CSG/Glasgow Life Recruitment & Selection 2012

Equality Impact Assessment Summary Report:
CULTURE AND SPORT GLASGOW
SUMMARY
1. Name of function /
policy
Glasgow Life Recruitment & Selection Policy
2. Is the function / policy:
New
Under Review
3. Name and Designation Frances Watson, Personnel Officer
of Officer(s)
Alan Dickson, Senior Policy and Research Officer
completing
assessment
4. Date(s) of Assessment 1 December 2011
5. Partners – will the
function / policy be
implemented in
partnership with
others? [Provide details]
Glasgow Life partners
Staff Equality Forum
Internal company teams
6. Lead Officer / Service Jean McCormack, Human Resources Manager – Glasgow Life
7. Aims of the function /
policy
The aim of the Company’s Recruitment/Selection Policy is to ensure that the
Company selects the most suitable person for the job on the basis of their relevant
merits and abilities and that no employee/job applicant is unfairly treated on the
grounds including race, colour, nationality, ethnic or national origins, religion or
belief, sex, sexuality, actual or perceived AIDS/HIV status or perceived association
with an HIV positive person, marital status, age, social background or disability.
8. Screening Results Negative Impacts
Yes No
The Company will achieve the aims of the Recruitment and Selection Policy by:
• Ensuring that vacancies reach as wide a pool of potential applicants as
practicable.
• Ensuring that there are role profiles and objective person specifications
for every job.
• Ensuring that the procedure and code of practice for recruitment and
selection for appointment or promotion, is followed by every Manager.
• Ensuring that all staff involved in the recruitment and selection process
are given adequate training on the Company’s policy & procedures and
their responsibilities.
• Monitoring/reviewing the policy and procedures to ensure that unlawful
and unfair practices are not introduced.
• When appropriate, as determined by monitoring procedures, take
positive action to make the policy fully effective including steps to
encourage applications from under-represented groups.
If negative, is the impact:
Legal Yes No
[i.e. it is not discriminatory under
legislation]
Intended Yes No
Positive Impacts
Yes No
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Equality Impact Assessment Summary Report:
Level of Impact High Low
CULTURE AND SPORT GLASGOW
9. Recommended Action
Introduce / proceed with the policy / function
Withdraw the policy / function from use
Undertake a full Equality Impact Assessment
IMPACT
10. Summary of POSITIVE
impacts and affected
groups
The recruitment and selection policy aims to engage with diverse audiences and to
encourage more people from minority backgrounds to both apply and work with
Glasgow Life. The policy has the potential to create a positive company ethos in
relation to staff employment and to help shape provision through giving all underrepresented
groups the opportunity to express their views.
11. Summary of
NEGATIVE impacts
and affected groups
Age
Statistical evidence shows that Glasgow Life’s employee profile does not reflect the
city’s population in relation to young people. 3.1% of Glasgow Life’s workforce is
aged under 21 in comparison to 4.4% of Glasgow’s working age population who
are under 21 years of age.
It is likely that the over 50s age group will reduce further as a result of Phase 2
Staffing Review which will result in under-representation. Currently 21% of
Glasgow Life’s workforce is over 50 in comparison to 21% of Glasgow’s working
age population aged over 50s.
The staff survey found little evidence of discrimination but mention was made of
youngest and oldest worker age groups. In addition given that Glasgow Life job
vacancies are being advertised online older people may be disadvantaged as
access to the internet is generally low in Glasgow particularly for the over 55s.
Disability
Statistical evidence shows that Glasgow Life’s employee profile does not reflect the
city’s population in relation to disabilities and is well below the average. 2% of
Glasgow Life’s workforce describe themselves as having a disability, in comparison
to 21.1% of Glasgow’s population who describe themselves as being disabled.
(figures are not available for people with a disability who are able to work)
Gender Reassignment
Information not available.
Race
Statistical evidence shows that Glasgow Life’s employee profile does not reflect the
city’s population in relation to BME people. It is well below the average and within
this protected characteristic Pakistani people are not well represented in the
workforce. 3% of Glasgow Life’s workforce describe themselves as being from a
minority ethnic group in comparison to 12 -15% of Glasgow’s population who
describe themselves being from a minority ethnic group.
Religion or belief
Information not available.
Sex
Older female workers may be disadvantaged due to higher incidence of
part-time working with less chance of progression - (e.g. broken career
patterns due to caring responsibilities).
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Equality Impact Assessment Summary Report:
CULTURE AND SPORT GLASGOW
With 66% respondents to the staff survey being female there is a possible
correlation between low grades and the most negative comments on employment,
particularly on access and progression. There was also a feeling that inflexibility
regarding parental leave is an issue.
In addition there is a perception that internal part time/job share people are treated
less fairly than external candidates when extra hours become available - i.e. there’s
a view that the Company always goes external when these could be filled
internally.
Sexual Orientation
Information not available.
Marriage and Civil Partnership
Information not available.
EVIDENCE
12. Summary of
information / evidence
already available
13. Additional information
/ evidence required and
proposed method(s)
for gathering
RECOMMENDATIONS
14. Overall
Recommendation
[If a full EIA has not been
recommended, provide
reasons]
Pregnancy and Maternity
The staff survey found little evidence of discrimination but mention was made about
the need to improve communication on maternity leave.
• Glasgow Life employee data - information does not cover all protected
characteristics and is not routinely analysed
• City of Glasgow comparable figures
• Review of Equality Statistics, 2008 Equality and Human Rights
Commission Research Report No 1
• Establishing Equality Outcomes: Review of Equalities Evidence
(Employment Extract): Glasgow City Council (August 2011)
• Issues identified within the 2009/10 Glasgow Single Outcome Agreement
Integrated Profile
• EHRC's Research Report Equality Issues in Scotland: A Review of
Research 2000-2008.
• Reporting on Progress Towards Equality of Opportunity for Women and
Men mad made by Public Authorities in Scotland (2010)
• Trans Research Review, 2009 Equality and Human Rights Commission
• The National Equality Panel in 2010
• Ofcom Communications Market Report: Scotland (August 2011)
• Glasgow Life Staff Engagement Survey (2008)
• Supplement existing statistical information on Recruitment and Selection
and gather specific detail on the rating of the Company’s Recruitment and
selection Policy – circulate questionnaire to 10% sample of staff (300 staff
members).
• EqIA on Glasgow Life Integrated Workforce Planning 2012/13: Staffing
Review Phase 2
Recommendations;
1. Timeous periodic review of statistical employment data generated from the
usage of the new e-recruitment job application system. In this outset
period, the Company should monitor this online system more closely to
help eradicate any potential barriers. January 2013 and quarterly
thereafter
2. The Development of a communications campaign to increase provision of
protected group characteristics monitoring information in the less recorded
characteristics (e.g. Sexual Orientation, Marriage or Civil Partnership,
Religion or Belief). January 2013
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Equality Impact Assessment Summary Report:
CULTURE AND SPORT GLASGOW
3. Recruitment and Selection publications and recruitment materials contain
the following statement "Materials available on request in alternative
formats”. This should include large print and Braille and be available in
community languages where the vacancy is deemed a genuine
occupational requirement. April 2013
4. Re-engagement and subsequent annual re-accreditation with Jobcentre
Plus in relation to the Company’s commitment to conform with the Positive
about Disability standards. Autumn 2012 and annually thereafter
5. Collation of accurate statistical information in relation to various stages of
the Recruitment and Selection process. This will take account of factors
such as Full-time / part-time / flexible working and by salary grade to
provide effective monitoring of equality in employment and promotional
opportunities. January 2013
6. A promotional campaign should take place to encourage employees to
update and accurately record their equality information. January 2013
7. It is recommended that the Recruitment and Selection process and
corresponding training programme is regularly reviewed in order to ensure
that Glasgow Life continues to be compliant with all statutory legislation
and a promoter of best practice in regards to its recruitment processes.
April 2013
8. It is recommended that the Company improves information dissemination
and communication regarding employment opportunities for staff and
prospective applicants, and specifically in relation to:
- People who describe themselves as having a disability
- BME people generally but at present, those of Pakistani origin
- Targeting of younger people
- Older people and staff without access to the internet
- Older female workers particularly part-time/lower grade
workers who may have had their careers disrupted due to
caring responsibilities
- LGB – provide more information about workplace culture
January 2013
9. It is recommended that the Company takes steps to improve equalities
monitoring, by gathering information on the following gaps:
- Gender Reassignment, Religion of Belief, Sexual
Orientation, and Marriage and Civil Partnership
- Retaining and analysing information in relation to applicants
- Exit information
- Provide trend information relating to protected characteristics,
including a data analysis on occupational segregation
information
April 2013
10. The Staff Equalities Forum will consider and make recommendations on
appropriate recruitment activities as required. March 2012
Name and Designation of
service manager verifying
the assessment
Jean McCormack
Signature:
Date:
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