Agenda Document Pack - Employee, Equalities, Diversity and Inclusion Forum - 05/11/2025
South Lanarkshire Council · 5 November 2025
Back to Employee, Equalities, Diversity and Inclusion Forum — 5 November 2025 and its agenda
Text extracted from the council's PDF. Layout and reading order may differ from the original.
Page 1
Council Offices, Almada Street Hamilton, ML3 0AA Tuesday, 28 October 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, 05 November 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 Mo Razzaq (Chair), Margaret Cowie (Depute Chair), Walter Brogan, Janine Calikes, Ross Clark, Grant Ferguson, Ross Lambie, Catherine McClymont, Mark McGeever, Kirsten Robb Substitutes Mathew Buchanan, Poppy Corbett, Cal Johnston-Dempsey, Gavin Keatt, Katy Loudon, Norman Rae 1
Page 2
BUSINESS 1 Declaration of Interests 2 Minutes of Previous Meeting Minutes of the meeting of the Employee, Equalities, Diversity and Inclusion Forum held on 27 August 2025 submitted for approval as a correct record. (Copy attached) 3 - 6 Item(s) for Consideration 3 Success Looks Different at Duncanrig Presentation by the Depute Head Teacher, Duncanrig Secondary School. 4 Council-wide Workforce Monitoring – 1 July to 30 September 2025 Report dated 8 October 2025 by the Executive Director (Finance and Corporate Resources). (Copy attached) 7 - 24 5 Education Resources - Workforce Monitoring – 1 July to 30 September 2025 Joint report dated 8 October 2025 by the Executive Directors (Finance and Corporate Resources) and (Education Resources). (Copy attached) 25 - 30 6 Annual Report on Mainstreaming Equalities and Diversity - Education Resources Report dated 12 September 2025 by the Executive Director (Education Resources). (Copy attached) 31 - 42 7 Forward Programme for Future Meetings Verbal update by the 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
Page 3
EMPLOYEE, EQUALITIES, DIVERSITY AND INCLUSION FORUM Minutes of meeting held via Confero and in Committee Room 1, Council Offices, Almada Street, Hamilton on 27 August 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 Councillors' Apologies: Councillor Ross Lambie, Councillor Mark McGeever, Councillor Kirsten Robb Attending: Community and Enterprise Resources A Brown, Head of Enterprise and Sustainable Development; A Wallace, Sustainability Adviser Finance and Corporate Resources A Floyd, Learning and Development Adviser; E Maxwell, HR Business Manager; K McLeod, Administration Assistant; I Opatha, Administration Officer; T Slater, Administration Adviser Also Attending: 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, Equalities, Diversity and Inclusion Forum held on 28 May 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 April to 30 June 2025 A report dated 28 July 2025 by the Executive Director (Finance and Corporate Resources) was submitted on the following Council-wide employee information for the period 1 April to 30 June 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 14 June 2025 2 3
Page 4
The HR Business Manager responded to questions in relation to the low uptake of exit interviews and undertook to investigate the points raised to help increase the number of exit interviews completed. The Forum decided: that the report be noted. [Reference: Minutes of 28 May 2025 (Paragraph 3)] 4 Community and Enterprise Resources - Workforce Monitoring – 1 April to 30 June 2025 A joint report dated 28 July 2025 by the Executive Directors (Finance and Corporate Resources) and (Community and Enterprise Resources) was submitted on the following employee information for Community and Enterprise Resources for the period 1 April to 30 June 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 14 June 2025 The HR Business Manager responded to members’ questions on the support available to employees considering leaving the Council, including how information was communicated to employees. The Forum decided: that the report be noted. [Reference: Minutes of the Employee Issues Forum of 21 May 2024 (Paragraph 4)] 5 Annual Report on Mainstreaming Equalities and Diversity 2024/2025 – Community and Enterprise Resources A report dated 23 July 2025 by the Executive Director (Community and Enterprise Resources) was submitted providing an update 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. The Council had published its “Mainstreaming equalities report 2021 to 2025” in April 2021. The Equality Outcomes set for 2021 to 2025 focused on actions to produce results intended to achieve specific and identifiable improvements in people’s life chances. The Resource led on 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’. This Outcome was being progressed by Environmental Services’ Consumer and Trading Standards Services, details of which were provided in section 4 of the report. 4
Page 5
The Resource continued to build on progress and remained committed to embedding equality across all aspects of service provision. The equality activity of the Resource was aligned to, and reported against, the following 6 Council plan “Connect” outcomes:- ♦ 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 The progress of the activity and the details of the differences each had made were detailed in section 5 and in Appendix 1 to the report. Details were provided on strategic and operational activities that had been undertaken or planned by the Resource in relation to the following:- mainstreaming equalities and key areas of progress during 2024/2025 Integrated Impact Assessments (IIAs) training and development supporting employees access to information British Sign Language activities consultation, involvement and engagement Details of the next steps and priorities for the Resource over the next year were detailed in section 11 of the report. The Head of Enterprise and Sustainable Development responded to members’ questions on various aspects of the report and, where information was not readily available, undertook to provide this to members. The Forum decided: that the work being undertaken by Community and Enterprise Resources in terms of mainstreaming equalities be noted. [Reference: Minutes of the Equal Opportunities Forum of 8 May 2024 (Paragraph 3)] 6 Just Transition - Transitioning to a Post-Carbon Society A Wallace, Sustainability Adviser, Community and Enterprise Resources, gave a presentation on Just Transition. A ‘just transition’ was a concept emphasising equitability in the process of transitioning to a post- carbon society. Information was provided on:- the 2 different ways a just transition could be defined the challenges and opportunities under the following headings:- housing mobility what the Council was doing to ensure a just transition, such as:- a Just Transition in South Lanarkshire PhD understanding who was vulnerable to climate change 5
Page 6
developing an understanding of vulnerability and who was affected research to inform policy making the 5 research objectives being applied research methodologies which included:- focus groups interviews participant observation surveys community stakeholder groups in the 4 localities preliminary findings of the research and how this would be used conclusions The Sustainability Adviser, having responded to a member’s questions, was thanked for the informative presentation. The Forum decided: that the presentation be noted. 7 Forward Programme for Future Meetings A verbal update by A Floyd, Learning and Development Adviser, Finance and Corporate Resources, was given on the development of a forward programme for future meetings of the Forum. As part of future arrangements, members would be invited by the Learning and Development Adviser to suggest topics for inclusion in the Forum’s forward programme. The Forum decided: (1) that the verbal update be noted; and (2) to note that members would be invited to suggest topics for inclusion for future meetings. 8 Urgent Business There were no items of urgent business. 6
Page 7
Report Agenda Item Report to: Employee, Equalities, Diversity and Inclusion Forum Date of Meeting: 5 November 2025 Report by: Executive Director (Finance and Corporate Resources) Subject: Council-wide Workforce Monitoring – 1 July to 30 September 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 July to 30 September 2025 [1purpose] 2. Recommendation(s) 2.1. The Forum is asked to approve the following recommendation(s):- [recs] (1) that the following employment information for the period 1 July to 30 September 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 [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 July to 30 September 2025. 4. Attendance Statistics 4.1. Information on absence statistics for the Council and each Resource, as analysed for September 2025, is provided in appendices 1 to 8. Points to note are:- The Council’s absence rate for September 2025, shown in Appendix 1, is 6.1% which represents an increase of 1.4% when compared to the previous month. The figure remains unchanged at 6.1% when compared to September 2024. When compared to September 2024, the Administrative, Professional, Technical, and Clerical (APT&C) staff absence rate has decreased by 0.3%, the teachers’ figure has increased by 0.6% and the manual workers’ figure remains unchanged at 8.3%. Based on annual trends and the absence rate to September 2025, the annual average absence rate for the Council for 2025/2026 is 6.0%. 4 7
Page 8
In comparison to September 2024 (Appendix 8):- psychological and musculoskeletal conditions are the main reasons for absence total days lost due to psychological conditions have increased by 914 days total days lost due to musculoskeletal conditions have decreased by 103 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 works 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 July to 30 September 2025 is provided in Appendix 9: during the period, there were 356 employees referred for a medical examination, which is an increase of 38 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 459 employees attended physiotherapy treatment, showing an increase of 46 when compared to the same period last year. Of the 459 employees referred, 71% remained at work whilst undertaking treatment during this period, 522 employees were referred to the Employee Support Officer, showing an increase of 182 when compared with the same period last year. Of the referrals made this period, 54% related to personal reasons 147 employees were referred to the PAM Assist counselling service this period, showing a decrease of 11 when compared with the same period last year. All the referrals made this period were made directly by employees. Personal reasons accounted for 22% of the referrals made, 17% were for work-related reasons, and 61% were for other reasons 99 employees were referred for Cognitive Behavioural Therapy this period, an increase of 78 when compared to the same period last year 6. Accidents/Incidents 6.1. The accident/incident report for 1 July to 30 September 2025 is contained in Appendix 10: the number of accidents/incidents recorded was 529; all 529 have been investigated of those investigated, no specified injuries were recorded of those investigated, there were 528 minor accidents/incidents of those investigated, there were no accidents that resulted in an absence lasting over 3 days of those investigated, there was 1 accident that resulted in an absence lasting over 7 days 7. Discipline, Grievance, Dignity at Work Hearings and Mediation Referrals 7.1. Information on Disciplinary, Grievance Hearings, Dignity at Work and Mediation Referrals for July to September 2025 is contained in appendices 11, 12a and 12b. During the period: 8
Page 9
a total of 43 disciplinary hearings were held across Resources within the Council, this figure has increased by 11 when compared to the same period last year action was taken in 39 of these cases. One appeal was raised against the outcome and was not upheld our target is to convene disciplinary hearings within 6 weeks; 56% of hearings met this target 6 grievances were submitted, all of which are currently being investigated 7 Dignity at Work complaints were raised, all of which are currently being investigated 2 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 July to 30 September 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 1 July to 30 September 2025 is as follows:- 156 leavers eligible for exit interviews/15,588 employees in post = Labour Turnover of 1.0%. Based on the figure at September 2025, the annual labour turnover figure for the financial year 2025/2026 for the Council is 3.4%. 8.2. Analysis of Leavers and Exit Interviews: 156 employees left the Council who were eligible for an exit interview, this is a decrease of 63 when compared with the same period last year a total of 51 exit interviews were conducted which is an increase of 48 when compared with same period last year 9. Recruitment Monitoring 9.1. Information on Recruitment Monitoring for 1 July to 30 September 2025 is contained within Appendix 14. From an analysis of Equal Opportunities Monitoring Forms, the main points to note are:- overall, 6,504 applications and 6,501 completed Equal Opportunities Monitoring Forms were received of those applicants who declared themselves as disabled (494), 222 were shortlisted for interview and 23 were appointed of those applicants of a black/ethnic minority background (811), 221 were shortlisted for interview and 13 were appointed of those applicants who are veterans (61), 28 was shortlisted for interview and 3 were appointed 10. Employee Implications 10.1. There are no implications for employees arising from the information presented in this report. 9
Page 10
11. Financial Implications 11.1. All financial implications are accommodated within existing budgets. 12. Climate Change, Sustainability and Environmental Implications 12.1. There are no climate change, sustainability or environmental implications arising from the information presented in this report. 13. Other Implications 13.1. There are no implications for risk in terms of the information contained within this report. 14. Integrated Impact Assessment and Consultation Requirements 14.1. 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. 14.2. 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) 8 October 2025 Link(s) to Council Values/Priorities/Outcomes Accountable, effective, efficient and transparent Fair, open and sustainable Ambitious, self-aware and improving Excellent employer Focused on people and their needs Working with and respecting others Previous References Employee, Equalities, Diversity and Inclusion Forum – 27 August 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 10
Page 11
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 4.6 July 1.1 1.0 1.4 July 5.8 6.3 6.5 July 3.8 4.1 4.3 August 4.2 4.6 5.0 August 1.3 1.9 1.7 August 6.2 7.5 7.0 August 4.1 4.7 4.7 September 5.2 6.2 5.9 September 2.9 3.5 4.1 September 7.6 8.3 8.3 September 5.3 6.1 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 6.2 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-Sep 4.8 5.2 5.5 Average Apr-Sep 2.3 2.5 2.9 Average Apr-Sep 6.6 7.3 7.3 Average Apr-Sep 4.7 5.1 5.3 7196 4032 4400 15628 Council Wide No of Employees at 30 September 2025 No of Employees at 30 September 2025 Appendix 1 Absence Trends - 2023/2024, 2024/2025 & 2025/2026 Council Wide APT&C Teachers No of Employees at 30 September 2025 No of Employees at 30 September 2025 Manual Workers 11
Page 12
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 3.6 July 4.6 4.5 5.9 July 4.3 4.4 5.5 July 3.8 4.1 4.3 August 3.0 3.4 2.5 August 5.2 6.2 6.7 August 4.9 5.7 6.1 August 4.1 4.7 4.7 September 2.5 3.8 3.5 September 7.1 7.5 8.2 September 6.4 6.9 7.4 September 5.3 6.1 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 3.5 Annual Average 6.8 7.2 7.6 Annual Average 6.2 6.6 6.9 Annual Average 5.4 5.9 6.0 Average Apr-Sep 3.2 3.6 3.2 Average Apr-Sep 5.9 6.3 7.1 Average Apr-Sep 5.5 5.9 6.5 Average Apr-Sep 4.7 5.1 5.3 577 2835 3412 15628 Manual Workers Resource Total No of Employees at 30 September 2025 No of Employees at 30 September 2025 No of Employees at 30 September 2025 No of Employees at 30 September 2025 Appendix 2 Absence Trends - 2023/2024, 2024/2025 & 2025/2026 Community and Enterprise Resources APT&C Council Wide 12
Page 13
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 3.8 July 1.1 1.0 1.4 July 2.2 2.0 2.4 July 3.8 4.1 4.3 August 4.0 3.9 4.4 August 1.3 1.9 1.7 August 2.5 2.8 2.8 August 4.1 4.7 4.7 September 5.9 6.6 5.8 September 2.9 3.5 4.1 September 4.3 4.9 4.8 September 5.3 6.1 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-Sep 4.8 5.1 5.6 Average Apr-Sep 2.3 2.5 2.9 Average Apr-Sep 3.4 3.7 4.1 Average Apr-Sep 4.7 5.1 5.3 3158 4032 7190 15628 Appendix 3 Absence Trends - 2023/2024, 2024/2025 & 2025/2026 Education Resources Council WideAPT&C Teachers Resource Total No of Employees at 30 September 2025 No of Employees at 30 September 2025 No of Employees at 30 September 2025 No of Employees at 30 September 2025 13
Page 14
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 3.0 July 0.0 0.0 0.0 July 3.5 3.5 3.0 July 3.8 4.1 4.3 August 3.8 2.6 4.0 August 0.0 0.0 0.0 August 3.8 2.6 4.0 August 4.1 4.7 4.7 September 3.9 3.2 4.0 September 0.0 0.0 0.0 September 3.9 3.2 4.0 September 5.3 6.1 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 3.6 Annual Average 0.0 0.0 0.0 Annual Average 3.5 3.5 3.6 Annual Average 5.4 5.9 6.0 Average Apr-Sep 3.8 3.1 3.3 Average Apr-Sep 0.0 0.0 0.0 Average Apr-Sep 3.8 3.1 3.3 Average Apr-Sep 4.7 5.1 5.3 814 0 814 15628 Council WideManual Workers No of Employees at 30 September 2025 Resource Total No of Employees at 30 September 2025 Appendix 4 Absence Trends - 2023/2024, 2024/2025 & 2025/2026 Finance and Corporate Resources No of Employees at 30 September 2025 No of Employees at 30 September 2025 APT&C 14
Page 15
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 5.2 July 8.1 8.6 6.4 July 6.2 6.7 5.7 July 3.8 4.1 4.3 August 5.1 5.5 5.4 August 8.5 8.8 6.0 August 6.4 6.9 5.7 August 4.1 4.7 4.7 September 4.7 7.5 5.9 September 7.8 7.4 6.7 September 6.0 7.5 6.2 September 5.3 6.1 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 6.1 Annual Average 6.9 7.1 6.1 Annual Average 5.8 6.7 6.1 Annual Average 5.4 5.9 6.0 Average Apr-Sep 5.1 5.8 5.3 Average Apr-Sep 7.4 8.1 5.9 Average Apr-Sep 6.0 6.7 5.6 Average Apr-Sep 4.7 5.1 5.3 867 548 1415 15628 Appendix 5 Housing & Technical Resources Resource Total Absence Trends - 2023/2024, 2024/2025 & 2025/2026 APT&C Manual Workers Council Wide No of Employees at 30 September 2025No of Employees at 30 September 2025 No of Employees at 30 September 2025 No of Employees at 30 September 2025 15
Page 16
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 6.8 July 8.8 11.2 9.0 July 6.5 8.0 7.5 July 3.8 4.1 4.3 August 4.8 6.9 7.1 August 8.6 11.4 8.7 August 6.0 8.4 7.7 August 4.1 4.7 4.7 September 5.6 7.2 7.7 September 9.3 12.0 10.0 September 6.8 8.8 8.5 September 5.3 6.1 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 10.1 Annual Average 7.2 8.1 8.1 Annual Average 5.4 5.9 6.0 Average Apr-Sep 5.6 6.5 7.0 Average Apr-Sep 8.9 10.4 9.1 Average Apr-Sep 6.6 7.8 7.7 Average Apr-Sep 4.7 5.1 5.3 1780 1017 2797 15628 Appendix 6 Absence Trends - 2023/2024, 2024/2025 & 2025/2026 Social Work Resources APT&C Council WideResource TotalManual Workers No of Employees at 30 September 2025 No of Employees at 30 September 2025 No of Employees at 30 September 2025 No of Employees at 30 September 2025 16
Page 17
Appendix 7 Absence by long and short term From: 1 July to 30 September 2025 Community and Enterprise 3412 1.3 4.2 5.5 2.1 4.0 6.1 2.8 4.6 7.4 Education 7190 0.2 2.2 2.4 1.3 1.5 2.8 2.0 2.8 4.8 Finance and Corporate 814 0.7 2.3 3.0 1.6 2.4 4.0 1.1 2.9 4.0 Housing & Technical 1415 1.5 4.2 5.7 1.9 3.8 5.7 2.4 3.8 6.2 Social Work 2797 2.2 5.3 7.5 2.4 5.3 7.7 2.6 5.9 8.5 Council Overall for July to September 2025 15628 1.0 3.3 4.3 1.7 3.0 4.7 2.3 3.8 6.1 August 2025 Total Short Term % Total Long Term % Resource Total Absence % September 2025 Total Short Term % Total Long Term % Resource Total Absence % Resource No of employees Resource Total Absence % July 2025 Total Short Term % Total Long Term % 17
Page 18
From : 1 September 2025 to 30 September 2025 Total WDL % Total WDL % Total WDL % Total WDL % Total WDL % Musculoskeletal 1544 29 1134 17 65 11 490 29 806 20 4039 22 Psychological 1579 30 2439 36 356 58 502 30 1672 42 6548 36 Stomach, Bowel, Blood, Metabolic Disorders 485 9 818 12 26 4 97 6 376 9 1802 10 Respiratory 463 9 819 12 79 13 227 14 366 9 1954 11 Other Classification 1169 22 1492 22 88 14 365 22 780 20 3894 21 Total Days Lost By Resource 5240 100 6702 100 614 100 1681 100 4000 100 18237 100 Total Work Days Available From : 1 September 2024 - 30 September 2024 Total WDL % Total WDL % Total WDL % Total WDL % Total WDL % Musculoskeletal 1429 30 1122 17 66 14 626 32 899 21 4142 23 Psychological 1177 25 2222 33 147 31 590 30 1498 35 5634 31 Stomach, Bowel, Blood, Metabolic Disorders 543 11 677 10 39 8 220 11 526 12 2005 11 Respiratory 405 9 991 15 100 21 187 10 569 13 2252 12 Other Classification 1183 25 1718 26 122 26 331 17 743 18 4097 23 Total Days Lost By Resource 4737 100 6730 100 474 100 1954 100 4235 100 18130 100 Total Work Days Available Finance and Corporate Housing and Technical Resources 137247 70720 138985 15367 69051 14944 26089 Finance and Corporate 26901 47317 Appendix 8 Attendance Monitoring Absence Classification Reasons Community and Enterprise Resources Social Work Resources Total WDL By Reason 48396 Education Resources Percentage Housing and Technical Resources Education Resources Reasons Community and Enterprise Resources Social Work Resources Total WDL By Reason Percentage 18
Page 19
Appendix 9 Teachers Others 79 18 47 15 52 145 70 26 48 9 61 104 Jul-Sep 2024 Jul-Sep 2025 Jul-Sep 2024 Jul-Sep 2025 Jul-Sep 2024 Jul-Sep 2025 125 129 58 115 1 2 47 39 115 180 0 17 72 81 18 22 0 0 10 29 43 44 0 1 46 53 106 161 Social Work 2 12 113 128 340 522 Not Disclosed 18 67 413 459 Total 21 99 Reason Jul-Sep 2024 Jul-Sep 2025 Work Stress 34 25 Addicition 3 0 Personal 45 33 Anxiety/Depression 65 74 Bereavement 11 15 Total 158 147 Finance and Corporate Education Community and Enterprise Resource Housing and Technical Occupational Health Reports From: 1 July 2025 - 30 September 2025 comparison with 1 July 2024 - 30 September 2024 Medical Referrals Community and Enterprise Education Finance and Corporate Housing & Technical Social Work Totals Total (Jul-Sep 2025) 356 Total (Jul-Sep 2024) 318 No of Employees Referred For Physiotherapy No of Employees Referred To Employee Support Officer No of Employees Referred For Cognitive Behavioural Therapy Resource Resource Community and Enterprise Community and Enterprise Education (Teachers) Education Education (Others) Finance and Corporate Analysis of Counselling Referrals by Cause Total Finance and Corporate Housing and Technical Housing and Technical Social Work Social Work Total 19
Page 20
Jul-Sep 2024 Jul-Sep 2025 Jul-Sep 2024 Jul-Sep 2025 Jul-Sep 2024 Jul-Sep 2025 Jul-Sep 2024 Jul-Sep 2025 Jul-Sep 2024 Jul-Sep 2025 Jul-Sep 2024 Jul-Sep 2025 Specified Injury 2 0 0 0 0 0 0 0 0 0 2 0 Specified Injury (Violence) 0 0 1 0 0 0 1 0 0 0 2 0 Total Specified Injury* 2 0 1 0 0 0 1 0 0 0 4 0 Over 7 Day 6 0 2 0 0 0 3 1 4 0 15 1 Over 7 Day (Violence) 0 0 0 0 0 0 0 0 0 0 0 0 Total Over 7 Day** 6 0 2 0 0 0 3 1 4 0 15 1 Over 3 Day 1 0 0 0 0 0 0 0 2 0 3 0 Over 3 Day (Violence) 0 0 0 0 0 0 0 0 0 0 0 0 Total Over 3 Day** 1 0 0 0 0 0 0 0 2 0 3 0 Minor Injury 24 28 38 34 0 1 7 1 8 19 77 83 Near Miss 4 6 3 17 0 0 0 0 2 4 9 27 Violence (Physical) 6 7 210 352 0 0 0 0 7 9 223 368 Violence (Verbal) 3 3 24 31 0 0 1 6 9 10 37 50 Total Minor*** 37 44 275 434 0 1 8 7 26 42 346 528 Total Finalised 46 44 278 434 0 1 12 8 32 42 368 529 Accident 0 0 0 0 0 0 0 0 0 0 0 0 Incident 0 0 1 0 0 0 0 0 0 0 1 0 Violence (Physical) 0 0 0 0 0 0 0 0 1 0 1 0 Violence (Verbal) 0 0 0 0 0 0 0 0 0 0 0 0 Near Miss 0 0 0 0 0 0 0 0 0 0 0 0 Total to be investigated**** 0 0 1 0 0 0 0 0 1 0 2 0 Total Events/Month 46 44 279 434 0 1 12 8 33 42 370 529 Appendix 10 Analysis of Accidents / Incidents From: 1 July 2025 - 30 September 2025 comparison with 1 July 2024 - 30 September 2024 Accidents by Month of Occurrence Community and Enterprise Education Finance and Corporate Housing & Tech Social Work TOTAL **Over 3 Day /Over 7 Day absence relates to events outwith the specified injury category that resulted in an absence or inability to do normal work for more than 3/7 days (not including day of injury) ***A minor injury is an injury not covered by Over 7 day, Over 3 day or Specified ****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 20
Page 21
APT&C Manual / Craft Teachers Total APT&C Manual / Craft Teachers Total Community and Enterprise 0 13 N/A 13 0 0 N/A 0 0 13 N/A 13 4 5 4 69% 13.69 Education 1 0 0 1 0 0 0 0 1 0 0 1 0 0 1 0% 1 Finance and Corporate 1 0 N/A 1 1 0 N/A 1 0 0 N/A 0 0 1 0 100% 1 Housing and Technical 0 4 N/A 4 0 0 N/A 0 0 4 N/A 4 2 1 1 75% 4 Social Work 2 22 N/A 24 1 2 N/A 3 1 20 N/A 21 8 3 13 46% 24 Total (Jul-Sep 2025) 4 39 0 43 2 2 0 4 2 37 0 39 14 10 19 56% 43 Total (Jul-Sep 2024) 15 13 4 32 3 0 0 3 12 13 4 29 5 12 15 53% 32 APT&C Manual/ Craft Teachers Total APT&C Manual/ Craft Teachers Total APT&C Manual/ Craft Teachers Total Total (Jul-Sep 2025) 1 0 0 1 0 0 0 0 0 0 0 0 1 0 0 1 0 Total (Jul-Sep 2024) 0 2 0 2 0 0 0 0 0 0 0 0 0 2 0 2 0 *Resources nil responses are not included in figures Appeal's Panel From: 1 July - 30 September 2025 Appeal's Panel Total 0 Not Upheld Total Appeals Pending 1 Withdrawn 1 Resource Resource Action Taken Upheld Upheld in Part Manual/ Craft Outcome of Disciplinary Hearings Manual/ Craft Upheld APT&C Upheld in Part Teachers % Held within 6 Weeks No of Appeals No Action APT&C 4-6 6+3Teachers Total No of Disciplinary Hearings 010 Appendix 11 Outcome of Appeals Not Upheld From: 1 July 2025 - 30 September 2025 comparison with 1 July 2024 - 30 September 2024 Appeals pending to date Record of Disciplinary Hearings No of weeks to convene Disciplinary Hearing Total 21
Page 22
Appendix 12a Record of Grievances From: 1 July 2025 - 30 September 2025 comparison with 1 July 2024 - 30 September 2024 Grievances No of Grievances No Resolved at Stage 1 No Resolved at Stage 2 No Resolved at Stage 3 Still in Process Total (Jul-Sep 2025) 6 0 0 0 6 Total (Jul-Sep 2024) 5 0 3 0 2 Dignity at Work From: 1 July 2025 - 30 September 2025 comparison with 1 July 2024 - 30 September 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 (Jul-Sep 2025) 7 0 0 0 0 7 Total (Jul-Sep 2024) 10 1 6 0 0 3 Referrals for Workplace Mediation As at September 2025 Workplace Mediation Jul-25 Aug-25 Sep-25 No of Referrals 2 0 0 *No of Successful Cases 0 1 1 *No of Unsuccessful Cases 0 0 0 No of cases unsuitable for mediation 1 2 0 Workplace Mediation Jul-24 Aug-24 Sep-24 No of Referrals 0 1 0 *No of Successful Cases 0 0 0 *No of Unsuccessful Cases 0 0 0 No of cases unsuitable for mediation 0 0 1 *successful/unsuccessful case outcomes may be shown outwith the month they were referred. Appendix 12b 22
Page 23
Appendix 13 From 1 July 2025 - 30 September 2025 Reason for leaving Community and Enterprise Education Finance and Corporate Housing & Technical Social Work Total % Career Advancement 7 32 1 0 9 49 31% Personal Reasons 14 8 2 1 8 33 21% Further Education 1 6 0 3 0 10 6% Moving outwith area 1 4 0 0 4 9 6% Child Caring / Caring Responsibilities 2 2 1 0 1 6 4% Disatisfaction with terms and conditions 0 2 0 2 0 4 2% Poor relationship with managers / colleagues 0 0 1 0 0 1 1% Travelling difficulties 0 0 0 1 0 1 1% Other 9 22 0 3 9 43 28% Total no. of leavers per Resource eligible for an exit interview 34 76 5 10 31 156 100% Number of exit interviews conducted 10 26 2 2 11 51 % of leavers interviewed 29% 34% 40% 20% 35% 33% From 1 July 2024 - 30 September 2024 Total no. of leavers per Resource eligible for an exit interview 68 107 4 18 22 219 Number of exit interviews conducted 2 1 0 0 0 3 % of leavers interviewed 3% 1% 0% 0% 0% 1% * Note these totals include temporary employees Analysis of leavers and exit interviews 23
Page 24
Appendix 14 Applied Interviewed Appointed % of Applicants interviewed % of Applicants appointed % of Interviewees appointed 6501 2659 463 41% 7% 17% 2482 700 119 28% 5% 17% 4019 1956 345 49% 9% 18% 494 222 23 45% 5% 10% 5470 2187 394 40% 7% 18% 779 414 67 53% 9% 16% 811 221 13 27% 2% 6% 1057 314 22 30% 2% 7% 5038 2036 344 40% 7% 17% 61 28 3 46% 5% 11% Applied Interviewed Appointed % of Applicants interviewed % of Applicants appointed % of Interviewees appointed 2013 567 152 28% 8% 27% 826 201 39 24% 5% 19% 1182 352 103 30% 9% 29% 62 20 3 32% 5% 15% 1684 436 104 26% 6% 24% 317 120 37 38% 12% 31% 1754 512 139 29% 8% 27% 232 41 2 18% 1% 5% 18 4 1 22% 6% 25% Recruitment Monitoring Analysis of Gender, Disability, Ethnicity and Age From : 1 July 2025 - 30 September 2025 Total Number of applications received: 6504 Total Number of Equal Opportunities Monitoring forms received: 6501 Total Number of posts advertised: 234 Total Number of appointments: 467 Gender / Disability / Age Total EO Forms Received Total No of Male Applicants Total No of Female Applicants Total No of Disabled Applicants Total No of applicants aged under 50 Total No of applicants aged over 50 Total No of Minority Ethnic applicants* Total No of BME applicants Total No of White applicants** Total No of Veteran applicants *includes Mixed, Asian, Black, White (Irish, Polish, Gypsy/Traveller, Roma, Showman/Showwoman, other From : 1 July 2024 - 30 September 2024 Total Number of applications received: 2048 ** includes White Scottish and White Other British Total No of applicants aged under 50 Total Number of Equal Opportunities Monitoring forms received: 2013 Total Number of posts advertised: 268 Total Number of appointments: 167 Total No of applicants aged over 50 Total No of White applicants Total No of Black/Ethnic minority applicants* Total No of Veteran applicants *Black/Ethnic Minority applicants includes Mixed, Asian, Black and other backgrounds. Gender / Disability / Age Total EO Forms Received Total No of Male Applicants Total No of Female Applicants Total No of Disabled Applicants 24
Page 25
Report Agenda Item Report to: Employee, Equalities, Diversity and Inclusion Forum Date of Meeting: 5 November 2025 Report by: Executive Director (Finance and Corporate Resources) and Executive Director (Education Resources) Subject: Education Resources - Workforce Monitoring – 1 July to 30 September 2025 1. Purpose of Report 1.1. The purpose of the report is to:- [purpose] provide employment information for 1 July to 30 September 2025 relating to Education Resources [1purpose] 2. Recommendation(s) 2.1. The Forum is asked to approve the following recommendation(s):- [recs] (1) that the following employment information for 1 July to 30 September 2025 relating to Education Resources be noted:- attendance statistics occupational health accident/incident statistics discipline, grievance and Dignity at Work cases analysis of leavers and exit interviews [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 Education Resources provides information on the position for 1 July to 30 September 2025. 4. Monitoring Statistics 4.1. Attendance Statistics (Appendix 1) Information on absence statistics is analysed for the month of September 2025 for Education Resources. The Resource absence figure for September 2025 was 4.8%, this figure has increased by 2.0% higher than the previous month and 1.3% lower than the Council- wide figure. Compared to September 2024, the Resource absence figure has decreased by 0.1% Based on the absence figures in September 2025 and annual trends, the annual average absence for the Resource for 2025/2026 is 5.1%, compared to a Council- wide average figure of 6.0%. 5 25
Page 26
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 works 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, overall, 403 referrals were made this period. This represents an increase of 66 when compared with the same period last year. 4.3. Accident/Incident Statistics There were 434 accidents/incidents recorded and investigated within the Resource during this period. 4.4. Discipline, Grievance and Dignity at Work (Appendix 2) During the period, 1 disciplinary hearing was held within the Resource; this figure has decreased by 5 compared to the same period last year. No appeals were heard by the resource, and no appeals were pending; these figures have remained the same when compared to last year. No grievances were raised within the Resource; this figure has decreased by 1 when compared to the same period last year. One Dignity at Work complaint was raised within the Resource; this figure has decreased by 2 when compared to the same period last year. 4.5. Analysis of Leavers (Appendix 2a) There was a total of 76 leavers this period eligible for an exit interview. This figure has decreased by 31, when compared with the same period last year. Twenty-six exit interviews were conducted in this period; this figure has increased by 25 when compared to the same period last year. 5. Employee Implications 5.1. There are no implications for employees arising from the information presented in this report. 6. Financial Implications 6.1. All financial implications are accommodated within existing budgets. 7. Climate Change, Sustainability and Environmental Implications 7.1. There are no Climate Change, Sustainability and Environmental Implications in terms of the information contained within this report. 8. Other Implications 8.1. There are no implications for sustainability or risk in terms of the information contained within this report. 9. Integrated Impact Assessment and Consultation Requirements 9.1. 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. 9.2. There was no requirement to undertake any consultation in terms of the information contained in this report. 26
Page 27
Jackie Taylor Executive Director (Finance and Corporate Resources) Lyndsay McRoberts Executive Director (Education Resources) 8 October 2025 Link(s) to Council Values/Priorities/Outcomes Accountable, effective, efficient and transparent Fair, open and sustainable Ambitious, self-aware and improving Excellent employer Focused on people and their needs Working with and respecting others Previous References Employee Issues Forum – 20 August 2024 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: (Tel: 01698 454647) E-mail: 27
Page 28
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 3.8 July 1.1 1.0 1.4 July 2.2 2.0 2.4 July 3.8 4.1 4.3 August 4.0 3.9 4.4 August 1.3 1.9 1.7 August 2.5 2.8 2.8 August 4.1 4.7 4.7 September 5.9 6.6 5.8 September 2.9 3.5 4.1 September 4.3 4.9 4.8 September 5.3 6.1 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-Sep 4.8 5.1 5.6 Average Apr-Sep 2.3 2.5 2.9 Average Apr-Sep 3.4 3.7 4.1 Average Apr-Sep 4.7 5.1 5.3 3158 4032 7190 15628 Appendix 1 Absence Trends - 2023/2024, 2024/2025 & 2025/2026 Education Resources Council WideAPT&C Teachers Resource Total No of Employees at 30 September 2025 No of Employees at 30 September 2025 No of Employees at 30 September 2025 No of Employees at 30 September 2025 28
Page 29
Jul - Sep Jul - Sep 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 115 180 REFERRALS TO COGNITIVE BEHAVIOUR THERAPY 0 17 TOTAL 337 403 Jul - Sep Jul - Sep 2024 2025 Specified Injuries* 1 0 Over 7 day absences 2 0 Over 3 day absences** 0 0 Minor 38 34 Near Miss *** 3 17 Violent Incident: Physical**** 210 352 Violent Incident: Verbal***** 24 31 Total Accidents/Incidents 278 434 Jul - Sep Jul - Sep 2024 2025 Total Number of Hearings 6 1 Time Taken to Convene Hearing October - Jul to Sep 2025 # 0-3 Weeks 4-6 Weeks Over 6 Weeks 0 0 1 Jul - Sep Jul - Sep 2024 2025 Number of Grievances 1 0 Number Resolved at Stage 2 1 0 Jul - Sep Jul - Sep 2024 2025 Number of Incidents 3 1 Number Resolved at Formal Stage 3 0 Still in Process 0 1 29 21 Appendix 2 EDUCATION RESOURCES 74 65 RECORD OF DIGNITY AT WORK 119 120 CAUSE OF ACCIDENTS/INCIDENTS *A Specified Injury is any fracture (other than to the fingers, thumbs or toes), amputation, loss of sight, serious burns, crushing injury, scalping, loss of consciousness caused by asphyxiation/ head injury, a chemical or hot metal burn to the eye or penetrating injury as defined by the HSE. **Over 3 day / over 7day absence is an injury sustained outwith specified injury category that results in a period of absence of absence as defined by the HSE. ***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 ****Physical violent incidents are included in the "Specified" figures, where applicable, to provide the ****Physical violent incidents and ***** Verbal Violent Incidents are included in the "Over 3-day or Over 7- day" figures, where applicable, to provide the "Total Over 3-day or Over 7-day" figures. ****Physical Violent Incidents and ***** Verbal Violent Incidents are included in the "Minor" figures, where applicable, to provide the "Total Minor" figures. RECORD OF DISCIPLINARY HEARINGS RECORD OF GRIEVANCE HEARINGS 29
Page 30
Jul - Sep Jul - Sep 2024 2025 Career Advancement 0 32 Child Caring / Caring Responsibilities 0 2 Disatisfaction with terms and conditions 0 2 Further Education 0 6 Moving outwith area 1 4 Personal Reasons 0 8 Other 106 22 Total Number of Leavers Eligible for Exit Interview 107 76 Number of Exit Interviews conducted 1 26 Percentage of interviews conducted 1% 34% ANALYSIS OF REASONS FOR LEAVING Appendix 2a EDUCATION RESOURCES 30
Page 31
Report Agenda Item Report to: Employee, Equalities, Diversity and Inclusion Forum Date of Meeting: 5 November 2025 Report by: Executive Director (Education Resources) Subject: Annual Report on Mainstreaming Equalities and Diversity - Education Resources 1. Purpose of Report 1.1. The purpose of the report is to:- [purpose] update the Forum on the strategic and operational work being undertaken and planned by Education Resources to meet the commitments within the Mainstreaming Equalities report 2025 to 2029 2. Recommendation(s) 2.1. The Forum is asked to approve the following recommendations:- [recs] (1) that the work being undertaken by Education Resources in terms of mainstreaming equalities be noted. 3. Background 3.1. Earlier this year, the Council published its Mainstreaming Equalities Report 2025 to 2029. There are 5 Equality Outcomes set for 2025 to 2029 with a focus on actions to produce results intended to achieve specific and identifiable improvements in people’s life chances. In addition, as part of the Council’s ongoing approach to mainstreaming equalities, it will continue to work towards the objectives set out in the Council Plan, Connect, as shown below. 6 31
Page 32
The 5 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 well-being is improved through increased awareness and preventative action. Equality Outcome 3 To ensure that Education Resources has fully embedded the United Nations Convention on the Rights of the Child (UNCRC) in all our actions from 2025 to 2029. This is to ensure Education Services are aligned with the UNCRC (Incorporation) (Scotland) Bill. Equality Outcome 4 Prevent homelessness from occurring where possible, thus reducing its impact. Equality Outcome 5 Improve the health, care and well-being for the most vulnerable in the communities of South Lanarkshire. 3.2. Education Resources leads on outcome 3, and work continues at pace to ensure that the service is fully compliant with The UNCRC (Incorporation) (Scotland) Act 2024. This Act places a duty on local authorities to respect and protect children’s rights in all that we do. 3.3. Education Resources has recently developed and launched its refreshed Making Rights Real toolkit, which is supporting rights-based education in the curriculum and across early learning and childcare, primary and secondary establishments. The toolkit has been well received by staff. 3.4. Mossneuk Primary became the first school to achieve accreditation using this new resource, which demonstrates their commitment to taking a rights-based approach. All learners are actively involved in Pupil Leadership Groups, including the Rights Pupil Steering Group, Communities Groups and Charities Groups. Learning experiences regularly include aspects of Rights-Based Learning and Global Goals. 3.5. A competition was held involving learners at all stages, and an updated Playground Charter, which reflects the refreshed school values, was launched in January 2025. Banners are in place in the playground to ensure all stakeholders are aware of the refreshed Playground Charter. A New Rights in Mossneuk logo was created by members of the Rights Pupil Steering Group and is on display in the front entrance hall and on displays in the main corridor. Opportunities for all pupils to engage with the UNCRC are included in the revised Health and Wellbeing framework. 32
Page 33
3.6. Opportunities for parents to be made more aware of the UNCRC and the legislation in place from July 2024 are provided through regular school newsletters, which include Rights and Global Goal of the Month and updates from the Rights Pupil Steering Group. A Parent and Carer Information Session were led by the Rights Pupil Steering Group in March 2025. A Rights Newsletter for parents and carers was developed and issued in June 2025. 3.7. A new UNCRC e-Learning module has been created by our children and young people and has been made available across all public and third sector partners. This training puts children and young people at the heart of our rights-based practice and takes the form of a videoed webinar that informs staff in an entertaining way of the key messages in the UNCRC (Incorporation) (Scotland) Act 2024. 3.8. Children and young people are more involved in the planning, delivery and participation in our events. In June 2025, Psychological Services worked with Schools to create a very Successful Hear My Voice event in the Banqueting Hall. Pupils from over 30 schools attended and showcased the work taking place on pupil engagement and participation as part of the attachment strategy. Many of the pupils who attended are attachment ambassadors within their own schools and respond well to being given this leadership opportunity. The event was highly successful, and another pupil-led event is scheduled for June 2026. 3.9. The young people’s group, The Wellbeing Warriors, were at the heart of a conference in March, helping to share good practice in schools across South Lanarkshire to support emotional wellbeing. The event also helped highlight other important supports that were available to support children and young people’s mental health and emotional wellbeing. The event was attended by both local and national organisations, including a representative from the Mental Health Directorate at the Scottish Government. 3.10. Education Resources are currently updating Treat Me Well, the anti-bullying guidance for schools and as part of this process, pupils from 12 schools, primary, secondary and Additional Support Needs (ASN) have given their views to help shape the new policy. As a result of this, pupils will lead on creating leaflets and posters to support the rollout of our new policy. 3.11. The school counselling service continues to offer vital support to young people across South Lanarkshire, with 1,745 children being supported and a robust system in place to ensure equity of provision across the Council. 3.12. The monitoring of counselling and community mental health and wellbeing support and services includes data collection of at-risk groups accessing the services; those at higher risk of mental health issues, which may include LGBT+ young people, ethnic minorities, deaf communities, young parents and carers, children with learning disabilities or complex needs, care-experienced young people, etc. This is to ensure that services can continue to adapt and ensure that all communities are included. 33
Page 34
3.13. Education Resources continues to progress the South Lanarkshire Council (SLC) priority of ensuring that Equality, Equity and Inclusion is at the heart of our service provision. In terms of supporting the local application of national policy, a revised Inclusion and Equality Framework, which includes an update to Staged Intervention, was launched at the Education Inclusion conference in September 2024, together with resources for “Relationship-Based Tools and Approaches to Positive Behaviour and Emotional Regulation” to support practitioners in establishments. The Framework for Inclusion and Equality ensures that schools have the knowledge and support to fulfil their duties under the Education (Additional Support for Learning) (Scotland) Act 2004 and the Equality Act (2010). 3.14. The service continues to focus Equalities work in the following 6 areas where inequality can cause the greatest impact on wellbeing: - 3.15. Inclusive Education Services and the Curriculum and Quality Improvement Service worked together to assist schools in developing a cohesive framework in place, which draws together the main elements of the UNCRC, Rights and Equalities and Sustainability. 4. Race Equality and Anti-Racism 4.1. Schools continue to use the Framework for developing an Anti-Racist and Decolonised Curriculum to support their work in this area. They also continue to make use of materials on the Anti-Racism section of the Staff Learning Centre, and some are requesting specific Career-Long Professional Learning (CLPL) sessions from a Development Officer for their staff. The Equalities Network, with a particular focus on Anti-Racism, continues to run once a term and has representation from 15 secondary schools and 30 primary schools. This group have been sharing ideas around Equalities policy making, good practice and has benefited from presentations from external speaker Dr Khadija Mohammed to develop an understanding of the work being done at the national level around Anti-Racism. 4.2. A strong focus on anti-racism education has led to impactful initiatives, particularly within the Hamilton Learning Community, where 5 primary schools collaborated on a structured learning programme designed to build awareness and understanding of racism. Younger pupils explored stories fostering empathy, while older pupils examined the complexities of racism and the principles of active anti-racism. Primary 7 students expressed their learning through collaborative posters featuring influential people of colour, reinforcing the importance of representation and awareness. 34
Page 35
4.3. The initiative culminated in a transition learning session at Woodside Primary School, where pupils had the opportunity to present their projects and engage in peer discussions. Hamilton Grammar staff observed the session to ensure continuity in antiracism education as students’ progress into secondary learning, strengthening their commitment to inclusive education. 4.4. South Lanarkshire schools continue to shape learning environments where respect and inclusion are centred, and school communities embed a proactively anti-racist approach. 5. Poverty 5.1. In South Lanarkshire Council Schools:- 19.7% of learners live in Scottish Index of Multiple Deprivation 1 (SIMD1) or Multiple Deprivation 2 (SIMD2) areas (2023/2024) 21.5% are entitled to Free School Meals (based on P6 to P7 pupils for 2023/2024) 5.2. Closing the poverty-related gap continues to be a major National and local driver. The Strategic Equity Fund continues to be effectively used across several workstreams to close the poverty-related attainment gap and ensure equity across establishments. The positive destination data shows that South Lanarkshire’s rate is 96.4%. South Lanarkshire sits above the national average and places 10th within the 32 Local Authorities. Positive destination data for care-experienced young people and young people residing in our most deprived areas is above the national average. 5.3. South Lanarkshire Education Resources continues to focus on supporting young people to overcome any disadvantage and take forward ambitious targets for excellence and equity. Locally identified stretch aims, including Equity targets focused on the gap between learners in SIMD quintile 1 and SIMD quintile 5, have been set, and progress is regularly reported to the Education Resources Committee. 5.4. South Lanarkshire's Cost of the School Day Guidance was launched at a Conference in March 2024. All schools and Early Years establishments were invited, and evaluations of the event were very positive. Since the launch, all schools have submitted their Cost of the School Day policy and are showing in their everyday practice that they are taking on board the Guidance. 5.5. South Lanarkshire is featured on the Child Poverty Action Group website for the commitment shown to reducing financial barriers to education. Schools are continuing to develop innovative ways to ensure no child is disadvantaged at school. An Equity Hub has been developed, which includes all resources related to reducing financial barriers, and schools are supported in this area by Continuous Quality Improvement Specialist (CQIS) officers. 35
Page 36
5.6. Innovative practice includes St John Ogilvie High, which has launched a discrete online portal for parents to request support with items such as prom outfits, winter jackets, toiletries and schoolbags. They have an equity newsletter to keep the whole school community informed of any new developments. The school can supply winter clothing pack, containing good quality warm winter jackets, and subsidise the cost of any school trips to allow all pupils to participate. They have Cost of the School Day ambassadors who promote equity initiatives across the school. Their involvement in assemblies, awareness campaigns and school events has reduced stigma and encouraged pupils to take advantage of the support on offer. 5.7. Neilsland Primary have recently been recognised by Education Scotland for the work they are doing to support families affected by poverty and the cost-of-living crisis. Using the Pupil Equity Fund (PEF), the school introduced universal supports such as a free breakfast club, uniform and clothing banks, free after-school clubs, an Information and Communication Technology (ICT) lending library and free stationery. The impact has increased whole school attendance as well as attendance for pupils receiving free school meals. 6. Care Experienced Children and Young People. 6.1. South Lanarkshire remains committed to The Promise Champions Board. South Lanarkshire continues to benefit from the Care Experienced Children and Young People Fund, which partners the Strategic Equity Fund. 6.2. One workstream is the Teachers for Care Experienced Children. This enhanced staffing has been in place for 3 years, and the team is managed by Senior Managers of Pupil Support as part of the specialist support teams. As well as focusing on attainment, the teachers’ role has broadened into being an integral part of the team around the child meetings and advocating for young people. 6.3. The other initiative within education is one of the Inclusion Officers acting as the Lead for Care-experienced Children and Young People in a Virtual Headteacher role. The officer maintains an overview of all care-experienced children in the authority and monitors the main target areas as outlined in the stretch aims: exclusion, attainment, and attendance. In addition, there are regular meetings with the Designated Senior Managers in schools to discuss best practice, develop guidance, keep them up to date with developments, build skills and capacity. 6.4. The virtual Headteacher is working closely with the Promise thematic group within the Children’s Services Planning structure to ensure that plans are coordinated across agencies and focused on the main elements of the Promise. This support has meant that more pupils are achieving National 5 awards, fewer pupils are being excluded from school, and their attendance in school is improving. 7. Lesbian, Gay, Bisexual, and Transgender (LGBT) Inclusive Education 7.1. In August 2024, the e-learning module Delivering LGBT Inclusive Education was added to the teachers' mandatory training list. Almost 1,200 teachers have completed the training so far, with over 143 schools registered on the platform. 7.2. In addition, the stage 2 training, which involves the whole staff team auditing the curriculum and ensuring that a windows and mirrors approach to equalities work is embedded. Three secondary schools and 3 primary schools have undertaken this to ensure their approach to Equalities work is embedded throughout the curriculum. 36
Page 37
7.3. In addition, this year, Psychological Services is completing its Lesbian, Gay, Bisexual, and Transgender Youth Sexualities (LGBTYS) silver charter award to ensure that staff have the knowledge and confidence to fully support LGBT young people. A resource leaflet for school staff is being developed with the input from young people. 7.4. In January 2025, Time for Inclusive Education (TIE) launched a new resource Digital Discourse Initiative at Cathkin High, with cabinet secretary Jenny Gilruth also in attendance. The resource is aimed at helping teachers understand online platforms where young people may be exposed to hate speech and harassment, and how to counter this. 7.5. Staff at Cathkin High School had noticed an increase in young people using disrespectful language to each other. All staff have now been trained in how to interrupt and challenge this. 7.6. Cathkin also reinforce this work through building anti-discrimination topics into the curriculum. For example, the English Department have developed a programme using texts to explore and challenge different topics. S1 Identity, S2 Racism and S3 misogyny. 7.7. The new draft of our anti-bullying policy, Treat Me Well, due to be issued in November 2025 has an enhanced section on prejudice-based bullying with links to resources and guidance on recording instances of bullying motivated by prejudice towards sexual orientation and/or gender identity. 8. Gender Based Violence 8.1. Mentors in Violence Prevention (MVP) continues to run successfully in almost all of SLC Secondary Schools. Each school has an MVP co-ordinator who is invited to a network meeting termly in order to share good practice and keep up to date with any national updates. The network was also attended by one of Education Scotland’s national co-coordinators to help support and answer any questions. 8.2. Another 30 staff were trained in May 2025, including 4 staff from Youth and Family Community Learning, as we aim to embed this programme in community groups as well as education. In addition, the Council will be working with Education Scotland and piloting MVP training with a cohort of probationer teachers in October 2025. 8.3. In June, Education Scotland, in partnership with Renfrewshire Council, organised a Youth Assembly titled Gender Based Violence: Action for Change in Paisley Town Hall. The Violence Against Women and Girls (VAWG) partnership provided funding for a coach to take 27 MVP mentors from 8 secondary schools to this highly anticipated event, which featured a keynote speech from Jackson Katz, founder of the MVP programme, visiting from America. His speech on the power of individuals to stand up and make change happen was very inspiring. 37
Page 38
8.4. Our seniors participated well in youth-led workshops in the afternoons and met with other MVP mentors from different local authorities. We hope attendance at this event will help MVP be even more successful in SLC next session. 8.5. Last year at the Inclusion conference in September 2024, MVP mentors from Calderside and Hamilton Grammar spoke to Headteachers about the impact of the programme on younger pupils and how it develops their own leadership skills 8.6. Scotland’s overarching strategy for reducing violence against women and girls is Equally Safe, which also includes the specific Education framework Equally Safe In Schools, an online intervention for secondary schools to help build confidence and skills in responding to sexual harassment. 6 of our secondary schools are registered with this programme and working with Rape Crisis Lanarkshire to embed further. 8.7. The Behaviour in Scottish Schools Research, published November 2023, identified an increase in teachers reporting sexual harassment between pupils; 18% of staff surveyed reported experiencing sexual harassment /abuse between pupils in the last week. However, data from the Bullying and Equalities Module shows very few incidents motivated by sexism being recorded in South Lanarkshire Schools. 8.8. To address this, the Education staff are working with the VAWG partnership to deliver a conference in November 2025. The conference will feature renowned keynote speakers Laura Bates and Michael Conroy. Young people who act as MVP mentors will be invited to attend, and pupils from Lesmahagow, and St Andrew’s and St Bride’s will present on the impact of MVP within their schools. 8.9. There will also be a focus on Equally Safe in schools with the aim of all schools being registered with the programme by the end of 2025, and South Lanarkshire having a clear focus on how early intervention and prevention should develop across the local authority. 9. Supporting Children and Young People with Disability and Additional Support Needs 9.1. South Lanarkshire educational establishments gained National Recognition for their inclusive practice, winning 2 out of 4 categories in the Success Looks Different awards. The Success Looks Different awards were launched in 2022 following the Morgan Review to celebrate the achievements of all pupils in an educational establishment, especially those with ASN. The awards contribute to the Scottish Government’s Additional Support for Learning Plan. Establishments had to ensure this year’s submission was co-produced with children and young people. 9.2. Winners in the Early Years Category were the Early Learning Unit ASN Nursery in Hamilton, which impressed the judges with the clear focus on displaying daily achievements and recognising success both at home and nursery. 9.3. Duncanrig Secondary were worthy winners of the secondary award with their ASN Support Base really impressing the judges with the emphasis on pupil voice and the creative way in ensuring all pupils can achieve, and how their displays focused on celebrating pupils’ success. 38
Page 39
9.4. Duncanrig Secondary achieved another first this year by being the first South Lanarkshire School to welcome an assistance dog. An S6 pupil, with a diagnosis of autism spectrum disorder (ASD) and anxiety, had found it very hard to attend school. The dog Storm was fully trained by a registered organisation and accompanied the young person to class in school. Having this support in school significantly reduced the young person’s anxiety, and she was able to return to school and then make a successful transition to college. The school community took the arrival of Storm in their stride, and our first assistance dog was a great success. 9.5. As the number of children diagnosed with ASD continues to rise, Inclusive Education Services continually revise their training offer to schools. Training developed by the National Autism Implementation Team (NAIT) is being rolled out to all our primary schools. The training we were expecting will allow all primary schools in South Lanarkshire to send 1 member of staff who can lead on the strategies within their establishments. 9.6. In addition, training specifically for new P1 teachers, Let’s Not Just See How It Goes, has been delivered to over 200 teachers so far. The training aims to help schools develop a neuro-affirming approach and embed 6 key messages. 9.7. In addition, our plan for 2025/2026 is to further embed the Circle Framework within our schools. This is a resource developed by a partnership including Queen Margaret University, National Health Service (NHS) Lothian, and local authorities, which helps teachers ensure their classrooms are set up to be inclusive as part of a whole school approach to supporting all learners. In November 2024, a successful training event was led by West Partnership and attended by teachers from both the primary and secondary sectors. An Inclusive learning approaches training offer for schools has been developed for the session 2025/2026. 9.8. As part of our Workforce Development, ASN awareness and strategies are now embedded in probationer induction and leadership development programmes. School Support Assistants benefited from targeted training in child development, emotional coaching, and wellbeing, delivered in partnership with Scottish Association for Mental Health (SAMH) and Tree of Knowledge. During session 2024/2025, over 500 School support assistants attended this training. 9.9. We continue to support schools using digital technology to assist learners with ASN. SLC have centrally funded the Read&Write literacy toolbar for all schools to use (and for pupils to access at home) for a 4th year. The most recent Read&Write SLC Roadshow took place from 29 April to 1 May 2025. 9.10. Several schools hosted training sessions for learners, teachers and parents, with an additional 11 training sessions provided for 176 support staff. This will ensure optimum use of the features, ensuring all pupils are able to benefit from its use. A further roadshow is being planned for November. 9.11. 94.3% of pupils who were part of the training said it would make reading easier for them and their classmates, and 95% of pupils said it would make writing easier for them and their classmates. 39
Page 40
9.12. Assistive Technology Expansion. All ASN Bases were equipped with Go Talk and Big Mac communication devices, while Extended Support Teams received reading pens to support literacy. Additionally, each locality designated a staff member to complete Inclusive Technology training through Communication, Access, Literacy, and Learning Scotland (CALL Scotland), ensuring consistent digital support for learners with communication needs. 9.13. The Specialist Support Team expanded its Neurodivergent Champions Clubs from 1 to 6 schools. These peer support groups empower dyslexic learners through themed discussions, guest speakers, and role models. Roadshows linking primary and secondary pupils fostered confidence, understanding, and smoother transitions. Parent feedback praised the initiative’s positivity and inclusivity. 9.14. Our ASN Schools continue to enhance their support for families, with Rutherglen High School running a 2-week activity programme during the summer holidays, which was much appreciated by the families. Greenburn School opens one day a week during the summer, supported by NHS colleagues in physio and Occupational Therapy to ensure pupils can still access the hydro pool and rebound therapy. 9.15. The English as an Additional Language (EAL) team continue to provide significant support across all localities, supporting approximately 300 children and young people in session 2024/2025. They continue to develop the specialist Forest School Programme and, in addition, engaged with over 60 parents and carers. 9.16. Through a continuous focus on equalities work and keeping children’s rights at the centre, South Lanarkshire schools are shaping learning environments where respect, inclusion, and empowerment thrive. By embedding children’s rights and proactively tackling issues of equality, young people are not only developing an understanding of their rights but taking an active role in building a fairer future for all. 10. Next Steps and Priorities 10.1. During the next academic year, Education Resources will continue to work to embed Equalities work across establishments. To achieve this aim:- our new accessibility strategy 2025 to 2028 will shortly be launched. The plan has actions for the 3 legislative duties placed on local authorities:- improve the physical environment of schools to increase the extent to which disabled pupils can take advantage of education and associated services increase the extent to which disabled pupils can participate in the curriculum improve communication with disabled pupils, taking account of any preferences expressed by them or their parents a comprehensive action plan has been developed to ensure each of these three duties shows improved outcomes. A particular focus will be on pupil voice and ensuring that all children are given the tools enabling them to communicate an ASN data improvement project is underway. This work aims to enhance the accuracy and consistency of data, recognising that reliable data at the individual school level serves as the foundation for authority-wide accuracy in analysis and effective strategic planning. This improved approach to data collection continues to strengthen ASN provision, ensuring consistent, high-quality support for learners across the authority 40
Page 41
inclusive Education Services will continue to develop the Equalities Section in the Online Inclusion Hub. The resources will ensure that schools are supported to include Equalities priorities in their School Improvement Plans gender based violence will be a priority for schools to take forward. Following the conference in November, we will ensure all secondary schools are registered with Equally Safe in Schools and set targets for key staff to undertake the relevant training to ensure that the updated anti-bullying strategy Treat Me Well is communicated effectively with parents, children and young people and schools are supported with particular regard to the recording and monitoring of prejudice-based bullying. This will ensure that UNCRC Article 2 is upheld: every child has rights without discrimination of any kind, based on race, colour, gender, language, religion, ethnicity, disability or other status Education Resources will continue to support schools in understanding and celebrating the diversity of all pupils 11. Employee Implications 11.1. Mainstreaming equalities are met from within existing employee resources. 12. Financial Implications 12.1. There are no financial implications arising from this report. 13. Climate Change, Sustainability and Environmental Implications 13.1. There are no climate change or environmental implications as a result of this report. 14. Other Implications 14.1. There is a risk to the Council if the Resource does not comply with the relevant Equalities duties and legislation 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, and therefore, there is no requirement for an impact assessment to be carried out. 15.2. There was no requirement to undertake consultation in terms of the content of this report. Lyndsay MacRoberts Executive Director (Education Resources) 12 September 2025 41
Page 42
Link(s) to Council Values/Priorities/Outcomes Values Focused on people and their needs Working with and respecting others 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 None List of Background Papers Provision of LGBT+ Inclusive Education in South Lanarkshire Schools December 2023 Framework for Developing an Anti-Racist and Decolonised Curriculum February 2024 Cost of the School Day Guidance for Schools and Early Years Establishments March 2024 South Lanarkshire Working for You: Mainstreaming Equalities Progress Report 2019 to 2021 and Mainstreaming Equalities Report 2021 to 2025 Audit Scotland: Additional Support for Learning Briefing Paper and Recommendations (February 2025) Accessibility strategy 2025 to 2028 (September 2025) Contact for Further Information If you would like to inspect the background papers or want further information, please contact:- Aisling Boyle Head of Education (Inclusion Services) Ext: 4452 (Tel: 01698 454452) E-mail:- aisling.boyle@southlanarkshire.gov.uk 42