Agenda Document Pack - Employee, Equalities, Diversity and Inclusion Forum - 12/03/2025
South Lanarkshire Council · 12 March 2025
Back to Employee, Equalities, Diversity and Inclusion Forum — 12 March 2025 and its agenda
Text extracted from the council's PDF. Layout and reading order may differ from the original.
Page 1
Council Offices, Almada Street Hamilton, ML3 0AA Tuesday, 04 March 2025 Dear Councillor Employee, Equalities, Diversity and Inclusion Forum The Members listed below are requested to attend a meeting of the above Forum to be held as follows:- Date: Wednesday, 12 March 2025 Time: 14:00 Venue: Hybrid - Committee Room 1, Council Offices, Almada Street, Hamilton, ML3 0AA The business to be considered at the meeting is listed overleaf. Yours sincerely Paul Manning Chief Executive Members Walter Brogan, Janine Calikes, Ross Clark, Margaret Cowie, Grant Ferguson, Catherine McClymont, Mark McGeever, Mo Razzaq, Kirsten Robb Substitutes Mathew Buchanan, Cal Johnston-Dempsey, Gavin Keatt, Katy Loudon, Norman Rae 1
Page 2
BUSINESS 1 Declaration of Interests 2 Minutes of Previous Meeting Minutes of the meeting of the Employee, Equalities, Diversity and Inclusion Forum held on 11 December 2024 submitted for approval as a correct record. (Copy attached) 3 - 6 Item(s) for Consideration 3 Council-wide Workforce Monitoring – October to December 2024 Report dated 6 February 2025 by the Executive Director (Finance and Corporate Resources). (Copy attached) 7 - 28 4 Housing and Technical Resources – Workforce Monitoring – October to December 2024 Joint report dated 4 February 2025 by the Executive Directors (Finance and Corporate Resources) and (Housing and Technical Resources). (Copy attached) 29 - 36 5 Annual Report on Mainstreaming Equalities and Diversity within Housing and Technical Resources Report dated 25 February 2025 by the Executive Director (Housing and Technical Resources). (Copy attached) 37 - 52 6 Home and Health Assessment Service Presentation by Strategy and Policy Officer (Housing and Technical Resources). Urgent Business 7 Urgent Business Any other items of business which the Chair decides are urgent. For further information, please contact:- Clerk Name: Bryan Hall Clerk Telephone: 07385 370069 Clerk Email: bryan.hall@southlanarkshire.gov.uk 2
Page 3
EMPLOYEE, EQUALITIES, DIVERSITY AND INCLUSION FORUM Minutes of meeting held via Confero and in Committee Room 1, Council Offices, Almada Street, Hamilton on 11 December 2024 Chair: Councillor Mo Razzaq (after item 2) Councillors Present: Councillor Walter Brogan, Councillor Janine Calikes, Councillor Ross Clark, Councillor Margaret Cowie (Depute – after item 3), Councillor Grant Ferguson, Councillor Catherine McClymont, Councillor Mark McGeever, Councillor Kirsten Robb Attending: Finance and Corporate Resources A Bell, Personel Officer; S Berkley, Personnel Adviser; S Jessup, Administration Assistant; E Maxwell, HR Business Manager; T Slater, Administration Adviser Also Attending: J Lennon, Educational Institute of Scotland 1 Declaration of Interests No interests were declared. 2 Appointment of Chair Councillor McClymont, seconded by Councillor Cowie, moved that Councillor Razzaq be appointed as Chair of the Employee, Equalities, Diversity and Inclusion Forum. Councillor Ferguson, seconded by Councillor Clark, moved as an amendment that Councillor Calikes be appointed as Chair of the Employee, Equalities, Diversity and Inclusion Forum. On a vote being taken using the electronic voting system, 4 members voted for the amendment and 5 for the motion which was declared carried. The Forum decided: that Councillor Razzaq be appointed as Chair of the Employee, Equalities, Diversity and Inclusion Forum. 3 Appointment of Depute Chair Councillor Brogan, seconded by Councillor McClymont, moved that Councillor Cowie be appointed as Depute Chair of the Employee, Equalities, Diversity and Inclusion Forum. Councillor Clark, seconded by Councillor Ferguson, moved as an amendment that Councillor Calikes be appointed as Depute Chair of the Employee, Equalities, Diversity and Inclusion Forum. On a vote being taken using the electronic voting system, 4 members voted for the amendment and 5 for the motion which was declared carried. The Chair requested that the Depute Chair, Councillor Cowie take the Forum through the agenda for this meeting as he was attending remotely and might lose connection. 2 3
Page 4
The Forum decided: that Councillor Cowie be appointed as Depute Chair of the Employee, Equalities, Diversity and Inclusion Forum. 4 Council-wide Workforce Monitoring – July to September 2024 A report dated 12 November 2024 by the Executive Director (Finance and Corporate Resources) was submitted on the following Council-wide employee information for the period July to September 2024:- attendance statistics occupational health statistics accident/incident statistics disciplinary hearings, grievances and Dignity at Work cases analysis of leavers and exit interviews recruitment monitoring Staffing Watch as at 11 June 2024 The Forum decided: that the report be noted. [Reference: Minutes of the Finance and Corporate Resources Committee of 30 October 2024 (Paragraph 6)] 5 Finance and Corporate Resources – Workforce Monitoring – July to September 2024 A report dated 12 November 2024 by the Executive Director (Finance and Corporate Resources) was submitted on the following employee information for Finance and Corporate Resources for the period July to September 2024:- attendance statistics occupational health statistics accident/incident statistics disciplinary hearings, grievances and Dignity at Work cases analysis of leavers and exit interviews Staffing Watch as at 11 June 2024 The Forum decided: that the report be noted. [Reference: Minutes of the Finance and Corporate Resources Committee of 30 October 2024 (Paragraph 5)] 6 Annual Report on Mainstreaming Equalities and Diversity – Finance and Corporate Resources A report dated 4 November 2024 by the Executive Director (Finance and Corporate Resources) was submitted on work being undertaken by Finance and Corporate Resources to meet the commitments within the ‘South Lanarkshire Working for You’ Mainstreaming Equalities Report 2021 to 2025. Details were provided on the strategic and operational activities being undertaken or planned by the Resource in relation to the following:- ♦ supporting equalities 4
Page 5
mainstreaming equalities Administration and Legal Services the Benefits and Revenue team Communications and Strategy Services the Customer Services Centre Finance Services Information Technology Services Personnel Services the Vocational Development team communication and support partnerships including:- Age Friendly Community Older People’s Assembly South Lanarkshire Men’s Shed Programme focus groups and consultation events South Lanarkshire Leisure and Culture South Lanarkshire Community Planning Partnership South Lanarkshire Disability Partnership (incorporating the South Lanarkshire Access Panel) British Sign Language (BSL) activities Gaelic language activities performance measurement The Forum decided: that the work being undertaken by Finance and Corporate Resources in terms of mainstreaming equalities be noted. [Reference: Minutes of 13 September 2023 (Paragraph 4)] 7 Menopause Friendly Employer S Berkley, Personnel Adviser, gave a presentation on the Council being a Menopause Friendly Employer. Information was provided on:- the journey so far from the launch of the Menopause Policy in October 2018 menopause awareness training and feedback work planned for 2025, including:- providing more menopause awareness training opportunities learning from evaluations wellbeing communications awareness days the progress of the Council’s status to Accredited Menopause Friendly Employer An officer responded to a member’s question in relation to what additional supports there were within the Maxiising Attendance Policy for employees going through the menopause. The Forum decided: that the presentation be noted. 8 Urgent Business There were no items of urgent business. 5
Page 6
6
Page 7
Report Agenda Item Report to: Employee, Equalities, Diversity and Inclusion Forum Date of Meeting: 12 March 2025 Report by: Executive Director (Finance and Corporate Resources) Subject: Council-wide Workforce Monitoring – October to December 2024 1. Purpose of Report 1.1. The purpose of the report is to:- [purpose] provide employment information relating to the Council for the period October to December 2024 [1purpose] 2. Recommendation(s) 2.1. The Employee, Equalities, Diversity and Inclusion Forum is asked to approve the following recommendation(s):- [recs] (1) that the following employment information for the period October to December 2024 relating to the Council be noted:- attendance statistics occupational health accident/incident statistics discipline, grievance and Dignity at Work cases analysis of leavers and exit interviews recruitment monitoring Staffing Watch as at 14 December 2024 [1recs] 3. Background 3.1. As part of the Council’s performance management arrangements, regular workforce monitoring reports are submitted to the Employee, Equalities, Diversity and Inclusion Forum. This report for the Council provides information on the position for the period October to December 2024. 4. Attendance Statistics 4.1. Information on absence statistics for the Council and each Resource, as analysed for December 2024, is provided in Appendices 1 to 8. Points to note are:- The Council’s absence rate for December 2024, shown in Appendix 1, is 7.0%, which represents an increase of 0.1% when compared with the previous month and the figure has increased by 0.4% when compared to December 2023. When compared to December 2023, the APT&C absence rate has increased by 0.4%, the teachers’ figure has increased by 0.6% and the manual workers’ figure has increased by 0.7%. 3 7
Page 8
Based on annual trends and the absence rate to December 2024, the average absence rate for the Council for the financial year 2024/2025 is 5.8%. In comparison to December 2023 (Appendix 8):- psychological and musculoskeletal conditions are the main reasons for absence total days lost due to psychological conditions have decreased by 109 days total days lost due to musculoskeletal conditions have increased by 319 days total days lost due to respiratory conditions have increased by 659 days total days lost due to stomach, bowel, blood and metabolic disorders have increased by 174 days Managers follow the procedures outlined in the Maximising Attendance Policy to support employees to remain at work, or to return to work after a sickness absence. There are comprehensive employee supports in place and additionally, Personnel Services work in close partnership with line managers and Resource Management Teams on a case management basis to ensure that appropriate actions are taken. 5. Occupational Health 5.1. Information on Occupational Health for the period October to December 2024 is provided in Appendix 9. during the period there were 406 employees referred for a medical examination, an increase of 83 when compared to the same period last year. Both musculoskeletal and psychological conditions continue to be the main reason for medical referrals a total of 497 employees attended physiotherapy treatment, showing an increase of 21 when compared to the same period last year. Of the 497 employees referred, 69% remained at work whilst undertaking treatment during this period, 544 employees were referred to the Employee Support Officer, showing an increase of 4 when compared with the same period last year. Of the referrals made this period, 83% related to personal reasons 187 employees were referred to the PAM Assist counselling service this period, showing an increase of 18 when compared with the same period last year. All the referrals made this period were made directly by employees. Personal reasons accounted for 6% of the referrals made, 18% were for work related reasons and 76% was for other reasons 8 employees were referred for Cognitive Behavioural Therapy this period, a decrease of 2 when compared to the same period last year. 6. Accidents/Incidents 6.1. The accident/incident report for October to December 2024 is contained in Appendix 10. the number of accidents/incidents recorded was 303 of those, 143 have been investigated and categorised 160 are still in process of being investigated of those investigated, no specified injuries were recorded of those investigated there were 138 minor accidents/incidents of those investigated there was 1 accident that resulted in an absence lasting over 3 days of those investigated there were 4 accidents that resulted in an absence lasting over 7 days 8
Page 9
7. Discipline, Grievance, Dignity at Work Hearings and Mediation Referrals 7.1. Information on Disciplinary, Grievance Hearings, Dignity at Work and Mediation Referrals for October to December 2024 is contained in Appendices 11, 12a and 12b. During the period: a total of 63 disciplinary hearings were held across Resources within the Council, this figure has increased by 38 when compared to the same period last year action was taken in 56 of these cases. No appeals were raised against the outcomes our target is to convene disciplinary hearings within 6 weeks, 57% of hearings met this target no appeals were heard by the Appeals Panel as at the end of December, 1 Appeal Panel was pending 7 grievances were raised 6 Dignity at Work complaints were raised 1 referral for mediation was submitted 8. Analysis of Leavers and Exit Interviews 8.1. Information on the number of leavers and exit interviews for the period October to December 2024 is contained in Appendix 13. Exit interviews are conducted with employees who leave voluntarily. Labour Turnover Using information compiled from Resources and Staffing Watch information as at 14 December 2024, the Council’s turnover figure for October to December 2024 is as follows:- 142 leavers eligible for exit interviews/15,726 employees in post = Labour Turnover of 0.9%. Based on the figure at December 2024, the annual labour turnover figure for the financial year 2024/2025 for the Council is 4.4%. 8.2. Analysis of Leavers and Exit Interviews:- there were a total of 142 employees leaving the Council that were eligible for an exit interview, a decrease of 17 when compared with the same period last year there were a total of 37 exit interviews conducted which is a decrease of 16 when compared with same period last year 9. Recruitment Monitoring 9.1. Information on Recruitment Monitoring for October to December 2024 is contained within Appendix 14. From an analysis of Equal Opportunities Monitoring Forms, the main points to note are:- overall, 6,469 applications and 5,985 completed Equal Opportunities Monitoring Forms were received of those applicants who declared themselves as disabled (587), 223 were shortleeted for interview and 44 were appointed of those applicants of a black/ethnic minority background (587), 145 were shortleeted for interview and 15 were appointed 9
Page 10
Of those applicants who are veterans (54), 33 were shortleeted for interview and 5 were appointed 10. Staffing Watch 10.1 There has been a decrease of 10 in the number of employees in post from 14 September 2024 to 14 December 2024. Details of the staffing watch are contained in Appendix 15. 11. Employee Implications 11.1. There are no implications for employees arising from the information presented in this report. 12. Financial Implications 12.1. All financial implications are accommodated within existing budgets. 13. Climate Change, Sustainability and Environmental Implications 13.1. There are no climate change, sustainability or environmental implications arising from the information presented in this report. 14. Other Implications 14.1. There are no implications for risk in terms of the information contained within this report. 15. Integrated Impact Assessment and Consultation Requirements 15.1. This report does not introduce a new policy, function or strategy or recommend a change to an existing policy, function or strategy and therefore, no impact assessment is required. 15.2. There was no requirement to undertake any consultation in terms of the information contained in this report. Jackie Taylor Executive Director (Finance and Corporate Resources) 6 February 2025 Link(s) to Council Values/Priorities/Outcomes Accountable, effective, efficient and transparent Fair, open and sustainable Ambitious, self-aware and improving Excellent employer Focused on people and their needs Working with and respecting others Previous References Employee, Equalities, Diversity and Inclusion Forum – 11 December 2024 List of Background Papers Monitoring information provided by Resources 10
Page 11
Contact for Further Information If you would like to inspect the background papers or want further information, please contact: - Elaine Maxwell, HR Business Manager Ext: 4647 (Tel: 01698 454647) E-mail: Elaine.Maxwell@southlanarkshire.gov.uk 11
Page 12
2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 % % % % % % % % % % % % April 5.2 5.2 5.2 April 2.7 2.8 2.9 April 8.8 7.0 7.3 April 5.6 5.1 5.2 May 5.0 5.1 5.4 May 3.6 3.2 3.0 May 7.6 6.2 7.1 May 5.4 5.1 5.3 June 5.0 4.9 5.3 June 2.6 2.2 2.8 June 8.1 6.5 7.2 June 5.3 4.7 5.2 July 4.5 4.0 4.3 July 1.4 1.1 1.0 July 7.4 5.8 6.3 July 4.6 3.8 4.1 August 4.3 4.2 4.6 August 1.4 1.3 1.9 August 7.4 6.2 7.5 August 4.4 4.1 4.7 September 5.2 5.2 6.2 September 2.8 2.9 3.5 September 8.0 7.6 8.3 September 5.4 5.3 6.1 October 5.7 5.2 6.3 October 3.4 2.7 3.8 October 8.1 7.1 7.7 October 5.8 5.1 6.0 November 6.3 6.1 7.0 November 4.7 4.3 5.0 November 8.6 8.1 8.4 November 6.5 6.2 6.9 December 6.7 6.7 7.1 December 5.3 4.8 5.4 December 8.9 7.8 8.5 December 7.0 6.6 7.0 January 5.2 5.8 January 4.3 4.8 January 8.0 7.8 January 5.8 6.1 February 5.7 6.3 February 4.1 4.9 February 7.9 8.0 February 5.9 6.4 March 6.2 6.3 March 4.6 4.1 March 8.3 8.1 March 6.4 6.3 Annual Average 5.4 5.4 5.8 Annual Average 3.4 3.3 3.6 Annual Average 8.1 7.2 7.7 Annual Average 5.7 5.4 5.8 Average Apr-Dec 5.3 5.2 5.7 Average Apr-Dec 3.1 2.8 3.3 Average Apr-Dec 8.1 6.9 7.6 Average Apr-Dec 5.6 5.1 5.6 7287 4025 4386 15698 Appendix 1 Absence Trends - 2022/2023, 2023/2024 & 2024/2025 Council Wide APT&C Teachers No of Employees at 31 December 2024 No of Employees at 31 December 2024 Manual Workers Council Wide No of Employees at 31 December 2024 No of Employees at 31 December 2024 12
Page 13
2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 % % % % % % % % % % % % April 4.4 3.6 3.2 April 7.3 6.3 6.8 April 6.9 6.0 6.3 April 5.6 5.1 5.2 May 3.9 3.7 3.1 May 6.8 6.3 6.3 May 6.3 5.9 5.9 May 5.4 5.1 5.3 June 3.5 4.3 4.1 June 7.2 5.9 6.4 June 6.7 5.7 6.0 June 5.3 4.7 5.2 July 3.9 2.3 3.8 July 5.9 4.6 4.5 July 5.6 4.3 4.4 July 4.6 3.8 4.1 August 3.4 3.0 3.4 August 6.6 5.2 6.2 August 6.1 4.9 5.7 August 4.4 4.1 4.7 September 3.1 2.5 3.8 September 7.9 7.1 7.5 September 7.1 6.4 6.9 September 5.4 5.3 6.1 October 5.1 2.0 4.2 October 7.5 7.0 7.2 October 7.1 6.3 6.7 October 5.8 5.1 6.0 November 4.2 2.6 3.6 November 8.3 8.1 8.3 November 7.7 7.3 7.6 November 6.5 6.2 6.9 December 3.7 3.0 3.8 December 8.8 7.5 8.1 December 8.0 6.8 7.4 December 7.0 6.6 7.0 January 2.6 3.6 January 7.4 7.4 January 6.7 6.9 January 5.8 6.1 February 3.6 4.0 February 7.4 7.8 February 6.9 7.2 February 5.9 6.4 March 3.9 3.2 March 7.9 7.9 March 7.3 7.2 March 6.4 6.3 Annual Average 3.8 3.2 3.7 Annual Average 7.4 6.8 7.0 Annual Average 6.9 6.2 6.5 Annual Average 5.7 5.4 5.8 Average Apr-Dec 3.9 3.0 3.7 Average Apr-Dec 7.4 6.4 6.8 Average Apr-Dec 6.8 6.0 6.3 Average Apr-Dec 5.6 5.1 5.6 583 2822 3405 15698 Resource Total No of Employees at 31 December 2024 No of Employees at 31 December 2024 No of Employees at 31 December 2024 No of Employees at 31 December 2024 Appendix 2 Absence Trends - 2022/2023, 2023/2024 & 2024/2025 Community and Enterprise Resources APT&C Council WideManual Workers 13
Page 14
2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 % % % % % % % % % % % % April 5.5 5.0 5.4 April 2.7 2.8 2.9 April 4.0 3.8 4.0 April 5.6 5.1 5.2 May 5.5 5.4 6.0 May 3.6 3.2 3.0 May 4.5 4.2 4.4 May 5.4 5.1 5.3 June 5.1 4.8 5.5 June 2.6 2.2 2.8 June 3.7 3.4 4.1 June 5.3 4.7 5.2 July 3.8 3.4 3.2 July 1.4 1.1 1.0 July 2.5 2.2 2.0 July 4.6 3.8 4.1 August 3.6 4.0 3.9 August 1.4 1.3 1.9 August 2.4 2.5 2.8 August 4.4 4.1 4.7 September 5.8 5.9 6.6 September 2.8 2.9 3.5 September 4.1 4.3 4.9 September 5.4 5.3 6.1 October 6.5 5.5 6.5 October 3.4 2.7 3.8 October 4.8 4.0 5.0 October 5.8 5.1 6.0 November 7.9 7.1 7.8 November 4.7 4.3 5.0 November 6.2 5.6 6.2 November 6.5 6.2 6.9 December 8.5 8.1 8.6 December 5.3 4.8 5.4 December 6.8 6.3 6.8 December 7.0 6.6 7.0 January 6.1 6.6 January 4.3 4.8 January 5.1 5.6 January 5.8 6.1 February 6.8 7.2 February 4.1 4.9 February 5.4 6.0 February 5.9 6.4 March 7.0 7.5 March 4.6 4.1 March 5.7 5.7 March 6.4 6.3 Annual Average 6.0 5.9 6.2 Annual Average 3.4 3.3 3.6 Annual Average 4.6 4.5 4.8 Annual Average 5.7 5.4 5.8 Average Apr-Dec 5.8 5.5 5.9 Average Apr-Dec 3.1 2.8 3.3 Average Apr-Dec 4.3 4.0 4.5 Average Apr-Dec 5.6 5.1 5.6 3245 4025 7270 15698 Teachers Resource Total No of Employees at 31 December 2024 No of Employees at 31 December 2024 No of Employees at 31 December 2024 No of Employees at 31 December 2024 Appendix 3 Absence Trends - 2022/2023, 2023/2024 & 2024/2025 Education Resources Council WideAPT&C 14
Page 15
2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 % % % % % % % % % % % % April 2.8 3.6 2.8 April 0.0 0.0 0.0 April 2.8 3.6 2.8 April 5.6 5.1 5.2 May 3.2 3.9 3.2 May 0.0 0.0 0.0 May 3.2 3.9 3.2 May 5.4 5.1 5.3 June 4.0 4.2 3.2 June 0.0 0.0 0.0 June 4.0 4.2 3.2 June 5.3 4.7 5.2 July 3.9 3.5 3.5 July 0.0 0.0 0.0 July 3.9 3.5 3.5 July 4.6 3.8 4.1 August 4.1 3.8 2.6 August 0.0 0.0 0.0 August 4.1 3.8 2.6 August 4.4 4.1 4.7 September 3.6 3.9 3.2 September 0.0 0.0 0.0 September 3.6 3.9 3.2 September 5.4 5.3 6.1 October 3.8 3.2 3.2 October 0.0 0.0 0.0 October 3.8 3.2 3.2 October 5.8 5.1 6.0 November 3.4 3.5 4.6 November 0.0 0.0 0.0 November 3.4 3.5 4.6 November 6.5 6.2 6.9 December 4.3 3.3 4.4 December 0.0 0.0 0.0 December 4.3 3.3 4.4 December 7.0 6.6 7.0 January 4.3 2.8 January 0.0 0.0 January 4.3 2.8 January 5.8 6.1 February 3.8 3.5 February 0.0 0.0 February 3.8 3.5 February 5.9 6.4 March 3.8 2.6 March 0.0 0.0 March 3.8 2.6 March 6.4 6.3 Annual Average 3.8 3.5 3.3 Annual Average 0.0 0.0 0.0 Annual Average 3.8 3.5 3.3 Annual Average 5.7 5.4 5.8 Average Apr-Dec 3.7 3.7 3.4 Average Apr-Dec 0.0 0.0 0.0 Average Apr-Dec 3.7 3.7 3.4 Average Apr-Dec 5.6 5.1 5.6 820 0 820 15698 APT&C Council WideManual Workers No of Employees at 31 December 2024 Resource Total No of Employees at 31 December 2024 Appendix 4 Absence Trends - 2022/2023, 2023/2024 & 2024/2025 Finance and Corporate Resources No of Employees at 31 December 2024 No of Employees at 31 December 2024 15
Page 16
2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 % % % % % % % % % % % % April 5.5 5.7 5.3 April 10.6 6.9 7.2 April 7.6 6.2 6.1 April 5.6 5.1 5.2 May 4.5 4.9 5.2 May 8.1 6.1 8.1 May 6.0 5.4 6.4 May 5.4 5.1 5.3 June 4.9 5.4 5.7 June 8.5 6.8 8.4 June 6.4 6.0 6.8 June 5.3 4.7 5.2 July 5.5 5.0 5.3 July 8.9 8.1 8.6 July 6.9 6.2 6.7 July 4.6 3.8 4.1 August 4.7 5.1 5.5 August 7.1 8.5 8.8 August 5.7 6.4 6.9 August 4.4 4.1 4.7 September 4.5 4.7 7.5 September 6.3 7.8 7.4 September 5.2 6.0 7.5 September 5.4 5.3 6.1 October 4.3 4.9 7.3 October 7.8 5.2 6.0 October 5.8 5.0 6.8 October 5.8 5.1 6.0 November 4.6 4.8 6.8 November 7.8 6.7 6.2 November 5.9 5.6 6.5 November 6.5 6.2 6.9 December 4.4 5.1 6.4 December 7.2 7.4 5.8 December 5.6 6.0 6.2 December 7.0 6.6 7.0 January 4.5 4.4 January 5.5 6.0 January 4.9 5.0 January 5.8 6.1 February 4.4 5.2 February 6.2 6.3 February 5.1 5.6 February 5.9 6.4 March 5.3 5.3 March 6.8 7.2 March 5.9 6.1 March 6.4 6.3 Annual Average 4.8 5.0 5.8 Annual Average 7.6 6.9 7.2 Annual Average 5.9 5.8 6.4 Annual Average 5.7 5.4 5.8 Average Apr-Dec 4.8 5.1 6.1 Average Apr-Dec 8.0 7.1 7.4 Average Apr-Dec 6.1 5.9 6.7 Average Apr-Dec 5.6 5.1 5.6 860 546 1406 15698 Manual Workers Council Wide No of Employees at 31 December 2024No of Employees at 31 December 2024 No of Employees at 31 December 2024 No of Employees at 31 December 2024 Appendix 5 Housing & Technical Resources Resource Total Absence Trends - 2022/2023, 2023/2024 & 2024/2025 APT&C 16
Page 17
2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 % % % % % % % % % % % % April 6.2 6.5 6.5 April 12.6 9.4 8.8 April 8.3 7.4 7.3 April 5.6 5.1 5.2 May 5.7 5.8 5.8 May 10.1 8.4 9.5 May 7.1 6.6 7.0 May 5.4 5.1 5.3 June 5.9 5.5 6.0 June 11.3 8.6 9.2 June 7.6 6.5 7.0 June 5.3 4.7 5.2 July 6.0 5.4 6.5 July 11.8 8.8 11.2 July 7.9 6.5 8.0 July 4.6 3.8 4.1 August 6.0 4.8 6.9 August 10.8 8.6 11.4 August 7.5 6.0 8.4 August 4.4 4.1 4.7 September 5.9 5.6 7.2 September 9.6 9.3 12.0 September 7.1 6.8 8.8 September 5.4 5.3 6.1 October 5.8 6.5 7.5 October 10.4 8.5 11.0 October 7.3 7.1 8.6 October 5.8 5.1 6.0 November 6.0 7.3 8.1 November 10.4 9.0 10.0 November 7.4 7.8 8.7 November 6.5 6.2 6.9 December 6.4 7.4 7.0 December 10.6 9.5 11.6 December 7.7 8.1 8.5 December 7.0 6.6 7.0 January 5.2 7.0 January 12.0 10.3 January 7.4 8.1 January 5.8 6.1 February 5.8 7.0 February 11.0 9.9 February 7.5 7.9 February 5.9 6.4 March 7.0 7.1 March 10.9 9.4 March 8.2 7.9 March 6.4 6.3 Annual Average 6.0 6.3 6.9 Annual Average 11.0 9.1 10.4 Annual Average 7.6 7.2 8.0 Annual Average 5.7 5.4 5.8 Average Apr-Dec 6.0 6.1 6.8 Average Apr-Dec 10.8 8.9 10.5 Average Apr-Dec 7.5 7.0 8.0 Average Apr-Dec 5.6 5.1 5.6 1779 1018 2797 15698 Resource TotalManual Workers No of Employees at 31 December 2024 No of Employees at 31 December 2024 No of Employees at 31 December 2024 No of Employees at 31 December 2024 Appendix 6 Absence Trends - 2022/2023, 2023/2024 & 2024/2025 Social Work Resources APT&C Council Wide 17
Page 18
Appendix 7 Absence by long and short term From: 1 October 2024 to 31 December 2024 Community and Enterprise 3405 2.1 4.6 6.7 2.8 4.8 7.6 2.2 5.2 7.4 Education 7270 1.6 3.4 5.0 2.6 3.6 6.2 2.1 4.7 6.8 Finance and Corporate 820 1.0 2.2 3.2 2.3 2.3 4.6 1.8 2.6 4.4 Housing & Technical 1406 1.9 4.9 6.8 2.2 4.3 6.5 1.7 4.5 6.2 Social Work 2797 2.7 5.9 8.6 2.6 6.1 8.7 2.6 5.9 8.5 Council Overall for October 2024 to December 2024 15698 1.9 4.1 6.0 2.6 4.3 6.9 2.2 4.8 7.0 October 2024 Total Short Term % Total Long Term % Resource Total Absence % December 2024 Total Short Term % Total Long Term % Resource Total Absence % Resource No of employees Resource Total Absence % November 2024 Total Short Term % Total Long Term % 18
Page 19
From : 1 December 2024 - 31 December 2024 Total WDL % Total WDL % Total WDL % Total WDL % Total WDL % Musculoskeletal 1493 28 1378 14 44 7 457 27 907 21 4279 20 Psychological 1337 25 3484 36 216 32 470 28 1573 37 7080 33 Stomach, Bowel, Blood, Metabolic Disorders 720 14 902 9 50 7 179 11 453 11 2304 11 Respiratory 697 13 2017 21 283 42 270 16 735 17 4002 19 Other Classification 1030 20 1904 20 83 12 317 19 561 13 3895 18 Total Days Lost By Resource 5277 100 9685 100 676 100 1693 100 4229 100 21560 100 Total Work Days Available From : 1 December 2023 - 31 December 2023 Total WDL % Total WDL % Total WDL % Total WDL % Total WDL % Musculoskeletal 1344 28 1300 14 77 14 424 25 815 19 3960 19 Psychological 1407 29 3387 36 188 34 547 32 1660 40 7189 35 Stomach, Bowel, Blood, Metabolic Disorders 405 8 1047 11 61 11 162 10 455 11 2130 10 Respiratory 761 16 1750 19 121 22 274 16 437 10 3343 16 Other Classification 856 18 1941 21 111 20 292 17 834 20 4034 20 Total Days Lost By Resource 4773 100 9425 100 558 100 1699 100 4201 100 20656 100 Total Work Days Available *WDL = Work Days Lost Finance and Corporate 27382 49707 Appendix 8 Attendance Monitoring Absence Classification Reasons Community and Enterprise Resources Social Work Resources Total WDL By Reason Percentage Housing and Technical Resources Education Resources PercentageTotal WDL By ReasonREASONS Community and Enterprise Resources Education Resources Finance and Corporate Housing and Technical Resources 71394 142214 15524 Social Work Resources 51755283021680714843269981 19
Page 20
Appendix 9 Teachers Others 88 52 96 10 58 102 92 27 50 13 52 89 Oct-Dec 2023 Oct-Dec 2024 Oct-Dec 2023 Oct-Dec 2024 Oct-Dec 2023 Oct-Dec 2024 128 108 100 105 0 0 76 78 256 264 2 0 83 111 18 23 0 0 21 18 34 24 2 0 61 54 132 128 Social Work 2 3 107 128 540 544 Not Disclosed 4 5 476 497 Total 10 8 Reason Oct-Dec 2023 Oct-Dec 2024 Work Stress 27 33 Addicition 0 2 Personal 49 12 Anxiety/Depression 62 119 Bereavement 31 21 Total 169 187 Finance and Corporate Education Community and Enterprise Resource Housing and Technical Occupational Health Reports From: 1 October - 31 December 2024 comparison with 1 October - 31 December 2023 Medical Referrals Community and Enterprise Education Finance and Corporate Housing & Technical Social Work Totals Total (Oct-Dec 2024) 406 Total (Oct-Dec 2023) 323 No of Employees Referred For Physiotherapy No of Employees Referred To Employee Support Officer No of Employees Referred For Cognitive Behavioural Therapy Resource Resource Community and Enterprise Community and Enterprise Education (Teachers) Education Education (Others) Finance and Corporate Analysis of Counselling Referrals by Cause Total Finance and Corporate Housing and Technical Housing and Technical Social Work Social Work Total 20
Page 21
2023 2024 2023 2024 2023 2024 2023 2024 2023 2024 2023 2024 Specified Injury 2 0 0 0 0 0 0 0 0 0 2 0 Specified Injury (Violence) 0 0 0 0 0 0 0 0 0 0 0 0 Total Specified Injury* 2 0 0 0 0 0 0 0 0 0 2 0 Over 7 Day 2 1 0 1 0 0 1 1 0 1 3 4 Over 7 Day (Violence) 0 0 2 0 0 0 0 0 0 0 2 0 Total Over 7 Day** 2 1 2 1 0 0 1 1 0 1 5 4 Over 3 Day 0 0 3 1 0 0 1 0 2 0 6 1 Over 3 Day (Violence) 0 0 0 0 0 0 0 0 0 0 0 0 Total Over 3 Day** 0 0 3 1 0 0 1 0 2 0 6 1 Minor Injury 35 11 40 6 10 3 7 0 18 3 110 23 Near Miss 4 0 11 1 0 0 0 1 0 2 15 4 Violence (Physical) 3 13 400 82 1 0 0 0 13 3 417 98 Violence (Verbal) 3 1 55 6 0 0 1 2 6 4 65 13 Total Minor*** 45 25 506 95 11 3 8 3 37 12 607 138 Total Finalised 49 26 511 97 11 3 10 4 39 13 620 143 Accident 0 5 5 20 0 0 0 4 0 4 5 22 Incident 0 1 2 10 0 0 0 2 0 0 2 13 Violence (Physical) 0 0 21 91 0 0 0 0 1 2 22 93 Violence (Verbal) 0 0 2 16 0 0 0 0 0 1 2 17 Near Miss 0 1 1 3 0 0 0 0 0 0 1 4 Total to be investigated**** 0 7 31 140 0 0 0 6 1 7 32 160 Total Events/Month 49 33 542 237 11 3 10 10 40 20 652 303 ****In process relates to records not yet investigated/defined by managers *Specified Injury is any fracture (other than fingers/toes), amputation, loss or sight, serious burns, crushing injury, scalping, loss of consciousness caused by asphyxiation/head injury, a chemical or hot metal burn to the eye or penetrating injury as defined by the HSE Appendix 10 Analysis of Accidents / Incidents From: 1 October - 31 December 2024 comparison with 1 October - 31 December 2023 Accidents by Month of Occurrence Community and Enterprise Education Finance and Corporate Housing & Tech Social Work TOTAL **Over 3 Day /Over 7 Day absence relates to events outwith the specified injury category that resulted in an absence or inability to do normal work for more than 3/7 days (not including day of injury) ***A minor injury is an injury not covered by Over 7 day, Over 3 day or Specified 21
Page 22
APT&C Manual / Craft Teachers Total APT&C Manual / Craft Teachers Total Community and Enterprise 2 19 N/A 21 0 0 N/A 0 2 19 N/A 21 5 12 4 81% 21.81 Education 2 0 2 4 1 0 0 1 1 0 2 3 0 4 0 100% 4 Finance and Corporate 1 0 N/A 1 0 0 N/A 0 1 0 N/A 1 1 0 0 100% 1 Housing and Technical 5 15 N/A 20 0 4 N/A 4 5 11 N/A 16 0 2 18 10% 20 Social Work 7 10 N/A 17 0 2 N/A 2 7 8 N/A 15 1 11 5 71% 17 Total (Oct-Dec 2024) 17 44 2 63 1 6 0 7 16 38 2 56 7 29 27 57% 63 Total (Oct-Dec 2023) 6 17 2 25 0 2 0 2 6 15 2 23 16 4 4 80% 24 APT&C Manual/ Craft Teachers Total APT&C Manual/ Craft Teachers Total APT&C Manual/ Craft Teachers Total Total (Oct-Dec 2024) 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 Total (Oct-Dec 2023) 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 *Resources nil responses are not included in figures Appeal's Panel From: 1 October - 31 December 2024 Appeal's Panel Total 0 Not Upheld Total Appeals Pending 0 Withdrawn 0 Resource Resource Action Taken Upheld Upheld in Part Manual/ Craft Outcome of Disciplinary Hearings Manual/ Craft Upheld APT&C Upheld in Part Teachers % Held within 6 Weeks No of Appeals No Action APT&C 4-6 6+3Teachers Total No of Disciplinary Hearings 100 Appendix 11 Outcome of Appeals Not Upheld From: 1 October - 31 December 2024 comparison with 1 October - 31 December 2023 Appeals pending to date Record of Disciplinary Hearings No of weeks to convene Disciplinary Hearing Total 22
Page 23
Appendix 12a Record of Grievances From: 1 October - 31 December 2024 comparison with 1 October - 31 December 2023 Grievances No of Grievances No Resolved at Stage 1 No Resolved at Stage 2 No Resolved at Stage 3 Still in Process Total (Oct-Dec 2024) 7 0 1 0 6 Total (Oct-Dec 2023) 1 0 0 1 0 Dignity at Work From: 1 October - 31 December 2024 comparison with 1 October - 31 December 2023 Dignity at Work No of Incidents No Resolved at Informal Stage No Resolved at Formal Stage No of Appeals Appeals in Process Still in Process Total (Oct-Dec 2024) 6 0 0 0 0 6 Total (Oct-Dec 2023) 3 0 0 0 0 3 23
Page 24
Appendix 12b Referrals for Workplace Mediation As at December 2024 Workplace Mediation Oct-24 Nov-24 Dec-24 No of Referrals 1 0 0 *No of Successful Cases 0 0 0 *No of Unsuccessful Cases 0 0 0 No of cases unsuitable for mediation 0 1 0 Workplace Mediation Oct-23 Nov-23 Dec-23 No of Referrals 0 0 0 *No of Successful Cases 1 0 0 *No of Unsuccessful Cases 0 0 0 No of cases unsuitable for mediation 0 0 0 *successful/unsuccessful case outcomes may be shown outwith the month they were referred. 24
Page 25
Appendix 13 From 1 October - 31 December 2024 Reason for leaving Community and Enterprise Education Finance and Corporate Housing & Technical Social Work Total % Career Advancement 4 11 2 2 3 22 59% Personal Reasons 2 1 0 1 0 4 11% Travelling difficulties 1 1 0 0 1 3 8% Moving outwith area 0 0 0 0 2 2 5% Other 1 1 0 2 2 6 16% Number of exit interviews conducted 8 14 2 5 8 37 Total no. of leavers per Resource eligible for an exit interview 34 54 6 19 29 142 % of leavers interviewed 24% 26% 33% 26% 28% 26% From 1 October - 31 December 2023 Number of exit interviews conducted 15 18 3 3 14 53 Total no. of leavers per Resource eligible for an exit interview 41 47 13 21 37 159 % of leavers interviewed 37% 38% 23% 14% 38% 33% * Note these totals include temporary employees Analysis of leavers and exit interviews 25
Page 26
Appendix 14 Applied Interviewed Appointed % of Applicants interviewed % of Applicants appointed % of Interviewees appointed 5985 3301 744 55% 12% 23% 1567 580 156 37% 10% 27% 4380 1387 432 32% 10% 31% 587 223 44 38% 7% 20% 5142 1671 508 32% 10% 30% 751 279 74 37% 10% 27% 5333 2196 877 41% 16% 40% 587 145 15 25% 3% 10% 54 33 5 61% 9% 15% Applied Interviewed Appointed % of Applicants interviewed % of Applicants appointed % of Interviewees appointed 3579 1085 223 30% 6% 21% 1160 358 68 31% 6% 19% 2406 721 145 30% 6% 20% 119 64 6 54% 5% 9% 2836 841 173 30% 6% 21% 710 237 40 33% 6% 17% 3083 974 207 32% 7% 21% 451 96 5 21% 1% 5% 44 25 0 57% 0% 0% Recruitment Monitoring Analysis of Gender, Disability, Ethnicity and Age From : 1 October - 31 December 2024 Total Number of applications received: 6469 Total Number of Equal Opportunities Monitoring forms received: 5985 Total Number of posts advertised: 248 Total Number of appointments: 779 Gender / Disability / Age Total EO Forms Received Total No of Male Applicants Total No of Female Applicants Total No of Disabled Applicants Total No of applicants aged under 50 Total No of applicants aged over 50 Total No of White applicants Total No of Black/Ethnic minority applicants* Total No of Veteran applicants *Black/Ethnic Minority applicants includes Mixed, Asian, Black and other backgrounds. From : 1 October - 31 December 2023 Total Number of applications received: 3669 Total No of applicants aged under 50 Total Number of Equal Opportunities Monitoring forms received: 3579 Total Number of posts advertised: 332 Total Number of appointments: 252 Total No of applicants aged over 50 Total No of White applicants Total No of Black/Ethnic minority applicants* Total No of Veteran applicants *Black/Ethnic Minority applicants includes Mixed, Asian, Black and other backgrounds. Gender / Disability / Age Total EO Forms Received Total No of Male Applicants Total No of Female Applicants Total No of Disabled Applicants 26
Page 27
Resource Total F/T P/T F/T P/T Total Chief Officer Grade 1 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 Fixed SCP Teacher Community & Enterprise Resources 3387 1206 378 240 1563 2428.85 5.00 1669.72 416.48 269.41 47.94 18.30 0.00 2.00 0.00 Education - Others 3208 99 94 574 2441 2484.97 5.00 1207.06 1072.71 138.64 48.60 11.00 0.00 1.96 0.00 Education - Teachers 4127 708 121 2174 1124 3641.95 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 3641.95 Finance & Corporate Resources 821 183 24 365 249 727.96 8.00 92.08 340.45 210.38 55.05 22.00 0.00 0.00 0.00 Housing & Technical 1392 770 116 341 165 1282.49 3.00 195.37 680.22 359.41 33.49 9.00 0.00 2.00 0.00 Social Work Resources 2781 194 230 949 1408 2386.60 3.00 332.43 1453.91 474.98 85.77 35.51 0.00 1.00 0.00 9310.87 (excluding Teachers) Total All Staff 15716 3160 963 4643 6950 12952.82 24.00 3496.66 3963.77 1452.82 270.85 95.81 0.00 6.96 3641.95 Resource Total F/T P/T F/T P/T Total Chief Officer Grade 1 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 Fixed SCP Teacher Community & Enterprise Resources 3439 1244 384 235 1576 2471.12 5.00 1711.95 415.46 269.47 48.94 18.30 0.00 2.00 0.00 Education - Others 3255 104 95 587 2469 2530.85 5.00 1240.13 1087.44 137.72 48.60 11.00 0.00 0.96 0.00 Education - Teachers 4034 711 114 2177 1032 3600.11 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 3600.11 Finance & Corporate Resources 822 183 24 366 249 730.03 8.00 93.90 341.81 210.36 53.96 22.00 0.00 0.00 0.00 Housing & Technical 1396 774 120 334 168 1284.40 3.00 196.94 674.12 365.25 33.09 10.00 0.00 2.00 0.00 Social Work Resources 2780 194 225 964 1397 2398.98 3.00 332.61 1455.57 508.52 64.77 33.51 0.00 1.00 0.00 9415.38 (excluding Teachers) Total All Staff 15726 3210 962 4663 6891 13015.49 24.00 3575.53 3974.40 1491.32 249.36 94.81 0.00 5.96 3600.11 Male Female Salary Band Total Number of Employees Full-Time Equivalent Male Female Salary Band Analysis by Resource Quarterly Joint Staffing Watch Return : Number Employed On 14 December 2024 Analysis by Resource Quarterly Joint Staffing Watch Return : Number Employed On 14 September 2024 Appendix 15 Total Number of Employees Full-Time Equivalent 27
Page 28
28
Page 29
Report Agenda Item Report to: Employee, Equalities, Diversity and Inclusion Forum Date of Meeting: 12 March 2025 Report by: Executive Director (Finance and Corporate Resources) and Executive Director (Housing and Technical Resources) Subject: Housing and Technical Resources – Workforce Monitoring – October to December 2024 1. Purpose of Report 1.1. The purpose of the report is to:- [purpose] provide employment information for October to December 2024 relating to Housing and Technical Resources [1purpose] 2. Recommendation(s) 2.1. The Employee, Equalities, Diversity and Inclusion Forum is asked to approve the following recommendation(s):- (1) that the following employment information for October to December 2024 relating to Housing and Technical Resources be noted: - attendance statistics occupational health accident/incident statistics discipline, grievance and Dignity at Work cases analysis of leavers and exit interviews Staffing Watch as of 14 December 2024 [1recs] 3. Background 3.1. As part of the Council’s performance management arrangements, regular workforce monitoring reports are submitted to the Employee, Equalities, Diversity and Inclusion Forum. This report for Housing and Technical Resources provides information on the position for October to December 2024. 4. Monitoring Statistics 4.1. Attendance Statistics (Appendix 1) Information on absence statistics is analysed for the month of December 2024 for Housing and Technical Resources. The Resource absence figure for December 2024 was 6.2%, this figure has decreased by 0.3% when compared to the previous month and is 0.8% lower than the Council-wide figure. Compared to December 2023, the Resource absence figure has increased by 0.2%. 4 29
Page 30
Based on the absence figures at December 2024 and annual trends, the annual average absence for the Resource for 2024/2025 is 6.4%, compared to a Council- wide average figure of 5.8%. Managers follow the procedures outlined in the Maximising Attendance Policy to support employees to remain at work, or to return to work after a sickness absence. There are comprehensive employee supports in place and additionally, Personnel Services work in close partnership with line managers and Resource Management Teams on a case management basis to ensure that appropriate actions are taken. 4.2. Occupational Health (Appendix 2) In terms of referrals to occupational health, which include medical examinations and physiotherapy, overall, 146 referrals were made this period. This represents a decrease of 24 when compared with the same period last year. 4.3. Accident/Incident Statistics There were 4 accident/incidents recorded within the Resource this period, this figure has decreased by 6 when compared to the same period last year. 4.4. Discipline, Grievance and Dignity at Work (Appendix 2) During the period, 20 disciplinary hearings were held within the Resource. This figure has increased by 19 when compared to the same period last year. No appeals were heard by the Appeals Panel, this figure has remained the same when compared to last year and 1 appeal panels was pending. One grievance hearing was raised within the Resource, this figure has remains unchanged when compared to the same period last year. One Dignity at Work complaint was raised within the Resource, this figure has increased by 1 when compared to the same period last year. 4.5. Analysis of Leavers (Appendix 2a) There were 19 leavers within the Resource this period eligible for an exit interview, a decrease of 2 when compared with the same period last year. Five exit interviews were conducted in this period, this figure has increased by 2 when compared to the same period last year. 5. Staffing Watch 5.1. Appendix 3 provides the Staffing Watch and shows there has been a decrease of 4 in the number of employees in post from 14 September 2024 to 14 December 2024. 6. Employee Implications 6.1. There are no implications for employees arising from the information presented in this report. 7. Financial Implications 7.1. All financial implications are accommodated within existing budgets. 8. Climate Change, Sustainability and Environmental Implications 8.1. There are no Climate Change, Sustainability and Environmental Implications in terms of the information contained within this report. 9. Other Implications 9.1. There are no implications for sustainability or risk in terms of the information contained within this report. 30
Page 31
10. Integrated Impact Assessment and Consultation Requirements 10.1. This report does not introduce a new policy, function or strategy or recommend a change to an existing policy, function or strategy and, therefore, no impact assessment is required. 10.2. There was no requirement to undertake any consultation in terms of the information contained in this report. Jackie Taylor Executive Director (Finance and Corporate Resources) Stephen Gibson Executive Director (Housing and Technical Resources) 4 February 2025 Link(s) to Council Values/Priorities/Outcomes Accountable, effective, efficient and transparent Fair, open and sustainable Ambitious, self aware and improving Excellent employer Focused on people and their needs Working with and respecting others Previous References Equal Opportunities Forum - 22 November 2023 List of Background Papers Monitoring information provided by Finance and Corporate Resources Contact for Further Information If you would like to inspect the background papers or want further information, please contact: - Elaine Maxwell, HR Business Manager Ext: 4647 (Tel: 01698 454647) E-mail: Elaine.maxwell@southlanarkshire.gov.uk 31
Page 32
2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 % % % % % % % % % % % % April 5.5 5.7 5.3 April 10.6 6.9 7.2 April 7.6 6.2 6.1 April 5.6 5.1 5.2 May 4.5 4.9 5.2 May 8.1 6.1 8.1 May 6.0 5.4 6.4 May 5.4 5.1 5.3 June 4.9 5.4 5.7 June 8.5 6.8 8.4 June 6.4 6.0 6.8 June 5.3 4.7 5.2 July 5.5 5.0 5.3 July 8.9 8.1 8.6 July 6.9 6.2 6.7 July 4.6 3.8 4.1 August 4.7 5.1 5.5 August 7.1 8.5 8.8 August 5.7 6.4 6.9 August 4.4 4.1 4.7 September 4.5 4.7 7.5 September 6.3 7.8 7.4 September 5.2 6.0 7.5 September 5.4 5.3 6.1 October 4.3 4.9 7.3 October 7.8 5.2 6.0 October 5.8 5.0 6.8 October 5.8 5.1 6.0 November 4.6 4.8 6.8 November 7.8 6.7 6.2 November 5.9 5.6 6.5 November 6.5 6.2 6.9 December 4.4 5.1 6.4 December 7.2 7.4 5.8 December 5.6 6.0 6.2 December 7.0 6.6 7.0 January 4.5 4.4 January 5.5 6.0 January 4.9 5.0 January 5.8 6.1 February 4.4 5.2 February 6.2 6.3 February 5.1 5.6 February 5.9 6.4 March 5.3 5.3 March 6.8 7.2 March 5.9 6.1 March 6.4 6.3 Annual Average 4.8 5.0 5.8 Annual Average 7.6 6.9 7.2 Annual Average 5.9 5.8 6.4 Annual Average 5.7 5.4 5.8 Average Apr-Dec 4.8 5.1 6.1 Average Apr-Dec 8.0 7.1 7.4 Average Apr-Dec 6.1 5.9 6.7 Average Apr-Dec 5.6 5.1 5.6 860 546 1406 15698 Manual Workers Council Wide No of Employees at 31 December 2024No of Employees at 31 December 2024 No of Employees at 31 December 2024 No of Employees at 31 December 2024 Appendix 1 Housing & Technical Resources Resource Total Absence Trends - 2022/2023, 2023/2024 & 2024/2025 APT&C 32
Page 33
Oct - Dec Oct - Dec 2023 2024 MEDICAL EXAMINATIONS Number of Employees Attending EMPLOYEE COUNSELLING SERVICE Total Number of Referrals PHYSIOTHERAPY SERVICE Total Number of Referrals REFERRALS TO EMPLOYEE SUPPORT OFFICER 34 24 REFERRALS TO COGNITIVE BEHAVIOUR THERAPY 2 0 TOTAL 170 146 Oct - Dec Oct - Dec 2023 2024 Specified Injuries* 0 0 Over 7 day absences 1 1 Over 3 day absences** 1 0 Minor 7 0 Near Miss 0 1 Violent Incident: Physical**** 0 0 Violent Incident: Verbal***** 1 2 Total Accidents/Incidents 10 4 Oct - Dec Oct - Dec 2023 2024 Total Number of Hearings 1 20 Total Number of Appeals 0 0 Appeals Pending 0 1 Time Taken to Convene Hearing October - Oct to Dec 2024 0-3 Weeks 4-6 Weeks Over 6 Weeks 0 2 18 Oct - Dec Oct - Dec 2023 2024 Number of Grievances 1 1 Still in Progress 1 1 Oct - Dec Oct - Dec 2023 2024 Number of Incidents 0 1 Still in Process 0 1 ***Near Miss - Any unexpected, unplanned occurrence (except Dangerous Occurrences) that does not lead to injury of persons, damage to property, plant or equipment but may have done so in different Appendix 2 HOUSING AND TECHNICAL RESOURCES 52 58 21 10 61 54 CAUSE OF ACCIDENTS/INCIDENTS *A Specified Injury is any fracture (other than to the fingers, thumbs or toes), amputation, loss of sight, serious burns, crushing injury, scalping, loss of consciousness caused by asphyxiation/ head injury, a chemical or hot metal burn to the eye or penetrating injury as defined by the HSE. **Over 3 day / over 7day absence is an injury sustained outwith specified injury category that results in a period of absence of absence as defined by the HSE. RECORD OF DIGNITY AT WORK ****Physical violent incidents are included in the "Specified" figures, where applicable, to provide the ****Physical violent incidents and ***** Verbal Violent Incidents are included in the "Over 3-day or Over 7- day" figures, where applicable, to provide the "Total Over 3-day or Over 7-day" figures. ****Physical Violent Incidents and ***** Verbal Violent Incidents are included in the "Minor" figures, where applicable, to provide the "Total Minor" figures. RECORD OF DISCIPLINARY HEARINGS RECORD OF GRIEVANCE HEARINGS 33
Page 34
Oct - Dec Oct - Dec 2023 2024 Career Advancement 1 2 Child Caring / Caring Responsibilities 0 0 Disatisfaction with terms and conditions 0 0 Further Education 0 0 Moving outwith area 0 0 Personal Reasons 1 1 Poor relationship with managers / colleagues 1 0 Travelling difficulties 0 0 Other 0 2 Number of Exit Interviews conducted 3 5 Total Number of Leavers Eligible for Exit Interview 21 19 Percentage of interviews conducted 14% 26% ANALYSIS OF REASONS FOR LEAVING Appendix 2a HOUSING AND TECHNICAL RESOURCES 34
Page 35
As at 14 December 2024 Total Number of Employees F/T P/T F/T P/T 770 116 341 165 Chief Officer Grade 1 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 Fixed SCP Teacher TOTAL 3.00 195.37 680.22 359.41 33.49 9.00 0.00 2.00 0.00 1282.49 As at 14 September 2024 Total Number of Employees F/T P/T F/T P/T 774 120 334 168 Chief Officer Grade 1 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 Fixed SCP Teacher TOTAL 3.00 196.94 674.12 365.25 33.09 10.00 0.00 2.00 0.00 1284.40 Salary Bands Appendix 3 JOINT STAFFING WATCH RETURN HOUSING & TECHNICAL RESOURCES 1392 1396 *Full - Time Equivalent No of Employees MALE FEMALE MALE FEMALE TOTAL TOTAL *Full - Time Equivalent No of Employees Salary Bands 35
Page 36
36
Page 37
Report Agenda Item Report to: Employee, Equalities, Diversity and Inclusion Forum Date of Meeting: 12 March 2025 Report by: Executive Director (Housing and Technical Resources) Subject: Annual Report on Mainstreaming Equalities and Diversity within Housing and Technical Resources 1. Purpose of Report 1.1 The purpose of the report is to:- provide an overview of the progress made in relation to mainstreaming equalities within Housing and Technical Resources during 2023/2024 highlight the key actions to be progressed during 2024/2025 2. Recommendation(s) 2.1 The Employee, Equalities, Diversity and Inclusion Forum is asked to approve the following recommendation(s):- (1) that the progress made during 2023/2024 and key actions for 2024/2025 in relation to mainstreaming equalities be noted. 3. Background 3.1 The Housing and Technical Resources Equality and Diversity Coordination Group has responsibility for overseeing the implementation of the Resource’s Equality and Diversity work plan and ensures a consistent approach is taken to mainstreaming equality and diversity across the Resource in line with the wider corporate equalities agenda. 3.2 The range of work being carried out across the Resource in relation to mainstreaming equality and diversity is reported on an annual basis, with the last report for 2022/2023 presented to the Equal Opportunities Forum on 22 November 2023. 3.3 This report provides details of the activities progressed during 2023/2024, whilst setting out the key priorities to be progressed during 2024/2025. 4. National and Local Policy Developments 4.1 New Housing Bill for Scotland The Housing (Scotland) Bill was published by the Scottish Government in March 2024. The Bill aims to support delivery of Housing to 2040 and ‘A New Deal for Tenants’. The main objectives of the Bill are to prevent homelessness and strengthen tenants’ rights through: the introduction of an ‘ask and act’ duty on social landlords and other bodies, such as health boards and police, to ask about a person’s housing situation, and act to avoid them becoming homeless wherever possible 5 37
Page 38
reform of provision for people threatened with homelessness and provisions relating to domestic abuse other proposals relate to the private rented sector and include long term rent controls for private tenancies, new rights to keep pets, decorate rented homes and stronger protection against eviction Housing and Technical Resources has responded to various consultations in respect of the Bill, most recently, two separate Calls for Evidence. The Resource will continue to closely monitor the Bill as it progresses through Parliament with consideration already being given to any future changes required to housing policy and practice locally to ensure alignment with the final provisions detailed within the Bill. 4.2 A Human Rights Bill for Scotland In June 2023, the Scottish Government launched the consultation on ‘A Human Rights Bill for Scotland’. The Bill aims to incorporate a range of economic, social and cultural rights into Scots law for the first time, as far as possible, within the limits of devolved competence. Housing and Technical Resources contributed to the Council’s final response to the consultation which was co-ordinated by Finance and Corporate Resources and submitted by the closing date of 5 October 2023. The Resource will continue to maintain a watching brief on the Bill as it progresses through Parliament to ensure that it responds timeously and appropriately to any new requirements arising from the Bill. 4.3 Public Sector Equality Duty The Public Sector Equality Duty requires Scottish local authorities to set out Equality Outcomes to address human rights and inequalities at 4-yearly intervals. The Council’s current equality outcomes cover the period 2021 to 2025. Housing and Technical Resources’ headline equality outcome is ‘Prevent homelessness occurring and significantly reduce homelessness’, with specific actions and measures identified which align to the Rapid Rehousing Transition Plan 2019 to 2024 (RRTP) and the Local Housing Strategy 2022 to 2027. An update on the measures within the Resource’s equality outcomes was included within the Council’s mid-point progress report on the equality outcomes covering the period 2021 to 2023, which was presented to Executive Committee in June 2023. The full report is available on the Council’s website. A final progress report on the equality outcomes is due to be published in 2025 and will coincide with publication of the Council’s new equality outcomes for 2025 to 2029. 4.4 Equality Impact Assessment and the Fairer Scotland Duty The Resource continues to undertake Equality Impact and Fairer Scotland Duty assessments for new or revised policies and strategies. During 2023/2024, the Resource undertook five Equality Impact Assessments and two Fairer Scotland Duty Assessments. Details of these are provided in Appendix 1. 38
Page 39
A new Integrated Impact Assessment was approved by Executive Committee on 2 October 2024 and will also include consideration of human rights, children’s rights, consumer rights and climate change as part of policy development processes. 4.5 Development of the South Lanarkshire Progressive Housing Framework During 2023/2024, Housing and Technical Resources and the South Lanarkshire University Health and Social Care Partnership (SLUHSCP) worked together to develop a South Lanarkshire Progressive Housing Framework. Progressive Housing is an approach which reflects the Council’s response to people’s changing housing, support and care needs over the course of their lives. It aims to promote independent living through re-focusing operating models in relation to the types of accommodation provided, the location of new housing sites, the way care is provided, and the level of support that is delivered. 5. Key Areas of Progress 2023-2024 5.1 Key highlights in relation to mainstreaming equalities for Housing and Technical Resources during 2023/2024 include:- 269 homes (104 new build and 165 properties bought through the Council’s Market Purchase Scheme) delivered through the affordable housing supply programme, with a continued focus on ensuring that homes are accessible to meet a variety of current and future needs. Of the new Council homes delivered, 20 (19%) were wheelchair accessible, exceeding the 10% target set 1,884 homes adapted to support people with health conditions or disabilities to continue to live independently within their existing homes, without the need for rehousing or moving to a care setting delivery of Year 5 of the RRTP during a time of unprecedented demand on homelessness services at a local and national level. This saw the Resource and partners continue to work together to prevent and reduce homelessness as far as possible, while limiting the time people experiencing homelessness spend in temporary accommodation introduction of a new approach to assessing the medical aspect of housing applications. The new Home and Health Assessment Service, a key aspect of the Progressive Housing Framework, is delivered jointly by Housing Services and the Occupational Therapy Service. The service aims to help people to remain within their existing home, however where this is not possible, an appropriate level of priority is awarded under the Housing Allocation Policy to help them move to a more suitable home continued provision of site improvements and services for the Gypsy / Traveller community in South Lanarkshire continued to support the delivery of the Armed Forces Covenant, through the establishment of a Veterans / Armed Forces housing enquiries tracker to help ensure that housing issues relating to this group are resolved quickly continued delivery of support to individuals and families as part of refugee resettlement programmes, through the dedicated Asylum and Refugee Resettlement Team working in conjunction with partner agencies continued partnership working with other key agencies, including the South Lanarkshire Child Protection Committee and homelessness partners to modernise the care system and deliver the objectives of The Promise Scotland. The Promise aims to ensure that care experienced children and young people grow up loved, safe and respected with better life chances as they progress into adulthood the continued development of services for sheltered housing tenants including expanding digital connectivity and improving services for tenants living with dementia 39
Page 40
continued partnership working with the South Lanarkshire Autism Strategy Group and the Autism Resources Co-ordination Hub (ARCH) to deliver better housing outcomes for individuals and families affected by autism and other forms of neurodivergence 5.2 Further details on the above and other areas of work progressed by the Resource in relation to mainstreaming equalities during 2023/24 can be found in Appendix 1. 6. Consultation, Engagement and Customer Feedback 6.1 As part of the Resource’s annual consultation programme and in addition to the broader programme of engagement, officers continued to work closely with a range of equalities groups and stakeholders including:- Disability Partnership Housing Subgroup South Lanarkshire Access Panel Residents of the Council’s two Gypsy/Traveller sites Sheltered Housing tenants people with lived experience of homelessness Veterans / Armed Forces Community care-experienced young people Seniors Together South Lanarkshire Violence Against Women and Girls Strategic Partnership South Lanarkshire Autism Strategy Group See Hear Strategic Working Group Financial Inclusion Network Digital Inclusion Sub-group South Lanarkshire Youth Council Bord-na-Gaidhlig During 2023/2024, these groups and stakeholders were instrumental in contributing to the development of key strategic areas of work, including the Customer Involvement Strategy 2024 to 2029 and the Anti-Social Behaviour Strategy 2024 to 2029. 7. Complaints 7.1 During 2023/2024, there were no complaints recorded by the Resource under the Equalities category. 8. Employee Learning and Development 8.1 Resource employees participated in a total of 867 equality and diversity related learning and development activities during 2023/2024. This consisted of 772 e- leaning activities and 95 classroom-based activities including: - Equality and Diversity Awareness Age Discrimination Challenging Ageist Stereotypes Race Discrimination Deaf Awareness Sight Loss Awareness LGB&T People and Public Services Autism Awareness-Raising Understanding Getting it Right for Every Child (GIRFEC) Multi-Agency Child Protection Procedure 40
Page 41
Trauma-Informed Practice Transgender Awareness Gender Reassignment This programme of equalities training for employees continues to be rolled out by Employee Development on an ongoing basis. Specific training for Housing and Technical Resources staff will also be identified by the Resource and delivered as required. 9. Equality and Diversity Reporting Framework 9.1 On an annual basis, the Resource reports the range of work and activities being progressed to support mainstreaming equality to various key stakeholders, including:- Housing and Technical Resources, Resource Management Team Parent Joint Consultative Committee Joint Trade Union Committee (JTUC) Housing and Technical Resources Committee Employee, Equalities, Diversity and Inclusion Forum 10. Key Priorities for 2024/2025 10.1 The Resource Equality and Diversity Coordination Group will continue to oversee and progress work in relation to mainstreaming equality across Housing and Technical Resources during 2024/2025. 10.2 Key priorities for the Resource during 2024/2025 include:- track progress of the Housing (Scotland) Bill and the Human Rights Bill as they progress through Parliament, ensuring that the Resource responds timeously and appropriately to any new requirements arising from the Bills continue to implement the Affordable Housing Supply Programme to deliver a range of housing solutions to meet a wide variety of needs undertake Integrated Impact Assessments to ensure all legal duties are met support delivery of the Homelessness Strategic Action Plan 2024/2025 ensure delivery of relevant aspects of the Council’s Armed Forces Community Covenant Strategy 2024 to 2027. continue to support the programmes of refugee resettlement and asylum dispersal within South Lanarkshire review the first of the National Dementia Strategy’s delivery plans (2024 to 2026) to ensure that the Sheltered Housing Service responds timeously and appropriately to any new requirements implementation of the South Lanarkshire Progressive Housing Framework, a key aspect of which is the delivery of the new Home and Health Assessment Service ensure that the Resource’s new IT system is effectively developed to appropriately collect and report equalities monitoring information 10.3 Full details of key priorities to be taken forward during 2024/2025 are detailed in Appendix 2. 11. Next Steps 11.1 In accordance with the agreed reporting schedule, an annual progress update on the key priorities for 2024/2025 will be reported to key stakeholders as detailed at 9.1 above. 41
Page 42
12. Employee Implications 12.1 There are no employee implications associated with this report. 13. Financial Implications 13.1 There are no financial implications associated with this report. 14. Climate Change, Sustainability and Environmental Implications 14.1 This report does not introduce a new policy, function or strategy which impacts on the natural environment, climate change or sustainability. 15. Other Implications 15.1 There is a risk to South Lanarkshire Council should the Resource not comply with the relevant equalities’ duty and legislation. 15.2 The content of this report will contribute to the evidence to support the requirements of the Annual Assurance Statement to the Scottish Housing Regulator. 16. Integrated Impact Assessment and Consultation Requirements 16.1 This report does not introduce a new policy, function or strategy or recommend a change to an existing policy, function or strategy and, therefore, no impact assessment or formal consultation is required. Stephen Gibson Executive Director (Housing and Technical Resources) 25 February 2025 Link(s) to Council Values/Priorities/Outcomes Good quality, suitable and sustainable places to live Caring, connected, sustainable communities Our children and young people thrive People live the healthiest lives possible Focused on people and their needs Working with and respecting others Accountable, effective, efficient and transparent Ambitious, self-aware and improving Fair, open and sustainable We will work to put people first and reduce inequality We will work towards a sustainable future in sustainable places We will work to recover, progress and improve Previous References Annual Report - Mainstreaming Equality and Diversity within Housing and Technical Resources, Equal Opportunities Forum, 22 November 2023 Executive Committee – Equalities Mainstreaming Progress Report, 21 June 2023 Executive Committee – Council’s Approach to Impact Assessments, 2 October 2024 42
Page 43
List of Background Papers Housing (Scotland) Bill (The Scottish Government – 26 March 2024) Housing to 2040 (The Scottish Government – 15 March 2021) A New Deal for Tenants – Draft Strategy Consultation (The Scottish Government – December 2021) A Human Rights Bill for Scotland: Consultation (The Scottish Government – 15 June 2023) South Lanarkshire Equality Outcomes Mid-Point Progress Report 2021-23 South Lanarkshire Rapid Rehousing Transition Plan 2019-2024 Contact for further information. If you would like to inspect the background papers or want further information, please contact: Cameron Mitchell, Strategy and Support Manager Tel: 01698 454862 E-mail: Cameron.mitchell@southlanarkshire.gov.uk 43
Page 44
APPENDIX 1 KEY AREAS OF PROGRESS 2023/24 Affordable Housing Supply Programme During 2023/24, a total of 269 additional affordable homes for social rent were delivered by the council. This included 104 new build homes and 165 properties bought through the council’s Market Purchase Scheme. In delivering the new build housing programme, the Resource delivered 20 wheelchair accessible homes, which accounted for 19% of all new build homes delivered, exceeding the 10% target set within the Local Housing Strategy 2022-2027. Adaptations Programme During 2023/24, a total of 1,884 homes were adapted to support people with health conditions or disabilities to continue to live independently within their own homes, without the need for rehousing or moving to a care setting. The Resource completed 944 adaptations to council properties and a further 940 adaptations were completed in private homes through grant funding provided through the Scheme of Assistance. Housing and Homelessness The fifth annual review of the RRTP was undertaken during 2023/24 and will be reported to Housing and Technical Resources Committee in August 2024. The review notes that 2023/24 has been an extremely challenging year for homelessness services in South Lanarkshire, with no sign of abatement in the significant increase in the levels of homelessness experienced over the last two years. The experience locally is reflective of trends across the whole of Scotland. Against two key homelessness measures within the RRTP, the council experienced: - • a 28% increase in the number of people applying to the council for assistance due to homelessness. • a 101% increase in the backlog of urgent need homeless households awaiting housing. Despite this challenging context, progress has been made in the fifth year of the plan with key highlights including: • the continued strong focus on partnership working to deliver homelessness prevention and tenancy sustainment services. • close partnership working to develop and progress specific ‘Directions’ within the Strategic Commissioning Plan 2022-25. • a continued focus on early detection of housing risk factors and interventions to prevent homelessness where possible through the Integrated Housing Options model. Despite an increase in the demand for the service, 61% of advice cases were closed with support being provided preventing homelessness from occurring. • an increase in the number of temporary tenancies which were ‘flipped’ to a Scottish Secure Tenancy, providing the homeless household with a permanent home, and avoiding the need for the disruption of further moves. A total of 117 tenancies have been flipped since the approach was introduced in 2019/20. • the further development of Housing First, with a total of 40 households now supported through the programme. • The continuation of the positive Personal Housing Planning approach for vulnerable groups including women experiencing domestic abuse, care leavers and people leaving prison. 44
Page 45
KEY AREAS OF PROGRESS 2023/24 In reviewing the fifth and final year of the plan, the Homelessness Strategy Group reflected on the changing environment in which partners operate, not least the national spike in homelessness, the cost-of-living crisis and the wider increasing demand and pressures in the housing system, including from humanitarian programs. The council and its partners continue to have a strong track record of delivering effective homelessness services. The commitment to preventing and alleviating homelessness has been a continuing focus throughout the five years of the life of the RRTP and will remain so going forward. Development of Home and Health Assessment Service During 2023/24, the Resource worked with the South Lanarkshire University Health and Social Care Partnership (SLUHSCP) to develop a new approach to the assessment of the medical aspect of housing applications. The new Home and Health Assessment Service (HHAS), delivered jointly by Housing Services and the Occupational Therapy Service, aims to assist people to remain in their existing home, however where this is not possible, an appropriate level of priority is awarded under the Housing Allocation Policy to help them to move to a more suitable home. Following a successful test of the new model and approach, the HHAS was launched in April 2024. The new service is a key aspect of the Progressive Housing Framework. Gypsy/Travellers Throughout 2023/24, the Resource has continued to ensure the appropriate provision of services are provided to residents of South Lanarkshire Council’s two Gypsy/Traveller sites. This includes the latest phase of the resident-led site masterplans, delivering projects prioritised by residents to make significant improvements to accommodation and communal facilities on both sites. This included investment from both the council’s Housing Revenue Account and Scottish Government’s Additional Accommodation Fund for Gypsy/Travellers resulting in the delivery of a new play area at the Shawlands Crescent site, designed by children and young people who live there, alongside new CCTV and fencing. At the Springbank Park site, pitch extension works were completed as part of a multi-phase project to provide new amenity facilities for residents, with work continuing into 2024/25. A new play area for residents at Springbank Park will also be installed in 2024/25. Support to Care Experienced Children and Young People To support the objectives of The Promise, during 2023/24 the Resource worked in partnership to implement a number of initiatives to prevent where possible, children and young people entering the care system, and to better support children and young people experiencing care. This included: - • Breaking the Cycle team continued to support families with children to improve parenting skills, address anti-social behaviour, identify and address risk, sustain accommodation, maximise opportunities in relation to income and connect to community networks, with successful outcomes reported. • New joint Housing Services and Social Work Resources continuing care protocol, developed with partners and young people, was launched in December 2023 following approval at the Champions Board. As part of the new protocol, a Throughcare Housing Officer provides monthly ‘drop-in’ advice and assistance to care-experienced children and young people in relation to housing matters and this has proved to be a valuable resource. • Homelessness advice YouTube video link circulated to all South Lanarkshire high schools for distribution to students during Personal Social Education classes. 45
Page 46
KEY AREAS OF PROGRESS 2023/24 • Following consultation with young people, a successful bid was made to the Big Lottery Improving Lives Fund in partnership with Barnardo’s. This funding was used to deliver housing support for young care leavers to support moves onto independent living. • Continued to deliver wider housing support to those at risk of homelessness or homeless to minimise the impact and prevent repeat cycles as far as possible. • Wellbeing recording and monitoring tool established, with plans for further development of this linked to the Resource’s new IT system. • Continued to commission specialist support from Third Sector to meet multiple and complex support needs, including Housing First approach. • Two properties were used to pilot a new interim housing option between care setting and independent living. This provides care experienced young people with the opportunity to develop the life skills required to successfully manage their own tenancies. Support to Victims of Domestic Abuse The Resource has a well-established person-centred housing pathway approach for people experiencing domestic abuse. The pathway considers options to support victims that can include agency support and safety planning to remain in their current accommodation or provision of housing advice, should they wish to move to a different location. During 2023/24, a total of nine housing pathways were completed. Armed Forces Covenant During 2023/24, the Resource continued to support delivery of the Armed Forces Covenant. Building on the principles of the current Housing Allocation Policy, which makes provision for Veterans, the Resource established a Veterans / Armed Forces housing enquiries tracker to help ensure that housing issues pertaining to this equality group are resolved as quickly as possible. Refugee Resettlement Programme Since December 2015 to the end of March 2024, 62 families (236 individuals) have been settled across South Lanarkshire through the UK Refugee and Afghan resettlement programmes supported by specialist Support Officers from the Asylum and Refugee Resettlement Team. Since the Russian invasion of Ukraine, in March 2022, approximately 900 individuals were supported across four hotels by the Team. Partnership working also provided support to resettle 92 families (232 individuals) in communities across South Lanarkshire and over 248 guests have been welcomed by 230 hosts. A further 210 individuals have been supported in interim accommodation as a move on option from hotel provision. The Asylum and Refugee Resettlement Team continues to work closely with Youth, Family and Community Learning Officers (ESOL), within Education Resources, enabling individuals to access opportunities, positively engage with employers, communities and develop English language skills. 46
Page 47
KEY AREAS OF PROGRESS 2023/24 Asylum Dispersal During 2023/24, the Resource continued to work with a range of internal and external partners to support the implementation of the UK Government’s proposals to widen dispersal of asylum seekers. This work included ensuring the council is represented at national meetings and contributes effectively to discussions with the UK Government’s Asylum Accommodation and Support Provider and other agencies, in the identification of suitable accommodation options within South Lanarkshire. Sheltered Housing Tenants During 2023/24, the Resource continued to support digital inclusion for sheltered tenants, with a further 14 digital devices added to the existing bank of equipment following a further successful bid to Connecting Scotland. These devices have now been deployed for communal tenant use, further increasing the scope and reach of digital connectivity for tenants across all four localities of South Lanarkshire. This work is supported by five volunteer Digital Champions, who work within the sheltered housing service and who continue to support a range of work and initiatives around digital inclusion and technology enabled care. ‘Dementia in Scotland: Everyone’s Story’, the new National Dementia Strategy for Scotland was published in May 2023. The service continues to deliver a range of initiatives to support delivery of the Strategy with the aim of keeping tenants living with dementia living independently at home for longer. Some of these initiatives include: - • Dementia- friendly design principles within sheltered developments. • Dementia Awareness training for all sheltered housing staff. • Promoting the Dementia Friends scheme. • Linking with relevant agencies including Age Scotland and Alzheimer’s Scotland to share good practice. • Promoting the use of the Herbert Protocol which helps locate people with dementia who may have gone missing. • Providing adaptations and technology enabled care options to support tenants living with dementia to remain at home. South Lanarkshire Autism Strategy During 2023/24, the Resource continued to work in partnership with the council’s Autism Strategy Group to support delivery of the South Lanarkshire Autism Action Plan and help improve services for individuals and families affected by autism. 2023/24 was a highly successful year in terms of raising the profile of autism and other forms of neurodivergence within the Resource. Working in close partnership with the Autism Resources Co-ordination Hub (ARCH), the Resource worked to deliver a range of work to improve the understanding of and to help meet the housing and support needs of individuals and families affected by autism and other forms of neurodivergence. This included: - • Providing autism awareness-raising training across two sessions for housing and property services staff. The staff who attended the sessions assumed an informal ‘Champions’ role, cascading key messages from the sessions to their teams and providing practical advice and support when required. • Developing an autism awareness Toolbox Talk for rollout to all Building Services Operatives, alongside an at-a-glance card offering practical tips and advice for communicating with people who have autism. 47
Page 48
KEY AREAS OF PROGRESS 2023/24 • Welcoming a member of the autism community to the Disability Partnership Housing Subgroup, thus ensuring that those with neurodivergence issues are represented on the group. • Preparing a full response to the ‘Housing and Independent Living’ section of the Learning Disabilities, Autism and Neurodivergence (LDAN) Bill to inform the wider corporate response to the Scottish Government. • A number of successful housing outcomes were achieved for service users following referrals from ARCH. This ranged from providing low level housing support to a young man to assist him in managing his first tenancy, to providing a new build council home to a family of five potentially facing homelessness. Equality Data Collection 2023/24 saw the ongoing development / build of the Resource’s new Integrated Housing and Property Services Management System. A key aspect of this includes the development of an ‘Equalities Monitoring’ module, the primary aim of which is to improve the efficacy of equalities information held for customers to assist the Resource to better understand and meet their needs. Hospital Discharge Working in partnership with colleagues in NHS Lanarkshire, a joint hospital discharge tracker and protocol was developed. This helps ensure that tailored housing advice is provided to people who are ready to be discharged from hospital, thus assisting them to return to their homes as quickly as possible whilst also reducing hospital ‘bed blocking’. Accessibility During 2023/24, the Resource continued to work in partnership with the South Lanarkshire Disability Partnership Housing Subgroup and Access Panel. A key aspect of this was working in consultation with both groups on the accessibility aspects of key housing policies and strategies. In February 2024, representatives from both groups undertook a site visit to the council new build wheelchair accessible properties at Wellhall Road in Hamilton. The visit centred around a property which had been specially adapted for an incoming tenant with particular needs. Feedback from both groups was positive with members impressed by the quality and standard of the facilities on offer. Equality Impact Assessment and the Fairer Scotland Duty During 2023/24, the Resource continued to undertake Equality Impact and Fairer Scotland Duty assessments for new and revised policies and strategies as a means of mitigating inequalities. The Resource completed five Equality Impact Assessments in respect of : - Customer Involvement Strategy 2024-29 Anti-Social Behaviour Strategy 2024-29 Revenue and Capital Account Budget 2024/25 Whitlawburn Local Letting Initiative Laundry Facilities – Introduction of charging 2024/25 The Resource also completed two Fairer Scotland Duty assessments in respect of: - Anti-Social Behaviour Strategy 2024-29 Revenue and Capital Account Budget 2024/25 48
Page 49
KEY AREAS OF PROGRESS 2023/24 Translation and Interpretation Services The Resource continues to provide a range of translation (written) and interpretation (verbal) services to customers with specific communication requirements, including sign language provision. These services have helped to make housing services more inclusive for people whose first language is not English. Specifically, during 2023/24, the Resource provided the sheltered housing newsletter in audio format for tenants who are blind or visually impaired. Gaelic Language Plan During 2023/24, the Resource continued to support delivery of the council’s Gaelic Language Plan, with the executive summaries of the Local Housing Strategy 2022-27, the Customer Involvement Strategy 2023-28, and the Anti-Social Behaviour Strategy 2024-29 all now published in Gaelic. 49
Page 50
APPENDIX 2 KEY PRIORITIES FOR 2024/25 Affordable Housing Supply Programme Continue to implement the affordable housing supply programme to support the delivery of additional and affordable homes, whilst delivering the target of 10% for wheelchair accessible homes. Adaptations Programme Continue to implement the adaptations programme in both council and private homes to support independent living for older people and those with disabilities. Carry out a review of the Scheme of Assistance, which aims to assist homeowners and private tenants to repair, maintain, improve and adapt their homes. South Lanarkshire Progressive Housing Framework Continue to implement and report on progress in relation to the key aspects of the Progressive Housing Framework. Home and Health Assessment Service Working in partnership with the Occupational Therapy service, continue to deliver the Home and Health Assessment Service. Housing (Scotland) Bill and the Human Rights Bill for Scotland Monitor progress of both Bills as they progress through the Parliamentary process. Consider impact on local policy and practice to ensure alignment to the new requirements for housing arising from the Bills. Equality Data Collection Ensure an effective approach to equality data collection, linking to the continued development of the Resource’s new integrated management system. Accessibility Continue to work in partnership with the South Lanarkshire Access Panel and Disability Partnership Housing Subgroup to ensure that council homes and public buildings remain accessible to meet a variety of needs. Integrated Impact Assessment Undertake Integrated Impact Assessments against new and revised policies and strategies. Housing and Homelessness Support delivery of the Homelessness Strategic Action Plan 2024/25, ensuring effective monitoring and reporting arrangements are in place. Care Experienced Children and Young People Continue to work in partnership with other agencies to deliver the aims and objectives of ‘The Promise’ and improve outcomes for care experienced children and young people. Armed Forces Covenant Support the implementation of the Armed Forces Act 2021 which establishes the commitments in the Covenant including the new duty for local services to pay ‘due regard’ to the Covenant principles when exercising functions, including housing. 50
Page 51
KEY PRIORITIES FOR 2024/25 Refugee Resettlement and Asylum Dispersal Continue to support the programmes of refugee resettlement and asylum dispersal within South Lanarkshire. Gypsy/Travellers Continue programme of engagement with Gypsy / Travellers to deliver the 2024/25 site masterplan priorities, including pitch extension works and the installation of a new play area for residents of the Springbank Park site. Sheltered Housing Tenants Through the sheltered housing management team and working collaboratively with the service’s Digital Champions, continue to take forward a range of initiatives to improve services and support independent living for sheltered tenants. Working with the tenant-led Central Planning Group, deliver the fourth sheltered tenants’ Festival, bringing together tenants from across all four localities to create a wider sense of community. National Dementia Strategy Take forward any new requirements / initiatives arising from the first National Dementia Strategy Delivery Plan 2024-26, building on existing good practice to support tenants who are living with dementia, as well as their families and carers. South Lanarkshire Autism Strategy Working in partnership with the Autism Resources Co-ordination Hub (ARCH), continue to improve housing outcomes for individuals and families affected by autism and other forms of neurodivergence and respond to any new requirements arising from the Learning Disabilities, Autism and Neurodivergence (LDAN) Bill. Translation and Interpretation Continue to make housing services more accessible for people whose first language is not English by providing translation and interpretation services. British Sign Language Plan 2024-2030 Contribute to development of the pan-Lanarkshire British Sign Language Plan 2024-2030 to support delivery of the Scottish Government’s British Sign Language National Plan 2023- 29, including publishing key housing information in British Sign Language on the council’s website. Consultation and Engagement Continue the programme of consultation and engagement with a range of equality groups to help shape housing services and practice and ensure that they remain inclusive for everyone. Learning and Development Continue to provide equalities-based learning and development opportunities for employees which reflect identified priorities. 51
Page 52
52