guaranteeing an interview for those who meet the
minimum requirements of the post specification and making reasonable adjustments for those in our employment. The Comhairle subscribes to the ‘two
ticks’ symbol in job adverts to identify that we are positive to employing disabled people and in 2017 the Comhairle has signed up to the new ‘disability
confident’ scheme for employers.
Again, the number of employees’ who define themselves as being BME is lower than the Scottish average however, it is positive note that there has been
an increase to 1% which is comparable with the population of the authority area, particular when considered in line with those who are of working age.
% of male/female employees compared with Local Authority area
As at the Census 2011, the gender profile of the authority area was 49.4% male and 50.6% female and is broadly in line with the Scottish gender profile
which is 48.5% male and 51.5% female. The gender profile of contracted employees has consistently been a 77% female and 23% male split over the
past 3 years with only a 1% change either way prior to this. It is recognised that there are particular sectors of work where females are predominantly
employed, eg, Home Care workers, Care Home Workers, non-teaching school based employees. Primary Teachers, etc. Although males are not precluded
from undertaking these roles there is little evidence of interest from males in applying for these roles through the recruitment process. A significant
proportion of these posts are also part-time which females are more attracted to as they can managed alongside other responsibilities that within the
culture of the Western Isles traditionally remain with females, child care, care for elderly dependents, etc.
Age profile of Comhairle employees
The age profile of employees has not changed significantly in any particular age group over the last 4 years as detailed in the chart below with the highest
proportion of employees consistently remaining within the 45-54 age brackets. Comparing this data with the age profile of residents within the authority
area, the median age for females is 47 which falls within this age bracket and the median age for males is 44 which is upper age of the age bracket below
this.
There is a continuing trend of young adults leave the islands for further education or employment purposes. The situation in the Outer Hebrides is more
marked than elsewhere in Scotland. The Outer Hebrides population also has a higher percentage of individuals in the older age groups and
correspondingly less in the younger age groups. In 2015 the average age of residents in the Outer Hebrides was six years older than in Scotland (47 to 41
years).
There has been a marginal increase in the number of employees aged 16-24, this may be attributed to an increased number of modern apprentice
placements provided which translate into permanent posts. The greatest proportion of employees fall within the 45-54 age bracket closely followed by the
55-64 age bracket, this corresponds with the age profile of the Western Isles population. The percentage of employees working up to the age of 64 has
gradually increased where historically employees would look to retire at the age of 60. As there is no longer a retirement age the percentage of employees
ages 65+ has marginally increased. These trends will continue to be monitored in line with the area population.
The Comhairle will continue to support and create employment and training opportunities within the Comhairle and community partners to provide a
sustainable future for our young people who wish to remain residents of the Western Isles.
% of Leavers by Gender, Disability and Ethnicity:
Gender:
Over the past four years the number of employees leaving Comhairle employment has
remained at a consistent level with the lowest number of leavers in a year being 158 in
2015/16 and the highest number of leavers being 168 in 2014/15. A significantly higher
number of leavers are females however this is in direct proportion with the overall gender
profile of the workforce. There are a number of recorded reasons for employees to leave
employment, both voluntary and involuntary. The top 3 reasons each year have been 1.
Resignation; 2. Age Retirement; and 3.End of Contract.
Disability:
The percentage of employees with a disability who have left Comhairle employment is
extremely low in each of the past four years. Again, this is in direct proportion to the
low number of employees who have disclosed that they consider themselves to have a
disability. The reason for leaving has been cross referenced with employees who have
left following ill health retirement and those with a disability to determine if there is a
direct link however this does not appear to be the case. This may be as a result of the
high levels of non-disclosure for this protected characteristic. Work will continue to
reduce the levels of non-disclosure across all protected characteristics.
Ethnicity:
Across the past four years the vast majority of employees leaving Comhairle employment
have described their ethnicity as White Scottish and then Other White British. This is in
proportion with the ethnic profile of the Comhairle workforce. Also worth noting is while
the level of non-disclosure reduces, the level of white Scottish employees increases. An
assumption can be made that the level of non-disclosure isn’t necessarily associated with
minority ethnic groups, rather a general apathy towards disclosing this information which
the Comhairle will continue to work towards reducing.
In addition it is Comhairle practice to offer all employees an Exit Interview with their line manager or another manager within their department if this is not appropriate.
Whilst this is voluntary it is a useful way to identify any actions or recommendations from leavers, including any actions to assist with or support the employment of
people belonging to a protected characteristic. At the time of writing the rate of exit interviews completed in low, less than 10%, which is consistent with previous year.
This is considered to be a missed opportunity to capture useful information so a change in approach was adopted for 2016/17 and it is anticipated that the rate of return
will be much greater for this period.
% of completed applications received by Gender, Disability and Ethnicity:
Gender:
Across the past four years the gender breakdown of applicants is significantly higher for
females and is relative to overall gender profile of the Comhairle workforce. A large
proportion of posts advertised is are part time posts within caring professions (eg Home
Care, elderly and residential care homes) or various admin/clerical posts. Whilst the
posts advertised are available for both males and females to apply for, they are often
more attractive to females who can manage the work around caring responsibilities
which traditionally, although not always, fall to females, eg childcare, care of elderly
dependents, etc. There is an extremely low number of posts advertised specifying a
gender requirement (as a Genuine Occupational reason), only 1 or 2 per year, usually
concerning the intimate care of client where necessary.
Disability:
The vast majority of applicants did not consider themselves to have a disability,
consistently above 80% with the exception 2015/16 where it was marginally below
at 77% although the level of non-disclosure is higher for this period.
The percentage of applications who disclosed they have a disability has marginally
reduced over the four year period from 5.4% in 2013/14 to 3.8% in 2016/17. The
Comhairle press job adverts include the ‘two tick’ symbol and the Comhairle has
signed up to the new ‘positive about disability’ scheme. The Comhairle will continue
to look at ways of encouraging applications from disabled people and promote the
‘positive about disability’ scheme.
Ethnicity:
The majority of Comhairle vacancies are advertised on the national ‘Myjobscotland’
recruitment portal and the local press. The national press and specialist publications are
used for specific posts as and when required.
The majority of applicants describe themselves as White Scottish, 58.2% in 2015/16 was
the lowest level in the past 4 years and 66.1% in 2016/17 was the highest level in the
same period. The next significant group are White – other British which at 17.7% of
applications is the highest level in the past four years.
The Comhairle continues to receive applications from Black Minority Ethnic groups
however the overall numbers are so small they are unlikely to change the workforce
profile in any significant.
Economic constraints continue to be a factor in changing the demographics of the
workforce. For the past 6 years or more there is a constant need to identify savings
which have resulted in organisational restructures, recruitment freezes, job redesign and
internal ring-fenced recruitment thus limiting opportunities to diversify the workforce.
% of appointed candidates by Gender, Disability and Ethnicity:
Gender:
The Gender of appointed candidates is detailed in the opposite chart. Over the past 4 years
on average 62.2% of appointments made were females, 23% males and 14.8% not
disclosed (although positive to note that the level of non-disclosure reduced significantly in
the last year).
For the reasons previously identified, a large proportion of posts advertised are part-time
and are within various care settings which appear to females as they can be managed
around other caring responsibilities. Whilst there are males working within various care
settings and various levels, they are a minority within this particular working environment.
Disability:
The percentage of appointed candidates disclosing they have a disability over the past four
years ranged from highest level at 3.7% in 2013/14 to the lowest level of 1.1% in 2015/16.
Given that there has been a marginal increase in the over percentage of employees who
consider themselves to have a disability from 0.8% in 2014/15 to 1.4% in 2016/17 may
imply that newly appointed candidates have disclosed a disability or it may correlate to the
reduced levels of non-disclosure which was only 0.6% in 2016/17, significantly lower than
in previous years.
Ethnicity:
Consistent with the application stage, the majority of appointed candidates describe
themselves as ‘white-scottish’. The percentage of ‘white-scottish’ appointments has
increased each year in the past 4 years from 55% in 2013/14 to 80% in 2016/17. This
increase is likely to correlate with the reduced levels of non-disclosure each year which
is at its lowest level of 1.3% in 2016/17.
Generally the workforce profile is reflective of the community which the Comhairle serves with the exception of the gender profile where significantly more
females than males are employed yet the gender profile of the area is closer to a 50/50 split. It is recognised that there other industries within the authority
area which are predominantly occupied by males, eg construction, fish farming, fishing/crofting, and a proportion of male residents are also employed in the
oil industry off island.
The current economic and political landscape also makes the future of attracting a more diverse workforce to the authority area more challenging, not only
with ongoing efficiencies which public bodies are faced with year on year but also attracting EU workers into other industries with the uncertainly of the
future implications of Brexit.
The Comhairle will continue to explore appropriate measures which can be used to attract males into occupations that are pre-dominantly occupied by
females, at present there are no barriers which prevent individuals belonging to any protected characteristics being recruited to the vast majority of
Comhairle posts.
CNES
Protected
Characteristic:
Gender, Age
All employees receive equal pay The % of highest paid 2% and 5% of
for work of equal value regardless earners among Comhairle
of any protected characteristic.
employees that are female
Chief Executive
Review and publication of Equal Pay
audits completed.
Chief Executive
Eliminate discrimination
Advance Opportunity
Foster Good Relations
Progress report as at April 2017:
The % of highest paid 2% and 5% of earners among Comhairle employees that are female:
The Comhairle’s performance in the Improvement Service SPI over the last 5 financial years is detailed in the table below. It is acknowledged that the
number of employee’s in the top 2% of earners is no longer a reported measure however as an internal benchmark the Comhairle have continued to
measure this statistic. There is little change in the performance of females in the top 2% of earners. At present there are no females holding Director posts
and there are few holding Head of Service posts. There is little turnover in these Senior Management posts and historically when there has been the
opportunity has been taken to re-structure the Department as part of ongoing efficiency savings which the Comhairle are required to make. This position is
likely to remain for the foreseeable future.
The performance in the top 5% of earners has marginally improved over the past 3 years with highest number of females in the top 5% of earners present
in 2016/17 which is a positive shift. The Comhairle look to maintain this position and create opportunities for growth and development where possible.
The Comhairle introduced a local performance indicator measuring the number of females in the top 10% of earners. This indicator identifies a more equal
gender balance of earners at this level with female earners marginally overtaking male earners at this pay point.
In addition to this, consistent application of the Single Status job evaluation process ensures that work of equal value receives equal pay and the Comhairle
have implemented the Living Wage which has been back dated to April 2014, this will positively impact on a large number of employees who hold posts at
grade A and B who are predominantly female.
As at 31st March 2017
Total number of contracted council employees (minus 0 hours
employees)
Total number of contracted council employees in top 2% of earners
Total number of female council employees in top 2% of earners
Percentage of female council employees in top 2% of earners
Total number of contracted council employees in top 5% of earners
2016/17
2015/16
2014/15
1629
33
7
21.21%
84
1617
33
7
21.21%
82
1603
34
7
20.59%
80
2013/14
1507
36
8
22.22%
80
2012/13
1638
38
9
23.68%
86
Total number of female council employees in top 5% of earners
Percentage of female council employees in top 5% of earners
Total number of contracted council employees in top 10% of earners
Total number of female council employees in top 10% of earners
Percentage of female council employees in top 10% of earners
33
39.29%
190
97
51.05%
30
36.59%
194
98
50.52%
29
36.25%
160
79
49.38%
26
32.50%
30
34.88%
Not
Measured
Not
Measured
Review and publication of Equal Pay audits completed.
Equal pay audits have be reviewed and published every two years with detailed analysis of the results reported to the Comhairle. The results identify that
the pay gap is gradually closing as follows:
Equal pay gap
2013
2015
2017
All Emp
17.50%
16.10%
15.80%
All LGE
21%
20.50%
18.70%
Teachers
7%
7%
2.50%
In addition, the Job Analyst team ensure that the Job Evaluation Scheme is applied consistently to all posts thus ensuring equal pay for work of equal value
regardless of protected characteristic
CNES
Protected
Characteristic:
ALL
The Comhairle has knowledgeable
and understanding employees who
are available to respond confidently
and appropriately to all colleagues
and citizens to support the
communities they serve
Number of employees who have
completed equality and diversity
training through induction and
customer services training in the last
three years
Chief Executive
Review of formal complaints
received in relation to protected
characteristics
Chief Executive
Requests for translation services by
Language and alternative formats
F&CR
Eliminate discrimination
Advance Opportunity
Foster Good Relations
Progress as at April 2017:
Number of employees who have completed equality and diversity training through induction and customer services training in the last three
years
Equality and Diversity training is delivered as part of the Comhairle’s Induction training for all new employee’s, it is included in the Customer Service
training for all front line employee’s and it is covered in Equality Impact Assessment training which is aimed at more senior staff who have responsibility
for delivering policies and procedures, delivery of services, operation and control of budgets, decision makers, etc. The number of employees undertaking
some form of Equality and Diversity training is detailed below:
Year
No of employees
2012/13
104
2013/14
84
2014/15
109
Recording period changed
2016
180
2017 (to date)
27
There is an established process in place to ensure that all new employee receive induction training which includes equality and diversity training. An issue
remains for new employees who work limited hours (eg 1 or 2 per week) in being able to attend the Corporate Induction Programmes however
management within these affected service areas have adopted an alternative induction process which includes equality awareness training.
Review of formal complaints received in relation to protected characteristics
A review of formal complaints received over the past 4 years has been undertaken. Three complaints received have some connection with equalities or
protected characteristics.
Complaint 1 – not upheld. Progressed to the SPSO who found that the complaint should not be upheld. The complaint did highlight an area for
improvement regarding Human Rights training which was addressed through a members training seminar.
Complaint 2 – upheld in part. This complaint concerned an access issue relating to a temporary impairment rather than a disability however it highlighted
that there was a need to have policy in place to establish what reasonable adjustments could be made. This is now in place
Complaint 3 – not upheld. Concerns the opening of services on a Sunday. May progress to the SPSO.
There have been no complaints made by employees concerning unfair treatment or discrimination on the grounds of a ‘protected characteristic’
Requests for translation services by Language and alternative formats
The Comhairle has a contract in place with Language Line who provide an interpretation service by telephone in over 170 languages, they also provide a
service to translate documents in these languages for those who require who require it. Trained Customer Service staff are in place within all Comhairle
Customer Service Access points. The availability of the service is published at each Customer Service premises.
• During 2013/14 there were no requests for assistance which required use of this service
•
During 2014/15 there were three requests for assistance which made use of this service
•
During 2015/16 there were no requests for assistance which required use of this service
•
During 2016/17 there were four requests which required the use of this service.
In addition, during 2016/17 the Comhairle has supported six Syrian Refugee families settle in the Outer Hebrides as part of the UK Government funded
programme of resettlement. Further use of the Language Line service will be used to support the families with their integration to the Outer Hebrides. The
families are currently supported by a Resettlement Support Worker and a Translator who are both employed by the Comhairle.
CNES, EA, LB
All employee have access to
inhouse training opportunities
% of training undertaken by gender,
disability and race
Protected
Characteristic:
ALL
Chief Executive
Advance Opportunity
Foster Good Relations
Chief Executive
Progress as at April 2017:
Gender:
The percentage of females accessing internal training is consistently higher than the
percentage of male accessing however the level is in direct proportion with the gender profile
of the Comhairle therefore does not identify any concerns of discriminatory practices.
It is positive to note that the level of non-disclosure is at its lowest level of 0.6% in 2016/17.
Disability:
The percentage of employees who consider themselves to have a disability remains
consistently between 2 % and 3%. It is likely that there will always be a variation in this
measure as the same employee can undertake a number of different training courses
within the year.
All training is undertaken in accessible rooms within accessible venues so there are no
known barriers which would prevent a disabled person undertaking training. More use
is being made of Technology to conduct training sessions making them more accessible
to all who wish to participate.
Ethnicity:
Analysis of the training undertaken by ethnicity over the past 4 years identifies that the
vast majority of participants describe themselves as ‘White Scottish’ (ranging from
75.6% in 2013/14 to 85.6% in 2016/17). This is broadly in proportion of the workforce of
the Comhairle and there is evidence to support that employees’ from other ethnic
origins are in receipt of training in proportion with the ethnic profile of the overall
workforce. There is no evidence to suggest that employees from protected groups are
not permitted to access training or are discriminated against in any way.
Equality Outcome 4:
The Health and Wellbeing for all people living in the Outer Hebrides will be improved.
Meet our Equality and Diversity (E&D) statutory and regulatory duties for all protected characteristics in respect of the Health and Wellbeing.
Authority/
Characteristic
CNES
What we are trying to achieve
Through integrated planning,
service delivery and more
Protected Characteristic: responsive diagnostic and support
Disability, Age
services people are able to live
independently in their own homes.
How will we know
Lead
(Measures)
% of people who have physical S&CS
disabilities with intensive care needs
receiving 10+ hours care at home
% of people with learning disabilities
supported in their own tenancies
General Duty
Status
Advance Opportunity
Foster Good Relations
S&CS
Progress as at April 2015:
% of people who have physical disabilities with intensive care needs receiving 10+ hours care at home
% of people with learning disabilities supported in their own tenancies
The above measures were aspirational when setting the Comhairle’s first set of equality outcomes and it has proved to be difficult to identify all the required
information to demonstrate progress in this area. At the time of writing the data is not available in a reportable format however work is underway to provide some
level of information which will be published when it is available.
CNES, EA
Protected Characteristic:
Age, Disability, Gender
People in the Western Isles have Deliver the Physical Education 2 hour
an Improved Healthy Life
target in primary schools
Expectancy
Child obesity rates at Primary 1
E&CS
Advance Opportunity
Foster Good Relations
OHCPP
The number of referrals through the
GP referral scheme (to support long
term conditions)
OHCPP
The numbe of Health Interventions
which are completed following GP
referral.
Healthy life expectancy measure (to
be maintained for females and
increased for males)
OHCPP
OHCPP
Progress as at April 2017:
Deliver the Physical Education 2 hour target in primary schools
All Primary schools in the authority area are achieving the target set to deliver 2 hours of Physical Education each week. The PE Lead Officer has been working
with schools and teachers across the authority area on national initiatives including ‘Path to Play (outdoor learning) and Positive Coaching Scotland (Sport
Scotland). Funding has been agreed with Education Scotland and Sport Scotland and matched by the Comhairle to to extend the PE Lead Officer post until
March 2017.
Child obesity rates at Primary 1
Improving the health and wellbeing for all people living in the Western Isles starts with our
young people, this requires education programmes for young people and their families.
The Scottish Government is estimated to have invested as much as £200 million between
2008 and 2011 in activities which directly and indirectly contribute to tackling obesity. This
investment included Scottish Enhanced Services for childhood obesity services in the
Western Isles. The target is to reduce the level of Childhood obesity in Primary 1. An aim
would to be to achieve the Scottish average figure in 2012/13 which was 9.3%. The data
set for the Comhairle consistently above the Scottish average until 2015.16 when the rate
dropped to 9.2%. The challenge is to maintain this level through future years.
The number of referrals through the GP referral scheme (to support long term conditions)
The number of Health Interventions which are completed following GP referral.
The above measures were aspirational when setting the Comhairle’s first set of equality outcomes and supported new project initiatives by the OHCPP at that
time. Data is currently being collated to evidence the progress of these initiatives and will be published when available.
Healthy life expectancy measure (to be maintained for females and increased for males)
According to data published by the National Records of Scotland, whilst there are a
growing number of people living more than a century (2012 = 800; 2002 = 520),
Scottish males and females have the lowest life expectancy at birth within the UK.
Male life expectancy is 2.2 years lower than the UK average and female life
expectancy is 1.9 years lower. Further to this, Scottish males and females can
expect to live shorter lives (by 2.5 years and 2.1 years respectively) than in England,
where male and female life expectancy is the highest in the UK. There remains a
gap in the life expectancy of males and females.
This measure is in place to assess the impact that a range of health interventions
introduced through the Outer Hebrides Community Planning Partnership (OHCPP)
will affect the life expectancy at birth for males and female. The Single Outcome
Agreement – Measuring Success 2013/14 set the target for female life expectancy at
the Scottish average of 80.80 and the target for the male life expectancy at the
Scottish average of 76.4. Whilst this trend is positive, this need to be viewed against
an improving Scottish average which was 81.1% for females and 77.1 for males in
2012-14 and 77.1.
The data collated has been populated into the line graphs below. As the graph
depicts, the life expectancy for females has increased above the Scottish average
based on the last data set and the life expectancy for males has remained above the
Scottish average based on the data set available for the past 2 years. in the over
the period measured bringing it very close the Scottish average. This measure is
required to be viewed over a longer period of time to allow time for the health
interventions to be developed and embedded in order to assess the longer term
impact.
CNES
Protected Characteristic:
Age, Disability
More older people are able to live % of people aged 65+ with intensive
independently in their own homes
needs receiving care at home
S&CS
Advance Opportunity
Foster Good Relations
Progress as at April 2017:
The number of older people (aged 65+) with intensive care needs who receive personal care to
enable them to stay within their own homes has very gradually reduced over the reportable
period. The performance in this measure has consistently remained above the Scottish average
which is positive however the target to increase the number has not been achieved. It has been
noted that there is a decrease in both Local and National provision of intensive care at home
(based on 2015 Social Care Census).
Equality Outcome 5:
Young people in the Western Isles have the best possible life chances which are achieved through the Education system.
Meet our Equality and Diversity (E&D) statutory and regulatory duties for in respect of the Education Authority
Authority/
What we are trying to achieve
How will we know
Characteristic
(Measures)
EA
Children have the best start in life % of all children who have reached all
and are protected
their expected developmental
Protected
milestones at the time the child starts
Characteristic:
primary school age
Age, Gender,
Disability, Race,
Sexual
Orientation
Increased level of achievement in
numeracy and literacy for all pupils in
Western Isles schools evidenced
through SQA examinations, PiE/PiM
and teacher assessments
Improve attainment and achievement
gaps between boys and girls
evidenced through SQA
examinations, PiE/PiM and teacher
assessments
% of ‘looked after children’ attaining
mean or better scores in Progress in
English (PiE) and Progress in Maths
(PiM) assessments
Decrease the number of exclusions
resulting from bullying relating to a
Lead
General Duty
Status
ED&CS
ED&CS
ED&CS
ED&CS
ED&CS
Eliminate Discrimination
Advance Opportunity
Foster Good Relations
protected characteristic
% of Headteachers attending ‘Getting
it Right for Every Child’ (GIRFEC)
training
ED&CS
Progress as at April 2017:
% of all children who have reached all their expected developmental milestones at the time the child starts primary school age
The percentage of children who are meeting their developmental milestones is assessed each June. The results for the past 4 years are as follows:Year
% of all children who have reached
all their expected developmental
milestones at the time the child
starts primary school age
June 2016
June 2015
June 2014
June 2013
93.8%
96.6%
94.6%
93.2%
A national target of 90% has been set so it is positive to see the Education Authority comfortably above this average. The Early Years’ service continues to
work with all nurseries throughout the authority to provide advice and support as and when required to ensure that early intervention opportunities are
maximised to the benefit of the child.
Increased level of achievement in numeracy and literacy for all pupils in Western Isles schools evidenced through SQA examinations, PiE/PiM
and teacher assessments:
BGE (Broad General Education) attainment levels in literacy and numeracy are collated annually, in June, to measure the performance of learners in Eilean Siar at the
‘milestone’ stages of P1, P4, P7 and S3. The table below summarises the 2016 attainment data submitted to the Scottish Government, as part of the NIF requirement,
colour coded to indicate which groups are included:
The 2016 data indicates clear and notable improvements in attainment in both
literacy (English and Gaidhlig) and numeracy at almost all stages.
Most significant are the percentage increases in English literacy at all levels in
Primary, in Gaelic literacy at secondary level and in numeracy at all levels except
Third.
It is worth noting that in relation to Literacy, although fewer GM learners appear
to reach key milestones at Early and First levels, than their peers, higher
percentages achieve Second level by the end of P7. This may be due to the lack of
standardised assessment data available to GM teachers, as supporting evidence at
the early primary stages.
The 2016 PTE and PTM
data indicates a
reassuring trend of
improvement in almost all
assessments. The
percentage of learners
achieving Mean SAS or
above in both PTE and
PTM is at the highest level
since the introduction of
the standardised
assessments in 2013.
Performance in PTE has
improved at all stages and
there is an increase in
numbers achieving Mean
SAS in PTM at P3 and
P7. Areas of
underperformance are
being addressed through
schools.
Improve attainment and achievement gaps between boys and girls evidenced through SQA examinations, PiE/PiM and teacher assessments
This performance information for this measure had not been collated for the 2015 progress report. The following information details the performance of
pupils in the Western Isles in Progress Tests English (PTE) and Progress Tests Maths (PTM) standardised assessments which are administered annually
in all schools at P3, P7 and S2. * The assessments, which were formerly known as PiE and PiM, were revised as PTE and PTM in 2016. The Mean
Standard Age Score (SAS) for all tests is 100.
Progress in English:
Progress
in
2013
English
Male
P3 PIE
42.2
P7 PIE
34.2
S2 PIE
65
2013
Female
54.2
52.1
82
2014
Male
54.1
47.2
60
2014
Female
73.1
59.7
81
2015
Male
52.3
41.1
59
2015
Female
68.1
63.7
82
2016
Male
72
70
78
2016
Female
69
80
84
Progress in Maths:
Progress
in
2013
Maths
Male
P3 PIM
27.9
P7 PIM
35.8
S2 PIM
66.5
2013
Female
31.4
37.1
69
2014
Male
39.4
62.4
81.5
2014
Female
46.8
52.6
83.3
2015
Male
23.8
51.9
66.4
2015
Female
40.4
49.1
67.7
2016
Male
66
64
59
2016
Female
55
67
43
Performance by gender indicates no significant statistical difference in P3
Progress Tests English or P7 Progress Tests Maths. However, females
continue to perform better than males in Progress Tests English at P7 and
S2, although the differential is less marked in 2016. Males have performed
significantly better than females in Progress Tests Maths at P3 and S2.
There is a marked decline in the performance of females in S2 Progress
Tests Maths.
The data from 2016 PTE and PTM indicates a reassuring trend of
improvement in almost all assessments which is positive. The percentage
of learners achieving Mean Standard Age Score or above in both PTE and
PTM is at the highest level since the introduction of the standardised
assessments in 2013
% of ‘looked after children’ attaining mean or better scores in Progress in English (PiE) and Progress in Maths (PiM) assessments:
The number of ‘looked after children’ is relatively small making it difficult to identify performance trends. The data available for the past 4 years is
contained in the table below:
LAC % achieving Mean SAS or above in all PTE and PTM
2013
2014
2015
2016
PiE
31%
62%
59%
75%
PiM
46%
52%
54%
50%
The 2016 data indicates that one child presented for assessments at P3, three children at S2, but there were no children in this category at P7. Scores
for both PTE and PTM at P3 were below the Mean SAS, but at S2, all three scored Mean or above in PTE and two out of three children were Mean or
above in PTM.
Conclusion:
The available identifies that there are clear improvements at key stages however the data also highlights areas of underperformance. The significant
decline performance in S2 PTM is a concern, due to a large extent to key elements of the assessment being covered in not in S2, but in S3 and S4 in
Scottish Schools. The decline in performance is marked for females and also identified for those in receipt of free school meals although this was not an
original measure within the Equality Outcomes. The continued and significant differential between the performance of those in receipt of free school
meals and the rest of the cohort is evident in both assessments at each stage.
It is recognised that there are issues to address and challenges to meet. All schools are required to identify improvement priorities from their individual
PTE and PTM reports and, critically, from analysis of CfE attainment data, to ensure that issues are address and that all learners, particularly those in
who may be disadvantaged, reach their potential.
Decrease the number of exclusions resulting from bullying relating to a protected characteristic
The percentage of exclusions within Comhairle schools has remained relatively low and consistently below the Scottish Average as per the table below:
% Exclusion absence
Year
Comhairle %
2015/16
0.01%
2014/16
0.01%
2013/14
0.03%
2012/13
0.03%
2011/12
0.02%
2010/11
0.05%
2009/10
0.06%
2008/09
0.07%
National %
Not published
*
0.1%
0.1%
0.1%
Whilst it is positive to note that the % of exclusions has been consistently in decline (slight increase noted on 2012/13) based on the available data from
the last 5 years, the reasons for exclusion have all been recorded as either “reason unknown” or “other known reason” as the reason for the exclusion
does not fit any of the set categories.
In addition, Primary teacher was seconded to deliver 'Train the Trainer' sessions to implement the Anti-bullying policy agreed by the Comhairle in March
2016. The training also included the use of the SEEMis 'Bullying and Equalities' module which will assist schools in the recording, categorising and
monitoring of bullying incidents. By the end of December 2016 all schools and learner settings received training in the revised ant-bullying policy and the
SEEMis 'Bullying and Equalities' module. The Anti-Bullying Policy was launched at the Head Teacher conference in February 2017.
% of Head teachers attending ‘Getting it Right for Every Child’ (GIRFEC) training
All permanent Head teachers have now attended GIRFEC training. In addition, Children and Families Social Work Services continue to develop guidance,
procedures and associated practice within the GIRFEC Framework. This is being progressed through a multi-agency GIRFEC group with representation
from all key partner agencies and linked to the ICSP framework. GIRFEC training has been provided to staff in Education Services for the purpose of
enhancing and strengthening early intervention through appropriate joint planning and the development of support frameworks for vulnerable children and
young people. Education staff are currently auditing the educational attainment outcomes for looked after children for the purpose of ensure that, where
required, strategies for improvement are developed and implemented. Team boundaries within Social Work Children and Families Services have now been
re-aligned so that they are more compatible with learning community areas and that links with key staff in Education Services are strengthened.
Children have improved life
chances
The number of young people leaving
school moving into positive and
sustained destinations
ED&CS
ED&CS
% of children with ASN who have their
co-ordinated support plans completed
and reviewed within statutory
timescales.
ED&CS
Progress as at April 2017:
Eliminate Discrimination
Advance Opportunity
Foster Good Relations
The number of young people leaving school moving into positive and sustained destinations
This Improvement Service measure identifies the proportion of pupils
leaving school and entering further/higher education programmes,
employment, training or voluntary work. It is considered to be a valuable
way of measuring how well schools prepare young people for life beyond
school. It provides an overall measure of a wide range of post-school
destinations (higher or further education, employment, training or voluntary
work). The information is collected by Skills Development Scotland about
nine months after a young person leaves school. The Education authority
have improved performance in this measure year on year from 2009/10 to
2014/15 and is amongst the highest performing authorities in this measure.
Further information indicates that this performance has been maintained
with data supporting leavers who were in a positive destination at October
2015 was 95.4% locally and 92.9% nationally. By March 2016 this had
risen to 96.8% locally and 92% nationally. The aim of the authority is to
maintain this level of performance.
% of children with ASN who have their co-ordinated support plans completed and reviewed within statutory timescales.
Analysis of the co-ordinated support plans completes Quarter 4 of 2014/15 identified that 100% of the support plans had been reviewed within the statutory
timescales. Historical data has been requested to track performance and progress over a longer period of time to ensure the services provided to children
with additional support needs are consistently of a high standard.
To be updated for 2016/17 progress report
EA
Protected
Characteristic:
Age, Disability
More people in education, training Increase the range of vocational
ED&CS
and research to equip them for
courses available in schools
employment in the Western Isles
Working in partnership with the
ED&CS
University of the Highlands and Island, S&CS
increase the number of vocational
courses available in the authority
area.
Advance Opportunity
Foster Good Relations
Progress as at April 2017:
Increase the range of vocational courses available in schools
All presenting centres have made significant progress in extending the range of vocational choices available, consistent with economic priorities thus
ensuring that almost all young people leave school to positive and sustained destinations.
Working in partnership with the University of the Highlands and Island (UHI), increase the number of vocational courses available in the
authority area
Significant work is being done at school, community and authority level with UHI in relation to training, vocational educational opportunities, school
partnerships and strategic planning. A NIB partnership funding application to the Scottish Government is being supported by the CnES with UHI in terms of
teacher training course delivery. The Head of Education and Resources has initiated a meeting with the Lews Castle College Principle who will form part of
the presenting Headteacher Management Group for curriculum re-design.
In addition, in 2016/17 the Comhairle has established a national e-Sgoil digital learning soluition. E-sgoil continues to develop and is working at local and
national level. Parental engagement sessions have been held in the four presenting centres and the vast majority of feedback was very positive. The
launch of e-sgoil took place in December 2016 and the building is now fully operational. 53 pupils are currently undertaking a personalisation and choice
exercise that will inform the choice form for session 2017-2018. Work continues on the asymmetric time-table and S6 Head Teachers meet regularly to
develop a common choice form.