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Equality Assessment of the Local Labour Market Area

By Roy Carpenter,2014-05-13 18:39
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Equality Assessment of the Local Labour Market Area

Equality Assessment of the Local Labour Market

    Area

    2009

    ??

    Contents

     1

Introduction 3

Overview of the Borough of Rugby

* Ethnicity 4

* Religion 4

* Age 5

* Gender 5

* Disability 5

* Sexual Orientation 5

    * Job Seekers Allowance Claimants by Ethnicity 5

* Work Deprivation 6

Employees of Rugby Borough Council

* Age Profile 7

* Workforce Profile 8

Implications for Rugby

* Employment Benefits 8

* BME Employment Pool 9

* Disabled Pool 9

* Gender Pool 9

* Age Pool 9

    * Religious/Sexual Orientation Pool 9

* Skills Pool 9

    * Employment from Neighbouring Areas 9

    * Rugby Residents working in other Areas 9

Recommendations for Rugby Borough Council 10

     2

Introduction

The Equality Standard is a framework that sets up a way of working within local authorities which

    helps mainstream equalities into service delivery and employment. There are five levels to the

    standard which assist in introducing a systematic and comprehensive approach to dealing with

    equalities, covering leadership and corporate commitment, community engagement and

    accountability, service delivery and customer care and employment and training.

    ? Level 1 making a commitment to a comprehensive Equality Plan

    ? Level 2 assessing whether functions are delivered equitably and consulting with service

    users about their needs and experiences

    ? Level 3 setting equality objectives and targets

    ? Level 4 developing and using systems to monitor whether services are being delivered

    equitably

    ? Level 5 achieving and reviewing outcomes

The framework not only covers Race, Disability and Gender, but also covers the other equality

    strands of age, sexual orientation and religious belief.

Rugby Borough Council are currently at Level 2 of the Equality Standard. The Council is currently

    undertaking work to establish what work is needed to reach Level 3.

A requirement of the Equality Standard is that a Local Labour Market Assessment should be

    undertaken by Local Authorities. This assessment will focus on the make up of the working age

    population or the Borough, the breakdown of who is employed by the Council and what these two

    sets of data means to the Borough Council.

     3

The Borough of Rugby

Overview of Rugby

    Below is a breakdown of the Borough of Rugby:

Ethnicity

The table below outlines the ethnic groups in the borough of Rugby as reported in the 2001 Census.

    8.84% of the population was recorded as belonging to a black and ethnic minority community:

ETHNIC GROUPTOTAL NUMBER%

    White British79,72691.16%

    White Irish1,2141.39%

    Other White1,2431.42%

    White & Black Caribbean5270.60%White & Black African550.06%

    White & Asian2670.31%

    Other Mixed1600.18%

    Indian2,3002.63%

    Pakistani3290.38%

    Bangladeshi30.00%

    Other Asian3950.45%

    Black or Black British Carribean6740.77%Black or Black British African870.10%Black or Black British Other840.10%Chinese2420.28%

    Other Ethnic Group1480.17%

Religion

Data obtained from the 2001 Census provides a breakdown of religious belief as set out in the table

    below:

RELIGIOUS BELIEFNUMBER%

    Christian3,823,23572,58%

    Buddhist97600.19%

    Hindu56,6681.08%

    Jewish4,9770.09%

    Muslim216,1844.10%

    Sikh103,8701.97%

    Other Religions10,8950.21%

    No Religion647,71812.30%

    Religion Not Stated394,0017.48%

     4

Age

The Census 2001 revealed the age breakdown for residents in the borough of Rugby as follows:

AGE RANGE (years)TOTAL%

    0-451875.93%

    5-141124312.86%

    15-24963211.01%

    25-341187413,58%

    35-441323015.13%

    45-541185413.55%

    55-641038311.87%

    65+1405016.07%

Gender

The 2001 Census data shows the population of Rugby Borough is 49.57% male and 50.43% female

Disability

The 2001 Census data tells us that 16.11% of the population have a Limiting Long Term Illness.

Sexual Orientation

No data is currently available from the 2001 Census. There has been no other research carried out in

    this area since 2001.

Job Seekers Allowance Claimants by Ethnicity

From data collected by the Office for National Statistics (period July 2007 to June 2008):

    White 850 65,030 492,840 Mixed 25 2,200 12,290 Black or Black British 30 7,390 51,440 Asian or Asian British 30 11,465 46,440 Chinese or Other 10 2,445 18,010 Unknown 10 1,675 10,215 Prefer Not To Say 90 8,630 57,185

     5

Work Deprivation and Worklessness

From data collected by the Office for National Statistics (period April 2006 to March 2007):

    Economic Active Rate 81.2% 77.3% 78.6% Employment Rate 77.1% 73.0% 74.3% All People of Working 9.9% 15.4% 11.5% Age Claiming a Key

    Benefit

    Economic Inactivity 18.8% 22.7% 21.4% Rate

    Claimants for less than 84% 80% 84% 12 months

    Claimants for over 12 16% 20% 16% months

Employees of Rugby Borough Council

     stThe figures below for the Council, as of 31 March 2009:

    Age Male Female No. of

    Employees

     FT PT FT PT

    Under 25 9 1 13 2 25

     (4.73%)

    25-29 24 2 21 2 49

     (9.28%)

    30-34 24 0 15 7 46

     (8.71%)

    35-39 21 3 19 12 55

     (10.42%)

    40-44 35 2 39 24 100

     (18.94%)

    45-49 36 1 28 14 79

     (14.96%)

    50-54 34 0 27 9 70

     (13.26%)

    55-59 36 1 27 8 72

     (13.64%)

    60 64 10 1 12 3 26

     (4.92%)

    65-69 4 2 0 0 6

     (1.14%)

    70+ 0 0 0 0 0

    TOTAL 233 13 201 81 528

    (44.13%) (2.46%) (38.07%) (15.34%) (100%)

     6

    Profile of Top 5% of Eamers Other Employees RBC’s

    Workforce

    Male Female Male Female Total

    (%)

    Full Part Full Part Full Part Full Part

    Time Time Time Time Time Time Time Time

    (%) (%) (%) (%) (%) (%) (%) (%)

     Number of

    15 0 10 0 212 17 196 78 528 Employees by (2.84%) (40.15%) (37.12%) (14.78%) (0%) (1.89%) (0%) (3.22%) (100%) Gender

    Number of Employees 2 0 5 0 37 0 51 17 112

    (21.21%) (0.38%) with a (0%) (0.95%) (0%) (7%) (0%) (9.66%) (3.22%) Disability

    Number of Employees 0 0 2 0 10 0 10 8 30

    (1.89%) (0%) (1.89%) (1.52%) from a Black (0%) (0%) (0.38%) (0%) (5.68%) Minority

    Ethnic (BME)

    Background

Implications for Rugby Borough Council

While the data presented above gives a certain amount of information on the Borough and the

    Council, there are still some gaps in the data in order to build a better picture of the situation. Some

    of these gaps will be explored below.

A flaw of the data on the borough is that the 2001 census is at the time of this assessment is eight

    years old and this does not show a true picture of the Borough in 2008. The increase in housing

    development and migration from Eastern Europe has all altered the makeup of the population of the

    Borough.

Employment and Benefits

Comparisons show that the Borough has a better Economic Active Rate and Employment Rate than

    those in the West Midlands and England.

It also has a lower percentage of people who are economically inactive compared to the West

    Midlands and England.

The Borough has a lower rate of people at a working age claiming a key benefit in comparison to the

    rest of the West Midlands and England.

Rugby has a higher rate of claimants for less than 12 months compared to regionally but matches the

    countrywide average. However we have a lower rate of claimants over 12 months to the West

    Midlands which again match the countrywide average.

     7

Overall, from the data above, there should be a sufficient pool of potential employees from the

    Borough for the Council to employ, even though there are other factors to take into consideration

    which is looked at below.

BME employment pool

    The data captured shows that the BME population is at 8.84%, while the Council’s workforce is made up of 5.68% from the BME community.

From the data above there are only 10% of job seeker allowance claimants that are from the BME

    community. Therefore it will be more of a challenge for the Council to increase its employees from the

    BME community in the Borough.

Disabled Pool

The Council currently has 21.21% of its employees who have a disability while 16.11% of the

    population have a Limiting Long Term Illness. The Disability Discrimination Act (DDA) defines a

    disabled person as someone who has a physical or mental impairment that has a substantial and

    long-term adverse effect on his or her ability to carry out normal day-to-day activities. Whilst the

    employee’s disability might not necessarily be a physical impairment it may be a condition which

    could impact on their ability to carry out the job role.

Gender Pool

The population of Rugby is 49.90% male and 50.10% female. This is compared to the 46.21% of

    males and 53.79% of female employed at the Council. Therefore the Council employs a higher

    percentage of females compared to the population of the Borough. There is no evidence to suggest

    there is a shortage of males or females for employment.

Age Pool

As mentioned in other categories, the Borough has a high amount of economically active people.

    From the census 2001, the Borough has a fairly even spread over the age bands, however this is not

    reflected in the Council’s employment. The Council has a higher proportion of older workers in comparison to its Borough:

    Age Range The Borough The Council

    15-24 11.01% 4.66% 25-34 13.58% 17.99% 35-44 15.13% 29.36% 45-54 13.55% 28.22% 55-64 11.87% 18.56% 65+ 16.07% 1.14%

Also, the Council only employees 4 people who are over the retirement age (technically out of the

    Economic Active Group).

It is acknowledged that it will be difficult to employ people in the lower age brackets due to skills and

    experience required for Council positions. But it is something the Council will need to address as it

    does have an ageing workforce and the skills and experience might not be there to replace

    employees that leave or retire. It also needs to address this in order to have a representational

    workforce in comparison to the Borough.

     8

Religious/Sexual Orientation Pool

    Currently, no data in either of the above areas has been collected by the Council or any research bodies. Application forms are currently being updated and this information will be included on the personal details form. We will also need to decide how we collate this data from existing employees.

Skills Pool

    Currently, no data in either of the above areas has been collected by the Council or any research bodies.

Employment from neighbouring areas

    With the Borough being in such close proximity to a large number of other Borough/Districts, it is possible that the Council could source its employees from neighbouring areas.

Rugby Borough residents working in other areas

    Taking into account the above paragraph, it seems reasonable to suggest that there is also the possibility that the economic active population of Rugby working outside of the borough.

     9

Recommendations for Rugby Borough Council

Below are some recommendations based on the information given in this assessment?

    ? Encourage applications from areas of the community which are currently under represented.

    Whilst the Council will always strive to select the best person for the job, it may be missing out on high calibre applicants if we are not receiving applications from all areas of the community. Therefore the Council needs to ensure vacancies are advised as widely as possible.

    ? Address the issue of recruiting people from the lower age brackets

    Whilst the Council acknowledges that it will be difficult to employ people in the lower age brackets due to skills and experience required for Council positions we need to recognise that it is something the Council will need to address as it does have an ageing workforce and the skills and experience might not be there to replace employees that leave or retire.

     10

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