Agenda Document Pack - Employee, Equalities, Diversity and Inclusion Forum - 27/08/2025
South Lanarkshire Council · 27 August 2025
Back to Employee, Equalities, Diversity and Inclusion Forum — 27 August 2025 and its agenda
Text extracted from the council's PDF. Layout and reading order may differ from the original.
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Council Offices, Almada Street Hamilton, ML3 0AA Tuesday, 19 August 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, 27 August 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, Ross Lambie, Catherine McClymont, Mark McGeever, Mo Razzaq, Kirsten Robb Substitutes Mathew Buchanan, Poppy Corbett, Cal Johnston-Dempsey, Gavin Keatt, Katy Loudon, Norman Rae 1
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BUSINESS 1 Declaration of Interests 2 Minutes of Previous Meeting Minutes of the meeting of the Employee, Equalities, Diversity and Inclusion Forum held on 28 May 2025 submitted for approval as a correct record. (Copy attached) 3 - 6 Item(s) for Consideration 3 Council-Wide Workforce Monitoring - 1 April to 30 June 2025 Report dated 28 July 2025 by the Executive Director (Finance and Corporate Resources). (Copy attached) 7 - 26 4 Community and Enterprise Resources - Workforce Monitoring - 1 April to 30 June 2025 Joint report dated 28 July 2025 by the Executive Directors (Finance and Corporate Resources) and (Community and Enterprise Resources). (Copy attached) 27 - 34 5 Annual Report on Mainstreaming Equalities and Diversity 2024/2025 - Community and Enterprise Resources Report dated 23 July 2025 by the Executive Director (Community and Enterprise Resources). (Copy attached) 35 - 56 6 Just Transition - Transitioning to a Post-Carbon Society Presentation by A Wallace, Sustainability Adviser, Enterprise and Sustainable Development Services. 7 Forward Programme for Future Meetings Verbal update by A Floyd, Learning and Development Adviser, Finance and Corporate Resources. Urgent Business 8 Urgent Business Any other items of business which the Chair decides are urgent. For further information, please contact:- Clerk Name: Ishara Opatha Clerk Telephone: 07385 370069 Clerk Email: ishara.opatha@southlanarkshire.gov.uk 2
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EMPLOYEE, EQUALITIES, DIVERSITY AND INCLUSION FORUM Minutes of meeting held via Confero and in Committee Room 1, Council Offices, Almada Street, Hamilton on 28 May 2025 Chair: Councillor Mo Razzaq Councillors Present: Councillor Walter Brogan, Councillor Janine Calikes, Councillor Ross Clark, Councillor Margaret Cowie (Depute), Councillor Grant Ferguson, Councillor Catherine McClymont, Councillor Kirsten Robb Councillors' Apologies: Councillor Ross Lambie, Councillor Mark McGeever Attending: Finance and Corporate Resources A Bell, Team Leader, Consultation, Organisational Development and Equality; T Ferguson, Learning, Organisational Development and Diversity Manager; S Jessup, Administration Assistant; E Maxwell, HR Business Manager; I Opatha, Administration Officer; T Slater, Administration Adviser Health and Social Care/Social Work Resources A Brown, Telecare Programme Lead; K Glancy, Telehealth Programme Lead; M Kane, Service Development Manager; J O’Boyle, Technology Enabled Care Service Manager; B Perrie, Planning and Performance Manager Also Attending: M Kennedy, NASUWT; J Lennon EIS; T Slaven, UNISON 1 Declaration of Interests No interests were declared. 2 Minutes of Previous Meeting The minutes of the meeting of the Employee, Equality, Diversity and Inclusion Forum held on 12 March 2025 were submitted for approval as a correct record. The Forum decided: that the minutes be approved as a correct record. 3 Council-wide Workforce Monitoring – 1 January to 31 March 2025 A report dated 24 April 2025 by the Executive Director (Finance and Corporate Resources) was submitted on the following Council-wide employee information for the period 1 January to 31 March 2025. 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 8 March 2025 2 3
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Officers responded to a member’s questions in relation to the attendance statistics. The Forum decided: that the report be noted. [Reference: Minutes of 12 March 2025 (Paragraph 3)] 4 Social Work Resources’ Workforce Monitoring – January to March 2025 A joint report dated 29 April 2025 by the Executive Director (Finance and Corporate Resources) and the Director, Health and Social Care was submitted on the following employee information for Social Work Resources for the period January to March 2025:- 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 8 March 2025 The Forum decided: that the report be noted. [Reference: Minutes of the Employee Issues Forum of 5 March 2024 (Paragraph 4)] 5 Annual Report on Mainstreaming Equalities and Diversity – Social Work Resources 2023/2024 A report dated 5 March 2025 by the Director, Health and Social Care was submitted advising of the strategic and operational work being undertaken by Social Work Resources to meet the commitments within ‘South Lanarkshire Working for You’ Mainstreaming Equalities Report 2021 to 2025. The Council Plan 2022 to 2027, Connect, set out the Council’s objective to deliver a range of outcomes for the benefit of everyone in South Lanarkshire. There were 6 outcomes, with Social Work Resources focusing mainly on the following 3:- Health and Wellbeing – people live the healthiest lives possible Children and Young People – our children and young people thrive Communities and Environment – caring, connected, sustainable communities The statutory framework for social work services was contained in a raft of legislation. Principal among those, was the Social Work (Scotland) Act 1968 which placed a duty on all local authorities to “promote social welfare”. Social workers had a distinctive set of knowledge, skills and values when supporting the most vulnerable people and ensuring that their needs were met without discrimination. Many of the services that were delivered to the public were set out in statute and, therefore, the majority of direct service delivery had to comply with the respective legislative framework. It was this framework that provided the basis of the Social Work Service, working alongside the South Lanarkshire University Health and Social Care Partnership (South Lanarkshire University HSCP) to reduce inequality and provide effective care to meet the needs of vulnerable people in South Lanarkshire. The areas of work the targeted service focused on were detailed in paragraph 3.3 of the report. 4
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The Council and the South Lanarkshire Integration Joint Board (IJB) also recognised the immense pressure faced by households across South Lanarkshire as they were experiencing the worst cost-of-living crisis in 40 years. Additional demands continued to be placed upon services as supports were offered to help households manage scarce resources and maintain support. Social Work Resources participated in the Council’s Equality and Diversity Working Group and, along with other Resources, had developed equality outcomes that met the general duty as set out in the Equality Act 2010 as follows:- to eliminate discrimination to advance equality of opportunity to foster good relations in all the work we do During 2023/2024, there were no complaints recorded by Social Work Resources under the equalities category. The Resource reported progress against 4 of the Council’s outcomes within the ‘Mainstreaming equalities progress report 2019 to 2021 and Mainstreaming equalities report 2021 to 2025 and those were fully detailed at section 5 of the report under the following headings:- increase the number of people from ethnic backgrounds employed in the Council workforce to reflect the diversity of the South Lanarkshire population older people, those from vulnerable groups and individuals who live alone are protected from scams and nuisance calls and their wellbeing is improved through increased awareness and preventative action counselling through schools’ service is accessible for all children/young people aged 10 and over improve health, care and wellbeing for the most vulnerable in our communities Over the course of 2023/2024, the Resource carried out Equality Impact Assessments (which pre-dated Integrated Impact Assessments), which included Equipment and Adaptations and The Richmond Fellowship Scotland (TRFS) Connect Services. The Planning and Performance Manager responded to a member’s question in relation to the Unpaid Work Service and, where information was not readily available, undertook to provide this to the relevant member. The Forum decided: that the report be noted. [Reference: Minutes of the Equal Opportunities Forum of 27 February 2024 (Paragraph 4)] 6 Technology-Enabled Care A presentation on Technology Enabled Care (TEC) was delivered by the following officers:- J O’Boyle, TEC Service Manager, South Lanarkshire University Health and Social Care Partnership (SLUHSCP) K Glancy, Telehealth Programme Lead, SLUHSCP A Brown, Telecare Programme Lead, Social Work Resources Information was provided on:- the TEC team, which was an integrated health and social care work team the 3 programmes delivered by the TEC team which included:- 5
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telecare (South Lanarkshire) telehealth (pan-Lanarkshire) innovations and solutions key priorities of the TEC Team which included:- Care Surround (Amazon Healthcare) patient/service user engagement digital inclusion the TEC Zone connected care homes the TEC roadmap a human impact story Officers responded to a member’s question in relation to support for Deaf BSL users to effectively use the technology. The officers were thanked for their informative presentation. The Forum decided: that the presentation be noted 7 Mainstreaming Equality – Equality Outcome One: Increase Ethnic Minority Representation Action Plan 2025 to 2029 An action plan was submitted on Equality Outcome One ‘increasing ethnic minority representation’ which supported the Mainstreaming Equalities Outcomes for 2025 to 2029. Detailed information was provided in the action plan on the following areas which aimed to improve the ethnic minority representation in the Council:- action 1 – reviewing recruitment processes action 2 – training for recruitment panels action 3 – diversification of interview panels action 4 – enhancing advertising action 5 – collaborating with community organisations There followed a discussion during which members welcomed the engagement with community organisations. The Team Leader, Consultation, Organisational Development and Equality responded to UNISON’s representative in relation to past and future engagement with trades unions for this work. The Chair, on behalf of the Forum, congratulated officers for the work to date to develop the action plan. The Forum decided: that the action plan be noted 8 Urgent Business There were no items of urgent business. 6
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Report Agenda Item Report to: Employee, Equalities, Diversity and Inclusion Forum Date of Meeting: 27 August 2025 Report by: Executive Director (Finance and Corporate Resources) Subject: Council-wide Workforce Monitoring – 1 April to 30 June 2025 1. Purpose of Report 1.1. The purpose of the report is to:- [purpose] provide employment information relating to the Council for the period 1 April to 30 June 2025 [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 1 April to 30 June 2025 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 June 2025 [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 1 April to 30 June 2025. 4. Attendance Statistics 4.1. Information on absence statistics for the Council and each Resource, as analysed for June 2025, is provided in Appendices 1 to 8. Points to note are:- The Council’s absence rate for June 2025, shown in Appendix 1, is 5.4% which represents a decrease of 0.2% when compared to the previous month and an increase of 0.2% when compared to June 2024. When compared to June 2024, the APT&C absence rate has increased by 0.3%, the teachers’ figure has increased by 0.1% and the manual workers’ figure has increased by 0.3%. 3 7
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Based on annual trends and the absence rate to June 2025, the average absence rate for the Council for the financial year 2025/2026 is 6%. In comparison to June 2024 (Appendix 8):- psychological and musculoskeletal conditions are the main reasons for absence total days lost due to psychological conditions have increased by 159 days total days lost due to musculoskeletal conditions have increased by 11 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 1 April to 30 June 2025 is provided in Appendix 9:- during the period, there were 520 employees referred for a medical examination, which is an increase of 50 when compared to the same period last year. Both musculoskeletal and psychological conditions continue to be the main reasons for medical referrals a total of 466 employees attended physiotherapy treatment, showing a decrease of 86 when compared to the same period last year. Of the 466 employees referred, 73% remained at work whilst undertaking treatment during this period, 423 employees were referred to the Employee Support Officer, showing a decrease of 23 when compared with the same period last year. Of the referrals made this period, 86% related to personal reasons 121 employees were referred to the PAM Assist counselling service this period, showing a decrease of 45 when compared with the same period last year. All the referrals made this period were made directly by employees. Personal reasons accounted for 14% of the referrals made, 16% were for work related reasons and 70% was for other reasons 53 employees were referred for Cognitive Behavioural Therapy this period, an increase of 49 when compared to the same period last year 6. Accidents/Incidents 6.1. The accident/incident report for 1 April to 30 June 2025 is contained in Appendix 10 the number of accidents/incidents recorded was 410. Of those, 388 have been investigated and categorised 22 are still in process of being investigated of those investigated, no specified injuries were recorded of those investigated, there were 386 minor accidents/incidents of those investigated, there were no accidents that resulted in an absence lasting over 3 days of those investigated, there were 2 accidents that resulted in an absence lasting over 7 days 8
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7. Discipline, Grievance, Dignity at Work Hearings and Mediation Referrals 7.1. Information on Disciplinary, Grievance Hearings, Dignity at Work and Mediation Referrals for 1 April to 30 June 2025 is contained in Appendices 11 and 12. During the period:- a total of 66 disciplinary hearings were held across Resources within the Council, this figure has increased by 27 when compared to the same period last year action was taken in 64 of these cases. No appeals were raised against the outcomes our target is to convene disciplinary hearings within 6 weeks, 73% of hearings met this target 1 appeal was received and is currently scheduled to be heard by the Appeals Panel 10 grievances were submitted, all of which are currently being investigated 5 Dignity at Work complaints were raised, all of which are currently being investigated no referrals for mediation were submitted 8. Analysis of Leavers and Exit Interviews 8.1. Information on the number of leavers and exit interviews for the period 1 April to 30 June 2025 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 June 2025, the Council’s turnover figure for April to June 2025 is as follows:- 113 leavers eligible for exit interviews/15,588 employees in post = Labour Turnover of 0.7%. Based on the figure at June 2025, the annual labour turnover figure for the financial year 2025/2026 for the Council is 2.9%. 8.2. Analysis of Leavers and Exit Interviews:- 113 employees left the Council that were eligible for an exit interview, this is a decrease of 27 when compared with the same period last year a total of 24 exit interviews were conducted which is a decrease of 19 when compared with same period last year 9. Recruitment Monitoring 9.1. Information on Recruitment Monitoring for 1 April to 30 June 2025 is contained within Appendix 14. 9
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From an analysis of Equal Opportunities Monitoring Forms, the main points to note are:- overall, 7,262 applications and 7,236 completed Equal Opportunities Monitoring Forms were received of those applicants who declared themselves as disabled (392), 222 were shortlisted for interview and 20 were appointed of those applicants of a black/ethnic minority background (660), 204 were shortlisted for interview and 17 were appointed of those applicants who are veterans (71), 12 were shortlisted for interview and 3 were appointed 10. Staffing Watch 10.1. There has been a decrease of 31 in the number of employees in the post from 8 March 2025 to 14 June 2025. 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) 28 July 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 10
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Previous References Employee, Equalities, Diversity and Inclusion Forum – 28 May 2025 List of Background Papers Monitoring information provided by 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 11
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2023 / 2024 2024 / 2025 2025 / 2026 2023 / 2024 2024 / 2025 2025 / 2026 2023 / 2024 2024 / 2025 2025 / 2026 2023 / 2024 2024 / 2025 2025 / 2026 % % % % % % % % % % % % April 5.2 5.2 6.0 April 2.8 2.9 3.5 April 7.0 7.3 7.3 April 5.1 5.2 5.7 May 5.1 5.4 5.6 May 3.2 3.0 3.8 May 6.2 7.1 7.4 May 5.1 5.3 5.6 June 4.9 5.3 5.6 June 2.2 2.8 2.9 June 6.5 7.2 7.5 June 4.7 5.2 5.4 July 4.0 4.3 July 1.1 1.0 July 5.8 6.3 July 3.8 4.1 August 4.2 4.6 August 1.3 1.9 August 6.2 7.5 August 4.1 4.7 September 5.2 6.2 September 2.9 3.5 September 7.6 8.3 September 5.3 6.1 October 5.2 6.3 October 2.7 3.8 October 7.1 7.7 October 5.1 6.0 November 6.1 7.0 November 4.3 5.0 November 8.1 8.4 November 6.2 6.9 December 6.7 7.1 December 4.8 5.4 December 7.8 8.5 December 6.6 7.0 January 5.8 6.8 January 4.8 4.9 January 7.8 8.3 January 6.1 6.7 February 6.3 7.0 February 4.9 4.9 February 8.0 9.0 February 6.4 7.0 March 6.3 7.0 March 4.1 4.5 March 8.1 8.4 March 6.3 6.8 Annual Average 5.4 6.0 6.1 Annual Average 3.3 3.6 3.8 Annual Average 7.2 7.8 7.9 Annual Average 5.4 5.9 6.0 Average Apr-Jun 5.1 5.3 5.7 Average Apr-Jun 2.7 2.9 3.4 Average Apr-Jun 6.6 7.2 7.4 Average Apr-Jun 5.0 5.2 5.6 7234 3999 4407 15640 Appendix 1 Absence Trends - 2023/2024, 2024/2025 & 2025/2026 Council Wide APT&C Teachers No of Employees at 30 June 2025 No of Employees at 30 June 2025 Manual Workers Council Wide No of Employees at 30 June 2025 No of Employees at 30 June 2025 12
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2023 / 2024 2024 / 2025 2025 / 2026 2023 / 2024 2024 / 2025 2025 / 2026 2023 / 2024 2024 / 2025 2025 / 2026 2023 / 2024 2024 / 2025 2025 / 2026 % % % % % % % % % % % % April 3.6 3.2 3.5 April 6.3 6.8 7.2 April 6.0 6.3 6.6 April 5.1 5.2 5.7 May 3.7 3.1 2.6 May 6.3 6.3 7.4 May 5.9 5.9 6.6 May 5.1 5.3 5.6 June 4.3 4.1 3.6 June 5.9 6.4 7.4 June 5.7 6.0 6.8 June 4.7 5.2 5.4 July 2.3 3.8 July 4.6 4.5 July 4.3 4.4 July 3.8 4.1 August 3.0 3.4 August 5.2 6.2 August 4.9 5.7 August 4.1 4.7 September 2.5 3.8 September 7.1 7.5 September 6.4 6.9 September 5.3 6.1 October 2.0 4.2 October 7.0 7.2 October 6.3 6.7 October 5.1 6.0 November 2.6 3.6 November 8.1 8.3 November 7.3 7.6 November 6.2 6.9 December 3.0 3.8 December 7.5 8.1 December 6.8 7.4 December 6.6 7.0 January 3.6 3.9 January 7.4 7.8 January 6.9 7.2 January 6.1 6.7 February 4.0 4.0 February 7.8 8.7 February 7.2 7.9 February 6.4 7.0 March 3.2 3.5 March 7.9 8.2 March 7.2 7.4 March 6.3 6.8 Annual Average 3.2 3.7 3.6 Annual Average 6.8 7.2 7.4 Annual Average 6.2 6.6 6.8 Annual Average 5.4 5.9 6.0 Average Apr-Jun 3.9 3.5 3.2 Average Apr-Jun 6.2 6.5 7.3 Average Apr-Jun 5.9 6.1 6.7 Average Apr-Jun 5.0 5.2 5.6 578 2853 3431 15640 Resource Total No of Employees at 30 June 2025 No of Employees at 30 June 2025 No of Employees at 30 June 2025 No of Employees at 30 June 2025 Appendix 2 Absence Trends - 2023/2024, 2024/2025 & 2025/2026 Community and Enterprise Resources APT&C Council WideManual Workers 13
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2023 / 2024 2024 / 2025 2025 / 2026 2023 / 2024 2024 / 2025 2025 / 2026 2023 / 2024 2024 / 2025 2025 / 2026 2023 / 2024 2024 / 2025 2025 / 2026 % % % % % % % % % % % % April 5.0 5.4 6.8 April 2.8 2.9 3.5 April 3.8 4.0 4.9 April 5.1 5.2 5.7 May 5.4 6.0 6.6 May 3.2 3.0 3.8 May 4.2 4.4 5.0 May 5.1 5.3 5.6 June 4.8 5.5 6.3 June 2.2 2.8 2.9 June 3.4 4.1 4.4 June 4.7 5.2 5.4 July 3.4 3.2 July 1.1 1.0 July 2.2 2.0 July 3.8 4.1 August 4.0 3.9 August 1.3 1.9 August 2.5 2.8 August 4.1 4.7 September 5.9 6.6 September 2.9 3.5 September 4.3 4.9 September 5.3 6.1 October 5.5 6.5 October 2.7 3.8 October 4.0 5.0 October 5.1 6.0 November 7.1 7.8 November 4.3 5.0 November 5.6 6.2 November 6.2 6.9 December 8.1 8.6 December 4.8 5.4 December 6.3 6.8 December 6.6 7.0 January 6.6 8.0 January 4.8 4.9 January 5.6 6.3 January 6.1 6.7 February 7.2 8.4 February 4.9 4.9 February 6.0 6.5 February 6.4 7.0 March 7.5 8.3 March 4.1 4.5 March 5.7 6.2 March 6.3 6.8 Annual Average 5.9 6.5 6.8 Annual Average 3.3 3.6 3.8 Annual Average 4.5 4.9 5.1 Annual Average 5.4 5.9 6.0 Average Apr-Jun 5.1 5.6 6.6 Average Apr-Jun 2.7 2.9 3.4 Average Apr-Jun 3.8 4.2 4.8 Average Apr-Jun 5.0 5.2 5.6 3203 3999 7202 15640 Teachers Resource Total No of Employees at 30 June 2025 No of Employees at 30 June 2025 No of Employees at 30 June 2025 No of Employees at 30 June 2025 Appendix 3 Absence Trends - 2023/2024, 2024/2025 & 2025/2026 Education Resources Council WideAPT&C 14
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2023 / 2024 2024 / 2025 2025 / 2026 2023 / 2024 2024 / 2025 2025 / 2026 2023 / 2024 2024 / 2025 2025 / 2026 2023 / 2024 2024 / 2025 2025 / 2026 % % % % % % % % % % % % April 3.6 2.8 3.0 April 0.0 0.0 0.0 April 3.6 2.8 3.0 April 5.1 5.2 5.7 May 3.9 3.2 2.7 May 0.0 0.0 0.0 May 3.9 3.2 2.7 May 5.1 5.3 5.6 June 4.2 3.2 2.9 June 0.0 0.0 0.0 June 4.2 3.2 2.9 June 4.7 5.2 5.4 July 3.5 3.5 July 0.0 0.0 July 3.5 3.5 July 3.8 4.1 August 3.8 2.6 August 0.0 0.0 August 3.8 2.6 August 4.1 4.7 September 3.9 3.2 September 0.0 0.0 September 3.9 3.2 September 5.3 6.1 October 3.2 3.2 October 0.0 0.0 October 3.2 3.2 October 5.1 6.0 November 3.5 4.6 November 0.0 0.0 November 3.5 4.6 November 6.2 6.9 December 3.3 4.4 December 0.0 0.0 December 3.3 4.4 December 6.6 7.0 January 2.8 3.7 January 0.0 0.0 January 2.8 3.7 January 6.1 6.7 February 3.5 3.5 February 0.0 0.0 February 3.5 3.5 February 6.4 7.0 March 2.6 3.7 March 0.0 0.0 March 2.6 3.7 March 6.3 6.8 Annual Average 3.5 3.5 3.4 Annual Average 0.0 0.0 0.0 Annual Average 3.5 3.5 3.4 Annual Average 5.4 5.9 6.0 Average Apr-Jun 3.9 3.1 2.9 Average Apr-Jun 0.0 0.0 0.0 Average Apr-Jun 3.9 3.1 2.9 Average Apr-Jun 5.0 5.2 5.6 817 0 817 15640 Resource Total No of Employees at 30 June 2025 Appendix 4 Absence Trends - 2023/2024, 2024/2025 & 2025/2026 Finance and Corporate Resources No of Employees at 30 June 2025 No of Employees at 30 June 2025 APT&C Council WideManual Workers No of Employees at 30 June 2025 15
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2023 / 2024 2024 / 2025 2025 / 2026 2023 / 2024 2024 / 2025 2025 / 2026 2023 / 2024 2024 / 2025 2025 / 2026 2023 / 2024 2024 / 2025 2025 / 2026 % % % % % % % % % % % % April 5.7 5.3 5.6 April 6.9 7.2 4.8 April 6.2 6.1 5.3 April 5.1 5.2 5.7 May 4.9 5.2 4.5 May 6.1 8.1 5.7 May 5.4 6.4 5.0 May 5.1 5.3 5.6 June 5.4 5.7 5.1 June 6.8 8.4 6.0 June 6.0 6.8 5.5 June 4.7 5.2 5.4 July 5.0 5.3 July 8.1 8.6 July 6.2 6.7 July 3.8 4.1 August 5.1 5.5 August 8.5 8.8 August 6.4 6.9 August 4.1 4.7 September 4.7 7.5 September 7.8 7.4 September 6.0 7.5 September 5.3 6.1 October 4.9 7.3 October 5.2 6.0 October 5.0 6.8 October 5.1 6.0 November 4.8 6.8 November 6.7 6.2 November 5.6 6.5 November 6.2 6.9 December 5.1 6.4 December 7.4 5.8 December 6.0 6.2 December 6.6 7.0 January 4.4 7.0 January 6.0 6.2 January 5.0 6.7 January 6.1 6.7 February 5.2 7.0 February 6.3 7.1 February 5.6 7.0 February 6.4 7.0 March 5.3 6.8 March 7.2 5.9 March 6.1 6.4 March 6.3 6.8 Annual Average 5.0 6.3 6.2 Annual Average 6.9 7.1 6.5 Annual Average 5.8 6.7 6.4 Annual Average 5.4 5.9 6.0 Average Apr-Jun 5.3 5.4 5.1 Average Apr-Jun 6.6 7.9 5.5 Average Apr-Jun 5.9 6.4 5.3 Average Apr-Jun 5.0 5.2 5.6 856 538 1394 15640 Manual Workers Council Wide No of Employees at 30 June 2025No of Employees at 30 June 2025 No of Employees at 30 June 2025 No of Employees at 30 June 2025 Appendix 5 Housing & Technical Resources Resource Total Absence Trends - 2023/2024, 2024/2025 & 2025/2026 APT&C 16
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2023 / 2024 2024 / 2025 2025 / 2026 2023 / 2024 2024 / 2025 2025 / 2026 2023 / 2024 2024 / 2025 2025 / 2026 2023 / 2024 2024 / 2025 2025 / 2026 % % % % % % % % % % % % April 6.5 6.5 7.0 April 9.4 8.8 9.4 April 7.4 7.3 7.8 April 5.1 5.2 5.7 May 5.8 5.8 6.6 May 8.4 9.5 8.6 May 6.6 7.0 7.2 May 5.1 5.3 5.6 June 5.5 6.0 6.6 June 8.6 9.2 8.7 June 6.5 7.0 7.3 June 4.7 5.2 5.4 July 5.4 6.5 July 8.8 11.2 July 6.5 8.0 July 3.8 4.1 August 4.8 6.9 August 8.6 11.4 August 6.0 8.4 August 4.1 4.7 September 5.6 7.2 September 9.3 12.0 September 6.8 8.8 September 5.3 6.1 October 6.5 7.5 October 8.5 11.0 October 7.1 8.6 October 5.1 6.0 November 7.3 8.1 November 9.0 10.0 November 7.8 8.7 November 6.2 6.9 December 7.4 7.0 December 9.5 11.6 December 8.1 8.5 December 6.6 7.0 January 7.0 6.7 January 10.3 11.3 January 8.1 8.2 January 6.1 6.7 February 7.0 7.0 February 9.9 11.6 February 7.9 8.5 February 6.4 7.0 March 7.1 7.5 March 9.4 10.7 March 7.9 8.6 March 6.3 6.8 Annual Average 6.3 6.9 7.1 Annual Average 9.1 10.7 10.6 Annual Average 7.2 8.1 8.2 Annual Average 5.4 5.9 6.0 Average Apr-Jun 5.9 6.1 6.7 Average Apr-Jun 8.8 9.2 8.9 Average Apr-Jun 6.8 7.1 7.4 Average Apr-Jun 5.0 5.2 5.6 1780 1016 2796 15640 Resource TotalManual Workers No of Employees at 30 June 2025 No of Employees at 30 June 2025 No of Employees at 30 June 2025 No of Employees at 30 June 2025 Appendix 6 Absence Trends - 2023/2024, 2024/2025 & 2025/2026 Social Work Resources APT&C Council Wide 17
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Appendix 7 Absence by long and short term From: 1 April to 30 June 2025 Community and Enterprise 3431 1.7 4.9 6.6 2.1 4.5 6.6 1.9 4.9 6.8 Education 7202 0.8 4.1 4.9 1.6 3.4 5.0 1.3 3.1 4.4 Finance and Corporate 817 1.1 1.9 3.0 1.0 1.7 2.7 1.0 1.9 2.9 Housing & Technical 1394 1.3 4.0 5.3 2.1 2.9 5.0 1.9 3.6 5.5 Social Work 2796 2.4 5.4 7.8 2.1 5.1 7.2 2.2 5.1 7.3 Council Overall for April to June 2025 15640 1.3 4.4 5.7 1.8 3.8 5.6 1.6 3.8 5.4 Resource No of employees Resource Total Absence % April 2025 Total Short Term % Total Long Term % May 2025 Total Short Term % Total Long Term % Resource Total Absence % June 2025 Total Short Term % Total Long Term % Resource Total Absence % 18
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From : 1 June 2025 - 30 June 2025 Total WDL % Total WDL % Total WDL % Total WDL % Total WDL % Musculoskeletal 1401 30 952 16 58 14 392 28 616 18 3419 22 Psychological 1243 27 2184 38 207 49 505 36 1251 37 5390 35 Stomach, Bowel, Blood, Metabolic Disorders 479 10 867 15 59 14 215 15 331 10 1951 12 Respiratory 357 8 476 8 37 9 81 6 373 11 1324 8 Other Classification 1142 25 1324 23 64 15 206 15 776 23 3512 23 Total Days Lost By Resource 4622 100 5803 100 425 100 1399 100 3347 100 15596 100 Total Work Days Available From : 1 June 2024 - 30 June 2024 Total WDL % Total WDL % Total WDL % Total WDL % Total WDL % Musculoskeletal 1336 33 904 16 48 10 348 19 772 21 3408 21 Psychological 1038 25 1926 34 192 40 737 40 1338 36 5231 33 Stomach, Bowel, Blood, Metabolic Disorders 480 12 628 11 41 9 224 12 439 12 1812 11 Respiratory 348 8 857 15 74 16 172 9 351 9 1802 11 Ear / Nose / Throat / Mouth / Eye 146 4 302 5 5 1 58 3 179 5 690 4 Gynaelogical / Urological 153 4 280 5 55 12 69 4 187 5 744 5 Cardiovascular 184 4 120 2 0 0 108 6 124 3 536 3 Cancer 167 4 264 5 0 0 40 2 112 3 583 4 Neurological, Endocrine 205 5 269 5 24 5 64 3 169 4 731 5 Skin 24 1 45 1 30 6 14 1 36 1 149 1 Infectious Diseases 23 1 112 2 7 1 11 1 57 2 210 1 Other Classification 902 22 1392 24 121 25 364 20 864 23 3643 23 Total Days Lost By Resource 4104 100 5707 100 476 100 1845 100 3764 100 15896 100 Total Work Days Available *WDL = Work Days Lost Finance and Corporate 25615 45896 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 68051 132974 14681 Social Work Resources 53548270981495814076768500 19
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Appendix 9 Teachers Others 133 47 74 27 81 158 102 57 101 13 64 133 Apr-Jun 2024 Apr-Jun 2025 Apr-Jun 2024 Apr-Jun 2025 130 117 Community and Enterprise 1 5 109 63 1 10 100 91 0 0 25 24 0 0 63 51 0 4 125 120 2 34 552 466 4 53 Reason Apr-Jun 2024 Apr-Jun 2025 Apr-Jun 2024 Apr-Jun 2025 Work Stress 12 19 91 98 Addicition 0 1 173 161 Personal 141 17 29 16 Anxiety/Depression 0 72 34 46 Bereavement 13 12 119 102 Total 166 121 446 423 Community and Enterprise Resource No of Employees Referred To Employee Support Officer No of Employees Referred For Cognitive Behavioural Therapy Resource Finance and Corporate Education Housing and Technical Occupational Health Reports From: 1 April 2025 - 30 June 2025 comparison with 1 April 2024 - 30 June 2024 Medical Referrals Community and Enterprise Education Finance and Corporate Housing & Technical Social Work Totals Total (Apr-Jun 2025) 520 Total (Apr-Jun 2024) 470 No of Employees Referred For Physiotherapy Resource Community and Enterprise Education (Teachers) Education (Others) Finance and Corporate Housing and Technical Social Workk Total Analysis of Counselling Referrals by Cause Not Disclosed Education Finance and Corporate Housing and Technical Social Work Social Work Total Total 20
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2024 2025 2024 2025 2024 2025 2024 2025 2024 2025 2024 2025 Specified Injury 0 0 0 0 0 0 0 0 0 0 0 0 Specified Injury (Violence) 0 0 0 0 0 0 0 0 0 0 0 0 Total Specified Injury* 0 0 0 0 0 0 0 0 0 0 0 0 Over 7 Day 8 1 2 0 0 0 1 1 1 0 12 2 Over 7 Day (Violence) 0 0 0 0 0 0 0 0 0 0 0 0 Total Over 7 Day** 8 1 2 0 0 0 1 1 1 0 12 2 Over 3 Day 1 0 3 0 0 0 0 0 1 0 5 0 Over 3 Day (Violence) 0 0 0 0 0 0 0 0 0 0 0 0 Total Over 3 Day** 1 0 3 0 0 0 0 0 1 0 5 0 Minor Injury 38 15 57 33 0 1 6 4 23 20 124 73 Near Miss 0 5 6 17 0 0 0 1 4 4 10 27 Violence (Physical) 6 14 346 221 0 0 0 0 12 5 364 240 Violence (Verbal) 5 3 42 34 0 0 2 4 12 5 61 46 Total Minor*** 49 37 451 305 0 1 8 9 51 34 559 386 Total Finalised 58 38 456 305 0 1 9 10 53 34 576 388 Accident 1 3 9 4 0 0 0 0 0 0 10 7 Incident 0 0 4 3 0 0 0 0 1 0 5 3 Violence (Physical) 0 0 12 9 0 0 0 0 0 0 12 9 Violence (Verbal) 0 0 4 0 0 0 0 3 0 0 4 3 Near Miss 0 0 0 0 0 0 0 0 0 0 0 0 Total to be investigated**** 1 3 29 16 0 0 0 3 1 0 31 22 Total Events/Month 59 41 485 321 0 1 9 13 54 34 607 410 **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 ****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 April 2025 - 30 June 2025 comparison with 1 April 2024 - 30 June 2024 Accidents by Month of Occurrence Community and Enterprise Education Finance and Corporate Housing & Tech Social Work TOTAL 21
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APT&C Manual / Craft Teachers Total APT&C Manual / Craft Teachers Total Community and Enterprise 1 32 N/A 33 0 0 N/A 0 1 32 N/A 33 11 14 8 52% 33.52 Education 4 N/A 4 8 0 0 0 0 4 0 4 8 1 2 5 6% 8 Finance and Corporate 1 0 N/A 1 0 0 N/A 0 1 0 N/A 1 1 0 0 2% 1 Housing and Technical 5 5 N/A 10 0 2 N/A 2 5 3 N/A 8 3 4 3 15% 10 Social Work 1 13 N/A 14 0 0 N/A 0 1 13 N/A 14 7 5 2 25% 14 Total (Apr-Jun 2025) 12 50 4 66 0 2 0 2 12 48 4 64 23 25 18 73% 66 Total (Apr-Jun 2024) 7 29 3 39 3 5 0 8 5 23 3 31 24 10 5 87% APT&C Manual/ Craft Teachers Total APT&C Manual/ Craft Teachers Total APT&C Manual/ Craft Teachers Total Community and Enterprise 0 0 N/A 0 0 0 N/A 0 0 0 N/A 0 0 0 N/A 0 0 Education 0 N/A 0 0 0 N/A 0 0 0 N/A 0 0 0 N/A 0 0 0 Finance and Corporate 0 N/A 0 0 0 0 N/A 0 0 0 0 0 0 0 N/A 0 0 Housing and Technical 0 N/A 0 0 0 0 N/A 0 0 0 0 0 0 0 N/A 0 0 Social Work 0 N/A 0 0 0 0 N/A 0 0 0 0 0 0 0 N/A 0 Total (Apr-Jun 2025) 0 N/A 0 0 0 0 N/A 0 0 0 0 0 0 0 N/A 0 0 Total (Apr-Jun 2024) 0 N/A 0 0 0 0 N/A 0 0 0 0 0 0 0 N/A 0 0 *Resources nil responses are not included in figures Appeal's Panel From: 1 April - 30 June 2025 Appeal's Panel Total Appendix 11 Record of Disciplinary Hearings From: 1 April 2025 - 30 June 2025 comparison with 1 April 2024 - 30 June 2024 Resource No of Disciplinary Hearings Outcome of Disciplinary Hearings No of weeks to convene Disciplinary Hearing % Held within 6 Weeks APT&C Manual/ Craft 6+Teachers Total No Action Action Taken 3 Appeals PendingAPT&C Manual/ Craft Teachers Total Upheld 4-6 Upheld in Part Not Upheld Upheld Upheld in Part Not Upheld Total Withdrawn Appeals pending to date Resource No of Appeals Outcome of Appeals 10 0 0 0 22
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Appendix 12 Record of Grievances From: 1 April 2025 - 30 June 2025 comparison with 1 April 2024 - 30 June 2024 Grievances No of Grievances No Resolved at Stage 1 No Resolved at Stage 2 No Resolved at Stage 3 Still in Process Total (Apr-Jun 2025) 10 0 0 0 10 Total (Apr-Jun 2024) 0 0 0 0 0 Dignity at Work From: 1 April 2025 - 30 June 2025 comparison with 1 April 2024 - 30 June 2024 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 (Apr-Jun 2025) 5 0 0 0 0 5 Total (Apr-Jun 2024) 0 0 0 0 0 0 23
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Appendix 13 From 1 April - 30 June 2025 Reason for leaving Community and Enterprise Education Finance and Corporate Housing & Technical Social Work Total % Career Advancement 3 11 1 4 10 29 26% Child Caring / Caring Responsibilities 4 3 0 0 1 8 7% Disatisfaction with terms and conditions 1 1 0 1 0 3 3% Further Education 2 1 0 0 2 5 4% Moving outwith area 2 0 1 0 2 5 4% Personal Reasons 9 14 2 5 7 37 33% Poor relationship with managers / colleagues 4 2 0 0 1 7 6% Other 8 5 3 0 3 19 17% Total no. of leavers per Resource eligible for an exit interview 33 37 7 10 26 113 100% Number of exit interviews conducted 6 10 2 2 4 24 % of leavers interviewed 18% 27% 29% 20% 15% 21% From 1 April - 30 June 2024 Total no. of leavers per Resource eligible for an exit interview 39 54 6 11 30 140 Number of exit interviews conducted 6 23 3 4 7 43 % of leavers interviewed 15% 43% 50% 36% 23% 31% * Note these totals include temporary employees Analysis of leavers and exit interviews 24
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Appendix 14 Applied Interviewed Appointed % of Applicants interviewed % of Applicants appointed % of Interviewees appointed 5197 2509 292 48% 6% 12% 1951 1067 90 55% 5% 8% 3239 1371 199 42% 6% 15% 392 222 20 57% 5% 9% 4222 1982 226 47% 5% 11% 718 409 59 57% 8% 14% 660 204 17 31% 3% 8% 844 287 27 34% 3% 9% 4146 2116 257 51% 6% 12% 71 12 3 17% 4% 25% Applied Interviewed Appointed % of Applicants interviewed % of Applicants appointed % of Interviewees appointed 2854 899 281 31% 10% 31% 1043 333 102 32% 10% 31% 1797 560 177 31% 10% 32% 115 47 5 41% 4% 11% 2142 595 183 28% 9% 31% 674 285 93 42% 14% 33% 2312 809 266 35% 12% 33% 369 65 12 18% 3% 18% 12 5 0 42% 0% 0% Recruitment Monitoring Analysis of Gender, Disability, Ethnicity and Age From : 1 April - 30 June 2025 Total Number of applications received: 7262 Total Number of Equal Opportunities Monitoring forms received: 7236 Total Number of posts advertised: 269 Total Number of appointments: 425 Gender / Disability / Age ** includes White Scottish and White Other British 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 BME applicants Total No of Minority Ethnic applicants* Total No of White applicants** Total No of Veteran applicants *includes Mixed, Asian, Black, White (Irish, Polish, Gypsy/Traveller, Roma, Showman/Showwoman, other Total No of Female Applicants From : 1 April - 30 June 2024 Total Number of applications received: 6128 Total Number of Equal Opportunities Monitoring forms received: 3523 Total Number of posts advertised: 2862 Total Number of appointments: 581 Gender / Disability / Age Total EO Forms Received Total No of Male Applicants *Black/Ethnic Minority applicants includes Mixed, Asian, Black and other backgrounds. 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 25
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Appendix 15 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 1246 351 238 1552 2446.47 5.00 1697.99 413.49 264.45 45.94 17.60 0.00 2.00 0.00 Education - Others 3164 95 88 554 2427 2433.87 6.00 1181.26 1054.95 130.70 49.00 11.00 0.00 0.96 0.00 Education - Teachers 4122 700 117 2127 1178 3527.90 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 3527.90 Finance & Corporate Resources 809 182 22 368 237 720.60 8.00 88.75 335.41 210.07 55.37 23.00 0.00 0.00 0.00 Housing & Technical 1367 751 113 344 159 1260.51 4.00 195.51 668.67 350.04 33.29 7.00 0.00 2.00 0.00 Social Work Resources 2739 191 230 923 1395 2347.99 3.00 319.33 1436.10 465.66 91.30 31.60 0.00 1.00 0.00 9209.44 (excluding Teachers) Total All Staff 15588 3165 921 4554 6948 12737.34 26.00 3482.84 3908.62 1420.92 274.90 90.20 0.00 5.96 3527.90 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 3351 1198 365 239 1549 2404.42 5.00 1650.91 410.60 269.67 47.94 18.30 0.00 2.00 0.00 Education - Others 3169 97 94 551 2427 2438.90 5.00 1172.94 1063.60 136.40 48.00 11.00 0.00 1.96 0.00 Education - Teachers 4154 705 127 2140 1182 3544.20 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 3544.20 Finance & Corporate Resources 813 184 22 360 247 721.38 8.00 89.59 338.44 207.13 56.22 22.00 0.00 0.00 0.00 Housing & Technical 1373 760 115 337 161 1266.27 3.00 188.00 676.43 354.95 32.89 9.00 0.00 2.00 0.00 Social Work Resources 2759 189 232 927 1411 2364.87 3.00 320.84 1449.61 472.02 84.80 33.60 0.00 1.00 0.00 9195.84 (excluding Teachers) Total All Staff 15619 3133 955 4554 6977 12740.04 24.00 3422.28 3938.68 1440.17 269.85 93.90 0.00 6.96 3544.20 Quarterly Joint Staffing Watch Return : Number Employed On 14 June 2025 Analysis by Resource Total Number of Employees Full-Time Equivalent Male Female Salary Band Quarterly Joint Staffing Watch Return : Number Employed On 8 March 2025 Analysis by Resource Total Number of Employees Full-Time Equivalent Male Female Salary Band 26
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Report Agenda Item Report to: Employee, Equalities, Diversity and Inclusion Forum Date of Meeting: 27 August 2025 Report by: Executive Director (Finance and Corporate Resources) and Executive Director (Community and Enterprise Resources) Subject: Community and Enterprise Resources – Workforce Monitoring – 1 April to 30 June 2025 1. Purpose of Report 1.1. The purpose of the report is to:- provide employment information for 1 April to 30 June 2025 relating to Community and Enterprise Resources 2. Recommendation(s) 2.1. The Forum is asked to approve the following recommendation(s):- (1) that following employment information for the period 1 April to 30 June 2025 relating to Community and Enterprise 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 June 2025 [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 Community and Enterprise Resources provides information on the position for 1 April to 30 June 2025. 4. Monitoring Statistics 4.1. Attendance Statistics (Appendix 1) Information on absence statistics is analysed for the month of June 2025 for Community and Enterprise Resources. The Resource absence figure for June 2025 was 6.8%, this figure has increased by 0.2% when compared to the previous month and is 1.4% higher than the Council- wide figure. Compared to June 2024, the Resource absence figure has increased by 0.8%. 4 27
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Based on the absence figures for June 2025 and annual trends, the annual average absence for the Resource for 2025/2026 is 6.8%, compared to a Council-wide annual average figure of 6%. 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, 353 referrals were made during the period. This represents an increase of 29 when compared with the same period last year. 4.3. Accident/Incident Statistics There were 38 accidents/incidents recorded within the Resource this period; this figure has decreased by 20 when compared to the same period last year. 4.4. Discipline, Grievance and Dignity at Work (Appendix 2) During the period, 33 disciplinary hearings were held within the Resource. This figure has increased by 9 when compared to the same period last year. One appeal has been submitted and is scheduled to be heard by the Appeals panel. Three grievance complaints were submitted, which is an increase of 3 when compared to the same period last year. Three Dignity at Work complaints were also raised, which also represents an increase of 3 when compared to the same period last year. 4.5. Analysis of Leavers (Appendix 2a) There were 33 leavers within the Resource this period eligible for an exit interview, a decrease of 6 when compared with the same period last year. 6 exit interviews were conducted during the period, and this figure remains unchanged when compared with the same period last year. 5. Staffing Watch (Appendix 3) 5.1. Appendix 3 provides the Staffing Watch and shows there has been an increase of 36 in the number of employees in post from 8 March 2025 to 14 June 2025. 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. 28
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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) David Booth Executive Director (Community and Enterprise Resources) 28 July 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 None 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 29
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2023 / 2024 2024 / 2025 2025 / 2026 2023 / 2024 2024 / 2025 2025 / 2026 2023 / 2024 2024 / 2025 2025 / 2026 2023 / 2024 2024 / 2025 2025 / 2026 % % % % % % % % % % % % April 3.6 3.2 3.5 April 6.3 6.8 7.2 April 6.0 6.3 6.6 April 5.1 5.2 5.7 May 3.7 3.1 2.6 May 6.3 6.3 7.4 May 5.9 5.9 6.6 May 5.1 5.3 5.6 June 4.3 4.1 3.6 June 5.9 6.4 7.4 June 5.7 6.0 6.8 June 4.7 5.2 5.4 July 2.3 3.8 July 4.6 4.5 July 4.3 4.4 July 3.8 4.1 August 3.0 3.4 August 5.2 6.2 August 4.9 5.7 August 4.1 4.7 September 2.5 3.8 September 7.1 7.5 September 6.4 6.9 September 5.3 6.1 October 2.0 4.2 October 7.0 7.2 October 6.3 6.7 October 5.1 6.0 November 2.6 3.6 November 8.1 8.3 November 7.3 7.6 November 6.2 6.9 December 3.0 3.8 December 7.5 8.1 December 6.8 7.4 December 6.6 7.0 January 3.6 3.9 January 7.4 7.8 January 6.9 7.2 January 6.1 6.7 February 4.0 4.0 February 7.8 8.7 February 7.2 7.9 February 6.4 7.0 March 3.2 3.5 March 7.9 8.2 March 7.2 7.4 March 6.3 6.8 Annual Average 3.2 3.7 3.6 Annual Average 6.8 7.2 7.4 Annual Average 6.2 6.6 6.8 Annual Average 5.4 5.9 6.0 Average Apr-Jun 3.9 3.5 3.2 Average Apr-Jun 6.2 6.5 7.3 Average Apr-Jun 5.9 6.1 6.7 Average Apr-Jun 5.0 5.2 5.6 578 2853 3431 15640 Resource Total No of Employees at 30 June 2025 No of Employees at 30 June 2025 No of Employees at 30 June 2025 No of Employees at 30 June 2025 Appendix 1 Absence Trends - 2023/2024, 2024/2025 & 2025/2026 Community and Enterprise Resources APT&C Council WideManual Workers 30
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Apr - Jun Apr - Jun 2024 2025 MEDICAL EXAMINATIONS Number of Employees Attending EMPLOYEE COUNSELLING SERVICE Total Number of Referrals PHYSIOTHERAPY SERVICE Total Number of Referrals REFERRALS TO EMPLOYEE SUPPORT OFFICER 91 98 REFERRALS TO COGNITIVE BEHAVIOUR THERAPY 1 5 TOTAL 324 353 Apr - Jun Apr - Jun 2024 2025 Specified Injuries* 0 0 Over 7 day absences 8 1 Over 3 day absences** 1 0 Minor 38 15 Near Miss*** 0 5 Violent Incident: Physical**** 6 14 Violent Incident: Verbal***** 5 3 Total Accidents/Incidents 58 38 Apr - Jun Apr - Jun 2024 2025 Total Number of Hearings 24 33 Total Number of Appeals 5 1 Appeals Pending 0 1 Time Taken to Convene Hearing October - Apr to Jun 2025 0-3 Weeks 4-6 Weeks Over 6 Weeks 11 14 8 Apr - Jun Apr - Jun 2024 2025 Number of Grievances 0 3 Number Resolved at Stage 1 0 0 Number Resolved at Stage 2 0 0 Number Resolved at Stage 3 0 0 Still in Progress 0 3 Apr - Jun Apr - Jun 2024 2025 Number of Incidents 0 3 Number Resolved at Informal Stage 0 0 Number Resolved at Formal Stage 0 0 Number of Appeals 0 0 Appeals in Process 0 0 Still in Process 0 3 ****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 RECORD OF DIGNITY AT WORK ***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 COMMUNITY AND ENTERPRISE RESOURCES 102 133 *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. ****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. 0 0 130 117 CAUSE OF ACCIDENTS/INCIDENTS 31
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Apr - Jun Apr - Jun 2024 2025 Career Advancement 4 3 Child Caring / Caring Responsibilities 1 4 Disatisfaction with terms and conditions 0 1 Further Education 0 2 Moving outwith area 0 2 Personal Reasons 0 9 Poor relationship with managers / colleagues 0 4 Travelling difficulties 0 0 Other 34 8 Total Number of Leavers Eligible for Exit Interview 39 33 Number of Exit Interviews conducted 6 6 Percentage of interviews conducted 15% 18% ANALYSIS OF REASONS FOR LEAVING Appendix 2a COMMUNITY AND ENTERPRISE RESOURCES 32
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Appendix 3 COMMUNITY AND ENTERPRISE RESOURCES F/T P/T F/T P/T 1246 351 238 1552 3387 Chief Officer Grade 1 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 Fixed SCP Teacher Total 5.00 1697.99 413.49 264.45 45.94 17.60 0.00 2.00 0.00 2446.47 F/T P/T F/T P/T 1198 365 239 1549 3351 Chief Officer Grade 1 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 Fixed SCP Teacher Total 5.00 1650.91 410.60 269.67 47.94 18.30 0.00 2.00 0.00 2404.42 As at 08 March 2025 Total Number of Employees Male Female Total *Full-Time Equivalent No of Employees Salary Bands Joint Staffing Watch Return As at 14 June 2025 Total Number of Employees Male Female Total *Full-Time Equivalent No of Employees Salary Bands 33
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Report Agenda Item Report to: Employee, Equalities, Diversity and Inclusion Forum Date of Meeting: 27 August 2025 Report by: Executive Director (Community and Enterprise Resources) Subject: Annual Report on Mainstreaming Equalities and Diversity 2024/2025 – Community and Enterprise Resources 1. Purpose of Report 1.1. The purpose of the report is to:- ] update the Forum on the strategic and operational work being undertaken by Community and Enterprise Resources to meet the commitments within the Mainstreaming equalities progress report 2021 to 2023 and South Lanarkshire Working for You Mainstreaming equalities report 2021 to 2025 2. Recommendation(s) 2.1. The Forum is asked to approve the following recommendation(s):- [recs] (1) that the work being undertaken by Community and Enterprise Resources in terms of mainstreaming equalities be noted. 3. Background 3.1. In April 2021, the Council published its Mainstreaming equalities report 2021 to 2025. Within this document, there are 5 Equality Outcomes set for 2021 to 2025 with a focus on actions to produce results intended to achieve specific and identifiable improvements in people’s life chances. The five outcomes are:- Equality Outcome 1: Increase the number of people from minority ethnic backgrounds employed in the South Lanarkshire Council workforce to reflect the diversity of the South Lanarkshire population Equality Outcome 2: Older people, those from vulnerable groups and individuals who live alone are protected from scams and nuisance calls and their wellbeing is improved through increased awareness and preventative action Equality Outcome 3: ‘Counselling through schools’ service is accessible for all children/young people aged 10 and over Equality Outcome 4: Prevent homelessness from occurring and significantly reduce homelessness Equality Outcome 5: Increase the number of affordable homes for rent. 5 35
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3.2. Community and Enterprise Resources is made up of a diverse range of services, with several services being delivered in line with statutory or regulatory legislation. Although diverse, there is a clear purpose that all services are working towards, and that is set out in the Council Plan 2022-2027. Resource equality activity is aligned and reported against the following six Council plan ‘Connect’ objectives:- caring, connected, sustainable communities inspiring learners, transforming learning, strengthening partnerships people live the healthiest lives possible our children and young people thrive good quality, suitable and sustainable places to live thriving business, fair jobs and vibrant town centre 4. Progress Meeting the Council’s Equality Outcomes 4.1. Community and Enterprise Resources lead on Equality Outcome 2. This outcome is being progressed by Environmental Services’ Consumer and Trading Standards Services, and quarterly updates are provided to the Corporate Equality and Diversity Lead Officer. 4.1.1. Equality Outcome 2: Older people, those from vulnerable groups and individuals who live alone are protected from scams and nuisance calls and their wellbeing is improved through increased awareness and preventative action Elderly and vulnerable adults are often the victims of scams, cold calling, and bogus workmen. To prevent these individuals from being victims, Trading Standards Officers have continued to work with Police Scotland and South Lanarkshire Council’s Social Work and Housing Services to provide talks and educational literature within sheltered housing complexes. Posts are also regularly made on Facebook and Twitter, raising awareness of the latest scams and signposting consumer educational resources. Over the last year:- 9 presentations were delivered by Trading Standards to Police Scotland, Seniors Together and Sheltered Housing. These talks help prevent elderly and vulnerable adults from becoming the victims of scams by raising awareness of the areas where scammers target ‘No Cold Calling’ stickers were distributed to vulnerable consumer groups, and ‘Buy with Confidence’ literature was distributed to local businesses 2 video doorbells have been fitted in 2024 call blocking - 81 true Call units have been installed since 2013 to protect vulnerable residents from nuisance and scam phone calls, of which 37 have been active within the last year. In total, since 2013, 36,729 nuisance calls were received, of which 36,315 were blocked (over 95%). Over the operational life of these units, they will have blocked 67,754 nuisance calls (of which 18,708 will have been scam phone calls), prevented 110 scams, saved vulnerable households £325,826 and led to a reduction of £302,648 in public service costs (NHS, social care and police). There will be wellbeing benefits of £156,573 across all users, and for those who would have been scam victims, there are quality of life benefits of £185,209. This gives total project benefits of £970,256 of which £628,474 are direct financial benefits 36
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Consumer and Trading Standards have carried out a number of inspections on local businesses, ensuring compliance with consumer protection, consumer safety, weights and measures, fair trading and animal health. The impact of these inspections lifts consumer confidence and ensures a level playing field for businesses in South Lanarkshire. To this end, our officers carried out the following inspections of businesses:- weights and measures related inspections - 169 visits and found 119 contraventions consumer safety-related inspections – 128 visits and found 49 contraventions fair trading related inspections – 200 visits and found 155 contraventions 53 visits have been made to ascertain compliance with the sale of products which are age restricted, mainly vapes, and 15 premises were issued with fixed penalty notices 5. Mainstreaming Equalities and Key Areas of Progress 2024/2025 5.1. Equalities are embedded in each area of service delivery within the Resource. The in-house Employee, Equalities, Diversity and Inclusion Group includes officers from each Service, and it is the responsibility of these service representatives to promote and co-ordinate employee, equalities, diversity and inclusion activities within their Services. The Chair of the Resource group attends the corporate Employee, Equalities, Diversity and Inclusion Working Group, and this ensures the flow of information between Services and the corporate team and vice versa. 5.2. The Resource monitors all complaints regarding discrimination and ensures measures are taken to resolve any issues. These are reported through the Council’s complaints procedure and any equality issues are reported to the Resource Management team as part of the quarterly monitoring process. There have been no complaints since the last Annual Report on Mainstreaming Equalities and Diversity was reported to the Forum in May 2024. 5.3. Progress on Key Equalities Areas that have been Discussed Over the Last Year at Employee, Equalities, Diversity and Inclusion Working Group Meetings. These are noted below, with more detail on these and other equalities activities highlighted in Appendix 1 under Council Plan 2022-2027 objectives (as noted in 3.2). Please note that this is not an exhaustive list of equalities activities embedded in our Services. 5.3.1. Caring, connected, sustainable communities protection for elderly and vulnerable adults against scams and bogus callers (included at 4.1.1) Community and Enterprise Resources’ Sustainability Team is working with a Climate Justice PhD student from Glasgow Caledonian University. The student is undertaking a study to understand who is vulnerable to climate change in South Lanarkshire and what actions should be taken to ensure that the transition to net-zero carbon emissions is fair to everyone. Climate change affects everyone differently. Vulnerable people are characterised as being most exposed to the negative impacts of climate change, like heat and flooding. Additionally, factors such as (but not limited to) income, race, gender, and age may increase one’s vulnerability. 37
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The study aims to identify the most vulnerable people in South Lanarkshire so they can have a say in how the transition to net zero unfolds. Gathering perspectives of South Lanarkshire residents will help inform South Lanarkshire Council on how to best support their communities. This research will ultimately contribute to policymaking intended to improve the lives of South Lanarkshire’s residents by reducing both their vulnerability to climate change and contribution to global carbon emissions. Through this research South Lanarkshire can work towards a fairer, greener future for everyone in the region. the Scottish Government financed Community Led Local Development (CLLD) gives local communities the power to tackle their own, local challenges by building knowledge and skills, supporting new ideas and encouraging cooperation. CLLD helps to create viable and resilient communities. CLLD aims to address social, environmental, and economic issues and includes actions affecting rural and island communities to:- drive community action on climate change enhance rural services and facilities, including transport initiatives enhance natural/cultural heritage, tourism and leisure support food and drink initiatives (for example short supply chains, community food) build co-operation with similar groups in Scotland, UK, and Europe empowering communities to exchange learning and knowledge with each other, realise their potential and build opportunities for all In South Lanarkshire Council, Community and Enterprise Resources’ External Funding Team manage the CLLD funds to support the delivery of CLLD programmes, addressing issues such as young people support groups through peer support (Outreach Community Church) and Energy efficiency upgrades to homes through an innovative community approach (Climate Action Strathaven). In 2024/2025 CLLD provided £473,109 funding to 44 projects in rural Lanarkshire in 22 different locations. Examples of how this funding was used is included in Appendix 1. 5.3.2. Our children and young people thrive Community and Enterprise Resources’ Facilities Services provides a school meals service for children and young people in South Lanarkshire. All meals meet the Nutritional Requirements for Food and Drink in Schools (Scotland) Regulations 2020. The service provides a range of nutritionally balanced menu options every day, including meals which are suitable for vegetarians and vegans. There is an Adapted Diet Procedure in place for any child or young person who has any dietary need, food allergy or intolerance, a registration form is completed, and menu agreed. In addition to this, Facilities Services offer cultural menu provision, such as Vegan and Halal menu options and all requests are handled within this process. The number of adapted diets continues to grow, and the register now holds 882 adapted diets for medical reasons and 775 diets for pupils with cultural beliefs. Through provision of these nutritious school meals, the Facilities Service is assisting in improving the health and wellbeing of children and young people in South Lanarkshire. 38
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Community and Enterprise Resources’ Environmental Services have an ongoing programme of work designed to prevent the sale of tobacco and Nicotine Vapour Products (NVPs) to children (under 18s) which assists in the prevention of children taking up smoking. This includes carrying out inspections to businesses which sell such products (as noted at 4.1.1, 53 visits have been made to ascertain compliance with the sale of products which are age restricted, mainly vapes, and 15 premises were issued with fixed penalty notices). 5.3.3. Good quality, suitable and sustainable places to live South Lanarkshire Local Development Plan (SLLDP) is a statutory plan which guides the future use of land within the Council’s area. Community and Enterprise Resources’ Planning service has started work on the preparation of the third version, SLLDP3, however there is a long development process before this will be adopted by the Council, anticipated to be towards the end of 2027. The first stage involves the preparation of an Evidence Report which will inform the spatial strategy for South Lanarkshire. The Evidence Report involves firstly the gathering of extensive data and information covering 33 policy themes, including: the location of new housing and employment; addressing the principles of local living (the creation of 20-minute neighbourhoods) so that everyone has access to local services and facilities; health and wellbeing; sustainable transport and active travel; and tackling the climate and nature emergencies. During the year, the Planning service has undertaken extensive engagement with other Council services, partners and stakeholders to help gather data and information and understand the spatial implications of their own proposals and strategies. At the same time, wider engagement has been carried out with local communities, and interest groups to understand their needs and aspirations. A Place survey that was published during 2024 resulted in over 950 responses. This reflects the key role that the planning system has in improving our local communities, tackling disadvantage, and promoting equality. The Planning service is a partner in the Marmot Place project. The Marmot approach recognises that health and inequalities are mostly shaped by the conditions in which people are born, grow, live, work and age, and takes action to improve health and reduce health inequalities. The eight principles of a Marmot Place will be embedded in SLLDP3 and be a driver in the preparation of the spatial strategy. Community and Enterprise Resources’ External Funding team administer the UK Shared Prosperity Fund (UKSPF) across the four UKSPF investment themes below:- community and place local business people and skills multiply (numeracy for adults) 39
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The three-year UKSPF programme will invest £12,221,811 across three financial years, 2022/2023 to 2024/2025. A range of initiatives in South Lanarkshire have been supported, which help to embed equalities across many aspects of service provision, including:- town centre improvements which enhance accessibility CCTV investment that improves safety targeted employment support underpinning the Council’s No One Left Behind Plan, including a focus on those with protected characteristics 5.3.4. Thriving business, fair jobs and vibrant town centre Community and Enterprise Resource’s Economic Development team has continued to lead the delivery of investment in town and neighbourhood centres which has acted as a catalyst for additional investment to maximise opportunities for growth. This has led to the development of the East Kilbride and Hamilton masterplans and subsequent investment of £50.3M and £8M respectively, alongside support and investment in other town centres such as Rutherglen, with the development of a town centre action plan, and Lanark, with streetscape investment. Both East Kilbride and Hamilton masterplans have been subject to extensive community consultation, and we will continue to consult on individual elements of each plan. The East Kilbride masterplan has been through a Community Health Impact Assessment. The Economic Development team continues to play an active part in all town centres, liaising with local groups to achieve positive outcomes. Projects are varied but include looking at accessible and dementia friendly initiatives in our town centres. The vision is for inclusive and accessible town centres with increased levels of living, working and play, regardless of mobility and income. Further details on the above and other areas of work progressed by the Resource in relation to mainstreaming equalities during 2024/2025 can be found in Appendix 1. 6. Integrated Impact Assessments (IIAs) 6.1. The Council meets its statutory duties by ensuring that equality and diversity issues are effectively mainstreamed and built into strategic planning and performance monitoring, and the Council’s Equality and Diversity Strategy indicates this can be achieved by undertaking IIAs. IIAs have been in place within South Lanarkshire Council since mid-October 2024 and include the requirements to consider a range of duties, including:- Equality Act 2010 protected characteristics socio-economic – Ffairer Scotland Duty human rights children and young people’s rights Armed Forces Duty Consumer Duty sustainability 40
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Prior to October 2024, there had been a requirement to complete both an Equality Impact Assessment (EQiA) and Sustainable Impact Assessment separately. 6.2. During 2024/2025, the Resource completed two EQiAs and eleven IIAs, details are provided within the links before, which indicate the subject in relation to the list of savings proposals following: Financial Savings 2024/2025 - Support for Gala Days Plans Financial Savings 2025/2026 - Christmas Events Plans and policies Financial Savings 2025/2026 - Weedkilling (CER03), Grounds Grass Cutting (CER11) Plans and policies Financial Savings 2025/2026 Mechanical Sweeping-Small (CER05), Litter Collection (CER06) Plans and policies Financial Savings 2025/2026 - Winter Gritting Plans and policies Financial Savings 2025/2026 - Business Support Plans and policies Financial Savings 2025/2026 - School Meals Plans and policies Financial Savings 2025/2026 - Building Cleaning (Schools) Plans and policies Financial Savings 2025/2026 - Income Generation (Bereavement) Plans and policies The Employability Promise Plans and Policies Commissioning Plan for services delivered by SLLC (2025 to 2027) Plans and Policies Implementation of a Booking System at Household Waste Recycling Centres (EQiA) Introduction of Charge for Uplift of Household Garden Waste (Burgundy Bin) (EQiA) The Resource follows corporate guidance for carrying out IIAs. Training for new users of the IIA system is arranged corporately. 7. Training and Employees 7.1. Training and Development 7.1.1. The Resource will continue to ensure employees understand that equal opportunities are a core competence against which they are measured. Within the Council’s induction framework, line managers are required to explain conditions of service and processes to new employees, which includes consideration of equal opportunities issues. The Learn on-Line modules, listed below, were identified as mandatory training for all employees, and have been added to Service training matrices, and completion of these courses is being monitored by the Community and Enterprise Learning and Development Board. Equality and Diversity Awareness Marriage and Civil Partnerships Unconscious Bias Race Discrimination 7.1.2. During 2024/2025, Community and Enterprise Resources received a total of 2,981 applications for employment. From these applications, 277 posts were filled following the Council’s policy on recruitment and selection. Of the 543 candidates who declared a disability, 36 were appointed. Of the 409 candidates from a black/ethnic minority background, 16 were appointed. 41
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7.2. Supporting Employees 7.2.1. Community and Enterprise Resources continues its commitment to ensuring employees have the necessary support to allow them to undertake their duties and is proactive in promoting the health and wellbeing of employees. 7.2.2. The Resource supports employees who require adjustments to be made in their role. This enables them to undertake their full range of duties, preventing potential absences, and in some cases, helping them to return to work. These adjustments range from providing a more supportive chair, upright mouse, adapted keyboard, as well as considering amendment to their duties. 7.2.3. The Resource will continue to ensure that employees are made aware of the Neurodiversity Officer role and the availability of the officers trained in British Sign Language (BSL). 8. Access to Information 8.1. The Resource publishes information about Council services on the Council website, in compliance with the Web Content Accessibility Guidelines legislation which came into force on 23 September 2020. ReciteMe was launched on the Council’s website in October 2022, providing additional accessibility and language options for users. The Resource has a commitment to translate documents and provide interpretation services when appropriate. 9. British Sign Language Activities 9.1. The Council has established a South Lanarkshire British Sign Language (BSL) Local Plan Working Group with the aim of raising awareness of BSL users and to promote South Lanarkshire as a great place to live and work for the Deaf and Deafblind community. The group meets quarterly and consists of representatives from all five Resources, South Lanarkshire Leisure and Culture, Councillor Grant Ferguson, Lanarkshire Deaf Clubs and Motherwell Deaf Hub. Community and Enterprise are represented on the group and officers have also been invited on occasion to speak specifically on topics of interest. 10. Consultation, Involvement and Engagement 10.1. The Resource works closely with a range of equalities groups and stakeholders. Over the last year, these have included:- Seniors Together Youth Council various community councils/groups and development trusts, including Burnill Action Group and Lanark Development Trust gypsy/travelling community These groups and stakeholders were instrumental in shaping the development of key strategic pieces of work including the South Lanarkshire Local Development Plan 3 (LDP3). 42
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11. Next Steps and Priorities 11.1. During the next year, the Resource will: continue to promote and facilitate equality in all areas of service delivery ensure effective input to the Corporate Equality Outcomes continue to implement the process of integrated impact assessments across all new and revised policy areas continue its commitment to staff training and development in relation to employee, equalities, diversity and inclusion-related issues continue the project management and delivery of projects, which assist in providing improved facilities for disabled people and ensure compliance with equality legislation. 12. Employee Implications 12.1. Mainstreaming equalities are met from within existing employee resources. 13. Financial Implications 13.1. There are no financial implications arising from this report. 14. Climate Change, Sustainability and Environmental Implications 14.1. There are no climate change or environmental implications as a result of this report. 15. Other Implications 15.1. There is a risk to the Council if the Resource does not comply with the relevant equality legislation. 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 and, therefore, there is no requirement for an impact assessment to be carried out. 16.2. Other than consultation with the Resource Services on key areas of work related to, or incorporating, equalities considerations, there was no requirement to undertake wider consultation in terms of the content of this report. David Booth Executive Director (Community and Enterprise Resources) 23 July 2025 Links to Council Values/Priorities/Outcomes Values 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 Excellent employer 43
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Priorities 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 Outcomes Our children and young people thrive Good quality, suitable and sustainable places to live Thriving business, fair jobs and vibrant town centres Caring, connected, sustainable communities People live the healthiest lives possible Inspiring learners, transforming learning, strengthening partnerships Previous References Community and Enterprise Resources Annual report to Equal Opportunities Forum – 8 May 2024 - Equal Opportunities Forum – 8 May 2024 List of Background Papers South Lanarkshire working for you, Mainstreaming equalities progress report 2019–2021 and Mainstreaming equalities report 2021-2025 Contact for Further Information If you would like to inspect the background papers or want further information, please contact: - Anne Lewis, Performance and Development Officer Email: anne.lewis@southlanarkshire.gov.uk 44
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Appendix 1 – Employee Equalities Diversity and Inclusion Annual Report 2025 Caring, connect, sustainable communities What we have done so far What difference it has made Service 1 Waste Services provide help to elderly and infirm members of the community who require assistance presenting their bin for collection. This involves removing the bin from the customer’s garden, emptying, and returning the bin to the storage point. Most people using this service are 65+. Waste Services have special arrangements in place for households that produce additional non-recyclable waste because one or more of the residents has a recognised medical condition. This service is important to those who receive it, as it allows their bins to be collected by Waste Services and therefore negates any need or concerns for them to have a relative or someone else do it for them, or indeed to struggle themselves to do this, possibly risking injury. This allows them to participate in all waste services, including recycling, and is therefore inclusive. The medical pull-out service is important as it allows for the safe disposal of non-hazardous medical waste on a weekly collection basis. The service facilitates patients with long term medical conditions to be treated at home; by ensuring the weekly collection of this waste they will not have to worry about it lying in a waste bin for too long, or the bin overflowing. Waste 2 Preparation of an Open Space Strategy (OSS) is a statutory requirement of the Planning (Scotland) Act 2019. To date this has involved firstly an audit of existing open space provision and an assessment in terms of its quality, quantity and accessibility at a Council area and locality level. This has been supplemented by engagement. The audit of open space across the Council area this year saw an assessment of the quantity, quality and accessibility of these spaces. In addition, wider engagement on the Council’s next Local Development Plan has included seeking views on open space provision. All of this work will inform preparation of the strategy with a draft due to be published for formal consultation in 2025-26. In addition, the findings will be included in the Council’s evidence report being prepared as part the new Local Development Plan process. This in turn informs the plan’s spatial strategy particularly in relation to policy topics on reducing health inequalities and developing local living aspirations. Planning and Building Standards 45
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Caring, connect, sustainable communities What we have done so far What difference it has made Service 3 Elderly and vulnerable adults are often the victims of scams, cold calling, and bogus workmen. To prevent these individuals being victims, Trading Standards Officers have continued to work with Police Scotland and South Lanarkshire Council’s Social Work and Housing Services to provide talks and educational literature within sheltered housing complexes. Posts are regularly made on Facebook and Twitter, raising awareness of the latest scams and signposting consumer educational resources. Over the last year: • Nine presentations were delivered by Trading Standards to Police Scotland, Seniors Together and Sheltered Housing. These talks help prevent elderly and vulnerable adults becoming the victims of scams by raising the awareness of the areas where scammers target. • ‘No Cold Calling’ stickers were distributed to vulnerable consumer groups, and ‘Buy with Confidence’ literature was distributed to local businesses. • Two video doorbells have been fitted during 2024. • Call blocking - 81 trueCall units have been installed since 2013 to protect vulnerable residents from nuisance and scam phone calls, of which 37 have been active within the last year. In total, since 2013, 36,729 nuisance calls were received, of which 36,315 were blocked (over 95%). Over the operational life of these units, they will have blocked 67,754 nuisance calls (of which 18,708 will have been scam phone calls), prevented 110 scams, saved vulnerable households £325,826 and led to a reduction of £302,648 in public service costs (NHS, social care & police). There will be wellbeing benefits of £156,573 across all users, and for those who would have been scam victims there are quality of life benefits of £185,209. This gives total project benefits of £970,256 of which £628,474 are direct financial benefits. Environmental Services 46
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Caring, connect, sustainable communities What we have done so far What difference it has made Service 4 Tactile paving, tactile cones, audible tones, dropped kerbs as well as “on crossing detectors” are provided on all new and upgrades to traffic signals. Footways/footpaths and pedestrian areas are inspected, and safety defects are noted and repaired by Roads and Transportation Services. Undertake Annual Accident Investigation and Prevention analysis, identifying seven locations for road safety improvements. The Roads and Transportation Service’s programme of enhancing pedestrian crossing facilities has continued. During 2024, four pedestrian crossings were upgraded. Projects were progressed at the New Hairmyres Rail Station where the construction of new bus interchange facilities commenced. Also, the Lanark Interchange project continued, with Network Rail agreement discussions ongoing, and the project developed for future implementation. Funding from the Road Safety Improvement Fund has enabled road safety improvements works to be completed on seven routes / sites. Roads, Transportation and Fleet 5 A draft version of the new Local Transport Strategy (LTS) has been developed and is currently being reviewed and will be presented to the Committee and Enterprise Committee in June 2024. This includes the condition of roads and footways as well as overall road safety across the network. New LTS guidance was issued by Transport Scotland and the draft document has been reviewed in accordance with this. A revised draft has been prepared, and it is anticipated that following consultation in the summer of 2025 the new LTS will be presented to the Community and Enterprise Committee later in 2025. This addresses transport issues that the community identified as being important to them in relation to travel within South Lanarkshire. The vision is for a sustainable, inclusive, safe, and accessible transport system helping deliver a healthier, fairer and more prosperous South Lanarkshire for communities, businesses and visitors. Roads, Transportation and Fleet 47
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Caring, connect, sustainable communities What we have done so far What difference it has made Service 6 The Council has received funding to assess our footways to determine which, if any, may be appropriate to be exempt from the pavement parking prohibition. This exercise is ongoing and once concluded a review of whether any exemption orders are required will be undertaken. It is anticipated that the new offences will be enforced by the Council’s Parking Attendants, commensurate with their other duties and priorities. A paper including the implementation of enforcing pavement parking was presented to the Community and Enterprise Committee in November 2024. This referred to a period of soft enforcement activities where information notices would be placed on vehicles and then followed by full enforcement. A list of streets being considered for exemption will be collated later in 2025. To date, approximately 5,000 Penalty Charge Notices have been issued. Awareness of the issues relating to barriers, such as blocking of footways by parked cars which can prevent some pedestrians using the footway network safely, has improved. Roads, Transportation and Fleet 7 Grounds Services provide a Care of Gardens maintenance service primarily targeted at those who are unable to manage their garden, particularly older people, and people with a disability. This service provided by Ground Services is a basic garden maintenance service provided to those council tenants free of charge who qualify, or residents who wish to pay for the service. The service ensures that a resident’s garden is maintained to a basic standard that would allow them to enjoy their garden as it is, but they can also still get involved to do other minor gardening, if they wish. It is good for their physical and mental health and provides an outdoor space that they can enjoy, particularly in good weather. Grounds 48
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Caring, connect, sustainable communities What we have done so far What difference it has made Service 8 External Funding Team administers Community Led Local Development (CLLD) which gives local communities the power to tackle their own, local challenges. By building knowledge and skills, supporting new ideas and encouraging cooperation, CLLD helps to create viable and resilient communities. Community Led Local Development - Aims CLLD aims to address social, environmental, and economic issues and include actions affecting rural and island communities to: • drive community action on climate change • enhance rural services and facilities, including transport initiatives • enhance natural/cultural heritage, tourism and leisure • support food and drink initiatives (for example short supply chains, community food) • build co-operation with similar groups in Scotland, UK, and Europe • empowering communities to exchange learning and knowledge with each other, realise their potential and build opportunities for all. These programmes address issues such as young people support groups through peer support (Outreach Community Church) and Energy efficiency upgrades to homes through an innovative community approach (Climate Action Strathaven) In 2024-25, the Community led Local Development programme provided £473,109 funding to 44 projects in rural Lanarkshire in 22 different communities including the following, for example: • Lowther Mens Shed in Leadhills received £20,000 to part fund the build of a new base. • Woolfords Auchengray and Tarbrax Improvement Foundation received £130,000 to develop a community facility and café and included the redevelopment of the Cowbyre Café, which will be available for the community and to generate income. • The Machan Trust in Netherburn received £4,168 to purchase laptops and a printer. Our trained staff support families in Netherburn who struggle with online applications, shopping and accessing benefits. Also to reduce Food Poverty, several air fryers were purchased, to use with groups and to distribute to those who do not have one. The trust provides cooking classes and support for families to eat healthily on a budget. The purchase of other equipment will allow the trust to provide cooking support. The trust works with families and children’s groups. • Biggar youth Project received £3,095 to support the opening of the new centre and provide staff training and safeguarding awareness and provide furnishings. • Esteen Clydesdale a mental health charity for the Clydesdale area that received £5,000 to provide additional storage facilities. • Smile a children’s charity that received £4,450 to purchase new IT equipment. • The Haven Caring Counselling Communication Centre received £12,415 to support equipment costs. External Funding Team 49
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Caring, connect, sustainable communities What we have done so far What difference it has made Service 9 External Funding Team administers the UK Shared Prosperity Fund (UKSPF) across the four investment themes below: - Community and Place - Local Business - People and Skills - Multiply (Numeracy for adults) This three-year programme will invest £12,221,811 across three financial years for 2022-23 to 2024-25. In 2024-25 the UKSPF supported a range of initiatives in South Lanarkshire which help embed equalities across many aspects of service provision including - Town centre improvements which enhance accessibility - CCTV investment that improves safety - Targeted employment support underpinning SLC’s No One Left Behind Plan, including a focus on those with protected characteristics. External Funding Team 10 The Planning Service prepared a Placemaking in South Lanarkshire document during the year Placemaking Guide Summary Planning for developers - South Lanarkshire Council. It sets out a vision of creating thriving neighbourhoods that are sustainable and connected where everyone has a place to live that meets their needs and where health and wellbeing will flourish. The next step is to prepare detailed guidance to encourage developers and landowners to create great places. The document sets out the Council’s vision of creating thriving neighbourhoods that are sustainable and connected, where everyone has a place to live that meets their needs and where health and wellbeing will flourish. It will set the context for the planning policy position on placemaking in the next Local Development Plan. The next step is to prepare detailed guidance to encourage developers and landowners to create great places and this will be carried out during 2025-26. Planning and Building Standards 11 The Council is working with a Climate Justice PhD student from Glasgow Caledonian University. They are undertaking a study to understand who is vulnerable to climate change in South Lanarkshire and what actions should be taken to ensure that the transition to net zero carbon emissions is fair to everyone. Climate change affects everyone differently. Vulnerable people are characterised as being most exposed to the negative impacts of climate change, like heat and flooding. Additionally, factors such as (but not limited to) income, race, gender, and age may increase one’s vulnerability. The study aims to identify the most vulnerable people in South Lanarkshire so they can have a say in how the transition to net zero unfolds. Gathering perspectives of South Lanarkshire residents will help inform South Lanarkshire Council on how to best support their communities. This research will ultimately contribute to policymaking intended to improve the lives of South Lanarkshire’s residents by reducing both their vulnerability to climate change and contribution to global carbon emissions. Through this research South Lanarkshire can work towards a fairer, greener future for everyone in the region. Sustainable Development 50
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Inspiring learners, transforming learning, strengthening partnerships What we have done so far What difference it has made Service 12 Roads and Transportation have continued to support road safety education and initiatives, taking a “whole life” approach to road safety education with initiatives aimed at all ages. The service believes that good habits are best developed when we are young and particular emphasis is given to educating and training children and young people. Current programmes are: • Ziggy’s Road Safety Mission • Junior Road Safety Officer Scheme • Roadstars • Crash Magnets • Road Safety Calendar Competition • Bikeability training These programmes provide young people with road safety learning opportunities and ultimately assist in contributing to the national casualty reduction targets Baseline annual average casualty figures between 2014 and 2018 were 580. There remains a downward trend with 370 casualties being recorded during 2023. Final figures for 2024 will be reported later this year in the Reported Road Casualties Scotland (RRCS) return. The Roads service has made progress towards the achievement of ‘vision zero’ by 2050 and the interim target of a 50% reduction in all fatal and serious casualties, and a 60% reduction in child fatal and serious casualties by 2030. Roads, Transportation and Fleet 51
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People live the healthiest lives possible What we have done so far What difference it has made Service 13 Planning officers held a conference with Seniors Together in September 2024 as part of its wider engagement on the next Local Development Plan (LDP). This was followed by participation in a Community Planning Partnership led event. The conference allowed members of Seniors Together to provide their views on the future of the area including issues such as safety, housing provision, access to services and public transport. The engagement with Seniors Together has helped facilitate closer relationships with all age groups and developed an understanding of the needs of the elderly. These views will be a key element in the LDP evidence report and in the development of the proposed plan. Planning and Building Standards /All 14 Facilities Services provides a school meals service for children and young people in South Lanarkshire. All meals meet the Nutritional Requirements for Food and Drink in Schools (Scotland) Regulations 2020. The service provides a range of nutritionally balanced menu options every day, including meals which are suitable for vegetarians. There is an adapted diet procedure in place for any child or young person who has any dietary need, food allergy or intolerance, in which case a registration form is completed, and menu agreed. In addition to this, Facilities Services offer cultural menu provision such as Vegan and Halal menu options and all requests are handled within this process. By providing nutritious school meals, Facilities services are assisting in improving the health and wellbeing of children and young people in South Lanarkshire. The adapted diet procedure allows children and young people within schools and nurseries who are unable to eat standard menus, for medical or cultural reasons, to access the appropriate meals provided. The number of adapted diets continues to grow, and the register now holds 882 adapted diets for medical reasons and 775 diets for pupils with cultural beliefs. Facilities 52
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People live the healthiest lives possible What we have done so far What difference it has made Service 15 Preparation of a Play Sufficiency Assessment (PSA) is being carried out as part of the evidence gathering for the next Local Development Plan. Preparation of the PSA has included an assessment of existing play provision in terms of its quality, quantity and accessibility across the Council as a whole and in 14 localities. In addition, direct engagement took place with school children to gather their views on play in their area. The outcomes of the PSA will be taken forward in the proposed LDP3. Planning and Building Standards/ Grounds 16 Environmental Services have an ongoing programme of work designed to prevent the sale of tobacco and Nicotine Vapour Products (NVPs) to children (under 18s) which assists in the prevention of children taking up smoking. This includes carrying out inspections to business which sell such products. In total, 53 visits have been made to ascertain compliance with the sale of products which are age restricted, mainly vapes, and 15 premises were issued with fixed penalty notices. Environmental Services 17 Fleet Services provide transportation services to Education Resources (primarily school pupils with Additional Support Needs and pupils attending college) and Social Work Resources (both Adult Services and Older Peoples Services’ clients). This transport service helps children and adults access school or social care establishments safely throughout South Lanarkshire. Transport is provided for 529 children and 213 adults in a range of vehicles adapted where necessary to meet the specific needs of the individual. Roads, Transportation and Fleet 53
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Good quality, suitable and sustainable places to live What we have done so far What difference it has made Service 18 South Lanarkshire Local Development Plan (LDP) is a statutory plan which guides the future use of land in the area within the Council’s area. Work has started on the preparation of the third version (SLLDP3). The first stage involves the preparation of an Evidence Report which will inform the spatial strategy for South Lanarkshire. It will be submitted to Scottish Ministers for a Gatecheck following which preparation of the plan itself will begin. It is anticipated it will be adopted by the Council towards the end of 2027. The Evidence report involves firstly the gathering of extensive data and information covering 33 policy themes including the location of new housing and employment; addressing the principles of local living (the creation of 20-minute neighbourhoods) so that everyone has access to local services and facilities; health and wellbeing; sustainable transport and active travel; and tackling the climate and nature emergencies. During the year, extensive engagement has taken place with other Council services, partners and stakeholders to help gather data and information and understand the spatial implications of their own proposals and strategies. At the same time, wide engagement has been carried out with local communities and interest groups to understand their needs and aspirations. This reflects the key role of the planning system in improving our local communities and tackling disadvantage and promoting equality. A Place survey that was published during the year resulted in over 950 responses. The Planning service is a key partner in the Marmot Place project. The eight principles of a Marmot Place will be embedded in SLLDP3 and be a driver in the preparation of the spatial strategy. It is intended the Evidence Report will be reported to full Council in October 2025 for approval following which it will be submitted to Scottish Ministers for the Gatecheck. Once it has been cleared, work will start on the proposed SLLDP3 in early 2026. This will involve further extensive consultation and engagement. Planning and Building Standards 54
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Thriving business, fair jobs and vibrant town centre What we have done so far What difference it has made Service 19 Economic Development continue to lead the delivery of investment in town and neighbourhood centres which has acted as a catalyst for additional investment to maximise opportunities for growth. This has led to the development of the East Kilbride and Hamilton Masterplans and subsequent investment of £50.3M and £8M respectively, alongside support and investment in other town centres such as Rutherglen with the development of a town centre action plan, and Lanark with streetscape investment. Economic Development continue to look for opportunities to maximise positive outcomes for town and neighbourhood centres. Nearly £60M of funding has been secured to realise the aims of our town centre masterplans. These masterplans have a commitment to rebalance the town centres away from an over-reliance on retail, aiming to forge a community-focused future which fosters connectivity, liveability and economic vitality for generations to come. Through the introduction of new homes, leisure and essential services, all set within a transformed and greened urban realm, we are redefining our town centres as a benchmark for 21st century urban living. The vision is for inclusive and accessible town centres with increased levels of living, working and play, regardless of mobility and income. Over twenty percent of new housing to be developed on both sites will be social housing. Both masterplans, East Kilbride and Hamilton, have been subject to extensive community consultations, and we will continue to consult on individual elements of each plan. The East Kilbride masterplan has been through a Community Health Impact Assessment – the outcome of which will inform decisions going forward, the Hamilton plan will follow. We continue to play an active part in all town centres, liaising with local groups to achieve positive outcomes. Projects are varied but include looking at accessible and dementia friendly initiatives in our town centres, supporting the South Lanarkshire Pride event, and physical projects to improve the public realm and attract business to the area. Economic Development 55
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Thriving business, fair jobs and vibrant town centre What we have done so far What difference it has made Service 20 Consumer and Trading Standards have carried out a number of inspections to local business, ensuring compliance with consumer protection - consumer safety, weight and measures, fair trading and animal health. The impact of these inspections lifts consumer confidence and ensures a level playing field for business in South Lanarkshire. Environmental Services 56