Renfrewshire Council: the Audit of Best Value and ... - Audit Scotland

comprehensive data on service users, it is difficult for the council to demonstrate it is monitoring its
policies for any adverse impact on the promotion of race equality.
103. Equalities issues are mainstreamed in the council’s programme of training courses including
induction, recruitment and selection, customer care and management. The new statutory performance
indicator for the percentage of public service buildings that are suitable and accessible to people with
disabilities shows a compliance rate of 65 per cent of buildings compared to the Scottish average of
37.4 per cent. The council’s new web portal is working towards the WWW Consortium AA
conformance level for accessibility. The council provides key documents in other languages and
formats on request but could do more to highlight the availability of this support and information.
104. The council recognises the need for adequate information on the composition of its workforce to
support equal opportunities. It has undertaken an employee verification exercise in the course of
developing a new integrated payroll and human resources system. This provides the council with
information to monitor and analyse the diversity of its workforce. The Diversity in Relation to
Employment Matters strategy commits the council to introducing measures to improve recruitment and
retention of, in particular, under-represented groups. Examples include flexible working arrangements
and the targeting of bursaries for newly qualified staff.
105. In the 2004/05 statutory performance indicators measuring the percentage of the council’s highest
paid 2 per cent and 5 percent of employees that are women, the council ranked 22nd and 21st out of
all Scottish councils. A working group chaired by the Chief Executive developed an Employment
Diversity Strategy in 2005 to address workforce diversity issues, including female representation at
senior management level. A variety of initiatives are being taken forward including a senior
management mentoring scheme, a pilot programme of flexible working practices and bursaries to
encourage applications from under represented groups.
Sustainable development
Renfrewshire Council has made good progress in raising the profile of sustainability. Many of its
key corporate projects have a major bearing on sustainable development. The council recognises
that it must better coordinate and monitor its sustainable development activity.
106. Sustainable development is an important strategic priority for the council. It is one of the three ‘guiding
principles’ in the community plan. The corporate statement also emphasises the need for sustainable
development. Work by the local external auditor acknowledges the council’s commitment to
sustainable development and the progress made in mainstreaming sustainability, particularly through
the service planning process. The auditor noted a range of environmental and economic activity
contributing to sustainable development, and that environmental considerations are included in the
council’s procurement policy.
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