equality report 2014-2015

Equality Report 2014-2015Louise Wilson FCMICompany SecretaryJune 2015

SPLITZSupport Service

2

Splitz Support Service

At Splitz we take our responsibility to people very seriously. This applies equally to our team as well as to our beneficiaries.

This year we invested GBP50,000 in developing our people. All of our team are given the opportunity to achieve a broad range of nationally recognised qualifications.

Excellence in how we manage both paid staff and volunteers is demonstrated by our commitment to retaining Investing in Volunteers and Investors in People accreditation.

ContentsSummary 2014-15 3The Team 4 Recruitment 9 Beneficiaries 14 by County 5 Retention 10 by Service Type 16 by Service Type 6 5 Year Summary 11 by County 17 by Job Role 7 Trend Analysis 12 5 Year Trend 8 Staff Targets 13

3

Equality Monitoring Report 2014-2015

SUMMARY 2014-15

IntroductionThe 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 2014 and 31 March 2015. Age and age group is determined at the end of the reporting period.

We have sub-divided the report to reflect data for each of the counties we work in, each of the service types we deliver (eg outreach, perpetrator programmes) and by role within the organisation (eg manager, team leader).

StaffThere has been a higher turnover (30%) than normal this year. This is expected given the number of changes to funding streams and services.

We took on a new service in Devon this year and transferred in 29 people. Our other services remained steady with minimal change in staffing levels. We have many more volunteers than ever before with 8 new volunteers in Gloucestershire and 2 more volunteers on our Young People’s Support Service in Wiltshire.

BeneficiariesThe range of data collected on our management systems allows us to provide useful demographic information on our beneficiaries. This year we analysed our data to identify gaps in our services.

Our services are delivered in rural shire counties with high concentrations of white British residents, each with a main town or city with a more diverse population. We have used our analysis to map our beneficiaries against the expected diversity for each county.

• 120 paid staff and 39 volunteers • £32,000 spent on training • 9,000 referrals to 22 services in 4 counties

4


THE TEAM

Gen

der

Dis

abili

ty

Age

gro

up

Age group: the staff age range has expanded: only 53% of employees are between 30-49 years (2014: 60%)

Disability: 4% of staff had declared a disability (2014: 8%)

Ethnicity: 4% of staff were of BME origin (2014: 5%)

Gender: 13% of staff were male (2014: 16%)

Work pattern: part-time staff account for 75% of the work force (2014: 75%)

Eth

nici

tyW

ork

patt

ern

Disability4%

5


by COUNTY

Gen

der

Dis

abili

ty

Age

gro

upE

thni

city

Wor

k pa

tter

n

Age group: 41% of staff in Wiltshire are over 50 years of age (mainly core staff)

Disability: more data required for Devon

Ethnicity: Devon has no BME employees

Gender: only 5% of the team in Gloucestershire are male (DVPP facilitators)

Work pattern: 18% of staff in Wiltshire are full-time compared to 29% in Devon and 38% in Gloucestershire

6


by SERVICE TYPE

Gen

der

Dis

abili

ty

Age

gro

upE

thni

city

Wor

k pa

tter

n

Domestic abuse: almost all female, with about 25% working full-time

DVPP: good mix of male and female staff

Children and Young People (CYP): good mix of male and female staff

Mentoring: predominantly female team

Housing: all female team

Core: Mostly female with some full-time staff and generally over 40yo

7


by JOB ROLE

Gen

der

Dis

abili

ty

Age

gro

upE

thni

city

Wor

k pa

tter

n

Managers: senior managers and service managers are mostly over 5yo

Team Leaders: all female and over 40yo

Support workers: mostly female with a wide age range

Volunteers: almost all female

Core: other core staff including admin; mostly female and work full-time

8


5 YEAR TREND

Gen

der

Dis

abili

ty

Age

gro

upE

thni

city

Wor

k pa

tter

n

Age group: there is a broad representation of all age groups

Disability: the number of employees who have declared a disablity remains constant, but low

Ethnicity: the ethnic mix is increasingly white

Gender: there has been a major increase in the % of female employees, which reflects the roles

Work pattern: part-time employees make up 75% of the posts

9


RECRUITMENT

Gen

der

Dis

abili

ty

Age

gro

upE

thni

city

Age group: a fair mix of ages was represented throughout the recruitment process

Disability: 5% of identified applicants declared a disability, 8% of those appointed had a disability. (target: 15%)

Ethnicity: 9% of ideclared applicants were BME, 4% of those appointed were BME. (target: 10%)

Gender: 48% of declared applicants were female, 56% of those appointed were female. (target: 75%)

• 26 vacancies: including 6 new posts • 115 applicants: 57 people interviewed • 29 people transferred under TUPE

10


RETENTION

Retention is measured as:number of staff with more than 1 yr service / total number of staff 1 year ago

Retention of paid staff: 80% Retention of sessional posts: 0% *Retention of volunteer posts: 73%Retention of trustees: 75%

Overall retention: 77% (target: 80%)

Overall retention is marginally lower than our target. This is not unexpected given the changes to funding that have impacted on our services. We closed one project this year and 2 others were being wound down and closed at the end of the financial year.

Turnover is measured as:number of posts vacated / average number of posts during the year

Turnover of paid staff: 29%Turnover of sessional posts: 200% *Turnover of volunteers: 36%Turnover of trustees: 26%

Overall turnover: 30% (target: 20%)

Overall turnover is considerably higher than our target. The reasons people left were:

18 resigned2 were dismissed2 were made redundant1 died

* we have now converted all sessional posts to employed posts

• Overall retention 77% (target: 80%)• Overall turnover 30% (target: 20%)

11


5 YEAR SUMMARY

Gen

der

Dis

abili

ty

Age

gro

upE

thni

city

App

oint

ees

Disability: the % of people being appointed with a disability has reduced from a high of 18% to 8%. However, the average for the past 5 years is 13% (target: 11%).

Ethnicity: the % of BME appointees has reduced from a high of 27% to 4%. Average for the past 5 years is 14% (target: 9%).

Gender: the % of male appointees has reduced from a high of 45% to 44%. Average for the past 5 years is 31% (target: 25%).

12


TREND ANALYSIS

The 5 year trend analysis has highlighted some areas where we could improve our recruitment. There is scope to improve the number of applications from people with a disability and people from a BME background.

Advertising. Vacancies are advertised in a variety of ways, including local media, local websites that target the voluntary sector and specialist websites for the types of roles on offer.

We will actively advertise our vacancies on multiple media platforms. We will identify and include local sites promoting opportunities for people with disability and BME sites.

Disability. We include the “positive about disabled people” logo on all of our advertising copy. The number of people indicating a disability at application stage is quite low. However, over 40% of applicants provide no equality information at this stage.

We will emphasise more strongly the disability commitment on the application form and on the equality monitoring form.

BME. 12% of people interviewed are of BME origin. This is much higher than identified at the application stage. However, over 40% of applicants provide no equality information at this stage. The BME mix in most of the counties where we deliver services is low, sometimes less than 1% (eg North Devon, Forest of Dean, Cotswold).

We will continue to monitor the number of BME applicants.

Overall the age and gender mix is fairly balanced given the range of services we deliver. However, there may be scope to recruit more male volunteers, but given the roles available we may not be able to encourage many new male recruits. We are developing other volunteering roles to support the core work of the charity that may appeal more to male volunteers.

We are conscious that many of the areas we work in have an exceptionally high white British popuation (97-99%), but we are also aware of the large pockets where there is a higher BME population (eg Gloucester City, Exeter City, Trowbridge), and work closely with all relevant agencies in these areas.

• 480 applicants• 171 interviewees• 74 appointments

13


Recruitment 2015-2016Volunteers

%Paid staff

%Overall

%

Female applicants 80-90 75-85 75-85

BME applicants 5-15 5-15 5-15

Disabled applicants 5-15 5-15 5-15

Staff mix 2015-2016Volunteers

%Paid staff

%Trustees

%Overall

%

Female < 90 75-85 40-60 75-85

BME 8-12 8-12 > 4 8-12

Disabled 8-15 8-15 > 4 8-15

STAFF TARGETS

14


BENEFICIARIES

ReferralsThe figures used in this section are for referrals to our services. While it is possible to provide data on those who take up a service with us, we still have work to do for every referral and feel this gives a better indication of the amount of work undertaken by each service.

ServicesThis year we operated 22 different services across 4 counties. We delivered 9 service types:

• Adult domestic abuse outreach• Independent domestic violence advisers

(IDVA)• Domestic abuse workshops• Domestic abuse support to children and

young people• Concurrent support to parents of children/

young people• Perpetrator programmes• Women’s safety service• Housing related floating support• Mother and baby unit• Mentoring/befriending service

CountiesOur services were mainly delivered in:

• Wiltshire• Gloucestershire• Devon• Bristol

with limited support provided to a few people living across the boundaries in Dorset, Somerset and South Gloucesterhsire.

DemographicsThe majority of our services are for adults; however, our services for children and young people have increased considerably, and look set to increase again next year.

We are able to provide a range of demographic data about the adults who use our services.

• 8,915 referrals*• 22 services• 4 counties

* referrals include the total number of referrals to services we operate in partnership


15

OVERALL

Gen

der

Dis

abili

ty

Age

gro

upE

thni

city

Age group: every age group is represented, with over 50% from the 20-39 age range

Disability: overall disability is high (19%), but an equally high number ‘not known’

Ethnicity: the BME representation (5%) is consistent with the BME population in the rural counties we work in

Gender: there is a good representation of males: the representation on DV outreach services

16


by SERVICE TYPE

Gen

der

Dis

abili

ty

Age

gro

upE

thni

city

Age group: every age group is represented, in each service

Disability: 29% have declared a disability, but ‘not known’ remains high at 24%

Ethnicity: 4% have declared their ethnicity as BME, but 18% are ‘not known’

Gender: there is a fair representation of men on our housing and young people’s services: the DV outreach services have 6% representation by men

by COUNTY

Gen

der

Dis

abili

ty

Age

gro

upE

thni

city

Age group: every age group is represented in each county

Disability: there’s a higher proportion of people with a disability in Devon (25%) compared with average (19%)

Ethnicity: there’s a slightly higher than average (4%) BME representation in Gloucestershire (5%): Gloucester city has a high BME population

Gender: there’s as much greater than average number of males (16%) in Wiltshire (33%): our housing support and CYP services both have a majority of male participants 17

equality report 2014-2015

Documents