Agenda Document Pack - Council - 01/05/2025
Renfrewshire Council · 1 May 2025
Back to Council — 1 May 2025 and its agenda
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24/04/2025 Notice of Meeting and Agenda Council Date Time Venue Thursday, 01 May 2025 09:30 Council Chambers (Renfrewshire), Council Headquarters, Renfrewshire House, Cotton Street, Paisley, PA1 1AN Membership Provost Lorraine Cameron (Convener): Councillor Iain Nicolson (Leader): Councillor Cathy McEwan (Depute Convener): Councillor Jacqueline Cameron (Depute Leader): Councillor Jennifer Adam: Councillor Fiona Airlie-Nicolson: Councillor Alison Ann-Dowling: Councillor Stephen Burns: Councillor Michelle Campbell: Councillor Graeme Clark: Councillor Carolann Davidson: Councillor Eddie Devine: Councillor Andy Doig: Councillor Audrey Doig: Councillor Chris Gilmour: Councillor Edward Grady: Councillor Gillian Graham: Councillor Neill Graham: Councillor John Gray: Councillor Anne Hannigan: Councillor John Hood: Councillor Lisa-Marie Hughes: Councillor Robert Innes: Councillor Alec Leishman: Councillor Bruce MacFarlane: Councillor James MacLaren: Councillor Kenny MacLaren: Councillor Mags MacLaren: Councillor Colin McCulloch: Councillor Janis McDonald: Councillor David McGonigle: Councillor Jamie McGuire: Councillor Marie McGurk: Councillor Iain McMillan: Councillor John McNaughtan: Councillor Kevin Montgomery: Councillor Sam Mullin: Councillor Will Mylet: Councillor Jim Paterson: Councillor Emma Rodden: Councillor John Shaw: Councillor Ben Smith: Councillor Andy Steel: Hybrid Meeting Please note that this meeting is scheduled to be held in the Council Chambers. However, it is a hybrid meeting and arrangements have been made for members to join the meeting remotely should they wish. MARK CONAGHAN Head of Corporate Governance
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24/04/2025 Further Information This is a meeting which is open to members of the public. A copy of the agenda and reports for this meeting will be available for inspection prior to the meeting at the Customer Service Centre, Renfrewshire House, Cotton Street, Paisley and online at http://renfrewshire.cmis.uk.com/renfrewshire/CouncilandBoards.aspx For further information, please email democratic-services@renfrewshire.gov.uk Members of the Press and Public Members of the press and public wishing to attend the meeting should report to the customer service centre where they will be met and directed to the meeting. Webcasting of Council Meeting This meeting will be filmed for live or subsequent broadcast via the Council’s internet site – at the start of the meeting the Provost will confirm if all or part of the meeting is being filmed. Generally the public seating areas will not be filmed. The cameras focus on the main participants. If you have any queries regarding this please contact Committee Services on democratic-services@renfrewshire.gov.uk. To find the webcast please navigate to: https://renfrewshire.public-i.tv/core/portal/home and select the meeting from the calendar.
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24/04/2025 Items of business Apologies Apologies from members. Declarations of Interest and Transparency Statements Members are asked to declare an interest or make a transparency statement in any item(s) on the agenda and to provide a brief explanation of the nature of the interest or the transparency statement. 1 Provost's Update Hear from the Provost 2 Minutes of Meetings of Council, Boards and Panels Council, 27 February 2025 Communities & Housing Policy Board, 11 March 2025 Regulatory Functions Board, 12 March 2025 Education & Children's Services Policy Board, 13 March 2025 Audit, Risk & Scrutiny Board, 17 March 2025 Economy & Regeneration Policy Board, 18 March 2025 Planning & Climate Change Policy Board, 18 March 2025 Infrastructure, Land & Environment Policy Board, 19 March 2025 Personnel Appeals and Applied Conditions of Service, 20 March 2025 Appeals Panel Petitions Board, 24 March 2025 Regulatory Functions Board, 27 March 2025 Finance, Resources & Customer Services Policy Board, 3 April 2025 Special Audit, Risk & Scrutiny Board, 17 April 2025 Leadership Board, 23 April 2025 3 Alzheimer Scotland's Commission on the Future of Long Term Care in Scotland Presentation by V Cahill, Alzheimer Scotland 4 Revenue and Capital Budget Update 2025/26 Report by Director of Finance & Resources 1 - 10 5 Mainstreaming Equality and Equality Outcomes 2025 Report by Chief Executive 11 - 128 6 Governance Arrangements Report by Director of Finance & Resources 129 - 134
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24/04/2025 7 Notice of Motion 1 by Councillors G Graham and McMillan "Delayed Access to Early Learning Provision Council recognises that early learning provision is a vital service which has improved outcomes for children between the ages of two and five and increases family wellbeing. Furthermore, it increases parents' and carers' opportunities to take up or sustain work, study or training supporting the local economy. Council believes that our children should be able to access early learning at the earliest opportunity. For years Renfrewshire used its discretionary powers to enable children to access their early years funding entitlement a month after their 3rd birthday. At the Education & Children’s Services Board on 14th March 2024, the decision was made change this and to delay access to early learning and childcare funding to the term following the respective child's 3rd birthday. Whilst some pupils are being prioritised, many children are being negatively impacted by this change with some children having to wait up to 4 months after their 3rd birthday to start nursery. The policy decision has had a particularly adverse impact upon hundreds of working parents who planned to return to work, and now find themselves having to pay thousands in unplanned childcare fees, because Renfrewshire Council has delayed access to their child’s funding. The policy change last year was made to secure a £125,000 saving. Reverting to the original policy will significantly help our working parents, and the cost may be found within existing budgets, for example Early Year Education which currently carries a £700,000 underspend. Further to an Equalities Impact Assessment (which has been requested of Education officers). Council will use its discretionary powers to re- implement the previous policy so that eligible children aged 3 years are able to access funded early learning and childcare from the month after the child’s third birthday." 8 Notice of Motion 2 by Councillors Hughes and Campbell "UK Government’s Planned Changes to Personal Independence Payment Renfrewshire Council condemns the Labour UK Government's cruel planned changes to the process and criteria for the Personal Independence Payment This will force an estimated 400,000 disabled people across the UK into poverty. Renfrewshire Council is concerned by the fear and pressure being placed on people who already live with daily difficulties and notes a particular concern among those with mental health diagnoses who are being targeted by the current UK Labour Government. This Council rejects the attempts to reframe PIP as an in work benefit rather than a recognition that it is more expensive to live as a disabled person. We also note that many people in receipt of PIP are in work and that removal of it will make remaining in work much more difficult.
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24/04/2025 Renfrewshire Council commends the SNP Scottish Government’s approach to Adult Disability Payment, a process that treats people with respect and dignity. We further note our concern that the Chancellor has stated that there will be a cut to the block grant proportionate to the savings they hope to achieve with these inhumane cuts. Renfrewshire Council asks the Chief Executive to write to the Chancellor of the Exchequer to outline our concerns regarding these callous and dangerous cuts and ask that the planned changes are not implemented." 9 Notice of Motion 3 by Councillors Andy Doig and Hood "Reinstatement of the Johnstone Fire Engine Rally, Houstoun Square, Johnstone This Council recognizes the success and popularity of the Johnstone Fire Engine Rally, for both local retailers and the local community alike, and regrets that since the Covid period the event has not taken place. Council instructs the Council’s Events Team to liaise with the Fire Brigades Union and calls for the reinstatement of the Johnstone Fire Engine Rally as soon as possible." 10 Notice of Motion 4 by Councillors Andy Doig and Devine Repeal of the Elections Act 2022 by the UK Government This Council raises concerns about the ongoing effect of the Elections Act 2022 at future Westminster elections, in Renfrewshire and elsewhere, and notes there is little evidence of serious voter fraud in the UK, with only two convictions between 2010 and 2018. Council therefore agrees to write to the UK Home Secretary calling on the UK Government to repeal this regressive piece of legislation. 11 Notice of Motion 5 by Councillors Ann-Dowling and Gilmour "Better Buses Council calls on the Scottish Government, as quickly as possible, to improve the process for implementing the bus franchising powers contained in the Transport (Scotland) Act 2019 by: · Introducing the regulations and statutory guidance required to give bus franchising powers full effect · Amending the 2019 Act to remove the requirement for proposed franchising frameworks to be approved by a panel appointed by the Traffic Commissioner, instead empowering Regional Transport Partnerships (RTPs) to have the final say on approving proposals · Providing additional funding to help support Regional Transport
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24/04/2025 Partnerships such as Strathclyde Regional Transport, in preparing franchising frameworks and assisting them with initial set-up costs once frameworks are approved." 12 Notice of Motion 6 by Councillors McGurk and MacFarlane "Lochfield Bowling Club is about to celebrate its ninetieth year Anniversary. This Council would like to congratulate all connected with the success of this facility during that time." 13 Notice of Motion 7 by Councillors Ann-Dowling and McMillan "Supreme Court Judgement On Wednesday 16th April 2025 the judgement in the For Women Scotland v The Scottish Ministers (FWS2) case was handed down. It gave an unequivocal ruling that gives utmost clarity on women’s rights that are protected in law, as well as highlighting the continued protections for trans people under the Equality Act. The Supreme Court unanimously agreed that the terms ‘man’, ‘woman’ and ‘sex’ in the Equality Act 2010 (EA2010) refer to biological sex. Holding a Gender Recognition Certificate does not change sex for the purposes of the EA2010. The unanimous decision of the court is that the terms woman and sex in the Equality Act 2010 refer to a biological woman and biological sex. The court ruling makes clear: the law protects single-sex spaces and services. Therefore, Council congratulates For Women Scotland and the intervenors – Sex Matters, Scottish Lesbians, LGB Alliance, the Lesbian Project – who helped secure this important legal argument and clarified the law for the benefit of all. Council agrees that we must see an end to policies that ignore the needs, rights, dignity and safety of women and girls. Furthermore, the UK Government, the Welsh and Scottish Governments, regulators and public bodies must now review and clarify their policies and guidance. It is their responsibility to ensure the law is understood and implemented. Council agrees to instruct the Chief Executive Officer to review all of Renfrewshire Council’s policies, procedures and guidance and training materials to ensure compliance with the Supreme Court ruling. Council also agrees to review any services run or commissioned by the council for compliance with the Supreme Court ruling."
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24/04/2025 14 Notice of Motion 8 by Councillors Andy Doig and Mylet "Mandatory Dog Licensing and Amendments to Control of Dogs Act (Scotland) 2010 This Council recognises the overwhelming positive impact which responsible dog ownership brings to the benefit of the canine and human populations alike, but recognises continued public concern around the rise of aggressive canine behaviour associated with, but not exclusive to, particular breeds. Council regrets that bad ownership and lack of training are often the primary drivers for such dog behaviours, and therefore calls on the Scottish Government to amend the Control of Dogs Act (Scotland) 2010 to bring in mandatory dog licensing, complete with robust enforcement powers and administered at local authority level. Council believes that the purpose of new dog licensing is to promote better dog welfare, to prevent unethical dog-breeding, and to increase owner education and support. Council further calls on the Scottish Government to provide appropriate funding for the delivery of an effective licensing scheme."
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___________________________________________________________________ To: Council On: 1 May 2025 ___________________________________________________________________ Report by: Director of Finance and Resources ___________________________________________________________________ Heading: Revenue and Capital Budget Update 2025/26 ___________________________________________________________________ 1. Summary 1.1. On 27 February 2025, the Council set its revenue and capital budgets for 2025/26. On that day, the Band D Council Tax level was set for 2025/26 and a Budget Motion was approved. The Scottish Government passed the final stage of its 2025/26 budget, and released the final Local Government Finance Circular on 27 February 2025. This report provides Members with an update to the approved Revenue Budget 2025/26 following these stages. 1.2. Appendix 1 outlines the consequential in-year approved Revenue Budget 2025/26 for each service by cost type. ___________________________________________________________________ 2. Recommendations 2.1. Members are asked to: i) Note the report, which reflects the impact of decisions taken by the Council on 27 February 2025 and changes relating to the final Scottish Budget; and ii) Approve proposed changes to the Capital Plan outlined in sections 6.1 and 6.4. Item 4 Page 1 of 134
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3. Revenue Budget 2025/26: Council Tax 3.1. At its meeting on 27 February 2025, the Council agreed to increase council tax for 2025/26 by 9.5%. The effect of this on all Council Tax bands is as follows: Band Council Tax Charge 2025/26 Band Council Tax Charge 2025/26 A £1,048.41 E £2,066.23 B £1,223.14 F £2,555.49 C £1,397.88 G £3,079.69 D £1,572.61 H £3,852.89 _______________________________________________________________________ 4. Revenue Budget 2025/26: Budget Motion 4.1. A number of initiatives were outlined in the Budget Motion on 27 February 2025, which amounted to an additional £5.470m of recurring spend and £3.710m of non- recurring (one-off) spend for financial year 2025/26, as follows: Budget Motion Investments Council Plan Theme Budget 2025/26 £000 Non-recurring investment: Community Halls Place 800 School Pitches IOCF 700 Town Centre Regeneration Economy 500 Discretionary Housing Payments (DHP) top-up funding Fair 450 Fairer Renfrewshire Fund (from Financial Sustainability Fund) Fair 450 Open Spaces and Parks Place 200 Cultural Events Place 150 Local Place Plans (from Financial Sustainability Fund) Place 100 Community Environment Team – mechanical sweeper Place 100 Festive Lighting Upgrade (all towns) Place 50 Retail Improvement Scheme top-up funding Economy 50 Villages Improvement Fund top-up funding Place 50 Historic Buildings in Villages grant Place 50 Oakshaw Public Realm Place 30 Dog Fouling Awareness Place 30 Sub-Total 3,710 Page 2 of 134
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Budget Motion Investments Council Plan Theme Budget 2025/26 £000 Recurring investment: Learning Estates Strategy IOCF 2,500 Strategic Roads and Infrastructure Programme Place 2,500 Foster and Kinship care fees and allowances – 3% increase IOCF 200 New Community Environment Team Place 180 Festive Lighting (Linwood and Erskine) Place 50 Playpark Maintenance increase Place 40 Sub-Total 5,470 Total 9,180 4.2. In a letter received on 6 March 2025, the Council’s share of £144m Employers’ NIC funding was confirmed by the Scottish Government, and this was £0.070m higher than estimated in the draft budget. 4.3. On 20 March 2025, confirmation of the distribution of the S27 Justice Specific Grant was received, and this was £0.241m higher than estimated in the draft budget. 4.4. The Draft Budget figures in the following table were presented as Table 5 in the report to Council on 27 February 2025 and reflected the position before the above decisions were taken, and allocations confirmed. It is now updated here to reflect the additional planned expenditure, and its consequential impact on reserves. Budget Overview 2025/26 Draft Budget £000 Revised Budget £000 Change £000 Government Grant 469,069 469,380 311 Council Tax Income 111,637 122,243 10,606 Council Tax / Community Charge Arrears 500 500 0 Total Income 581,206 592,123 10,917 Less: Estimated Spending need (recurring) (583,147) (588,858) 5,711 Recurring Budget (Deficit) / Surplus (1,941) 3,265 5,206 Less: Estimated Spending need (non-recurring) 0 (3,710) (3,710) Use of Reserves 0 445 445 In-Year Budget (Deficit) / Surplus (1,941) 0 1,941 ___________________________________________________________________ Page 3 of 134
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5. Resource Allocations 5.1. Appendix 1 attached summarises the budget allocation for each service. This is the in-year position, and includes the total spending need, both recurring and non- recurring. This is shown both as a subjective analysis (what the budget is spent on) and an objective analysis (what service the budget is spent in). 5.2. Budgets are subject to adjustment during the financial year to reflect allocations to services of inflationary budgets (such as pay), held at the outset within Miscellaneous Services. During the financial year policy boards will be asked to approve permanent virements that fall outside the delegation of Directors, in accordance with the Financial Regulations. ___________________________________________________________________ 6. Capital Budget 2025/26 6.1. Since the General Services Capital Programme was presented to Council on 27 February 2025, the General Capital Grant has increased marginally by £0.032m. It is recommended that this is directed towards the ICT Renewal Programme, increasing the original allocation of £0.750m to £0.782m for 2025/26. 6.2. On 27 February 2028, the Council agreed the following changes that affect the Capital Plan: Learning Estate Strategy Investment £2.500m (revenue) Strategic Roads and Infrastructure Programme £2.500m (revenue) Purchase of a Mechanical Sweeper £0.100m; Community Halls £0.800m Town Centre Regeneration £0.500m Open Spaces and Parks £0.200m School Pitches £0.700m Oakshaw public realm £0.030m 6.3. The following table provides an update to the 2025/26 Capital plan as a result of the decisions noted above. The Strategic Roads investment has been applied as £2.300m CFCR and £0.200m revenue spend on loan charges, which funds c£3.000m of borrowing. The Learning Estates Strategy investment will be applied as revenue spend on loan charges, and is expected to impact the funding of future years’ capital spend. Page 4 of 134
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6.4. One further change since the Council meeting on 27 February 2025 is the application of reprofiling into future years to account for updated programming of major projects included in the plan. All changes are reflected in the following table. Capital Plan 2025/26 Draft Budget £000 Revised Budget £000 Change £000 Major Programmes Schools Estate Programme 75,225 56,944 -18,281 Schools Transformation & ICT 1,000 1,000 0 Lagoon Internal Play Centre 1,000 1,000 0 Community Halls Refurbishment 280 1,080 800 City Deal Projects 50 50 0 AMIDS South 11,923 8,942 -2,981 Paisley Museum 17,435 13,076 -4,359 Town Centre Capital Fund 79 79 0 Town Centre Capital Regeneration 154 654 500 Oakshaw Public Realm 0 30 30 Place Based Fund 1,095 1,095 0 Asset Lifecycle Maintenance Programmes General ICT Replacement 1,023 1,055 32 Buildings Capital Lifecycle 7,002 5,252 -1,750 Kitchen Refurbishment for Expansion of School Meals 1,270 1,270 0 Private Sector Housing Grant (PSHG) 750 750 0 Vehicle Replacement 2,100 2,200 100 Roads & Footpaths 4,000 6,975 2,975 Traffic Management 253 253 0 Cycling, Walking and Safer Streets 813 813 0 Renewal of Play Parks 1,167 1,367 200 Bridges 293 293 0 Lighting columns and traffic signals 600 600 0 Underwood Depot Upgrades 150 150 0 Climate Projects (Grant Funded) 1,167 875 -292 Nature Restoration Fund 140 140 0 Total Planned Spend 128,969 105,943 -23,026 Funded by: Prudential Borrowing 72,775 47,387 -25,388 Specific Grants 813 813 0 General Capital Grant 12,093 12,125 32 General Capital Grant - Play Parks 768 768 0 Climate Projects (Grant Funded) 1,167 1,167 0 BAE contribution (Park Mains) 6,000 6,000 0 Page 5 of 134
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Capital Plan 2025/26 Draft Budget £000 Revised Budget £000 Change £000 Usable Capital Receipts (committed) 13,703 13,703 0 Usable Capital Receipts 95 95 0 Capital Funded from Current Revenue (CFCR) 21,555 23,885 2,330 Total Resource Availability 128,969 105,943 -23,026 ————————————————————————————————————— Implications of the Report 1. Financial - The report and appendix provides updated information on the 2025/26 budget, identifying an in-year break-even position. The report also outlines a marginal increase in the General Capital Grant of £0.032m, and updates the General Services Capital Plan for 2025/26 in light of decisions taken on 27 February 2025. 2. HR & Organisational Development – none arising directly from this report. 3. Community/Council Planning – budget decisions taken on 27 February 2025 are presented in the appendix as aligned to the Council Plan themes. 4. Legal – the Council has a statutory duty to approve a balanced budget each year. 5. Property/Assets – the Capital Plan updates outlined here support investment in the Council’s property and asset portfolio. 6. Information Technology - the Capital Plan updates outlined here support investment in the Council’s ICT assets. 7. Equality & Human Rights - none arising directly from this report. 8. Health & Safety - none arising directly from this report. 9. Procurement – none arising directly from this report. 10. Risk – there is a risk that the Council’s spending needs are not financially sustainable if the use of one-off reserves to balance the budget is a recurring feature over the longer term. 11. Privacy Impact - none arising directly from this report. 12. Cosla Policy Position – none arising directly from this report. Page 6 of 134
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13. Climate Risk – the Capital Plan includes one-off funding for climate related initiatives as part of the General Capital Grant received from the Scottish Government for 2025/26. 14. Children’s Rights - none arising directly from this report. ___________________________________________________________________ Author: Alastair MacArthur, Director of Finance and Resources Background Papers: Revenue Budget and Council Tax 2025/26; and Non-Housing Capital Investment Programme, Prudential Framework and Treasury Management Strategy, and Capital Strategy 2025/26 – 2029/30, Council 27 February 2025 Page 7 of 134
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RESOURCE ALLOCATION APPENDIX 1 REVENUE BUDGET 2025/26 Chief Executive's Service Children's Services Environment and Infrastructure Finance and Resources Miscellaneous Service Funding Income Renfrewshire Council Employee Costs 8,812 187,323 63,499 34,970 41,435 0 336,039 Premises Costs 1,658 10,743 9,854 2,788 4,705 0 29,748 Transport Costs 67 7,320 9,529 258 311 0 17,485 Supplies and Services 15,779 33,367 31,263 11,770 2,007 0 94,186 Third Party Payments 0 17,903 3,434 1,868 15 0 23,220 Transfer Payments 2,597 16,833 2,487 45,753 (177) 16,200 83,693 Support Services 817 943 1,972 488 (1,400) 0 2,820 Capital Charges 1,180 0 2,277 0 11,231 0 14,688 Income (3,996) (1,889) (51,760) (51,701) (12,869) 0 (122,215) Sub-Total 26,914 272,543 72,555 46,194 45,258 16,200 479,664 Plus Adult Social Care 112,904 Total In-Year Spending Need 2025/26 592,568 Recurring Spending Need 588,858 Non-Recurring Spending Need 3,710 Net Expenditure 2025/26 592,568 Funding Income (592,123) (592,123) Total In-Year Deficit 2025/26 445 Page 9 of 134
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REVENUE BUDGET 2025/26 ALIGNMENT TO COUNCIL PLAN This table updates Table 4 of Revenue Budget and Council Tax 2025/26 report to Council on 27 February 2025 and aligns spending decisions to the themes within the Council Plan. Table 4 Estimated Spending Need 2025/26 Economy Fair Green Living our Values Place Improving outcomes for children and families Total £000 Estimated Spending Need 2024/25 547,262 Budget reductions (403) (389) 0 (1,762) (3,319) (1,173) (7,046) Unavoidable budget increases 2,001 6,770 756 6,752 3,015 10,817 30,111 Long-term debt budget provision 0 0 0 0 1,000 350 1,350 Inflationary cost provision (pay) 0 0 0 11,470 0 0 11,470 Plus: 583,147 Additional S27 Justice spend (grant-funded) 0 241 0 0 0 0 241 Budget Motion 550 900 0 0 4,330 3,400 9,180 Estimated Spending Need 2025/26 592,568 Page 10 of 134
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1 ___________________________________________________________________ To: Council On: 1st May 2025 ___________________________________________________________________ Report by: Chief Executive ___________________________________________________________________ Heading: Mainstreaming Equality and Equality Outcomes 2025 ___________________________________________________________________ 1. Summary 1.1 The report provides an update on progress with equalities and is intended to meet Renfrewshire Council’s duties to report this progress publicly and in an accessible manner. The report provides an update on what activities have been delivered in the reporting period from 2023- 25. The report also details a range of information that the Council is required to publish by the end of April 2025, in accordance with the Equality Act 2010. This report covers Renfrewshire’s Councils duty both corporately, and as an education authority. 1.2 The report provides an update on progress mainstreaming equality through all functions of the Council. It is intended to meet our duties to report this progress publicly and in an accessible manner. The report provides a new draft set of equality outcomes for 2025-2029, with a consultation and engagement programme planned for 2025 to fully develop this outcomes framework alongside communities. 1.3 In the last report in 2023, we reported in the context of globally significant economic and political challenges which have impacted every organisation, business, household and person in Renfrewshire. This has continued through this period, and our communities have experienced a deepening cost of living crisis, and humanitarian emergencies with people displaced by war and other global emergencies. Item 5 Page 11 of 134
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2 This report highlights the progress made with our continued focus on tackling inequality, but recognise that despite this, inequalities for local people are persisting and for too many people, worsening. ____________________________________________________________________________ 2. Recommendations 2.1 To note the progress made in mainstreaming equalities 2.2 To approve the draft Equality Outcomes 2025-2029, and consultation approach for developing the outcomes framework throughout 2025 2.3 To approve the Progressing Equality Outcomes and Mainstreaming Equality Report for final publication on the website _________________________________________________________ 3. Background 3.1 Renfrewshire Council has a general equality duty, which requires it to pay due regard to the need to eliminate unlawful discrimination, advance equality of opportunity and foster good relations as set out in section 149(1) of the Equality Act 2010. There are a number of Specific Duties laid out for public authorities by Scottish Ministers to support the general equality duty. 3.2 In line with these Specific Duties, Renfrewshire Council is required to report on its progress with mainstreaming equality, its progress against its equality outcomes, employee information and gender pay gap information by the end of April 2025. 3.3 This report provides an update in line with these duties and which also require for progress to be reported publicly and in an accessible manner. The report provides information on the progress on mainstreaming equality as well as progress against the Equality Outcomes agreed in 2021. 3.4 The appendices to the report provide a wide range of data, including equalities information in relation to the Council’s workforce, occupational segregation and pay gap data, along with more detailed information on education. 4 Key mainstreaming activities this period Key activities highlighted within the Council’s mainstreaming report include: Page 12 of 134
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3 Strategic planning and equalities 4.1 In 2024, the Council refreshed its Council Plan, the key strategic plan for Renfrewshire. There are five strategic outcomes for the Council Plan— place, economy, fair, green and living our values. Improving outcomes for children and families is a key theme which runs through all five of our strategic outcomes and underpins all that we wish to achieve. The Mainstreaming Progress Report is aligned to these strategic outcomes and shows the progress we have made embedding equalities in the delivery of the Council’s priorities. 4.2 Detailed local analysis of Renfrewshire’s census data has been undertaken by the organisation. The census data provided a significant update in our understanding of the demography of Renfrewshire, particularly in relation to changing population patterns and the diversity of our communities. For example, local intelligence has highlighted that some of Renfrewshire’s communities are increasingly diverse, and this census data has helped to enhance our understanding of this and will help to inform both service level and strategic programmes of work such as Fairer Renfrewshire. Service delivery and equalities 4.3 Housing Services continue to support over 200 Ukrainian Displaced Persons households who have resettled in Renfrewshire since 2022 and those from Afghanistan and Syria who have arrived via other refugee resettlement programmes. The Resettlement Team assist refugees to find temporary and settled accommodation that meets their needs, as well as deliver and commission integration events. There also continues to be increased demand for services from Asylum Seekers staying in hotel accommodation who have received a positive asylum decision and who are then entitled to present at local housing services seeking support and possible accommodation. 4.4 The Local Employability Partnership Health Conditions and Recovery Group, chaired by the HSCP, focuses on those in recovery from health conditions and brings together and supports services while identifying gaps to people accessing support to work or in-work support. With adults with a disability within a household being an indicator of child poverty, this group also looks at support for those with a disability and those in recovery from addictions and mental health. 4.5 Education Scotland supported the authority with a national input including a presentation to all Head Teachers to raise awareness of the importance of building racial literacy across the curriculum. A cross- sector working group has been established. Page 13 of 134
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4 This was evaluated as very good and as a result two primary and a secondary school have agreed to pilot anti-racist clubs involving children and young people within their own establishments next session. 4.6 Renfrewshire Council’s work on digital inclusion is sector-leading. As part of the DigiRen network, we have created Digizones where people can access devices, connectivity and skills training. This helps to ensure everyone can access the opportunities available online regardless of their circumstances or experience with using digital. We have rolled out full fibre broadband which now covers almost all of Renfrewshire. Our RenSafe Online programme works with local public and third sector organisations to promote online safety. 4.7 During 2023/24 the Council completed 280 adaptations in its own housing stock, at a cost of just over £700,000. In 2023/24, Care and Repair Renfrewshire: completed 133 adaptations in privately owned homes, completed 1,620 repair jobs through their Small Repairs Service for older and disabled people and dealt with 154 advice cases. The following housing meeting the needs of older people and those with mobility difficulties were delivered in reporting year 2023/24: 20 amenity standard flats and 5 full wheelchair accessible standard flats at Abbey Quarter in Paisley. 40 wheelchair accessible homes at Ferguslie Park in Paisley including 20 bungalows, 2 houses and 18 cottage flats. Organisational development and equalities 4.8 The Council’s gender pay gap has reduced from 4.86% (£0.74 in favour in male) in 2016/17 to 0.44% (£0.09 in favour of male) in 2023/24. In addition to employee turnover the key reasons for the reduction is the impact of recent changes to the Council’s pay and grading model for local government employees and on-going service redesigns under the Council’s transformational plans. 4.9 Following partnership work with Inclusive Employers, the Council approved its Equality, Diversity and Inclusion Plan and sets out the goal to create an environment where everyone can feel valued and can thrive, regardless of their personal characteristics or circumstances. 4.10 New and revised People & Organisational Development policies have been implemented to support wellbeing including Carers Leave, Discipline, Flexible Working, Flexible Retirement and People, Performance and Wellbeing. Page 14 of 134
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5 4.11 Renfrewshire Council remains a Disability Confident employer, regularly reviewing practices in relation to demonstrating robust recruitment, selection, and retention of employees with disabilities, working in partnership with Access to Work who advise on supporting employees with disabilities to enter and remain at work. 4.12 Supporting and retaining people with caring responsibilities is one of the Council’s key workforce planning objectives. The Council were awarded the highest accreditation by Carer Positive as an ‘exemplary employer’ recognising enhanced paid leave provisions and offering bespoke support provision, using the ‘Carer Passport’ tool and the Carers Connected Forum, where working carers come together to support each other, share experiences and support the Council’s Wellbeing Agenda. 5 Equality Outcomes 2025-2029 5.1 We have produced a set of draft Equality Outcomes for 2025-2029, based on data, evidence and insight into the inequalities that exist in Renfrewshire. 5.2 These draft Outcomes will be subject to a full consultation throughout 2025, as well as developing a supporting action plan. Progress on the development of the outcomes framework will be reported to Leadership Board as part of the Fairer Renfrewshire programme updates. 5.3 The draft Outcomes for 2025-2029 are as follows: Outcome 1: New Scots feel welcomed, supported, and have equal opportunities to thrive in our communities. Proposed actions Undertaken a partnership Strategic Needs Assessment which will allow us to develop local priorities and actions to better support New Scots Develop Council capacity to provide ESoL opportunities Increase racial literacy and challenge discrimination in schools and across Council services Outcome 2: Disabled and older people experience improved access to public buildings, services, and transport, ensuring greater independence and participation in community life. Proposed actions More disabled people and older people can access public transport safely Deliver initiatives to reduce social isolation in older people and disabled people Page 15 of 134
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6 Children and young people with Additional Support Needs and/or disabilities and their families are well supported to achieve their potential. Outcome 3: Improved economic prospects for women, ethnic minority people and disabled people Proposed actions Increase the proportion of women, minority ethnic people, and disabled people supported into employment or training. Increase the proportion of minority ethnic people supported into employment or training. Increase the proportion of disabled people supported into employment or training. Outcome 4: All residents can access information and services in an inclusive and accessible manner. Proposed actions Provide accessible information on council services for people facing barriers through disability and language. Prepare for implementation of the new Inclusive Communication Duty. Ensuring that the new Council website and online services more broadly are accessible Provide key documents in accessible formats (Easy Read, BSL, Braille, large print, audio). Outcome 5: Our workforce better reflects the diversity of our community, in terms of ethnicity and disability. Proposed actions Explore how the Council’s workforce can become more reflective of the communities we serve Increase representation of underrepresented groups in leadership roles within the council. Workforce culture will be more inclusive with employees from all backgrounds and characteristics and experiences reporting they feel increasingly valued. Ethnic minority, disabled and LGBT+ staff have safe and supportive work environments, and the Council is seen as an employer of choice. Ensure colleagues are comfortable reporting incidents of discrimination or bullying Outcome 6: People with lived experience of inequality and exclusion will be more involved in informing and co-designing policy and practice that affects them Page 16 of 134
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7 Proposed actions Implement the new Consultation and Engagement Policy, which will seek to better engage equalities communities in local decision-making. Increase engagement from marginalised communities in local decision- making through a range of participatory approaches Improve transparency of monitoring and reporting of equality work across the Council Improve public reporting of Equality Impact Assessments carried out across Council services 6. Next Steps 6.1 The draft Equality Outcomes will be subject to consultation and a programme of engagement activity with communities and Council services. This will inform a more detailed outcomes framework which will be reported to policy boards through the Fairer Renfrewshire programme. 6.2 Recruitment of an Equalities Development Officer has now been completed within the Policy and Partnerships service, with the appointed candidate due to take up post in late April. This will provide valuable expertise and capacity to progress the Council’s equalities practice. 6.3 In addition to the development of the Equality Outcomes across the organisation, there are a number of priority corporate actions which will be taken forward throughout 2025 as part of this workplan. Key actions include: Undertaking a full consultation process on the draft Equality Outcomes, developing an agreed and revised set of outcomes and associated action plan Continuing to develop the programme of work started in 2024 to strengthen Equality Impact Assessment practice across the organisation Developing the ‘Advancing Equality of Opportunity’ workstream within the Fairer Renfrewshire programme, focussed on developing opportunities for local equalities communities to influence policy and practice Further to the Supreme Court judgement handed down in For Women Scotland Ltd v The Scottish Ministers, reviewing Council policy and practice to reflect that decision and any revised Code of Practice and any other relevant guidance issued by the Equality and Human Rights Commission subsequent to it. Page 17 of 134
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8 Reviewing Council approach for gathering equality information of employees, and develop campaign to increase disclosure of equality monitoring information ________________________________________________________________ Implications of the Report 1. Financial – none. 2. HR & Organisational Development – continue to gather and use employee information to better perform the general equality duty and publish information on gender pay gap, statement on equal pay and occupational segregation. 3. Community/Council Planning – Our Renfrewshire is well – addressing inequalities is shown to have a beneficial impact on health outcomes Our Renfrewshire is fair - the plan will promote better equalities practice Tackling inequality, ensuring opportunities for all – equality will be promoted by this plan and opportunities improved for equality groups Working together to improve outcomes – the outcomes were developed in partnership with local equality groups and partner organisations 4. Legal – The reports attached are designed to satisfy statutory equality duties which are enforceable by the Equality and Human Rights Commission. 5. Property/Assets - none 6. Information Technology - none 7. Equality & Human Rights - The report attached details the Council’s performance against the general equality duty and meets various specific duties. 8. Health & Safety – none 9. Procurement – none 10. Risk - none 11. Privacy Impact – none 12. Climate risk – none 13. Children’s rights – There are no implications for children’s rights resulting from the recommendations in this paper, which focussing on Page 18 of 134
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9 reporting activity to support the Council’s Public Sector Equality Duty. However, it is considered that many of the priorities and activities reflected within the paper will have a positive impact on children’s rights, recognising equality and non-discrimination are essential to the realisation of children’s rights. In terms of the proposed equality outcomes, children and young people will be included in the consultation process on these outcomes. 14. COSLA Policy Position – none _________________________________________________________ List of Background Papers ___________________________________________________________________ Author: Annabelle Walter, Connected Communities Manager, Chief Executive’s Service, 0141 487 1510 Page 19 of 134
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1 Equality Outcomes and Mainstreaming Equality 2023-2025 Page 21 of 134
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Equality Outcomes and Mainstreaming Report 2023-2025 2 Contents 1. Introduction ....................................................................................... 3 2. Equality Outcomes 2025-2029 ........................................................... 5 3. Public Procurement ......................................................................... 10 4. Data on children in Renfrewshire .................................................... 12 5. Occupational segregation data ....................................................... 14 6. Gender Pay Gap ............................................................................... 16 Page 22 of 134
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Equality Outcomes and Mainstreaming Report 2023-2025 3 1. Introduction The report provides an update on progress towards mainstreaming equalities and achieving our equality outcomes. It is intended to meet our duties to report this progress publicly and in an accessible manner. The report provides information on how we are meeting these equality outcomes, along with information on what activities have been delivered in the reporting period from 2023-2025. This report covers Renfrewshire’s Councils duty both corporately, and as an education authority. This report includes: New equality outcomes 2025-2029 Information on public procurement Data on children in Renfrewshire Occupational segregation data Gender pay gap reporting There are also three detailed supplementary reports: Appendix 1 provides details on the progress we have made mainstreaming equality between 2023-2025 Appendix 2 provides detailed employee information Appendix 3 provides the Council’s Equal Pay Statement Renfrewshire Council is committed to embedding equality into all our functions. We know how challenging this can be, so are systematically assessing our progress through our Council Plan. You can find our Council Plan at Renfrewshire Council Plan 2022-2027 - Renfrewshire Website Page 23 of 134
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Equality Outcomes and Mainstreaming Report 2023-2025 4 The Law & our duties Equality law (The Equality Act) protects people from unfair treatment and asks public bodies like the Council to show how they make a positive difference to different groups of people. The Equality Act 2010 brings together more than forty years of equality legislation and aims to make Britain a more equal society. It protects many people from unlawful discrimination. It covers “protected characteristics” which include: Age Disability Gender reassignment Marriage and civil partnership Pregnancy and maternity Race Religion and belief Sex Sexual orientation We usually refer to people covered by the protected characteristics as “equality groups”. The Equality Act 2010 requires that all public bodies take account of the need to: Eliminate discrimination, harassment and victimisation Advance equality Foster good relations between different groups Page 24 of 134
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Equality Outcomes and Mainstreaming Report 2023-2025 5 2. What we know about our communities Detailed local analysis of Renfrewshire’s census data has been undertaken by the organisation. The census data provided a significant update in our understanding of the demography of Renfrewshire, particularly in relation to changing population patterns and the diversity of our communities. For example, local intelligence has highlighted that some of Renfrewshire’s communities are increasingly diverse, and this census data has helped to enhance our understanding of this and will help to inform both service level and strategic programmes of work such as Fairer Renfrewshire. A report on the Census data was presented to Leadership Board in December 2024 and a presentation made to Members to highlight the key points. Census data was also shared with local partnerships, as part of their process to refresh local priorities. Presentations and workshops were also undertaken with both the Chief Officers Team and the Our Leaders Forum groups of employees, and presentations made to the Community Planning Partnership Executive Group and for One Ren Board’s strategic planning workshop. Interactive ward profiles are being developed which will support members, officers and partners to engage with census data at a ward level. The Chief Executive’s service recently appointed a Senior Policy Officer to focus on Migration, Asylum and Population change, within this role, they will continue to analyse and evaluate local data trends and consider the policy and service delivery implications of our changing population for the organisation. • Renfrewshire’s population has increased significantly since the 2011 census, rising from 174,908 to 183,874. This represents a 5.1% increase on 2011, which is well above the national increase of 2.7%. Although our population has increased, the percentage split between male and female has remained the same – 49% male and 51% female, which is also reflective of the national picture. • In line with the national picture, Renfrewshire has an increasingly ageing population, with a declining younger population. The increase can be seen from the age of 50 and above, year on year, most notably between ages 55 to 59. The potential impact of the ageing population can be seen across other data within the census, including the decreasing population in some areas, the increased numbers of households, including single-person households, and also the above average percentage of Renfrewshire’s population who are retired. • Renfrewshire’s long-term increased population trend is not as a result of an increased birth rate. Instead, our long-term increased population is driven by net inward migration – this Page 25 of 134
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Equality Outcomes and Mainstreaming Report 2023-2025 6 means people moving into Renfrewshire from other parts of Scotland. Further information released in September 2024 shows that the short-term driver of Renfrewshire’s population growth is again migration, but that largest contributor is now international net migration, that is people moving to Renfrewshire from outside of the UK. • The census data on ethnic background and national identity has been helpful to update our understanding of Renfrewshire’s communities and the data shows a changing picture, and also a particularly localised picture. • There has been a decrease in the number of people identifying as ‘White: White Scottish’ since 2011 in Renfrewshire. The biggest increase is seen in people identifying as ‘White: Other White British’ and also as ‘Asian, Asian Scottish or Asian British’. There is also an increase in ‘White: White Polish’ and ‘Other White’, and increases can also be seen in the ‘African’, ‘Caribbean or Black’ and ‘Mixed or Multiple ethnicity’ groups. • The data for Renfrewshire’s communities indicates a varied picture with some intermediate zones showing very little change in the percentage of people identifying as white, such as in Kilbarchan, Bishopton and Erskine West. Equally, areas such as Paisley Central, Paisley North West and Renfrew North show the biggest changes in ethnic diversity. • Further data is available at an intermediate zone level which shows the proportions of different ethnic backgrounds within these communities. For example, within Paisley Central and Paisley North West there are significant communities of people from both African and Asian backgrounds, whereas in Renfrew North the key driver of the diversity is from people with an Asian background. • In terms of the religious background and sexuality of Renfrewshire’s citizens, the census data closely mirrors the national data trends in these areas – with decreasing religious beliefs and increased diversity of sexual orientation. There are no particular patterns or insights to highlight which present as unique to Renfrewshire. • The census data relating to health and wellbeing shows that 77.8% of Renfrewshire’s population self-report their general health as being good or very good. At the other end of the scale 7.6% of our residents self-report general health that is bad or very bad. This compares with 6.9% for Scotland. • Within our population around 40,000 people reported that they are living with a long-term illness, disease or condition. 21,000 people reported a mental health condition. 19,000 people have a physical disability and 13,000 are deaf or partially hearing impaired. Around Page 26 of 134
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Equality Outcomes and Mainstreaming Report 2023-2025 7 5,000 people are blind or have partially impaired vision and around 1,000 have full or part loss of their voice or difficulty speaking. This pattern mirrors the national picture. 3. Equality Outcomes 2025-2029 We have produced a set of draft Equality Outcomes for 2025-2029, based on data, evidence and insight into the inequalities that exist in Renfrewshire. These draft Outcomes will be subject to a full consultation throughout 2025, as well as developing a supporting action plan. Progress on the development of the outcomes framework will be reported to Leadership Board as part of the Fairer Renfrewshire programme updates. Outcome 1: New Scots feel welcomed, supported, and have equal opportunities to thrive in our communities. Why we think this is important We know that Renfrewshire’s population is changing, and in particular our communities are becoming more ethnically diverse. We want New Scots to be able to fulfil their potential in Renfrewshire, and we need to do more to understand the challenges and barriers that some New Scots face. Proposed actions Undertaken a partnership Strategic Needs Assessment which will allow us to develop local priorities and actions to better support New Scots Develop Council capacity to provide ESoL opportunities Increase racial literacy and challenge discrimination in schools and across Council services Outcome 2: Disabled and older people experience improved access to public buildings, services, and transport, ensuring greater independence and participation in community life. Why we think this is important We know that disabled people and people with limited mobility face a range of challenges with physical access to buildings, services and leisure and when travelling, and these challenges are well documented. These barriers to participation have an adverse impact of people’s lives, and contribute to increased levels of social isolation. Page 27 of 134
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Equality Outcomes and Mainstreaming Report 2023-2025 8 Proposed actions More disabled people and older people can access public transport safely Deliver initiatives to reduce social isolation in older people and disabled people Outcome 3: Improved economic prospects for women, ethnic minority people and disabled people Why we think this is important While Renfrewshire performs well on a number of key economic indicators, there are concerns about levels of economic inequality. We are concerned about data that tells us health inequalities are deepening for some, impacting wider wellbeing and health. Proposed actions Increase the proportion of women, minority ethnic people, and disabled people supported into employment or training. Increase the proportion of minority ethnic people supported into employment or training. Increase the proportion of disabled people supported into employment or training. Outcome 4: All residents can access information and services in an inclusive and accessible manner. Why we think this is important The way local people access information about Council services is changing, and we want to make sure that the way we share and provide information is inclusive and accessible to people. Proposed actions Provide accessible information on council services for people facing barriers through disability and language. Prepare for implementation of the new Inclusive Communication Duty. Ensuring that the new Council website and online services more broadly are accessible Provide key documents in accessible formats (Easy Read, BSL, Braille, large print, audio). Page 28 of 134
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Equality Outcomes and Mainstreaming Report 2023-2025 9 Outcome 5: Our workforce better reflects the diversity of our community, in terms of ethnicity and disability. Why we think this is important As an employer, we want to create a fair and inclusive place to work where differences between people are celebrated and barriers are reduced for women, disabled people, minority ethnic people and young people. Proposed actions Explore how the Council’s workforce can become more reflective of the communities we serve Increase representation of underrepresented groups in leadership roles within the council. Workforce culture will be more inclusive with employees from all backgrounds and characteristics and experiences reporting they feel increasingly valued. Ethnic minority, disabled and LGBT+ staff have safe and supportive work environments, and the Council is seen as an employer of choice. Ensure colleagues are comfortable reporting incidents of discrimination or bullying Outcome 6: People with lived experience of inequality and exclusion will be more involved in informing and co-designing policy and practice that affects them Why we think this is important We believe that when we develop policy and services alongside people, we’re more likely to get it right. We recognise the importance of making sure these processes are representative of the communities we serve, and want to improve how we amplify lesser heard voices. Proposed actions Implement the new Consultation and Engagement Policy, which will seek to better engage equalities communities in local decision-making. Increase engagement from marginalised communities in local decision-making through a range of participatory approaches Improve transparency of monitoring and reporting of equality work across the Council Improve public reporting of Equality Impact Assessments carried out across Council services Page 29 of 134
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Equality Outcomes and Mainstreaming Report 2023-2025 10 4. Impact Assessment In 2024, a review was carried out of impact assessment in the development of policies and practices across the organisation, recognising the importance of continuing to embed Equality Impact Assessment processes across the organisation. As part of this review, a number of workshops were held with management teams across the organisation to refresh knowledge and understanding around equality impact assessment best practice. This exercise has increased awareness of the Council’s duties around impact assessment, and resulted in an improved number and quality of impact assessments carried out. Using the learning from this exercise, a programme of work is planned for 2025 which will include: An update and refresh of the Council’s templates and processes for impact assessment Integration of equality impact assessment within the Council’s new consultation and engagement policy A programme of training and development for staff An improved approach to the publication of impact assessments aligned to the implementation of the Council’s new website 5. Public Procurement Renfrewshire Council’s Standing Orders Relating to Contracts 2022 sets out specific requirements to support equalities and prevent discrimination. Tenderers must comply with all duties arising from the Equality Act 2010 and produce their equal opportunities policies before they may be shortlisted or recommended for an award of contract. The Council’s corporate procurement unit have integrated the statutory Fair Work Practices, including the Living Wage requirements, into contracts for all regulated procurements and actively require suppliers to provide evidence of Fair Work Practices and compliance with relevant employment, equality and health and safety law, human rights standards. Renfrewshire Council continues to maintain its commitment to maximising the use of community benefits as an integral part of the procurement process. Renfrewshire’s Community Benefit Forum manages the community benefits element of procurement. Benefit outcomes include employment and training opportunities, practical work Page 30 of 134
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Equality Outcomes and Mainstreaming Report 2023-2025 11 experience for young people, support for local SME’s and Social Enterprises and support for community groups across Renfrewshire. Over 50% of all Community Benefits offered by external providers provide employment and work placement opportunities for priority groups. Engage Renfrewshire supports the allocation of community engagement benefits to their network of social enterprises and community groups, collecting requests for support from their members and passing them on to the company awarded the contract, who choose which project they wish to support. 6. Fair Work First Renfrewshire Council recognises that work is an important part of adult life and is critical to our wellbeing and shaping how we live. Jointly agreed by Renfrewshire Council and all our recognised trade unions the Council is committed to driving high quality, fair work across the labour market in Scotland by applying fair work criteria to grants and other funding and contracts being awarded by and across the public sector. We believe Fair Work boosts creativity, realises untapped potential and increases productivity. The plan for Renfrewshire Council is to be the place to live, learn, work, invest and visit. The Council recognises that work is an important part of adult life and is critical to our wellbeing and shaping how we live. The Fair Work Convention’s Framework defines Fair Work as work that offers effective voice, fulfilment, opportunity, respect and security. We believe Fair Work can boost creativity, realise untapped potential and increase productivity. We are committed to Fair Work and are meeting the criteria by: Providing effective channels for effective employee engagement; Investing in workforce development; Not using zero-hours contracts; Taking positive action to tackle the gender pay gap and to create more diverse and inclusive workplaces; Committing to paying the Real Living Wage, including to apprentices; Offering flexible and family-friendly working practices for workers from day one of employment, where appropriate; and Ensuring that we do not use fire and rehire practices. Page 31 of 134
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Equality Outcomes and Mainstreaming Report 2023-2025 12 We are working towards advancing the Fair Work First criteria above. Our aim is to deliver good quality fair work through continuous improvement. This will give confidence to: The public Those receiving and providing funding through the public sector Those delivering public contracts 7. Data on children in Renfrewshire Summary of findings Ethnicity The data shows that ethnic diversity in Renfrewshire schools continues to increase overall. This pattern that has been followed for several years. The change over time shows our proportion of minority ethnic children in primary schools has increased from 7.9% in 2021 to 9.4% in 2022 and to 12.6% in 2024. In secondary schools, this figure has risen from 5.8% in 2021 to 6.9% in 2022 and 9.6% in 2024. In ASN schools the figures show an increase from 8.5% in 2021 to 9.6% in 2022 and 11% in 2024. Renfrewshire - Pupil Ethnicity September 2024 Total Percentage Total Pupils 24,261 100% White- Scottish 18,525 76.4% White - Other British 1,141 4.7% White - Other 1,176 4.8% Asian - Pakistani / British / Scottish 419 1.7% Asian - Indian / British / Scottish 356 1.5% Asian - Bangladeshi / British / Scottish 14 0.1% Asian - Chinese / British / Scottish 123 0.5% Asian - Other 135 0.6% Carribean / Black 55 0.2% African 944 3.9% Other - Arab 136 0.6% Other 134 0.6% Mixed / Multiple Ethnic Backgrounds 408 1.7% Not Specified 695 2.9% Figures are derived from the Scottish Government’s pupil census supplementary statistics publication. A link to these publications can be found below: Page 32 of 134
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Equality Outcomes and Mainstreaming Report 2023-2025 13 https://www.gov.scot/publications/pupil-census-supplementary-statistics/ Please note that minority ethnic includes all categories other than White-Scottish, White Other- British and White-Other. White-Other includes White-Gypsy/Traveller, White-Other, White-Polish and White-Irish. Pupils in Renfrewshire schools use an increasing variety of first languages. In 2024, 73 foreign languages were spoken across primary, secondary and ASN settings. The five main languages after English are: Polish, Urdu, Arabic, Punjabi, Ukrainian. Sex Renfrewshire Pupils 2024 Female 2024 Male 2024 Total Primary 6,399 6,592 12,991 Secondary 5,496 5,373 10,869 ASN 109 292 401 Total 12,004 12,257 24,261 Renfrewshire Pupils % Female % Male Primary 26.4% 27.2% Secondary 22.7% 22.1% ASN 0.4% 1.2% Total 49.5% 50.5% We also find that there are significant differences in terms of exclusion, as the table below shows. Please note the figures in this table are the number of exclusions and not the number of pupils the exclusions relate to. Some pupils have multiple exclusion incidents. Data is not available for 2024 as the Scottish Government have amended collection term from annually to once every two years. The next collection will be 2025. Number of Exclusion incidents Sector 2018 2019 2020 2021 2022 2023 F M F M F M F M F M F M ASN ≤ 5 7 ≤ 5 17 ≤ 5 13 ≤ 5 9 0 8 0 8 Primary 13 74 10 82 ≤ 5 35 ≤ 5 45 6 38 7 53 Secondary 155 399 101 300 152 294 270 496 122 388 170 468 Grand Total 169 480 114 399 158 342 275 550 128 434 177 529 Page 33 of 134
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Equality Outcomes and Mainstreaming Report 2023-2025 14 8. Occupational segregation data The following data was extracted in January 2025 and makes the comparison to previous data extracted in April 2023. Chief Officers: The Chief Officers consists of the Chief Executive, Directors and Heads of Service, Grades range from C01 to C24. The concentration of men and women are 12 women and 12 men. This remains consistent with the data produced in 2022. 15 Chief Officers have declared they do not have a disability, fewer than five declaring a disability and the remainder choosing not to disclose, again this figure remains unchanged from 2022 data. A small increase of 2 (8%) choosing not to disclose this information in comparison to 2022. 6 Chief Officers chose not to disclose if they were from a minority racial group and 18 identified as White Scottish or British. A decrease of 4 (16%) Chief Officers in those identified as White Scottish or British in comparison to 2022 with an increase of 25% in those choosing not to disclose their ethnicity. Local Government Employees (LGE) Our local government employees incorporate administration, professional, technical and clerical occupations and include roles across all service areas of the Council including Classroom Assistants within Childrens’ Services; Clerical Assistants within Finance & Resources and Roadworkers and Neighbourhood Services Operatives within Environment, Housing & Infrastructure. Grades within this group range from Grade 01 to Grade 16. The concentration of people are 4558 (71.7%) women (compared to 3741 (61%) in 2022) and 1800 (28.3%) men (compared to 1277 (21%) in 2022). 3124 (49.1%) LGE have declared they do not have a disability (compared to 3569 (58%) in 2022). 3027 (47.6%) chose not to disclose (compared to 2332 (38%) in 2022) and 207 (3.3%) have declared they have a disability (compared to 222 (4%) in 2022). 3063 (48.2%) LGE employees chose not to disclose if they were from a minority racial group (compared to 2407 (39.5%) in 2022) and 69 (1%) declared they are from a minority racial group (compared to 65 (1%) in 2022). 3153 (49.6%) identified as White Scottish, British or Page 34 of 134
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Equality Outcomes and Mainstreaming Report 2023-2025 15 Irish. (A decrease in those identified as White Scottish, British or Irish in comparison to 3651 (60%) in 2022). Teachers Employees within the teaching profession consist of roles including Educational Psychologists, Head Teachers, Depute Head Teachers, Principal Teachers, Trainee Teachers across all subject areas. Key grades range from TEACHMAIN19, TEACHER00 to TEACHER48, PSYCHPRIN3 to PSYCHPRIN8, and MUSIC1. The concentration of people are 1731 (81%) women (compared to 1422 (69%) in 2022) and 398 (19%) men (compared to 333 (16%) in 2022). 1170 (54.9%) teaching employees have declared they do not have a disability (compared to 1247 (60.2%) in 2022). 925 (43.5%) chose not to disclose (compared to 792 (38.2%) in 2022) and 34 (1.6%) have declared they have a disability (compared to 33 (1.6%) in 2022). 967 (45.4%) teaching employees chose not to disclose if they were from a minority racial group (compared to 844 (41%) in 2022) and 12 (0.5%) declared they are from a minority racial group (compared to 14 (0.68%) in 2022). 1141 (53.6%) identified as White Scottish, British or Irish (compared to 1214 (58.5%) in 2022). Craft Employees: As part of its People Strategy and Workforce Planning approaches, the Council harmonised the pay and conditions of service of approximately 230 Craft Workers (Trades) thus aligning this group of staff with 6,500 staff on Local Government Conditions of Service. Page 35 of 134
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Equality Outcomes and Mainstreaming Report 2023-2025 16 9. Gender Pay Gap The previous report in 2023 highlighted a reducing gender pay gap year on year. The Council’s gender pay gap journey detailed in the infographic below highlights a continued reduction of pay gap from 4.30% (£0.72 in favour in male) in 2019/20 to 0.44% (£0.09 in favour of male) in 2023/24. In addition to employee turnover (leavers and new starts including internal movement), the key reasons for this reduction, the lowest in the Council’s history, is the impact of the recent changes to the Council’s pay and grading model for c6500 local government employees and on-going service redesigns under the Council’s transformational plans. Each year our gender pay gap has been in favour of males, and measurement of the pay gap includes the Council’s three different conditions of service: Local Government Employees, Teachers, and Chief Officers. The Council is currently ranked 10 from 32 Local authorities in Scotland as measured by the Local Government Benchmarking Framework (LGBF) for 2023/24, a reduction from 13 from 32 reported previously. The Scottish average for the same period is 2%. 2023/24 is the most current gender pay position, with the Council due to measure the pay gap again at the end of March 2025. Significant work has been undertaken by Council officers over the years to reduce the pay gap in line with our agreed actions, as reported previously to board. This will ensure we continue to take all reasonable steps possible to ‘advance equality of opportunity’ to reduce the pay gap further as required by the PSED. Some of the key activities to reduce the gender pay gap since our last report in May 2023 are detailed below. These activities will also continue in the year 2025/26 and beyond. Pay and Grading Structure To ensure the Council attracts and retains key talent, and remains competitive in the labour market, the Council reviewed it’s Pay & Grading Model for approximately 6,500 staff. Page 36 of 134
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Equality Outcomes and Mainstreaming Report 2023-2025 17 Our redesigned and implemented new model consolidated the Scottish Local Government Living Wage into the Council’s pay structure for local government employees as the minimum hourly rate of pay. Also, this ensured the Scottish Living Wage rate is the minimum hourly rate of pay for all apprentices. It restored the pay differentials between grades within the pay structure that had been eroded by recent increases in the level of the Living Wage. It removed all overlaps from the pay scales of adjacent grades in the structure, in accordance with best practice. It reduced the overall length of each pay scale, within the SJC spinal column points, to a maximum of five incremental steps by year 2025. Since implementation, the Council’s Gender Pay Gap reduced to 0.4% in favour of male. As part of its People Strategy and Workforce Planning approaches, the Council harmonised the pay and conditions of service of approximately 230 Craft Workers (Trades) thus aligning this group of staff with 6,500 staff on Local Government Conditions of Service. Harmonisation eradicated previous legacy arrangements for pay and grading and terms and conditions of employment for Craft employees which had been in place since 2006, and now enables this group of staff being able to take advantage of incremental pay progression and the same annual leave provisions alongside thousands of other local government employees. Additionally, harmonisation mitigates the likelihood of any employee relations issues that may be caused by applying differences in pay and conditions of service whilst working alongside each other. This also reduced the number of collective bargaining groups that the Council has to consult and negotiate on, from 4 to 3 groups. Equal Pay We are required, under the general public sector equality duty under the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012, to publish a statement on equal pay every 4 years. This statement can be found at Appendix 4. Modernised People & OD Policies We continue to work closely with our trade union colleagues and elected members to embed our values through new and revised People & OD policies and suite of learning resources, helping to create a healthy and inclusive working environment. We implemented several new and revised People & OD policies to support wellbeing, including Carers Leave, Discipline, Flexible Working, Flexible Retirement and People, Performance and Wellbeing. Supporting and retaining people with caring responsibilities is one of our key workforce planning objectives. Page 37 of 134
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Equality Outcomes and Mainstreaming Report 2023-2025 18 Our Values Our planned programme of training continues to be rolled out on Living Our Values and we celebrated World Values Day in October 2024, publishing an article on 28 individual and 3 team nominations from across the Council for being fair, helpful, collaborative and value learning. We are supporting our managers and leaders as visible role models, providing training on role modelling our values and bringing these to life, to improve engagement and communication with their teams. Training continues to be delivered for everyone on living and promoting our values, with approximately 6,000 employees completing this module(s) to date (71% of the Council’s workforce). This will help ensure colleagues are productive, feel valued and supported through regular team meetings and 1-2-1 performance discussions. We continue to work closely with our trade union colleagues to embed our values through new and revised People & OD policies and suite of learning resources, helping to create a healthy and inclusive working environment. Modern Apprenticeships To strengthen career pathways opportunities, we currently have 74 Modern Apprentices, with 50 (67.5%) undergoing placements with the Council and 24 (32.5%) with local businesses – the gender split across these is 53 males (71.6%) and 21 females (28.4%). We continue to ensure that our recruitment campaigns highlight our strong desire to attract applications from those priority groups which are under-represented across our programme. This includes females into gender dominated apprenticeship roles – a key action in reducing our gender pay gap, as well those who are care experienced and those from black and minority ethnic communities. Page 38 of 134
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Equality Outcomes and Mainstreaming Report 2023-2025 19 If you wish to have any of this information reproduced in another format or language, please contact: Email: communityplanning@renfrewshire.gov.uk Telephone: 0300 300 0330 Address: Second Floor, Renfrewshire House, Cotton Street, Paisley, PA1 1AD Polish/Polski: Jeśli chciał(a)byś, aby informacja ta lub jej fragmenty zostaly Tobie udostępnione w innym formacie lub języku, prosimy o skontaktowanie sie z nami na powyższy adres, numer telefonu lub e-mail Chinese Cantonese: 如果您希望將此資訊的某些部分以另一種格式或語言複製，請使用以上的聯繫 資訊。 Portuguese: Se desejar receber partes da presente informação reproduzidas noutro formato ou idioma, utilize os detalhes de contacto supramencionados Latvian: Ja Jűs vçlaties saňemt đîs informâcijas daďas, reproducçtas citâ formâtâ vai valodâ, Lűdzu, lietojiet augstâk minçto kontaktinformâciju Lithuanian: Jei jűs norëtumëte, jog đi informacija bűtř pateikta kitu format ar kita kalba, prađome susisiekti virđuje pateiktais kontaktais Russian: Если Вы хотите получить какую-либо из этой информации в другом формате или на другом языке, пожалуйста, воспользуйтесь вышеуказанными контактными данными Czech: Pokud chcete některé z informací reprodukovat v jiném format nebo jazyce, obraťte se na nás na níže uvedeném kontaktu Arabic: بتنسيق ﻼمعلومات هذه من جزء على ﻼحصول في ترغب كنت إذا أعلاه ﻼمذكورة ﻻاتصﻻ بيانات استخدام يرجى ، أخرى لغة أو آخر Page 39 of 134
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20 Chief Executive’s Service Renfrewshire Council Renfrewshire House Cotton Street Paisley PA1 1BR Page 40 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Equalities Mainstreaming Progress Report 2023-2025 Page 41 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Introduction • The report provides an update on progress towards mainstreaming equalities and achieving our equality outcomes. It is intended to meet our duties to report this progress publicly and in an accessible manner. The report provides information on how we are meeting these equality outcomes, along with information on what activities have been delivered in the reporting period from 2023-2025. This report covers Renfrewshire’s Councils duty both corporately, and as an education authority. • In our last report in 2023, we reported in the context of globally significant economic and political challenges which have impacted every organisation, business, household and person in Renfrewshire. This has continued through this period, and our communities have experienced a deepening cost of living crisis, and humanitarian emergencies with people displaced by war and other global emergencies. This report highlights the progress we’ve made with our continued focus on tackling inequality, but we recognise that despite this, inequalities for local people are persisting and for too many people, worsening. • Renfrewshire Council is committed to embedding equality into all our functions. We know how challenging this can be, so are systematically assessing our progress through our Council Plan. You can find our Council Plan at Renfrewshire Council Plan 2022-2027 -Renfrewshire Website. Page 42 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level The Law & our duties Equality law (The Equality Act) protects people from unfair treatment and asks public bodies like the Council to show how they make a positive difference to different groups of people. The Equality Act 2010 brings together more than forty years of equality legislation and aims to make Britain a more equal society. It protects many people from unlawful discrimination. It covers nine “protected characteristics”–we commonly refer to people covered by the protected characteristics as “equality groups”. The Equality Act 2010 requires that all public bodies take account of the need to: Eliminate discrimination, harassment and victimisation Advance equality Foster good relations between different groups Age Disability Gender reassignment Marriage and civil partnership Pregnancy and maternity Race Religion and belief Sex Sexual orientation Page 43 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Our strategic outcomes and priorities • In 2024, we refreshed our Council Plan –the key strategic plan for Renfrewshire Council. • There are five strategic outcomes for the Council Plan—place, economy, fair, green and living our values. Improving outcomes for children and families is a key theme which runs through all five of our strategic outcomes and underpins all that we wish to achieve. This Mainstreaming Progress Report is aligned to these strategic outcomes and shows the progress we have made embedding equalities in the delivery of the Council’s priorities. Page 44 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Place: Working together to enhance wellbeing across communities • Renfrewshire’s Local Housing Strategy 2023-2028 reflects the Council’s response to a number of housing- related equalities issues, including homelessness prevention and housing support for those in need, and supporting independent living and meeting different housing needs. • Renfrewshire’s Local Partnerships bring together local elected members, community representatives and organisations to have their say on local issues and make a difference to their local area. As part of our new ‘Local Plan, Local Priorities and Local Voices programme’ in 2024, we have updated our community representatives and the Local Partnerships have identified a range of local priorities, a number of which reflect the equalities priorities of local communities. • As part of our Housing Led Regeneration and Renewal Programme, Neighbourhood Renewal Plans are being developed involving Council services and community representatives in each of the eight Regeneration Areas in parallel with the physical regeneration plans. These will be tailored to the needs and circumstances of each area, going beyond housing and the immediate external environment and taking account of broader issues such as links to health and wellbeing, access to outdoor space and sustainable travel and employment or training opportunities to maximise the benefits achievable for local residents. Page 45 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Place: Working together to enhance wellbeing across communities • We are developing a new transport strategy called Travel Renfrewshire 2035, supported by revised Active Travel and Public Transport Strategies and aligned to the regional and national travel strategies. • A draft strategy is being produced, informed by a far-reaching data gathering engagement exercise. This included online surveys, stakeholder workshops and pop-up engagement sessions at supermarkets and direct in person workshops with community organisations. • We specifically engaged with group representing people with disabilities and those who are particularly affected by the cost of living crisis. The draft strategy will be issued for further consultation in 2025. Page 46 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Place: Working together to enhance wellbeing across communities • Renfrewshire’s new Events Strategy 2025-2028 has been informed by a robust consultation process with our communities, and one of the three strategic priorities is ‘Events that are informed and open to everyone’, focussed on creative accessible, inclusive and collaborative events. Our findings will continue to inform and improve our practise of developing events with and for Renfrewshire’s communities in the years to come. • Renfrewshire’s approach to accessibility and inclusion has been recognised and applauded by our national funding body EventScotland (ES) in several ways, through the award of funding from the National Fund and Scotland’s themed years fund for a number of our events including Paisley Halloween and the Food & Drink Festival; our team have written and had blogs on this subject published on ES online channels and given presentations at industry events; we have received and been shortlisted for regional and national Thistle Awards a number of times; and our fund managers have requested our accessibility guides to use as examples of best practise in a national events context: “Paisley Halloween really demonstrates best practice in this area (accessibility & inclusion)”(Jennifer Stevenson, Fund Manager, EventScotland). Page 47 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Place: Working together to enhance wellbeing across communities • Approximately 86% of those young people eligible in Renfrewshire have a Junior or a Young Scot National Entitlement card and free bus travel as part of the U22s Free Bus Travel Scheme saving families money on transport costs. This is an increase from 79% last year. • Barriers to accessing the card have been removed by setting up easy application processes with trusted verifier organisations who support young people who are more likely to experience poverty including social work, Home Link, young homeless charities, supported residential units, those in employability programmes, and young migrants and refugees. We have removed the need for them to collect documentation and pay for a passport photo in order to apply for their card. • In general, where possible, we have removed the cost burden of applying for proof anyone in school Instead of families having to pay for required proofs to apply, (e.g. full birth certificate extracts), we will use their school record instead to verify their details, simplifying and poverty proofing the process. Extra support has been put in place to help boost uptake of the Junior NEC, offering parents a manual form to complete within primary schools. Targeted promotion is planned in areas with significant child poverty alongside parents of pupils in ASN schools who may need support to access a Disabled NEC. Page 48 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level The Local Housing Strategy identifies a number of housing related equalities actions, with some highlights within 2023/24 as follows: • During 2023/24 the Council completed 280 adaptations in its own housing stock, at a cost of just over £700,000. In 2023/24, Care and Repair Renfrewshire: completed 133 adaptations in privately owned homes, completed 1,620 repair jobs through their Small Repairs Service for older and disabled people and dealt with 154 advice cases • The following housing meeting the needs of older people and those with mobility difficulties were delivered in reporting year 2023/24: 20 amenity standard flats and 5 full wheelchair accessible standard flats at Abbey Quarter in Paisley. 40 wheelchair accessible homes at Ferguslie Park in Paisley including 20 bungalows, 2 houses and 18 cottage flats. • Housing Services continue to support over 200 Ukrainian Displaced Persons households who have resettled in Renfrewshire since 2022 and those from Afghanistan and Syria who have arrived via other refugee resettlement programmes. The Resettlement Team assist refugees to find temporary and settled accommodation that meets their needs, as well as deliver and commission integration events. There also continues to be increased demand for services from Asylum Seekers staying in hotel accommodation who have received a positive asylum decision and who are then entitled to present at local housing services seeking support and possible accommodation. Place: Working together to enhance wellbeing across communities Page 49 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Economy: building an inclusive, green and resilient economy • Employability is a key focus for the Council. Our employability services worked with over 1500 people in 2023/24, supporting more than 600 to gain new qualifications and supporting more than 500 into paid employment. The Council also created a number of apprenticeships and trainee posts to provide employment opportunities directly. • Renfrewshire Local Employability Partnership is committed to reducing those inequalities that exist in relation to employment between different geographic areas and for different groups who face significant barriers to work. Success as a Partnership goes beyond reducing unemployment at a Renfrewshire level to reducing the gaps that exist for these areas and groups. • Over this reporting period supporting families to make the most of their money has been paramount. The Cost of Living Crisis has hit everyone’s pockets, but it is for households who had low incomes before the crisis began that that it has hit hardest. Renfrewshire Council has targeted resources to support local households, working to ensure their income is maximised and outgoings are minimised. Full details of the Council’s analysis of the impact of the Cost of Living Crisis, and our response are overseen by the Fairer Renfrewshire Sub-Committee. Page 50 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Economy: building an inclusive, green and resilient economy • The Local Employability Partnership Health Conditions and Recovery Group, chaired by the HSCP, focuses on those in recovery from health conditions and brings together and supports services while identifying gaps to people accessing support to work or in-work support. With adults with a disability within a household being an indicator of child poverty, this group also looks at support for those with a disability and those in recovery from addictions and mental health. Current actions to improve economic participation include: •New post of capabilities co-ordinator to focus on health and disability issues across employability •2 new UK Shared Prosperity Fund funded employability roles to work specifically with those economically inactive due to health •New Supported Employment Initiative offering up to £11k subsidy to develop job roles for people with complex disabilities •New condition management programme with multiple services to support people to improve / manage health conditions and get back to work •Year 9 of the very successful Project Search programme at Renfrewshire Council supporting young people with learning Disabilities / Autism •Focussed support to disabled parents or parents with a disabled child to move back into work. Page 51 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Economy: building an inclusive, green and resilient economy • The percentage of leavers entering a positive destination has increased to 97.1%. This is an increase over 5 years and Renfrewshire is ahead of both the virtual comparator and national figures. Renfrewshire now has the 5th highest leaver destination figure in Scotland. • There has been a significant increase in the proportion of S4 leavers going into positive destinations. In 2023/24, this was 98.49%, up from 91.79% in 2022/23 and 91.88% in 2021/22. Nationally the figure is 91.9%. • We have a focus on supporting our young people with their next steps into employment and deliver work placement programmes in schools. Employers continue to offer a range of opportunities such as site visits, training and long-term work placements for young people in the senior phase. 'My Futures Pathways' provision now includes an additional class group supporting Flexible Learning Resource pupils. A Principal Teacher has been appointed to support partnership working with West College Scotland and to enhance future pathways provision with a particular focus on our care experienced young people. Page 52 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Fair: nurturing bright, happy and healthy futures for all • Renfrewshire’s Children’s Services Partnership produced its Children’s Services Plan for 2023-2026, which sets out partnership priorities and approach to the services provided to support Renfrewshire’s children, young people and families. The Plan and the work of the Partnership reflects equalities considerations for Renfrewshire’s children and young people. • In 2024, the Council published its British Sign Language Plan (BSL) 2024-2027 which focusses on a range of actions to ensure that Renfrewshire Council can better meet the needs of BSL users. • Renfrewshire’s Community Learning and Development Plan 2024-2027has inclusion and equality at its heart and has a priority area focussed on tackling inequalities informed by evidence and engagement around the experience of equalities communities. • The annual Education Standards & Quality Report 2024 provides a detailed assessment of progress against Renfrewshire’s Education Improvement Plan, this includes a wide range of good practice examples focussed on equality and equality in education in Renfrewshire. Page 53 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Fair: nurturing bright, happy and healthy futures for all • Renfrewshire Council’s work on digital inclusion is sector-leading. As part of the DigiRen network, we have created Digizones where people can access devices, connectivity and skills training. This helps to ensure everyone can access the opportunities available online regardless of their circumstances or experience with using digital. We have rolled out full fibre broadband which now covers almost all of Renfrewshire. Our RenSafeOnline programme works with local public and third sector organisations to promote online safety. • The Council’s new Digital Strategy 2025-2030 was published in April 2025, and digital inclusion features as one of six strategic themes to this strategy, recognising the power of digital inclusion in tackling wider inequalities. • Renfrewshire has been recognised as an exemplar and case study in Audit Scotland’s “Tackling Digital Exclusion” report for enabling digital inclusion, delivered through multi-sector collaboration using person-centred and place-based approaches. • Work is being progressed with a local charity (Pachedu) that works with diverse minority ethnic groups across a broad range of protected characteristics. This work will enable digital inclusion, through the creation of a community-led secure device recycling project, which, once developed will provide an opportunity for local communities and businesses to donate their unwanted digital devices. These will then be given a new lease of life to help people and organisations impacted by digital exclusion. Page 54 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Fair: nurturing bright, happy and healthy futures for all Our Equally SafeStrategy has been refreshed and is expected to be implemented across our services by June 2025, underpinning our commitment to eradicating violence against women and girls and providing safety for all. In November 2024 services and community groups across the multi-agency partnership participated in the annual 16 Days of Activism Against Gender-Based Violence, including our annual ‘Reclaim the Night’ march. The Mentors Against Violence Prevention Programme (MVP) has been successful rolled out in Renfrewshire Schools. MVP is a peer education approach to GBV and bullying prevention and is designed to give students the skills to speak out against issues which affect relationships within our schools and communities by adopting a ‘bystander’ approach. Page 55 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level • Our Winter Connections programme has now completed its third year. • The 2024/25 programme distributed £75,000 in small grants to local organisations to support them to provide activities in warm and welcoming spaces across Renfrewshire. The programme helps people feel less isolated, learn new skills, take part in creative activities and have fun. • The evaluation from the 24/25 programme has been positive, showing organisations involved in providing activities to have diverse users –including those with a learning disability, older men and women and women affected by domestic violence. Over 2,500 people benefited from the programme over the winter months, with 43 local organisations hosting Winter Connections activities across the area. • The evaluation of the programme produced each year provides analysis of key equality groups reached through Winter Connections activities. • The projects report that Winter Connections funding allows them to offer communities the opportunity to meet up regularly in familiar, safe, spaces, where they feel welcomed, valued, and connected. Fair: nurturing bright, happy and healthy futures for all Page 56 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Fair: nurturing bright, happy and healthy futures for all Deliver mental health and wellbeing support, including Ren10 mental health and wellbeing network to support children, young people and their families. Ren10 has helped connect teams and services across education, social work, health and the Third Sector ensuring that the journey and outcomes of those using Ren10 can be better understood. It continues to offer a range of mental health and wellbeing early intervention and approaches to children and young people including Let’s Introduce Anxiety Management (LIAM), Empowering Parents, Empowering Communities (EPEC), Togetherall, and Non Violence Resistance (NVR) training. In terms of impact, Ren10 approaches and interventions are supporting children and young people’s mental health and wellbeing. We are seeing improvements in health and wellbeing measures following the Health & Wellbeing Census and this is due to the range of support available through Ren10. Between July 2023 and March 2024, over 200 children and young people accessed Ren10 for support in relation to mental health and wellbeing. Page 57 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Fair: nurturing bright, happy and healthy futures for all Anti-racist education pilot • Education Scotland supported the authority with a national input including a presentation to all Head Teachers to raise awareness of the importance of building racial literacy across the curriculum. A cross-sector working group has been established. This was evaluated as very good and as a result two primary and a secondary school have agreed to pilot anti-racist clubs involving children and young people within their own establishments next session. • An accessible portal has also been set up with resources and materials to support schools. All members of this group have attended a number of professional learning opportunities in anti-racism, and this has developed a deeper understanding across schools of the complexity of delivering an anti-racist curriculum. A programme of training to support leaders at all levels in ensuring a whole school approach to anti-racism, has now been developed in partnership with the West of Scotland Development Education Centre (WOSDEC). Page 58 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Fair: nurturing bright, happy and healthy futures for all • The Healthier Wealthier Children (HWC) pathway allows referrals from maternity and early years staff to target pregnant women and families with young children experiencing, or at risk of, child poverty as costs increase and employment patterns change around the birth of a child. The service, provided by Advice Works, provides income maximisation advice and support for families. Support provided includes benefit checks, support applying for benefits, help to reduce and manage debts, access to emergency funds and grants, support with budgeting and assistance dealing with food and fuel poverty. • During 2023/24 there were 302 referrals received for HWC, with 58% of those referred engaging with the service and being supported with 437 matters. This resulted in direct financial client gains of £323,255.31 for families. The majority of those who were supported by the service are in at least one of the child poverty priority groups: lone parents (32%), families with a child under one (29%), families that include a disabled adult or child (11%), ethnic minority families (10%), mother under 25 years (9%) and families with 3 or more children (5%). Page 59 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Fair: nurturing bright, happy and healthy futures for all • Our Improving the Cancer Journey and Long-term Conditions services help people to get the support they need –whether that’s physical, emotional, practical, medical, or financial. The services are a partnership between Macmillan Cancer Support, Renfrewshire Council, and NHS Greater Glasgow and Clyde. The Improving the Cancer Journey service has continued to offer holistic advice for those with a cancer diagnosis. • With money worries highlighted as the main issue for service users, in the last year, £1,002,752 has been gained for 681 clients. In addition, a service for those with Long-term Conditions commenced last year, with 317 service users gaining £198,469. Page 60 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Fair: nurturing bright, happy and healthy futures for all • All local authorities in Scotland were subject to an inspection by His Majesty’s Inspectors of Education to review how local authorities in Scotland support school improvement. A national report was published in March 2025 which highlighted Renfrewshire Council’s best practice a number of times. • The Council’s approach to working alongside parents and carers of children with additional support needs was highlighted as best practice nationally, with the following findings: “As part of the local authority’s target to build on inclusive approaches, parents of children with additional support needs (ASN) are invited to volunteer as Parent Ambassadors. Renfrewshire’s Parent Ambassadors play a significant role in advising education officers during the creation or review of local authority policy and practices in relation to inclusion and ASN. They meet four times per year to discuss emerging issues and to consider local authority initiatives. An example of this consultation and collaboration is the development of the local authority’s policy for transitions. Parent Ambassadors feel that they have a genuine voice in representing the families of children with ASN, and in informing the bespoke arrangements and approaches that are frequently required.” Page 61 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level • The work of the Unaccompanied Asylum-Seeking Children (UASC) Team was highlighted as best practice as part of the Joint Inspection of Children at Risk of Harm in the Renfrewshire Partnership Area in 2024: • The team, which was established in 2017, was reported to have significantly increased the safety and wellbeing of young people at risk of exploitation. The team’s responsive approach fostered trusting and sustained relationships, ensuring all UASC held Looked After Child status, a strategic decision in Renfrewshire to offer substantial opportunities to these young people. • It was reported that the UASC Team adopted a rights-based approach, prioritising the young person’s views from the outset. They remained vigilant about the risk of re-trafficking and were proud that no re-trafficking incidents had occurred, attributing this success to their focused commitment and responsive support. Fair: nurturing bright, happy and healthy futures for all Page 62 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Fair: nurturing bright, happy and healthy futures for all • DFN Project SEARCH Renfrewshire offers 12 places each year to young people who have a learning disability, autism spectrum condition or both with work experience, as well as academic and employability support, as they are supported into the world of work. • Interns split their time between a classroom-based environment and on work placement within Renfrewshire Council and with local businesses, with work rotations including catering, cleaning, clerical and administration, customer services, leisure services and waste recycling, and new opportunities for work experience placements are welcomed by the team. • Last year, all seven interns who completed the course secured jobs after leaving and, in addition to the academic qualification, left with certificates in Food Hygiene, First Aid, Manual Handling, Health and Safety at Work and Customer Care. • Since 2015, 55 graduates (60%) have progressed to a positive job outcome which counters the trend in Scotland where employment rates for people with learning disabilities is estimated at 4-8% and 29% for autistic people. • This year marks the tenth cohort of the programme running in Renfrewshire and this milestone will be marked by a celebration event, as well as a series of promotional activity to chart the ten years of progress and success of the graduates who are now established in the world of work. Page 63 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Fair: nurturing bright, happy and healthy futures for all • At the request of the Integration Joint Board, Renfrewshire Council developed a new policy on charging for non-residential social care. The charges mainly impact those aged 65 and over, those with a learning disability, and those with a physical disability or long-term health condition. • A survey was developed to allow service users to share their opinions on the planned change and although this was available online, it was also made directly available in places where service users would be –either in the centres they attend or directly mailed to their home. • The results of the survey informed an Equality Impact Assessment which recognised that the change in policy would address an inequality but also that increased charges could have adverse impacts on particular groups. This was clearly highlighted to elected members and it has been agreed that there will be close monitoring of service use patterns. Page 64 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Living our Values: making a difference together • We demonstrate care for our people, resulting in an improved employee experience, an overall healthier, more engaged and more productive workforce. Implementing these Plans helps us to ensure that both health and wellbeing and Equality, Diversity and Inclusion are central to everything we do, are supported at all levels across the Council, and are part of our everyday culture and values. • Our People Strategy called ‘Our People, Our Future 2021-2026’ is a 5-year framework, which replaced the Council’s Organisational Development Strategy 2016-2019 and Council Workforce Plan 2017-2020, integrating our people vision and workforce planning activity into a single people strategy called ‘Our People Our Future’. Page 65 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Living our Values: making a difference together • We have a strong focus on supporting employee wellbeing, with a suite of updated policies and supports in place to help our employees to balance work and life and know where to get help when they need it. • Recently, we have offered RenTalksessions on men’s health and wellbeing and on menopause support. • We have a range of colleagues across services who are Mental Health First Aiders, trained to support their colleagues who may be struggling and need someone to listen with care and in confidence. • Ongoing training is provided to our Mental Health First Aiders, including on specific conditions before the end of the year. • Officers are also working with the RCA Trust to provide specialist training and support on gambling addiction. • The Council’s recent Best Value thematic focus on workforce innovation highlighted a number of areas of good practice, including our approach to supporting health and wellbeing. Page 66 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Living our Values: making a difference together • The Equality, Diversity and Inclusion Plan , approved in 2024, was driven by feedback received following a council wide survey and supports our five-year inclusion plan and sets out our goal to create an environment where everyone can feel valued and can thrive, regardless of their personal characteristics or circumstances. • Building on the response to the challenges COVID19 presented, we recognised that being an inclusive employer means to continually assess what more we can do to ensure the safety, wellbeing and happiness of our people. The Plan provides an overview of current good practice and also sets out a framework for areas for development. The key focus of the plan is to deliver on 3 outcomes which are: • 1. Immediate Priorities –the brilliant basics of inclusion. This has 3 aims which are: Refreshed approach to learning; Focus on LGBTQ+ Inclusion; and Becoming anti-racist • 2. Next steps of inclusion –enhancing the colleague experience. This has 3 aims which are: Events that add value; Authentic and accessible. Communications; and Data that makes a difference; and • 3: Sector Leading Inclusion –Become the Best Place For People To Work. This has 2 aims which are: Adopting an inclusive approach to recruitment and progression; and Continuous policy development. Page 67 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level KeyareasofprogressinthefirstyearoftheEquality,DiversityandInclusionPlanare: All People & OD policies are equality impact assessed prior toapproval and we embed our values and ensure inclusive language and content isusedwhenreviewingandimplementingourPeople&ODPoliciesandsupportingguidance. The Council participated in a Scottish Government feasibility study to establish a model for recruiting to healthcare roles that are increasingly difficult to fill from the UK Labour Market using international recruitment processes. We achieved success with being the first participating organisation to bring 4 overseas workers in, direct from South Africa to fill permanent roles within Care at Home, which were beingdeliveredbyagencyworkers orcoveredbyovertime costs,aspartofthis pilotprogramme. Equality, Diversity and Inclusion Awareness is now one of the Council’s mandatory training modules and all employees are being supported and encouraged to complete the training, whether that be online or via face to face/toolbox talks. 62% of our workforce have completed their trainingtodate. TheCouncilandtradeunions haveagreedtore-establishEmployeeEqualityForums,focusingonRace andDisability.Thiswillensurepeople from minority backgrounds/underrepresented groups have their voices heard, feel represented and included and any barriers in the employeejourneyareremoved. We communicated with the workforce throughout November 2024 to encourage employees to update their personal equality monitoring information currently held by the Council. This will enable the Council under its statutory duty to ensure the most up to date information is heldandpolicies/strategies, etcaremeetingtheneedsofour people. We are currently reviewingoursuccessful Leadto Succeed managementdevelopment programme. Anew module on Equality, Diversityand Inclusionwillbeembeddedwithin this,ensuringourmanagersareclearontheir responsibilities andareED&Irole modelsfortheCouncil. Page 68 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Living our Values: making a difference together • In December 2024, the council launched an innovative new approach to self-assessment focused on organisational culture, known as Renfrewshire’s Cultural Assurance Model (CAM). The CAM is a first of its kind within the Scottish public sector and was developed in partnership with the Improvement Service and based on the Public Service Improvement Framework which has been used in the Council for over 15 years. • Within the statement set used for the CAM, there were a number of statements relating to equalities, diversity and inclusion: • 82% agreed leaders promote and demonstrate equal opportunities and diversity within the Council/service • 86% agreedthe Council has a range of policies to support equality, diversity and inclusion • 93% agreed people show respect and care for each other and the citizens and stakeholders they work with • 95% agreed our employees reflect the values of the Council when engaging with communities, citizens stakeholders and each other Page 69 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Living our Values: making a difference together • We implemented several new and revised People & OD policies to support wellbeing, including Carers Leave, Discipline and People, Performance and Wellbeing. Supporting and retaining people with caring responsibilitiesis oneofour key workforceplanningobjectives. Wewereawardedthehighest accreditationby Carer Positive as an ‘exemplary employer’ recognising enhanced paid leave provisions and offering bespoke support provision, using the ‘Carer Passport’ tool and the Carers Connected Forum, where working carers cometogethertosupporteachother,shareexperiencesandsupporttheCouncil’sWellbeingAgenda. • WewontheBestEmployerforCarerIdentificationcategoryattheCarerPositive10th AnniversaryAwards,on13 November2024. Page 70 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Living our Values: making a difference together • We continue to promote and support informal and formal flexible working to ensure staff and their families are able to balance their work and personal commitments, including caring responsibilities. • To support new ways of working, the Council has successfully evolved its hybrid working model, having enabled a transitional return to work in office-based locations following the pandemic. The Council’s Hybrid Working Model is an informal flexible working arrangement within our revised Flexible Working Policy which supports staff to change their contracted hours or days from Day 1 of employment, ensuring inclusiveness is at the heart of our decision-making. This supports our family friendly, and inclusive working environment, helping to recruit and retain key talent across the organisation. The evolvement of hybrid working practices has created more flexibility for staff to work when and where they choose to, realising benefits such as reduced parking, travel time and commuting costs. • Our new Health, Safety and Wellbeing Plan was approved by Members in February 2024. This Plan outlines the Council’s Health and Wellbeing vision by providing a ‘safe, healthy, and inclusive workplace’ that recognises people are individuals with different life experiences and needs that may impact on our physical, mental, social and financial wellbeing. Page 71 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Living our Values: making a difference together • We remain a Disability Confident employer, undertaking regular reviews of our practices in relation to demonstrating robust recruitment, selection, and retention of employees with disabilities. We work in partnership with Access To Work who help provide solutions and advice on supporting employees with disabilitiestoenterandremainatwork. • From a recent Employee Engagement survey sent to all Council employees, with approximately 22.9% return rate,13%ofrespondentsdeclaredtheyhadadisability. • The Council’s employability team ‘Invest in Renfrewshire’ provide lots of different support to help young people prepare for work, learn new skills and get a job. The Council has tailored programmes to support everyone, including people who are care experienced, people with a disability or health condition, school leavers,workingparentsandpeoplewithcriminalconvictions. Page 72 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Living our Values: making a difference together • Mental Health First Aid training continues to be rolled out across the Council, with approximately 91key trained staff able to support colleagues. The Council partners with West College Scotland to provide accredited Mental Health First Aider training, to empower our workforce to support each other with mental health related issues. This is part of a wider approach to support all our employees’ Health and Wellbeing, a key People Strategy priority, and support disabled employees across the Council, with a focus on mental health. The Council is committed to increasing its network of Mental Health First Aiders during 2025, having set a goal to have at least 1 fully trained Mental Health First Aider in every Renfrewshire Council premise. Page 73 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Living our Values: making a difference together • Ourcurrentleadershipdevelopmentpathway“LeadtoSucceed”offers3levelsofmanagementqualificationto support our current, aspiring and senior managers to develop leadership and business skills at every stage in their career. Our entry level ‘Inspire’ pathway targets our predominantly female workforce providing opportunity to progress along career pathways into first line management roles and continue their learning journey by completing each of the 3 levels. Each level covers the essential skills to support staff become managers or to enhance the skills of existing managers, with the option to achieve and accredited CMI qualificationateachstage. • Anaccessibleandinclusiveblendedmodelofdeliveryisavailableinavarietyofinteractiveformats,andallows participants to gain accredited qualifications, if desired, at a convenient time that fits their needs and life commitments. • 60% of those aspiring to take up their first supervisory or management position were female. During this period55employees,33(60%)femaleand22(40%)malehaveparticipatedinLevels2,3and5. Page 74 of 134
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Title can go here • Click to edit Master text styles • Second level • Third level • Fourth level • Fifth level Living our Values: making a difference together • The Council co-developed and launched in October 2023 a new Leadership Development Programme, consisting of 7 key modules in collaboration with Solace and their partners. The programme was evaluated and then 2 further cohorts were rolled out to the next level of senior managers. 20 male (36%) and 36 (64%) female managers participated in these cohorts. • The aims of the programme included developing key competencies, consistency of leadership behaviours, relationship building, increasing capacity and resilience. Following this, participants from all cohorts can consider embarking on a voluntary learning journey, where both individual and team coaching sessions can be tailored to suit their specified needs and continue the learning gained from the programme. • We will establish clear outcomes to measure the success of the Leadership Development Programme and identify a framework of further learning resources to enable senior officers to understand areas for development that will lead to demonstrating levels of skills and knowledge against the framework. Page 75 of 134
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Employee information For all council employees - 2024 Page 76 of 134
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Contents What we know about our staff ................................................................................................................. 3 Collecting employee equality monitoring information ...................................................................... 4 Data tables .................................................................................................................................................. 5 Renfrewshire Council Staff Head Count – December 2024 ........................................................... 6 Renfrewshire Council – Children’s Services – Staff Establishment 2024 .................................. 11 Renfrewshire Council – Application and recruitment data 01.01.2023-31.12.2024 ................ 16 Recruitment .......................................................................................................................................... 16 Children’s Services – Application and recruitment data 01.01.2023 – 31.12.2024 .................. 24 Renfrewshire Council – Training and Development Data ........................................................... 30 Development ........................................................................................................................................ 30 Children’s Services – Training and Development Data ................................................................ 35 Renfrewshire Council – Leavers Data .............................................................................................. 40 Retention ............................................................................................................................................... 40 Children’s Services – Leavers Data ................................................................................................... 45 Page 77 of 134
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What we know about our staff Where we compared Renfrewshire Council data to the Renfrewshire area population data contained within Scotland’s Census in 2022, we found in some category groups our staff are broadly representative of the community that we serve. There are some areas where differences exist in terms of representation. The large numbers of employees choosing not to disclose equalities information means that it is difficult to draw sound conclusions about the representation of many protected characteristics across our workforce. We are overrepresented in the age groups from 31 years old to 60 years old, with our largest age group proportion falling within the 51- to 60-year-old age profile (28% of our workforce). In Children’s Services the spread is relatively even within the 31- to 60-year-old groups. Renfrewshire Council employee groups are over- represented in the following age bands: 31-40 age banding accounts for 24.3% of our workforce but only 16% of our overall community; 41-50 age bands account for 23.7% of our work force compared to 14.6% of our community and 51-60 age bands accounts for 27.7% of our workforce but only 18.3% of our community. There has been a small decrease of 1.6% of staff aligned to the 51-60 age bandings since the 2022 report. Within Children’s Services, the Age profile data indicates that 29.1% of employees fall within 31-40 age grouping, 25.6% of employees fall within 41-50 age band and 22.2% of employees fall within the 51-60 age band. We know we have an overrepresentation of women in Council employment, in common with most other Councils. Overall, approximately 74% of our staff are female and this rises to 86% of staff within Children’s Services who are female. In terms of disability, our workforce significantly underrepresents the proportion of disabled people in Renfrewshire. 28% of Renfrewshire residents report that they experience a condition that affects their day-to-day activities a little, or significantly whereas council staff only declare a 3% rate of disability and in Children’s Services this remains at 2%. Despite the high number of employees choosing not to disclose whether they have a disability, this appears to be a significant underrepresentation of disabled people. In relation to the ethnicity of Council staff overall and in Children’s Services staff in particular, the data shows that 52% of our workforce identify as White - Other/White, White – Irish and White - Scottish. African and Asian groups make up a total of 0.6% of Council employees, a figure which suggests slight under- representation across groups who make up 3.4% of the Renfrewshire area population. Page 78 of 134
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Our statistics relating to religion look to be broadly in line with the local population, with a underrepresentation and decrease of the dominant local religions (Church of Scotland and Roman Catholic), again a pattern also reflected in Children’s Services. Both the Council and Children’s Services have a slightly higher representation than the local community of people who identify with a religion which is not stated. There appears to be an underrepresentation of employees identifying as gay or lesbian, but again, low declaration rates mean it is difficult to draw meaningful conclusions from the data. Similarly, there appears to be an underrepresentation of employees identifying as trans but again, low declaration rates mean it is difficult to draw meaningful conclusions from the data. Collecting employee equality monitoring information Since the Business World ERP was introduced in 2018, employees have been able to update their own records directly. We will continue to seek an increased declaration rates for equalities monitoring from our employees through ongoing promotion of self-service. To further promote declaration rates, the Council regularly initiates campaigns including guidance to encourage staff to provide equality information using this self-service platform, explaining the benefits that valuable data provide to the organisation and its employees. The key aim of this action is to help reduce the proportion of who have stated ‘prefer not to answer’, where rates of this option vary within each protected characteristic. Within HMRC guidance, individuals are categorised and recorded as male or female for Tax and National Insurance purposes. For this reporting period, Renfrewshire Council has used official HMRC data for reporting on sex information. Our internal equality monitoring data provides employees with the opportunity to select a ‘prefer not to say’ response under each protected characteristic. A campaign was launched in November 2024 to encourage all colleagues in the Council to access their records to check and update their equality information on Business World ERP. This exercise, containing system alerts, briefings being issued to all line managers, and inclusion within both corporate and service employee induction checklists, was designed to inform employees of the reasons and importance of equality information being recorded and accessed, to ensure our policies and procedures reflect the diverse needs of our workforce. Since 2022, the data indicates that the number of employees who have chosen not to declare has increased across all protected characteristics. Page 79 of 134
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This highlights the requirement for further work to be undertaken around the promotion of encouraging employees to provide specific responses to better inform the Councils data. Data tables This document contains a range of datasets about Renfrewshire Council’s employees by protected characteristic including: 1) Renfrewshire Council Staff Head Count 2) Children’s Services Staff Establishment 3) Renfrewshire Council Application and Recruitment Data 4) Children’s Services Application and Recruitment Data 5) Renfrewshire Council Training and Development Data 6) Childrens Services Training and Development Data 7) Renfrewshire Council Leavers Data 8) Children’s Services Leavers Data Page 80 of 134
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Renfrewshire Council Staff Head Count – December 2024 This data tells us who works for Renfrewshire Council, by protected characteristic. This is the headcount for all employees, including the education authority (although this is also provided separately). Commentary and analysis on these figures can be found in the accompanying Equalities Outcomes and Mainstreaming Report 2024. Please note in some cases where the numbers are very small, percentages can often not be very useful. Age Band Age Band Head Count %age 16-20 53 0.62% 21-30 1163 13.66% 31-40 2065 24.26% 41-50 2019 23.72% 51-60 2355 27.67% 61+ 856 10.06% Total 8511 100.00% Sex (as per HMRC data) Sex Head Count %age Female 6301 74.03% Male 2210 25.97% Total 8511 100.00% What is your sex? Sex Head Count %age Page 81 of 134
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Female 4558 53.55% Male 1546 18.16% Prefer not to say 2407 28.28% Total 8511 100.00% Do you consider yourself to be trans, or have a trans history? Transgender Head Count %age No 4658 54.73% Prefer not to say 3842 45.14% Yes 11 0.13% Total 8511 100.00% What is your legal marital or registered civil partnership status? Marital / Civil Partnership Status Head Count %age Civil Partnership 8 0.09% Divorced 224 2.63% Married 1986 23.33% Never Married/Civil Partnership 1431 16.81% Prefer not to say 4799 56.39% Separated - Legally Married 15 0.18% Surviving Partner - Civil Partnership ≤5 - Widowed 47 0.55% Total 8511 100.00% Page 82 of 134
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Which of the following best describes your sexual orientation? Sexual Orientation Head Count %age Bisexual 36 0.42% Gay or Lesbian 84 0.99% Other sexual orientation ≤5 - Prefer not to say 4065 47.76% Straight/Heterosexual 4324 50.80% Total 8511 100.00% What religion, religious denomination or body do you belong to? Religion or Body Head Count %age Buddhist ≤5 - Church of Scotland 1017 11.95% Hindu ≤5 - Jewish ≤5 - Muslim 26 0.31% None 3355 39.42% Other Christian 265 3.11% Other religion or body 58 0.68% Pagan ≤5 - Prefer not to say 2598 30.53% Roman Catholic 1162 13.65% Sikh 15 0.18% Total 8511 100.00% Page 83 of 134
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Do you look after, or give any help or support to family members, friends, neighbours or others because of either: long-term physical/mental ill-health/disability or problems related to old age? Caring Responsibility Head Count %age No 3722 43.73% Prefer not to say 2770 32.55% Yes 2019 23.72% Total 8511 100.00% Are your day-to-day activities limited because of a health problem or disability which has lasted, or is expected to last, at least 12 months? Disability Head Count %age No 4309 50.63% Prefer not to say 3959 46.52% Yes 243 2.86% Total 8511 100.00% What is your ethnic group? Ethnic Group Head Count %age African - African, Scottish African, British African 14 0.16% Asian - Chinese, Scottish Chinese, British Chinese ≤5 - Asian - Indian, Scottish Indian, British Indian 18 0.21% Asian - Other Asian ethnic group ≤5 - Asian - Pakistani, Scottish Pakistani, British Pakistani 16 0.19% Caribbean or Black - Black, Scottish Black, British Black ≤5 - Page 84 of 134
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Caribbean or Black - Other Caribbean or Black ethnic group ≤5 - Mixed or Multiple Ethnic Groups - Any mixed or multiple ethnic group 19 0.22% Other Ethnic Group - Arab, Scottish Arab, British Arab ≤5 - Other Ethnic Group - Other ethnic group ≤5 - Prefer not to say 4036 47.42 % White - Irish 42 0.49% White - Other British 160 1.88% White - Other white ethnic group 51 0.60% White - Polish 7 0.08% White - Prefer not to say 24 0.28% White - Scottish 4110 48.29 % Total 8511 100.00 % Page 85 of 134
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Renfrewshire Council – Children’s Services – Staff Establishment 2024 This data tells us who works for Children’s Services, by protected characteristic. Age Band Age Band Head Count %age 16-20 14 0.34% 21-30 696 16.90% 31-40 1199 29.12% 41-50 1054 25.59% 51-60 915 22.22% 61+ 240 5.83% Total 4118 100.00% What is your sex? Sex Head Count %age Female 3555 86.33% Male 563 13.67% Total 4118 100.00% Sex (as per HMRC data) Sex Head Count %age Female 2612 63.43% Male 408 9.91% Prefer not to say 1098 26.66% Total 4118 100.00% Page 86 of 134
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Do you consider yourself to be trans, or have a trans history? Transgender Head Count %age No 2281 55.39% Prefer not to say 1832 44.49% Yes ≤5 - Total 4118 100.00% What is your legal marital or registered civil partnership status? Marital / Civil Partnership Status Head Count %age Civil Partnership ≤5 - Divorced 73 1.77% Married 919 22.32% Never Married/Civil Partnership 764 18.55% Prefer not to say 2345 56.95% Separated - Legally Married ≤5 - Widowed 12 0.29% Total 4118 100.00% Page 87 of 134
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Which of the following best describes your sexual orientation? Sexual Orientation Head Count %age Bisexual 17 0.41% Gay or Lesbian 32 0.78% Prefer not to say 1919 46.60% Straight/Heterosexual 2150 52.21% Total 4118 100.00% What religion, religious denomination or body do you belong to? Religion or Body Head Count %age Buddhist ≤5 - Church of Scotland 508 12.34% Hindu ≤5 - Jewish ≤5 - Muslim 12 0.29% None 1602 38.90% Other Christian 141 3.42% Other religion or body 24 0.58% Pagan ≤5 - Prefer not to say 1167 28.34% Roman Catholic 651 15.81% Sikh ≤5 - Total 4118 100.00% Page 88 of 134
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Do you look after, or give any help or support to family members, friends, neighbours or others because of either: long-term physical/mental ill-health/disability or problems related to old age? Caring Responsibility Head Count %age No 1811 43.98% Prefer not to say 1249 30.33% Yes 1058 25.69% Total 4118 100.00% Are your day-to-day activities limited because of a health problem or disability which has lasted, or is expected to last, at least 12 months? Disability Head Count %age No 2154 52.31% Prefer not to say 1879 45.63% Yes 85 2.06% Total 4118 100.00% Page 89 of 134
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What is your ethnic group? Ethnic Group Head Count %age African - African, Scottish African, British African ≤5 - Asian - Indian, Scottish Indian, British Indian 6 0.15% Asian - Pakistani, Scottish Pakistani, British Pakistani 11 0.27% Caribbean or Black - Black, Scottish Black, British Black ≤5 - Mixed or Multiple Ethnic Groups - Any mixed or multiple ethnic group 7 0.17% Other Ethnic Group - Arab, Scottish Arab, British Arab ≤5 - Prefer not to say 1916 46.53 % White - Irish 17 0.41% White - Other British 76 1.85% White - Other white ethnic group 19 0.46% White - Polish ≤5 - White - Prefer not to say 7 0.17% White - Scottish 2052 49.83 % Total 4118 100.00 % Page 90 of 134
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Renfrewshire Council – Application and recruitment data 01.01.2023-31.12.2024 This data gives us information about the people who have applied to work for Renfrewshire Council, by protected characteristic, between 1 January 2023 and 31 December 2024. It also tells us how many people were successful in their applications, by protected characteristic. We can use this to calculate a ‘conversion rate’, i.e. the percentage of people from a particular group who are successful. This data also counts the number of applications rather than applicants. There are likely to be people who have applied for a number of different jobs within the Council. Also, in some cases, where the numbers are very small, percentages can often not be very useful. Recruitment Our recruitment data details the number of applications received and the rate at which applications convert into appointments for all candidates. Based on the period 1 January 2023 – 31 December 2024, 3,131 posts were filled from 43,704 applications. This represents 7.16% of people being appointed from all applications received from a combination of both internal and external applicants. Within Children’s Services, during the same period there were 19,506 applications received and 1,305 people appointed from these applications which equates to 6.7% of applications being converted into appointments, slightly lower than the overall Council conversion rate. When considering this data, we also recognise that the number of applications received during the period may include multiple applications from a single person. The data demonstrates a reduction in the total number of applications received since 2022, decreasing by 20.5%. During the COVID pandemic, the Council required to undertake additional recruitment for roles such as COVID cleaners and support staff to facilitate vaccination clinics. This could account for higher numbers of applications during 2021-22 reporting period as compared to 2023-24 reporting period. Similarly, the reduction in application numbers in the current reporting period may attribute to wider labour market availability/choices following the pandemic and also the re-initiation of the Council’s transformation programme following COVID, which created opportunities through service redesigns and resulted in more internal movement of staff. From the equality data contained within this report, there is a significant difference in the volume of applications received when split by sex, with 29,061 (66.5%) applications from females, 13,695 (31.3%) applications from males and 948 (2.2%) applications from those who prefer not to say. This split of applicants is broadly similar to the split within our workforce demographics. Page 91 of 134
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A similar theme is evident within Children’s Services data with 15,638 (80.2%) of all applications being from female applicants, 3,491 (17.9%) of applicants being male and 377 (1.9%) of applicants choosing not to disclose their sex. Again, data which is representative of the overall employee headcount within Children’s Services and is broadly aligned with our overall workforce demographics. Across the Council, the number of applicants appointed to a role increased from the previous reporting period, noting that the number of females appointed increased from 1.8% in the previous reporting period to 7.2% in the current reporting period, the number of males increased from 2.3% in the previous reporting period to 6% in the current reporting period and the number of who answered ‘prefer not to say’ showing a significant increase of 18.4%. Confidential equality monitoring within recruitment data indicates that the highest proportion of applications were received from candidates who identified in the 31-40 age bracket (30.4%), closely followed by those in the 21-30 age bracket (27.7%). In comparison, however, it can be seen that the success rate for applications progressing to appointments is higher in the upper age categories, with 8.6% of applicants in the 51-60 age band and 7.9% of applicants in the 61+ age band obtaining employment. Within our Children’s Services data, the highest proportion of applications received were from candidates within the age 21-30 band (34.6%) and the 31-40 band (30.6%). Of those appointed to roles, the greatest success rate was within the age 41-50 age band where 7% of applicants were appointed to a role although it should be noted that the conversion rate under the age data remains fairly consistent with all age bands having a conversion rate of between 6% and 7%, with the exception of 16-20 band where the conversion rate is 4.7%. The variance between the conversion rates within each age band is reasonably small which indicates a fairly even spread of applications being converted to appointments across all age bands. 88.9% of all 43,704 applicants described themselves as straight/heterosexual, with 6.9% of those applications being converted into appointments. Applications from bisexual candidates accounted for 2.4% of all applications, with the conversion rate for these applicants being 4.7%. 6.3% of applicants preferred not to disclose their sexual orientation, with 11.1% of these people being appointed to a role. These levels are comparable within Children’s Services with 88.8% of applications received from straight/heterosexual applicants, with a conversion rate of 6.6%. Bisexual applicants made up a total of 2.7% of all applicants with 3.9% of these applicants being successful in securing employment. 5.6% of all applicants were within the prefer not to say category, with 8.8% of these appointed to a role. Data within the Religion category indicates that the highest success rates for candidates being appointed to a role are within Church of Scotland and Roman Catholic, at 7.9% and 7.5% Page 92 of 134
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respectively. This rate is only higher amongst those who chose not to disclose where the success rate was 11.8% and those who stated that they do not belong to any religion, religious denomination or body with a success rate of 7.7%. Applications within Children’s Services were predominantly from candidates who belong to Roman Catholic religion, contributing 22% of all applications and with a success rate of 7.9%. Applicants who chose not to disclose any religion accounted for 6.4% of all applications, with 8.21% being appointed to a role. This is the highest conversion rate within all religions or religious bodies. The data obtained in relation to disability indicates that of the total 43,704 applications received, 40,806 (93.4%) stated they did not have a disability whilst 1,474 (3.4%) of applicants declared that they had a disability. In terms of the rates of applications being converted to appointment, 5.1% of applicants who disclosed that they have a disability are appointed into a role, this compares to 6.9% of applicants who state that they do not have a disability being successful in gaining employment with the Council. 17.8% of candidates appointed to a role did not disclose whether they have a disability. These figures remain largely similar within Children’s Services with 5.2% of applicants identifying as having a disability being appointed to a role. 6.6% of those who declared they do not have a disability were appointed and 14.1% of applicants who chose not to disclose any disability were appointed to a role. A consistent theme exists within ethnicity whereby 3.7% of total applicants chose not to disclose their ethnic grouping with a 15.2% success rate in applications converting to appointments in this group. This rate is considerably higher than the rate for declared ethnic groups, with the next highest being 10.5% for White – Irish applicants. 10.5% of all applications received were from African ethnic groups with a 3.1% conversion rate for this group. This was considerably lower within Children’s Services where applications from African groups contributed to 5.9% of all applications and had a conversion rate of 0.6%. Page 93 of 134
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Age Band Age Band Applications Appointed % Appointed Av 16-20 1275 84 6.59% 21-30 12112 724 5.98% 31-40 13305 889 6.68% 41-50 8631 621 7.19% 51-60 5256 450 8.56% 61+ 1491 118 7.91% Prefer not to say 1634 245 14.99% Total 43704 3131 7.16% What is your sex? Sex Applications Appointed % Appointed Av Female 29061 2093 7.20% Male 13695 812 5.93% Prefer not to say 948 226 23.84% Total 43704 3131 7.16% Do you consider yourself to be trans, or have a trans history? Transgender Applications Appointed % Appointed Av No 42297 2883 6.82% Prefer not to say 1279 243 19.00% Yes 128 ≤5 Total 43704 3131 7.16% Page 94 of 134
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What is your legal marital or registered civil partnership status? Marital / Civil Partnership Status Application s Appointe d % Appointed Av Civil Partnership 577 29 5.03% Civil Partnership - Legally Dissolved 41 ≤5 Divorced 1790 128 7.15% Married 16246 1115 6.86% Never Married/Civil Partnership 20238 1383 6.83% Prefer not to say 3601 367 10.19% Separated - Legal Civil Partnership 135 ≤5 Separated - Legally Married 746 72 9.65% Surviving Partner - Civil Partnership 37 ≤5 Widowed 293 31 10.58% Total 43704 3131 7.16% Which of the following best describes your sexual orientation? Sexual Orientation Applications Appointed % Appointed Av Bisexual 1029 48 4.66% Gay or Lesbian 1038 95 9.15% Other sexual orientation 26 0 0.00% Prefer not to say 2743 305 11.12% Straight/Heterosexual 38868 2683 6.90% Total 43704 3131 7.16% Page 95 of 134
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What religion, religious denomination or body do you belong to? Religion or Body Applications Appointed % Appointed Av Buddhist 233 ≤5 Church of Scotland 4258 338 7.94% Hindu 756 10 1.32% Jewish 32 0 0.00% Muslim 2141 41 1.91% None 20351 1573 7.73% Other Christian 4274 176 4.12% Other religion or body 59 ≤5 Pagan 74 ≤5 Prefer not to say 2897 342 11.81% Roman Catholic 8473 637 7.52% Sikh 156 10 6.41% Total 43704 3131 7.16% Do you look after, or give any help or support to family members, friends, neighbours or others because of either: long-term physical/mental ill-health/disability or problems related to old age? Caring Responsibility Applications Appointed % Appointed Av No 35142 2446 6.96% Prefer not to say 1697 264 15.56% Yes 6865 421 6.13% Total 43704 3131 7.16% Page 96 of 134
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Are your day-to-day activities limited because of a health problem or disability which has lasted, or is expected to last, at least 12 months? Disability Applications Appointed % Appointed Av No 40806 2802 6.87% Prefer not to say 1424 254 17.84% Yes 1474 75 5.09% Total 43704 3131 7.16% What is your ethnic group? Ethnic Group Applicat ions Appoin ted % Appointed Av African - African, Scottish African, British African 311 10 3.22% African - Other African ethnic group 4277 131 3.06% Asian - Bangladeshi, Scottish Bangladeshi or British Bangladeshi 107 ≤5 Asian - Chinese, Scottish Chinese, British Chinese 453 6 1.32% Asian - Indian, Scottish Indian, British Indian 1120 22 1.96% Asian - Other Asian ethnic group 599 14 2.34% Asian - Pakistani, Scottish Pakistani, British Pakistani 1017 22 2.16% Caribbean or Black - Black, Scottish Black, British Black 38 ≤5 Caribbean or Black - Caribbean, Scottish Caribbean, British Caribbean 15 0 0.00% Page 97 of 134
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Caribbean or Black - Other Caribbean or Black ethnic group 224 ≤5 Mixed or Multiple Ethnic Groups - Any mixed or multiple ethnic group 419 21 5.01% Other Ethnic Group - Arab, Scottish Arab, British Arab 154 ≤5 Other Ethnic Group - Other ethnic group 560 13 2.32% Prefer not to say 1622 246 15.17% White - Gypsy / Traveller 38 ≤5 White - Irish 277 29 10.47% White - Other 696 43 6.18% White - Other British 1290 89 6.90% White - Polish 501 24 4.79% White - Prefer not to say 894 53 5.93% White - Roma 11 0 0.00% White - Scottish 29081 2397 8.24% Total 43704 3131 7.16% Page 98 of 134
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Children’s Services – Application and recruitment data 01.01.2023 – 31.12.2024 This data provides data about people who have applied to work within Children’s Services, by protected characteristic during the period 1 January 2023 to 31 December 2024 and how many were successful in their application, providing a ‘conversion rate’, i.e. the percentage of people from a particular group who are successful. As above, this data also counts the number of applications rather than applicants. There are likely to be people who have applied for a number of different jobs within the Council. Also, in some cases, where the numbers are very small, percentages can often not be very useful. Age Band Age Band Applications Appointed % Appointed Av 16-20 470 22 4.68% 21-30 6742 409 6.07% 31-40 5974 406 6.80% 41-50 3743 262 7.00% 51-60 1682 113 6.72% 61+ 296 19 6.42% Prefer not to say 599 74 12.35% Total 19506 1305 6.69% What is your sex? Sex Applications Appointed % Appointed Av Female 15638 1064 6.80% Male 3491 179 5.13% Prefer not to say 377 62 16.45% Page 99 of 134
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Total 19506 1305 6.69% Do you consider yourself to be trans, or have a trans history? Transgender Applications Appointed % Appointed Av No 18989 1237 6.51% Prefer not to say 481 67 13.93% Yes 36 ≤5 Total 19506 1305 6.69% What is your legal marital or registered civil partnership status? Marital / Civil Partnership Status Application s Appointe d % Appointed Av Civil Partnership 181 10 5.52% Civil Partnership - Legally Dissolved 13 0 0.00% Divorced 628 31 4.94% Married 6992 476 6.81% Never Married/Civil Partnership 9849 636 6.46% Prefer not to say 1375 103 7.49% Separated - Legal Civil Partnership 23 ≤5 Separated - Legally Married 331 39 11.78% Surviving Partner - Civil Partnership 8 0 0.00% Widowed 106 8 7.55% Page 100 of 134
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Total 19506 1305 6.69% Which of the following best describes your sexual orientation? Sexual Orientation Applications Appointed % Appointed Av Bisexual 520 20 3.85% Gay or Lesbian 562 50 8.90% Other sexual orientation 11 0 0.00% Prefer not to say 1096 96 8.76% Straight/Heterosexual 17317 1139 6.58% Total 19506 1305 6.69% What religion, religious denomination or body do you belong to? Religion or Body Applications Appointed % Appointed Av Buddhist 71 0 0.00% Church of Scotland 1951 145 7.43% Hindu 235 6 2.55% Jewish 20 0 0.00% Muslim 761 14 1.84% None 9248 634 6.86% Other Christian 1487 53 3.56% Other religion or body 37 0 0.00% Pagan 14 0 0.00% Prefer not to say 1255 103 8.21% Roman Catholic 4367 344 7.88% Sikh 60 6 10.00% Page 101 of 134
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Total 19506 1305 6.69% Do you look after, or give any help or support to family members, friends, neighbours or others because of either: long-term physical/mental ill-health/disability or problems related to old age? Caring Responsibility Applications Appointed % Appointed Av No 16131 1062 6.58% Prefer not to say 632 77 12.18% Yes 2743 166 6.05% Total 19506 1305 6.69% Are your day-to-day activities limited because of a health problem or disability which has lasted, or is expected to last, at least 12 months? Disability Applications Appointed % Appointed Av No 18357 1197 6.52% Prefer not to say 541 76 14.05% Yes 608 32 5.26% Total 19506 1305 6.69% What is your ethnic group? Ethnic Group Applicat ions Appoin ted % Appointed Av African - African, Scottish African, British African 85 ≤5 African - Other African ethnic group 1060 6 0.57% Page 102 of 134
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Asian - Bangladeshi, Scottish Bangladeshi or British Bangladeshi 37 ≤5 Asian - Chinese, Scottish Chinese, British Chinese 232 ≤5 Asian - Indian, Scottish Indian, British Indian 375 14 3.73% Asian - Other Asian ethnic group 228 ≤5 Asian - Pakistani, Scottish Pakistani, British Pakistani 466 13 2.79% Caribbean or Black - Black, Scottish Black, British Black 9 0 0.00% Caribbean or Black - Caribbean, Scottish Caribbean, British Caribbean 6 0 0.00% Caribbean or Black - Other Caribbean or Black ethnic group 59 0 0.00% Mixed or Multiple Ethnic Groups - Any mixed or multiple ethnic group 210 10 4.76% Other Ethnic Group - Arab, Scottish Arab, British Arab 59 ≤5 Other Ethnic Group - Other ethnic group 189 ≤5 Prefer not to say 644 71 11.02% White - Gypsy / Traveller 35 ≤5 White - Irish 146 17 11.64% White - Other 319 20 6.27% White - Other British 662 53 8.01% White - Polish 226 10 4.42% White - Prefer not to say 298 18 6.04% White - Roma ≤5 0 0.00% Page 103 of 134
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White - Scottish 14159 1057 7.47% Total 19506 1305 6.69% Page 104 of 134
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Renfrewshire Council – Training and Development Data This data includes information on take up of corporate training and e-learning and does not represent the full range of training and development activity that happens at individual service level, e.g. Social Care and Fleet Maintenance, professional seminars, webinars, etc. Development Training and development data recorded by Renfrewshire Council informs that a total of 6,546 employees undertook training - this equates to 77% of all Renfrewshire Council employees. In comparison to the 2022 report, this indicates a positive increase of 1,571 (18%) of Council employees undertaking training within the current reporting period. Within Children’s Services, 67.2% of employees received training in the current reporting period. An analysis of the sex split indicates that of all training delivered, 74.5% of recipients were female and 25.5% were male. These figures are reflective of the split across the Council’s employees (74% female compared to 26% male). Within Children’s Services, these figures are slightly higher with the split of training being delivered being 85.3% females and 14.7% males. Across all age bands, the number of employees who have completed training is highest within the 51-60 age band at 28.4%, with the lowest being in the 16-20 age band at 0.43%. This is proportionate to the age bands in our overall employee headcount. The lowest number of employees completing training within Children’s Services is within the 16-20 age band at 0.18% compared to the highest level being within the 31-40 age band at 28.1%. Within the marital status category, the highest level of employees who have completed training is within the prefer not to say option at 55% with the lowest being 0.02% under the surviving partner in a civil partnership. Once again, this theme is consistent within Children’s Services. Training data under sexual orientation also remains proportionate with our overall headcount data; of all training delivered, 51.6% of recipients considered themselves to be straight/heterosexual with 1.2% identifying as gay or lesbian and 0.4% stating that they are bisexual. Our Council headcount data informs that 51% of employees identify as straight/heterosexual, 1% identify as gay or lesbian and 0.4% state they are bisexual. The delivery of training amongst employees with caring responsibilities is representative of the overall Council employment with 44% of training recipients stating that they have no caring responsibilities (44.7% within Children’s Services) and 23.7% of those undertaking training declaring that they have caring responsibilities (25.4% within Children’s Services). Of the total number of employees who received training, 51.3% stated that do not have a disability whilst 3.1% declared that they do have a disability. Similar numbers emerge for Page 105 of 134
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Children’s Services with 52.1% of those training stating that they do not have a disability and 2.3% declaring that they do have a disability. Within ethnicity, the number of employees who have completed training is highest within the prefer not to say option at 46.2% (46.5% for Children’s Services), with the lowest being in the Other Ethnic Group at 0.03% and Caribbean grouping at 0.05% (0.04% for Children’s Services which sits equally with the Other ethnic group also at 0.04%). Age Band Age Band Head Count %age 16-20 557 0.64% 21-30 10878 12.48% 31-40 20025 22.98% 41-50 21237 24.37% 51-60 25025 28.72% 61+ 9418 10.81% Total 87140 100.00% Sex (as per HMRC data) Sex Head Count %age Female 63568 72.95% Male 23572 27.05% Total 87140 100.00% What is your sex? Sex Head Count %age Female 44544 51.12% Male 15646 17.96% Page 106 of 134
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Prefer not to say 26950 30.93% Total 87140 100.00% Do you consider yourself to be trans, or have a trans history? Transgender Head Count %age No 49294 56.57% Prefer not to say 37781 43.36% Yes 65 0.07% Total 87140 100.00% What is your legal marital or registered civil partnership status? Marital / Civil Partnership Status Head Count %age Civil Partnership 158 0.18% Divorced 2819 3.24% Married 23398 26.85% Never Married/Civil Partnership 12790 14.68% Prefer not to say 47079 54.03% Separated - Legally Married 232 0.27% Surviving Partner - Civil Partnership 231 0.27% Widowed 433 0.50% Total 87140 100.00% Which of the following best describes your sexual orientation? Sexual Orientation Head Count %age Bisexual 387 0.44% Page 107 of 134
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Gay or Lesbian 1532 1.76% Other sexual orientation 22 0.03% Prefer not to say 41545 47.68% Straight/Heterosexual 43654 50.10% Total 87140 100.00% What religion, religious denomination or body do you belong to? Religion or Body Head Count %age Buddhist 39 0.04% Church of Scotland 10503 12.05% Hindu 31 0.04% Jewish 13 0.01% Muslim 213 0.24% None 32480 37.27% Other Christian 3396 3.90% Other religion or body 596 0.68% Pagan 50 0.06% Prefer not to say 29504 33.86% Roman Catholic 10213 11.72% Sikh 102 0.12% Total 87140 100.00% Do you look after, or give any help or support to family members, friends, neighbours or others because of either: long-term physical/mental ill-health/disability or problems related to old age? Page 108 of 134
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Caring Responsibility Head Count %age No 35496 40.73% Prefer not to say 31206 35.81% Yes 20438 23.45% Total 87140 100.00% Are your day-to-day activities limited because of a health problem or disability which has lasted, or is expected to last, at least 12 months? Disability Head Count %age No 43759 50.22% Prefer not to say 40175 46.10% Yes 3206 3.68% Total 87140 100.00% What is your ethnic group? Ethnic Group Head Count %age African - African, Scottish African, British African 470 0.54% Asian - Chinese, Scottish Chinese, British Chinese 53 0.06% Asian - Indian, Scottish Indian, British Indian 100 0.11% Asian - Other Asian ethnic group 18 0.02% Asian - Pakistani, Scottish Pakistani, British Pakistani 121 0.14% Caribbean or Black - Black, Scottish Black, British Black 13 0.01% Caribbean or Black - Other Caribbean or Black ethnic group ≤5 0.01% Mixed or Multiple Ethnic Groups - Any mixed or multiple ethnic group 272 0.31% Page 109 of 134
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Other Ethnic Group - Arab, Scottish Arab, British Arab 60 0.07% Other Ethnic Group - Other ethnic group 20 0.02% Prefer not to say 40247 46.19 % White - Irish 426 0.49% White - Other British 1666 1.91% White - Other white ethnic group 613 0.70% White - Polish 66 0.08% White - Prefer not to say 309 0.35% White - Scottish 42681 48.98 % Total 87140 100.00 % Children’s Services – Training and Development Data This data includes information on take up of corporate training and e-learning and does not represent the full range of training and development activity that happens at individual service level. Age Band Age Band Head Count %age 16-20 39 0.16% 21-30 3946 16.55% 31-40 6363 26.69% 41-50 6169 25.88% 51-60 5505 23.09% 61+ 1816 7.62% Page 110 of 134
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Total 23838 100.00% Sex (as per HMRC data) Sex Head Count %age Female 20467 85.86% Male 3371 14.14% Total 23838 100.00% What is your sex? Sex Head Count %age Female 14098 59.14% Male 2350 9.86% Prefer not to say 7390 31.00% Total 23838 100.00% Do you consider yourself to be trans, or have a trans history? Transgender Head Count %age No 12563 52.70% Prefer not to say 11257 47.22% Yes 18 0.08% Total 23838 100.00% What is your legal marital or registered civil partnership status? Marital / Civil Partnership Status Head Count %age Civil Partnership 12 0.05% Page 111 of 134
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Divorced 470 1.97% Married 5892 24.72% Never Married/Civil Partnership 3411 14.31% Prefer not to say 13949 58.52% Separated - Legally Married 27 0.11% Widowed 77 0.32% Total 23838 100.00% Which of the following best describes your sexual orientation? Sexual Orientation Head Count %age Bisexual 100 0.42% Gay or Lesbian 198 0.83% Prefer not to say 12020 50.42% Straight/Heterosexual 11520 48.33% Total 23838 100.00% What religion, religious denomination or body do you belong to? Religion or Body Head Count %age Buddhist ≤5 0.14% Church of Scotland 353 12.75% Hindu ≤5 0.04% Jewish ≤5 0.07% Muslim 9 0.33% None 1108 40.01% Other Christian 95 3.43% Page 112 of 134
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Other religion or body 16 0.58% Pagan ≤5 0.04% Prefer not to say 772 27.88% Roman Catholic 404 14.59% Sikh ≤5 0.14% Total 2769 100.00% Do you look after, or give any help or support to family members, friends, neighbours or others because of either: long-term physical/mental ill-health/disability or problems related to old age? Caring Responsibility Head Count %age No 1238 44.71% Prefer not to say 829 29.94% Yes 702 25.35% Total 2769 100.00% Are your day-to-day activities limited because of a health problem or disability which has lasted, or is expected to last, at least 12 months? Disability Head Count %age No 11502 48.25% Prefer not to say 11751 49.30% Yes 585 2.45% Total 23838 100.00% What is your ethnic group? Page 113 of 134
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Ethnic Group Head Count %age Asian - Indian, Scottish Indian, British Indian 17 0.07% Asian - Pakistani, Scottish Pakistani, British Pakistani 91 0.38% Caribbean or Black - Black, Scottish Black, British Black 6 0.03% Mixed or Multiple Ethnic Groups - Any mixed or multiple ethnic group 53 0.22% Other Ethnic Group - Arab, Scottish Arab, British Arab 10 0.04% Prefer not to say 11797 49.49 % White - Irish 91 0.38% White - Other British 357 1.50% White - Other white ethnic group 75 0.31% White - Polish 9 0.04% White - Prefer not to say 45 0.19% White - Scottish 11287 47.35 % Total 23838 100.00 % Page 114 of 134
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Renfrewshire Council – Leavers Data This data gives us information about the people who have left their roles at the Council, by protected characteristic. It tells us the proportion of each group that have left their jobs and compares this to the proportion of that group within the Council as a whole. From this we can see whether certain groups are disproportionately leaving the Council. Retention A comparison of our overall headcount against the profile data of our leavers indicates that those in the 16-30 age band represent 20.5% of leavers despite accounting for 14.3% of the workforce within this age band. Similarly, we have a higher proportion of males leaving the Council with 32.4% of leavers being male, whilst males make up only 25% of the workforce. Within Children’s Services, the highest proportion of leavers are within the 21-30 age band at 23.7%. This age band accounts for 16.9% of the overall headcount within Children’s Services. Whilst males make up 13.7% of the headcount within Children’s Services, 14.7% of leavers are male. Age Band Age Band Head Count %age 16-20 30 1.70% 21-30 332 18.81% 31-40 358 20.28% 41-50 266 15.07% 51-60 421 23.85% 61+ 358 20.28% Total 1765 100.00% Sex (as per HMRC data) Sex Head Count %age Female 1193 67.59% Male 572 32.41% Page 115 of 134
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Total 1765 100.00% What is your sex? Sex Head Count %age Female 680 38.53% Male 277 15.69% Prefer not to say 808 45.78% Total 1765 100.00% Do you consider yourself to be trans, or have a trans history? Transgender Head Count %age No 718 40.68% Prefer not to say 1046 59.26% Yes ≤5 Total 1765 100.00% What is your legal marital or registered civil partnership status? Marital / Civil Partnership Status Head Count %age Divorced 44 2.49% Married 348 19.72% Never Married/Civil Partnership 181 10.25% Prefer not to say 1181 66.91% Widowed 11 0.62% Total 1765 100.00% Page 116 of 134
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Which of the following best describes your sexual orientation? Sexual Orientation Head Count %age Bisexual ≤5 Gay or Lesbian 13 0.74% Prefer not to say 1075 60.91% Straight/Heterosexual 676 38.30% Total 1765 100.00% What religion, religious denomination or body do you belong to? Religion or Body Head Count %age Buddhist ≤5 Church of Scotland 194 10.99% Muslim ≤5 None 515 29.18% Other Christian 43 2.44% Other religion or body 19 1.08% Pagan ≤5 Prefer not to say 826 46.80% Roman Catholic 158 8.95% Sikh ≤5 Total 1765 100.00% Page 117 of 134
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Do you look after, or give any help or support to family members, friends, neighbours or others because of either: long-term physical/mental ill-health/disability or problems related to old age? Caring Responsibility Head Count %age No 617 34.96% Prefer not to say 852 48.27% Yes 296 16.77% Total 1765 100.00% Are your day-to-day activities limited because of a health problem or disability which has lasted, or is expected to last, at least 12 months? Disability Head Count %age No 679 38.47% Prefer not to say 1049 59.43% Yes 37 2.10% Total 1765 100.00% What is your ethnic group? Ethnic Group Head Count %age African - African, Scottish African, British African ≤5 0.17% Asian - Chinese, Scottish Chinese, British Chinese ≤5 0.06% Asian - Indian, Scottish Indian, British Indian ≤5 0.06% Asian - Pakistani, Scottish Pakistani, British Pakistani ≤5 0.11% Caribbean or Black - Black, Scottish Black, British Black ≤5 0.06% Page 118 of 134
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Mixed or Multiple Ethnic Groups - Any mixed or multiple ethnic group ≤5 0.28% Other Ethnic Group - Other ethnic group ≤5 0.06% Prefer not to say 1080 61.19 % White - Irish ≤5 0.40% White - Other British 27 1.53% White - Other white ethnic group 8 0.45% White - Polish ≤5 0.06% White - Prefer not to say ≤5 0.06% White - Scottish 627 35.52 % Total 1765 100.00 % Page 119 of 134
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Children’s Services – Leavers Data This data gives us information about the people who have left their roles within Children’s Services, by protected characteristic. It tells us the proportion of each group that have left their jobs and compares this to the proportion of that group within Children’s Services as a whole. From this we can see whether certain groups are disproportionately leaving Children’s Services. Age Band Age Band Head Count %age 16-20 ≤5 21-30 164 23.73% 31-40 157 22.72% 41-50 112 16.21% 51-60 148 21.42% 61+ 105 15.20% Total 691 100.00% Sex (as per HMRC data) Sex Head Count %age Female 589 85.24% Male 102 14.76% Total 691 100.00% What is your sex? Sex Head Count %age Female 352 50.94% Male 67 9.70% Page 120 of 134
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Prefer not to say 272 39.36% Total 691 100.00% Do you consider yourself to be trans, or have a trans history? Transgender Head Count %age No 318 46.02% Prefer not to say 372 53.84% Yes ≤5 Total 691 100.00% What is your legal marital or registered civil partnership status? Marital / Civil Partnership Status Head Count %age Divorced 19 2.75% Married 134 19.39% Never Married/Civil Partnership 85 12.30% Prefer not to say 449 64.98% Widowed ≤5 Total 691 100.00% Which of the following best describes your sexual orientation? Sexual Orientation Head Count %age Bisexual ≤5 Gay or Lesbian 8 1.16% Prefer not to say 385 55.72% Straight/Heterosexual 297 42.98% Page 121 of 134
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Total 691 100.00% What religion, religious denomination or body do you belong to? Religion or Body Head Count %age Buddhist ≤5 Church of Scotland 74 10.71% Muslim ≤5 None 225 32.56% Other Christian 21 3.04% Other religion or body 6 0.87% Prefer not to say 279 40.38% Roman Catholic 77 11.14% Sikh ≤5 Total 691 100.00% Do you look after, or give any help or support to family members, friends, neighbours or others because of either: long-term physical/mental ill-health/disability or problems related to old age? Caring Responsibility Head Count %age No 246 35.60% Prefer not to say 292 42.26% Yes 153 22.14% Total 691 100.00% Are your day-to-day activities limited because of a health problem or disability which has lasted, or is expected to last, at least 12 months? Page 122 of 134
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Disability Head Count %age No 306 44.28% Prefer not to say 375 54.27% Yes 10 1.45% Total 691 100.00% What is your ethnic group? Ethnic Group Head Count %age Asian - Chinese, Scottish Chinese, British Chinese ≤5 Asian - Indian, Scottish Indian, British Indian ≤5 Asian - Pakistani, Scottish Pakistani, British Pakistani ≤5 Mixed or Multiple Ethnic Groups - Any mixed or multiple ethnic group ≤5 Other Ethnic Group - Other ethnic group ≤5 Prefer not to say 385 55.72 % White - Irish ≤5 White - Other British 13 White - Other white ethnic group ≤5 White - Polish ≤5 White - Scottish 276 39.94 % Total 691 100.00 % Page 123 of 134
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Issue Number: 2 Issue Date: 2/23 Review Date: 2/27 Equal Pay Statement For all council employees. This document is available in alternative formats on request. Page 124 of 134
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CONTENTS 1 Introduction 3 2 Aims and Objectives of this Statement 3 3 Scope 4 4 Legislation 4 5 Responsibilities 5 6 Equality Impact Assessment 6 7 Monitoring and Review 6 VERSION CONTROL Version Date Details of Review/Revisions made Next Review date 2 March 2023 Drafting of revised to reflect Equal Pay Statement to include current legislative requirements [March 2027] Page 125 of 134
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Page 3 of 5 1 Introduction 1.1 The Council strives for equality of opportunity in employment and is committed to ensuring that its procedures and systems used to determine the pay and conditions of employment for employees does not discriminate unlawfully and are free from bias, irrespective of sex, marital/civil partnership status, age, race, ethnic origin, sexual orientation, disability, religion or belief. In addition, the Council will promote initiatives and take action to encourage equality of opportunity and eliminate discrimination on the basis of employment status, caring responsibilities or trade union activity. Equality is a core value of the Council governing the actions of all officers and employees. 1.2 The Council understands that the right to equal pay between women and men is a legal right. To achieve equal pay for employees doing the ‘same or broadly similar work’, or ‘work rated as equivalent’ and for ‘work of equal value’, the Council is committed to operating a pay and grading model which is fair, transparent, based on objective criteria and is free from bias. 1.3 The Council has not identified any patterns or trends that demonstrate that equal pay or pay discrimination exists within our structures or is a concern for our organisation. Any pay differentials which exist can be objectively justified using our nationally agreed Job Evaluation Scheme which directly relates pay to the requirements, demands and responsibilities of a job role. That said, to continue delivering equality of opportunity for our employees and future job applicants, we will continually review our pay model and carry-on equality impact assessing all our relevant employment policies and procedures to identify different effects of practices on women and men and take relevant action to address these, if necessary. 2 Aims and objectives of this statement 2.1 This statement sets out the Council’s commitment to equal pay for all employees. The Council’s equal pay objectives are to: • Have a fair and transparent pay and grading model. • Eliminate any unfair, unjust, or unlawful practices. • Take suitable and appropriate remedial action if necessary. 2.2 To achieve our objectives outlined in paragraph 2.1 above, the Council commits to: • Apply appropriate resources to achieve equal pay and monitor the application of this statement. • Undertake regular reviews of pay and grading and job evaluation processes ensuring any discrimination is eliminated and employees are paid fairly for their duties and responsibilities. • Provide training and guidance for those involved in determining pay and grading and job evaluation. • Publish the Council’s pay and grading models for transparency. • Inform employees of how their pay is determined. • Carry our regular reviews of our recruitment practices to ensure compliance with equality legislation and best practice. Page 126 of 134
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Page 4 of 5 • Ensure learning and development opportunities are available for all. • Take appropriates measures to address occupational segregation. • Carry out and publish results of any equal pay audits and appropriate actions. • Continue to work in partnership with recognised trade unions to monitor pay regularly, taking the necessary steps to eliminate discrimination, advance equality or opportunity and foster good relations. 3.0 Scope 3.1 This statement applies to all employees of the Council irrespective of any protected characteristic, employment status or length or conditions of service. 4.0 Legislation 4.1 The Equality Act 2010 gives woman and men a right to equal pay for equal work. 4.2 The Council will take all relevant and necessary steps to ensure it fully complies with the Equality Act 2010 and any other relevant equality legislation. The Council will ensure it applies this statement fairly and consistently to all employees. 4.3 The Council will ensure that it meets its legal duties set out in the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012 (the “Regulations”), having due regard to the need to: • Eliminate unlawful discrimination, harassment and victimisation and other prohibited conduct. • Advance equality of opportunity between people who share a relevant protected characteristic and those who do not. • Foster good relations between people who share a protected characteristic and those who do not. 4.4 In determining the pay and remuneration for all employees, the Council will comply with all relevant employment legislation including the Part Time Employment (Prevention of Less Favourable Treatment) Regulations 2000, Agency Workers Regulations 2018 and where relevant, the Transfer of Undertakings (Protection of Earnings) Regulations. 4.5 The Equality and Human Rights Commission’s (“EHRC”) Statutory Code of Practice for equal pay advises that a person of one gender can claim equal pay and other contract terms with a comparator from the other gender doing work that is: • The same or broadly similar, provided that where there are any differences in the work, these are not of practical importance. (This is known as ‘like work’). • Different, but which is rated under the same job evaluation scheme as being work of equal value. (This is known as ‘work rated as equivalent’). • Different, but of equal value in terms of factors such as effort, skill, and decision making. (This is known as ‘work of equal value’). 5.0 Responsibilities 5.1 The Head of People & OD has overall responsibility for achieving the aims and objectives set out in this statement, but commits to the following: Page 127 of 134
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Page 5 of 5 • Ensure publication of the Council’s Equal Pay Statement every 4 years, in accordance with the publication requirements set out in the Regulations. • Ensure compliance with all legal duties set out in the Regulations, in line with the specified timescales. • Publish information on the occupational segregation of our workforce, in particular grades and occupations for employees who are men and women; employees who are disabled and who are not; and employees who fall into a minority racial group and employees who do not. • Prepare and report the Council’s Gender Pay Information to the UK Government, on an annual basis, as required by law. • Take any appropriate action(s), where necessary, in relation to the above analysis and review that is carried out. 5.2 Employees are asked to familiarise themselves with this statement and commit to participating and co-operating in any measure introduced by the Council to help eliminate discrimination, advance equality and foster good relations. Additionally, the Council asks all employees to ensure their equality monitoring personal information is kept up to date, should they wish to declare it, and take part in equality and diversity learning and national learning events. 5.3 Trade unions are asked to work in collaboration with the Council to continue achieving equal pay and encourage their trade union members to participate and co-operate in any measure introduced by the Council to eliminate discrimination, advance equality and foster good relations. 6.0 Equality Impact Assessment 6.1 This statement has been impact assessed in line with the Council’s obligation to comply with the Equality Act 20l0 and the Public Sector Equality Duty. 7 Monitoring and Review 7.1 Monitoring and review of this statement will be carried out to ensure compliance with all relevant equality legislation, as may be amended from time to time, and the EHRC Statutory Code and/or any guidance, as may be amended from time to time. EHRC. 7.2 To ensure the Council has an accurate picture of its workforce demographics when applying this statement, the Council will regularly ask employees to update their equality information held on file. Equality monitoring helps the Council ensure that its policies, services, and employment practices are fair, reasonable and meet the needs of the workforce. In accordance with the General Data Protection Regulation (Regulation EU 2016/679) (“GDPR”), the information employees provide will be used by the Council for the purpose of providing statistical reports and equality monitoring. The details provided by employees will not be passed to any external bodies. Page 128 of 134
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___________________________________________________________________ To: Council On: 1 May 2025 ___________________________________________________________________ Report by: Director of Finance & Resources ___________________________________________________________________ Heading: Governance Arrangements ___________________________________________________________________ 1. Summary 1.1 This report sets out a number of Board nominations by the Conservative Group to fill the vacancies created following the resignation of Councillors Leishman and Gray from that group. It also asks the Council to consider the remaining vacancies where no nominations have been received. 1.2 The report also proposes a change to the approved Council and Board timetable through the reduction in the number of Police and Fire & Rescue Scrutiny Sub-committee meetings each year from five to four. 1.3 The report also advises members of transitional changes that have taken place relative to the style of Council, Policy Board and Sub-committee Minutes. 1.4 In terms of the Scheme of Delegated Functions, the Council has a reserved power to determine which major events are deserving of recognition by way of the lighting up of Council buildings and property. The report details two requests that have been received to mark events in this manner. _________________________________________________________________ 2. Recommendations Council is asked to: 2.1 Approve the following nominations by the Conservative Group: Item 6 Page 129 of 134
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Councillor McGonigle will fill the vacancy on the Leadership Board Councillor J MacLaren will fill the vacancy on the Finance. Resources & Customer Service Policy Board Councillor J MacLaren will fill the vacancy on the Communities & Housing Policy Board Councillor N Graham will fill the vacancy on the Education & Children’s Services Policy Board Councillor N Graham will fill the vacancy on the Infrastructure, Land & Environment Policy Board Councillor N Graham will fill the vacancy on the Fairer Renfrewshire Sub- committee 2.2 Agree appointments to the single vacancy that has been created on the Audit, Risk & Scrutiny Board and the two vacancies on the Licensing Board; 2.3 Agree that the timetable of meetings of the Council, Policy Boards and Sub- committees be amended by the deletion of each March meeting of the Police and Fire and Rescue Scrutiny Sub-committee; and 2.4 That the transition towards the more decision-focused Minute style be noted. 2.5 Consider a request to light up Council buildings and property green on 11 July 2025 to mark the Srebrenica Memorial Day 30th Anniversary. 2.6 Consider a request to light up Council buildings and property blue on 11 June each year to mark World Prostate Cancer Day. 3. Background Board Memberships 3.1 Councillors Leishman and Gray have resigned from the Conservative Group. This has created a vacancy on each of the Boards on which they had been nominated by the Conservative Group as a member. 3.2 Accordingly, the Conservative Group have proposed the following nominations to fill these vacancies: Councillor McGonigle to be appointed to the Leadership Board Councillor J MacLaren to be appointed to the Finance, Resources & Customer Service Policy Board Page 130 of 134
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Councillor J MacLaren to be appointed to the Communities & Housing Policy Board Councillor N Graham to be appointed to the Education & Children’s Services Policy Board Councillor N Graham to be appointed to the Infrastructure, Land & Environment Policy Board Councillor N Graham to be appointed to the Fairer Renfrewshire Sub Committee 3.3 The Conservative Group has not proposed nominations for the single vacancy that has been created on the Audit, Risk & Scrutiny Board and the two vacancies on the Licensing Board. Council is asked to agree replacement members from outwith the Conservative Group to fill these vacancies. 3.4 It should be noted that the Councillor to be appointed to the Audit, Risk & Scrutiny Board cannot also be a member of the Leadership Board or a Convener of another Board. 3.5 In relation to the Licensing Board vacancies, in terms of the Licensing (Scotland) Act 2005 the Licensing Board shall consist of not fewer than 5 and not more than 10 members as may be determined by the Council. All members of the Board require to undertake a course of training accredited by the Scottish Ministers within three months of their appointment to the Licensing Board, whether or not they have been Licensing Board members before. Assessment of training shall be undertaken under exam conditions. Prior to the resignation of Councillor Leishman and Councillor Gray, the Licensing Board had ten elected members, being five administration members, three Labour Group members and two Conservative Group members. Should no nominations be submitted in respect of the Licensing Board, Council is asked to consider reducing the total membership of that Board from the current number of 10. Police and Fire & Rescue Scrutiny Sub-committee 3.6 The timetable of Council and Board meetings was agreed at the meeting of Council held on 9 May 2024. The Police and Fire & Rescue Scrutiny Sub- committee, a sub-committee of the Communities & Housing Policy Board, is timetabled to meet five times each year on the same day as the Communities & Housing Policy Board. The Police Scotland and the Scottish Fire & Rescue Service representatives on the Sub-committee are able to produce quarterly reports to four of the meetings each year but only very partial statistics to the fifth meeting. They have therefore requested that the March meeting of this Sub-committee be cancelled as it does not align with their reporting periods. With the agreement of the Convener of the Sub-committee, Councillor McGurk, it is therefore proposed to drop the March meeting of the Police and Fire and Rescue Scrutiny Sub-committee with the remaining four meetings of the Sub-committee reflecting the Police Scotland and the Scottish Fire & Page 131 of 134
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Rescue Service reporting arrangements. The four remaining Sub-committee dates will continue to follow the meetings of the Communities & Housing Policy Board in January, May, August and October each year. Minutes of Meetings of the Council, Policy Boards and Sub-committees 3.7 In terms of Local Government (Scotland) Act 1973, Minutes of the proceedings of a meeting of a council shall be drawn up. The Act also sets out that the names of the members present at a meeting of a council shall be recorded but there is no other substantial detail on what must be recorded. 3.8 Effective Minute taking has always focussed on brevity while ensuring that the Minute is impersonal and self-contained. In relation to the self-contained element of meeting records, Minutes of Council and Board meetings have typically contained narrative setting out in some detail the contents of each report as well as referring to procedural issues, such as motions, amendments, voting and declarations of interest. The narrative element has historically sought to summarise the subject matter of the report within a few paragraphs of text even where the substantive content of the report has run to many pages. 3.9 It has become apparent in discussions with other Scottish local authorities that there has been a move nationally towards the streamlining of Minutes, providing a greater emphasis and focus on the decisions taken and, as a result, maintaining accountability while at the same time making the most efficient use of staff resources. 3.10 The requirement for Minutes to be fully self-contained documents has diminished as background papers, principally the relevant reports, have become more readily available electronically. All reports submitted to Renfrewshire Council and its Boards can be accessed through the Committee Management Information System (CMIS) (https://renfrewshire.cmis.uk.com/renfrewshire/CouncilandBoards.aspx) and are held in the same location as the minutes of the relevant meeting. 3.11 The format of draft Board Minutes issued to the Leadership Board changed in 2023, removing most of the background narrative from each recorded item, to help provide a greater focus on the decisions taken at Boards while also retaining any reference to procedural matters which may have arisen at the meeting. More recently finalised Council and Board Minutes have started to transition to follow a format similar to the Minutes currently submitted to members of the Leadership Board. 3.12 As well as setting out the decisions taken at the Council, Boards and Sub- committees, Minutes will continue to include an introductory summary paragraph for each item, they will record fully all key procedural matters that arise at meetings including details of those members present at meetings together with the names of those members who had submitted apologies; details of motions and amendments together with the resultant votes; Page 132 of 134
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declarations of interest and transparency statements; and any other issues covered by the Council’s Procedural Standing Orders. Requests to light up Council buildings and property 3.13 The Council has received a request from the Remembering Srebrenica Scottish Board of Ambassadors asking that Council support a “light up” event. In May 2024, the UN General Assembly passed a resolution to mark 11th July as World International Day of Remembrance and Memorial Day to commemorate the first genocide in Europe since the Holocaust. 2025 will mark the 30th Anniversary of the Srebrenica Genocide and Remembering Srebrenica have asked that the Council consider lighting up our buildings in green, which represents ‘peace’ on the Srebrenica Flower. 3.14 The Provost has requested that consideration be given to lighting up our buildings and property blue on June 11th each year to mark World Prostate Cancer Day. The symbol for prostate cancer is a blue Ribbon, which is a symbol of caring, compassion, grief, loss, and men’s health issues such as prostate cancer. The Provost hopes that this request will be part of wider efforts she will make to raise awareness across the Council workforce and the wider Renfrewshire population. ___________________________________________________________________ Implications of the Report 1. Financial – none. 2. HR & Organisational Development – none. 3. Community/Council Planning – none. 4. Legal – as set out in the report 5. Property/Assets – none. 6. Information Technology – none. 7. Equality & Human Rights The Recommendations contained within this report have been assessed in relation to their impact on equalities and human rights. No negative impacts on equality groups or potential for infringement of individuals’ human rights have been identified arising from the recommendations contained in the report. If required following implementation, the actual impact of the recommendations and the mitigating actions will be reviewed and monitored, and the results of the assessment will be published on the Council’s website. 8. Health & Safety – none. 9. Procurement – none. Page 133 of 134
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10. Risk – none. 11. Privacy Impact - none 12. Climate Risk - none 13. Cosla Policy Position – none. 14. Children’s Rights – none _________________________________________________________ List of Background Papers: Letter dated 18/12/24 from Alison Anderson MBE, Ambassador, Remembering Srebrenica Scottish Board of Ambassadors ___________________________________________________________________ Author: Dave Low Democratic Services/Election Manager 0141 487 1118 david.low@renfrewshire.gov.uk Page 134 of 134