Advancing Race Equality in Employment
North Lanarkshire Council · 21 March 2023
Back to Joint Consultative Committee for Local Government Employees — 21 March 2023 and its agenda
Text extracted from the council's PDF. Layout and reading order may differ from the original.
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North Lanarkshire Council Report Joint Consultative Committee Does this report require to be approved? ☐ Yes ☒ No Ref FW/AC Date 21/03/23 Advancing Race Equality in the Council’s Workforce From Fiona Whittaker, Chief Officer People Resources E-mail WhittakerF@northlan.gov.uk Telephone 07793 598962 1. Background 1.1 The JCC will be aware that in August 2020 the Council unanimously endorsed a motion supporting the Black Lives Matter movement and proceeded to form a cross party Member and Officer Working Group. It was agreed that the purpose of the group was to ensure that the ambitions set out within the Plan for North Lanarkshire take cognisance of and understand the historical and ongoing systemic and institutional discrimination, racism, social injustice, human rights abuses, and inequalities experienced by Black, Asian, and Minority Ethnic people. Executive Summary This report provides the JCC with information on the Council’s ongoing work and plans to advance race equality in our workforce. The report provides details on: • the quantitative and qualitative information gathering that has been undertaken by the Council to understand our Black, Asian and Minority Ethnic workforce • a summary of what the information tells us • what has been achieved to date; and • the action plans now in place to address the issues that have arisen from this work. Recommendations The JCC is asked to note the content of this report. The Plan for North Lanarkshire Priority Improve North Lanarkshire's resource base Ambition statement (23) Build a workforce for the future capable of delivering on our priorities and shared ambition
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1.2 The group agreed to explore how the local authority and its partners could work to ensure that all residents are able to live their lives free from racism or discrimination of any form. 1.3 This report provides information on the work that has continued to progress from the legacy of the Black Lives Matter Working Group relating to the Council’s workforce. 2. Report 2.1 Advancing Race Equality in North Lanarkshire’s Workforce 2.1.1 Employment gathering information The Council’s ambition is for North Lanarkshire to be, amongst other aspirations, the place to work. To achieve that we need to be an exemplar employer that is manifested in the diversity of its workforce. However, we know through the extensive exercise we undertook in 2021 to gather and analyse information about our workforce, as reported in the Equality Mainstreaming Report, that we have some way to go. In relation to our Black Asian and other Minority Ethnic (BAME) employees: • 92 (0.63%) employees recorded their ethnicity as Black, Asian or minority ethnic (BAME). This does not include white minority groups. The number of employees not recording was 26.4% • the largest minority ethnic employee group is Asian Pakistani, followed by African and Asian Chinese • the ethnicity pay gap is 2.3%. Those who have recorded that they are BAME earn £0.41 more /hour than those not from a BAME background. The calculation does not include those employees we do not know about • the number of promoted posts has reduced significantly between 2018 and 2021 from 226 to 76. No promotions were made to BAME or white minority people; and • disproportionately low numbers of BAME people were interviewed in 2020 (16.4% of those who applied) in comparison to disabled people and men and women. 2.1.2 In 2022 we looked again at the ethnic composition of our employees and found that the number of BAME employees has increased from 92 to 118 employees since 2020. We also found that nearly 58% of these employees are employed across the Education and Family Service. 2.1.3 Some of the information analysed gives cause for concern – particularly in relation to: • the disproportionately low numbers of BAME employees in comparison to the local population • the disproportionately low numbers of BAME applicants being interviewed in comparison to other groups of people • there being no promoted posts awarded to BAME people; and • the numbers of employees not self-recording their ethnicity (26%) as this does not afford us a complete picture of employees. 2.1.4 The ethnicity pay gap however shows more positively that our BAME employees are earning above the average per hour so are not concentrated in lower paid jobs.
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2.1.5 We will be looking further at our employee information to report and publish in 2023 as required by the Public Sector Equality Duties. 2.2 BAME Employee Survey 2.2.1 Having statistical information tells its own story about numbers and trends and is important in presenting a picture of what our workforce looks like, but it doesn’t tell us about the culture of our organisation or people’s feelings and experiences of being an employee. 2.2.2 In 2021 our BAME employees were asked to participate in a survey to explore their experience of being an employee of the Council covering four topic areas: • the work they do; • job satisfaction; • career progression; and • workplace culture 2.2.3 This survey was carried out in partnership with the Black Lives Matter Working Group and the Employee Equality Forum. 2.2.4 The survey was issued to 522 Council employees. 92 of whom are recorded as from a Black, Asian or mixed background. The other 430 employees had recorded as other ethnic group and we have decided to discount these. 2.2.5 30% of our BAME employees who recorded their ethnicity on i-Trent responded to the survey. This is about the average response to internal employee surveys. 2.2.6 50% of respondents were Asian – Pakistani, Indian, Chinese or Bangladeshi and 39% were Black African or Caribbean. The largest ethnicity was Black African respondents – 10 in total. 2.2.7 68% of respondents were female and 36% respondents were Muslim. 2.2.8 In relation to the work they do • 50% work within Education and Families in a variety of roles. The others spread over all other services; • a quarter of respondents were part-time workers who are women and most in lower paid occupations of catering, care and admin; and • 32% of respondents have worked with the Council for more than 5 years. 2.2.9 Job Satisfaction • when asked if you are satisfied in your work 68% said all or most of the time; • 78% feel their job equates to their skills, qualifications and experience. Of the others they said their qualifications and experience are greater than their current job requirements and some quoted opportunities in North Lanarkshire as being limited; and • 82% have the right tools to do their job while the remainder said some or none of the time.
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2.2.10 Career progression • 70% of respondents have never applied for promotion while 21 % have line management responsibility; and • in relation to training opportunities 43% received training to develop in their job, 50% received training specific to their current job. However, 32% hadn’t received any training at all including compulsory training. 2.2.11 Workplace culture • 5% of employees feel they are valued members of their teams; and • when asked about experiences of racist bullying or harassment in the last 2 years 14% had experienced from a colleague and 14% a service user. More than half of those said they took no action and none raised the issue under the Dignity at Work Policy. A few reported to their line manager. 2.3 BAME employee meeting 2.3.1 In October 2022 the Employee Equality Forum (EEF) hosted a meeting to bring together the Council’s BAME employees. The aim of the session was to: • feedback the results of the BAME employee survey; • provide the opportunity to meet and discuss with other BAME colleagues what is important to them and their priorities for the future; • provide information on what the Council has been doing to advance race equality in the workforce; and • hear from Derek Brown in his new role as our Executive Sponsor for Race and Cllr Khan the Council’s Elected Member Equality Champion about their hopes and priorities for advancing race equality in the workplace. 2.3.2 Ten BAME employees participated in the TEAMS event that was held at a time that would enable school-based staff to attend. 2.3.3 In conversation with the Executive Sponsor for Race employees highlighted actions to be prioritised that would benefit BAME employees and the Council as a whole. These areas were described by the Executive Sponsor as falling under three categories – culture, systems and programmes. The following areas were flagged up as priorities: 2.3.3.1 Culture • create networking opportunities for BAME employees; and • Equality and Diversity training for employees – particularly cultural awareness. Some employees feel that their cultural festivals are not acknowledged and, in some cases, known for instance Eid, Diwali etc. 2.3.3.2 Systems • having BAME people on recruitment panels to reduce unconscious bias and increase confidence of applicants; • facilitating an anonymous recruitment process where candidates’ personal information is removed; and • Dignity at Work Review – people are very reluctant to report as it impacts workplace relationships and culture.
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2.3.3.3 Programmes • creating pathways for career progression to include: o building confidence; o automatic feedback after interview if unsuccessful with the offer of support to reach the next level; o having a systematic approach to mentoring and galvanise the support of others who are already supportive; o continue to monitor promotions by ethnicity • asking some services to work harder and set targets for increasing service diversity via Service Workforce Plans; and • programmes for opportunities – positive action measures. 2.4 Progress to date 2.4.1 A race equality in employment action plan was developed in 2021 after the findings from the employment gathering information was analysed as discussed in section 2.1 above. To date the following progress has been achieved: • Council signed up to the seven commitments of the Business in the Community Race at Work Charter; • appointed the Council’s first Executive Sponsor for Race; • undertook a survey to gauge the experiences of our BAME employees; • appointed a BAME employee representative on the short-life Black Lives Matter Working Group; • hosted a BAME employee event in partnership with the Employee Equality Forum in October 2022; • our Jobs and Training section on the Council website now includes an equality and diversity section to promote our commitments and policies to anyone checking us out as a potential place to work; and • through iTrent we have developed an anonymous recruitment process that was implemented in February 2023 2.5 Plan for Change in Our Workforce 2.5.1 Considering all the information we have gathered as detailed above, our Advancing Race Equality in our Workforce Action Plan sets out a clear path for the advancement of equality for BAME people in our workplaces and includes: • an internal campaign fronted by the Employee Equality Forum to promote understanding of the need to self-record under the ethnicity category ion i- Trent. This will allow us a clearer picture of who our employees are; • facilitate an entirely anonymous recruitment process at application and shortleet via iTrent. This has the intention of increasing the number of BAME people being interviewed; • training BAME employees to sit on interview panels for key posts. This will see an increase in successful BAME candidates employed by the Council and reduced feelings of bias by BAME candidates who are unsuccessful; • cultural awareness training for all our employees as an anti-racist approach to making our workplace culture more inclusive; • review the Dignity at Work Policy and procedures; • establish a BAME Talent Programme to increase opportunities for career progression and promotion; • provide opportunities for BAME employees to network to reduce isolation and increase confidence; and
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• targeted promotion of opportunities afforded through Modern Apprentice programme to increase numbers of BAME young people employed in the MA programme. 2.6 Exploring the potential to increase the BAME teaching workforce 2.6.1 In January 2022 the remit for equalities moved to the portfolio of the Chief Officer – People Resources. Concerned at the disproportionate numbers of BAME employees across the Council she tasked the Equalities Manager to look at the potential for increasing BAME teacher numbers. 2.6.2 To begin to understand the potential there was first a need to understand the current situation, so a fact-finding exercise began to determine: 1. the ethnicity of current NLC teachers and pupils. 2. if there were any particular NLC schools where there is an above average cohort of BAME pupils; and 3. understanding the underrepresentation of BAME workers in the teaching profession. 2.6.3 The following provides the findings of this fact finding: 1. With regards to our teaching workforce 1% of teachers are BAME, while the average percentage of BAME pupils in NL schools is 5.78%. Because of the low rates of BAME teachers throughout our education estate many of our young people, at no point in their school life, will see or be taught by a BAME teacher. This will have implications for young people’s experiences at school as well as their aspirations to be teachers and therefore has an impact on the diversity of our future teaching workforce. Furthermore, for our existing BAME teachers they may feel isolated in an environment where they are the only person of colour among their colleagues. This may have implications for BAME teacher retention. 2. High Schools where there is a higher-than-average BAME pupil population were identified – Taylor HS, Braidhurst HS and Dalziel HS. These three schools all have over 12% of pupils who are BAME, over twice the average of BAME pupils. There is also several other schools where there is a much higher than average number. In ASN high schools there is a BAME pupil average of 3%. However, Bothwellpark High School has more than three times the average with 10% of pupils who are BAME. 3. In the spring of 2022, the Council was fortunate to have the input of a MSc Human Resources student from Strathclyde University who, as part of their final dissertation, carried out a piece of research to help us ‘Understand the underrepresentation of BAME workers in the teaching profession.’ 2.6.4 The three objectives of the research study were: • to identify a useful framework to understand the underrepresentation of BAME workers in the teaching profession; • to gain a wider understanding of the major drivers that influence the underrepresentation of BAME workers in the teaching profession; and
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• to draw on the lessons of the literature to develop recommendations for North Lanarkshire Council. 2.6.5 While the research itself was limited given the nature of student research projects and due to the time constraints, it provided some helpful insights to increase our understanding of BAME underrepresentation in our, and other authorities, teaching workforce. 2.6.6 The findings suggest that there are issues at various stages of the teaching pipeline: • this begins with a lack of BAME teaching role models leading to a preconceived idea that teaching is not a viable option; • cultural differences play a part in the low retention rates of BAME teachers as they tend to work in predominately white working environments which can result in ‘classroom bullying and feelings of isolation.’ Lack of mentoring support to deal with these issues and career progression opportunities ‘that are offered to BAME people compared to their white co-workers’ also contribute to low retention rates; and • this research study also upheld existing literature findings on the biases in the recruitment and selection process and revealed that unconscious bias is not as controlled as it could be within North Lanarkshire Council. 2.6.7 Four key recommendations to assist with increasing the numbers and retention of BAME teachers have come from this research: 1. introduce mentorship and support officers; 2. promote current BAME employees in the organisation e.g., as champions in the workplace; 3. introduce anonymised recruitment and selection; and 4. attract a diverse talent pool by creating job adverts for BAME applicants only to increase diverse hiring. 2.6.8 All this information about our schools has provided us with a picture of the ethnic diversity of our pupils and our teachers as well as an understanding through the research, audits and surveys of our pupils and staff. It has showed us where we need to focus attention if we want to make positive change. The following provides information on progress and initiatives undertaken in recent months. 2.7 BAME Probationer teacher project 2.7.1 A potential way identified that could make a quick impact on the number of BAME teachers is via the intake of the probationer teachers. In 2022-23 the Council had 143 Teacher Induction Scheme probationers - 98 in the secondary and 48 in the primary sectors. If we can encourage BAME teaching students to come to North Lanarkshire for their probationer year we can make an immediate impact on the numbers. Additionally, we would have the opportunity to support and encourage them to continue to want to work in North Lanarkshire. 2.7.2 However, it is important to know what the pool of BAME teaching students approaching their probationer year is, to gauge the potential for increasing numbers. If there aren’t many BAME students, then we might not make a difference.
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2.7.3 A key problem is that there is currently no undertaking to share any monitoring of teaching students by either university or via the General Teaching Council for Scotland – if indeed they collect this information at all. Contact has been made with GTCS to look at this and our Probationer Support Officers are now part of a sub- group considering how to take this forward. 2.7.4 For the probationer intake in 2023-24 we provided promotional information to the teaching universities to distribute to the students on what support North Lanarkshire Council has to offer them. This information contained: • a specific message to BAME students from the Council’s Executive Sponsor for Race inviting them to come to North Lanarkshire for their probationer year; • details about our commitment to equality and diversity through the Race at Work Charter, Equally Safe at Work and Disability Confident Leader employer accreditation programmes; and • information on our commitment to ongoing employee engagement on equality issues via our Employee Equality Forum. 2.7.5 However, the universities were reluctant to distribute this information. We are now developing a ‘Teach Here’ section on our website where we will host a variety of information aimed at attracting applications from teachers from a variety of diverse backgrounds. 2.8 Review of information on MyJob Scotland and the Council website 2.8.1 Where recruitment of fully qualified teachers for vacancies is through MyJob Scotland we have reviewed the information that is contained on our portal, as well as that contained on the sites of other local authorities to see if we could do things differently to attract BAME applicants. 2.8.2 Our Jobs and Training section on the Council website now includes an equality and diversity section to promote our commitments and policies to anyone checking us out as a potential place to work. 2.8.3 The work to review the information on My Job Scotland and the Council website will be of benefit to all applicants applying for Council vacancies not just within the teaching profession. 2.9 Plan for Change in Our Teaching Workforce 2.9.1 Considering all the information we have gathered, our Advancing Race Equality in our workforce action plan sets out a clear path for the advancement of equality for BAME teachers in our schools and includes: • the Executive Sponsor for Race implementing a positive action scheme that provides a pathway for BAME teachers to advance in their careers and provide BAME visibility and influence; • opportunities for BAME school-based staff to connect with others to reduce isolation and build confidence; and • our Probationer Support Officers within the Education and Family Service is working with the General Teaching Council for Scotland to look at how it can monitor the diversity of its students to allow future action where required.
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2.10 The Action Plan – Monitoring and Review 2.10.1 The action plan for advancing equality in our workforce was the subject of a consultation with our BAME employees in February 2023. This group of employees also agreed to be involved in the ongoing monitoring and review of the action plan to ensure it progresses and remains relevant. 2.10.2 The Action Plan will also be monitored and reviewed by the Council’s Equality Board and subject of yearly reports to the Wellbeing and Tackling Poverty Committee. 2.10.3 The action plan is contained in the Appendix to this report. 3. Measures of success 3.1 We have increased the numbers of BAME employees in the Council environment. 3.2 We have increased the number of BAME teachers in our school environment. 4. Supporting documentation 4.1 Advancing Race Equality in our Workplace Action Plan Fiona Whittaker Chief Officer – People Resources
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5. Impacts 5.1 Public Sector Equality Duty and Fairer Scotland Duty Does the report contain information that has an impact as a result of the Public Sector Equality Duty and/or Fairer Scotland Duty? Yes ☒ No ☐ If Yes, please provide a brief summary of the impact? The work associated with this report aims to advance race equality and therefore positively impacts the Council’s General Equality Duty If Yes, has an assessment been carried out and published on the council’s website? https://www.northlanarkshire.gov.uk/your-community/equalities/equality- and-fairer-scotland-duty-impact-assessments Yes ☐ No ☐ 5.2 Financial impact Does the report contain any financial impacts? Yes ☐ No ☒ If Yes, have all relevant financial impacts have been discussed and agreed with Finance? Yes ☐ No ☐ If Yes, please provide a brief summary of the impact? 5.3 HR policy impact Does the report contain any HR policy or procedure impacts? Yes ☒ No ☐ If Yes, have all relevant HR impacts have been discussed and agreed with People Resources? Yes ☐ No ☐ If Yes, please provide a brief summary of the impact? Impact positively on the Council’s desire for its workforce to reflect the diversity of the people of North Lanarkshire. 5.4 Legal impact Does the report contain any legal impacts (such as general legal matters, statutory considerations (including employment law considerations), or new legislation)? Yes ☒ No ☐ If Yes, have all relevant legal impacts have been discussed and agreed with Legal and Democratic? Yes ☐ No ☐ If Yes, please provide a brief summary of the impact? Some of the actions will introduce positive action measures to tackle areas of stubborn inequality. 5.5 Data protection impact Does the report / project / practice contain or involve the processing of personal data? Yes ☐ No ☒ If Yes, is the processing of this personal data likely to result in a high risk to the data subject? Yes ☐ No ☐ If Yes, has a Data Protection Impact Assessment (DPIA) been carried out and e- mailed to dataprotection@northlan.gov.uk
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Yes ☐ No ☐ 5.6 Technology / Digital impact Does the report contain information that has an impact on either technology, digital transformation, service redesign / business change processes, data management, or connectivity / broadband / Wi-Fi? Yes ☐ No ☒ If Yes, please provide a brief summary of the impact? Where the impact identifies a requirement for significant technology change, has an assessment been carried out (or is scheduled to be carried out) by the Enterprise Architecture Governance Group (EAGG)? Yes ☐ No ☐ 5.7 Environmental / Carbon impact Does the report / project / practice contain information that has an impact on any environmental or carbon matters? Yes ☐ No ☒ If Yes, please provide a brief summary of the impact? 5.8 Communications impact Does the report contain any information that has an impact on the council’s communications activities? Yes ☐ No ☒ If Yes, please provide a brief summary of the impact? 5.9 Risk impact Is there a risk impact? Yes ☐ No ☒ If Yes, please provide a brief summary of the key risks and potential impacts, highlighting where the risk(s) are assessed and recorded (e.g. Corporate or Service or Project Risk Registers), and how they are managed? 5.10 Armed Forces Covenant Duty Does the report require to take due regard of the Armed Forces Covenant Duty (i.e. does it relate to healthcare, housing, or education services for in-Service or ex- Service personnel, or their families, or widow(er)s)? Yes ☐ No ☒ If Yes, please provide a brief summary of the provision which has been made to ensure there has been appropriate consideration of the particular needs of the Armed Forces community to make sure that they do not face disadvantage compared to other citizens in the provision of public services.
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Appendix 1 North Lanarkshire Council Advancing Race Equality Action Plan 1. OUR WORKFORCE Case for Change Issue Actions Measure Responsible Officer Timescale RAG Status and comment 1.1 Low self-recording of ethnicity on iTrent gives unclear picture of the ethnic diversity of our workforce. a. Internal campaign fronted by the EEF to promote understanding of the need to record and encourage action. Increase in numbers of employees self- recording in ethnicity category. Equalities Manager January 23 – March 23 b. NLC Announcement to be made about the importance of self- recording on iTrent Decrease in prefer not to say responses. Equalities Manager January 23 – March 23 Communication has been sent out via All User email. Managers Bulleting to ask Managers to ask staff to ensure they have recorded in MySelf. 1.2 Although there is low self-recording we know that there are low numbers of BAME people in our organisation (0.69%). The local population is 1.7% (not including white minority). We a. Facilitate entirely anonymous recruitment at application and shortleet via iTrent. Increase in BAME people interviewed and appointed. Recruitment Manager January 23 On track for soft launch in January with full rollout in February b. Unconscious Bias training for people on recruitment panels and managers. Numbers of recruiting panel members. TOD Ongoing
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Appendix 1 want to at least match this. c. Job adverts to say that applications are particularly welcome from BAME people. Increase in applications from BAME people. Recruitment Manager January 23 onwards Equality and Diversity tab being added to MyJob Scotland NLC portal. d. Targeted recruitment campaigns to BAME and / people representative organisations. Increase in BAME people working for the Council. Recruitment Manager January 23 Review of organisations in partnership with Elected Member Equality Champion e. Positive action in recruitment within teaching – probationers intake, Promote to teacher training establishments. Increase in numbers of BAME teachers. Equalities Manager November 22 – Feb 23 Information sent to universities with direct message from Exec. Sponsor for Race. f. Train BAME employees to sit on interview panels for leader roles in Council – particularly when a BAME applicant is interviewed. Increase in successful BAME candidates employed. Reduced feelings of bias by BAME candidates. TOD January 23 onwards 1.3 We want to know about BAME employees’ experiences of working for NLC. a. Undertake a BAME employee survey every two years Numbers of BAME employees completing the survey. Equalities Manager Last completed in 2021 New survey October 2023 2021 survey results fed back to BAME employee event 25.10.22
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Appendix 1 b. BAME employees are engaged and participate in the Employee Equality Forum. BAME employees participating in the EEF Equalities Manager Ongoing 1.4 No promotions went to BAME people. There are none at Senior Management Level. a. Leadership and Talent programmes targeted at BAME employees. Numbers of BAME employees participating in Leadership programme. TOD Manager January 23 onwards b. Establish a BAME Mentoring / Peer Network support from BLM Working Group and EEF. BAME employees participate in virtual network. TOD Manager / Equalities Manager January 23 onwards c. Sign up to Race at Work Charter. Employees are aware of the Council’s Race at Work Charter and the Council has progressed the 7 commitments. Equalities Manager Complete We signed the Charter in October 2021 and have completed Commitment 1 and have appointed an Executive Sponsor for Race. 1.5 Disproportionately low (in comparison to disabled, men and women) interviews to BAME people in 2020. 16.4% who applied were interviewed. a. Anonymous application process implemented. Increase in % of applications received resulting in interviews. Recruitment Manager January 23 onwards Anonymous recruitment process implemented in February 2023. b. Promote the minority ethnic recruitment toolkit with recruiting panels / training. Increase in % of applications received resulting in interviews. Recruitment Manager /TOD January 23
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Appendix 1 c. Unconscious / Implicit bias training for recruiting panels. Increase in BAME people appointed. Recruitment Manager /TOD Ongoing In 2022 the training was accessed 419 times. 1.6 There is no specific training for - employees on race equality / anti-racism. a. Develop e-learning course on race equality. Course developed and numbers participating. TOD / Equalities Manager December 22 onwards Awaiting EMLC materials for review. b. Develop the Diversity Champion Training into a one- day course. Course developed. Numbers of employees trained. TOD January 23 Aa pilot for a one day course will take place on 18 April 2023. Course resources being developed. 2. OUR TEACHING WORKFORCE Case for change Issue Actions Measure Responsible Officer Timescale RAG Status and comment 2.1 In schools 1% of teachers are BAME while nearly 6% of pupils are. In some schools 12% of pupils are BAME. a. Positive action in recruitment within teaching. Link directly with teacher training establishments to attract BAME students approaching probationer year. Increase in numbers of BAME teachers in schools. HRBP / Equalities Manager August 23 onwards
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Appendix 1 a. Work with GTCS to monitor characteristics. The ethnicity of teaching students and probationer teachers is known. Probationer Support Officers November 22 onwards A sub-group has been set up by GTCS which the Council has representation on b. Develop leadership pathways in schools for BAME teachers. Increase in BAME teachers in promoted posts. TOD / HRBP/ Equalities Manager January 23 onwards Meeting with TOD has taken place and arrangements being put in place for a further meeting with BAME employees c. Work with Head Teachers to encourage uptake of leadership opportunities. Increase in BAME teachers participating in leadership programmes. Increase in BAME teachers in promoted posts. HRBP / Head Teachers / Ed. Lead January 23 onwards d. Work with Teacher Trade Unions re BAME networks. BAME teachers take up opportunities to network. Equalities Manager / HRBP January 23 onwards e. Work specifically with HTs in schools with disproportionately high numbers of BAME pupils to target job opportunities to BAME teachers. Reduced BAME pupil Teacher ratio. Equalities Manager / HRBP January 23 onwards f. Develop ‘Teach Here’ section on Council website to promote Increase number of BAME teachers in our schools Equalities Team / HRBP January 23
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Appendix 1 Council as the place to come to teach