Agenda Document Pack - Employee, Equalities, Diversity and Inclusion Forum - 16/09/2026
South Lanarkshire Council · 16 September 2026
Back to Employee, Equalities, Diversity and Inclusion Forum — 16 September 2026 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, 08 September 2026 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, 16 September 2026 Time: 14:00 Venue: Hybrid - Council Chamber, 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, Poppy Corbett, Mary Donnelly, Grant Ferguson, Catherine McClymont, Mark McGeever, Kirsten Robb Substitutes Mathew Buchanan, Cal Johnston-Dempsey, Gavin Keatt, Ross Lambie, 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 17 June 2026 submitted for approval as a correct record. (Copy attached) 3 - 8 Item(s) for Consideration 3 Council-wide Workforce Monitoring – 1 April to 30 June 2026 Report dated 17 August 2026 by the Executive Director (Finance and Corporate Resources). (Copy attached) 9 - 30 4 Social Work Resources – Workforce Monitoring – 1 April to 30 June 2026 Joint report dated 17 August 2026 by the Executive Director (Finance and Corporate Resources) and Director, Health and Social Care. (Copy attached) 31 - 38 5 Annual Report on Mainstreaming Equalities and Diversity – Social Work Resources 2024/2025 Report dated 10 August 2026 by Director, Health and Social Care. (Copy attached) 39 - 46 6 Violence Against Women and Girls Strategic Partnership South Lanarkshire Presentation by J McCorrison, Development Officer, Social Work Resources 7 Employee, Equalities, Diversity and Inclusion Action Plan Progress Report Report dated 30 July 2026 by the Executive Director (Finance and Corporate Resources). (Copy attached) 47 - 60 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 17 June 2026 Chair: Councillor Margaret Cowie (Depute) Councillors Present: Councillor Walter Brogan, Councillor Janine Calikes, Councillor Ross Clark, Councillor Grant Ferguson, Councillor Ross Lambie, Councillor Kirsten Robb Councillors' Apologies: Councillor Catherine McClymont, Councillor Mark McGeever, Councillor Mo Razzaq (Chair) Attending: Finance and Corporate Resources A Bell, Team Leader, Consultation, Organisational Development and Equality; A Floyd, Learning and Development Adviser; K Gormal, Employee Development and Diversity Manager; S Jessup, Administration Assistant; E McPake, HR Business Manager; I Opatha, Administration Officer Housing and Technical Resources E Dobbie, Strategy and Policy Officer; J Fernie, Homelessness and Housing Support Manager Also Attending: G Buchanan, UNITE; M Kennedy, NASUWT; J Lennon, EIS 1 Declaration of Interests No interests were declared. Councillor Brogan left the meeting during this item of business due to technical difficulties 2 Minutes of Previous Meeting The minutes of the meeting of the Employee, Equalities, Diversity and Inclusion Forum held on 4 March 2026 were submitted for approval as a correct record. The Forum decided: that the minutes be approved as a correct record. Councillor Lambie joined the meeting during this item of business 3 Council-wide Workforce Monitoring – 1 January to 31 March 2026 A report dated 14 May 2026 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 2026:- attendance statistics occupational health statistics accident/incident statistics disciplinary hearings, grievances and Dignity at Work cases analysis of leavers and exit interviews 2 3
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recruitment monitoring Staffing Watch as at 14 March 2026 The Forum decided: that the report be noted. [Reference: Minutes of 4 March 2026 (Paragraph 4)] 4 Housing and Technical Resources – Workforce Monitoring – 1 January to 31 March 2026 A joint report dated 13 May 2026 by the Executive Directors (Finance and Corporate Resources) and (Housing and Technical Resources) was submitted on the following employee information for Housing and Technical Resources for the period 1 January to 31 March 2026:- 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 March 2026 The Forum decided: that the report be noted. [Reference: Minutes of 12 March 2025 (Paragraph 4)] 5 Annual Report on Mainstreaming Equalities and Diversity – Housing and Technical Resources A report dated 13 May 2026 by the Executive Director (Housing and Technical Resources) was submitted:- providing an overview of progress made in relation to mainstreaming equalities within Housing and Technical Resources during 2024/2025 highlighting the key actions being progressed during 2025/2026 The Housing and Technical Resources’ Equality and Diversity Co-ordination Group (EDCG) was responsible for ensuring progress on the Equality and Diversity work plan and for maintaining a consistent approach to mainstreaming equality and diversity across the Resource. Section 4 of the report provided the following information on the Resource's response to national and local policy developments during 2024/2025:- the implementation of the new Housing (Scotland) Act and the Resource's continued response to new and updated statutory requirements arising from legislation the review of Equality Outcomes for 2025 to 2029, with continued focus on preventing homelessness and aligning actions with the Local Housing Strategy and Homelessness Strategic Action Plan the introduction of the Integrated Impact Assessment framework, which incorporated equality, human rights, sustainability and other statutory duties into policy and strategy development progress in implementing the South Lanarkshire Progressive Housing Framework 4
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Information was also provided on the Resource's key areas of progress during 2024/2025, including:- the delivery of affordable housing and housing adaptations to support independent living implementation of the Homelessness Strategic Action Plan and continued development of the Home and Health Assessment Service improvements to services for Gypsy/Traveller communities and sheltered housing tenants partnership working to support equality and care-experienced children and young people consultation, engagement and customer feedback, including partnership working with equality groups and stakeholders to support the development and review of housing services and policies complaints, with no equality-related complaints recorded during 2024/2025 employee learning and development, including participation in equality and diversity learning activities The Resource EDCG continued to oversee and progress work in relation to mainstreaming equality across the Resource during 2025/2026, with the key priorities fully detailed in paragraph 9.2 of the report. The Strategy and Policy Officer responded to a member’s question in relation to complaints recorded under the equalities category during 2024/2025. The Forum decided: that the progress made during 2024/2025, and key actions for 2025/2026, in relation to mainstreaming equalities be noted. [Reference: Minutes of 12 March 2025 (Paragraph 5)] Councillor Brogan re-joined the meeting during this item of business 6 Harriett Gardens Supported Accommodation A presentation on Harriett Gardens Supported Accommodation was delivered by J Fernie, Homelessness and Housing Support Manager, Housing and Technical Resources. The presentation provided the following information on Harriett Gardens:- South Lanarkshire’s homelessness journey, which detailed the:- success of the rapid rehousing transition plan adaptive strategic planning need for innovation and partnerships the key drivers of the project, including:- strategic developments data-driven insights the impact and vision the use of a derelict site the partnership approach adopted, whereby:- delivery was through a strong partnership between the Council, Social Bite and The Salvation Army a collaborative approach would be used, bringing together housing delivery, innovation and wraparound support in a single, integrated model residents were provided with their own self-contained accommodation, enabling independent living the model focused on recovery, tenancy readiness and planned move-on arrangements to reduce repeat homelessness 5
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the new model for Harriett Gardens, which included:- 15 modular, self-contained homes a central community hub 24/7 wraparound support from The Salvation Army a person-centred transition model local integration and community engagement activity resident engagement activities, such as ‘First Cook In’ The Homelessness and Housing Support Manager extended an invitation for members to visit the project to gain a better understanding of the accommodation and the support provided. Members thanked the team for the informative presentation and update. The Forum decided: that the presentation be noted. 7 Employee, Equalities, Diversity and Inclusion Action Plan Progress Report A report dated 12 May 2026 by the Executive Director (Finance and Corporate Resources) was submitted providing an update on the Employee, Equalities, Diversity and Inclusion (EEDI) Action Plan approved by the Forum in May 2025. Recruitment equalities monitoring information was reported through workforce monitoring reports submitted to relevant Council committees and this Forum. The workforce monitoring reports provided detailed information on the number of applicants at key stages of the recruitment process, as detailed in paragraph 3.2 of the report. This information was drawn from the equalities monitoring information provided by applicants during the recruitment process. Workforce monitoring trend data was summarised in Appendix 1 to the report, which showed the percentages of Black and Minority Ethnic (BME) applicants and appointments from 2019 to 2026. Data for the period January to March 2026 was summarised in the table at paragraph 3.3 of the report. An update was provided on progress against the following 5 actions outlined in the EEDI Action Plan, and as attached as Appendix 2 to the report:- review recruitment processes training for recruitment panels diverse interview panels enhanced advertising collaborate with community organisations The Forum decided: (1) that the content of the report be noted; and (2) that progress against each of the actions in the Employee, Equalities, Diversity and Inclusion Plan be noted. [Reference: Minutes of 28 May 2025 (Paragraph 7) and 4 March 2026 (Paragraph 8)] 6
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8 Urgent Business There were no items of urgent business. 7
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Report Agenda Item Report to: Employee, Equalities, Diversity and Inclusion Forum Date of Meeting: 16 September 2026 Report by: Executive Director (Finance and Corporate Resources) Subject: Council-wide Workforce Monitoring – 1 April to 30 June 2026 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 2026 [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 April to 30 June 2026 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 13 June 2026 [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 2026. 4. Attendance Statistics 4.1. Information on absence statistics for the Council and each Resource, as analysed for June 2026, is provided in appendices 1 to 8. Points to note are:- The Council’s absence rate for June 2026, shown in Appendix 1, is 5.4%, which represents a decrease of 0.5% when compared to the previous month, but remains unchanged when compared to June 2025. When compared to June 2025, the Administrative, Professional, Technical and Clerical (APT&C) absence rate has decreased by 0.3%, the teachers’ figure has decreased by 0.1%, and the manual workers’ figure has increased by 0.3%. 3 9
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Based on the absence rate to June 2026, the annual average absence rate for the Council for 2026/2027 is 6.1%. In comparison to June 2025 (Appendix 8):- psychological and musculoskeletal conditions are the top 2 reasons for Absence total days lost due to psychological conditions have increased by 631 days total days lost due to musculoskeletal conditions have increased by 481 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 at the correct time during the course of an absence. 5. Occupational Health 5.1. Information on Occupational Health for the period 1 April to 30 June 2026 is provided in Appendix 9:- during the period there were 444 employees referred for a medical examination, which is a decrease of 76 when compared to the same period last year. Both psychological and musculoskeletal conditions continue to be the main reason for medical referrals a total of 519 employees attended physiotherapy treatment, showing an increase of 53 when compared to the same period last year. Of the 519 employees referred, 69% remained at work whilst undertaking treatment during the period 462 employees were referred to the Employee Support Officer, showing increase of 39 when compared with the same period last year. Of the referrals made this period, 87% related to personal reasons 106 employees were referred to the PAM Assist counselling service this period, showing an increase of 43 when compared with the same period last year. All the referrals made this period were made directly by employees. Personal reasons accounted for 20% of the referrals made, 15% were for work related reasons and 65% was for other reasons 12 employees were referred for Cognitive Behavioural Therapy this period, a decrease of 41 when compared to the same period last year 6. Accidents/Incidents 6.1. The accident/incident report for 1 April to 30 June 2026 is contained in Appendix 10:- the number of accidents/incidents recorded was 423 of those, all 423 have been investigated of those investigated, 5 specified injuries were recorded of those investigated there were 63 minor accidents/incidents of those investigated there were no accidents that resulted in an absence lasting over 3 days of those investigated there were 3 accidents that resulted in an absence lasting over 7 days 10
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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 2026 is contained in appendices 11, 12a and 12b. During the period:- a total of 51 disciplinary hearings were held across Resources within the Council, this figure has decreased by 15 when compared to the same period last year action was taken in 50 of these cases. No appeals were raised against the outcome our target is to convene disciplinary hearings within 6 weeks, 49% of hearings met this target. The main reason(s) for not meeting this target relate to the availability of all the relevant parties including requests to reschedule dates due to annual leave and/or absences. Personnel Services works with employees and the relevant trades unions, to ensure hearings are convened as timeously as possible and there is an action plan in place to monitor timescales and to take steps to address areas of concern 3 appeals were heard at Resource level 3 appeals were submitted to the Appeals panel, all of which were not upheld 11 grievances were submitted, 4 of which were resolved and 7 are being investigated 12 Dignity at Work complaints were raised, 2 of which were resolved with the remaining 10 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 2026 is contained in Appendix 13. Exit questionnaires are completed with employees who leave voluntarily. Labour Turnover Using information compiled from Resources and Staffing Watch information as at 13 June 2026, the Council’s turnover figure for 1 April to 30 June 2026 is as follows:- 107 leavers eligible for exit interviews/15,883 employees in post = Labour Turnover of 0.7%. Based on the figure at June 2026, the annual labour turnover figure for the financial year 2026/2027 for the Council is 2.7%. 8.2. Analysis of Leavers and Exit Questionnaires:- 107 employees who were eligible to complete an exit questionnaire, this is a decrease of 6 when compared with the same period last year a total of 38 exit interviews were conducted which is an increase of 14 when compared with same period last year 9. Recruitment Monitoring 9.1. Information on Recruitment Monitoring for 1 April to 30 June 2026 is contained within Appendix 14. 11
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From an analysis of Equal Opportunities Monitoring Forms, the main points to note are:- overall, 10,848 applications and 10,848 completed Equal Opportunities Monitoring Forms were received of those applicants who declared themselves as disabled (824), 476 were shortleeted for interview and 53 were appointed of those applicants of a black/ethnic minority background (1419), 461 were shortleeted for interview and 24 were appointed of those applicants who are Ex-armed forces (161), 83 was shortleeted for interview and 11 were appointed 10. Staffing Watch 10.1 There has been an increase of 195 in the number of employees in post from 14 March 2026 to 13 June 2026. 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. Risk and 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) 17 August 2026 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 12
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Previous References Employee, Equalities, Diversity and Inclusion Forum – 17 June 2026 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 13
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2024 / 2025 2025 / 2026 2026 / 2027 2024/ 2025 2025 / 2026 2026 / 2027 2024/ 2025 2025 / 2026 2026 / 2027 2024/ 2025 2025 / 2026 2026 / 2027 % % % % % % % % % % % % April 5.2 6.0 5.5 April 2.9 3.5 3.2 April 7.3 7.3 7.8 April 5.2 5.7 5.6 May 5.4 5.6 5.9 May 3.0 3.8 3.5 May 7.1 7.4 8.1 May 5.3 5.6 5.9 June 5.3 5.6 5.3 June 2.8 2.9 2.8 June 7.2 7.5 7.8 June 5.2 5.4 5.4 July 4.3 4.6 July 1.0 1.4 July 6.3 6.5 July 4.1 4.3 August 4.6 5.0 August 1.9 1.7 August 7.5 7.0 August 4.7 4.7 September 6.2 5.9 September 3.5 4.1 September 8.3 8.3 September 6.1 6.1 October 6.3 6.0 October 3.8 4.2 October 7.7 8.4 October 6.0 6.2 November 7.0 6.8 November 5.0 5.3 November 8.4 8.8 November 6.9 7.0 December 7.1 7.3 December 5.4 5.6 December 8.5 9.5 December 7.0 7.5 January 6.8 6.2 January 4.9 5.0 January 8.3 8.4 January 6.7 6.5 February 7.0 6.4 February 4.9 5.1 February 9.0 9.1 February 7.0 6.8 March 7.0 6.6 March 4.5 4.8 March 8.4 8.7 March 6.8 6.7 Annual Average 6.0 6.0 6.0 Annual Average 3.6 4.0 3.9 Annual Average 7.8 8.1 8.2 Annual Average 5.9 6.0 6.1 Average Apr - Jun 5.3 5.7 5.6 Average Apr - Jun 2.9 3.4 3.2 Average Apr - Jun 7.2 7.4 7.9 Average Apr - Jun 5.2 5.6 5.6 7408 3987 4579 15974 Appendix 1 Absence Trends - 2024/2025, 2025/2026 & 2026/ 2027 Council Wide APT&C Teachers No of Employees at 30 June 2026 No of Employees at 30 June 2026 Manual Workers Council Wide No of Employees at 30 June 2026 No of Employees at 30 June 2026 14
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2024 / 2025 2025 / 2026 2026/ 2027 2024 / 2025 2025 / 2026 2026 / 2027 2024 / 2025 2025 / 2026 2026 / 2027 2024 / 2025 2025 / 2026 2026 / 2027 % % % % % % % % % % % % April 3.5 3.5 5.0 April 6.8 7.2 7.8 April 6.3 6.6 7.3 April 5.2 5.7 5.6 May 2.6 2.6 5.4 May 6.3 7.4 8.0 May 5.9 6.6 7.6 May 5.3 5.6 5.9 June 3.6 3.6 4.7 June 6.4 7.4 7.3 June 6.0 6.8 6.9 June 5.2 5.4 5.4 July 3.6 3.6 July 4.5 5.9 July 4.4 5.5 July 4.1 4.3 August 2.5 2.5 August 6.2 6.7 August 5.7 6.1 August 4.7 4.7 September 3.5 3.5 September 7.5 8.2 September 6.9 7.4 September 6.1 6.1 October 3.3 3.3 October 7.2 8.2 October 6.7 7.4 October 6.0 6.2 November 3.3 3.3 November 8.3 8.6 November 7.6 7.7 November 6.9 7.0 December 4.6 4.6 December 8.1 9.1 December 7.4 8.4 December 7.0 7.5 January 4.1 4.1 January 7.8 8.0 January 7.2 7.4 January 6.7 6.5 February 3.6 3.6 February 8.7 9.0 February 7.9 8.1 February 7.0 6.8 March 4.8 4.8 March 8.2 8.6 March 7.4 8.0 March 6.8 6.7 Annual Average 3.6 3.6 4.0 Annual Average 7.2 7.9 8.0 Annual Average 6.6 7.2 7.3 Annual Average 5.9 6.0 6.1 Average Apr - Jun 3.2 3.2 5.0 Average Apr - Jun 6.5 7.3 7.7 Average Apr - Jun 6.1 6.7 7.3 Average Apr - Jun 5.2 5.6 5.6 605 2996 3601 15974No of Employees at 30 June 2026 No of Employees at 30 June 2026 No of Employees at 30 June 2026 No of Employees at 30 June 2026 Appendix 2 Absence Trends - 2024/2025, 2025/2026 & 2026/ 2027 Community and Enterprise Resources APT&C Council WideManual Workers Resource Total 15
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2024 / 2025 2025 / 2026 2026 / 2027 2024 / 2025 2025 / 2026 2026 / 2027 2024 / 2025 2025 / 2026 2026 / 2027 2024 / 2025 2025 / 2026 2026 / 2027 % % % % % % % % % % % % April 5.4 6.8 5.7 April 2.9 3.5 3.2 April 4.0 4.9 4.3 April 5.2 5.7 5.6 May 6.0 6.6 6.7 May 3.0 3.8 3.5 May 4.4 5.0 4.9 May 5.3 5.6 5.9 June 5.5 6.3 5.4 June 2.8 2.9 2.8 June 4.1 4.4 3.9 June 5.2 5.4 5.4 July 3.2 3.8 July 1.0 1.4 July 2.0 2.4 July 4.1 4.3 5.4 August 3.9 4.4 August 1.9 1.7 August 2.8 2.8 August 4.7 4.7 September 6.6 5.8 September 3.5 4.1 September 4.9 4.8 September 6.1 6.1 October 6.5 6.6 October 3.8 4.2 October 5.0 5.2 October 6.0 6.2 November 7.8 8.2 November 5.0 5.3 November 6.2 6.6 November 6.9 7.0 December 8.6 8.5 December 5.4 5.6 December 6.8 6.9 December 7.0 7.5 January 8.0 7.2 January 4.9 5.0 January 6.3 5.9 January 6.7 6.5 February 8.4 7.5 February 4.9 5.1 February 6.5 6.1 February 7.0 6.8 March 8.3 7.8 March 4.5 4.8 March 6.2 6.1 March 6.8 6.7 Annual Average 6.5 6.6 6.5 Annual Average 3.6 4.0 3.9 Annual Average 4.9 5.1 5.0 Annual Average 5.9 6.0 6.1 Average Apr - Jun 5.6 6.6 5.9 Average Apr - Jun 2.9 3.4 3.2 Average Apr - Jun 4.2 4.8 4.4 Average Apr - Jun 5.2 5.6 5.6 3280 3987 7267 15974 Resource Total No of Employees at 30 June 2026 No of Employees at 30 June 2026 No of Employees at 30 June 2026 No of Employees at 30 June 2026 Appendix 3 Absence Trends - 2024/2025, 2025/2026 & 2026/ 2027 Education Resources Council WideAPT&C Teachers 16
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2024 / 2025 2025 / 2026 2026 / 2027 2024 / 2025 2025 / 2026 2026 / 2027 2024 / 2025 2025 / 2026 2026 / 2027 2024 / 2025 2025 / 2026 2026 / 2027 % % % % % % % % % % % % April 2.8 3.0 3.6 April 0.0 0.0 0.0 April 2.8 3.0 3.6 April 5.2 5.7 5.6 May 3.2 2.7 4.0 May 0.0 0.0 0.0 May 3.2 2.7 4.0 May 5.3 5.6 5.9 June 3.2 2.9 3.9 June 0.0 0.0 0.0 June 3.2 2.9 3.9 June 5.2 5.4 5.4 July 3.5 3.0 July 0.0 0.0 July 3.5 3.0 July 4.1 4.3 August 2.6 4.0 August 0.0 0.0 August 2.6 4.0 August 4.7 4.7 September 3.2 4.0 September 0.0 0.0 September 3.2 4.0 September 6.1 6.1 October 3.2 3.9 October 0.0 0.0 October 3.2 3.9 October 6.0 6.2 November 4.6 4.5 November 0.0 0.0 November 4.6 4.5 November 6.9 7.0 December 4.4 4.7 December 0.0 0.0 December 4.4 4.7 December 7.0 7.5 January 3.7 3.5 January 0.0 0.0 January 3.7 3.5 January 6.7 6.5 February 3.5 4.1 February 0.0 0.0 February 3.5 4.1 February 7.0 6.8 March 3.7 3.9 March 0.0 0.0 March 3.7 3.9 March 6.8 6.7 Annual Average 3.5 3.7 3.9 Annual Average 0.0 0.0 0.0 Annual Average 3.5 3.7 3.9 Annual Average 5.9 6.0 6.1 Average Apr - Jun 3.1 2.9 3.8 Average Apr - Jun 0.0 0.0 0.0 Average Apr - Jun 3.1 2.9 3.8 Average Apr - Jun 5.2 5.6 5.6 831 0 831 15974No of Employees at 30 June 2026 Resource Total No of Employees at 30 June 2026 Appendix 4 Absence Trends - 2024/2025, 2025/2026 & 2026/ 2027 Finance and Corporate Resources No of Employees at 30 June 2026 No of Employees at 30 June2026 APT&C Council WideManual Workers 17
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2024 / 2025 2025 / 2026 2026 / 2027 2024 / 2025 2025 / 2026 2026 / 2027 2024 / 2025 2025 / 2026 2026 / 2027 2024 / 2025 2025 / 2026 2026 / 2027 % % % % % % % % % % % % April 5.3 5.6 5.7 April 7.2 4.8 5.5 April 6.1 5.3 5.7 April 5.2 5.7 5.6 May 5.2 4.5 5.3 May 8.1 5.7 5.2 May 6.4 5.0 5.3 May 5.3 5.6 5.9 June 5.7 5.1 5.5 June 8.4 6.0 5.6 June 6.8 5.5 5.5 June 5.2 5.4 5.4 July 5.3 5.2 July 8.6 6.4 July 6.7 5.7 July 4.1 4.3 August 5.5 5.4 August 8.8 6.0 August 6.9 5.7 August 4.7 4.7 September 7.5 5.9 September 7.4 6.7 September 7.5 6.2 September 6.1 6.1 October 7.3 5.7 October 6.0 7.1 October 6.8 6.3 October 6.0 6.2 November 6.8 6.9 November 6.2 7.8 November 6.5 7.2 November 6.9 7.0 December 6.4 6.6 December 5.8 8.9 December 6.2 7.5 December 7.0 7.5 January 7.0 5.2 January 6.2 5.9 January 6.7 5.5 January 6.7 6.5 February 7.0 6.1 February 7.1 5.8 February 7.0 6.0 February 7.0 6.8 March 6.8 5.6 March 5.9 5.5 March 6.4 5.6 March 6.8 6.7 Annual Average 6.3 5.7 5.8 Annual Average 7.1 6.4 6.4 Annual Average 6.7 6.0 6.0 Annual Average 5.9 6.0 6.1 Average Apr - Jun 5.4 5.1 5.5 Average Apr - Jun 7.9 5.5 5.4 Average Apr - Jun 6.4 5.3 5.5 Average Apr - Jun 5.2 5.6 5.6 882 578 1460 15974 Council Wide No of Employees at 30 June 2026No of Employees at 30 June 2026 No of Employees at 30 June 2026 No of Employees at 30 June 2026 Appendix 5 Housing & Technical Resources Resource Total Absence Trends - 2024/2025, 2025/2026 & 2026/ 2027 APT&C Manual Workers 18
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2024 / 2025 2025 / 2026 2026 / 2027 2024 / 2025 2025 / 2026 2026 / 2027 2024 / 2025 2025 / 2026 2026 / 2027 2024 / 2025 2025 / 2026 2026 / 2027 % % % % % % % % % % % % April 6.5 7.0 6.1 April 8.8 9.4 9.4 April 7.3 7.8 7.1 April 5.2 5.7 5.6 May 5.8 6.6 5.7 May 9.5 8.6 10.2 May 7.0 7.2 7.2 May 5.3 5.6 5.9 June 6.0 6.6 6.1 June 9.2 8.7 11.1 June 7.0 7.3 7.7 June 5.2 5.4 5.4 July 6.5 6.8 July 11.2 9.0 July 8.0 7.5 July 4.1 4.3 August 6.9 7.1 August 11.4 8.7 August 8.4 7.7 August 4.7 4.7 September 7.2 7.7 September 12.0 10.0 September 8.8 8.5 September 6.1 6.1 October 7.5 7.0 October 11.0 10.1 October 8.6 8.0 October 6.0 6.2 November 8.1 6.6 November 10.0 10.1 November 8.7 7.8 November 6.9 7.0 December 7.0 7.6 December 11.6 11.2 December 8.5 8.8 December 7.0 7.5 January 6.7 7.0 January 11.3 11.4 January 8.2 8.4 January 6.7 6.5 February 7.0 6.6 February 11.6 11.9 February 8.5 8.3 February 7.0 6.8 March 7.5 6.9 March 10.7 11.1 March 8.6 8.3 March 6.8 6.7 Annual Average 6.9 7.0 6.8 Annual Average 10.7 10.0 10.4 Annual Average 8.1 8.0 7.9 Annual Average 5.9 6.0 6.1 Average Apr - Jun 6.1 6.7 6.0 Average Apr - Jun 9.2 8.9 10.2 Average Apr - Jun 7.1 7.4 7.3 Average Apr - Jun 5.2 5.6 5.6 1810 1005 2815 15974No of Employees at 30 June 2026 No of Employees at 30 June 2026 No of Employees at 30 June 2026 No of Employees at 30 June 2026 Appendix 6 Absence Trends - 2024/2025, 2025/2026 & 2026/ 2027 Social Work Resources APT&C Council WideResource TotalManual Workers 19
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Appendix 7 Absence by long and short term From: 1 April 2026 to 30 June 2026 Community and Enterprise 3601 1.5 5.8 7.3 2.0 5.6 7.6 1.7 5.2 6.9 Education 7267 0.9 3.4 4.3 1.8 3.1 4.9 1.1 2.8 3.9 Finance and Corporate 831 1.3 2.3 3.6 1.4 2.6 4.0 1.2 2.7 3.9 Housing & Technical 1460 2.0 3.7 5.7 1.6 3.7 5.3 1.6 3.9 5.5 Social Work 2815 1.9 5.2 7.1 2.1 5.1 7.2 2.1 5.6 7.7 Council Overall for April to June 2026 15974 1.3 4.3 5.6 4.0 1.9 5.9 1.5 3.9 5.4 Resource No of employees Total Long Term % Total Short Term % Resource Total Absence % April 2026 May 2026 Total Short Term % Total Long Term % Resource Total Absence % June 2026 Total Short Term % Total Long Term % Resource Total Absence % 20
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From : 1 June to 30 June 2026 Total WDL % Total WDL % Total WDL % Total WDL % Total WDL % Musculoskeletal 1450 28 1021 19 39 6 408 27 982 27 3900 24 Psychological 1758 34 2066 38 314 51 520 34 1363 38 6021 37 Stomach, Bowel, Blood, Metabolic Disorders 476 9 577 11 75 12 195 13 240 7 1563 9 Respiratory 378 7 318 6 50 8 115 8 265 7 1126 7 Other Classification 1059 20.7 1499 27 135 22 289 5 783 22 3765 23 Total Days Lost By Resource 5121 100 5481 100 613 100 1527 100 3633 100 16375 100 Total Work Days Available From : 1 June 2025 to 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 98 5803 101 425 95 1399 99 3347 98 15596 100 Total Work Days Available 45896 Education Resources Percentage Housing and Technical Resources Education Resources Reasons Community and Enterprise Resources Social Work Resources Total WDL By Reason Percentage Finance and Corporate 27756 46955 Appendix 8 Attendance Monitoring Absence Classification Reasons Community and Enterprise Resources Social Work Resources Total WDL By Reason Finance and Corporate Housing and Technical Resources 132974 74045 139688 15593 68051 14681 25615 21
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Appendix 9 Teachers Others 106 39 63 28 61 147 133 47 74 27 81 158 Apr - Jun 25 Apr - Jun 26 Apr - Jun 25 Apr - Jun 26 117 128 98 104 63 68 161 186 91 102 16 23 24 17 46 44 51 61 102 105 120 143 423 462 466 519 Reason Apr - Jun 25 Apr - Jun 26 Work Stress 11 16 Addicition 0 1 Apr - Jun 25 Apr - Jun 26 Personal 5 21 5 0 Anxiety/Depression 44 61 10 5 Bereavement 3 7 0 1 Total 63 106 3 0 31 1 4 5 53 12 No of Employees Referred To Employee Support Officer Total Finance and Corporate Social Work Housing and Technical Total Social Work Not Disclosed Resource Education Community and Enterprise Finance and Corporate Education Housing and Technical Social Work Total Analysis of Counselling Referrals by Cause No of Employees Referred For Cognitive Behavioural Therapy Resource Community and Enterprise Finance and Corporate Housing and Technical Education (Teachers) Education (Others) Resource Community and Enterprise Total (Apr - Jun 2026) 444 Total (Apr - Jun 2025) 520 No of Employees Referred For Physiotherapy Occupational Health Reports From: 1 April to 30 June 2026 comparison with 1 April to 30 June 2025 Medical Referrals Community and Enterprise Education Finance and Corporate Housing & Technical Social Work Totals 22
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2025 2026 2025 2026 2025 2026 2025 2026 2025 2026 2025 2026 Specified Injury 3 2 1 2 0 0 0 0 2 0 6 4 Specified Injury (Violence) 0 0 1 1 0 0 0 0 0 0 1 1 Total Specified Injury* 3 2 2 3 0 0 0 0 2 0 7 5 Over 7 Day 0 2 0 0 0 0 1 0 0 0 1 2 Over 7 Day (Violence) 0 0 0 1 0 0 0 0 0 0 0 1 Total Over 7 Day** 0 2 0 1 0 0 1 0 0 0 1 3 Over 3 Day 0 0 2 0 0 0 0 0 0 0 2 0 Over 3 Day (Violence) 0 0 0 0 0 0 0 0 0 0 0 0 Total Over 3 Day** 0 0 2 0 0 0 0 0 0 0 2 0 Minor Injury 27 21 16 15 0 1 3 6 16 20 62 63 Near Miss 6 6 10 12 0 1 1 3 6 9 23 31 Violence (Physical) 15 15 272 230 0 0 0 0 10 22 297 267 Violence (Verbal) 4 5 38 35 0 0 6 6 6 8 54 54 Total Minor*** 52 47 336 292 0 2 10 15 38 59 436 415 Total Finalised 55 51 340 296 0 2 11 15 40 59 446 423 Accident 0 0 0 0 0 0 0 0 0 0 0 0 Incident 0 0 0 0 0 0 0 0 0 0 0 0 Violence (Physical) 0 0 0 0 0 0 0 0 0 0 0 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 0 0 0 0 0 0 0 0 0 0 Total Events/Month 55 51 340 296 0 2 11 15 40 59 446 423 ****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 **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 Appendix 10 Analysis of Accidents / Incidents From: 1 April 2026 -30 June 2026 comparison with 1 April 2025 - 30 June 2025 Accidents by Month of Occurrence Community and Enterprise Education Finance and Corporate Housing & Tech Social Work TOTAL 23
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APT&C Manual / Craft Teachers Total APT&C Manual / Craft Teachers Total Total (Apr - Jun 2026) 12 37 2 51 1 0 0 1 11 37 2 50 9 16 26 49% 51 Total (Apr - Jun 2025) 12 50 4 66 0 2 0 2 12 48 4 64 23 25 18 73% APT&C Manual/ Craft Teachers Total APT&C Manual/ Craft Teachers Total APT&C Manual/ Craft Teachers Total Total (Apr - Jun 2026) 0 3 0 3 0 0 0 0 0 0 0 0 0 3 0 3 0 Total (Apr - Jun 2025) 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 *Resources nil responses are not included in figures Appeal's Panel From: 1 April - 30 June 2026 Appeal's Panel Total 00 0 3 3 0 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 Appeals Pending APT&C Manual/ Craft Teachers Total Upheld Appendix 11 Record of Disciplinary Hearings From: 1 April- 30 June 2026 comparison with 1 April - 30 June 2025 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 24
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Appendix 12a Record of Grievances From: 1 April - 30 June 2026 comparison with 1 April - 30 June 2025 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 2026) 11 0 3 1 7 Total (Apr - Jun 2025) 10 0 8 2 0 Dignity at Work From: 1 April - 30 June 2026 comparison with 1 April - 30 June 2025 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 2026) 12 0 2 0 0 10 Total (Apr - Jun 2025) 5 1 4 0 0 0 25
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Appendix 12b Referrals for Workplace Mediation Workplace Mediation Apr-26 May-26 Jun-26 No of Referrals 0 0 0 *No of Successful Cases 0 0 0 *No of Unsuccessful Cases 0 0 0 No of cases unsuitable for mediation 0 0 0 Workplace Mediation Apr-25 May-25 Jun-25 No of Referrals 0 1 1 *No of Successful Cases 0 0 0 *No of Unsuccessful Cases 0 0 0 No of cases unsuitable for mediation 0 0 0 *successful/unsuccessful case outcomes may be shown outwith the month they were referred. As at 30 June 2026 26
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Appendix 13 From: 1 April - 30 June 2026 Reason for leaving Community and Enterprise Education Finance and Corporate Housing & Technical Social Work Total % Career Advancement 4 16 2 6 6 34 32 Child Caring / Caring Responsibilities 1 4 1 0 2 8 7 Disatisfaction with terms and conditions 1 0 0 0 1 2 2 Further Education 0 1 0 0 0 1 1 Moving outwith area 1 1 0 0 2 4 4 Personal Reasons 7 12 0 3 6 28 26 Poor relationship with managers / colleagues 0 0 0 0 1 1 1 Travelling difficulties 0 0 0 1 0 1 1 Other 9 8 1 4 6 28 26 Total no. of leavers per Resource eligible for an exit questionnaire 23 42 4 14 24 107 Number of exit questionnaires completed 3 18 4 5 8 38 % of leavers 13 43 100 36 33 36 From: 1 April - 30 June 2025 Total no. of leavers per Resource eligible for an exit questionnaire 33 37 7 10 26 113 Number of exit questionnaires completed 6 10 2 2 4 24 % of leavers 18 27 29 20 15 21 * Note these totals include temporary employees Analysis of leavers and exit questionnaires 27
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Applied Interviewed Appointed % breakdown of applications received % breakdown of candidates interviewed % breakdown of applicants interviewed (based on total applications received) % breakdown of appointments (based on total appointments made) *Working age population in South Lanarkshire % **South Lanarkshire Council workforce % 10848 4906 630 Male 48.3 25.74 3844 1719 228 35% 35% 16% 36% Female 51.7 74.26 7004 3187 402 65% 65% 29% 64% Disabled 17 1.35 824 476 53 8% 10% 4% 8% Not disabled 83 95.63 10024 4430 577 92% 90% 41% 92% Disability not disclosed NA 3.02 0 0 0 0% 0% 0% 0% Under 50 57.1 57.12 8588 3849 504 79% 78% 35% 80% Over 50 42.9 42.88 1496 760 120 14% 15% 7% 19% Minority Ethnic 4 2.48 764 297 6 7% 6% 3% 1% BME (subset of ME) 4 1.25 1959 703 58 18% 14% 6% 9% White Scottish and White Other British 92 67.14 1419 461 24 13% 9% 4% 4% ***Ethnicity not disclosed/provided NA 30.38 8622 4077 556 79% 83% 38% 88% 267 127 16 2% 3% 1% 3% 161 83 11 1% 2% 1% 2% ***30% of employees did not disclose their ethnicity ** Includes Black, Asian, and Mixed ethnic backgrounds Applied Interviewed Appointed % of Applicants interviewed % of Applicants appointed % of Interviewees appointed 5197 2509 292 1951 1067 90 55% 5% 8% 3239 1371 199 70% 10% 19% 392 222 20 11% 1% 2% 4222 1982 226 102% 12% 21% 718 409 59 21% 3% 6% 1928 868 94 44% 5% 9% 2131 1004 96 51% 5% 9% 1649 745 114 38% 6% 11% 13 2 0 0% 0% 0% Appendix 14 Recruitment Monitoring Analysis of Gender, Disability, Ethnicity and Age From : 1 April - 30 June 2026 Total Number of applications received: 10848 Total Number of Equal Opportunities Monitoring forms received: 10848 Total Number of posts filled: 340 Total Number of appointments: 629 Total No of applicants age not disclosed Gender / Disability / Ethnicity / Age Comparison demographic information Total EO Forms Received Total No of Male Applicants Total No of Female Applicants Total No of Disabled Applicants Total No of applicants not disabled Total No of applicants disability not disclosed Total No of applicants aged under 50 Total No of applicants aged over 50 Total No of Minority Ethnic applicants* Total No of BAME applicants** Total No of White applicants*** * source - 2022 census Total no of applicants ethnicity not disclosed **source - Mainstreaming Equalities Report 2025 Total No of Ex-armed forces applicants *Includes, Asian, Black, Mixed and White Irish, Polish, Gypsy/Traveller, Roma, Showman/Showwoman, other white and other ethnic backgrounds. *** Includes White Scottish and White Other British From : 1 April - 30 June 2025 Total Number of applications received: 5213 Total No of Disabled Applicants Total Number of Equal Opportunities Monitoring forms received: 5197 Total Number of posts filled: 191 Total Number of appointments: 300 Gender / Disability / Age Total EO Forms Received Total No of Male Applicants Total No of Female Applicants *includes Mixed, Asian, Black, White (Irish, Polish, Gypsy/Traveller, Roma, Showman/Showwoman, other white) and other backgrounds. ** includes White Scottish and White Other British 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 28
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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 3531 1303 366 254 1608 2458.07 4.00 1693.26 412.05 280.53 50.63 15.60 0.00 2.00 0.00 Education - Others 3229 91 83 559 2496 2269.15 6.00 1084.31 991.25 131.01 47.00 9.00 0.00 0.58 0.00 Education - Teachers 4097 673 122 2102 1200 3513.40 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 3513.40 Finance & Corporate Resources 825 188 21 375 241 739.74 8.00 88.17 341.51 222.00 57.06 23.00 0.00 0.00 0.00 Housing & Technical 1430 805 112 361 152 1326.53 3.00 203.36 713.35 364.04 32.09 9.00 0.00 1.69 0.00 Social Work Resources 2771 182 237 951 1401 2370.82 3.00 320.16 1447.35 471.38 95.33 31.60 0.00 2.00 0.00 9164.31 (excluding Teachers) Total All Staff 15883 3242 941 4602 7098 12677.71 24.00 3389.26 3905.51 1468.96 282.11 88.20 0.00 6.27 3513.40 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 3376 1235 341 254 1546 2361.13 4.00 1601.75 416.42 268.73 51.63 16.60 0.00 2.00 0.00 Education - Others 3195 95 85 545 2470 2237.93 6.00 1054.83 990.77 127.95 47.80 10.00 0.00 0.58 0.00 Education - Teachers 4116 672 127 2110 1207 3519.30 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 3519.30 Finance & Corporate Resources 815 187 19 370 239 730.93 8.00 79.92 341.57 222.38 56.06 23.00 0.00 0.00 0.00 Housing & Technical 1414 791 111 361 151 1311.88 3.00 204.17 698.81 363.72 30.49 10.00 0.00 1.69 0.00 Social Work Resources 2772 184 235 953 1400 2373.57 3.00 316.00 1447.12 477.52 96.33 32.60 0.00 1.00 0.00 9015.44 (excluding Teachers) Total All Staff 15688 3164 918 4593 7013 12534.74 24.00 3256.67 3894.69 1460.30 282.31 92.20 0.00 5.27 3519.30 Quarterly Joint Staffing Watch Return : Number Employed On 14 March 2026 Analysis by Resource Total Number of Employees Full-Time Equivalent Male Female Salary Band Quarterly Joint Staffing Watch Return : Number Employed On 13 June 2026 Analysis by Resource Total Number of Employees Full-Time Equivalent Male Female Salary Band 29
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Report Agenda Item Report to: Employee, Equalities, Diversity and Inclusion Forum Date of Meeting: 16 September 2026 Report by: Executive Director (Finance and Corporate Resources) and Director, Health and Social Care Subject: Social Work Resources – Workforce Monitoring – 1 April to 30 June 2026 1. Purpose of Report 1.1. The purpose of the report is to:- [purpose] provide employment information for 1 April to 30 June 2026 relating to Social Work Resources [1purpose] 2. Recommendation(s) 2.1. The Forum is asked to approve the following recommendation(s):- (1) that the following employment information for 1 April to 30 June 2026 relating to Social Work 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 13 June 2026 [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 Social Work Resources provides information on the position for 1 April to 30 June 2026. 4. Monitoring Statistics 4.1. Attendance Statistics (Appendix 1) Information on absence statistics is analysed for the month of June 2026 for Social Work Resources. The Resource absence figure for June 2026 was 7.7% this figure has increased by 0.5% when compared to the previous month and is 2.3% higher than the Council- wide figure. Compared to June 2025, the Resource absence figure has increased by 0.4%. 4 31
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Based on the absence figures at June 2026 and annual trends, the annual average absence for the Resource for 2026/2027 is 7.9%, compared to a Council-wide average figure of 6.1%. 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, at the correct time during the course of an absence. 4.2. Occupational Health (Appendix 2) In terms of referrals to occupational health, which include medical examinations and physiotherapy, 409 referrals were made this period. This represents a decrease of 13 when compared with the same period last year. 4.3. Accident/Incident Statistics There were 59 accident/incidents recorded within the Resource this period, this figure has increased by 19 when compared to the same period last year. 4.4. Discipline, Grievance and Dignity at Work (Appendix 2) During the period, 10 disciplinary hearings were held within the Resource. This figure has decreased by 4 when compared to the same period last year. No appeals were submitted to be heard by the Resource. Two grievance complaints were raised and this figure has increased by 1 when compared to the same period last year. No Dignity at Work complaints were raised this period, which remains unchanged when compared to the same period last year. 4.5. Analysis of Leavers (Appendix 2a) There were 24 leavers within the Resource this period eligible for an exit questionnaire, a decrease of 2 when compared with the same period last year. Eight exit questionnaires were completed during the period and this figure has increased by 4 when compared with the same period last year. 5. Staffing Watch 5.1. Appendix 3 provides the Staffing Watch and shows there has been a decrease of 1 in the number of employees in post from 14 March 2026 to 13 June 2026. 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. Risk and Other Implications 9.1. There are no implications for sustainability or risk in terms of the information contained within this report. 32
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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) Professor Soumen Sengupta Director, Health and Social Care 17 August 2026 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 – 28 May 2025 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 33
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2024 / 2025 2025 / 2026 2026 / 2027 2024 / 2025 2025 / 2026 2026 / 2027 2024 / 2025 2025 / 2026 2026 / 2027 2024 / 2025 2025 / 2026 2026 / 2027 % % % % % % % % % % % % April 6.5 7.0 6.1 April 8.8 9.4 9.4 April 7.3 7.8 7.1 April 5.2 5.7 5.6 May 5.8 6.6 5.7 May 9.5 8.6 10.2 May 7.0 7.2 7.2 May 5.3 5.6 5.9 June 6.0 6.6 6.1 June 9.2 8.7 11.1 June 7.0 7.3 7.7 June 5.2 5.4 5.4 July 6.5 6.8 July 11.2 9.0 July 8.0 7.5 July 4.1 4.3 August 6.9 7.1 August 11.4 8.7 August 8.4 7.7 August 4.7 4.7 September 7.2 7.7 September 12.0 10.0 September 8.8 8.5 September 6.1 6.1 October 7.5 7.0 October 11.0 10.1 October 8.6 8.0 October 6.0 6.2 November 8.1 6.6 November 10.0 10.1 November 8.7 7.8 November 6.9 7.0 December 7.0 7.6 December 11.6 11.2 December 8.5 8.8 December 7.0 7.5 January 6.7 7.0 January 11.3 11.4 January 8.2 8.4 January 6.7 6.5 February 7.0 6.6 February 11.6 11.9 February 8.5 8.3 February 7.0 6.8 March 7.5 6.9 March 10.7 11.1 March 8.6 8.3 March 6.8 6.7 Annual Average 6.9 7.0 6.8 Annual Average 10.7 10.0 10.4 Annual Average 8.1 8.0 7.9 Annual Average 5.9 6.0 6.1 Average Apr - Jun 6.1 6.7 6.0 Average Apr - Jun 9.2 8.9 10.2 Average Apr - Jun 7.1 7.4 7.3 Average Apr - Jun 5.2 5.6 5.6 1810 1005 2815 15974 Resource TotalManual Workers No of Employees at 30 June 2026 No of Employees at 30 June 2026 No of Employees at 30 June 2026 No of Employees at 30 June 2026 Appendix 1 Absence Trends - 2024/2025, 2025/2026 & 2026/ 2027 Social Work Resources APT&C Council Wide 34
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April to June April to June 2025 2026 MEDICAL EXAMINATIONS Number of Employees Attending EMPLOYEE COUNSELLING SERVICE Total Number of Referrals PHYSIOTHERAPY SERVICE Total Number of Referrals REFERRALS TO EMPLOYEE SUPPORT OFFICER 102 105 REFERRALS TO COGNITIVE BEHAVIOUR THERAPY 31 1 TOTAL 422 409 April to June April to June 2025 2026 Specified Injuries* 2 0 Over 7 day absences 0 0 Over 3 day absences** 0 0 Minor 16 20 Near Miss*** 6 9 Violent Incident: Physical**** 10 22 Violent Incident: Verbal***** 6 8 Total Accidents/Incidents 40 59 April to June April to June 2025 2026 Total Number of Hearings 14 10 Total Number of Appeals 0 0 Appeals Pending 0 0 Time Taken to Convene Hearing - 1 April to 30 June 2026 0-3 Weeks 4-6 Weeks Over 6 Weeks 0 1 9 April to June April to June 2025 2026 Number of Grievances 1 2 Number Resolved at Stage 2 1 0 Still in Progress 0 2 April to June April to June 2025 2026 Number of Incidents 0 0 *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. 11 13 120 143 CAUSE OF ACCIDENTS/INCIDENTS Appendix 2 SOCIAL WORK RESOURCES 158 147 ****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 35
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April to June April to June 2025 2026 Career Advancement 10 6 Child Caring / Caring Responsibilities 1 2 Disatisfaction with terms and conditions 0 1 Further Education 2 0 Moving outwith area 2 2 Personal Reasons 7 6 Poor relationship with managers / colleagues 1 1 Travelling difficulties 0 0 Other 3 6 Total Number of Leavers Eligible for Exit Interview 26 24 Number of Exit Interviews conducted 4 8 Percentage of interviews conducted 15% 33% ANALYSIS OF REASONS FOR LEAVING Appendix 2a SOCIAL WORK RESOURCES 36
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As at 13 June 2026 Total Number of Employees F/T P/T F/T P/T 182 237 951 1401 Chief Officer Grade 1 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 Fixed SCP Teacher TOTAL 3.00 320.16 1447.35 471.38 95.33 31.60 0.00 2.00 0.00 2370.82 As at 14 March 2026 Total Number of Employees F/T P/T F/T P/T 184 235 953 1400 Chief Officer Grade 1 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 Fixed SCP Teacher TOTAL 3.00 316.00 1447.12 477.52 96.33 32.60 0.00 1.00 0.00 2373.57 Salary Bands MALE FEMALE TOTAL 2772 *Full - Time Equivalent No of Employees Appendix 3 JOINT STAFFING WATCH RETURN SOCIAL WORK RESOURCES *Full - Time Equivalent No of Employees Salary Bands 2771 MALE FEMALE TOTAL 37
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Report Agenda Item Report to: Employee, Equalities, Diversity and Inclusion Forum Date of Meeting: 16 September 2026 Report by: Director, Health and Social Care Subject: Annual Report on Mainstreaming Equalities and Diversity – Social Work Resources 2024/2025 1. Purpose of Report 1.1. The purpose of the report is to:- provide details of how Social Work Resources mainstreamed equality, diversity and inclusion during 2024/2025, to meet the commitments within ‘South Lanarkshire Working for You’ https://www.southlanarkshire.gov.uk/downloads/file/17569/mainstreaming_equalit ies_report_2023%E2%80%932025_and_equality_outcomes_2025 to 2029 2. Recommendation(s) 2.1. The Forum is asked to approve the following recommendation(s):- (1) that the work being undertaken by Social Work Resources in terms of the Council’s Equal Opportunities Policy and related statutory duties be noted. [1recs] 3. Background 3.1. Social Work Resources plays a leading role in mainstreaming equalities both internally to the Council and across key partnership agendas. Its contribution is most significant in its work with people and families who are at greatest risk of harm, exclusion or disadvantage. During 2024/2025 this included statutory public protection activity, support for adults and children at risk, work to reduce financial harm, access to advocacy and participation, communication support and services that help people live safely and independently in their own communities. 3.2. Social Work Resources participates in the Council’s Equality and Diversity Working Group, and alongside other Resources, has developed equality outcomes to meet the general duty set out in the Equality Act 2010. 3.3. The Council’s equality outcomes are set out in the Mainstreaming Equalities Report 2021 to 2025 and equality outcomes 2025 to 2029 and specifically, Social Work contributes to four of these as outlined below:- increase the number of people from ethnic backgrounds employed in the South Lanarkshire 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 5 39
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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 https://www.southlanarkshire.gov.uk/downloads/file/17569/mainstreaming_equalities report_2023%E2%80%932025_and_equality_outcomes_2025-2029 3.4. Social Work Resources plays a leading role in a number of key partnerships, including multi-agency public protection arrangements, health and social care integration, Getting it Right for Every Child, The Promise Board and the Community Justice Partnership. Tackling inequality is central to each of these agendas and further extends the reach and influence of the Resource to mainstreaming equalities. 4. Contribution to Meeting the Council’s Equality Outcomes 4.1. Evidence of Social Work Resource’s contribution during 2024/2025 is grouped under five themes, set out below. These areas demonstrate the direct links between Social Work activity and the Council’s equality outcomes, particularly for people who are most likely to experience harm, disadvantage, barriers to support or exclusion from decision-making:- public protection and financial harm violence against women and girls children’s rights, participation and advocacy access, inclusion and communication independence and wellbeing 4.2. Public Protection and Financial Harm 4.2.1 Public protection provides some of the strongest evidence of Social Work’s contribution to equality, inclusion and wellbeing during 2024/2025. Social Work has a distinctive statutory and professional role in identifying, assessing and responding to adults, children and young people at risk of harm. This work is particularly relevant to the equality agenda because it supports people whose circumstances may make them more vulnerable to abuse, neglect, exploitation, financial harm, isolation or barriers to accessing support. 4.2.2. During 2024/2025, Social Work undertook 2,754 Adult Support and Protection inquiries for people aged 65 and over, resulting in 1,115 investigations. A further 1,212 inquiries were undertaken for adults under 65, leading to 539 investigations. In addition, 297 referrals relating to financial harm were received, an increase from 234 in the previous year. This activity demonstrates the scale and importance of Social Work’s protective role in supporting people who may be at heightened risk of harm or exploitation. 4.2.3. Partners within the South Lanarkshire Adult Protection Committee also continued to strengthen safeguards against financial harm by raising awareness amongst communities and the multi-agency workforce. This included the ongoing promotion and review of the Finance and Property Harm Guide 2025 to reflect emerging risks and good practice. A range of service improvements were undertaken, including enhanced adult protection training on financial harm, stronger partnership working with the Department for Work and Pensions and Trading Standards, workforce learning, and expanded public awareness activity through social media campaigns that help residents recognise scams and exploitation and to seek support for financial harm at an earlier stage. 40
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https://www.southlanarkshire.gov.uk/adultprotection/downloads/file/410/finance_and _property_harm_guidance_2025 4.3. Violence Against Women and Girls 4.3.1. Violence against women and girls is a significant equalities and public protection issue. During 2024/2025, the South Lanarkshire Violence Against Women and Girls (VAWG) Partnership continued to support co-ordinated multi-agency activity to prevent and respond to gender-based violence, raise awareness of its impact, promote gender equality and strengthen public protection for women, girls and young people. In this role, the VAWG Partnership leads local delivery of Equally Safe: Scotland’s strategy for preventing and eradicating violence against women and girls and is directly linked to mainstreaming equalities because it focuses on people who may experience harm, coercion, trauma and barriers to safety, justice and support. https://www.gov.scot/publications/equally-safe-scotlands-strategy-preventing- eradicating-violence-against-women-girls/ 4.3.2. More detail will be presented to the Forum on this through a separate presentation to this meeting. 4.4. Children’s Rights, Participation and Advocacy 4.4.1. There were a number of important areas of activity across 2024/2025 where Social Work Resources engaged with and supported vulnerable groups to express their views, understand their rights and participate in decisions affecting their care and wellbeing. 4.4.2. Social Work’s Champions Board plays a crucial role in advocating for care- experienced young people, ensuring their voices are heard and their needs are prioritised. Care experienced young people actively shaped strategic planning, participated in governance structures and led the Care Day 2025 event attended by over 200 participants. Senior leaders acknowledged the Board's growing role in driving forward change and challenging services, as part of the Council’s Promise, to improve outcomes for care-experienced children and young people. https://www.southlanarkshire.gov.uk/view/news/article/2496/Champions_highlight_C are_Day_2025 4.4.3. Social Work progressed the Corra-funded Youth Justice and Rights Project throughout 2024/2025, in partnership with COVEY and the University of the West of Scotland. The project aimed to reduce the criminalisation of care-experienced young people by strengthening partnership working, leadership capacity, youth participation and children’s rights. It also supported the development of contextual safeguarding approaches, which recognise that children and young people may experience harm in a range of settings beyond the family home. By embedding the views of young people and practitioners, the project helped inform the implementation of South Lanarkshire’s contextual safeguarding policy and contributed to work to keep young People safe, heard and supported. https://myresearchspace.uws.ac.uk/ws/portalfiles/portal/74838922/2025_10_28_Mill er_et_al_Safeguarding_final.pdf 41
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4.5. Access, Inclusion and Communication 4.5.1. The social work workforce broadly reflects South Lanarkshire’s population profile. White Scottish employees account for 87.9% of the workforce, compared with 87.3% of the local population, while White Other British employees are slightly under- represented at 4.3%, compared with 5.5% locally. Minority ethnic groups make up small proportions of the workforce, with no individual group exceeding 1%, except White Other White at 1.7%. 4.5.2. Social work employees are required to complete mandatory equality and diversity training. This promotes awareness of current best practice and helps staff, including those involved in recruitment, to recognise and address discrimination and bias. In 2024/2025, 592 equality and diversity-related training courses were completed with the following breakdown: Courses completed April 2024 to March 2025 Equality and Diversity Awareness 150 Marriage and Civil Partnerships 169 Unconscious Bias 144 Race Discrimination 129 4.5.3. A well-informed workforce helps Social Work Resources communicate effectively with South Lanarkshire’s diverse communities. Staff use translation and interpretation services to support engagement. In 2024/2025, Language Line was used on 166 occasions across 16 languages. Although overall use fell slightly from the previous year, eight additional languages were supported, including Dari, Farsi, Haitian Creole, Indonesian, Latvian, Portuguese, Russian and Slovak. 4.5.4. Social Work Resources contributes to the corporate British Sign Language (BSL) Plan. Between July 2024 and March 2025, BSL was used 46 times to support engagement between the Deaf community and staff within Social Work Resources, compared with 17 times in the previous year. 4.5.5. The second See Hear event took place at Council Headquarters on 29 May 2024 and was well attended, with British Sign Language interpreters available to support attendees. It enabled people with sensory needs, and those who care for or support them, to engage with statutory, third sector and charitable organisations. Feedback was positive, with those in attendance learning more about available services and support, and representatives from the organisations able to share information and better understand each other’s services. Language Count % Language Count % Arabic 33 19.88% Pashto 6 3.61% Dari 5 3.01% Polish 9 5.42% Farsi 2 1.20% Portuguese 3 1.81% Haitian Creole 1 0.60% Russian 2 1.20% Indonesian 6 3.61% Slovak 1 0.60% Kurdish (Sorani) 26 15.66% Sudanese Arabic 15 9.04% Latvian 1 0.60% Urdu 29 17.47% Mandarin 1 0.60% Vietnamese 26 15.66% 42
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4.6. Supporting Independence and Wellbeing 4.6.1. Family Support Hubs provide early intervention and whole-family support to families and prevent issues escalating within their communities. Led by Child and Family Services and supported through the Scottish Government’s Whole Family Support Programme, the multi-disciplinary model includes pregnancy support, therapeutic interventions, peer support, family group decision-making and tailored groupwork across South Lanarkshire. The first Family Support Hub ‘Celebrating Success’ event was held in December 2024 to showcase the work of staff and featured a number of video testimonials from children, young people and families in receipt of services. 4.6.2. Digital and assistive technologies are supporting safer, more efficient and personalised social work and social care services. During 2025, more than 2,500 telecare referrals were processed, including urgent referrals for hospital discharge, end-of-life care and adult protection. These technologies support independence, reduce risk and help people remain safely at home, with staff playing a key role in assessing suitability and building confidence in their use. “The team were so helpful in understanding my parents’ needs. They were able to recommend care devices and other services which I didn't know were available. Great visit, thank you.” 4.6.3. More generally and through assessment and care management services, social work targets resources towards people who are most likely to experience disadvantage, inequality or barriers to accessing care and support. This includes adults and children at risk, disabled people, carers, people with long term conditions or those experiencing poverty or social exclusion. 4.7. Appendix 1 provides further examples of the work being undertaken by social work services and directly links these to the Council’s Equality Outcomes. 5. Integrated Impact Assessments Process 5.1. Integrated Impact Assessment (IIA) is a process designed to evaluate the potential impacts of policies, strategies, and proposals to promote positive outcomes. 5.2. The Resource continues to undertake IIAs, guided by key legal frameworks such as the Equality Act 2010 and the Fairer Scotland Duty. 5.3. Over the course of 2024/2025, the Resource completed Integrated Impact Assessments, which included:- review of emergency social work service adoption allowance scheme strategic commissioning Plan 2025/2026 (South Lanarkshire University Health and Social Care Partnership) 6. Employee Implications 6.1. Mainstreaming equalities are met from within existing employee resources and that of our partner agencies. 7. Financial Implications 7.1. There are no additional financial implications associated with this report. 8. Climate Change, Sustainability and Environmental Implications 8.1. There are no new climate change, sustainability and environmental implications associated with this report. 43
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9. Risk and Other Implications 9.1. There is a risk to the Council if the Resource does not comply with the relevant equality duty and legislation. 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; therefore, there is no requirement for an impact assessment to be carried out. 10.2. There was no requirement to undertake any consultation in terms of the information contained in this report. Professor Soumen Sengupta Director, Health and Social Care 10 August 2026 Link(s) to Council Values/Priorities/Outcomes Values Focused on people and their needs Working with and respecting others Excellent employer Priorities We will work to put people first and reduce inequality Outcomes Children and young people - Our children and young people thrive Communities and Environment - Caring, connected, sustainable communities Health and Wellbeing - People live the healthiest lives possible Previous References None List of Background Papers https://www.southlanarkshire.gov.uk/downloads/file/17569/mainstreaming_equalities_re port_2023%E2%80%932025_and_equality_outcomes_2025-2029 Contact for Further Information If you would like to inspect the background papers or want further information, please contact:- Claire Kavanagh, Head of Transformation and Performance Telephone: 01698 453704 E-mail: Claire.Kavanagh@lanarkshire.scot.nhs.uk 44
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Appendix 1 Social Work Resources Mainstreaming Equality 2024/2025 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. What we have done so far What difference it has made 1 592 equality and diversity training programmes were completed by the social work workforce during 2024/2025. Mandatory equality and diversity training completions reduced from 1,022 in the previous year to 592 in 2024/2025. Whilst it is acknowledged that other competing training demands arising from the implementation of the new case management system may have impacted on uptake, a renewed focus will be taken through the Social Work Governance Group to ensure that staff remain informed of current best practice and maintain awareness of equality, diversity and inclusion in the workplace. 2 166 calls to Language Line for translation and interpreting services for 16 different languages. Use of Language Line reduced from 202 occasions in the previous year to 166 in 2024/2025; however, the range of languages accessed increased. This reduction reflects the introduction of staff guidance advising the use of alternative interpreting services for longer-duration communications. 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. What we have done so far What difference it has made 3 Undertook 2,754 Inquiries for the 65+ age group in Adult Support and Protection resulting in 1,115 investigations. Adult Support and Protection activity helps identify, assess and respond to concerns affecting older people at risk of harm, including neglect, self-neglect, exploitation, financial harm and other forms of abuse, supporting earlier intervention and improved wellbeing. 45
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4 297 referrals for financial harm were received in 2024/2025, an increase form 234 the previous year Guidance for staff across Lanarkshire on financial and property harm has been reviewed and updated. Social media has also been used proactively to raise awareness of scams and financial harm within local communities. Outcome 5 - Improve Health, Care and Wellbeing for the most vulnerable in our communities What we have done so far What difference it has made 5 Home Assessment Teams supported over 1,000 episodes of care. 50% of service users who completed HAT intervention required reduced or no support afterwards, with care packages reducing on average by 29%. 6 4,984 telecare installation visits (also includes assistive technology battery replacement visits, repairs, replacements, removals) were completed which is a 2% increase on the previous year. Telecare and assistive technology support vulnerable adults with physical disabilities to remain safely at home, reduce risk and maintain independence. 7 We undertook 1,212 Inquiries for adults under 65 which led to 539 Adult Support and Protection investigations. Adult Support and Protection activity helped identify, assess and respond to concerns affecting vulnerable adults at risk of harm, supporting earlier intervention and contributing to improved health, care and wellbeing. 8 3,350 supported people involved in an SDS co-produced assessment an increase of 7.8% from the previous year. Self-directed Support (SDS) enables service users to have greater choice and control over their care and support arrangements, supporting more personalised and independent living. 9 We undertook 621 Child Protection Investigations. Child Protection activity helped identify, assess and support children and young people at risk of harm through appropriate protection processes, contributing to improved health, care and wellbeing for vulnerable groups. 46
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Report Agenda Item Report to: Employee, Equalities, Diversity and Inclusion Forum Date of Meeting: 16 September 2026 Report by: Executive Director (Finance and Corporate Resource) Subject: Employee, Equalities, Diversity and Inclusion Action Plan Progress Report 1. Purpose of Report 1.1. The purpose of the report is to:- [purpose] provide an updated position on the Employee, Equalities, Diversity and Inclusion (EEDI) Action Plan approved at the EEDI Forum in May 2025 and last reported on in June 2026 [1purpose] 2. Recommendation(s) 2.1. The Forum is asked to approve the following recommendations:- [recs] (1) that the content of the report be noted; and (2) that progress against each of the actions in the plan be noted. 3. Background 3.1. Recruitment equalities monitoring information is reported through the Workforce Monitoring Reports, which are presented to Resource Committees and the EEDI Forum. 3.2. The workforce monitoring reports provide detailed information on the number of applicants at key stages of the recruitment process: applications received, applicants interviewed, and applicants appointed. This information is drawn from the equalities monitoring information provided by applicants during the recruitment process. 3.3. Workforce monitoring trend data is summarised in Appendix 1 showing the percentage of Black and Minority Ethnic (BME) applicants and appointments from 2019 to 2026. Data for the period April to June 2026 is also summarised in Table 1 below. Table 1: Workforce monitoring data April to June 2026 Equal Opportunities Monitoring Information Percentage % of applicants that declared BME 13% % of interviewees that declared BME 9% % of appointments that declared BME 4% *% of BME people aged 16-64 years in South Lanarkshire = 4.4 7 47
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3.4. The EEDI Action Plan was approved at the EEDI Forum in May 2025. This paper provides an update on the five actions outlined in the Action Plan, as outlined in Appendix 2. 1. Review recruitment processes 2. Training for recruitment panels 3. Diverse interview panels 4. Enhanced advertising 5. Collaborate with community organisations 4. EEDI Action Plan – progress to date An update is provided to show the progress that has taken place since the Forum’s last meeting on 17 June 2026. 4.1. Action 1 – Review Recruitment Processes Completed Actions a recruitment improvement plan has been established to enhance the candidate experience of the application process. Actions delivered to date include the introduction of anonymous recruitment. This ensures that personal details are not visible to managers until interview stage to mitigate against unconscious bias a review of workforce monitoring reports has taken place, and changes have been made to the presentation of the recruitment equalities monitoring information tabled at the relevant committees and forums recruitment key Performance Indicators (KPIs) have been introduced for candidates, hiring managers and Personnel Services. The KPIs help to ensure that that the recruitment process is delivered as efficiently as possible, ensuring that candidates move swiftly through the recruitment pipeline and take up their new employment with the minimum of delay a recruitment equality, diversity, and inclusion (EDI) checklist has been introduced into the recruitment process and was rolled out in July 2026. This checklist will guide hiring managers and reinforce the Council’s expectations of compliance with EDI requirements, best practice and the Council policy. The checklist will also cover considerations linked to disability and ex-service personnel. The checklist is shown in Appendix 3. Panel chairpersons will be required to complete the checklist to demonstrate that fair practices have been applied across all stages of the recruitment process. In the event of concerns around lack of consistency, equality or bias relating to recruitment decisions from any of the panel member, these would be escalated to the relevant Head of Service for further investigation in addition to the checklist referenced above, interview questions are currently shared in advance with candidates as a reasonable adjustment in certain circumstances. Consideration is being given to broadening this practice to include more applicants. An initial pilot has been undertaken to share interview questions with all candidates directly before their interview. Feedback is being gathered from candidates and panel members and recommendations will be made around extending this practice further. Guidance and communication will be updated as appropriate the role of resource Diversity Liaison Officer (DLO) has been reviewed and has been relaunched in September 2026 48
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Ongoing Actions work continues in relation to incremental improvements to the recruitment process and guidance to further streamline the experience for candidates. This will include additional on-system actions and the implementation of more user- friendly screen layouts for all users the ongoing work of the DLOs will ensure that hiring managers are aware of their resource DLO and the support and advice that can be provided in respect of the recruitment process work continues in relation to updating and modernising the Council’s recruitment policy, associated procedures and guidance which will sit with a wider Recruitment and Selection Strategy. This is strategy is planned to launch in the last quarter of 2026 4.2. Action 2 – Training for Recruitment Panels Completed Actions Table 2, below, shows completion rates of training in April-May and June-July 2026 across the Council:- Table 2 Completions April-May June-July Equality and Diversity Awareness 242 247 Preparing and Conducting Interviews 15 17 Recruitment and Selection and the Law 16 16 Safer Recruitment using the PVG Scheme 6 4 The Interview Panel 7 9 Unconscious Bias 159 220 Interview Questions and Additional Selection Tools 10 13 Total 455 526 historic completion figures from January 2022 to March 2026 are attached as Appendix 4 a comprehensive range of training covering the recruitment process, the Equality Act 2010, protected characteristics and unconscious bias is available and integrated into the employee onboarding process where appropriate. This includes both induction materials and mandatory training modules training completion is being monitored on a quarterly basis, with compliance reports submitted to Resources via the Workforce Planning and Development Board, which takes place on an eight‑weekly cycle a review has also taken place of the Council’s approach to Leadership and Management (Land M) development, and a revised framework has been created. A new programme of induction training for those who are first-time managers with South Lanarkshire Council launched in August 2026. This will be evaluated regularly by the Equality Development and Diversity (ED and D) Manager. This will include recruitment training for employees who serve as panel members the Employee Development and Diversity team prepared a management bulletin that set out the Council’s expectations, including the requirement for all 49
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employees participating in recruitment panels to complete unconscious bias training. This was released in June 2026. 6-monthly reminders will be issued the Equality and Diversity Working Group (EDWG) is meeting regularly and has been briefed on the new system with respect to the Workforce Planning and Development Boards a term of reference for the review of the Council’s current approach to mandatory training, including those who hold a managerial role, has been completed; rollout commenced in March 2026 Ongoing Actions the Recruitment Team continues to provide support to hiring managers across all stages of the recruitment process, including guidance on best practice for interview panels a further management bulletin will be prepared to reinforce the importance of this work. This will be issued in Q3 of 2026 the EDWG will be issued with the agreed equality, diversity, and inclusion actions for each resource area from the Boards, with an expectation that individual implementation plans will be developed and progress updates submitted through the Forum 4.3. Action 3 – Diverse Interview Panels Completed Actions the EDI checklist will remind panel chairs to ensure that recruitment panels are diverse, so that a mix of ethnicity, gender, experience and background is achieved wherever possible. This guidance will also recommend that, where possible, recruitment panel membership should be rotated frequently to avoid the same managers being involved in recruitment decisions, especially in areas of high-volume recruitment 4.4. Action 4 – Enhancing Advertising Completed Actions benchmarking was undertaken against advertisement wording used by other Scottish local authorities and public sector bodies. As a result, the Council’s advert text has been modernised to set out its commitment to diversity, equity and inclusion more clearly and to promote an inclusive working environment. Ongoing Actions consideration is still being given to how the Council’s approach to advertising could be enhanced. This includes the use of other job boards and social networks specifically aimed at attracting BME and other underrepresented applicants. 4.5. Action 5 – Collaborate with Community Organisations Completed Actions a new Microsoft Teams site has been launched with channels for each subgroup of the Employee Network, and new attendees will be encouraged to engage with the Network through the rest of 2026. This will be accomplished by regular communication using the Teams site between meetings. With regular support, this will set up the conditions where Network members initiate conversations, generating a genuine 2-way engagement process, as opposed to recent practice where communication has primarily flowed from Council to employees. 50
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Ongoing Actions the Council’s Employee Network continues to meet regularly, with the most recent meeting on 19 August and the next on 21 October. The Network continues to work towards relaunching of individual meetings for each of the subgroups, which include the BME Network. the Council ran an interfaith event in May 2026. While not directly linked to BME recruitment, the audience in the room represented a diverse group of ethnicities and backgrounds. The event was received very positively by the community. Consideration is being given to the next steps with this work across the Council’s work streams. 5. Employee Implications 5.1. Hiring managers will be required to complete refresher training on equality, diversity and inclusion prior to participating in any recruitment activity. 5.2. The EEDI Action Plan now forms a central component of the Equality and Diversity Working Group’s programme. This group brings together representatives from all Resources to coordinate and deliver actions across the organisation. 6 Financial Implications 6.1. There are no financial implications from this report. 7. Climate Change, Sustainability and Environmental Implications 7.1. There are no climate change, sustainability, or environmental implications from this report. 8. Risk and Other Implications 8.1. There are no implications for risk in terms of the information contained within this report. 9. Integrated Impact Assessment and Consultation Requirements 9.1. There are no integrated impact assessment or consultation requirements at this time. 9.2. Consultation will take place with trade unions, and they will be updated at local Joint Consultative Committees, Joint Trade Union Committee, and Joint Consultative Forum. Jackie Taylor Executive Director (Finance and Corporate Resources) 30 July 2026 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 51
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Previous References Employee, Equalities, Diversity and Inclusion Forum – 28 May 2025 Employee, Equalities, Diversity and Inclusion Forum – 17 June 2026 List of Background Papers Employee, Equalities, Diversity and Inclusion Forum – 4 March 2026 (Employee, Equalities, Diversity and Inclusion Action Plan Progress Report) Employee, Equalities, Diversity and Inclusion Forum – 17 June 2026 (Employee, Equalities, Diversity and Inclusion Action Plan Progress Report) Contact for Further Information If you would like to inspect the background papers or want further information, please contact:- Ali Floyd, Learning and Development Adviser Ext: 4627 (Tel: (01698) 454627) E-mail: ali.floyd@southlanarkshire.gov.uk 52
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Appendix 1 - South Lanarkshire Council Applicant and Recruitment Data 2019-26 2025/ 26 2024/ 25 2023/ 24 2022/ 23 2021/ 22 2020/ 21 2019/ 20 % of BME people aged 16-64 years in South Lanarkshire 4.4% 4.4% 4.4 % % of all applicants that declare BME 13.0% 11.2% 12.7% 5.5% 3.8% 3.4% 3.1% % of people interviewed that declare BME 9.1% 5.9% 10.1 % 3.6% 2.7% 3.2% 2.9% % of appointments that declare BME 4.5% 2.4% 4.6 % 2% 1.6% 2.3% 2.1% 53
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Appendix 2 - Action Plan - Mainstreaming Equality – Equality Outcome One – Increase ethnic minority representation Summary of Actions in Action Plan: Action 1: Review Recruitment Processes Action 2: Training for Recruitment Panels Action 3: Diverse Interview Panels Action 4: Enhanced Advertising Action 5: Collaborate with Community Organisations. Action 1: Review Recruitment Processes Address unintentional biases and improve success rates for ethnic minority candidates. This supports the duty to advance equality of opportunity Measure: Analysis of success rates shows increase in number of ethnic minority candidates Action 2: Training for Recruitment Panels Ensure everyone involved in the recruitment process is trained to current standards in recruitment best practice. This should include understanding and recognising all relevant forms of discrimination, including bias. Anyone involved in the selection process to have undertaken learning in the following areas within the 12 months prior to being a member of any recruitment panel: Recruitment techniques, including sifting and interviewing. Unconscious bias Diversity/race equality awareness Measure The number of people involved in the recruitment process who have undertaken the required learning activities. Action 3: Where possible ensure that interview panel members are from diverse backgrounds to show commitment to different points of view and opinions and that SLC values diversity. Measures Increase in the number of ‘ethnic minority employees being part of recruitment panels. Increase in the development opportunities for employees to be part of the recruitment process. Increase in numbers of people from ethnic minorities backgrounds employed by SLC. Action 4: Advertise more widely to attract candidates from diverse backgrounds. Include additional wording in vacancy adverts stating that South Lanarkshire Council welcomes applications from people from black and minority ethnic background to encourage applications from ethnic minority communities. Testimonials from people from black and minority ethnic groups at all levels within the organisation sharing their experiences of working for the organisation. Use positive images of black and minority ethnic employees in any marketing and advertising campaigns. 54
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Measures: Analysis of the workforce data relating to job applicants shows an increased number of applications from black and minority ethnic people. Monitor the number of jobs advertised using ethnic minority specific publications/ websites/ organisations. Increase in the number of people from black and minority ethnic backgrounds applying for reemployment in SLC. Action 5: Work with ethnic minority community organisations, particularly those who have an employability remit, to engage with local ethnic minority communities. Work with ethnic minority communities to help them better understand the recruitment process, including improving their ability to undertake competency-based tests. With the support of external organisations whose aims are to build the capacity and sustainability of the ethnic minority voluntary sector and its communities: Inform ethnic minority young people of Modern Apprenticeships opportunities available within South Lanarkshire Council. Inform ethnic minority people of work experience opportunities available within South Lanarkshire Council. Inform ethnic minority people of opportunities to join South Lanarkshire Council Citizens Panel. Measures: An increase in the number of minority ethnic young people applying for and being successful for Modern Apprenticeships. The number of minority ethnic people applying for and being successful for work experience opportunities increases. The number of minority ethnic people joining the South Lanarkshire Council Citizens Panel increase. 55
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Appendix 3 Recruitment Panel Equality, Diversity and Inclusion Checklist It is the responsibility of the chairperson of the recruitment panel to ensure that selection decisions at each stage of the recruitment process have been fair, consistent and free from bias (unconscious or conscious). The EDI checklist below should be signed off by the panel chair to demonstrate that best practice and council policy has been met in regard to equality, diversity and inclusion for each stage of the recruitment process wherever possible. Panel members should raise concerns about the fairness of recruitment decisions with their Head of Service immediately. Post details Post name Shortlist date: Interview date Recruitment panel members: Chair of the recruitment panel: Panel Composition Where possible ensure the recruitment panel is diverse. This includes mixed gender, ethnicity, age, disability and background to reduce potential subjective bias. Avoid tokenism—ensure underrepresented panel members are present in a meaningful way and take an active role in the recruitment discussions and decisions. Where possible rotate panel membership to prevent the same individuals from influencing hiring decisions. (This can also include maintaining a balance between experienced interviewers and new panel members.) Ensure the recruitment key dates have been agreed in advance and panel members have committed to meet these in order that KPIs are achieved. Timelines | Recruitment timelines | myWorks Actions complete 56
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Training and Preparation Ensure all panel members have completed the appropriate recruitment training before joining the recruitment panel (including the necessary unconscious bias training.) Ensure all panel members are familiar with the council’s commitment to equality, inclusiveness and fairness and this will be reflected throughout the recruitment process. Before any selection decisions are made, panel members have been briefed on the job requirements, person specification criteria, scoring guidance, and expectations on equality and inclusiveness at each stage of the process. Ensure that panel members are aware of the Council’s obligations regarding the Disability Confident Scheme and Armed Forces Covenant. (Candidates who declare themselves as disabled and/or are ex service personnel are guaranteed an interview if the essential criteria are met. Written reasons for rejection should also be provided to unsuccessful candidates from these groups.) Panel chairperson should contact the Resource Diversity Liaison Officer with any diversity queries. and to verify any decisions not to appoint a disabled or ex service personnel applicant after interview Panel members should be referred to the Fusion recruitment guides for each stage of the process. This includes the shortlisting overview and shortlisting form Actions complete Interview questions and scoring form A structured interview format with standard questions for all candidates has been agreed in advance with the panel to ensure the process is fair and objective. Where possible all candidates should be allocated time in advance of their interview to review the interview questions in advance. (Allow 10- 15 mins to review and prepare their responses.) Agree with the panel how the scoring criteria for each question will be applied to the essential criteria on the person specification. Ensure that panel members score each candidate independently after each interview and scores are only shared when all interviews have concluded. Document panel decisions with consistent and transparent notes for each candidate. These should be Actions complete 57
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retained for 6 months (before confidential destruction.) This will help evidence the selection decision by objectively identifying the high performers, help the panel to justify their selection decision, aid the provision of constructive feedback to unsuccessful candidates and justify the decisions taken in the event of a recruitment complaint. Panel members will be referred to the interview overview and the interview scoring form. Inclusivity and Accessibility The interview accommodation is accessible for people with disabilities. Reasonable adjustments for candidates have been made in advance if requested. Check with the candidate these are appropriate before the interview commences. Where possible, provide candidates with the interview questions in advance allowing them at least 15 mins to review and prepare their responses- this approach is best practice for supporting neurodivergent candidates and those whose first language may not be English. Ensure panel members use unbiased language in their interactions with candidates. Guaranteed Interview candidates: advice sought from DLO as required. Actions complete 58
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Appendix 4 – EDI training completion data 2022-26 Completions 1 January 2022 to 31 March 2026 Equality and Diversity Awareness 9,778 Preparing and Conducting Interviews 655 Recruitment and Selection and the Law 619 Safer Recruitment using the PVG Scheme 207 The Interview Panel 513 Unconscious Bias 4507 Interview Questions and Additional Selection Tools 566 Total 16, 845 59
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