Agenda Document Pack - Council - 04/05/2023
Renfrewshire Council · 4 May 2023
Back to Council — 4 May 2023 and its agenda
Text extracted from the council's PDF. Layout and reading order may differ from the original.
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27/04/2023 Notice of Meeting and Agenda Council Date Time Venue Thursday, 04 May 2023 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: 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 MARK CONAGHAN Head of Corporate Governance Page 1 of 94
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27/04/2023 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 e-mail Committee Services at democratic-services@renfrewshire.gov.uk. The recording of this meeting can be found at: Part 1 https://www.youtube.com/watch?v=JSNUPbi2bzQ&t=27s Part 2 https://www.youtube.com/watch?v=9xLNyE4zVeI&t=24s Apologies Apologies from members. Declarations of Interest Members are asked to declare an interest in any item(s) on the agenda and to provide a brief explanation of the nature of the interest. Page 2 of 94
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27/04/2023 Items of business 1 Minutes of Meetings of Council, Boards and Panels (attached separately) Council, 2 March 2023, pages 571-598 Appointment Board, 3 March 2023, pages 599-600 Communities and Housing Services Policy Board, 7 March 2023, pages 601-610 Regulatory Functions Board, 8 March 2023, pages 611-618 Education & Children’s Services Policy Board, 9 March 2023, pages 619-626 Audit, Risk and Scrutiny Board, 13 March 2023, pages 627-632 Economy and Regeneration Policy Board, 14 March 2023, pages 633- 638 Planning and Climate Change Policy Board, 14 March 2023 pages 639- 642 Appointment Board 14 March 2023, pages 643-644 Infrastructure, Land and Environment Policy Board, 15 March 2023, pages 645-658 Regulatory Functions Board, 23 March 2023, pages 659-664 Special Regulatory Functions Board, 23 March 2023, pages 665-666 Local Review Body, 28 March 2023, pages 667-670 Finance, Resources and Customer Services Policy Board, 30 March 2023, pages 671-686 Appointment Board, 18 April 2023, pages 687-688 Leadership Board, 26 April 2023, pages 689-699 2 Equality Outcomes and Mainstreaming Progress Report Report by Chief Executive 9 - 80 3 Appointment of Advanced Manufacturing Innovation District Scotland Development Partner Joint Report by the Chief Executive and the Director of Finance & Resources 81 - 90 4 Elected Member Appointments Report by Director of Finance & Resources 91 - 94 5 Notice of Motion 1 by Councillors Devine and Hood "Zero Hours Justice Council notes the use of zero hour contracts has risen over the last decade, meaning there is an increasing number of workers who do not have a guaranteed number of working hours each week. This Council does not accept the rhetoric that zero hour contracts provide ‘flexibility’ both for the worker and the employer, and instead Page 3 of 94
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27/04/2023 notes that such contracts nearly always provide on-sided flexibility in favour of the employer. Workers on zero hour contracts face financial insecurity as a result of : (a) The insecurity of not knowing how many hours they are working from week to week and, sometimes, from day to day. (b) Getting too few hours to financially make ends meet. (c) Spending money to be able to work and then being out of pocket when hours are cancelled – travel costs, childcare costs etc. (d) Getting hours at the last minute have having to make urgent arrangements for childcare or other caring responsibilities or cancel social plans. (e) The fear of refusing hours lest it results in fewer hours being offered, or bullying and harassment, from the employer. Any of these issues can result in the interference and employer control of the worker’s life outside working time. This can result in debt, health issues because of household poverty and mental anguish and anxiety. This can not only affect the worker themselves, but the whole family unit. Council further notes that despite the government promising on numerous occasions new legislation to provide better security for worker on zero hour contracts, it has failed to do so. Zero hour contracts are not only used in the private sector and some local authorities directly employ workers om zero hour contracts. This Council is proud to be a local authority that does not and will not use zero hour contracts. This Council supports the work of zero hours justice, an organisation which seeks to end exploitative zero hour contracts by providing help for workers on such contracts, and supporting businesses and other organisations that either do not use zero hour contracts or only do so in accordance to minimal criteria. This Council resolves to lead by example and to reaffirm our commitment to providing security to our workers by applying to the Zero Hours Justice Accreditation Scheme, and thus to become an employer that does not both directly employ our workers on zero hour contracts via agency or any other third party contractor." 6 Notice of Motion 2 by Councillors Andy Doig and Hood "Reduction of Bus Services in Renfrewshire and Bus Re-regulation Council deeply regrets cuts in bus services across Renfrewshire and laments the economic cost to residents who may now struggle to commute to employment, as well as the environmental cost by a potential increase in car traffic. Council further believes this situation to be a long-term consequence of the regressive 1985 Transport Act. Page 4 of 94
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27/04/2023 Council welcomes the measures within the 2019 Transport Act (Scotland) which allow local authorities to re-regulate bus services and believes that Renfrewshire, East Renfrewshire, and Inverclyde Councils could form the basis for a re-regulated bus consortium. Council therefore calls on COSLA representatives to meet with the Scottish Government at the earliest opportunity, to identify potential funding streams, so local authorities can re-regulate bus services if they choose." 7 Notice of Motion 3 by Councillors Andy Doig and Hood "Energy UK and a Mandatory Vulnerability Commitment Council recognises that UK energy utilities, under the umbrella of Energy UK, maintain a Vulnerability Commitment for consumers who may be struggling due to the current cost of living crisis, which includes the provision of a customer service phone line. Council reiterates its concern about the severe challenges which consumers face in effectively contacting energy utilities, and therefore calls on Energy UK to contact its constituent affiliates with a view to making the Vulnerability Commitment mandatory, and that it should also contain guarantees for utilities to call back consumers within a specified timescale." 8 Notice of Motion 4 by Councillors Andy Doig and Hood "Closure of the Royal Bank of Scotland Branch in Johnstone Council expresses its deep concern that with the closure of the Royal Bank of Scotland in Johnstone, in August of this year, that the town will only have one bank whereas less than a decade ago it had four in operation. Council demands that Royal Bank management reconsider their decision to close the Johnstone branch, which will remove accessible banking from the elderly, those on low and fixed incomes, and the digitally excluded, and to stop their policy of corporate flight from Renfrewshire’s towns and villages." 9 Notice of Motion 5 by Councillors Davidson and Clark "Anchor Bowling Club – Ladies Section – 100th Anniversary Abercorn Bowling Club – Ladies Section – 25th Anniversary Council sends their congratulations to the Anchor Bowling Club Ladies Section on celebrating their 100th anniversary this year. Council recognises this enormous achievement and wishes them continued success for the next 100 years. Council recognises the 25th anniversary of Abercorn Bowling Club Ladies Section congratulating the Ladies on this special anniversary and wishing them many more successful years at the historic club." Page 5 of 94
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27/04/2023 10 Notice of Motion 6 by Councillors McGuire and McMillan "Coronation of King Charles III Renfrewshire Council congratulates Charles III on his coronation as King of the United Kingdom on Saturday, the 6th of May. Council also notes his longstanding connections to Renfrewshire. The Council also congratulates him on his lifetime of public duty and service." 11 Notice of Motion 7 by Councillors Clark and Ann-Dowling "Foodbanks and Food Pantries Renfrewshire Council notes with regret the closure of the RAMH REstore & Community Pantry in Causeyside Street and recommits to Fairer Renfrewshire’s vital work of supporting all agencies across Renfrewshire who are seeking to alleviate food poverty at a time when food inflation continues to be stubbornly high. Council notes that Foodbanks and Food Pantries are facing high levels of demand from adults and children in need of vital help at this time. Council therefore agrees to facilitate a regular food donation collection within the Council building to help Foodbanks and Food Pantries meet the increased need." 12 Notice of Motion 8 by Councillors McMillan and G Graham "Spateston Bowling Club Awards Council recognises the achievement of Spateston Bowling Club members John Fox and his guide Alistair Pratt in winning a gold medal at the recent International Blind Bowls Association World Championships held in Australia. Council agrees that the Provost will write to both John and Alistair to offer her congratulations to both of them on behalf of all Council members." 13 Notice of Motion 9 by Councillors G Graham and Gilmour "300th Anniversary – Kilbarchan Weavers Cottage Council recognises the 300th anniversary of Kilbarchan’s Weavers Cottage. In the heart of the village’s conservation area, the Weaver's Cottage is a traditional loom weavers cottage built in 1723. At the time it was one of hundreds of weavers homes when Kilbarchan was at the heart of the Scottish textile industry. Restored by the National Trust the Weavers Cottage is now a popular museum which recreates the living and working conditions of a typical handloom weaver. Page 6 of 94
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27/04/2023 Council congratulates the Weavers Cottage staff and volunteers on its tercentenary and looks forward to many more successful years for this historic venue." 14 Notice of Motion 10 by Councillors Ann-Dowling and G Graham "ASN Provision Council believes that ASN support requires further investment with increased staffing and resources for pupils and parents to receive the support and services they need. Council calls for the Scottish Government to increase funding and long- term planning with local government to increase ASN support to pupils, and to improve the professional support given to classroom teachers teaching pupils with ASN. Council further calls on the Scottish Government to develop a ring- fenced funding strategy for Additional Support Needs provision." 15 Notice of Motion 11 by Councillors J MacLaren and N Graham "Scottish Power and Street Lights Repairs Renfrewshire Council objects to the lack of urgency by Scottish Power to repair street lights once the repair has been passed to them by our Street Lighting Team. Council will write to the chief executive of Scottish Power to express our concern and seeks an improvement in the time taken for repairs." 16 Notice of Motion 12 by Councillors J MacLaren and Gray "Exhaust Systems Renfrewshire Council is concerned about the increase in road illegal vehicle exhaust systems and excessive exhaust noise and instructs the Director of Environment and Infrastructure to investigate options to clamp down on this practice and bring a report back to a future ILE Board on proposals to stop this practice." 17 Notice of Motion 13 by Councillors McGonigle and Gray "Following many calls from concerned parents. This Council agrees that an urgent review of ASN provision across Renfrewshire is required, following concerns raised by parents across the local authority area in relation to support, training of staff, placement and funding for ASN; notes the education and skills committee report of 2017 that states ‘how is additional support learning working in practice’ and its conclusion that children within ASN attending mainstream schools did not feel included or that it was the correct setting for them; supports the “Getting It Right For Every Child” (GIRFEC) model and believes that by reviewing ASN provision throughout the education estate will provide this Council with a Page 7 of 94
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27/04/2023 deeper understanding of what is required to ensure every child receives the best possible education and, therefore, agrees the following actions: 1. The Council establishes a cross-party working group to review and scrutinise current ASN provision. 2. The cross-party working group will establish recommendations that will report to the Education and Children's Services Policy Board. 3. That the cross-party working group will take evidence from parents, third party organisations and teaching staff, to ensure that any changes suggested match the needs of families and staff." Page 8 of 94
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___________________________________________________________________ To: Council On: 4th May 2023 ___________________________________________________________________ Report by: Chief Executive ___________________________________________________________________ Heading: Mainstreaming Equality ___________________________________________________________________ 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 2021- 23. The report also details a range of information that the Council is required to publish by the end of April 2023, 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 our progress towards 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 2021-2023. 1.3 The period of 2021-2023 has continued to be marked by globally significant economic and political challenges which have impacted every organisation, business, household and person in Renfrewshire. While the Council made good progress in the last 5 years and there is much to celebrate for Renfrewshire’s people and place, inequalities for local people are persisting and for too many people, worsening. Item 2 Page 9 of 94
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1.4 A full review of the Equality Outcomes is planned for 2023, recognising the significant changes experienced through the period and to make sure outcomes reflect the strategic priorities of the organisation, are aligned to the new Council and Community Plans and progress reporting is integrated into the Council’s mainstreaming performance monitoring processes. ___________________________________________________________________ 2. Recommendations 2.1 To note the progress made in mainstreaming equalities and pursuing Renfrewshire Council’s Equality Outcomes. 2.2 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 2023. 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. ___________________________________________________________________ Page 10 of 94
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4. Key activities this period Key activities highlighted within the Council’s mainstreaming report include: Strategic planning and equalities 4.1 In 2022, the Council developed new Council and Community Plans. The Council and Community Plans are the key strategic documents for the Council, and were updated and refreshed to reflect that the last five years have been marked by globally significant economic and political challenges which have impacted every organisation, business, household and person in Renfrewshire. This process was informed by research, analysis and engagement, and disparate outcomes faced by equalities groups was a key finding from the Strategic Needs Assessment which was carried out. 4.2 Fairer Renfrewshire funding supported the Winter Connections programme, which delivered an extensive and varied programme of activities across Renfrewshire between November 2022 and March 2023. The programme aimed to encourage people to connect and participate in activities in warm and welcoming spaces across communities in Renfrewshire, and the programme was designed to be inclusive and accessible to a range of equalities groups, with several activities delivered for older people, disabled people and young people in particular. 4.3 The first phase of Renfrewshire’s Plan for Net Zero sets out how the area will work towards net zero by 2030. The five key areas focus on a just transition and advancing equality of opportunity: Clean Energy; Sustainable Transport; Circular Economy; Connected Communities; Resilient Place.The plan recognises that climate change impacts those who are most vulnerable disproportionately and that the transition to net zero needs to be done in a way that is just, removes social stigmas and ensures social justice. The Plan includes the need to address and deal with existing inequalities and the impacts of the cost-of-living crisis and aims to transition in a way that creates opportunities equitably and creates a greener, fairer, sustainable way of life for all our citizens, communities, and local businesses. Page 11 of 94
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Service delivery and equalities 4.4 Since March 2021 several newbuild developments at Johnstone have been completed which are designed and constructed to mainstream accessibility, with level access throughout, electrical controls at accessible heights, showers and “wet floors” in bathrooms. Our housing allocations policy ensures that all newbuild ground floor flats are allocated to customers with particular housing needs where possible and the five lower cottage flats at Auchengreoch Road were specifically designed for wheelchair accessibility. 4.5 Tenancy Sustainment for Survivors (TS4S) is an innovative project developed through partnership between SAY Women and Renfrewshire Council to support young women (16-25 years old) who have been subjected to sexual violence and are at risk of homelessness. The project works with Blue Triangle, Housing Support Services, Barnardo’s Threads, RADAR, Women’s Community Justice, and social workers who provide throughcare and aftercare to young people in Renfrewshire. 4.6 From March 2022, the focus of the Refugee Resettlement Service has been largely on the implementation of the Scottish Government’s ‘Warm Scottish Welcome’ programme of support for the resettlement of those displaced from Ukraine who have been given 3-year Visas. 4.7 A Welcome Hub was established at a hotel near to Glasgow Airport by Renfrewshire’s Refugee Resettlement Team with additional staff being added from a range of backgrounds, including housing support, refugee resettlement, homelessness, housing management and business support as the Welcome Hub became one of the key entry points for those arriving in Scotland from Ukraine. The team has ensured that all Ukraine Displaced Persons were provided with hotel accommodation on arrival and had support with benefit applications, school enrolment, job applications, health advice and translation services. 4.8 The DigiRen project continues to grow and support those most excluded from the use of digital. This long running partnership is jointly chaired by Renfrewshire Council and Engage Renfrewshire and shares digital inclusion information, skills, ideas, and case studies to support digital inclusion across Renfrewshire. Sessions over the last year have focussed on low-cost internet tariffs, digital banking, the Disability Resource Centre, promoting training around digital, including Digital Champions and Get Safe Online sessions, and intergenerational opportunities, matching pupils with older adults. Page 12 of 94
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4.9 The Community Learning and Development Team worked with children and young people to design and produce a Keep Safe Kids App which provides support by linking to organisations that offer information and guidance on a range of equality areas, such as LGBTQI, disability, religion and race. The App enables young people to report bullying or other concerns directly to their schools, anonymously if they wish. In addition to delivering hate crime awareness sessions, a hate crime lesson pack (You Judge) was also developed for secondary schools in partnership with Police Scotland and the Crown Office and Procurator Fiscal Service. 4.10 Renfrewshire’s Ethnic Communities Cultural Steering Group (ECCSG) was formed in 2021 to co-produce, programme, and curate creative, artistic and heritage-based programmes, projects and events. The steering group includes partners from local equality groups, Engage Renfrewshire and community representatives who work alongside One Ren to deliver events. The group worked with One Ren to deliver a packed programme of events during Black History Month in October 2021 and in June 2022 the ECCSG offered an eclectic programme which launched as part of Refugee Festival Scotland. 4.11 The Making Arts and Culture Accessible Fund aims to connect people with artistic and cultural opportunities, addressing barriers to accessing cultural spaces, performances, trips and tours. Examples of projects include, providing basic BSL (British Sign Language) training for staff at Paisley Museum, making sessions with Community Circus Paisley more accessible for people with additional support needs, removing barriers for sheltered housing residents to access theatre performances and overcoming barriers to access a musical performance for a group of people with mobility issues, sensory impairments and dementia. Organisational development and equalities 4.12 The Council’s gender pay gap has reduced from 4.86% (£0.74 in favour in male) in 2016/17 to 2.29% (£0.40 in favour of male) in 2021/22. 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. It is anticipated this may further reduce following more recent pay awards. 4.13 A partnership with Inclusive Employers has provided a series of webinars and roundtable sessions to increase understanding of people’s experiences at work and how well the organisation is doing across a variety of equality strands. Page 13 of 94
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4.14 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. Working with our Project Search Team, the Council continues to support the development of people towards being ‘job ready’ and onto employment opportunities with the Council and wider community. 4.15 New policies that have been introduced include the Supporting Menopause Policy, which aims to create an inclusive culture where employees are comfortable talking about menopause, and the Pregnancy Loss Policy which enhances support to staff experiencing pregnancy loss. ___________________________________________________________________ 5. Next Steps 5.1 A full review of the Equality Outcomes is planned for 2023, recognising the significant changes experienced through the period and to make sure outcomes reflect the strategic priorities of the organisation, are aligned to the new Council and Community Plans and progress reporting is integrated into the Council’s mainstreaming performance monitoring processes. __________________________________________________________ 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 Page 14 of 94
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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. The recommendations do not require an Equality Impact Assessment, and the areas of focus identified for the next reporting period are specifically designed to improve the Council’s fulfilment of its Equality Duties 8. Health & Safety – none 9. Procurement – none 10. Risk - none 11. Privacy Impact - none 12. Cosla Policy Position – none _________________________________________________________ List of Background Papers ___________________________________________________________________ Author: Annabelle Armstrong-Walter, Strategic Partnerships & Inequalities Manager, Chief Executive’s Service, 0141 487 1510 Page 15 of 94
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1 Equality Outcomes and Mainstreaming Equality 2021-2023 Page 16 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 2 Contents 1. Introduction ....................................................................................... 3 2. What we know about our communities ............................................ 4 3. What we know about our staff ........................................................... 6 4. Mainstreaming Report ....................................................................... 7 4.1 Reshaping our place, our economy, and our future ............................. 7 4.2 Building strong, safe and resilient communities ................................... 9 4.3 Tackling inequality, ensuring opportunities for all ............................. 11 4.4 Creating a sustainable Renfrewshire for all to enjoy ........................... 14 4.5 Working together to improve outcomes ............................................. 15 5. Equality Outcomes 2021-2025 ......................................................... 16 6. Public Procurement ......................................................................... 19 7. Appendix 1– Data on children in Renfrewshire ................................ 21 8. Appendix 2 – Occupational segregation data ................................. 24 9. Appendix 3 – Gender Pay Gap .......................................................... 26 Page 17 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 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 2021-2023. This report covers Renfrewshire’s Councils duty both corporately, and as an education authority. The period of 2021-2023 has continued to be marked by globally significant economic and political challenges which have impacted every organisation, business, household and person in Renfrewshire. What we know is that while we’ve made good progress in the last 5 years and there is much to celebrate for our people and place, 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 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 18 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 4 2. What we know about our communities In 2022, the Council developed new Council and Community Plans. The Council and Community Plans are the key strategic documents for the Council, and were updated and refreshed to reflect that the last five years have been marked by globally significant economic and political challenges which have impacted every organisation, business, household and person in Renfrewshire. This process was informed by research, analysis and engagement, and disparate outcomes faced by equalities groups was a key finding from the Strategic Needs Assessment which was carried out. Key facts about Renfrewshire’s population • Renfrewshire, in common with most of Scotland has an ageing population. In particular the over 75 population is predicted to rapidly increase by 21% between 2018-2028 • Evidence suggests there are more disabled people in Renfrewshire than in Scotland as a whole, with 21% of people reporting a long term health problem or disability which limits them. 47.7% of economically inactive people aged between 16-64 are long-term sick or disabled, and this number is increasing. The unequal effects of the pandemic will have health implications, particularly in the longer term, and will have contributed to health inequalities further. • We find that our highest rates of disability are also in our most deprived wards, as measured by the Scottish Index of Multiple Deprivation (SIMD), and significant health inequalities persist in Renfrewshire. In some areas of Renfrewshire, male life expectancy is 18 years lower than ‘better-off’ areas. • In particular, mental health and wellbeing is a rising priority in Renfrewshire. The link between mental ill health and deprivation locally is well-known, but the impacts of the pandemic on the mental health and wellbeing of local people is an additional concern. Communities tell us that they are worried about loneliness and isolation. • Renfrewshire is less ethnically diverse than Scotland as a whole, with a black and minority ethnic population of 2.8% and almost 95% of Renfrewshire citizens identifying as White Scottish or White British. However Renfrewshire has growing ethnic diversity, clearly signalled in our schools’ data • As an area, Renfrewshire has the 4th highest gender pay gap in Scotland at 18.6%, which is 8.4 percentage points higher than the Scottish average. • Reliable statistics on sexual orientation and gender reassignment remain an issue Page 19 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 5 We have updated some of our monitoring data in specific Council service areas to understand better who our citizens are and how we can best meet their needs. Appendix 1 shows the quantitative data we have gathered about the equalities profiles of our children and young people in education. In March 2021, Council considered the initial findings from a community impact assessment that had been undertaken across Renfrewshire, in order to develop a deeper understanding of the impact of COVID-19 on local people and communities. The community impact assessment process also identified a requirement to continue to listen and learn to the experiences of local people, recognising that the impacts of the pandemic may emerge over time. In the report in March 2021, an initial Social Renewal Plan was approved by Council. The plan set out the high-level actions that the Council and partners will take as we move forward from the pandemic with a clear focus on tackling inequality and improving wellbeing. The Community Impact Assessment was initially reported to Council on 17th December 2020, with further reports building on this process in March 2021. The CIA comprised an assessment of national research on the emerging impacts of the pandemic, as well as dedicated research to explore local impacts of COVID. In addition to working with local partners to understand demand, there was also a Public Services Panel exercise run in both December 2020 and December 2021 to specifically explore the impact on local households. This survey based research was done with a representative panel of 1,000 households locally, and gave an insight into the experiences of different groups of people locally. This work was also reported widely through fora such as Renfrewshire’s Local Partnerships in order to explore the results with local communities in more detail. In addition to this, dedicated focus groups were set up with a range of equality groups where the initial Community Impact Assessment had indicated disproportionate impacts for some groups, including disabled people, women and black and minority ethnic households. The key findings of this work were presented to Council March 2021. In Renfrewshire, the Diversity and Equality Alliance in Renfrewshire (DEAR) Group is facilitated by our Community Planning Partnership and is comprised of representatives of equality led local community groups and some national groups. Following a hiatus between December 2021 and January 2023, the group is currently developing a workplan for 2023/24 to progress equalities work in the area. Page 20 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 6 3. What we know about our staff In 2022 the Council launched a new Equality Monitoring Form and encouraged employees to complete this to ensure service provision is inclusive and is representative of all protected characteristics. From this we have seen a significant increase in the number of employees choosing not to declare their protected characteristic. Key findings from our equalities data are highlighted below and more detailed information can be found in the accompanying Equalities Staff Data report. While employees of Renfrewshire Council broadly reflect the population they serve, there are some noteworthy patterns. We are overrepresented in the 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 (29% of our workforce). In Children’s Services the spread is relatively even within the 31- to 60-year-old groups. We know we have an overrepresentation of women in Council employment, in common with most other Councils. Overall, approximately 62% of our staff are female and this rises to 72% of staff within Children’s Services are female. In terms of disability, our workforce significantly underrepresents the proportion of disabled people in Renfrewshire. 20% 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%. In relation to the ethnicity of Council staff overall and in Children’s Services staff in particular, the data shows that 57% of our workforce identify as White - Other/White, White – Irish and White - Scottish. The information held gives some indication that Asian and African groups as well as Eastern European and other white groups remain underrepresented in Council employment. Our statistics relating to religion look to be broadly in line with the local population, with perhaps a slight 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. Page 21 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 7 4. Mainstreaming Report Renfrewshire Council has been working hard since our last report to bring together all the good practice going on in relation to equalities across the Council. We have detailed our mainstreaming activities in line with the 2017 – 2022 Council plan. This means that the progress we are making, and measuring is reported on through mainstream mechanisms. Our 5 outcome areas are covered below. Moving forward, progress will be monitored in line with the priorities and outcomes detailed in the new Council Plan for 2022-2027. 4.1 Reshaping our place, our economy, and our future We know there continue to be employment inequalities in Renfrewshire, as well as positive trends in outcomes for some equalities groups. For example, we know that the disability employment gap in Renfrewshire has increased by 6.5%. The employment rate for ethnic minority residents is significantly higher, 82.5% (white 75.9%), contrasting with the Scotland rate of 62.5% (white 74.6%). A Fairer Scotland for Disabled People: Employment Action Plan, sets out the ambition to reduce the disability employment gap and in Renfrewshire this is one of our strategic aims. The Parental Employability Support Fund will also provide resources to take positive action to support disabled people into employment or improve employment for those in work. In 2021 Renfrewshire Local Employability Partnership established an Employability Grants Programme which aims to support unemployed and low paid people to move towards, into and within work. The key outcomes for the programme are to: • Reduce unemployment and economic inactivity levels • Reduce the gap in unemployment/employment rates for targeted geographies and groups • Ensure that residents have the appropriate skills and are suitably prepared and informed to match those required by local businesses and others within reach • Contribute to reducing child poverty through increasing income from employment for (low income) parents The priority groups for the programme are: Page 22 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 8 • Unemployed or low paid parents/kinship carers, including the child poverty target groups • People with Disabilities/long term health conditions looking to progress into/towards paid employment • Young People 16-19 who have left school and are unemployed In addition, delivery partners are expected to make efforts to ensure that their programmes reach particular groups, including care experienced young people, refugees and asylum seekers and people with a long-term health condition or physical or learning disability/autism. Renfrewshire’s Ethnic Communities Cultural Steering Group (ECCSG) was formed in 2021 to co-produce, programme, and curate creative, artistic and heritage-based programmes, projects and events. The steering group includes partners from local equality groups, Engage Renfrewshire and community representatives who work alongside One Ren to deliver events. The group worked with One Ren to deliver a packed programme of events during Black History Month in October 2021, which launched the Frederick Douglas Google Map walking tour in Paisley, featuring locations where the influential abolitionist campaigner gave speeches. Events included a series of cultural conversations between musicians and songwriters, a podcast series by students at the University of the West of Scotland, focusing on the power of stories and storytelling to disrupt stereotypes and the presentation of highlights from the Pen Pals project, which has forged connections between children of African heritage and those from Syrian migrant families. Activities were funded through Future Paisley and Engage Renfrewshire, with events broadcast via One Ren’s RenTV channel, Jambo! Radio and social media. In June 2022 the ECCSG offered an eclectic programme which launched as part of Refugee Festival Scotland. The DigiRen project continues to grow and support those most excluded from the use of digital. This long running partnership is jointly chaired by Renfrewshire Council and Engage Renfrewshire and shares digital inclusion information, skills, ideas, and case studies to support digital inclusion across Renfrewshire. Sessions over the last year have focussed on low-cost internet tariffs, digital banking, the Disability Resource Centre, promoting training around digital, including Digital Champions and Get Safe Online sessions, and intergenerational opportunities, matching pupils with older adults. Citizen Voice is a partnership led by Renfrewshire Council in partnership with SCVO Digital Participation Team which aims to maximise the opportunity for everyone to have equal access to the benefits and opportunities of digital. Citizen Voice will work to identify and remove barriers to accessing digital, share knowledge, co-create solutions to digital Page 23 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 9 exclusion and build strong networks to tackle digital exclusion. Through the Fairer Renfrewshire programme a Digital Champion Co-ordinator will be funded, based in OneRen and a device recycling project will start in 2023/24. 4.2 Building strong, safe and resilient communities Work on gender-based violence in Renfrewshire is co-ordinated through the Gender Based Violence Strategy Group. The Group has continued to develop a strong partnership approach to addressing GBV. Membership has increased to include representatives from the voluntary sector (Kairos+) and Renfrewshire Council Youth Services. The group leads the Renfrewshire delivery of the National Gender Based Violence Strategy ‘Equally Safe’ for preventing and eradicating violence against women and girls. This local GBV Strategy 2018-2021 aimed to ensure that ‘GBV is not tolerated and where victims, perpetrators and communities are supported to address its causes and consequences.’ The group are currently developing an updated strategy for 2023-2026 which will reflect the national refresh of the Equally Safe Delivery Plan, which will recognise the impact of the pandemic and identify local priorities for the next three years. Young and Equally Safe in Renfrewshire is a youth led initiative opening conversations around gender-based violence and planning events and a campaign for later this year. Renfrewshire continues to operate a successful Multi Agency Risk Assessment Conference (MARAC) on an MS Teams platform. In recent months referral figures have increased due to a greater awareness of the referral criteria amongst partner agencies, demonstrating that more victims of domestic abuse are being recognised and supported across Renfrewshire. Renfrewshire continues to roll out the Safe and Together practice model which aims to improve how child welfare systems and practitioners respond to the issue of domestic abuse. The core training has been delivered to over 70 staff and a one-day multi-agency briefing was delivered in December 2022 which received positive feedback. Further one day briefings are planned for later this year and a local champions group is in place as well as reflective practice sessions for social workers. A Reclaim the Night event took place in November 2021 and 2022, co-ordinated by the Council and partners in health, fire, and police services. The event enabled local people to gather and lay white ribbons and a wreath in Dunn Square in Paisley to honour those who Page 24 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 10 have lost their lives due to domestic abuse and sexual violence. In 2022 a procession took place to mark the 16 days of Action. Renfrewshire’s Refugee Resettlement Team continues to support those from Syria and Afghanistan who have resettled in Renfrewshire. Families are now living in various locations across Renfrewshire and receive on-going assistance with maintaining their social rented tenancies in the community. From March 2022, the focus of the Refugee Resettlement Service has been largely on the implementation of the Scottish Government’s ‘Warm Scottish Welcome’ programme of support for the resettlement of those displaced from Ukraine who have been given 3-year Visas. A Welcome Hub was established at a hotel near to Glasgow Airport by Renfrewshire’s Refugee Resettlement Team with additional staff being added from a range of backgrounds, including housing support, refugee resettlement, homelessness, housing management and business support as the Welcome Hub became one of the key entry points for those arriving in Scotland from Ukraine. The team has ensured that all Ukraine Displaced Persons were provided with hotel accommodation on arrival and had support with benefit applications, school enrolment, job applications, health advice and translation services. The team works in partnership with a range of organisations, including Scottish Refugee Council, Social Security Scotland, Renfrewshire HSCP and OneRen. They continue to support Ukrainian families and individuals to safely move on to other parts of Scotland, resettle to their own social rented tenancies in Renfrewshire or move to stay with those who are acting as ‘hosts’ and having Ukrainians stay with them in their home. “80’s and up” is a project involving Roar - Connections for life, HSCP and GP practices. It aims to help stop older people from falling and uses evidence-based advice and exercises to prevent falls. Feedback has been positive and suggests that with help from Roar - Connections for Life, it has allowed them to walk more and walk with more confidence. Evidence suggests this simple intervention will reduce falls and fractures, preventing hospital admissions as well as improving quality of life for those taking part. This April, Roar are currently about to launch Stronger for Longer which is an expansion of this project. RAMH received funding from the HSCP to create information about what supports are available to people in a range of languages, and to circulate them in hard copy as well as Page 25 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 11 digitally. This was in recognition of the fact that lots of people, particularly people from black and ethnic minority communities, often don’t have access to online resources. The integration network, In-Ren, received funding from the HSCP to enable the co- ordinator to focus on health and employability for minority ethnic communities. The HSCP will work with the Network to ensure more diversity in all of their groups so that they can address the significant inequalities that exist for people from minority ethnic communities. The Community Learning and Development Team worked with children and young people to design and produce a Keep Safe Kids App which provides support by linking to organisations that offer information and guidance on a range of equality areas, such as LGBTQI, disability, religion and race. The App enables young people to report bullying or other concerns directly to their schools, anonymously if they wish. In addition to delivering hate crime awareness sessions, a hate crime lesson pack (You Judge) was also developed for secondary schools in partnership with Police Scotland and the Crown Office and Procurator Fiscal Service. Street Stuff is a youth engagement and diversionary project that targets disengaged young people in areas of multiple deprivation as well as areas with high incidences of youth disorder and anti-social behaviour. The project also delivers activities throughout the school holiday periods as part of the tackling poverty agenda, providing football, gaming, DJ sessions and much more in the popular buses. A healthy meal is provided each day as part of the activities. 4.3 Tackling inequality, ensuring opportunities for all In March 2022 a new Fairer Renfrewshire Programme was formed bringing together a number of existing programmes of work focussed on achieving fairness and equity, including the Tackling Poverty Programme and Alcohol and Drugs Change Programme. These programmes were brought together alongside the Council’s Social Renewal Plan, mapping a fairer future for Renfrewshire’s residents through the Covid-19 pandemic, as well as the current cost-of living crisis. The programme will increase delivery of advice services, including development of dedicated advice provision in secondary schools. The programme is also supporting low- income households with emergency fuel costs, energy advice, benefit checks and debt reduction and provides a programme of summer activities and healthy food provision for children from low-income families. A new Fairer Renfrewshire Officer Group has been Page 26 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 12 established which will provide cross-service oversight and collaboration across a range of topics related to fairness, equality and poverty. The Making Arts and Culture Accessible Fund aims to connect people with artistic and cultural opportunities, addressing barriers to accessing cultural spaces, performances, trips and tours. Examples of projects include, providing basic BSL (British Sign Language) training for staff at Paisley Museum, making sessions with Community Circus Paisley more accessible for people with additional support needs, removing barriers for sheltered housing residents to access theatre performances and overcoming barriers to access a musical performance for a group of people with mobility issues, sensory impairments and dementia. #Youdecide was the first participatory budgeting project of its kind within Renfrewshire Council and employed a successful creative strategy to reach out and engage with residents who do not traditionally engage with the Council. 65% of those who provided feedback stated that they had never participated in a council consultation before. A highly visible marketing campaign across all formats, backed with face-to-face roadshows in every town and village as well as staff attendance at community events, ensured that as many residents as possible had the opportunity to participate in the programme. Staff also attended meetings of equalities groups and organisations supporting people with protected characteristics, such as older people’s groups, youth groups, women’s groups and carers groups. The Celebrating Renfrewshire Fund – by young people, for young people – took place successfully in 2021. This is a participatory budgeting process that gives young people a voice in their community and lets them decide how to make living as a young person in Renfrewshire better. In 2022 the Fund had £151,840 available, young people cast 2,187 votes and 38 projects were funded. The Celebrating Renfrewshire team worked with colleagues in youth services and schools to establish a steering group for the Fund. The group has a diverse group of young people from areas across the local partnerships, including young carers, young people from schools and college, care experienced and young people with ASN. The young people are being provided with relevant support to ensure they can get as much out of the experience as possible and in a way that works best for them. Fairer Renfrewshire funding supported the Winter Connections programme, which delivered an extensive and varied programme of activities across Renfrewshire between November 2022 and March 2023. The programme aimed to encourage people to connect Page 27 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 13 and participate in activities in warm and welcoming spaces across communities in Renfrewshire. Organisations were able to offer warm drinks/snacks/food along with activities as well as connections to other services and support, including dedicated money advice sessions. A total of 38 projects were funded at a value of £69,966 and included intergenerational music, crochet classes, Bookbug sessions and lunch for toddlers, a Saturday night kids club, a ten-week IT programme for older adults and Jam Jar movies. In addition, £10,000 was allocated to OneRen to provide a programme of Winter Connections activities across Renfrewshire’s libraries, focussing particularly on areas where there was no existing activity. Activities included family craft sessions, board games and community jigsaw-building sessions, film shows and family play sessions. An evaluation is being undertaken to gather understanding of the impact of the Winter Connections programme. Initial feedback from participating organisations has been very positive and some organisations have secured alternative funding to continue delivering activities beyond the end of March. Sanitary products have been made available throughout Renfrewshire both in community settings and in organisations working with families with low income. Marketing materials have been developed and distributed, to ensure residents know where they can obtain the products. A home delivery service ensures that residents who are unable to access community settings can order products directly to their home. Tenancy Sustainment for Survivors (TS4S) is an innovative project developed through partnership between SAY Women and Renfrewshire Council to support young women (16- 25 years old) who have been subjected to sexual violence and are at risk of homelessness. The project works with Blue Triangle, Housing Support Services, Barnardo’s Threads, RADAR, Women’s Community Justice, and social workers who provide throughcare and aftercare to young people in Renfrewshire. The support service is making a difference to young women and raising the consciousness of workers within Renfrewshire however, work still needs to be done around increasing referrals and ensuring that the 1 in 4 young women who will experience sexual violence get access to specialist tenancy sustainment supports that could benefit them and prevent the cycle of homelessness. Since March 2021 several newbuild developments at Johnstone have been completed which are designed and constructed to mainstream accessibility, with level access throughout, electrical controls at accessible heights, showers and “wet floors” in Page 28 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 14 bathrooms. Our housing allocations policy ensures that all newbuild ground floor flats are allocated to customers with particular housing needs where possible and the five lower cottage flats at Auchengreoch Road were specifically designed for wheelchair accessibility. From 2020 to 2023 11 schools have taken part in the LGBT Youth Scotland Charter Award programme which supports schools to have inclusive and child-centred approaches. The local response to the Independent Care Review is making good progress through the Promise Oversight Group and the Promise Keeper network which ensures that the needs and voices of those with care experience are considered. Development of a Promise Self- Evaluation Tool will help services review progress in training and development, trauma- informed practice and risk management. A Renfrewshire Language Policy has been developed for use across the local authority to ensure that words and phrases used to describe care experience are positive and do not further exacerbate stigma. 4.4 Creating a sustainable Renfrewshire for all to enjoy The first phase of Renfrewshire’s Plan for Net Zero sets out how the area will work towards net zero by 2030. The five key areas focus on a just transition and advancing equality of opportunity: Clean Energy; Sustainable Transport; Circular Economy; Connected Communities; Resilient Place. The plan recognises that climate change impacts those who are most vulnerable disproportionately and that the transition to net zero needs to be done in a way that is just, removes social stigmas and ensures social justice. The Plan includes the need to address and deal with existing inequalities and the impacts of the cost-of-living crisis and aims to transition in a way that creates opportunities equitably and creates a greener, fairer, sustainable way of life for all our citizens, communities, and local businesses. Priority areas for the Plan for Net Zero are: • providing reliable, secure, affordable energy for everyone to alleviate fuel poverty, improving wellbeing and reduce health inequalities • ensuring that everyone has safe and affordable transportation to access services, employment and social activities • creating 20-minute neighbourhoods to provide equal access to essential services and social support networks, particularly for people with care needs, older people, younger people, disabled people, young families, and people of low income Page 29 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 15 • empowering communities by providing all groups with the opportunity to be listened to in the design and deliver of the plan • working with children and young people to address their priority issues • working with communities to identify opportunities for land and assets within their local area to develop local projects that will benefit them A key element of a just transition to net zero will be community engagement and support for communities to make the changes needed to achieve net zero. In December 2021, £50,000 was allocated to a pilot Community Climate Fund for this purpose, providing awards of up to £3K to community organisations to develop localised, green community projects and initiatives which were tailored to the needs of individual communities. The aim of this funding was to encourage participation and raise awareness of the climate emergency within communities, with initiatives being designed and delivered by local residents but supported by the Council. A total of 18 projects were supported across all Local Partnership Areas and climate themes. 4.5 Working together to improve outcomes Renfrewshire Council is actively taking steps to develop a Race Equality Pledge and Action Plan. Once implemented, this will include undertaking an assessment of our understanding of racism and the structural barriers that may exist within the organisation, setting specific outcomes and progress monitoring. Mental Health First Aid training continues to be rolled out across the Council, with approximately 65 key trained staff able to support colleagues. This is part of a wider approach to support staff health, wellbeing, and resilience through the ‘Our People, Our Future 2021-2026’ Strategy. The Council continues to support our LGBTQIA+ Staff Network, including online platforms to share ideas and experiences. The ‘Carers Connected’ network for colleagues with caring responsibilities provides virtual ‘Care for a Cuppa’ sessions connecting colleagues who have caring responsibilities to share information, experiences, and advice in a safe and friendly environment. A partnership with Inclusive Employers has provided a series of webinars and roundtable sessions to increase understanding of people’s experiences at work and how well we are doing across a variety of equality strands. Page 30 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 16 Work on the Digital Champions network is well underway, with a small group of Digital Champions already in place. We continue to work with our frontline services to identify digital skills these staff require and address these in partnership with our local college. A new Health and Wellbeing Strategy will be launched later in 2023 focusing on reducing in-work poverty and creating a safe and healthy work environment. We remain a Disability Confident employer, regularly reviewing practices in relation to demonstrating robust recruitment, selection, and retention of employees with disabilities. We work in partnership with Access to Work who advise on supporting employees with disabilities to enter and remain at work. Working with our Project Search Team we continue to support the development of people towards being ‘job ready’ and onto employment opportunities with the Council and wider community. New policies that have been introduced include the Supporting Menopause Policy, which aims to create an inclusive culture where employees are comfortable talking about menopause, and the Pregnancy Loss Policy which enhances support to staff experiencing pregnancy loss. 5. Equality Outcomes 2021-2025 A set of draft Equality Outcomes were identified in 2021 in line with statutory requirements. These outcome areas were identified using available data and through consultation with local equalities led community groups. A full review of the Equality Outcomes is planned for 2023, recognising the significant changes experienced through the period and to make sure outcomes reflect the strategic priorities of the organisation, are aligned to the new Council and Community Plans and progress reporting is integrated into the Council’s mainstreaming performance monitoring processes. In terms of progress against the current draft outcomes, good progress has been made towards the following outcomes: Improving routes to employment and training for young people Progress towards this outcome includes the Kickstart scheme which ran in 2021/22 and was very successful across Renfrewshire. The Kickstart Gateway placed young people into 408 roles across Renfrewshire, including 71 at Renfrewshire Council. Page 31 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 17 The Young Persons Guarantee continues to perform well, and the Local Employability Partnership continues to be held up as best practice across Scotland for partnership working and commitment to improving the opportunities of local unemployed people. The Partnership continues to work jointly with education colleagues to promote Modern Apprenticeships and Foundation Apprenticeships. The Council’s Community Benefit Outcome menu includes options for creation of job opportunities for unemployed individuals from a priority group – this includes young people16+ years of age not currently in employment, education, or training. The outcome menu also includes further categories for new job opportunities and skills and training opportunities for young people both in education and those who are not currently in education, employment or training. Renfrewshire is one of six delivery partners in a successful Life Changes Trust Legacy Funding bid working on digital skills for care experienced people. Project Search Placements aims to assist young adults with learning disabilities and/or autism into full-time employment through providing skills, coaching and work experience. Soft Facilities Management are working alongside Project Search to provide work placements for candidates over a period of 10 weeks within school settings. Each candidate is allocated an onsite mentor within Soft Facilities Management who oversees their progress and helps with their professional development. The initial candidates completed their full 10-week programme with some wishing to return to gain further experience within facilities management. Doing more to address social isolation in older people and disabled people As part of the Council’s Winter Connections Programme, ROAR – Connections for Life, ran a weekly Jam Jar Movies afternoon in Johnstone between November 2022 and March 2023 providing an opportunity for people to come together and connect over a movie and a hot drink. Attendees were predominantly women aged 60 plus with a couple of older gentlemen in their eighties. The project was so successful that ROAR is going to continue with a Jam Jar Movies at the West End in Paisley. “I think it has been fabulous to be able to provide local things for people in the village during a time of the year, which is the most dismal, and has been a bit of a lifeline, particularly for the older residents.” Page 32 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 18 Another Winter Connections project, the ROAR Well Connected Digital Café at Sherwood Greenlaw, highlighted a demand for older adults to feel more confident using mobile devices/tablets and laptops. The Health and Social Care Partnership is also working alongside Roar- Connections for Life to improve connectedness and reduce loneliness and isolation, focussing initially on the East End of Paisley which was identified as an area of high need to develop community cohesion. Two part-time posts have been funded and a community fun day took place in August 2021 to begin the conversation about what would help, and several local groups and organisations are now involved in a Connectedness Network. A community information event is planned for 31 March 2023. Any re-design of street scene in response to the pandemic, putting accessibility at its heart toensure those who have had to shield the most are confident to venture back outdoors. Work towards this outcome includes installation of a new outdoor gym at Robertson Park with accessible equipment for wheelchair users. Investment in replacement and refurbishment of playpark equipment and surfaces has enabled the development of more inclusive play areas and neurodivergent signs have been installed in some parks and play areas to allow non-verbal young people to communicate with their carers. Renfrewshire Council has also installed a significant number of dropped kerbs which make iteasier not only for wheelchair and mobility scooter users, but also for parents with buggies, and older people. The Council has installed new pedestrian crossings with red coloured tactile paving, audible signals and tactile indicators such as rotating knurled cones to improve road crossing experiences for visually impaired people. Supporting employment and improving economic prospects for women, BAME people anddisabled people Progress towards this outcome includes joint work undertaken by Procurement and Economic Development to encourage local suppliers to bid for council contracts, generating more local employment opportunities generally. As part of a workstream to tackle the health inequalities in economic participation, the Employer Recruitment Incentive was launched by Economic Development in 2021/22, with new disability services being established. Page 33 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 19 The Council’s gender pay gap has reduced from 4.86% (£0.74 in favour in male) in 2016/17 to 2.29% (£0.40 in favour of male) in 2021/22. 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. Significant work has been undertaken to reduce the pay gap, including consolidating the living wage into the Council’s pay and grading structure from 1st April 2021, which impacted positively on key groups of employees, including the five C sectors of Catering, Cleaning, Care, Cashiering and Clerical. However, further action is required, and we continue to target Modern Apprenticeship recruitment campaigns to attract males and females into gender dominated roles and our new leadership development pathway “Lead to Succeed” puts a clear focus on supporting females with career pathways. In addition to the four Equality Outcomes listed above, the following draft outcomes have not been adopted since the 2021 report. • Black history and culture fully incorporated into cultural and educational activities. • Improve transparency of monitoring and reporting of equality work across the Council, including reporting to local equality led community groups. While the outcomes have not been adopted, these topics will be considered as part of the Council’s review of Equality Outcomes in 2023. 6. 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. Page 34 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 20 Benefit outcomes include employment and training opportunities, practical work 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. Page 35 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 21 7. Appendix 1– 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. In secondary schools, this figure has risen from 5.8% in 2021 to 6.9% in 2022. In ASN schools the figures show an increase from 8.5% in 2021 to 9.6% in 2022. Renfrewshire -Pupil Ethnicity September 2022 Total Percentage Total Pupils 24,073 100% White –Scottish 19,233 80% White –Other British 1,118 5% White –Other 1,069 4% Asian –Pakistani / British / Scottish 335 1% Asian –Indian / British / Scottish 291 1% Asian –Bangladeshi / British / Scottish 10 0% Asian –Chinese / British / Scottish 115 0% Asian -Other 108 0% Caribbean / Black 47 0% African 495 2% Other 239 1% Mixed or multiple ethnic groups 351 1% Not specified 662 3% Figures are derived from the Scottish Government’s pupil census supplementary statistics publication. A link to these publications can be found below: 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. Page 36 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 22 Pupils in Renfrewshire schools use an increasing variety of first languages. In 2022, 66 foreign languages were spoken across primary, secondary and ASN settings. The five main languages after English are: Polish, Urdu, Arabic, Punjabi, Ukrainian. We have recorded the number of racist incidents in schools (as shown on the following table). There are no figures available for 2020 due to the pandemic and the number of racist incidents reported in 2022 had increased slightly since 2019 for primary school but increased significantly for secondary schools. Sector Number of incidents Number on school roll 2018 201 9 2020 2021 2022 2018 2019 2020 2021 2022 Primary 12 10 X ≤5 15 13,240 13,189 13,091 13,021 13,110 Secondary 15 ≤5 X ≤5 18 9,927 10,126 10,365 10,508 10,579 ASN ≤5 0 X 0 0 403 404 389 388 384 Total 28 13 X ≤5 33 23,570 23,719 23,845 23,917 24,073 Please note the number on school roll figures are taken from the Scottish Government pupil census publication as at September each year. Racist incident figures are for the school session (Aug – June each year). School roll figures may be slightly different to what was previously reported as the figures above are sourced from the most recent publication which may incorporate amendments to figures. Gender Our gender split in schools is now fairly even, whereas previously we had slightly more boys. In 2022, 50.2% of our pupils were male. Renfrewshire Pupils by Gender 2022 -Female 2022 -Male 2022 -Total % Male Primary 6,500 6,610 13,110 50.42% Secondary 5,371 5,208 10,579 49.23% ASN 105 279 384 72.66% Total 11,976 12,097 24,073 50.25% Page 37 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 23 We also find that there are significant gender 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. Number of Exclusion Incidents 2018 2019 2020 2021 2022 Sector F M F M F M F M F M ASN ≤5 7 ≤5 17 ≤5 13 ≤5 9 0 8 Primary 13 74 10 82 ≤5 35 ≤5 45 6 38 Secondary 155 399 101 300 152 294 270 496 122 388 Grand Total 169 480 114 399 158 342 275 550 128 434 In Renfrewshire there are proportionally fewer looked after children from an ethnic minority group or with a disability than in Scotland overall. It is important to look at the information for all local authorities when considering the Scotland figures and how Renfrewshire compares to them. For example, as at 31 July 2021, 30% of children looked after by Argyll & Bute Council are recorded as known to have a disability, while 8% of children looked after by East Renfrewshire Council are recorded as being from a minority ethnic group. Characteristics of children looked after by local authority, July 2021 Gender Children known to be from Ethnic Minority Groups Children known to have a disability Male Female % Male Number % Number % Renfrewshire 302 285 51 ≤5 ≤5 34 6 Scotland 7,168 6,087 54 385 ≤5 1,288 10 The full table published by the Scottish Government can be found via the link below. Please refer to Table 3.2 in the additional tables document which can be found under the supporting files section. https://www.gov.scot/publications/childrens-social-work-statistics-scotland-2020-21/documents/ Page 38 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 24 8. Appendix 2 – Occupational segregation data The following data was extracted in December 2022 and makes the comparison to previous data extracted in April 2020. 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, with 1 choosing not to disclose. This is an increase in the percentage of women from the 2020 data by 8% with 48% of Chief Officers women. • 18 Chief Officers have declared they do not have a disability and 5 chose not to disclose. A small increase of 2 (8%) in those declaring they do have a disability in comparison to 2020. • 3 Chief Officers chose not to disclose if they were from a minority racial group and 22 identified as White Scottish, British or Irish. A small increase in those identified as White Scottish, British or Irish in comparison to 2020. Craft Employees Craft employees consist of key occupations such as Plumbers, Bricklayers, Electricians, Joiners, Painters, Glaziers, Plasterers, Slaters, Mechanics and Engineers. Grades range from SSCRAFT1 to SSCRAFT28 and TELEC. • The concentration of people are 164 (80%) men and no women, a 9% decrease in men compared to 182 in 2020. 42 (20%) preferred not to answer. • 111 (54%) craft employees have declared they do not have a disability (compared to 118 (65%) in 2020), 94 (46%) chose not to disclose (compared to 68 (52%) in 2020) and 1 declared they have a disability (compared to 3 in 2020). • 109 (53%) craft employees chose not to disclose whether they were from a minority racial group (compared to 78 (43%) in 2020), and 97(47%) identified as White Scottish, Other British and Other white ethnic group. A decrease by 10% of those who identified as White Scottish, British or Irish since 2020. Local Government Employees (LGE) LGE consists of key occupations such as Facilities Operatives, Housekeepers, Refuse Collectors, Drivers, Home Care Workers, Streetscene Operatives, Social Workers, Labourers, Page 39 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 25 Classroom Assistants, Additional Support Needs Assistants, Road Workers, Pre-5 Nursery Officers and all administration, professional, technical and clerical occupations. Grades range from Grade 01 to Grade 16. • The concentration of people are 3741 (61%) women (compared to 4532 (76%) in 2020) and 1277 (21%) men (compared to 1465 (24%) (in 2020), with 1105 (18%) who preferred not to answer. • 3569 (58%) LGE have declared they do not have a disability (compared to 4065 (68%) in 2020). 2332 (38%) chose not to disclose (compared to 1723 (29%) in 2020) and 222 (4%) have declared they have a disability (compared to 209 (3%) in 2020). • 2407 (39.5%) LGE chose not to disclose if they were from a minority racial group (compared to 1870 (31%) in 2020) and 65 (1%) declared they are from a minority racial group (compared to 63 (1%) in 2020). 3651 (60%) identified as White Scottish, British or Irish. (A decrease in those identified as White Scottish, British or Irish in comparison to 4064 (68%) in 2020). Teachers Teaching employees consist of key occupations such as Educational Psychologists, Instructors, Head Teachers, Depute Head Teachers, Heads of Faculty, Principal Teachers, Teachers and Trainee teachers for all subject areas. Key grades range from TEACHMAIN19, TEACHER00 to TEACHER48, PSYCHPRIN3 to PSYCHPRIN8, and MUSIC1. • The concentration of people are 1422 (69%) women (compared to 1514 (80.5%) in 2020) and 333 (16%) men (compared to 368 (19.5%) in 2020) with 317 (15%) who preferred not to answer. • 1247 (60.2%) teaching employees have declared they do not have a disability (compared to 1306 (69.4%) in 2020). 792 (38.2%) chose not to disclose (compared to 546 (29%) in 2020) and 33 (1.6%) have declared they have a disability (compared to 30 (1.6%) in 2020). • 844 (41%) teaching employees chose not to disclose if they were from a minority racial group (compared to 601 (32%) in 2020) and 14 (0.68%) declared they are from a minority racial group (compared to 12 (0.65%) in 2020). 1214 (58.5%) identified as White Scottish, British or Irish (compared to 1269 (67.5%) in 2020). Page 40 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 26 9. Appendix 3 – Gender Pay Gap The Council’s gender pay gap journey detailed in the infographic below highlights a reduction of pay gap from 4.86% (£0.74 in favour in male) in 2016/17 to 2.29% (£0.40 in favour of male) in 2021/22. In addition to employee turnover (leavers and new starts including internal movement), the key reasons for the reduction to just over 2% in 2021/22 is the impact of the recent changes to the Council’s pay and grading model for approximately 6200 local government employees and on-going service redesigns under the Council’s transformational plans, such as the Soft Facilities Management services review. Each year our gender pay gap has been in favour of males, and measurement of the pay gap includes the Council’s four different conditions of service: Local Government Employees, Teachers, Craft Operative and Chief Officers. Our pay gap remains a modest figure in comparison to other local and national data and a gender pay gap of less than 5% is not considered significant by the EHRC. The Council is currently ranked 13 from 32 Local Authorities in Scotland as measured by the Local Government Benchmarking Framework (LGBF) for 2021/22. The Scottish average for the same period is 3.51%. 2021/22 is the most current gender pay position, with the Council due to measure the pay gap again at the end of March 2023. 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. However, some progress against the actions was hampered by the COVID-19 pandemic and the council’s response to this, meaning that focused activities were reduced because of the impact of restrictions on staff, reprioritisation of work focus and deployment of staff to where they were needed most. This year, council officers will again undertake another exercise to better understand the Council’s pay gap now, with findings and new recommendations in the autumn. This will ensure we take all reasonable steps possible to ‘advance equality of opportunity’ to reduce the pay gap further as required by the PSED. Page 41 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 27 Some of the key activities to reduce the gender pay gap since our last report in March 2021 are detailed below. These activities will also continue in the year 23/24 and beyond. Pay and Grading Structure The Council on 1st April 2021 consolidated the Scottish Local Government living wage into our pay and grading structure as an hourly rate of pay for Local Government Employees. The living wage became the minimum hourly rate in council’s current pay structure. Consolidation took account of equal pay legislation and Fair Work principles and aimed to further reduce the gender pay gap. The Council undertook and shared with local trade union representatives an Equality Impact Assessment on consolidation proposals before this was approved and implemented, seeking to mitigate any inequalities identified. Assessments were carried out in accordance with guidance available from the Equality and Human Rights Commission which explains how public authorities can meet the requirements of the Equality Act 2010. 90% of the costs were invested in year 1 of the structure to our bottom 4 grades, impacting approx. 3000 of our lowest paid employees, predominately female, (approx. 80%), and (approx. 36%) of the council’s overall workforce. Key groups of employees impacted positively by the revised pay model include Catering and Cleaning employees, School Crossing Patrollers, Housekeepers, Caretakers, Classroom Assistants, Clerical Assistants, Customer Service Advisers, Homecare Workers, Social Care Assistants, Streetscene Operatives and Additional Support Needs Assistants. Recent analysis highlights the Council’s Gender Pay Gap is now sitting at less than 2%. 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. Leadership Programmes Following on from the success of our previous Leaders of the Future and Aspire management programmes reported previously, our new leadership development pathway “Lead to Succeed” puts a clear focus on supporting females with career pathways, an initiative we have to reduce the gender pay gap. This programme offers 3 levels of management qualification to support our current and aspiring managers to develop leadership and business skills at every stage in their career. Our entry Page 42 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 28 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 qualification at each stage. 75% of those aspiring to take up their first supervisory or management position, or newly appointed into such a role by participating in this programme were female. During this period 56 employees, 42 (75%) female and 14 (25%) male have participated in Levels 2,3 and 5. An accessible and inclusive blended model of delivery is available in a variety of interactive formats, and allows participants to gain accredited qualifications, if desired, at a convenient time that fits their needs and life commitments. Learning is maximised through a combination of trainer-led online workshops, interactive e-learning, self-study and groupwork activities, allowing staff to build a colleague network and variety of skills and knowledge as they learn. Modernised HR & OD Policies A key project identified within the People Strategy is the HR&OD Policy Review Plan. HR&OD policies will support new ways of working as the Council continues to recover from the pandemic. New and revised HR & OD policies will create the right supportive foundations to ensure they empower and support the level of organisational and cultural change required. This policy review has commenced, incorporating our values and a has clear focus on flexibility, health and wellbeing, equality, diversity, and inclusiveness. We recently implemented a revised Recruitment Policy, providing the Council’s statement of intent for recruitment, outlining its recruitment principles to attract the right people, for the right jobs, with the right skills, knowledge, and competencies. We require a highly skilled, flexible, adaptive, and motivated workforce committed to driving continuous improvement to achieve the Council’s vision and values and meet the needs of Renfrewshire’s communities. We aim to reach out to all community groups through recruitment campaigns and to target activities to attract a wide and diverse talent pool. We are developing updated guidance and development in recruitment good practice for managers and employees to support the fair, inclusive and consistent implementation of this policy. The Council approved a new policy in November 2022 to support employees who experience symptoms of menopause. We recognise that our workforce is diverse with female employees accounting for approximately three quarters of the workforce. Menopause is a natural life occurrence Page 43 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 29 affecting people in many ways. The Council recognises that symptoms of menopause, predominantly in women can have a detrimental impact on their mental and physical health. This policy aims to support women, educate and raise awareness of what menopause is and supports managers and colleagues to be able to have sensitive conversations, etc when the symptoms impact on someone within the workplace. It provides for up to 5 days paid leave per year for specialist healthcare advice and appointments or recovery. Training and a package of professional support is being developed in line with the policy. We are continually seeking to reduce absence levels and improve well-being. Our revised Managing Absence policy aims to improve our culture of wellness, inclusiveness, and continuous improvement and include supportive early intervention strategies. Most employee absence cases over 4 weeks will result in a reasonable adjustment being made, for example to help remove barriers to returning to work, we removed abatement of leave and provide up to 4 weeks paid phased return, lighter duties, modified equipment, change in working hours, increase supervision, temporary removal of front-line duties. For employees with a disability, we are committed through our new Managing Absence policy to consider all support options that will ensure positive outcomes when returning to work following periods of absence. We apply early review periods and intervention strategies to support short and long-term sickness and ensure full pay is maintained, particularly where we know socio economic disadvantage and poverty is being experienced by some lower paid and predominantly female council employees. The Council has introduced a Pregnancy Loss Policy as part of our commitment to the Miscarriage Association’s Pregnancy Loss Pledge, enhancing support to staff experiencing pregnancy loss. This includes providing up to 2 weeks paid time off to parents experiencing pregnancy loss at any stage. 61.5% of our employees are female. We know that 5.75% of those are aged 25 or less, with the average age for women being 45. We have on average, 200 female employees who are receiving maternity pay at the current time. This indicates 3.15% of our workforce could potentially be impacted by pregnancy loss. The policy will have a positive impact on woman within the workforce by providing a work environment where any employee, including partners and grandparents can be adequately supported during pregnancy loss. Our Values We developed Our Values through staff engagement in 2019 and provided feedback on what is important to our workforce. This engagement informed our People Strategy approach and placed a focus on our front-line workforce – a large proportion of which are female. In 2021 we started a Page 44 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 30 cultural change journey by embedding our values across the employment lifecycle including our policies and the decisions we take day to day. This started with “Leading Our Values” training for all leaders/manager and then “Living our Values” training for all staff. We have been celebrating our success within our ‘Staff Stories’ on the Council Website where employees who are demonstrating the behaviours embedded within our values whilst fulfilling their roles in the Council have been nominated and recognised as role models for living our values. Coaching and Mentoring In 2021 we completed the fourth cohort of our successful Cross Organisational Mentoring Programme, an innovative partnership, led by Renfrewshire Council and involved 3 other public sector organisations which facilitated the sharing of knowledge and expertise, helping our managers to see and do things differently to improve outcomes. The Council had 10 managers on the programme, both as mentors and mentees, with a 50% split of male and female. 3 female staff benefitted from coaching. Modern/Foundation Apprenticeships To strengthen career pathways opportunities, we currently have 78 Modern Apprentices, with 51 (65%) undergoing placements with the Council and 27 (35%) with local businesses – the gender split across these is 53 males (68%) and 25 females (32%). We continue to target recruitment campaigns to attract males and females into gender dominated roles – a key action in reducing our gender pay gap. Page 45 of 94
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Equality Outcomes and Mainstreaming Report 2021-23 31 If you wish to have any of this information reproduced in another format or language, please contact: Name: Andrena Faulkner Email: andrena.faulkner@renfrewshire.gov.uk Telephone: 0141 487 1511 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: بﺗﻧﺳﯾﻗ ﻼﻣﻌﻟوﻣﺎﺗ هذھ مﻧ جزء ﻊﻠﯩ ﻼﺣﺻوﻟ فﯾ ترﻐﺑ كﻧﺗ إذا ﺄﻌﻟﺎھ ﻼﻣذﻛورة ﻻﺎﺗﺻﻻ بﯾﺎﻧﺎﺗ ﺎﺳﺗﺧدﺎﻣ يرﺟﯩ ، ﺄﺧرﯩ لﻏة أو ﺂﺧر Page 46 of 94
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32 Chief Executive’s Service Renfrewshire Council Renfrewshire House Cotton Street Paisley PA1 1BR Page 47 of 94
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Employee information For all council employees Page 48 of 94
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Renfrewshire Council This document contains a range of datasets about Renfrewshire Council’s employees by protected characteristic including: 1) Staff Head Count 2) Children’s Services Staff Establishment 3) Recruitment 4) Training and Development 5) Leavers 1) Renfrewshire Council – Staff Head Count 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 2022. Please note in some cases where the numbers are very small, percentages can often not be very useful. Age Band Age Band Head Count % 16-20 59 0.70% 21-30 1162 13.79% 31-40 1983 23.53% 41-50 2015 23.91% 51-60 2470 29.31% 61+ 737 8.75% Total 8426 100.00% Gender Gender Head Count % Female 5175 61.42% Male 1786 21.20% Prefer not to say 1465 17.39% Total 8426 100.00% Page 49 of 94
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Do you consider yourself to be trans, or have a trans history? Transgender Head Count % No 5276 62.62% Prefer not to say 3113 36.95% Yes 37 0.44% Total 8426 100.00% What is your legal marital or registered civil partnership status? Marital Status Head Count % Civil Partnership 7 0.08% Civil Partnership - Legally Dissolved 0 0.00% Divorced 262 3.11% Living with partner 608 7.22% Married 2290 27.18% Never Married/Civil Partnership 1608 19.08% Prefer not to say 3585 42.55% Separated - Legal Civil Partnership 0 0.00% Separated - Legally Married 11 0.13% Surviving Partner - Civil Partnership ≤5 - Widowed 54 0.64% Total 8426 100.00% Which of the following best describes your sexual orientation? Sexual Orientation Head Count % Bisexual 34 0.40% Gay or Lesbian 88 1.04% Straight/Heterosexual 4913 58.31% Prefer not to say 3390 40.23% Other sexual orientation ≤5 - Total 8426 100.00% Page 50 of 94
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What religion, religious denomination or body do you belong to? Religion or Body Head Count % Buddhist 7 0.08% Church Of Scotland 1209 14.35% Hindu ≤5 - Jewish ≤5 - Muslim 29 0.34% None 3827 45.42% Other Christian 301 3.57% Other religion or body 39 0.46% Pagan 6 0.07% Prefer not to say 1691 20.07% Roman Catholic 1295 15.37% Sikh 15 0.18% Total 8426 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 % No Condition 4945 58.69% Prefer not to say 3223 38.25% Yes 258 3.06% Total 8426 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 % No 4270 50.68% Prefer not to say 1840 21.84% Yes 2316 27.49% Total 8426 100.00% Page 51 of 94
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What is your ethnic group? Ethnic Group 1 Ethnic Group 2 Head Count % African African, Scottish African, British African 11 0.13% Asian Bangladeshi, Scottish Bangladeshi, British Bangladeshi 0 0.00% Asian Chinese, Scottish Chinese, British Chinese ≤5 - Asian Indian, Scottish Indian, British Indian 16 0.19% Asian Other Asian ethnic group ≤5 - Asian Pakistani, Scottish Pakistani, British Pakistani 19 0.23% Caribbean or Black Black, Scottish Black, British Black ≤5 - Caribbean or Black Caribbean, Scottish Caribbean, British Caribbean 0 0.00% Caribbean or Black Other Caribbean or Black ethnic group 0 0.00% Mixed or Multiple Ethnic Groups Any mixed or multiple ethnic group 20 0.24% Other Ethnic Group Arab, Scottish Arab, British Arab ≤5 - Other Ethnic Group Other ethnic group ≤5 - Prefer not to say Prefer not to say 3363 39.91% White Gypsy/Traveller 0 0.00% White Irish 51 0.61% White Other British 189 2.24% White Other white ethnic group 81 0.96% White Polish 10 0.12% White Roma 0 0.00% White Scottish 4653 55.22% White Showman/Show woman 0 0.00% Total 8426 100.00% Page 52 of 94
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2) Renfrewshire Council – Children’s Services – Staff Establishment 2022 Age Band Age Band Head Count % 16-20 16 0.39% 21-30 716 17.61% 31-40 1176 28.92% 41-50 1019 25.06% 51-60 943 23.19% 61+ 197 4.84% Total 4067 100.00% Gender Gender Head Count % Female 2951 72.56% Male 473 11.63% Prefer not to say 643 15.81% Total 4067 100.00% Do you consider yourself to be trans, or have a trans history? Transgender Head Count % No 2577 63.36% Prefer not to say 1484 36.49% Yes 6 0.15% Total 4067 100.00% What is your legal marital or registered civil partnership status? Marital Status Head Count % Civil Partnership 0 0.00% Civil Partnership - Legally Dissolved 0 0.00% Divorced 90 2.21% Living with partner 304 7.47% Married 1040 25.57% Never Married/Civil Partnership 856 21.05% Page 53 of 94
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Prefer not to say 1757 43.20% Separated - Legal Civil Partnership 0 0.00% Separated - Legally Married ≤5 - Surviving Partner - Civil Partnership 0 0.00% Widowed 16 0.39% Total 4067 100.00% Which of the following best describes your sexual orientation? Sexual Orientation Head Count % Bisexual 14 0.34% Gay or Lesbian 40 0.98% Straight/Heterosexual 2426 59.65% Prefer not to say 1587 39.02% Other sexual orientation 0 0.00% Total 4067 100.00% What religion, religious denomination or body do you belong to? Religion or Body Head Count % Buddhist 7 0.17% Church Of Scotland 583 14.33% Hindu ≤5 - Jewish ≤5 - Muslim 16 0.39% None 1828 44.95% Other Christian 161 3.96% Other religion or body 11 0.27% Pagan ≤5 - Prefer not to say 734 18.05% Roman Catholic 715 17.58% Sikh 7 0.17% Total 4067 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 % No Condition 2454 60.34% Prefer not to say 1526 37.52% Yes 87 2.14% Page 54 of 94
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Total 4067 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 % No 2039 50.14% Prefer not to say 812 19.97% Yes 1216 29.90% Total 4067 100.00% What is your ethnic group? Ethnic Group 1 Ethnic Group 2 Head Count % African African, Scottish African, British African ≤5 - Asian Bangladeshi, Scottish Bangladeshi, British Bangladeshi 0 0.00% Asian Chinese, Scottish Chinese, British Chinese ≤5 - Asian Indian, Scottish Indian, British Indian 7 0.17% Asian Other Asian ethnic group ≤5 - Asian Pakistani, Scottish Pakistani, British Pakistani 13 0.32% Caribbean or Black Black, Scottish Black, British Black ≤5 - Caribbean or Black Caribbean, Scottish Caribbean, British Caribbean 0 0.00% Caribbean or Black Other Caribbean or Black ethnic group 0 0.00% Mixed or Multiple Ethnic Groups Any mixed or multiple ethnic group 8 0.20% Other Ethnic Group Arab, Scottish Arab, British Arab 0 0.00% Other Ethnic Group Other ethnic group ≤5 - Prefer not to say Prefer not to say 1583 38.92% White Gypsy/Traveller 0 0.00% White Irish 21 0.52% White Other British 89 2.19% White Other white ethnic group 31 0.76% White Polish 6 0.15% White Roma 0 0.00% White Scottish 2304 56.65% White Showman/Show woman 0 0.00% Total 4067 100.00% Page 55 of 94
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3) Renfrewshire Council – Application and recruitment data 01.04.20 – 31.12.22 This data gives us information about the people who have applied to work for Renfrewshire Council, by protected characteristic, between 1st April 2020 and 31st December 2022. 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. Our recruitment data reveals the rate at which applications convert into appointments. 1,113 posts were filled from 54,994 applications. Caution should be applied within the interpretation of these figures, due to low numbers ‘skewing’ and that the figures for applications cannot identify where there have been multiple applications from the same applicant. Men are slightly more successful in their applications, having a 2.2% conversion rate compared to 1.8% for women. All minority ethnic groups have low conversion rates, except for Nigerian, being largely student visa applicants, appointed to Soft FM and Care Sector roles, and those who have chosen not to answer. 61 applicants stated they were trans or had a trans history and 17 declared as non-binary, but for this period there were no success rates. Our sexual orientation looks broadly in line with our average conversion rate, except for those identified as being from Gay or Lesbian and Bisexual groups having a lower rate, and people who prefer not to answer. The conversion rate for those with a disability is high at 5.33% and those who preferred not to answer had a conversion rate at 4.75%. What is your sex? Applications Appointed % Appointed Av Female 39,417 717 1.82% Male 14,138 318 2.25% Prefer not to say 1,422 78 5.49% Non-binary 17 0 0.00% Total 54,994 1,113 2.02% Do you consider yourself to be trans, or have a trans history? Page 56 of 94
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Applications Appointed % Appointed Av No 53,263 1,030 1.93% Prefer not to say 1,670 83 4.97% Yes 61 0 0.00% Total 54,994 1,113 2.02% What is your legal marital or registered civil partnership status? Applications Appointed % Appointed Av Divorced 2,436 57 2.34% Formerly in a civil partnership which is now legally dissolved 59 ≤5 1.69% In a registered civil partnership 328 ≤5 1.22% Married 17,586 377 2.14% Never married and never registered in a civil partnership 26,279 438 1.67% Prefer not to say 3,806 119 3.13% Separated 463 9 1.94% Separated, but still legally in a civil partnership 40 ≤5 2.50% Separated, but still legally married 741 12 1.62% Surviving partner from a civil partnership 26 ≤5 7.69% Widowed 308 13 4.22% Living with partner 2,922 80 2.74% Total 54,994 1,113 2.02% Which of the following best describes your sexual orientation? Applications Appointed % Appointed Av Asexual ≤5 0 0.00% Bisexual 1,045 17 1.63% Demisexual ≤5 0 0.00% Gay or Lesbian 1,208 17 1.41% Normal ≤5 0 0.00% Pansexual 31 0 0.00% Prefer not to say 3,337 105 3.15% Queer 24 ≤5 4.17% Solitarian ≤5 0 0.00% Straight / Heterosexual 49,250 968 1.97% Other 87 ≤5 5.75% Total 54,994 1,113 2.02% 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? Applications Appointed % Appointed Av No 40,641 740 1.82% Prefer not to say 2,153 92 4.27% Yes 5,112 85 1.66% Yes (Children < 18) 7,088 196 2.77% Total 54,994 1,113 2.02% 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? Applications Appointed % Appointed Av No 50,890 986 1.94% Prefer not to say 1,916 91 4.75% Page 57 of 94
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Yes, limited a little 977 13 1.33% Yes, limited a lot 75 ≤5 5.33% Yes 1,136 19 1.67% Total 54,994 1,113 2.02% Do you have any of the following, which have lasted, or are expected to last, at least 12 months? Note - Applicants can select more than one resulting in a higher total than the applicant volume Applications Appointed % Appointed Av Long-term illness, disease or condition 1,737 25 1.44% Mental health condition 1,411 23 1.63% Developmental disorder 63 ≤5 4.76% No condition 28,653 477 1.66% Learning difficulty 703 12 1.71% Learning disability 378 6 1.59% Deafness or partial hearing loss 461 6 1.30% Physical disability 248 9 3.63% Prefer not say 1,252 35 2.80% Blindness or partial sight loss 131 6 4.58% Full or partial loss of voice or difficulty speaking 63 ≤5 3.17% Total 35,100 604 1.72% Note - The detail on the above table has only been available since 1st April 2021 What religion, religious denomination or body do you belong to? Applications Appointed % Appointed Av Adherent of the Grail Message ≤5 0 0.00% Adventist ≤5 0 0.00% Agnostic 28 ≤5 3.57% Alevi ≤5 0 0.00% Al-Hadith ≤5 0 0.00% Anglican 8 0 0.00% Anglican Protestant ≤5 0 0.00% Apostolic ≤5 0 0.00% Atheist 22 0 0.00% Baptist 96 0 0.00% Born Again Charismatic Christian 6 0 0.00% Born Again Christian 17 0 0.00% Brethren ≤5 0 0.00% Buddhist 97 ≤5 1.03% Catholic 17 0 0.00% Celestial Church of Christ ≤5 0 0.00% Charismatic ≤5 0 0.00% Christian and Muslim ≤5 0 0.00% Christian Baptist ≤5 0 0.00% Christian Orthodox 7 0 0.00% Christian Spiritualist ≤5 ≤5 50.00% Christianity 1,210 31 2.56% Church of Christ ≤5 0 0.00% Church of England 24 ≤5 4.17% Church of Grace International ≤5 0 0.00% Church of Jesus Christ of Latter Day Saints ≤5 0 0.00% Church of Scotland 7,461 153 2.05% Page 58 of 94
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Church of South India - Anglican ≤5 0 0.00% Church of the Nazarene 8 0 0.00% Church of Wales ≤5 0 0.00% Daoist ≤5 0 0.00% Deist ≤5 0 0.00% Dominion City ≤5 0 0.00% Eastern Orthodox ≤5 0 0.00% Elim Christian Fellowship, Paisley ≤5 0 0.00% Elim Pentecostal Church 10 0 0.00% Episcopal Church ≤5 0 0.00% Evangelical 28 ≤5 3.57% Free Church of Scotland ≤5 0 0.00% Freemason ≤5 0 0.00% Greek Orthodox 16 0 0.00% Hindu 321 ≤5 0.62% Humanist 176 ≤5 1.14% Independent Church 8 0 0.00% Independent Evangelical Church ≤5 0 0.00% Independent Presbyterian Church 8 0 0.00% Jacobite ≤5 0 0.00% Jehovah's Witness 6 0 0.00% Jewish 27 ≤5 3.70% Living Faith Church ≤5 ≤5 33.33% Lutheran ≤5 0 0.00% Methodist Church ≤5 0 0.00% Mountain of Fire Miracle Ministries (MFM) ≤5 0 0.00% Muslim 1,152 12 1.04% Nazarene Protestant ≤5 0 0.00% Non Denominational 134 ≤5 2.99% None 27,273 545 2.00% Norse ≤5 0 0.00% Orthodox 27 0 0.00% Other Christian 1,220 26 2.13% Pagan 63 0 0.00% Pantheist ≤5 0 0.00% Pentecostal Christian 107 ≤5 4.67% Polish Church 7 0 0.00% Prefer not to say 4,144 129 3.11% Presbyterian ≤5 0 0.00% Protestant 30 0 0.00% Protestant Evangelical Charismatic ≤5 0 0.00% Redeemed Christian Church of God 13 ≤5 7.69% Reformed 11 0 0.00% Reformed Baptist/Presbyterian ≤5 0 0.00% Roman Catholic 10,866 190 1.75% Royal House Chapel ≤5 0 0.00% Russian Orthodox Church ≤5 0 0.00% Scottish Episcopalian 8 0 0.00% Seventh Day Adventist Church ≤5 0 0.00% Sikh 193 ≤5 2.07% South African Christian ≤5 0 0.00% Spiritualism 21 ≤5 9.52% Sunni 13 0 0.00% Page 59 of 94
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Swedish Christian ≤5 0 0.00% The Church of Jesus Christ of the Latter Day Saints ≤5 0 0.00% The Salvation Army 13 0 0.00% United Free Church ≤5 0 0.00% United Reformed Church of Scotland ≤5 0 0.00% Welsh non-conformist ≤5 0 0.00% Winners Church Intl. ≤5 0 0.00% Zaoga ≤5 0 0.00% ZCC ≤5 0 0.00% Total 54,994 1,113 2.02% What is Your Ethnic Background? Applications Appointed % Appointed Av A. White 786 11 1.40% A. White - African ≤5 0 0.00% A. White - Algerian 9 0 0.00% A. White - American 34 0 0.00% A. White - Australian 14 0 0.00% A. White - Austrian ≤5 0 0.00% A. White - Baltic ≤5 0 0.00% A. White - Belarussian ≤5 0 0.00% A. White - Belgian ≤5 0 0.00% A. White - Brazilian ≤5 0 0.00% A. White - British 34 ≤5 8.82% A. White - British / European ≤5 0 0.00% A. White - British and German ≤5 0 0.00% A. White - Bulgarian 30 ≤5 6.67% A. White - Canadian 13 0 0.00% A. White - Caucasian 7 0 0.00% A. White - Central European / Balkan ≤5 0 0.00% A. White - Croatian/British 6 0 0.00% A. White - Dutch 6 0 0.00% A. White - Eastern European Slovakian ≤5 0 0.00% A. White - English 23 0 0.00% A. White - English / Afrikaans (Dutch) ≤5 0 0.00% A. White - English / Irish ≤5 0 0.00% A. White - English / Irish American ≤5 0 0.00% A. White - English / Scottish ≤5 0 0.00% A. White - English, British ≤5 0 0.00% A. White - English, Scottish, Irish, German, American ≤5 0 0.00% A. White - Estonian 7 0 0.00% A. White - European 114 ≤5 1.75% A. White - Finnish ≤5 0 0.00% A. White - French 9 0 0.00% A. White - German 9 0 0.00% A. White - German / Swedish / English ≤5 0 0.00% A. White - Greek 21 0 0.00% A. White - Greek / Scottish ≤5 0 0.00% A. White - Greek Cypriot ≤5 0 0.00% A. White - Gypsy / Traveller ≤5 0 0.00% A. White - Hispanic ≤5 0 0.00% A. White - Hungarian 47 ≤5 4.26% Page 60 of 94
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A. White - Irish 463 11 2.38% A. White - Irish / Canadian ≤5 0 0.00% A. White - Irish / Scots / Lithuanian ≤5 0 0.00% A. White - Irish / Scottish ≤5 0 0.00% A. White - Italian 51 ≤5 1.96% A. White - Italian / Irish ≤5 0 0.00% A. White - Italian / Portuguese ≤5 0 0.00% A. White - Italian, Vaqueiro de Alzada (Spanish), Scottish, Ashkenazi & Sephardic Jewish ≤5 0 0.00% A. White - Jewish ≤5 0 0.00% A. White - Kosovan ≤5 0 0.00% A. White - Latvian ≤5 0 0.00% A. White - Lithuanian 16 0 0.00% A. White - Mediterranean / European ≤5 0 0.00% A. White - Mixed ≤5 0 0.00% A. White - Mixed German and Baltic ≤5 0 0.00% A. White - New Zealand 14 0 0.00% A. White - Nordic / Finnish ≤5 0 0.00% A. White - North American ≤5 0 0.00% A. White - Northern Irish 6 0 0.00% A. White - Other British 2,107 34 1.61% A. White - Other white ethnic group 397 6 1.51% A. White - Polish 637 8 1.26% A. White - Polish, British, South African ≤5 0 0.00% A. White - Portuguese ≤5 0 0.00% A. White - Roma ≤5 0 0.00% A. White - Romanian ≤5 ≤5 33.33% A. White - Russian ≤5 0 0.00% A. White - Scandinavian ≤5 0 0.00% A. White - Scottish 43,595 867 1.99% A. White - Scottish / Greek ≤5 0 0.00% A. White - Scottish / Irish ≤5 0 0.00% A. White - Scottish and Dutch ≤5 0 0.00% A. White - Scottish and English ≤5 0 0.00% A. White - Scottish Italian ≤5 0 0.00% A. White - Scottish, Irish and English ≤5 0 0.00% A. White - Showman / Show woman ≤5 0 0.00% A. White - Slovakian ≤5 ≤5 50.00% A. White - South African 10 0 0.00% A. White - South African, British 7 0 0.00% A. White - Spanish 37 0 0.00% A. White - Spanish / Italian ≤5 0 0.00% A. White - Swedish ≤5 0 0.00% A. White - Swiss ≤5 0 0.00% A. White - Turkish 7 0 0.00% A. White - Ukrainian 21 0 0.00% A. White - Welsh 6 0 0.00% A. White - Welsh/Italian ≤5 0 0.00% A. White - White African 8 0 0.00% A. White - White American ≤5 0 0.00% A. White - White Canadian, mix of white British/Scandinavian European ancestry ≤5 0 0.00% A. White - White Caucasian ≤5 0 0.00% Page 61 of 94
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A. White - White European ≤5 0 0.00% B. Mixed or multiple ethnic groups 200 ≤5 0.50% B. Mixed or multiple ethnic groups - African-American/Scottish 10 0 0.00% B. Mixed or multiple ethnic groups - Algerian/British ≤5 ≤5 100.00% B. Mixed or multiple ethnic groups - Anglo Indian and Scottish ≤5 0 0.00% B. Mixed or multiple ethnic groups - Arab African ≤5 0 0.00% B. Mixed or multiple ethnic groups - Asian - Korean European - Italian/Spanish ≤5 0 0.00% B. Mixed or multiple ethnic groups - Asian and European ≤5 0 0.00% B. Mixed or multiple ethnic groups - Asian, Eastern European ≤5 0 0.00% B. Mixed or multiple ethnic groups - Basque, Spanish, Moroccan, Cuban, Yugoslavian ≤5 0 0.00% B. Mixed or multiple ethnic groups - Black African / White Scottish ≤5 0 0.00% B. Mixed or multiple ethnic groups - Black and White ≤5 0 0.00% B. Mixed or multiple ethnic groups - Black Southern African and White Scottish ≤5 0 0.00% B. Mixed or multiple ethnic groups - Black, Indigenous Trinidadian and white ≤5 0 0.00% B. Mixed or multiple ethnic groups - British Afro Caribbean Mixed White Irish ≤5 0 0.00% B. Mixed or multiple ethnic groups - British and Cypriot ≤5 0 0.00% B. Mixed or multiple ethnic groups - British and Portuguese ≤5 0 0.00% B. Mixed or multiple ethnic groups - British, Indonesian, Dutch 8 0 0.00% B. Mixed or multiple ethnic groups - Caribbean, English, Irish and Scottish ≤5 0 0.00% B. Mixed or multiple ethnic groups - Caucasian, Filipino ≤5 0 0.00% B. Mixed or multiple ethnic groups - Chinese and White Scottish ≤5 0 0.00% B. Mixed or multiple ethnic groups - English and Iraqi ≤5 0 0.00% B. Mixed or multiple ethnic groups - European and Latin American 12 0 0.00% B. Mixed or multiple ethnic groups - European Caucasian / Caribbean Black ≤5 0 0.00% B. Mixed or multiple ethnic groups - Filipino, Jamaican and African ≤5 0 0.00% B. Mixed or multiple ethnic groups - French/Scottish/Tunisian ≤5 0 0.00% B. Mixed or multiple ethnic groups - Greek ≤5 0 0.00% B. Mixed or multiple ethnic groups - Greek/ New Zealander ≤5 0 0.00% B. Mixed or multiple ethnic groups - Gypsy ≤5 0 0.00% B. Mixed or multiple ethnic groups - Half Canadian Inuit ≤5 0 0.00% B. Mixed or multiple ethnic groups - Half English, Half Filipino ≤5 0 0.00% B. Mixed or multiple ethnic groups - Half Scottish and Half Pakistani ≤5 0 0.00% B. Mixed or multiple ethnic groups - Hispanic ≤5 0 0.00% B. Mixed or multiple ethnic groups - Hispanic/Asian ≤5 0 0.00% B. Mixed or multiple ethnic groups - Hungarian and Polish ≤5 0 0.00% B. Mixed or multiple ethnic groups - Indian ≤5 0 0.00% B. Mixed or multiple ethnic groups - Indian/White ≤5 0 0.00% B. Mixed or multiple ethnic groups - Indo Portuguese ≤5 0 0.00% B. Mixed or multiple ethnic groups - Italian and Latin American ≤5 0 0.00% Page 62 of 94
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B. Mixed or multiple ethnic groups - Latin 37 0 0.00% B. Mixed or multiple ethnic groups - Mauritian / Scottish ≤5 0 0.00% B. Mixed or multiple ethnic groups - Mediterranean ≤5 0 0.00% B. Mixed or multiple ethnic groups - Middle Eastern and Indonesian ≤5 0 0.00% B. Mixed or multiple ethnic groups - Mixed African and Scottish ≤5 0 0.00% B. Mixed or multiple ethnic groups - Mixed British ≤5 0 0.00% B. Mixed or multiple ethnic groups - Mixed Caribbean and White Scottish ≤5 0 0.00% B. Mixed or multiple ethnic groups - Mixed Portuguese with Mixed African 11 0 0.00% B. Mixed or multiple ethnic groups - Mixed Race 8 ≤5 12.50% B. Mixed or multiple ethnic groups - Nigerian and Filipino ≤5 0 0.00% B. Mixed or multiple ethnic groups - North African/Scottish ≤5 0 0.00% B. Mixed or multiple ethnic groups - Panamanian Mestizo ≤5 0 0.00% B. Mixed or multiple ethnic groups - Punjabi ≤5 0 0.00% B. Mixed or multiple ethnic groups - Scottish ≤5 0 0.00% B. Mixed or multiple ethnic groups - Scottish - Tunisian ≤5 0 0.00% B. Mixed or multiple ethnic groups - Scottish and African ≤5 0 0.00% B. Mixed or multiple ethnic groups - Scottish and Asian ≤5 0 0.00% B. Mixed or multiple ethnic groups - Scottish and Chilean ≤5 0 0.00% B. Mixed or multiple ethnic groups - Scottish and Pakistani ≤5 0 0.00% B. Mixed or multiple ethnic groups - Scottish and Zimbabwean ≤5 0 0.00% B. Mixed or multiple ethnic groups - Scottish Arab ≤5 0 0.00% B. Mixed or multiple ethnic groups - Scottish Caribbean ≤5 0 0.00% B. Mixed or multiple ethnic groups - Scottish Japanese ≤5 0 0.00% B. Mixed or multiple ethnic groups - Scottish Malay ≤5 0 0.00% B. Mixed or multiple ethnic groups - Scottish Pakistani ≤5 0 0.00% B. Mixed or multiple ethnic groups - Scottish, Mauritian ≤5 0 0.00% B. Mixed or multiple ethnic groups - Scottish, Palestinian ≤5 0 0.00% B. Mixed or multiple ethnic groups - Scottish/African ≤5 0 0.00% B. Mixed or multiple ethnic groups - Scottish/Cypriot ≤5 0 0.00% B. Mixed or multiple ethnic groups - Scottish/Mauritian ≤5 0 0.00% B. Mixed or multiple ethnic groups - South African mixed ≤5 0 0.00% B. Mixed or multiple ethnic groups - South African/Scottish ≤5 0 0.00% B. Mixed or multiple ethnic groups - South American ≤5 0 0.00% B. Mixed or multiple ethnic groups - South American Indigenous Peoples ≤5 0 0.00% B. Mixed or multiple ethnic groups - Swahili ≤5 0 0.00% B. Mixed or multiple ethnic groups - White & African American ≤5 0 0.00% B. Mixed or multiple ethnic groups - White and Arab ≤5 0 0.00% B. Mixed or multiple ethnic groups - White and Asian 9 0 0.00% B. Mixed or multiple ethnic groups - White and Black African American ≤5 0 0.00% B. Mixed or multiple ethnic groups - White and Native American ≤5 0 0.00% B. Mixed or multiple ethnic groups - White and Pakistani ≤5 0 0.00% B. Mixed or multiple ethnic groups - White and South American ≤5 0 0.00% B. Mixed or multiple ethnic groups - White and South Asian ≤5 0 0.00% B. Mixed or multiple ethnic groups - White and Unknown ≤5 0 0.00% Page 63 of 94
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B. Mixed or multiple ethnic groups - White Mixed African ≤5 0 0.00% B. Mixed or multiple ethnic groups - White Scottish & Black African American ≤5 0 0.00% B. Mixed or multiple ethnic groups - White Scottish / Black Mauritian ≤5 0 0.00% B. Mixed or multiple ethnic groups - White, Kashmiri ≤5 0 0.00% B. Mixed or multiple ethnic groups - White/African American ≤5 0 0.00% B. Mixed or multiple ethnic groups - White/Bahraini ≤5 0 0.00% B. Mixed or multiple ethnic groups - White/Black Caribbean 35 0 0.00% B. Mixed or multiple ethnic groups - White/Hispanic ≤5 0 0.00% B. Mixed or multiple ethnic groups - White/Middle Eastern ≤5 0 0.00% C. Asian, Scottish Asian or British Asian 72 0 0.00% C. Asian, Scottish Asian or British Asian - Afghan ≤5 0 0.00% C. Asian, Scottish Asian or British Asian - Bangladeshi, Scottish Bangladeshi or British Bangladeshi 73 ≤5 1.37% C. Asian, Scottish Asian or British Asian - Bhutanese ≤5 0 0.00% C. Asian, Scottish Asian or British Asian - Burmese ≤5 0 0.00% C. Asian, Scottish Asian or British Asian - Chinese, Scottish Chinese or British Chinese 341 ≤5 0.59% C. Asian, Scottish Asian or British Asian - European Nepalese 7 0 0.00% C. Asian, Scottish Asian or British Asian - Filipino 9 ≤5 33.33% C. Asian, Scottish Asian or British Asian - Filipino/Scottish ≤5 0 0.00% C. Asian, Scottish Asian or British Asian - Hongkonger 28 0 0.00% C. Asian, Scottish Asian or British Asian - Indian ≤5 0 0.00% C. Asian, Scottish Asian or British Asian - Indian, Scottish Indian or British Indian 659 6 0.91% C. Asian, Scottish Asian or British Asian - Indonesian ≤5 0 0.00% C. Asian, Scottish Asian or British Asian - Iranian ≤5 0 0.00% C. Asian, Scottish Asian or British Asian - Laotian - French ≤5 0 0.00% C. Asian, Scottish Asian or British Asian - Malaysian 12 0 0.00% C. Asian, Scottish Asian or British Asian - Nepali Asian ≤5 0 0.00% C. Asian, Scottish Asian or British Asian - Pakistani ≤5 0 0.00% C. Asian, Scottish Asian or British Asian - Pakistani Asian ≤5 0 0.00% C. Asian, Scottish Asian or British Asian - Pakistani, Scottish Pakistani or British Pakistani 902 ≤5 0.55% C. Asian, Scottish Asian or British Asian - Philippines- Asian ≤5 0 0.00% C. Asian, Scottish Asian or British Asian - Sinhala ≤5 0 0.00% C. Asian, Scottish Asian or British Asian - South African Indian 28 0 0.00% C. Asian, Scottish Asian or British Asian - Sri Lankan 10 0 0.00% C. Asian, Scottish Asian or British Asian - Sri-Lankan-British ≤5 0 0.00% C. Asian, Scottish Asian or British Asian - Sunni ≤5 0 0.00% C. Asian, Scottish Asian or British Asian - Syrian ≤5 0 0.00% C. Asian, Scottish Asian or British Asian - Thai ≤5 0 0.00% C. Asian, Scottish Asian or British Asian - Uyghur ≤5 0 0.00% African - Other 164 ≤5 1.83% African - (Inc. Scottish/British) 88 ≤5 2.27% D. African, Scottish African or British African 66 0 0.00% D. African, Scottish African or British African - African ≤5 0 0.00% D. African, Scottish African or British African - Black British Tanzania background ≤5 0 0.00% Page 64 of 94
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D. African, Scottish African or British African - Black Scottish ≤5 0 0.00% D. African, Scottish African or British African - Black Scottish, Nigerian ≤5 0 0.00% D. African, Scottish African or British African - British ≤5 0 0.00% D. African, Scottish African or British African - British Citizen from Uganda ≤5 0 0.00% D. African, Scottish African or British African - British Kenyan ≤5 0 0.00% D. African, Scottish African or British African - British National, Nigerian Heritage ≤5 0 0.00% D. African, Scottish African or British African - Burundi ≤5 0 0.00% D. African, Scottish African or British African - Cameroonian ≤5 0 0.00% D. African, Scottish African or British African - Cape Verde / Portugal ≤5 0 0.00% D. African, Scottish African or British African - Congolese ≤5 0 0.00% D. African, Scottish African or British African - Eritrean ≤5 0 0.00% D. African, Scottish African or British African - Finnish and Nigeria ≤5 0 0.00% D. African, Scottish African or British African - Gambian 10 0 0.00% D. African, Scottish African or British African - German ≤5 0 0.00% D. African, Scottish African or British African - Ghanaian 117 ≤5 0.85% D. African, Scottish African or British African - Irish ≤5 0 0.00% D. African, Scottish African or British African - Italian 20 ≤5 5.00% D. African, Scottish African or British African - Ivorian ≤5 ≤5 100.00% D. African, Scottish African or British African - Kenyan 8 0 0.00% D. African, Scottish African or British African - Malawian 18 0 0.00% D. African, Scottish African or British African - Moroccan ≤5 0 0.00% D. African, Scottish African or British African - Nigerian 705 34 4.82% D. African, Scottish African or British African - Nigerian, Spanish 6 0 0.00% D. African, Scottish African or British African - Scottish African ≤5 0 0.00% D. African, Scottish African or British African - Shona/English ≤5 0 0.00% D. African, Scottish African or British African - Sierra Leonean 6 0 0.00% D. African, Scottish African or British African - Somali 14 0 0.00% D. African, Scottish African or British African - South African ≤5 0 0.00% D. African, Scottish African or British African - Sudanese ≤5 0 0.00% D. African, Scottish African or British African - Swedish, Nigerian ≤5 0 0.00% D. African, Scottish African or British African - Tanzanian ≤5 0 0.00% D. African, Scottish African or British African - Togo ≤5 0 0.00% D. African, Scottish African or British African - Togo/Nigeria ≤5 0 0.00% D. African, Scottish African or British African - Togolese 8 0 0.00% D. African, Scottish African or British African - Tswana ≤5 0 0.00% D. African, Scottish African or British African - Tunisian ≤5 0 0.00% D. African, Scottish African or British African - Tunisian and Algerian ≤5 0 0.00% D. African, Scottish African or British African - Ugandan 14 0 0.00% D. African, Scottish African or British African - Yoruba ≤5 0 0.00% D. African, Scottish African or British African - Zambian ≤5 0 0.00% D. African, Scottish African or British African - Zimbabwean 41 0 0.00% Page 65 of 94
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E. Caribbean or Black 56 ≤5 1.79% E. Caribbean or Black - African ≤5 0 0.00% E. Caribbean or Black - African American ≤5 0 0.00% E. Caribbean or Black - Afro-Italian ≤5 0 0.00% E. Caribbean or Black - Black 9 0 0.00% E. Caribbean or Black - Black African 12 0 0.00% E. Caribbean or Black - Black British ≤5 0 0.00% E. Caribbean or Black - Black English ≤5 0 0.00% E. Caribbean or Black - Black Irish ≤5 0 0.00% E. Caribbean or Black - Black Spanish ≤5 0 0.00% E. Caribbean or Black - Caribbean ≤5 0 0.00% E. Caribbean or Black - Ghanaian ≤5 0 0.00% E. Caribbean or Black - Scottish Caribbean 6 0 0.00% F. Other Ethnic Group 7 0 0.00% F. Other Ethnic Group - Afghan ≤5 0 0.00% F. Other Ethnic Group - African 15 ≤5 6.67% F. Other Ethnic Group - Arab ≤5 0 0.00% F. Other Ethnic Group - Arab, Scottish Arab or British Arab 88 ≤5 2.27% F. Other Ethnic Group - Asian Indian ≤5 0 0.00% F. Other Ethnic Group - Asian, Filipino ≤5 0 0.00% F. Other Ethnic Group - Australian ≤5 0 0.00% F. Other Ethnic Group - Black African 7 0 0.00% F. Other Ethnic Group - Brazilian ≤5 0 0.00% F. Other Ethnic Group - British Egyptian ≤5 0 0.00% F. Other Ethnic Group - Chinese ≤5 0 0.00% F. Other Ethnic Group - Chinese Scottish ≤5 0 0.00% F. Other Ethnic Group - Eastern European ≤5 0 0.00% F. Other Ethnic Group - Evangelist ≤5 0 0.00% F. Other Ethnic Group - Fijian ≤5 0 0.00% F. Other Ethnic Group - Filipino 10 0 0.00% F. Other Ethnic Group - Ghanaian ≤5 0 0.00% F. Other Ethnic Group - Hindu ≤5 0 0.00% F. Other Ethnic Group - Hispanic ≤5 0 0.00% F. Other Ethnic Group - Indian ≤5 0 0.00% F. Other Ethnic Group - Indonesian ≤5 0 0.00% F. Other Ethnic Group - Iranian ≤5 0 0.00% F. Other Ethnic Group - Iraqi ≤5 0 0.00% F. Other Ethnic Group - Italian ≤5 0 0.00% F. Other Ethnic Group - Japanese ≤5 0 0.00% F. Other Ethnic Group - Kazakh ≤5 0 0.00% F. Other Ethnic Group - Kurdish 6 0 0.00% F. Other Ethnic Group - Latin American ≤5 0 0.00% F. Other Ethnic Group - Lebanon ≤5 0 0.00% F. Other Ethnic Group - Maghrebin ≤5 0 0.00% F. Other Ethnic Group - Mexican-American ≤5 0 0.00% F. Other Ethnic Group - Mixed White and Black African American 9 0 0.00% F. Other Ethnic Group - Nepalese 6 0 0.00% F. Other Ethnic Group - Persian ≤5 0 0.00% F. Other Ethnic Group - Polish 6 0 0.00% F. Other Ethnic Group - Scottish Gael ≤5 0 0.00% F. Other Ethnic Group - Scottish Mauritian ≤5 0 0.00% F. Other Ethnic Group - South American 6 0 0.00% Page 66 of 94
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F. Other Ethnic Group - South Korean ≤5 0 0.00% F. Other Ethnic Group - Sri Lankan ≤5 0 0.00% F. Other Ethnic Group - Sunnite, Maghrebin ≤5 0 0.00% F. Other Ethnic Group - Traveller 10 0 0.00% F. Other Ethnic Group - Turkish ≤5 0 0.00% F. Other Ethnic Group - Uyghur ≤5 0 0.00% F. Other Ethnic Group - White African British ≤5 0 0.00% Prefer not to say 2,028 98 4.83% Total 54,994 1,113 2.02% National Identity Applications Appointed % Appointed Av African 8 0.00% American 35 0.00% Australian 12 0.00% Austria 9 ≤5 11.11% Bangladesh 10 0.00% Barbadian ≤5 0.00% Belgian ≤5 0.00% Black Africa ≤5 0.00% Botswana ≤5 0.00% Brazilian 7 0.00% British 2,762 59 2.14% Bulgarian 7 0.00% Canadian 25 ≤5 4.00% Chilean ≤5 0.00% Chinese ≤5 0.00% Chinese Hong Kong ≤5 0.00% Colombian 7 0.00% Croatian ≤5 0.00% Cuban ≤5 0.00% Danish ≤5 0.00% Dual nationality: Scottish/Croatian ≤5 0.00% Dual nationality: Scottish/Italian ≤5 ≤5 33.33% Dutch 11 0.00% Ecuadorian ≤5 0.00% Egyptian ≤5 0.00% English 337 ≤5 1.19% English-Scottish ≤5 0.00% Estonian ≤5 0.00% Ethiopian ≤5 0.00% European ≤5 0.00% Fijian ≤5 0.00% Filipino ≤5 0.00% Finnish-Ghanaian 6 0.00% French 32 ≤5 3.13% Galician ≤5 0.00% German 13 0.00% Ghanaian ≤5 0.00% Glaswegian ≤5 0.00% Greek 73 ≤5 2.74% Greek Cypriot (EU) ≤5 0.00% Page 67 of 94
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Hong Kong ≤5 0.00% Hungarian 33 ≤5 3.03% Indian 47 ≤5 2.13% Indonesian ≤5 0.00% Iraqi ≤5 0.00% Irish 55 ≤5 3.64% Irish (Republic) ≤5 0.00% Italian 54 ≤5 3.70% Kazakh ≤5 0.00% Kenyan ≤5 0.00% Korean (Republic of Korea) ≤5 0.00% Latvian ≤5 0.00% Lithuanian ≤5 0.00% Malawian ≤5 0.00% Malaysian ≤5 0.00% Maltese ≤5 0.00% Manx ≤5 0.00% Mixed Race Hispanic ≤5 0.00% Nepali ≤5 0.00% New Zealander 6 0.00% Nigerian 34 ≤5 5.88% Northern Irish 112 ≤5 1.79% Norwegian ≤5 0.00% Pakistani 24 0.00% Peruvian ≤5 0.00% Polish 175 ≤5 1.14% Portuguese 17 0.00% Prefer not to answer 1,338 36 2.69% Romanian 23 0.00% Saudi ≤5 0.00% Scottish 15,724 388 2.47% Scottish/Greek ≤5 0.00% Slovakian 6 ≤5 16.67% South African 8 0.00% South Korean ≤5 0.00% Spanish 73 ≤5 1.37% Sri Lankan ≤5 0.00% Swazi ≤5 0.00% Swedish 10 0.00% Tongan ≤5 ≤5 100.00% Turkish ≤5 0.00% Ukrainian 10 ≤5 10.00% Welsh 21 0.00% Zambian ≤5 0.00% Zimbabwean ≤5 0.00% Total 21,228 509 2.40% Note - This detail has only been available to 31st March 2021 Page 68 of 94
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4) 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. Looking at corporate training and development figures, which include e-learning, the split of training and development between men and women looks to be reflective of the overall proportion of men and women in overall Council employment. Overall, the pattern of age groups being trained is consistent with numbers reported in 2020. Religion, ethnic groups, marital/civil partnership status and sexual orientation, all groups represented in the training and development figures are broadly in keeping with the levels of overall employment. The number of disabled staff undertaking training and development has doubled since 2020 but remains similar to their overall proportion in the organisation. A new mandatory iLearn course on Equality, Diversity and Inclusion Awareness has recently been launched for all staff to undertake during 2023. Age Band Age Band Head Count % 16-20 23 0.46% 21-30 640 12.86% 31-40 1099 22.09% 41-50 1263 25.39% 51-60 1545 31.06% 61+ 405 8.14% Total 4975 100.00% Gender Gender Head Count % Female 3282 65.97% Male 1041 20.92% Prefer not to say 652 13.11% Total 4975 100.00% Do you consider yourself to be trans, or have a trans history? Transgender Head Count % No 3409 68.52% Prefer not to say 1542 30.99% Yes 24 0.48% Total 4975 100.00% Page 69 of 94
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What is your legal marital or registered civil partnership status? Marital Status Head Count % Civil Partnership 6 0.12% Civil Partnership - Legally Dissolved 0 0.00% Divorced 178 3.58% Living with partner 368 7.40% Married 1555 31.26% Never Married/Civil Partnership 932 18.73% Prefer not to say 1889 37.97% Separated - Legal Civil Partnership 0 0.00% Separated - Legally Married 11 0.22% Surviving Partner - Civil Partnership ≤5 0.02% Widowed 35 0.70% Total 4975 100.00% Which of the following best describes your sexual orientation? Sexual Orientation Head Count % Bisexual 30 0.60% Gay or Lesbian 63 1.27% Straight/Heterosexual 3130 62.91% Prefer not to say 1751 35.20% Other sexual orientation ≤5 0.02% Total 4975 100.00% What religion, religious denomination or body do you belong to? Religion or Body Head Count % Buddhist ≤5 0.06% Church Of Scotland 752 15.12% Hindu ≤5 0.10% Jewish ≤5 0.02% Muslim 18 0.36% None 2340 47.04% Other Christian 195 3.92% Other religion or body 23 0.46% Pagan ≤5 0.08% Prefer not to say 817 16.42% Page 70 of 94
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Roman Catholic 808 16.24% Sikh 9 0.18% Total 4975 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 % No Condition 3138 63.08% Prefer not to say 1650 33.17% Yes 187 3.76% Total 4975 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 % No 2542 51.10% Prefer not to say 900 18.09% Yes 1533 30.81% Total 4975 100.00% What is your ethnic group? Ethnic Group 1 Ethnic Group 2 Head Count % African African, Scottish African, British African 8 0.16% Asian Bangladeshi, Scottish Bangladeshi, British Bangladeshi 0 0.00% Asian Chinese, Scottish Chinese, British Chinese ≤5 0.04% Asian Indian, Scottish Indian, British Indian 11 0.22% Asian Other Asian ethnic group ≤5 0.02% Asian Pakistani, Scottish Pakistani, British Pakistani 13 0.26% Caribbean or Black Black, Scottish Black, British Black ≤5 0.02% Caribbean or Black Caribbean, Scottish Caribbean, British Caribbean 0 0.00% Caribbean or Black Other Caribbean or Black ethnic group 0 0.00% Mixed or Multiple Ethnic Groups Any mixed or multiple ethnic group 13 0.26% Other Ethnic Group Arab, Scottish Arab, British Arab ≤5 0.02% Other Ethnic Group Other ethnic group ≤5 0.06% Page 71 of 94
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Prefer not to say Prefer not to say 1686 33.89% White Gypsy/Traveller 0 0.00% White Irish 34 0.68% White Other British 137 2.75% White Other white ethnic group 58 1.17% White Polish 7 0.14% White Roma 0 0.00% White Scottish 3000 60.30% White Showman/Show woman 0 0.00% Total 4975 100.00 % 5) 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. We have compared the profile of our leavers to that of our overall headcount. As above, caution should be applied when looking at percentage figures due to low numbers. We find that while men only make up 21% of the workforce, they make up 31% of leavers. In terms of age, we find that those age 51 to 60 and 61+ year olds, 44% of leavers, were just above 21 to 30 and 31- to 40-year-olds 39%, who left the council’s employment. Those who are bisexual and gay separately accounted for less than 1% of the leavers. 10.8% of Transgender employees account for leavers under this category. There was no significant pattern related to religion. Declaration rates for ethnicity indicate that White Scottish employees are more likely to leave than those from other minority ethnic backgrounds. Married/never married/civil partnership seemed more likely to leave, with 14% who preferred not to say. 3% of those declaring they have a disability were leavers, representing less than 1% of our overall headcount. We have examined the data related to leaving method by protected characteristic and have tried to identify any patterns. The reasons cited are open to interpretation and some headings, such as termination can include other headings such as resignation or retirement. Both women and men are most likely to resign as a method of leaving the organisation, in line with the overall proportion of people in Council employment. The propensity to resign (45%) from Council employment remains highest for those aged 31 to 40 years old (28%) and 21 to 30 years old at (24%), with totals consistent with their proportion to the overall workforce. Retirement is another significant reason for men and woman to leave the organisation, and retiral totals are again consistent with overall Council workforce gender levels. The figures for those leaving due to retirement are highest for those aged 51 years and over as would be Page 72 of 94
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expected. Those aged 21 to 30 years old are most likely to leave Council employment due to the end of temporary contracts, a level higher than would be expected from their normal workforce numbers and this appears to impact on a higher proportion of men than women compared to the levels in overall employment. Age Band Age Band Leavers % 16-20 46 1.79% 21-30 489 19.06% 31-40 507 19.76% 41-50 384 14.96% 51-60 672 26.19% 61+ 468 18.24% Total 2566 100.00% Gender Gender Leavers % Female 1390 54.17% Male 558 21.75% Prefer not to say 618 24.08% Total 2566 100.00% Do you consider yourself to be trans, or have a trans history? Transgender Leavers % No 1500 58.46% Prefer not to say 1062 41.39% Yes ≤5 0.16% Total 2566 100.00% What is your legal marital or registered civil partnership status? Marital Status Leavers % Civil Partnership 0 0.00% Civil Partnership - Legally Dissolved 0 0.00% Divorced 111 4.33% Living with partner 172 6.70% Married 588 22.92% Never Married/Civil Partnership 479 18.67% Prefer not to say 1190 46.38% Page 73 of 94
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Separated - Legal Civil Partnership 0 0.00% Separated - Legally Married 0 0.00% Surviving Partner - Civil Partnership 0 0.00% Widowed 26 1.01% Total 2566 100.00% Which of the following best describes your sexual orientation? Sexual Orientation Leavers % Bisexual 8 0.31% Gay or Lesbian 21 0.82% Straight/Heterosexual 1439 56.08% Prefer not to say 1098 42.79% Other sexual orientation 0 0.00% Total 2566 100.00% What religion, religious denomination or body do you belong to? Religion or Body Leavers % Buddhist ≤5 0.16% Church Of Scotland 365 14.22% Hindu ≤5 0.12% Jewish ≤5 0.04% Muslim 11 0.43% None 1053 41.04% Other Christian 85 3.31% Other religion or body 20 0.78% Pagan ≤5 0.16% Prefer not to say 683 26.62% Roman Catholic 333 12.98% Sikh ≤5 0.16% Total 2566 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 Leavers % No Condition 1417 55.22% Prefer not to say 1067 41.58% Yes 82 3.20% Total 2566 100.00% Page 74 of 94
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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 Leavers % No 1280 49.88% Prefer not to say 690 26.89% Yes 596 23.23% Total 2566 100.00% What is your ethnic group? Ethnic Group 1 Ethnic Group 2 Leavers % African African, Scottish African, British African 10 0.39% Asian Bangladeshi, Scottish Bangladeshi, British Bangladeshi ≤5 0.04% Asian Chinese, Scottish Chinese, British Chinese ≤5 0.16% Asian Indian, Scottish Indian, British Indian ≤5 0.19% Asian Other Asian ethnic group ≤5 0.04% Asian Pakistani, Scottish Pakistani, British Pakistani 7 0.27% Caribbean or Black Black, Scottish Black, British Black 0 0.00% Caribbean or Black Caribbean, Scottish Caribbean, British Caribbean 0 0.00% Caribbean or Black Other Caribbean or Black ethnic group 0 0.00% Mixed or Multiple Ethnic Groups Any mixed or multiple ethnic group ≤5 0.12% Other Ethnic Group Arab, Scottish Arab, British Arab ≤5 0.08% Other Ethnic Group Other ethnic group ≤5 0.08% Prefer not to say Prefer not to say 1098 42.79% White Gypsy/Traveller 0 0.00% White Irish 12 0.47% White Other British 67 2.61% White Other white ethnic group 16 0.62% White Polish ≤5 0.04% White Roma 0 0.00% White Scottish 1337 52.10% White Showman/Show woman 0 0.00% Total 2566 100.00% Page 75 of 94
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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 76 of 94
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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 77 of 94
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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 78 of 94
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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 79 of 94
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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 80 of 94
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___________________________________________________________________ To: Council On: 4 May 2023 ___________________________________________________________________ Report by: Chief Executive and Director of Finance and Resources ___________________________________________________________________ Heading: Appointment of Advanced Manufacturing Innovation District Scotland Development Partner ___________________________________________________________________ 1. Summary 1.1 The Leadership Board in February 2021 noted the Council’s intention to procure a Development Partner for the next stage of the Council’s Advanced Manufacturing Innovation District Scotland (AMIDS) development, to ensure long term economic benefits and regeneration is secured at the former Netherton Farm site. This procurement process has now completed. 1.2 This report seeks approval from the Council to appoint the Development Partner to move the Council’s AMIDS to the next stage, building on the Council’s significant City Deal and other financial investment in enabling infrastructure and the wider investment in anchor facilities, namely, the National Manufacturing Institute Scotland and the CPI Medicines Manufacturing Innovation Centre. The Development Partner will work with the Council and other stakeholders to bring forward suitable advanced manufacturing facilities and occupiers that will support realising the Council’s ambitious vision to deliver long term economic growth and high- quality jobs to the area and wider city region. ________________________________________________________________________ 2. Recommendations 2.1 Council is asked to: i) Note the scale of ambition and anticipated benefits resulting from the successful delivery of the next phase of the AMIDS project as outlined in this paper; and Item 3 Page 81 of 94
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ii) Approve the Council’s participation in developing the AMIDS site in partnership with Tarras Park Properties Limited through membership of a Limited Liability Partnership (LLP); and iii) Authorise the Director of Finance and Resources to sign on the Council’s behalf all documents required to formalise the Council’s participation in the LLP and to regulate the operation of the partnership; and iv) Approve the nomination of Barbara Walker, City Deal and Infrastructure Programme Director and Alastair McArthur, Director of Finance and Resource as the Council’s representatives on the Board of the LLP; and v) Approve the drawdown of land in parcels for specific development in accordance with the LLP Business Plan; and vi) Authorise the Head of Corporate Governance in conjunction with the City Deal and Infrastructure Programme Director to make minor alterations to the documents as required prior to signing; and vii) Instruct that progress and updates and any future decision requirements on the development of AMIDS or the future of the LLP be taken to the relevant Council Board. ___________________________________________________________________ 3. Background 3.1. The foundations of the AMIDS vision commenced back in 2014 when the Glasgow City Region City Deal Infrastructure Fund enabled the Council to progress the Glasgow Airport Investment Area (GAIA) project which provides the enabling infrastructure for the AMIDS Netherton Campus. 3.2. The GAIA Business Case noted the City Deal benefits anticipated. AMIDS will capitalise on the advanced engineering and manufacturing expertise that exists across multiple technologies in both industry and academia in Renfrewshire and Scotland and will further strengthen that capability to create competitive advantage for existing and new companies to remain globally competitive, and drive inclusive, sustainable growth in the Scottish economy. The development of AMIDS has the potential to create thousands of new jobs in Renfrewshire, if managed well and with active support and cooperation of all partners. 3.3. The City Deal Business Case for GAIA included the purchase of Netherton Farm which enabled the Council to develop a masterplan for the whole Netherton Campus and design and deliver the enabling infrastructure for AMIDS. The masterplan was developed in consultation with stakeholders and partners to ensure the site provided all the necessary ingredients of a development ready site which would be attractive to the high-quality innovative occupiers sought. The initial phase of the long term business case has focused on delivery of the physical infrastructure required to provide a successful campus style Page 82 of 94
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development which will facilitate and encourage collaboration and healthy workplaces for future occupiers, a high quality outdoor public realm area central to the development, an innovative district heating network for all occupiers contributing to the Council’s low carbon targets and connected active travel infrastructure throughout, providing employees options for work-based travel. 3.4. The next longer-term phase of AMIDS is to attract suitable high quality advanced manufacturing occupiers and develop out the site providing potentially thousands of high-quality jobs and to realise the Council’s City Deal benefits of additional long term economic growth. The provision of jobs included in the GAIA business case envisaged this phase of development would take up to 20 years reflecting the long-term nature of this phase of the business case. Given the scale and finance required to facilitate and realise such an ambition it was always recognised that the Council would need to secure an expert partner to help achieve delivery of the development over the long term given the specialist nature of this type of development. The Netherton Farm site was purchased by the Council to provide high quality development and economic opportunities and jobs for our businesses and residents and not with a view to simply securing future land value receipts. These sustainable jobs and economic growth can only be realised if the site is developed as a whole and in accordance with a masterplan and not sold off piecemeal to individual businesses. Meeting these economic and job growth objectives have been the primary driver in setting out the Council would take forward delivery of the AMIDS campus. In this context, it has always been acknowledged that the Council alone, does not have either the internal resource capacity, specialist expertise or skills to effectively progress this stage of the business case and would therefore be required to achieve this through an external partner. Notwithstanding this requirement, in moving forward arrangements to secure an appropriate partner, a primary objective has been to ensure the Council retains an appropriate level of control to provide confidence that the original vision and aspiration of the AMIDS business case and masterplan can be met. 3.5. In reaching this stage the Council have had advice and support from our partners on the AMIDS Strategic Advisory Group (SAG) which includes senior representatives from the Council, Scottish Government, Scottish Enterprise, SDS, NMIS, MMIC, Strathclyde University and West College Scotland. These representatives have collaborated to determine the potential target innovation sectors and organisations to locate at AMIDS and ensure Renfrewshire residents and businesses are given maximum opportunity for skills development and long-term high quality, sustainable employment. Several SAG members have been involved in the successful creation of Innovation Districts previously and have contacts within specialist markets where potential occupiers for AMIDS are represented. This group will continue in an advisory role over the longer term alongside the LLP and will bring welcome specialist information and innovation experience to the LLP assisting in the identification of innovative organisations who may be attracted to AMIDS. 3.6. Modern facilities for manufacturing in Scotland are in short supply and so interest in locating at AMIDS is already strong from organisations within both the UK and global advanced manufacturing innovation sector. These specialist organisations focus is on investment in the development of their innovative products. Companies in this sector generally look to find suitable locations Page 83 of 94
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where investment and construction of bespoke property can be undertaken by others with the organisation entering into a long lease of the premises. Although interest is already strong, progressing such interest to the stage of secured long term occupation is a major undertaking requiring specialist skills and understanding of this market and these skills will be provided by the Development Partner. 3.7. External legal and specialist property advisors have advised the Council in evaluating the options for the most suitable vehicle for procuring an AMIDS Development Partner. Given the nature and anticipated longevity of the partnership envisaged, entering into a Limited Liability Partnership Agreement with a partner was identified as being the most appropriate route forward. In Scotland, an LLP can own assets, grant security, enter contracts and borrow money and has a legal personality independent of its members. A benefit of the LLP over a limited company is increased flexibility, both in respect of profit sharing and in the introduction of new members. 4. Limited Liability Partnership (LLP) 4.1. The LLP option meets the Council’s objectives of providing an appropriate vehicle to secure access to development funding and property market expertise whilst retaining sufficient control to ensure the City Deal and AMIDS project objectives, including provision of sustainable employment, are delivered. 4.2. The City Deal infrastructure has been delivered for the purposes of securing high quality serviced land capacity at AMIDS to support long term development, attracting high quality occupiers and inward investment supporting quality employment and long-term economic growth. Financial modelling for the project is subject to changes in market conditions however indications are that the potential income for the Council through the LLP arrangements, at completion of the AMIDS development, would be greater than current land sale potential. Therefore, although not a primary objective in the delivery of the AMIDS business case, it is anticipated that over the long term, the Council will secure through financial returns via the LLP partnership arrangement, the inherent value in the AMIDS site in addition to achieving the Council’s City Deal commitments. 4.3. The LLP will be established on a 50:50 Joint Venture Development Partnership between Tarras Park Properties Limited (the Development Partner) and Renfrewshire Council. The Development Partnership will operate under the direction of an LLP Board, consisting of two Council officers and two representatives from Tarras Park Properties Limited. The 50:50 constitution of the LLP board provides comfort that the Council will be able to appropriately and directly influence the project outcomes. 4.4. The Development Partner will be responsible for implementation of decisions and actions from the LLP Board in relation to development progression, marketing, and general management of AMIDS. It is recognised that changes in market conditions, requiring differing approaches to maintain progression of AMIDS may emerge given the expectation that achieving full development of the AMIDS site is likely to be a long-term project. Page 84 of 94
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4.5. The Development Partner will actively attend/liaise with the AMIDS Strategic Advisory Group and other stakeholders, building on and maximising the benefits from this already established and influential stakeholder group to optimise the industry reach and opportunity to deliver the anticipated outcomes successfully and collaboratively at AMIDS. 4.6. The LLP will operate strictly within a defined range of parameters which are set out in the LLP Agreement and will form the basis on which suitable development can be brought forward at AMIDS. Should there be any future proposal by the Development Partner to progress a development phase outwith the parameters, this would require an additional approval of the relevant Council Board. To protect the advanced manufacturing ambition, maximise employment potential and ensure appropriate users locate at AMIDS, all organisations being considered for AMIDS, must align with the Planning Permission in Principle consent (PPiP) approved in March 2019 and the Eligibility Criteria, compiled and agreed with the AMIDS SAG. 4.7. The Development Partner will be required to provide the capital to support the LLP’s cash requirement in bringing forward suitable occupiers for the AMIDS site. The Development Partner will fund the initial cash requirements to fund the LLP up to £275,000 as a minimum requirement but this figure will increase to match any agreed business plan requirements, in the pre-development and set up stage. 4.8. The Development Partner will, through the LLP, commence and fund an early first phase of development on a speculative basis, starting design and technical due diligence within 12 months and completing development within 3 years of joining the LLP. While detailed design and statutory consents require to be progressed, the indicative first phase will extend to circa 37,000sqft of employment space, targeted at start-up companies and SME’s. The value of this initial investment is anticipated to be circa £3.8million. 4.9. Future phases of development will be progressed based on occupying companies needs and agreed financial terms. The Development Partner has committed to provide development funding up to £7.6million subject to satisfactory business cases for initial phases of AMIDS development though overall this could be significantly more. 4.10. It is proposed that the Council Directors appointed are Alastair McArthur, Director of Finance and Resource and Barbara Walker, City Deal and Infrastructure Programme Director. 4.11. It is important to note that the Council will only make available individual development parcels to the LLP on a noncash basis upon confirmation that a satisfactory Business Case is in place for each development. The Council will also retain some control over the land drawn down and developed by the LLP through a 150 year ground lease. The land area included in the LLP Agreement (to be drawn down in parcels) is shown at Appendix A. As part of the LLP agreement, the Council and the Development Partner will also enter into the Pre-Development Services Contract (PDSC). The PDSC sets out the terms on which the Development Partner will provide the Services during the Pre-Development phase of each phase of the Project. Page 85 of 94
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4.12. Once a viable Phase Business Case is in place and the Council make the relevant parcel of land required available, the LLP will enter into a Development Management Agreement to cover the management of the physical development of each Phase. The Development Management Fee with be a fixed fee calculated as 3% of the total development costs for the phase. 5. Procurement of Preferred Development Partner 5.1. The Council used the competitive dialogue procedure to procure a suitable Development Partner and following conclusion of this exercise, Tarras Park Properties Limited has been identified as the preferred partner. 5.2. On 21st February 2022, Renfrewshire Council published a Contract Notice on the Public Contracts Scotland portal. The Invitation to Participate in Dialogue and SPD information and instructions were published on PCS-t on the same day. By the request to participate (RTP) deadline on 24th March 2022 at 12 noon, two (2) Bidders submitted an RTP. The Council’s AMIDS Dialogue team including external Advisers Addleshaw Goddard LLP and Avison Young LLP evaluated the RTP submissions and assessed that both Bidders met the Selection Criteria and demonstrated the experience, financial capacity, development resources and management capability to bring forward the progression of AMIDS. 5.3. Following the Selection Stage (SPD stage), the procurement procedure was conducted in successive stages of Draft Tender, Dialogue Phase and Final Tender. By the Draft Tender deadline on 18th July 2022, one Bidder advised that a significant investment in Glasgow City Centre would require such focus that they withdraw from the AMIDS procurement process. The Council received one (1) Draft Tender and proceeded to review this submission and dialogue with the remaining Bidder. 5.4. The Council conducted dialogue with the remaining Bidder over summer and autumn 2022. The draft documents which form the basis of the LLP Agreement, included a range of aspects to ensure the alignment of the Council’s aims for AMIDS were discussed extensively with the Bidder during the dialogue phase. Final drafts were agreed with the Bidder and dialogue phase closed in April 2023. 5.5. On 18th April 2023, the Bidder submitted their Final Tender. The Council’s Dialogue Team assessed the Final Tender against the Award Criteria 30.00% Price/ 70.00% Quality specified in the Contract Notice. The Bidder’s scores in respect of the criteria are noted below: Bidder Price Quality Total Tarras Park Properties Limited 30.00% 54.00% 84.00% 5.6. The outcome of the exercise has identified a preferred Development Partner who will work with the Council to deliver AMIDS. Recent changes in economic Page 86 of 94
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conditions globally suggests that the outcome of this exercise has been timely and a unique opportunity now exists to progress AMIDS with this preferred partner, as other investors seek to hold back on such projects. 5.7. The negotiated outcome with the preferred development partner is one which protects the Council’s aspirations for high quality outcomes at AMIDS, secures AMIDS as a centre for skilled employment and training into the future and provides a range of checks and balances to effectively manage risk and finance. 5.8. Community Benefits were request as part of the procurement process and Tarras Park Properties Limited confirmed the following Community Benefits would be delivered through the construction contract for the initial phase: Community Benefit Description No of People / Activity Job for an unemployed individual from a Priority Group 1 Job for an unemployed individual 2 Modern Apprenticeship 2 Graduate 1 Work Experience Placement for an individual 16+ years of age 1 Work Experience Placement for an individual aged 14 to 16 10 years of age 2 Industry Skill transfer to Schools 1 Event to promote supply chain opportunities 1 Financial Support for a community project 1 Non-Financial support to a community project 1 The Development Partner recognises the opportunity to continue to deliver long-term community benefit outcomes over the remaining phases of development focussing on a rolling programme of employment, skills and training opportunities, supply chain development and community engagement. 5.9. Tarras Park Properties Limited are also committed to preparing a Community Benefits Plan under the PDSC and committed to working with the Council’s Community Benefit form and partners to ensure additional community benefits are delivered over all phases of development at AMIDS. __________________________________________________________________ Implications of the Report 1. Financial – The Council’s financial contribution to the LLP for Phase 1 is zero (£0) in monetary terms. As outlined at 4.11 the Council’s investment in the LLP is by way of non-cash capital investment of the AMID Land subject to business case agreement by the LLP Board. Financial outlay to progress future development will be returned out of future profits generated through the LLP. Subject to the Council not defaulting on any Page 87 of 94
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contractual obligations through the LLP, financial risk rests with the Development Partner. Tarras Park Properties Limited’s financial standing was assessed as part of the procurement process and to satisfy the Council’s minimum requirements, Tarras Park Properties Limited is providing security in the form of a Parent Company Guarantee from The MDS Estates Limited 2. HR & Organisational Development – two officers of Renfrewshire Council will serve on the LLP board 3. Community/Council Planning – • Our Renfrewshire is thriving – This project will provide properties for advanced manufacturing employers to locate. This will facilitate business growth and improve skills development for people within the local communities. The projects align with and aid the outcomes of the Renfrewshire Economic Strategy 2020 -2030 and the Renfrewshire Economic Recovery Plan. • Our Renfrewshire is well – Increased employment opportunities will aid health and social outcomes within Renfrewshire. • Reshaping our place, our economy and our future – The project will result in progression of the Advanced Manufacturing Innovation District in a form which directly aligns with the council’s policies and ambitions. During the project construction period jobs will be created and existing jobs supported. The new occupiers of buildings created will result in additional employment within Renfrewshire, which will be accessible by people in our communities. • Tackling inequality, ensuring opportunities for all – The location of AMIDS, adjacent to residential communities and the infrastructure and active travel links to education and skills development centres will ensure our less advantaged communities are able to access the opportunities provided. • Creating a sustainable Renfrewshire for all to enjoy – The design ethos adopted at AMIDS is one which relies on sustainable transport, active travel, includes a District Heating Network and all property designs will align with the Councils net Zero Carbon target. • Working together to improve outcomes – Officers are working closely with local communities, neighbouring councils, private sector organisations, Scottish Government, Scottish Enterprise and other partners to ensure the maximisation of positive outcomes from the project. 4. Legal – as set out in the report 5. Property/Assets - The land area included in the LLP Agreement (to be drawn down in parcels) is shown at Appendix A. Once the land is made available to the LLP, the Council will retain some control over the land through a 150 year ground lease. Renfrewshire Council will only make available to the LLP land parcels upon agreement by the LLP of a business plan for each development. Page 88 of 94
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6. Information Technology – none. 7. Equality & Human Rights - (a) 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 because it is for noting only. 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 – Tarras Park Properties Limited health and safety credentials were evaluated by Corporate Health and Safety and met the Council’s minimum requirements regarding health and safety. 9. Procurement – The procurement process outlined in this report ensures that the Council meets its statutory requirements in respect of procurement procedures, efficiency and modern Government. 10. Risk – Project and Programme level risk registers have been established for the project. These are kept under regular review and reported to the Council’s internal City Deal and Infrastructure Programme Board. The Council is not contractually obliged to provide any capital to funding the LLP other than the land injection in parcels as outlined in this report. In the event of a default or winding up situation affecting the LLP situation the Council would have the option to purchase the interests of the LLP, independently valued at Fair Value. 11. Privacy Impact - No Privacy Impact implications have been identified or are anticipated. 12. COSLA Policy Position – No COSLA Policy Position implications have arisen or are anticipated. 13. Climate Risk – The level of impact associated with the AMIDS Development has been assessed using the Scottish Government Sustainability Test and is considered High Risk. The Development Partner is required to develop a Carbon Reduction Plan under the PDSC and confirmed that all Contractors, Designers etc appointed by the LLP will have suitable ISO 14001 or equivalent Environment Management System accreditations. ___________________________________________________________________ List of Background Papers a) City Deal and AMIDS Projects Update report, Leadership Board, November 2022 b) Renfrewshire’s City Deal Projects – Final Delivery Phase report, Leadership Board, February 2021 _________________________________________________________________________ Author: Barbara Walker, City Deal and Infrastructure Programme Director; Email Barbara.walker@renfrewshire.gov.uk Page 89 of 94
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Appendix A Page 90 of 94
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___________________________________________________________________ To: Council On: 4 May 2023 ___________________________________________________________________ Report by: Director of Finance & Resources ___________________________________________________________________ Heading: Elected Member Appointments ___________________________________________________________________ 1. Summary 1.1 At the statutory meeting of the Council held on 19 May 2022 appointments were made to a number of outside organisations. Correspondence has now been received in relation to the appointment of substitute members to CoSLA and requesting the appointment of a member of the Council to the Glasgow Airport Consultative Committee. 1.2 At the Statutory meeting, Councillors Nicolson, Shaw, J Cameron, McMillan and N Graham were appointed to represent the Council on the CoSLA Convention. At the meeting of the Convention held on 31 March 2023, Councillors J Cameron and McMillan were unable to attend and intimated that Councillors Paterson and Ann-Dowling respectively would attend as their substitutes. CoSLA confirmed that substitutes were permitted if appointed by the Council, accordingly it is proposed that the nomination of Councillors Paterson and Ann-Dowling as substitutes for Councillors J Cameron and I McMillan be homologated and that Councillors Campbell, Hughes and Leishman be appointed as substitutes for Councillors Nicolson, Shaw, and N Graham. 1.3 Correspondence has been received from Councillor Nicolson requesting that Councillor Burns replaces Councillor Innes as a member of the Education & Children’s Services Policy Board and that Councillor Innes replaces Councillor Burns as a member of the Economy and Regeneration Policy Board. Item 4 Page 91 of 94
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1.4 Correspondence has been received from Councillor N Graham requesting that he be replaced as the Conservative group member on the Member Officer Group Public Protection by Councillor McGonigle. 1.5 Correspondence has been received from Glasgow Airport Consultative Committee seeking a member to represent the Council on the Committee. Councillor Paterson, the Council’s appointee to Strathclyde Passenger Transport, represents that body on the Committee but a separate Council representative is required. The strategic aim and purpose of the Glasgow Airport Consultative Committee is to allow the concerns of local communities to be raised and considered and for the Airport to keep them up to date on any changes to the airport. The Glasgow Airport Consultative Committee provides a regular forum for the management of the airport to discuss matters related to its operation and explain future developments. Every major commercial airport in the UK is required under civil aviation law to have a recognised means of consultation with the communities affected by their operations. ___________________________________________________________________ 2. Recommendations 2.1. That the appointment of Councillors Paterson and Ann-Dowling as substitutes for Councillors J Cameron and McMillan on the CoSLA Convention be homologated; 2.2 That the appointment of Councillors Campbell, Hughes and Leishman as substitutes for Councillors Nicolson, Shaw and N Graham on the CoSLA Convention be approved; 2.3 That the appointment of Councillor Burns as a replacement for Councillor Innes as a member of the Education & Children’s Services Policy Board and the appointment of Councillor Innes as a replacement for Councillor Burns as a member of the Economy and Regeneration Policy Board be approved; 2.4 That the appointment of Councillor McGonigle as the replacement for Councillor N Graham as the Conservative group member on the Member Officer Group Public Protection be approved; and 2.5 That the Council considers the appointment of a representative to the Glasgow Airport Consultative Committee. ________________________________________________________ Page 92 of 94
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Implications of the Report 1. Financial – none 2. HR & Organisational Development – none 3. Community Planning – none 4. Legal – none 5. Property/Assets – none 6. Information Technology – none 7. Equality & Human Rights – none (a) 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 10. Risk – none 11. Privacy Impact – none 12. COSLA Policy Position - not applicable 13. Climate Risk - none _________________________________________________________ List of Background Papers (a) e-mail correspondence with CoSLA and (b) e-mail correspondence with Glasgow Airport Consultative Committee Author: Lilian Belshaw, Democratic Services Manager, Tel: 0141 487 1119 Email: Lilian.belshaw@renfrewshire.gov.uk Page 93 of 94
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