human resources committee meeting of 14 march 2017 · 1 hma resorces committee meeting of 14 march...
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Board of ManagementHUMAN RESOURCES COMMITTEE
Meeting of 14 March 2017
II
Meeting of 14 March 2017HUMAN RESOURCES COMMITTEE
Notice
NOTICE OF MEETING There will be a meeting of the Human Resources Committee on Tuesday 14 March 2017, 1130-1300 hours in Room G10 at Aberdeen City Campus.
MEMBERS OF THE BOARD OF MANAGEMENT Ms. A BellMs S CormackMr. J GallMr. I GossipMr. J HendersonMs. C Inglis (Chair)Mr. R McGregorMs. L McIntyreMr. K Milroy
IN ATTENDANCE Ms. E Hart, Vice Principal Human ResourcesMs. P May, Secretary to the Board of ManagementMs. E Reid, Senior HR Business PartnerMs. S Lawrance, Minute Secretary
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Meeting of 14 March 2017
Agenda
HUMAN RESOURCES COMMITTEE
AGENDAMeeting of 14 March 2017
1. Apologies for Absence
2. Minute of Previous Meeting2.1 Minute of 24 January 2017 (paper enclosed)
3. Matters Arising from Previous Meeting (paper enclosed)
4. Matters for Discussion4.1 StaffEqualityProfileReport2016(paperenclosed)4.2 Key HR Performance Indicators (paper enclosed)4.3 KeyHRPerformanceIndicators–AnnualReport2016(paperenclosed)4.4 Key Health and Safety Performance Indicators (paper enclosed)4.5 HR Priorities and Strategy Implementation (paper enclosed)4.6 NationalBargainingandWorkforcefortheFutureUpdate(paperenclosed)
5. Matter for Information5.1 Report on Organisational Development (paper enclosed)
6. Summation of Business and Date and Time of Next Meeting
Reserved Items of Business7 Matters for Decision
7.1 Settlement Agreement7.2 Redundancy
8. Summation of Reserved Items of Business
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HUMAN RESOURCES COMMITTEEMeeting of 14 March 2017
Agenda Item 2.1
Draft Minute of Meeting of 24 January 2017
The meeting commenced at 1130 hours.
PRESENT – A Bell, S Cormack, J Gall, I Gossip, J Henderson, C Inglis (Chair), R McGregor, L McIntyre, K MilroyIN ATTENDANCE – E Hart, P May, C Mackie, E ReidOBSERVER – S Betty
It was noted that A Bell would be joining the meeting at a later stage. Members agreed to postpone consideration of agenda item 5.1 until her arrival.
1. Apologies for AbsenceThere were no apologies received.
2. Minute of previous MeetingTheMinuteofMeetingheldon15November2016wasapproved.
3. Matters arising from previous MeetingMembers noted the matters arising report.
MrMilroycommentedontheimportanceofthelinkbetweenHealth,SafetyandWellbeingthathad been highlighted at the recent SCDI annual lecture.
FollowingashortdiscussionandintheabsenceofanyresponsefromtheHSE,theCommitteeagreed to close off the matter relating to feedback on the incident reported to the Health & Safety Executive.
It was agreed that a presentation on the College’s new intranet would be scheduled for lunchtime on the day of the March Committees.
In response to a query regarding the completion of a single set of Terms and Conditions of employment for staff, Ms Hart reported that a deadline had not been set. Ms McIntyre advised she would meet with Ms Hart to discuss the matter further.
4. Report by the PrincipalThe Committee noted a report providing information on HR PIs; Staff Dismissal; Employers’ Association Representation;LivingWageAccreditation;HRandPayrollSystemTenderingExercise;andCateringContract renewal.
The Principal welcomed feedback from the Committee on the types of items they would like to see within the Principal’s Report in the future.
MemberswereinformedofthedetailoftheletterreceivedfromMsSomerville,MinisterforFurtherEducation,HigherEducationandScience,regardingLivingWageaccreditation.
MsHartconfirmedthatappropriateworkaroundsremainedinplacetoensurethatthedelayonthe implementation of the College’s new payroll system did not cause any issues.
The Committee noted the renewal of the catering contract. Ms McIntyre advised of feedback in relation to catering which had been captured as part of the programme of College Conversations, including differences in provision and pricing of catering across campuses.
Ms McIntyre also advised of ongoing and planned dialogue in relation to the College’s external contractsandnotedthatstaffandstudentsatisfactionlevelswouldbereflecteduponasappropriate.
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HUMAN RESOURCES COMMITTEEMeeting of 14 March 2017
Agenda Item 2.1
5. Matters for Decision5.1 Health and Safety Strategy The Committee considered a paper providing an update on progress regarding the
Health and Safety Strategy.
After some discussion it was agreed that the Strategy would be renamed the Health, SafetyandWellbeingStrategy.
It was also agreed that consideration should be given to how this Strategy, in conjunction with the HR Strategy, is operationalised to ensure wellbeing is comprehensively addressed. MembersalsorequestedthatconsiderationwasgiventothedevelopmentofaWellbeingPolicy and the associated supporting actions.
5.2 Gender Pay Gap Report TheCommitteeconsideredtheGenderPayGapReport2016,notingtheconsiderable
work undertaken to collate and analyse the required information.
Members discussed the extent of the College’s gender pay gap, noting the mean gender pay gap of 14%, the mean full time gender pay gap of 11%, and the mean part-time gender pay gap of 23%.
Members were advised that the data presented was for full-time staff only and did not include any staff engaged via the agency route.
A discussion was held on how the College and the Committee should respond to the information. It was agreed that an implementation plan should be developed. The Principal advised that the intention was for a number of staff focus groups to be facilitated to support this work.
5.3 Occupational Segregation – Gender Report 2016 NotewasmadethatNESColfiguresinrelationtooccupationalsegregationareconsistent
with wider community but that there is limited benchmarking data within the College sector.ItwasagreedthattheEqualityChallengeUnitshouldbeaskedifbenchmarkingdata is available for the English college sector and that consideration be given to other potentialbenchmarkingdatasources,suchastheNHSorlocalauthorities.Thereviewofdata from international organisations was also suggested.
ThePrincipaladvisedthatconsiderationofflexibleandfamily-friendlypolicieshadbeenidentifiedasapriorityinrelationtomitigatingtheextentofthepaygap.
It was agreed that consideration needs to be given to how best the information from the Gender Pay Gap Report and Occupational Segregation Reports is used, monitored andcommunicated.ItwasnotedthatactionsidentifiedthroughtheReportswouldbereflectedintheCollege’snewEqualityOutcomesasappropriate,andthatinformationonthenextstepstoaddressissuesidentifiedwouldbepresentedtoboththeCommitteeand the Board in due course.
The Committee noted both its and the College’s commitment to reducing the gender pay gap. It was agreed that a press article would be prepared to promote the College’s ambitions in addressing the gender pay gap ahead of the publication of sector statistics at the end of April 2017. Members commended the work undertaken to date in relation to data gathering and analysis.
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HUMAN RESOURCES COMMITTEEMeeting of 14 March 2017
Agenda Item 2.1
5.4 Occupational Segregation – Race/Ethnicity Report 2016 The Committee considered and approved the occupational segregation report in relation
to Race/Ethnicity.
Notewasmadethat12.7%ofstaffchosenottodisclosetheirethnicityandthereforedata that can be published is limited and of limited value. The Committee were advised thatreasonsforlowdisclosurefiguresintermsofstaffprotectedcharacteristicswillbeexplored with the aim of improving disclosure rates.
5.5 Occupational Segregation – Disability Report 2016 The Committee considered and approved the occupational segregation report in relation
to disability.
Notewasmadethat14.2%ofstaffchosenottodisclosewhethertheyhadadisabilityand therefore data that can be published is limited and of limited value.
ItwasconfirmedthatasummarypaperontheOccupationalSegregationReportswillbebroughttotheBoardatitsmeetinginFebruary,withthefullReportsbeingmadeavailableonline for Board Members to view.
5.6 Equal Pay Statement and Policy 2017 The Committee considered and endorsed the College’s Equal Pay Statement and Policy
aheadofitsconsiderationbytheBoardofManagementatitsFebruarymeeting.
6. Matters for Discussion6.1 HR Priorities and Strategy Implementation The Committee noted the contents of the HR Priorities report.
It was noted that the end date for the HR and Payroll Systems Replacement Project would be amended to October 2017.
6.2 National Collective Bargaining and Workforce for the Future Update TheCommitteeconsideredthereportonNationalCollectiveBargainingandWorkforce
fortheFuture.
7. Matters for Information7.1 Report on Organisational Development Activity The Committee noted the contents of the Organisational Development Activity Report.
In relation to the Investors In People (IIP) Interim Report, particular note was made of the observation that ‘resilience in staff is being stretched’. Members were advised that an IIPAssessorwouldbevisitingtheCollegeinFebruarytohelpwiththedevelopmentofanaction plan to address the areas of improvement highlighted in the Report.
The Committee recognised and congratulated the College on the progress highlighted in comparison to the previous Report.
7.2 Key Health and Safety Performance Indicators The Committee noted the contents of the report on Key Health and Safety Performance
Indicators.
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HUMAN RESOURCES COMMITTEEMeeting of 14 March 2017
Agenda Item 3
8. Summation of Business and date and time of next MeetingThe Secretary gave a summation of the business conducted. The next meeting of the Human Resources Committee is scheduled to take place on Tuesday 14 March 2017.
Reserved Items of Business9. Matters for Decision
9.1 Voluntary Severance Scheme 2017-18
10. Matter for Information10.1 Pension Errors
11. Summation of Reserved Items of BusinessThe Secretary gave a summation of the reserved items of business.
The meeting concluded at 1310 hours
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HUMAN RESOURCES COMMITTEEMeeting of 14 March 2017
Agenda Item 3
Matters Arising from the Minute of the Previous Meeting
1 Introduction1.1 This paper is to update the Committee on matters arising from the minute of the meeting
of 24 January 2017.
2 Matters Arising2.1 The following provides an update on matters discussed at the last meeting of the Committee:
3 Matters Arising from the Previous Record A deadline of 30 June 2017 has been set for the completion of a single set of terms
and conditions of employment for staff.
5.1 Health and Safety Strategy The College’s Health and Safety Strategy has been renamed the Health, Safety
andWellbeingStrategy.AcopycanbeaccessedontheCollege’swebsite- http://www.nescol.ac.uk/about/strategic-planning
5.3 Occupational Segregation – Gender Report 2016 TheECUhasbeencontactedtoascertaintheavailabilityofgenderpaygap/
occupationalsegregationbenchmarkingdata.Theyhaveconfirmedthatthisdoesnot currently exist – there is no viable national sector data (for Scotland, England or elsewhere).
TheECUhaveadvisedthatthereisanoverallpaygapfigurefortheHigherEducationSector:
Overall there was a mean gender pay gap of 18.3 percentage points and a median gender pay gap of 13.7 percentage points. The overall gender pay gaps were particularly wide in Scotland (with a mean pay gap of 20.9 percentage points and amedianpaygapof18.6percentagepoints)(Source:EqualityChallengeUnit“EqualityinHigherEducation:StaffStatisticalReport2016p198)
7.1 Report on Organisational Development Activity An action plan to address the areas of improvement highlighted in the Investors
in People (IIP) Interim Report has been developed to progress actions ahead of the next IIP Interim Review in December 2017.
9.1 Voluntary Severance Scheme 2017-18 10.1 Pension Errors Letters to explain the situation were issued on 01 March 2017 to affected staff
members. All refunds and repayment plans will begin in April to coincide with the new tax year.
3 Recommendation3.1 It is recommended that the Committee note the contents of this paper.
Liz McIntyre Pauline MayPrincipal Secretary to the Board of Management
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HUMAN RESOURCES COMMITTEEMeeting of 14 March 2017
Agenda Item 4.1
Staff Equality Profile Report 2016
1. Introduction1.1. The purpose of this report is to provide the Committee with information as to the equalities
profileofthestaffoftheCollegebyprotectedcharacteristic.
2. Background2.1 UnderthePublicSectorEqualityDuty,theCollegeisrequiredtogatherinformationeach
year on the composition of its employees with regards to their protected characteristics and publish this information every two years. This must include detailing the progress that has been made in gathering and using the data. This information will be published in the College’s Mainstreaming and Outcomes Report which must be published by April 2017.
3. The Data for North East Scotland College3.1 AttachedatAppendix1isaStaffEqualityProfileReportfor2016.
3.2 ThisreportpresentsanequalityprofileofCollegestaffasattheendofDecember2016and is compared with data as at end December 2015.
3.3 There is a detailed Executive Summary with this report, but it is worth highlighting the following:
• TheCollegeemploysmorewomen(328;56.1%in2016)thanmen(257;43.9%in2016),with more women working part-time (22.9%) than men (5.3%).
• Theageprofileofstaffhasremainedfairlyconstantwiththemajorityofstaffbeinginthe 30-44 and 45-59 groups.
• FollowingactionstakenbytheCollegetoaddressthenon-disclosureofprotectedcharacteristics by staff:
° Ethnicitynon-disclosurefellfrom13%(ofoverallheadcount)in2015to8%in2016
° Disabilitynon-disclosurefellfrom15.3%in2015to9.2%in2016
° Religion/beliefnon-disclosurefellfrom31.3%in2015to21.0%in2016
° Maritalstatusnon-disclosurefellfrom9.8%in2015to4.6%in2016
° Sexualorientationnon-disclosurefellfrom35.4%in2015to20.2%in2016.
• MorewomenlefttheCollegein2016(69.6%)thanmen(30.4%).
• As regards staff recruitment, (of those disclosing their gender) the College receives moreapplications fromwomen (62.2%) thanmen (36.6%)andboth shortlists andrecruits more women than men.
• TheCollegeappointsmorepeople (94.6%of appointments) fromaWhite ethnic
category than either apply (84.7% of applications) or are shortlisted (85.1%).
• FewerpeoplefromaBMEethniccategorywereappointed(5.4%ofappointments)than apply (12.3% of applications) or are shortlisted (12.1% of those shortlisted).
• Fewerapplicantsdisclosedtheirdisabilitystatus(14.9%ofapplicationsdidnotdisclosetheir status) than staff (9.2% of College staff did not disclose their status).
• More people in the Christian category were appointed (43.2% of appointments) than applied (32.3% of applications) or were shortlisted (30.5% of those shortlisted).
• The information gathered in this report will be used to inform an action plan.
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HUMAN RESOURCES COMMITTEEMeeting of 14 March 2017
Agenda Item 4.1
4. Next Steps4.1 The next steps will be to formulate an action plan to cover actions arising from this report
and to tie in the Equalities Outcomes and with actions from the College’s gender pay gap report and occupational segregation analyses.
5. Recommendation5.1 It is recommended that the Committee note the contents of this report.
Liz McIntyre Elaine HartPrincipal Vice Principal – Human Resources
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Agenda Item 4.1 Appendix 1
NorthEastScotlandCollegeStaffEqualityProfile:ExecutiveSummary
AnanalysiswasconductedoftheprotectedcharacteristicsofCollegestaffatDecember2016,comparedwithDecember2015.
TheCollegeemploysmorewomen(328in2016;342in2015)thanmen(257in2016;258in2015).
TheCollegeintroduced“other”asagendercategoryinitsEqualOpportunitiesMonitoringformsin2016,butnostaffindicated“other”asagender.
Thepercentageofmalestaff(intermsofoverallheadcount)intheCollegehasrisenslightlyin2016,to43.9%,comparedwith43.1%in2015.Conversely,thepercentageoffemalestaffhasfallenslightlyto56.1%in2016,comparedwith56.9%in2015.
Therehasbeenaslightshiftintermsofthepart-timeworkinggendersplitintheCollege:in2016,oftheCollegestaffwhoworkpart-time(165),81.2%(134)arefemaleand18.8%(31)aremale.In2015,ofthe159staffworkingpart-time,83.0%(132)werewomen,comparedwith17.0%(27)beingmale.
Theageprofileofstaffhasremainedfairlyconstant,withthemajorityofCollegestaffbeinginthe30-44and45-59agegroups.
ItshouldbenotedthattherehasbeenanimprovementintheCollegestatisticsfor:ethnicity;disability;religion/belief;maritalstatus;andsexualorientation.Thisisbecausetheanalysisofthe2015staffdatarevealedthatalargenumberofstaffwereinthe“didnotindicate/prefernottosay”category.Consequently,asitisdifficulttoidentifyifthereanyissuesinaprotectedcharacteristiccategorywithouthavingappropriatedata,theCollegetookthefollowingstepstoaddressthelevelsofnon-disclosure:
• WorkedwiththeStaffEqualityGroup(includesTradeUnionEqualityrepresentative)toproduceadocumentforstaffoutliningwhyitisimportantforstafftodisclosetheirprotectedcharacteristicsandhowtheinformationwouldbestoredandused
• StaffweregivencontactdetailsforHR/StaffEqualityGroupmemberswhocouldspeaktothemindividuallyifthememberofstaffhadconcerns/wantedmoreinformation
• Giventhelowdisabilitydisclosurerates,anadditionaldocumentwasproducedandgiventoallstaff,detailingwhatconstitutedadisability–asithadappearedthat,previously,staffwerenotclearonwhatwas/wasnotadisability
• Re-issuedEqualOpportunityMonitoringformstoallstaff(withattacheddocumentsonwhydisclosurewasimportantaswellaswhatconstitutedadisability).
Theseactionshaveresultedinareductioninthepercentageofstaffinthe“notindicated/prefernotsay”categories,asfollows:
• Ethnicitynon-disclosurefellfrom13%(ofoverallheadcount)in2015to8%in2016• Disabilitynon-disclosurefellfrom15.3%in2015to9.2%in2016• Religion/beliefnon-disclosurefellfrom31.3%in2015to21.0%in2016• Maritalstatusnon-disclosurefellfrom9.8%in2015to4.6%in2016• Sexualorientationnon-disclosurefellfrom35.4%in2015to20.2%in2016
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Thishasresultedinanincreaseindisclosureacrosstheprotectedcharacteristicscategories:
Ethnicity:thelargestpercentageofstaffwereintheWhite:Scottishcategory(increasedto70.9%ofoverallheadcountin2016,comparedwith64.6%in2015);otherethnicitycategorieswerebroadlysimilar,year-on-year,inpercentageterms.
Disability:thepercentageofstaffinthe“nodisability”categoryroseto83.2%ofoverallheadcountin2016,comparedwith80.0%in2015;thepercentagestaffinthe“disability”categoryalsorose:7.5%in2016,comparedwith4.7%in2015.
Inaddition,staffweregiventheopportunitytohaveaconfidentialdiscussionwithHRaboutanydisability-relatedadjustmentstheymayrequireatwork.5membersofstaffrequested–andhad–discussions.AfurtherconsequenceoftheseactionsisthatHRwillbelookingtoimproveitscurrentvideoconferencingfacilitiesforstaffwithhearingdifficulties.
Religion/belief:thelargestcategoriesshowedanincrease.The“Christian”categoryincreasedto41.7%ofoverallheadcountin2016,comparedwith36.6%in2015;the“noreligion/belief”categoryincreasedto34.0%in2016,comparedwith30.3%in2015.Otherreligion/beliefcategorieswerebroadlysimilaryear-on-year.
Maritalstatus:thebiggestchangewasinthe“single”category,whichroseto29.1%ofoverallheadcountin2016,comparedwith25.6%in2015.Othermaritalstatuscategorieswerebroadlysimilaryear-on-year.
Sexualorientation:thebiggestchangewasinthe“heterosexual”category,whichroseto77.9%ofoverallheadcountin2016,comparedwith63.1%in2015.Othersexualorientationcategorieswerebroadlysimilar,year-on-year.
Transgenderstatisticsremainconstantin2016and2015,butduetosmallnumbers,arenotreportedincaseindividualstaffcanbeidentified.However,therewere397staff(outofaheadcountof585)whowereinthe“notindicated/prefernottosaycategory”.Giventheincreasesindisclosureforotherprotectedcharacteristics,afurtheranalysisrevealedthistobeduetoalackofclarityinthedesignoftheEqualOpportunitiesform,whichwillnowberectified.
Althoughtherehasbeenanincreaseindisclosureacrossprotectedcharacteristics,morestillneedstobedonetoencouragestafftofeelcomfortablewiththeirprotectedcharacteristicsstatus.Inrecognitionofthis,theCollegeinitsstaffdevelopmentday,setupEqualityAwareness-RaisingDiscussions:BeyondtheLabel,tofostergoodrelationsbetweenpeoplewhohaveaprotectedcharacteristicandthosewhodonot:
OntheAberdeenCampus,thefocuswasonreligionwhereindividualmembersofstaffwereavailabletohostdiscussionsandprovidesomeinsightintotheirreligionandexplainhowstereotypinganddiscriminationcanimpactonpeoplewhofollowtheirreligion.
InFraserburghasmallgroupofstaffraisedawarenessofarangeofprotectedcharacteristicsandalsodiscussedtheimpactofstereotypinganddiscrimination.
Theaimofthesediscussionswastodispelanymyths,providesomehonestanswerstoquestionsthatpeoplemayhaveandgenerallyraiseawareness.
Intermsofstaffretention,ananalysiswasconductedofthe46staffleaversin2016,byprotectedcharacteristic.ThisrevealedthattheCollegeleaverprofileisconsistentwiththestaffprofilee.g.morewomenleftthanmen.ThiswouldbeexpectedastheCollegeemploysmorewomenthan
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men.Thisisconsistentacrossmostcategories,indicatingthattheCollegeisretainingstaffproportionately.
Theonecategorywheretherewasadiscrepancywasintheagecategory30-44,whereadisproportionatenumberofstaffleftduring2016(20leaversintheagegroup).
AllflexibleworkingrequeststhatcameintoHRwereapprovedandputinplace.
Itshouldbenotedthatthevastmajorityofwomenwhogoonmaternityleave,returntoworkaftertheirmaternityleave(9returnedduring2016).Allthosethatreturnedtowork,returnedtothesamepostastheyheldbefore.Nofurtherbreakdownisgivenduetosmallnumberswhichcouldleadtostaffbeingidentified.
Asregardsstaffrecruitment,theCollegereceivesmoreapplicationsfromwomen(62.2%)thanmen(36.6%)andbothshortlistsandrecruitsmorewomenthanmen.
Itisofnotethat45.5%ofmenand50.0%ofwomenwereappointedtofull-timeposts(1persondidnotindicatetheirgender).However,intermsofpart-timeposts,80%ofappointeeswerewomenand20%weremen.
TheCollegeappointsmorepeople(94.6%ofappointments)fromaWhiteethniccategorythaneitherapply(84.7%ofapplications)orareshortlisted(85.1%).Conversely,itappointsfewerpeoplefromaBMEethniccategory(5.4%ofappointments)thanapply(12.3%ofapplications)orareshortlisted(12.1%ofthoseshortlisted).
Intermsofdisability,fewercandidatesdisclosedtheirdisabilitystatus(14.9%ofapplications)thanstaff(9.2%ofCollegestaffdidnotdisclosetheirstatus)
MorepeopleintheChristiancategorywereappointed(43.2%ofappointments)thanapplied(32.3%ofapplications)orwereshortlisted(30.5%ofthoseshortlisted).Conversely,fewerpeopleinthenoreligion/beliefcategorywereappointed(48.6%)thanapplied(52.2%ofapplications)orwereshortlisted(52.3%ofthoseshortlisted).
Asregardsmaritalstatus,morepeopleinthemarried/civilpartnershipcategorywereshortlisted(47.1%ofthoseshortlisted)andappointed(48.6%)thanapplied(39.0%ofapplications).
Intermsofage,morepeopleinthe16-24agecategorywereappointed(24.3%ofappointments),comparedwith16.2%ofapplicationsand13.2%ofthoseshortlisted.
Toaddressthemattersraisedinthisreport,theCollegewillidentifyactionswhichwillfeedintoanactionplanwithintheCollege’sEqualityOutcomesReport.
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Introduction
InordertocomplywithPublicSectorEqualityDuty(PSED),undertheEqualityAct2010,organisationsareexpectedto“gatherinformationonthecompositionofitsemployeesandontherecruitment,developmentandretentionofpeopleasemployeeswithrespectto,ineachyear,thenumberandrelevantprotectedcharacteristicsofsuchpersons”(Source:“EmployeeInformationandthePublicSectorEqualityDuty”,producedbytheEqualitiesandHumanRightsCommission,lastrevised07-2014,p13)
Anorganisationmustthenusetheinformationitgatherstoimproveitsperformanceintermsofthegeneralequalityduty.Thisreportoutlinesstaffinformationfor2016andiscomparedwith2015.ThedevelopmentofstaffiscoveredbyareportfromOrganisationalDevelopment.
StaffEqualityOverviewbyProtectedCharacteristics:2016and2015
AllfiguresrelatetoDecember2016andarecomparedwithDecember2015.
AsatDecember2016,theCollegehasaheadcountof585(FTE522),comparedwithaheadcountof601(FTE539)inDecember2015.
Genderprofile
TheCollegeemploysmorewomen(328in2016;342in2015)thanmen(257in2016;258in2015).
ItshouldbenotedthatTheCollege’s2016EqualOpportunitiesForm,undertheheadingofgender,includestheoptionsof:male;female;other,butnostaffindicatedtheywereinthe“other”category.
Therefore,asatDecember2016,thegenderprofilefortheCollegeisasfollows:
Male–headcount
Male–%ofoverallHeadcount
Femalenumber
Female–%ofoverallHeadcount
OverallHeadcount
OverallStaff%
Full-time 226 38.6% 194 33.2% 420 71.8%
Part-time 31 5.3% 134 22.9% 165 28.2%
Total 257 43.9% 328 56.1% 585 100%Note:%figuresareroundedtoonedecimalplace
ThiscompareswithagenderprofilefortheCollegeinDecember2015of:
Male–headcount
Male–%ofoverallHeadcount
Femalenumber
Female–%ofoverallHeadcount
OverallHeadcount
OverallStaff%
Full-time 232 38.6% 210 34.9% 442 73.5%
Part-time 27 4.5% 132 22.0% 159 26.5%
Total 259 43.1% 342 56.9% 601 100%Note:%figuresareroundedtoonedecimalplace
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Thepercentageofmalestaff(intermsofoverallheadcount)intheCollegehasrisenslightlyin2016,to43.9%,comparedwith43.1%in2015.Conversely,thepercentageoffemalestaffhasfallenslightlyto56.1%in2016,comparedwith56.9%in2015.However,inboth2015and2016itisclearthatCollegeemploysmorefemalethanmalestaff.
TheCollegegenderbiastowardfemalestaffisgreaterthanthepercentageoffemalesinthepopulationasawhole(seefollowingtable).
ThegenderprofileforScotlandandAberdeen/shire,accordingtothe2011Census,showsthattherearemorewomenthanmeninthepopulationasawhole:
Gender Scotland%ofpopulation
Aberdeen%ofpopulation
Aberdeenshire%ofpopulation
Male 48.5 49.4 49.5Female 51.5 50.6 50.5Sources:PopulationReportCensus2011Aberdeenshire,availableonlineathttps://www.aberdeenshire.gov.uk/media/11914/populationreportcensus2011.pdf
2011CensusRelease2AberdeenCityavailableonlineat:http://www.aberdeencity.gov.uk/nmsruntime/saveasdialog.asp?lID=55102&sID=53
Intermsoftheworkingpopulation,accordingtoEqualityChallengeUnit:OccupationalsegregationinScottishhighereducationinstitutions:disability,genderandrace”June2014,p12:
“The2011ScottishCensusshowsthatahigherproportionofmen(74%)thanwomen(65%)areeconomicallyactive(seeScottishCensus2011tablesKS602SCandKS603SC).“
AccordingtotheOfficeforNationalStatistics,UKLabourMarket:November2016:Lookingatemploymentratesbysex,forJulytoSeptember2016:
• 79.2%ofmenand69.8%ofwomenagedfrom16to64wereinwork• theemploymentratesformenandwomenwerehigherthanforayearearlier
TheincreaseintheemploymentrateforwomenispartlyduetoongoingchangestotheStatePensionageforwomenresultinginfewerwomenretiringbetweentheagesof60and65.
Availableonlineat:https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/uklabourmarket/latest#summary-of-latest-labour-market-statistics
AccessedDecember2016
Intermsoftheworkingpopulation,thesestatisticswouldindicatethattheCollegegoesagainstthesetrendsinthatitemploysahigherproportionofwomenthanmen.
AccordingtotheAnnualPopulationSurvey,resultsforyearto30June2016,publishedontheScottishGovernmentwebsite,“TheemploymentrateforwomeninScotlandduringJul’15-Jun’16decreasedovertheyearby0.2percentagepointsfrom69.7%to69.6%”
Availableonlineat:http://www.gov.scot/Resource/0050/00505538.pdf
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AccessedDecember2016
TheCollegereflectsthisinthatitshowsadecreaseinthenumberofwomenitemploysin2016,comparedwith2015.
Full-time/Part-timestaff,bygender
Ascanbeseenfromthefollowingchart,theoverallpictureisbroadlythesameforbothDecember2016andDecember2015,withtherebeingconsiderablymorefull-timemalestaffthanpart-timemalestaff(asapercentageofoverallheadcount)andtherebeinglessofadisparitybetweenpart-timeandfull-timefemalestaff.
AsimilarpatternisalsoseeninrecentstatisticsfromtheOfficeforNationalStatistics.
Numberofpeople(16years+)intheUKlabourmarket,JulytoSeptember2016,seasonallyadjusted(thousandsofpeople):
Source:
38.6 38.633.2 34.9
5.3 4.5
22.9 22.0
0.010.020.030.040.050.0
Dec-16 Dec-15 Dec-16 Dec-15
Male Female%ofoverallheadcount
MaleandFemaleFull-imePart-imestaff
Full-ime/Part-imestaff,bygender2106comparedwith2015
%full-ime %part-ime
14648
2270
6287
8595
0 2000 4000 6000 8000 10000 12000 14000 16000
FULL-TIMEMALE
PART-TIMEMALE
PART-TIMEFEMALE
FULL-TIMEFEMALE
'000ofpeople
Full-Xm
e/Part-Xme,bygender
Totalpeopleworkingfull-Xme/part-Xme,bygender
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OfficeforNationalStatistics,EMP01SAFull-time,part-timeandtemporaryworkers(seasonallyadjusted),16November2016,availableonlineat:
https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/datasets/fulltimeparttimeandtemporaryworkersseasonallyadjustedemp01sa
AccessedDecember2016
AccordingtoClosetheGap:
• 42%ofwomenemployedinScotlandworkpart-timecomparedto13%ofmenemployedinScotland.
• Womenaccountfor76%ofallpart-timeworkersinScotland.
Source:http://www.closethegap.org.uk/content/gap-statistics/
Accessed:January2017
Therehasbeenaslightshiftoverthepastyearintermsofthepart-timeworkinggendersplitintheCollege.
In2016,oftheCollegestaffwhoworkpart-time(165),81.2%(134)arefemaleand18.8%(31)aremale.In2015,ofthe159staffworkingpart-time,83.0%(132)werewomen,comparedwith17.0%(27)beingmale.
Giventhatfewermenworkpart-timethanwomen,itisworthnotingthattherehasbeenanincrease,albeitsmall,inthenumberofpart-timemalestaffintheCollege.
TheCollege’spreviousStaffDataReport2015(whichcomparedinformationasatDecember2015withApril2015)alsoidentifiedthattherehadbeenanincreaseinthenumberofpart-timemalestaff,from3.4%ofheadcountinApril2015to4.5%ofheadcountinDecember2015(inactualnumbersthisisarisefrom20to27malepart-timestaff).Giventhepredominanceoffemalepart-timestaffandthelownumberofmalepart-timestaffananalysiswasconductedtodeterminethereasonsforthisincrease.Itbecameclearthatthesmallincreaseinthenumberofpart-timemalestaffcouldbeexplainedby(pre-merger)BanffandBuchanCollegemalestaffwho,inthemain,hadbeenworkingonaflexiblehours’basis(andthereforewerenotincludedinthepreviousfigures)acceptingpermanentpart-timecontractswithNescol.Thedataanalysishasrevealedthattherewasactuallynoupwardtrendinthenumberofpart-timemalestaffbeingemployedbytheCollegeandthatactionswerestillneedtobetakentoincreasethenumberofpart-timemalestaff.Itisofnotethattherehasbeenasmallincreaseinthenumberofpart-timemalestaffin2016,comparedwith2015–andthiscannotbeattributedtopost-mergercontractharmonisation.Itcan,instead,canbelargelyexplainedbyasmallnumberofphasedretirementsandappointmentstopart-timeposts.
8
Part-timestaffprofile
5.3%oftheCollege’soverallheadcountwasaccountedforbypart-timemaleemployeesinDecember2016(4.5%inDecember2015),comparedwith38.6%beingfull-timeinDecember2016(also38.6%inDecember2015).
Anotherwayoflookingatthesefigures,istodeterminethenumberofmalepart-timestaffasapercentageofmalestaffemployedintheCollege(asopposedtotheoverallheadcount,whichincludesfemalestaff).
Thereisaslightdecreaseinthenumberoffull-timemalestaffemployedinDecember2016comparedwithDecember2015andaslightincreaseinthenumberofpart-timemalestaff.
InDecember201687.9%ofmalestaffworkedfull-time(i.e.ofthe257malestaff,226werefull-time),with12.1%(31)workingpart-time.
Thiscompareswith89.6%ofthemalestaffemployedintheCollegeworkingonafulltimebasis(i.e.ofthe259malestaff,232werefull-time)inDecember2015,with10.4%(27)beingpart-time.
Thereislessofadiscrepancybetweenthenumberoffull-timeandpart-timefemalestaff.
22.9%oftheCollege’soverallheadcountwasaccountedforbypart-timefemaleemployeesinDecember2016(22.0%inDecember2015),comparedwith33.2%beingfull-timeinDecember2016(34.9%inDecember2015).
Again,itisusefultolookatthenumberoffemalepart-timestaffasapercentageofthefemalestaffemployedintheCollege(asopposedtotheoverallheadcount):ofthe328femaleemployeesinDecember2016,59.1%(194)workedonafull-timebasis,with40.9%(134)workingpart-time.
InDecember2015,61.4%(i.e.210)workedonafull-timebasis,with38.6%(132)workingpart-time.
Thisshowsanincreaseinthenumberofwomenworkingpart-timeandadecreaseinthenumberofwomenworkingfull-time.
Thefollowingtableillustratesthelownumberofmalepart-timestaff(inpercentageterms),comparedwithfemalepart-timestaffintheCollegeinboth2016and2015.
Maleandfemalepart-timestaffprofile,December2016comparedwithDecember2016
Note:Percentagefiguresareroundedtoonedecimalplace
5.3
22.9
12.1
40.9
4.5
22.0
10.4
38.6
MALEPART-TIMESTAFFAS%OFOVERALLHEADCOUNT
FEMALEPART-TIMESTAFFAS%OFOVERALL
HEADCOUNT
MALEPART-TIMESTAFFAS%OFMALEHEADCOUNT
FEMALEPART-TIMESTAFFAS%OFFEMALE
HEADCOUNT
PERCENTAGE
MALEANDFEMALEPART-TIMESTAFF
PART-TIMESTAFF,BYGENDER2016COMPAREDWITH2015
2016 2015
9
Ageprofile
AsatDecember2016,theageprofileofstaffisasfollows:
Age TotalNumber
Total%ofoverallheadcount
MaleTotal FemaleTotal
16-29 51 8.7% 17 3430-44 184 31.5% 73 11145-59 296 50.6% 132 16460-74 54 9.2% 35 1975+ 0 0% 0 0Total 585 100% 257 328
*Note:%figuresareroundedtoonedecimalplace
ThiscompareswiththeageprofileasatDecember2015:
Age TotalNumber
Total%ofoverallheadcount
MaleTotal FemaleTotal
16-29 59 9.8% 18 4130-44 193 32.1% 72 12145-59 296 49.3% 138 15860-74 53 8.8% 31 2275+ 0 0% 0 0Total 601 100% 259 342
*Note:%figuresareroundedtoonedecimalplace
Fromthesetables–andchartbelow-itisclearthatthemajorityoftheCollege’sstaffareintheagegroups30-44and45-59.Itisalsoapparentthatthe2016ageprofileisverysimilartothe2015profile,meaningthattheoverallpictureisfairlyconstant:
Ageprofileofstaffas%ofheadcount,December2016comparedwithDecember2015
Note:Percentagefiguresareroundedtoonedecimalplace
8.7
31.5 50.6
9.2
0
9.8
32.1 49.3
8.8
0
16-29 30-44 45-59 60-74 75+
PERCENTOFHEAD
COUNT
AGEOFSTAFF
AGEPROFILEOFSTAFF2016COMPAREDWITH2015
Dec-16 Dec-15
10
Accordingtothe2011Census,theagedistribution(%)inScotlandandAberdeen/shireisasfollows:
Age Scotland(%ofpopulation)
Aberdeenshire(%ofpopulation)
Aberdeen(%ofpopulation)
0-4years 5.5 6.0 5.25-15years 11.8 12.7 9.216-29years 18.5 15.2 25.630-44years 20.0 20.6 20.945-59years 21.1 22.5 19.160-74years 15.5 15.9 12.975yearsandover 7.7 7.2 7.1Sources:AberdeenshirePopulationReportCensus2011,availableonlineat:https://www.aberdeenshire.gov.uk/media/11914/populationreportcensus2011.pdf
2011CensusRelease2AberdeenCityavailableonlineat:http://www.aberdeencity.gov.uk/nmsruntime/saveasdialog.asp?lID=55102&sID=53
TheCollegeisprimarilyfocussedonthelearningandteachingofstudents,sononeofitsstaffareintheage-ranges1-15years.Theageranges16-29forthegeneralpopulationwouldalsoincludepeoplewhoarestillatschoolorinfurther/highereducationandasaneducationalestablishment,NorthEastScotlandCollegewouldgenerallylooktoemploystaffoncetheyhadcompletedtheireducation.ThiswouldaccountforadifferencebetweenCollegefiguresandthoseofthegeneralpopulation.Consequently,mostoftheCollege’sstaffareintheageranges30-59years.Theagerange60-74forthegeneralpopulationwouldincludepeoplewhohaveretired.Althoughthedefaultretirementagehasbeenabolished,manypeoplestillchosetoretireatsomepointwithinthisagecategoryandthiscouldaccountforthedifferencebetweentheCollegeandgeneralstatistics.
11
Ageprofilebygender
Ascanbeseenfromthefollowingchart,intermsoftheageprofilebygender,thepictureisrelativelystable.
Staffagegroups,bygender,December2016comparedwithDecember2015(asapercentageofoverallheadcount):
Note:percentagefiguresareroundedtoonedecimalplaceandmaynotaddupto100%
Inboth2016and2015,thereisagreaterpercentageoffemalestaff,asapercentageofheadcount,inallagecategories,exceptforthe60-74agegroup.
Thisagerangewouldincludesomepeoplewhowouldbeofnormalstateretirement/pensionage.Althoughthedefaultretirementagehasbeenabolished,manypeoplestillchosetoretireatsomepointwithinthisagecategoryanduntilveryrecently,thestateretirement/pensionageforwomenwas60years(and65formen)whichcouldaccountforthegenderdifferenceinthisagecategory.
Otherwise,astheCollegeemploysmorewomenthanmen,itisnotunexpectedthatthereisagreaterpercentageofwomen(asapercentageofheadcount)intheotheragecategories.
Thegreatestgenderdiscrepancyappearstobeintheagerange30-44,whereasatDecember2015,12%ofmalestaff(asapercentageofoverallheadcount)wereinthisagerangecomparedwith20.1%offemalestaff.Thischangedto23.0%formalestaffintheagerange45-59and26.3%forfemalestaffinthisagerange.Afurtheranalysisofthesedatarevealedthatmalestaffinthe45-49agegrouphadinitiallybeenemployedinayoungeragecategory,butstayedwiththeCollegeandsubsequentlymovedintothe45-59agecategory.Soitappearsthatthedifferentialcouldbeattributedtolengthofserviceandwouldexplainwhytherearefewermalestaffinthe30-44agegroup.Thedatafor2016showasimilartrend,whichwouldbeexpected,giventhisexplanation.
2.9 5.8 3.0 6.812.5
19.0
12.0
20.122.6
28.023.0
26.3
6.0 3.2 5.2 3.7
MALE-2016 FEMALE-2016 MALE-2015 FEMALE-2015
Percentofoverallheadcount
Genderagegroups,2016comparedwith2015
Staffagegroupsbygender,2016comparedwith2015
16-29 30-44 45-59 60-74
12
Ethnicityprofile
ThetablebelowoutlinestheethnicityprofilefortheCollegeatDecember2016,comparedwithDecember2015.
ItisclearthatthelargestcategoryisWhiteScottish70.9%in2016(64.6%in2015).Overall,thepercentageofstaffinaWhiteethniccategoryis88.7%in2016.
Wheretherearefewerthan5staffinacategory,theactualnumberofstaffisnotpublished.Giventhesmallnumbersinsomecategories–andforconsistencypurposes–nofurtherbreakdownisgivenofthisprotectedcharacteristic,asindividualstaffcouldotherwisebeidentified.
Note:%figuresareroundedtoonedecimalplace,andmaynottotalto100%;N/P=notpublished
Ethnicity TotalNumber2016
Total%ofoverall
headcount2016
TotalNumber2015
Total%ofoverallheadcount
2015
White:Scottish415 70.9% 388
64.6%
White:English53 9.1% 56
9.3%
White:WelshN/P N/P N/P
N/P
White:Irish N/P N/P 6 1.0% White:Other
46 7.9% 54
9.0%
Mixed N/P N/P N/P N/P Asian:Indian
5 0.9% N/P
N/P
Asian:Pakistani0 0% N/P
N/P
Asian:Bangladeshi 0 0% 0
0%
Asian:ChineseN/P N/P N/P
N/P
Asian:Other N/P N/P N/P N/P Black:Caribbean
0 0% 0
0%
Black:African5 0.9% 6
1.0%
Other N/P N/P N/P N/P Prefernottosay/Notindicated 47 8.0% 78
13.0%
13
WhenthefiguresforDecember2016arecomparedwithDecember2015figures,thereisamarkeddifferenceinthe“WhiteScottish”and“prefernottosay/notindicated”categories,whichisclearinthechartbelow.
Staffethnicityas%ofheadcount,December2016comparedwithDecember2015
(note:thischartillustratesonlytheethnicitycategorieswherenumberswerepublished)
Note:figureshavebeenroundedtoonedecimalplace;0.0%=Figurenotpublished
Thesedifferencescan,however,beexplained:
Afterconductingananalysisofthestaffdatabyprotectedcharacteristicsin2015,itwasapparentthataconsiderablenumberofstaff(78;13.0%)didnotdisclosetheirethnicity.
Inordertoaddressthis,theCollegedidthefollowing:
• WorkedwiththeStaffEqualityGroup(includesTradeUnionEqualityrepresentative)toproduceadocumentforstaffoutliningwhyitisimportantforstafftodisclosetheirprotectedcharacteristicsandhowtheinformationwouldbestoredandused
• StaffweregivencontactdetailsforHR/StaffEqualityGroupmemberswhocouldspeakto
themindividuallyifthememberofstaffhadconcerns/wantedmoreinformation
70.9
9.1
0.0
7.9
0.9
0.9
8.0
64.6
9.3
1.0
9.0
0.0
1.0
13.0
0.0 10.0 20.0 30.0 40.0 50.0 60.0 70.0 80.0
White:Scoosh
White:English
White:Irish
White:Other
Asian:Indian
Black:African
Notindicated
Percentofheadcount
Ethnicity
STAFFETHNICITYDEC2016COMPAREDWITHDEC2015
Dec-15 Dec-16
14
• Re-issuedEqualOpportunityMonitoringformstoallstaff(andattachedthedocumentonwhydisclosurewasimportant).
Thesemeasureshaveresultedinareductionofthenon-disclosureratefrom13.0%in2015to8%in2016.
ThemajorityofstaffwhodisclosedtheirethnicityinDecember2015wereintheWhite:Scottishcategoryandtheincreaseindisclosureratesin2016hasresultedinanincreaseinthisethniccategory.
Inspiteofthereductioninthenon-disclosureratetoasinglepercentagefigure,therearenone-the-lessstillanumberofstaffwho“didnotindicate”.However,thishavingbeensaid,theethnicprofilewithintheCollege(basedonthosestaffwhodiddisclosethisprotectedcharacteristic)appearstobeinlargelylinewithnationalandregionalstatisticsasdetailedinthefollowingtable:
EthnicityinScotlandandAberdeen/shire,accordingtothe2011Census:
Ethnicity Scotland(%ofpopulation)
Aberdeenshire(%ofpopulation)
Aberdeen(%ofpopulation)
White–Scottish 84.0 82.2 75.3White–OtherBritish 7.9 12.3 7.6White–Irish 1.0 0.5 1.0White–Polish 1.2 1.2 3.2White–Other 1.9 2.2 4.8Asian,AsianScottishorAsianBritish
2.7 0.8 4.3
Other 1.4 0.8 3.9Sources:AberdeenshireIdentityReportCensus,availableonlineat:https://www.aberdeenshire.gov.uk/media/11870/identityreportcensus2011.pdf
2011CensusRelease2AberdeenCityavailableonlineat:http://www.aberdeencity.gov.uk/nmsruntime/saveasdialog.asp?lID=55102&sID=53
Thelargestethniccategoryis“White:Scottish”andtheCollege’sethnicprofileislargelyreflectiveofthatofthewiderpopulation.However,itisnotablethatAberdeenhasfewerpeopleinthisethniccategorythaneitherScotlandasawhole,orAberdeenshire.
TheethnicprofileoftheCollege(whichhascampusesinAberdeenandAberdeenshire)wasidentifiedasbeingmoreinlinewithAberdeenshirethanAberdeenCity.AstheCollegehasmorestaffworkinginitsAberdeencampuses,itwasoriginallythoughtthattheethnicprofileoftheCollegewouldmorecloselymatchthatofAberdeencity.However,ananalysiswasundertakenofwherestafflive,whichrevealedthatover60%ofstaffemployedbytheCollegeliveinAberdeenshire(andeithertravelintoAberdeencitycampusesand/orworkinAberdeenshirecampuses).ThiswouldthenexplainwhytheCollegeethnicityprofilemorecloselyfitswiththatofAberdeenshire.However,theCollegeshouldcontinuetomonitoritsrecruitmentpracticestoensurethatitattractsandrecruitsstafffromallethnicbackgrounds
15
Disabilityprofile
AsatDecember2016,thedisabilityprofilefortheCollegewas(outofaheadcountof585):
TotalNumber Total%ofoverallheadcount Male Female
Disabled44 7.5% 19 25
Notdisabled487 83.2% 211 276
Prefernottosay/Notindicated 54 9.2% 27 27
Note:%Figureshavebeenroundedtoonedecimalplaceandmaynotaddupto100
ThiscompareswiththedisabilityprofilefortheCollegeasatDecember2015(outofaheadcountof601):
TotalNumber Total%ofoverallheadcount Male Female
Disabled28 4.7% 14 14
Notdisabled481 80.0% 201 280
Prefernottosay/Notindicated 92 15.3% 44 48
Note:%Figureshavebeenroundedtoonedecimalplaceandmaynotaddupto100
Thefollowingchartclearlyillustratesthereductioninthepercentageofstaffwhodidnotindicate/preferrednottosaywhethertheyhadadisabilityornot(from15.3%in2015to9.2%in2016)andanincreaseinnotdisabledcategory(83.2%in2016comparedwith80.0%in2015)anddisabledcategory(7.5%in2016comparedwith4.7%in2015).
16
Staffdisabilityas%ofheadcount,December2016,comparedwithDecember2015
Note:%figureshavebeenroundedtoonedecimalplace,somaynotaddupto100%
ThereasonforthechangeinthesestatisticsisbecausetheCollegeidentifiedfromitsstaffdataanalysisin2015thattherewereasignificantnumberofstaffwhoeitherdidnotindicatewhethertheyhadadisabilityorpreferrednottosay.TheCollegethentookthefollowingactiontoaddressthesituation:
• WorkedwiththeStaffEqualityGroup(includesTradeUnionEqualityrepresentative)toproduceadocumentforstaffoutliningwhyitisimportantforstafftodisclosetheirprotectedcharacteristicsandhowtheinformationwouldbestoredandused
• Giventhelowdisabilitydisclosurerates,adocumentwasproducedandgiventoallstaff,detailingwhatconstitutedadisability–asithadappearedthatstaffwerenotclearonwhatwas/wasnotadisability/impairment
• OutlinedonthedisabilityinformationsheetandontheEqualOpportunitiesformthatIfamemberofstaffhadadisability,theCollegewouldworkwithOccupationalHealthwhereappropriate,toseeifitcouldmakeanyreasonableadjustmentstosupportthem.ItwasalsodetailedthatiftheywouldlikeHRtocontactthemforaconfidentialdiscussionaboutanydisability-relatedadjustments,theyshouldticktheappropriateboxontheEqualOpportunitiesform,andHRwouldcontactthem.
• Re-issuedEqualOpportunityMonitoringformstoallstaff(withattacheddocumentsonwhydisclosurewasimportantandthedocumentexplainingwhatconstitutedadisability)
Asaconsequenceoftheseactions,thepercentageofstaffdeclaringthattheyhadadisabilityincreasedfrom4.7%to7.5%.Fivemembersofstaffrequested–andhavehad-confidentialdiscussionswithHR.
AfurtheractionasaconsequenceoftheseactivitiesisthatHRwilllooktoimproveitscurrentvideoconferencingfacilitiesforstaffwithhearingdifficulties.
Intermsofstaffwithadisability,therewere31membersofstaffwhohadanabsenceinrelationtotheirdisabilityin2016with26returningtoworkduring2016.
7.583.2
9.2
4.780.0
15.3
0.0 10.0 20.0 30.0 40.0 50.0 60.0 70.0 80.0 90.0
DISABLEDNOTDISABLEDNOTINDICATED
Percentofheadcount
Disabilitystatus
StaffdisabilityprofileDec16comparedwithDec15
Dec-15 Dec-16
17
ItshouldalsobenotedtheCollegeworkscloselywithoccupationalhealthtoprovidesupportforanymemberofstaffwhohasorwhodevelopsahealthcondition/disabilitywhichmayimpactontheirabilitytodotheirjob.
During2016,occupationalhealthrecommendationsthathavebeenaccommodatedforstaff–irrespectiveofwhethertheyhaveadisability-include:phasedreturnstoworkfollowinganabsence(thisisthemostcommonrecommendation);restrictionsonmanualhandling;workstationassessments(includingprovisionofspecificequipment);accommodationsforfuturemedicalappointments;provisionoftemporaryparkingduringrehabilitationperiod.
Widerstatisticsfromthe“AnalysisofEqualityResultsfromthe2011Census”p107/108producedbytheScottishGovernment,indicatethat20%ofpeopleinScotlandreportedalimitinghealthproblemordisability(i.e.day-to-dayactivitiesbeinglimited‘alittle’or‘alot’byhealthproblems),comparedwith18%fortheUKasawhole.Fromthis,itisinferredthat80%oftheScottishpopulationdoesnothavealimitinghealthproblemordisability.
TheCollege’sstatisticsrelatetowhetherstaffconsiderthemselvestobedisabledandnotwhethertheyconsiderthemselvestohavealimitinghealthproblem,soitisdifficulttomakeexactcomparisons.However,broadlyspeaking,itwouldappearfromthestaffwhodiddeclarethisprotectedcharacteristicthattheCollegeislinewithwiderScottishstatisticsinthatthemajorityofitsstaffisinthe“notdisabled”category.
Intermsofagenderanalysisofthosestaffwithadisability,in2016therearemorefemalestaff(25outof44staffinthatcategory;56.8%)inthiscategorythanmalestaff(19outof44;43.2%).ThiswouldbeconsistentwiththeCollegeemployingmorewomen(56.1%ofoverallheadcountin2016)thanmen(43.9%).Giventhis,itisofnotethatanequalnumberofmalestaff(27)andfemalestaff(27)preferrednottosay/didnotindicate.
Thegenderanalysisofstaffinthe“prefernottosay/didnotindicate”categoryinDecember2015showedthat47.8%weremen(44outof92inthatcategory)and52.2%werewomen(48outof92).Thiscomparedwith43.1%oftheCollege’soverallheadcountbeingmaleand56.9%beingfemale.
18
ReligionorBeliefprofile(includingnobelief)
Thefollowingtableoutlinesthereligionorbelief(includingnobelief)profilefortheCollegeatDecember2016,comparedwithDecember2015.
Wheretherearefewerthan5staffinacategory,theactualnumberofstaffisnotpublished.Giventhesmallnumbersinsomecategories–andforconsistencypurposes–nofurtherbreakoutisgivenofthisprotectedcharacteristic,asindividualstaffcouldotherwisebeidentified.
Religion TotalNumber2016
Total%ofoverall
headcount2016
TotalNumber2015
Total%ofoverall
headcount2015
Christian 244 41.7% 220 36.6% Buddhist N/P N/P N/P N/P Hindu N/P N/P N/P N/P Jewish N/P N/P N/P N/P Muslim N/P N/P N/P N/P Atheist N/P N/P - - Other 5 0.9% N/P N/P No
Religion/Belief199 34.0% 182
30.3%
Prefernottosay/
Notindicated 123 21.0% 188
31.3%
Note:%figuresareroundedtoonedecimalplace;N/P=Notpublished;Atheistcategorywasnotusedin2015
Staffreligionorbeliefprofile,as%ofheadcount,December2016comparedwithDecember2015
(note:thischartonlyillustratescategorieswherefigureswerepublished)
Note:%figuresarerounded;0=figurenotpublishedin2015
41.7
34
21
0.9
36.6
30.3
31.3
0
0 5 10 15 20 25 30 35 40 45
Chrisian
Noreligion/belief
Notindicated
Other
%ofheadcount
Rejigion/belief
Religion/beliefstaffprofileDec2016comparedwithDec2015
Dec-15 Dec-16
19
Thechartaboveclearlyillustratesthereductioninthepercentageofstaffwhodidnotindicate/preferrednottosaywhetherornottheyhadareligion/belief(from31.3%in2015to21.0%in2016)andanincreaseintheChristiancategory(41.7%in2016comparedwith36.6%in2015)andnoreligion/beliefcategory(34.0%in2016comparedwith30.3%in2015).
Thesedifferencescan,however,beexplained:
Afterconductingananalysisofthestaffdatabyprotectedcharacteristicsin2015,itwasapparentthataconsiderablenumberofstaff(188;31.3%)didnotdisclosetheirreligion/beliefcategory.
Asoutlinedearlierinthisreport,theCollegetookanumberofstepstoencouragestafftodisclosetheirprotectedcharacteristics,byexplainingwhyitwasimportantandhowthedatawouldbeused.
Thesemeasureshaveresultedinareductionofthenon-disclosureratefrom31.3%in2015to21.0%in2016.
However,caremustbetakenwhendrawingconclusionsfromtheresultsas–inspiteoftheincreaseddisclosure-therearestillquiteanumberofstaffwho“didnotindicate”.ThisindicatesthatfurtherworkshouldbeundertakenbytheCollegetoincreasethedisclosureratefurther.Inrecognitionofthis,theCollegeinitsstaffdevelopmentdaysetupthefollowing,tofostergoodrelationsbetweenpeoplewhohaveaprotectedcharacteristicandthosewhodonot:
EqualityAwarenessRaisingDiscussions:BeyondtheLabel
AspartoftheProfessionalDevelopmentDay,wehavearrangedanumberofEqualityAwarenessRaisingdiscussions.OntheAberdeenCampus,thefocuswillbeonreligionwhereindividualmembersofstaffwillhostdiscussionsandprovidesomeinsightintotheirreligionandexplainhowstereotypinganddiscriminationcanimpactonpeoplewhofollowthisreligion.
InFraserburghasmallgroupofstaffwillraiseawarenessofarangeofprotectedcharacteristicsandalsodiscusstheimpactofstereotypinganddiscrimination.
Theaimofthesediscussionswillbetodispelanymyths,providesomehonestanswerstoquestionsthatpeoplemayhaveandgenerallyraiseawareness.
Intermsofthosestaffwhodiddisclosethisprotectedcharacteristic,thereligion/beliefprofileoftheCollegeislargelyinlinewithwiderScottishstatisticsinthatthelargestcategoriesare“noreligion/belief”and“Christian.”
Accordingtothe“AnalysisofEqualityResultsfromthe2011Census”p69producedbytheScottishGovernment,Noreligionisrepresentedby37%ofthepopulation;combinedChristiandenominationsrepresented54%;Muslim1%;otherreligionsrepresented1%;7%didnotstatetheirreligion.
20
Religion/beliefprofileforScotland&Aberdeen/shire,accordingtothe2011Census:
Religion Scotland(%ofpopulation)
Aberdeenshire(%ofpopulation)
Aberdeen(%ofpopulation)
ChurchofScotland 32.4 36.3 25.3RomanCatholic 15.9 4.8 8.9OtherChristian 5.5 7.6 6.7Muslim 1.4 0.3 1.9Otherreligion 1.1 0.6 1.9Noreligion 36.7 42.8 48.1Notstated 7.0 7.6 7.2Sources:AberdeenshireIdentityReportCensus2011,availableonlineat:https://www.aberdeenshire.gov.uk/media/11870/identityreportcensus2011.pdf
2011CensusRelease2AberdeenCityavailableonlineat:http://www.aberdeencity.gov.uk/nmsruntime/saveasdialog.asp?lID=55102&sID=53
MaritalStatus
ThefollowingtablesandchartsdetailthemaritalstatusprofilefortheCollegeatDecember2016,comparedwithDecember2015:
MaritalStatus TotalNumberofStaff2016
Total%ofoverallheadcount
2016
TotalNumberofStaff2015
Total%ofoverallheadcount
2015
Married/CivilPartnership 338 57.8% 344
57.2%
Single/Cohabiting 170 29.1% 154 25.6%
Separated/Divorced 39 6.7% 36 6.0%
Prefernottosay/Notindicated 27 4.6% 59
9.8%
Widowed 11 1.9% 8 1.3% Note:%figuresareroundedtoonedecimalplaceandmaynottotalto100%
21
Staffmaritalstatusasapercentageofheadcount,December2016comparedwithDecember2015
Note:%figuresareroundedtoonedecimalplaceandmaynotaddupto100%
Thechartaboveclearlyillustratesthereductioninthepercentageofstaffwhodidnotindicate/preferrednottosaytowhichmaritalstatuscategorytheybelonged(from9.8%in2015to4.6%in2016).ItalsoshowsanincreaseintheSingle/Co-habitingcategory(29.1%in2016comparedwith25.6%in2015).Othercategoriesshowslightfluctuationscomparedwiththepreviousyear,indicatingarelativelystablemaritalstatusprofilefortheCollege.
ThesedifferencescanonceagainbeexplainedbytheCollegetakingsteps–identifiedearlierinthisreport-toencouragestafftodisclosetheirprotectedcharacteristics,byexplainingwhyitwasimportantandhowthedatawouldbeused.
Thesemeasureshaveresultedinareductionofthenon-disclosureratefrom9.8%in2015to4.6%in2016.
Accordingtothe2011Census,themaritalstatusprofileforScotlandisasfollows:
Maritalstatus %ofScottishpopulation%Single 35.4%Marriedorinregisteredsame-sexcivilpartnership 45.4%Separated 3.2%Divorcedorinsame-sexcivilpartnershipwhichisnowdissolved 8.2%Widowedorsurvivingpartnerfromsamesexcivilpartnership 7.8Source:AberdeenCityCouncil2011CensusRelease2:AberdeenCity,availableonlineat:
http://www.aberdeencity.gov.uk/nmsruntime/saveasdialog.asp?lID=55102&sID=53
Whenthe2011CensusfiguresforScotlandarecomparedwiththefiguresforAberdeenCityandAberdeenshire,itcanbeseenthattherearedifferences,notablyinthe“married”and“single”categoriesasdetailedbelow:
57.8
29.1
6.7
1.9
4.6
57.2
25.6
6.0
1.3
9.8
0.0 10.0 20.0 30.0 40.0 50.0 60.0 70.0
MARRIED/CIVILPARTNERSHIP
SINGLE/COHABITING
SEPARATED/DIVORCED
WIDOWED
PREFERNOTTOSAY/NOTINDICATED
%ofheadcount
Maritalstatus
StaffmaritalstatusDec2016comparedwithDec2015
Dec-15 Dec-16
22
Maritalstatus Aberdeen(%) Aberdeenshire(%)Single 42.7 27.3Marriedorinregisteredsamesexcivilpartnership
40.5 56
Source:2011CensusRelease2AberdeenCity;availableonlineat:http://www.aberdeencity.gov.uk/nmsruntime/saveasdialog.asp?lID=55102&sID=53
PopulationReportCensus2011Aberdeenshire,availableonlineathttps://www.aberdeenshire.gov.uk/media/11914/populationreportcensus2011.pdf
TheCollege’sstatisticsaremorecloselyalignedwiththoseofAberdeenshirethanAberdeen.Asoutlinedearlierinthisreport,ananalysiswasundertakenofwherestafflive,whichrevealedthatover60%ofstaffemployedbytheCollegeliveinAberdeenshire(andeithertravelintoAberdeencitycampusesand/orworkinAberdeenshirecampuses).ThiswouldthenexplainwhytheCollegemaritalstatusprofilemorecloselyfitswiththatofAberdeenshire.
PregnancyandMaternity
Thefollowingsectiondetailsthenumberofpregnancies/maternityleavesfor2016and2015.However,wheretherearefewerthan5staff,theinformationisnotpublishedasstaffcouldotherwisebeidentified.
Ofthe9womenwhowereonmaternityleaveinDecember2015,8returnedtoworkin2016.
In2016,atotalof9womencametoworkafterhavingbeenonmaternityleaveatsomepointduring2016.
Ofthe9membersofstaffreturningtoworkduring2016,aftermaternityleave:
Allcamebacktothesamepostastheyheldbefore
Allflexibleworkingrequeststoreduceworkinghoursweregranted
Sexualorientation
ThesexualorientationprofileoftheCollegefor2016and2015isdetailedinthefollowingtableandchart:
Wheretherearefewerthan5staffinacategory,thenumberofstaffisnotpublished.Giventhesmallnumbersinsomecategories–andforconsistencypurposes–nofurtherbreakoutisgivenofthisprotectedcharacteristic,asindividualstaffcouldotherwisebeidentified.
SexualOrientationTotalnumber Total Total
22
Maritalstatus Aberdeen(%) Aberdeenshire(%)Single 42.7 27.3Marriedorinregisteredsamesexcivilpartnership
40.5 56
Source:2011CensusRelease2AberdeenCity;availableonlineat:http://www.aberdeencity.gov.uk/nmsruntime/saveasdialog.asp?lID=55102&sID=53
PopulationReportCensus2011Aberdeenshire,availableonlineathttps://www.aberdeenshire.gov.uk/media/11914/populationreportcensus2011.pdf
TheCollege’sstatisticsaremorecloselyalignedwiththoseofAberdeenshirethanAberdeen.Asoutlinedearlierinthisreport,ananalysiswasundertakenofwherestafflive,whichrevealedthatover60%ofstaffemployedbytheCollegeliveinAberdeenshire(andeithertravelintoAberdeencitycampusesand/orworkinAberdeenshirecampuses).ThiswouldthenexplainwhytheCollegemaritalstatusprofilemorecloselyfitswiththatofAberdeenshire.
PregnancyandMaternity
Thefollowingsectiondetailsthenumberofpregnancies/maternityleavesfor2016and2015.However,wheretherearefewerthan5staff,theinformationisnotpublishedasstaffcouldotherwisebeidentified.
Ofthe9womenwhowereonmaternityleaveinDecember2015,8returnedtoworkin2016.
In2016,atotalof9womencametoworkafterhavingbeenonmaternityleaveatsomepointduring2016.
Ofthe9membersofstaffreturningtoworkduring2016,aftermaternityleave:
Allcamebacktothesamepostastheyheldbefore
Allflexibleworkingrequeststoreduceworkinghoursweregranted
Sexualorientation
ThesexualorientationprofileoftheCollegefor2016and2015isdetailedinthefollowingtableandchart:
Wheretherearefewerthan5staffinacategory,thenumberofstaffisnotpublished.Giventhesmallnumbersinsomecategories–andforconsistencypurposes–nofurtherbreakoutisgivenofthisprotectedcharacteristic,asindividualstaffcouldotherwisebeidentified.
SexualOrientationTotalnumber Total Total
23
ofstaff %ofoverallheadcount
2016
%ofoverallheadcount
2015Heterosexual
456
77.9% 63.1%
BisexualN/P
N/P N/P
LesbianN/P
N/P0.2%
Gay 5 0.9% 1.0% Prefernottosay/NotIndicated 118
20.2% 35.4%
Note:%figuresarerounded;N/P=notpublished
Sexualorientation,asapercentofheadcount,December2016comparedwithDecember2015
(note:thechartonlyillustratesthecategorieswherenumberswerepublished)
Thechartaboveclearlyillustratesthereductioninthepercentageofstaffwhodidnotindicate/preferrednottosaytowhichsexualorientationcategorytheybelonged(from35.4%in2015to20.2%in2016).Italsoshowsanincreaseintheheterosexualcategory(77.9%in2016comparedwith63.1%in2015).Othercategoriesareverysimilarwhencomparedwiththepreviousyear.
ThesedifferencescanonceagainbeexplainedbytheCollegetakingsteps–identifiedearlierinthisreport-toencouragestafftodisclosetheirprotectedcharacteristics,byexplainingwhyitwasimportantandhowthedatawouldbeused.
Thesemeasureshaveresultedinareductionofthenon-disclosureratefrom35.4%in2015to20.2%in2016.However,itisnotedthat,althoughthereisadecreaseinthepercentageofstaffinthe“prefernottosay/notindicated”category,anumberofstaffstillchosenottodisclosethisprotectedcharacteristic.ThisindicatesthatfurtherworkshouldbeundertakenbytheCollegetoincreasethedisclosureratefurther.Asoutlinedearlier,inrecognitionofthis,aspartofstaffdevelopmentday,theCollegehassetupEqualityAwareness-RaisingDiscussions.
77.9
0.9
20.2
63.1
1
35.4
HETEROSEXUAL GAY NOTINDICATED
%OFHEAD
COUNT
SEXUALORIENTATION
SEXUALORIENTATIONDEC2016VSDEC2015
Dec-16 Dec-15
22
Maritalstatus Aberdeen(%) Aberdeenshire(%)Single 42.7 27.3Marriedorinregisteredsamesexcivilpartnership
40.5 56
Source:2011CensusRelease2AberdeenCity;availableonlineat:http://www.aberdeencity.gov.uk/nmsruntime/saveasdialog.asp?lID=55102&sID=53
PopulationReportCensus2011Aberdeenshire,availableonlineathttps://www.aberdeenshire.gov.uk/media/11914/populationreportcensus2011.pdf
TheCollege’sstatisticsaremorecloselyalignedwiththoseofAberdeenshirethanAberdeen.Asoutlinedearlierinthisreport,ananalysiswasundertakenofwherestafflive,whichrevealedthatover60%ofstaffemployedbytheCollegeliveinAberdeenshire(andeithertravelintoAberdeencitycampusesand/orworkinAberdeenshirecampuses).ThiswouldthenexplainwhytheCollegemaritalstatusprofilemorecloselyfitswiththatofAberdeenshire.
PregnancyandMaternity
Thefollowingsectiondetailsthenumberofpregnancies/maternityleavesfor2016and2015.However,wheretherearefewerthan5staff,theinformationisnotpublishedasstaffcouldotherwisebeidentified.
Ofthe9womenwhowereonmaternityleaveinDecember2015,8returnedtoworkin2016.
In2016,atotalof9womencametoworkafterhavingbeenonmaternityleaveatsomepointduring2016.
Ofthe9membersofstaffreturningtoworkduring2016,aftermaternityleave:
Allcamebacktothesamepostastheyheldbefore
Allflexibleworkingrequeststoreduceworkinghoursweregranted
Sexualorientation
ThesexualorientationprofileoftheCollegefor2016and2015isdetailedinthefollowingtableandchart:
Wheretherearefewerthan5staffinacategory,thenumberofstaffisnotpublished.Giventhesmallnumbersinsomecategories–andforconsistencypurposes–nofurtherbreakoutisgivenofthisprotectedcharacteristic,asindividualstaffcouldotherwisebeidentified.
SexualOrientationTotalnumber Total Total
24
Statistics,astheyrelatetotheUK,givesomeperspectivetothesefigures.
AccordingtotheOfficeforNationalStatistics:SexualIdentity,UK:2015,released5October2016(availableonlineat:https://www.ons.gov.uk/releases/sexualidentityuk2015):
“In 2015, the majority (93.7%) of the UK population identified themselves as heterosexual or straight…..” “In 2015, 1.7% of the UK population identified themselves as lesbian, gay or bisexual (LGB). 1.1% who identified themselves as gay or lesbian 0.6% who identified themselves as bisexual More males (2.0%) than females (1.5%) identified themselves as LGB in 2015
A further 0.4% of the population identified themselves as “Other” which means that they did not consider themselves to fit into the heterosexual or straight, bisexual, gay or lesbian categories. A larger group, 4.1%, refused or didn’t know how to identify themselves.
Within the countries of the UK, Northern Ireland had the highest percentage of the population identifying as LGB (1.9%), this was closely followed by England with 1.8% of the population. Scotland and Wales both had the lowest percentage (1.6%) identifying as LGB.”
CaremuststillbetakenwhendrawingconclusionsfromtheCollegeresults,asinspiteoftheimproveddisclosureratetherearestillanumberofstaffwho“didnotindicate”.However,ofthosestaffwhodiddisclosethisprotectedcharacteristic,itwouldappearthattheoverallCollegeprofileisbroadlyinlinewiththatoftheUK,inthatthevastmajorityareinthe“heterosexual/straight”category.TheLGBprofilefortheCollegeisbroadlyinlinewiththatoftheUKasawhole.
25
Transgender/Genderreassignment
Therearethesamenumberofstaffin2016and2015whodisclosedthattheyaretransgender.However,astherearefewerthan5staffinthetransgendercategory,theactualnumberisnotreported.
In2016,187indicatedtheydidnotchangegender/haddifferentgenderthatthatassignedatbirth;397wereintheNotindicated/prefernottosaycategory.
Thismeansthatthelargestcategoryis“notindicated/prefernottosay”(67.9%ofstaff).
Giventhatsomanystaffwereinthiscategory–andofalltheprotectedcharacteristics,thiswastheonewithgreatestnumberofnumberofstaffnotdisclosing–furtheranalysiswasundertaken.Fromthis,itappearsthatitisduetothewaytheEqualOpportunitiesformwasdesigned:
GENDER (please tick the relevant box)
Female Male Other Prefer not to say
Do you now, or have you in the past, considered yourself to be transgender?
Yes No Prefer not to say
Moststaff(asoutlinedearlierinthisreport)completedthegenderquestion,butomittedthetransgenderquestion,asitappearstobeasub-set,whichdidnotrequireafurtherresponse.
Itissuggestedthatthenextformshouldbere-designedtomake“Transgender”aheadinginownright.
AccordingtotheEqualityChallengeUnit“TransStaffandStudentsinHEandColleges:ImprovingExperiences”,November2016p9:“DataonthetranscommunityintheUKislimitedandestimatesofthesizeofthecommunityareprimarilybasedonthenumberofpeopleseekingmedicalassistancetotransition.Thismeansthattranspeoplewhoarenotmedicallytransitioningareoftennotincludedinestimatesofthesizeofthetranscommunity.”
AccordingtoTransInfo,thenumberofpeopleengagingwithgenderidentityservicesUKasatendOctober2015isasfollows:
GenderIdentityClinic Patients LastQuarter %changeVslastqtr
AberdeenClinic 42 118 64%decreaseChalmersClinic,Edinburgh
397 328 21%increase
InvernessClinic - 28 -SandyfordClinic,Glasgow 914 373 145%increase
SandyfordGIDS,Glasgow 195 - -
ScottishGrandTotal 1548 - -
UK-wideadulttotal 12680 10550 20%increaseUK-wideGrandtotal 14674 - -
26
Source:TransInfo“CurrentWaitingTimes&PatientPopulationforGenderIdentityClinicsintheUK”,containinginformationforAugust-October2015,updatedinJanuary2016,p11
TheECU“TransStaffandStudentsinHEandColleges:ImprovingExperiences”,November2016goesontostateonp10:“TheEqualityandHumanRightsCommission(EHRC)commissionedresearchthatsuggestsapproximately1percent(650,000)oftheUKpopulationexperiencessomedegreeofgendervariance(EHRC,2012)”.
Giventhis,theresomestepstheCollegecouldtaketoeliminateanyinadvertentdiscriminationandencouragetransstafftofeelmorecomfortableintheirworkingenvironment:
• changesomeoftheuseofpronounsinourdocumentsegusehe/she/they…andnotjusthe/she
• changeuseofterminologyegustermssuchasparents/siblingsinsteadofgenderedtermssuchasmother/fatherorbrother/sister
• eitheravoidtitlesentirelysuchasMr/MrsetcoraddintheoptionofusingMx• havegenderneutraltoiletsinallcampuses
Conclusion:StaffEqualityProfile
TheCollegeemploysmorewomen(328in2016;342in2015)thanmen(257in2016;258in2015).
TheCollegeintroduced“other”asagendercategoryinitsEqualOpportunitiesMonitoringformsin2016,butnostaffindicated“other”asagender.
Thepercentageofmalestaff(intermsofoverallheadcount)intheCollegehasrisenslightlyin2016,to43.9%,comparedwith43.1%in2015.Conversely,thepercentageoffemalestaffhasfallenslightlyto56.1%in2016,comparedwith56.9%in2015.
Therehasbeenaslightshiftintermsofthepart-timeworkinggendersplitintheCollege:in2016,oftheCollegestaffwhoworkpart-time(165),81.2%(134)arefemaleand18.8%(31)aremale.In2015,ofthe159staffworkingpart-time,83.0%(132)werewomen,comparedwith17.0%(27)beingmale.
Theageprofileofstaffhasremainedfairlyconstant,withthemajorityofCollegestaffbeinginthe30-44and45-59agegroups.
ItshouldbenotedthattherehasbeenanimprovementintheCollegestatistics,followingare-issuingoftheEqualOpportunitiesform,butthistimewithfurtherexplanationsregardinghowthedatawouldbeused.Thishasledtoareductioninthepercentageofstaffinthe“notindicated/prefernotsay”categories,asfollows:
• Ethnicitynon-disclosurefellfrom13%(ofoverallheadcount)in2015to8%in2016• Disabilitynon-disclosurefellfrom15.3%in2015to9.2%in2016• Religion/beliefnon-disclosurefellfrom31.3%in2015to21.0%in2016• Maritalstatusnon-disclosurefellfrom9.8%in2015to4.6%in2016• Sexualorientationnon-disclosurefellfrom35.4%in2015to20.2%in2016
27
Thishasresultedinanincreaseindisclosureacrosstheprotectedcharacteristicscategories:
Ethnicity:thelargestpercentageofstaffwereintheWhite:Scottishcategory(increasedto70.9%ofoverallheadcountin2016,comparedwith64.6%in2015);otherethnicitycategorieswerebroadlysimilar,year-on-year,inpercentageterms.
Disability:thepercentageofstaffinthe“nodisability”categoryroseto83.2%ofoverallheadcountin2016,comparedwith80.0%in2015;thepercentagestaffinthe“disability”categoryalsorose:7.5%in2016,comparedwith4.7%in2015.
Religion/belief:thelargestcategoriesshowedanincrease.The“Christian”categoryincreasedto41.7%ofoverallheadcountin2016,comparedwith36.6%in2015;the“noreligion/belief”categoryincreasedto34.0%in2016,comparedwith30.3%in2015.Otherreligion/beliefcategorieswerebroadlysimilaryear-on-year.
Maritalstatus:thebiggestchangewasinthe“single”category,whichroseto29.1%ofoverallheadcountin2016,comparedwith25.6%in2015.Othermaritalstatuscategorieswerebroadlysimilaryear-on-year.
Sexualorientation:thebiggestchangewasinthe“heterosexual”category,whichroseto77.9%ofoverallheadcountin2016,comparedwith63.1%in2015.Othersexualorientationcategorieswerebroadlysimilar,year-on-year.
Transgenderstatisticsremainconstantin2016and2015,butduetosmallnumbers,arenotreportedincaseindividualstaffcanbeidentified.However,therewere397staff(outofaheadcountof585)whowereinthe“notindicated/prefernottosaycategory”.Giventheincreasesindisclosureforotherprotectedcharacteristics,afurtheranalysisrevealedthistobeduetoalackofclarityinthedesignoftheEqualOpportunitiesform,whichwillnowberectified.
Althoughtherehasbeenanincreaseindisclosureacrossprotectedcharacteristics,morestillneedtobedonetoencouragestafftofeelcomfortablewiththeirprotectedcharacteristicsstatus.
TheCollegewillnowidentifyactionswhichwillfeedintoanactionplanwithintheCollege’sEqualityOutcomesReport.
RetentionofStaff
During2016,46stafflefttheCollege,equatingtoaturnoverof7.8%.In2015,therewere68leavers,representingaturnoverof11.4%.
In2016,ananalysiswascarriedoutonthereasonsforstaffleaving(pleasenotethatsamedatawasnotavailablefor2015,soacomparisoncannotbemade)toidentifyiftherewereanyissuesaroundparticularprotectedcharacteristics.
Gender:
MorewomenlefttheCollegein2016(69.6%)thanmen(30.4%)
OfthestaffwholefttheCollegeduring2016:
32werefemale(ofwhom14workedonapart-timebasis)
28
14weremale(ofwhomnoneworkedonapart-timebasis)
GiventhattheCollegeemploysmorewomenthanmen(328womenatDecember2016,comparedwith257men),itwouldbeexpectedthattherearemorewomenthanmenleavers.Thesameappliestopart-timestaff.Morewomenworkpart-time(134atDecember2016)thanmen(31atDecember2016),soagainitistobeexpectedthatmorefemalepart-timestaffareleaversthanmen.
Age:
Thetablebelowdetailstheageprofileofstaff,comparedwithageprofileofstaffwholefttheCollegeduring2016aswellasthemainreasonforleaving:
Agegroup Numberofstaff(atDec2016)
Numberofleaversduring2016
Mainreasonforleaving
16-29 51 7 Newjob30-44 184 20 Newjob45-59 296 8 Newjob60-74 54 11 Retirement
Thisillustratesthatthefewestleaversareintheagegroups16-29and45-59andthegreatestnumberofleaversareinthe30-44and60-74agegroups
Withregardstothe60-74agegroup,thisisperhapsnotsurprisinggiventhatthemajorityofstaffinthisageprofileleftduetoretirement.Staffretentionappearstobegreatestinthe45-49agegroup.However,itappearsthatadisproportionatenumberofstaffinthe30-44agegroupareleavingtheCollege–themajorityofwhomareleavingtomovetoanewjob.TheCollegeshouldinvestigatethisfurther.
Maritalstatus:
Themaritalstatusprofileofleaversisconsistentwiththewiderstaffprofile,inthatthemajorityofleaverswereinthemarriedcategory(27)andthemajorityofstaffarealsointhemarriedcategory(338asatDecember2016).Thenextlargestcategoryisthesinglecategory(13leavers;170staffasatDecember2016).Othercategorieshavefewerthan5staffandsoarenotreported,butareinlinewiththewiderstaffmaritalstatusprofile.
SexualOrientation
Thesexualorientationprofileofleaversisalsoconsistentwiththewiderstaffprofileinthatthemajorityofleaverswereinthe“heterosexual”category(33)asarethemajorityofstaff(456asatDecember2016).Thenextlargestcategorywas“notindicated”(12leavers;118staff).Othercategoriesarenotreportedduetosmallnumbersbutareinlinewithwiderstaffstatistics.
Transgender
Leaverswereinthe“notindicated”category,whichisconsistentwithwiderstaffprofilewherethemajorityofstaffwerealsointhiscategory.
29
Ethnicity
Theethnicityofleaversisinlinewiththewiderstaffprofile,inthatthemajorityareinawhiteethniccategory(41leavers;519staffasatDecember2016).Othercategoriesarenotreportedduetosmallnumbersbutareinlinewithwiderstaffstatistics.
Religion/Belief
Thereligion/beliefprofileofleaversisbroadlysimilartothewiderstaffprofile,althoughslightlymorepeopleinthe“noreligion/belief”categorylefttheCollege(18)with199staffbeinginthiscategoryasatDecember2016,comparedwith16leaversinthe“Christian”category(244staffasatDecember2016).11leaverswereinthe“notindicated”category(123staff).Othercategoriesarenotreportedduetosmallnumbersbutareinlinewithwiderstaffstatistics.
Disability:
Thedisabilityprofileofleaversisconsistentwiththewiderstaffprofileinthattheoverwhelmingmajoritydonothaveadisability(37leavers;487staffwithnodeclareddisabilityasatDecember2016).Therewerefewerthan5staffintheothercategoriessonofurtherinformationispublished.
FlexibleWorkingRequests
AllflexibleworkingrequeststhathavecometoHRhavebeenapprovedandputinplace.
Discipline/Grievance
Thenumberofdisciplinaries/grievancesin2016(thathavegonebeyondtheinvestigationstage)istoosmalltoreportasstaffcouldotherwisebeidentified.
SharedParentalleave
TheCollegehashadnorequestsforsharedparentalleave.
Conclusion:Retention
TheCollegeleaverprofileisconsistentwiththestaffprofilee.g.morewomenleftthanmen.ThiswouldbeexpectedastheCollegeemploysmorewomenthanmen.Thisisconsistentacrossmostcategories,indicatingthattheCollegeisretainingstaffproportionately.
Theonecategorywheretherewasadiscrepancywasintheagecategory30-44,whereadisproportionatenumberofstaffleftduring2016(20leaversintheagegroup).TheCollegeshould,therefore,investigatewhythisishappening.
RecruitmentofStaff
TheCollegehad37vacancieswhichwereadvertisedandfilledduring2016,viaitselectronicrecruitmentsystem“Talentlink”.Inaddition,oneSMTvacancywasadvertisedandappointedexternally–andsoisnotincludedinthesestatistics(althoughitshouldbenotedthattheagencyinvolvedwasappropriatelybriefedonequalopportunities’compliance).
Unlikeforstaffdatawhere,iftherewerefewerthan5membersofstaffinacategory,numberswerenotpublishedasstaffcouldotherwisebeidentified,attherecruitmentstage,allnumbersarereported.
30
Applications:
Therewere790applicationsforthe37vacanciesadvertisedandfilledduring2016viaTalentlink.
Thegenderbreakdownofthe790applicationsisasfollows:
Gendercategory Numberofapplications %ofapplicationsMale 289 36.6%Female 491 62.2%Other 2 0.3%Prefernotsay 2 0.3%Notindicated 6 0.8%Note:%figuresareroundedandsomaynottotal100%
ThisclearlyshowsthattheCollegereceivedthegreatestnumberofapplicationsfromwomen.ThiswouldfitinwiththeCollegestaffprofileshowingthatitemploysmorefemalethanmalestaff.
Therewere22full-timevacancies,attractingatotalof466applications,ofwhich254(54.5%)wereinthefemalecategory;207(44.4%)wereinthemalecategory;2(0.4%)wereintheothercategory;and3(0.6%)preferrednottosay/didnotindicate.
Overall,therewere15part-timevacanciesadvertised,elicitingatotalof324applicationsofwhich237(73.1%)werefromwomen;82(25.3%)werefrommenand5(1.5%)didnotindicate/preferrednottosay.Thisillustratesthatmorewomenthanmenapplyforpart-timepostsattheCollege.
Thepostsattractingthegreatestnumberofapplications(i.e.over50applicationsperpost)wereforCo-Ordinator/InformationAssistantpostsi.e.administration-typeposts.Thesepostsattracted299applications,ofwhich228(76.3%)werefromwomen.
7ofthe37postswereinSTEM/technicalareasandaccountedfor82applications,where65(79.3%)applicationswerefrommen;16(19.5%)werefromwomenand1(1.2%)didnotindicate.ThisshowsamalebiastowardsmenapplyingforSTEM/technologypostsandgoesagainstthegeneraltrendfortheretobemoreapplicationsfromwomen.
4oftheseSTEM/technicalpostswerefull-time;3werepart-time.Forthe3part-timeposts,therewereatotalof21applications,with9(42.9%)beingfromwomen.Ofthe16applicationsfromwomeninSTEM/technicalareas,9(56.3%)wereapplicationsforpart-timeposts.
ThisanalysisshowsanunevengenderbalanceasregardsapplicationsforpostsattheCollegeandindicatesthattheCollegeshouldtakeactionintermsofthewayinwhichitadvertisesvacancies.
Theethnicitybreakdownofthe790applicationsisasfollows:
Ethnicitycategory Numberofapplications %ofapplicationsWhite 669 84.7%Black&EthnicMinority(BME) 97 12.3%Mixed 7 0.9%Other 15 1.9%Prefernotsay 1 0.1%Notindicated 1 0.1%Note:%figuresarerounded
31
Thisillustratesthatthevastmajorityofapplicantsareinawhiteethniccategory,whichisinkeepingwiththecurrentCollegestaffprofileandbroadlyinlinewithwiderstatisticsforAberdeen/Aberdeenshire(seestaffethnicitysectioninthisreport).However,thenumberofBMEapplicantsishigherthanboththecurrentstaffCollegeprofileandthewiderAberdeen/Aberdeenshirestatisticscitedearlierinthisreport.
Thedisabilitybreakdownofthe790applicationsisasfollows:
Disabilitycategory Numberofapplications %ofapplicationsNodisability 582 73.7%Disability 73 9.2%Prefernottosay 17 2.2%Notindicated 118 14.9%Note:%figuresarerounded
Themajorityofthosewhoappliedforavacancyarenotdisabled,whichisinlinewithwiderCollegeandnationalstatisticscitedearlierinthisreport.However,itisnotablethatmoreapplicants(14.9%)didnotindicatethanstaff(9.2%).ThisindicatesthattheCollegeshoulddomoretoencouragedisclosureofdisabilitystatusattheapplicationstageandshouldinvestigatewhetherTalentlinkcanaccommodatetheCollege’sdisabilityinformationsheet(detailsofwhichareinthestaffdisabilityprofilesectionofthisreport).
Thesexualorientationbreakdownofthe790applicationsisasfollows:
Sexualorientationcategory Numberofapplications %ofapplicationsHeterosexual/straight 734 92.9%Lesbian/Gayfemale 8 1.0%Gaymale 10 1.3%Bisexual 8 1.0%Other 2 0.3%PreferNotToSay 24 3.0%Notindicated 4 0.5%Note:%figuresarerounded
Transgender
3applicantsdeclaredtheywerenottransgender;6“preferrednottosay”;theremaining781didnotindicate.
Itisclearthatthevastmajorityofapplicantsareintheheterosexual/straightcategory,whichwouldbeinlinewithwiderstaffstatisticsandnationalstatisticsdetailedinthesexualorientationsectionofthisreport.Whatisnotable,isthatthereisalowpercentageofapplicantswhodidnotindicate/preferrednottosaywhencomparedwithstaffdisclosurerates.Itisnotablethatsomanyapplicantswerepreparedtodisclosesexualorientation,butnotdisabilitystatus.
32
Thereligion/beliefbreakdownofthe790applicationsisasfollows:
Religion/beliefcategory Numberofapplications %ofapplicationsChristian 255 32.3%Muslim 34 4.3%Hindu 13 1.6%Noreligion/belief 412 52.2%Other 8 1.0%PreferNottoSay 52 6.6%Notindicated 16 2.0%Note:%figuresarerounded
Thisshowsthatthelargestcategoryofapplicantis“noreligion/belief”(52.2%),followedbythe“Christian”category(32.3%).ThiscompareswiththeAberdeenshireprofileof48.7%beingChristianandthenextlargestcategorybeing“noreligion/belief”at42.8%.ForAberdeen,however,Christiancategoryaccountsfor40.9%with“noreligion/belief”accountingfor48.1%.(Seereligion/beliefsectionofthisreport)
Fromthis,itappearsthattherearefewerpeopleintheChristiancategoryapplyingforvacanciesthaninthewiderpopulation.However,therehavebeenmoreapplicationsfromMuslims(4.3%),comparedwithanAberdeenshirereligion/beliefprofileof0.6%andanAberdeenprofileof1.9%(and1.1%forScotlandasawhole).
Themaritalstatusbreakdownofthe790applicationsisasfollows:
Maritalstatuscategory Numberofapplications %ofapplicationsMarried/CivilPartnership 308 39.0%Single 342 43.3%Divorced 51 6.5%Separated 15 1.9%Widowed 7 0.9%PreferNottoSay 40 5.1%Notindicated 27 3.4%Note:%figuresareroundedandsomaynottotal100%
Thisshowsthatthelargestnumberofapplicantsareinthe“single”category(43.3%)followedbythe“married/civilpartnership”category(39.0%).ThiscompareswithanAberdeenmaritalstatusprofileof42.7%beingmarriedand40.5%beingsingle.ForAberdeenshire,theprofileis56%married,27.3%single.ForScotlandasawhole,35.4%issingle,with45.4%beingmarried(seemaritalstatussectionofthisreport).TheCollegestaffprofileismoreinwithAberdeenshirestatistics,butapplicationsappeartobemoreinlinewithAberdeen/Scottishfigures.
33
Theagebreakdownofthe790applicationsisasfollows:
Agecategory Numberofapplications %ofapplications16-24 128 16.2%25-34 276 34.9%35-44 212 26.8%45-54 115 14.6%55-64 49 6.2%65+ 1 0.1%Notindicated 9 1.1%
ThisshowsthatCollegereceivesapplicationsacrossallagegroups,withthebiggestcategoriesbeing25-34yearsand35-44years.
Pregnancy/maternity
Pregnancy/maternitydataarenotcollectedduringtherecruitmentprocess.Thesedataareonlycollectedforstaffandarereportedinthestaffsectionofthisreport.
Shortlisting
Ofthe790applicationsforthe37vacancies,174candidateswereshortlisted.
Thetablesinthissectiondetailthepercentageofthe174shortlistedcandidateswhoareineachprotectedcharacteristiccategory.Forcomparativepurposes,thepercentageofthe790applicantswhoareinthesameprotectedcharacteristiccategory,isalsogiven.So,forexample,if30%ofapplicantsareinagivencategory,proportionately,onewouldexpectaround30%ofthoseshortlistedalsotobeinthatcategory.Thesetablesallowthiscomparisontobemade.
TheGenderbreakdownofthe174shortlistedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsbygender:
Gendercategory Numbershortlisted
%ofshortlisted %ofapplications
Male 62 35.6% 36.6%Female 106 60.9% 62.2%Other 1 0.6% 0.3%Prefernotsay 0 0% 0.3%Notindicated 5 2.9% 0.8%Note:percentagefiguresarerounded;
Thisillustratesthatroughlyequalpercentages,whencomparedwiththepercentageofapplicationsbygender,arebeingshortlisted.
Asregardsfull-timeposts,ofthe466applications,109candidateswereshortlisted.
34
48malecandidateswereshortlisted(44.0%,comparedwith44.4%ofmaleswhoappliedforfull-timeposts);58womenwereshortlisted(53.2%,comparedwith54.5%ofwomenwhoappliedforfull-timeposts).1candidatewasinthe“other”gendercategoryand2didnotindicate.
Thismeansthatasfarasfull-timepostsareconcerned,thepercentagesbeingshortlistedarebroadlyinlinewiththepercentagesofapplications,bygender.
Intermsofpart-timeposts,outofatotalof324applications,65wereshortlisted:
14malecandidateswereshortlisted(21.5%,comparedwith25.3%ofmalesapplyingforpart-timeposts)and48womenwereshortlisted(73.8%,comparedwith73.1%whoappliedforpart-timeposts).3candidatesdidnotindicatetheirgender.
Thiswouldshowthatslightlyfewermenarebeingshortlistedthanapplyforpart-timeposts.
Outofthe82applicationsforSTEM/technicalvacancies,therewere26candidateswhowereshortlisted,ofwhom18weremale(69.2%,comparedwithmenaccountingfor79.3%ofapplicants)and7werewomen(26.9%,comparedwithwomenaccountingfor20.0%ofapplicants).Onecandidatedidnotindicatetheirgender.
So,aslightlyhigherpercentageofwomenwereshortlistedthanappliedfortheseposts.
Withinthis,however,thereisacleargenderdivideintermsoffull-time/part-timework:Ofthe7candidatesshortlisted(outof21applications)forthepart-timeposts,5werefemale(comparedwith9applications)and2weremale(outof11applications).
Ofthe19candidatesshortlisted(outof61applications)forthefull-timevacancies,16weremale(comparedwith53applications);2werefemale(comparedwith7applications)andonedidnotindicate.
TheEthnicitybreakdownofthe174shortlistedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsbyethnicity:
Ethnicitycategory Numbershortlisted %shortlisted %ofapplicationsWhite 148 85.1% 84.7%Black&EthnicMinority(BME)
21 12.1% 12.3%
Mixed 2 1.1% 0.9%Other 2 1.1% 1.9%Prefernotsay 0 0% 0.1%Notindicated 1 0.6% 0.1%Note:%figuresarerounded
Fromthis,itappearsasimilarpercentageofcandidatesarebeingshortlistedwhencomparedwiththepercentageofapplicantsbyethnicitycategory.
TheDisabilitybreakdownofthe174shortlistedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsbydisabilitystatus:
35
Disabilitycategory Numbershortlisted %shortlisted %applicantsNodisability 133 76.4% 73.7%Disability 20 11.5% 9.2%Prefernottosay 3 1.7% 2.2%Notindicated 18 10.3% 14.9%Note:%figuresarerounded
Fromthis,itappearsthattheprofileofthosebeingshortlistedisbroadlyinlinewiththeapplicantprofile.
TheSexualOrientationbreakdownofthe174shortlistedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsbysexualorientation:
Sexualorientationcategory Numbershortlisted %shortlisted %ofapplications
Heterosexual/straight 160 92.0% 92.9%Lesbian/Gayfemale 3 1.7% 1.0%Gaymale 0 0% 1.3%Bisexual 0 0% 1.0%Other 0 0% 0.3%PreferNotToSay 9 5.2% 3.0%Notindicated 2 1.1% 0.5%Note:%figuresarerounded
Thiswouldalsoindicatethatthecandidateprofileofthoseshortlistedisbroadlyinlinewithapplicantprofile.
TheReligion/beliefbreakdownofthe174shortlistedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsbyreligion/belief:
Religion/beliefcategory Numbershortlisted %shortlisted %ofapplicationsChristian 53 30.5% 32.3%Muslim 6 3.4% 4.3%Hindu 6 3.4% 1.6%Noreligion/belief 91 52.3% 52.2%Other 13 7.5% 1.0%PreferNottoSay 2 1.1% 6.6%Notindicated 3 1.7% 2.0%Note:%figuresarerounded
Again,thiswouldindicatethatthecandidateprofileofthoseshortlistedisbroadlyinlinewithapplicantprofile.
36
TheMaritalStatusbreakdownofthe174shortlistedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsbymaritalstatus:
Maritalstatuscategory Numbershortlisted %shortlisted %ofapplicationsMarried/CivilPartnership
82 47.1% 39.0%
Single 67 38.5% 43.3%Divorced 9 5.2% 6.5%Separated 3 1.7% 1.9%Widowed 1 0.6% 0.9%PreferNottoSay 9 5.2% 5.1%Notindicated 3 1.7% 3.4%Note:%figuresareroundedandsomaynottotal100%
Thisanalysisshowsareversalofthe“married/civilpartnership”and“single”categoriesattheshortlistingstage,whencomparedwiththeapplicationstageandmakestheshortlistedstage.GiventhatagreaterpercentageofCollegestaffareinthe“married/civilpartnership”categorythan“single”,theCollegeshouldexamineanypossibleunconsciousbias.
TheAgebreakdownofthe174shortlistedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsbyage:
Agecategory Numbershortlisted %shortlisted %ofapplications16-24 23 13.2% 16.2%25-34 56 32.2% 34.9%35-44 49 28.2% 26.8%45-54 33 19.0% 14.6%55-64 10 5.7% 6.2%65+ 0 0% 0.1%Notindicated 3 1.7% 1.1%
Thiswouldindicatethatthecandidateprofileofthoseshortlistedisbroadlyinlinewithapplicantprofile.
Appointments
Atotalof37appointmentsweremadeviaTalentlink
Thetablesinthissectiondetailthepercentageofthe37appointmentsineachprotectedcharacteristiccategory.Forcomparativepurposes,thepercentageofthe174shortlistedcandidatesineachprotectedcharacteristiccategoryisalsogiven,asisthepercentageofthe790applicantsineachcategory.So,forexample,if30%ofapplicantsareinagivencategory,proportionately,onewouldexpectaround30%ofthoseshortlistedandaround30%ofthoseappointedalsotobeinthatcategory.Thesetablesallowthiscomparisontobemade.
TheGenderbreakdownofappointedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsaswellasthepercentageofthoseshortlisted,bygender:
37
Gendercategory Numberappointed
%ofappointments
%ofshortlisted %ofapplications
Male 13 35.1% 35.6% 36.6%Female 23 62.2% 60.9% 62.2%Other 0 0% 0.6% 0.3%Prefernotsay 0 0% 0% 0.3%Notindicated 1 2.7% 2.9% 0.8%Note:%figuresarerounded
Thisshowsabroadconsistencyfromtheapplicationstagethroughtotheappointedstage,intermsofgendercategory.
Intermsofthe22full-timeposts,10men(45.4%)wereappointed;11womenwereappointed(50.0%)and1persondidnotindicate.
Thisisbroadlyconsistentwith44.4%ofmenapplyingforfull-timepostsand44.0%ofmenwhowereshortlisted.Slightlymorewomenappliedforfull-timeposts(54.5%)andwereshortlisted(53.2%)thanwereappointed.
Intermsofthe15part-timeposts,3men(20.0%)wereappointedand12women(80%).Thisclearlyindicatesthatmorewomenthanmenarebeingappointedtopart-timeposts.
Thiscompareswith
14malecandidateswereshortlisted(21.5%,comparedwith25.3%ofmalesapplyingforpart-timeposts)and48womenwereshortlisted(73.8%,comparedwith73.1%whoappliedforpart-timeposts).3candidatesdidnotindicatetheirgender.Intermsofpart-timeposts,outofatotalof324applications,66wereshortlisted:
Asregardsthe7STEM/technicalvacancies,4menwereappointedand3women.Ofthe4men,3werefull-timeappointments;1wasapart-timeappointment.Ofthe3womenappointed,1wasafull-timeappointment;2werepart-timeappointments.
TheEthnicitybreakdownofappointedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsaswellasthepercentageofthoseshortlisted,byethnicity:
Ethnicitycategory Numberappointed %appointed %shortlisted %ofapplications
White 35 94.6% 85.1% 84.7%Black&EthnicMinority(BME)
2 5.4% 12.1% 12.3%
Mixed 0 0% 1.1% 0.9%Other 0 0% 1.1% 1.9%Prefernotsay 0 0% 0% 0.1%Notindicated 0 0% 0.6% 0.1%Note:%figuresarerounded;
ThisindicatesthatagreaterpercentageofpeopleinaWhiteethniccategoryareappointedthanapplyorareshortlistedandthatfewerBMEcandidatesareappointedthanapplyorareshortlisted.Giventhis,theCollegeshouldlookatpossibilityofunconsciousbiasinitsrecruitmentprocess.
38
TheDisabilitybreakdownofappointedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsaswellasthepercentageofthoseshortlisted,bydisabilitystatus:
Disabilitycategory Numberappointed %appointed %shortlisted %applicantsNodisability 30 81.1% 76.4% 73.7%Disability 4 10.8% 11.5% 9.2%Prefernottosay 0 0% 1.7% 2.2%Notindicated 3 8.1% 10.3% 14.9%Note:%figuresarerounded
Thisshowsthatslightlymorepeoplewithnodisabilityareappointedwhencomparedwithpercentageofpeoplewithnodisabilityattheapplicationandshortlistingstages.Aslightlygreaterpercentageofpeoplewithadisabilityareappointedthanapply,butfewerareappointedthanareshortlisted.
TheSexualOrientationbreakdownofappointedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsaswellasthepercentageofthoseshortlisted,bysexualorientation:
Sexualorientationcategory Numberappointed
%appointed %shortlisted %ofapplications
Heterosexual/straight 35 94.6% 92.0% 92.9%Lesbian/Gayfemale 1 2.7% 1.7% 1.0%Gaymale 0 0% 0% 1.3%Bisexual 0 0% 0% 1.0%Other 0 0% 0% 0.3%PreferNotToSay 1 2.7% 5.2% 3.0%Notindicated 0 0% 1.1% 0.5%Note:%figuresarerounded
Thisisbroadlyconsistentfromtheapplicationthroughtoappointmentstage,althoughslightlymorepeopleinthe“heterosexual/straight”categorywereappointed,thanapplied.
TheReligion/beliefbreakdownofappointedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsaswellasthepercentageofthoseshortlisted,byreligion/beliefcategory:
Religion/beliefcategory
Numberappointed
%appointed %shortlisted %ofapplications
Christian 16 43.2% 30.5% 32.3%Muslim 0 0% 3.4% 4.3%Hindu 2 5.4% 3.4% 1.6%Noreligion/belief 18 48.6% 52.3% 52.2%Other 0 0% 7.5% 1.0%PreferNottoSay 1 2.7% 1.1% 6.6%Notindicated 0 0% 1.7% 2.0%Note:%figuresarerounded
Thisshowsthatmorepeopleinthe“Christian”categorywereappointedthanappliedorwereshortlistedandthatfewerpeoplewith“no/religion/belief”wereappointedthanappliedorwereshortlisted.
39
GiventhatmorestaffintheCollegeareinthe“Christian”category(41.7%)thanthe“noreligion/belief”category(34.0%),theCollegeshouldexaminethepossibilityofunconsciousbiasinitsrecruitmentprocess.
TheMaritalStatusbreakdownofappointedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsaswellasthepercentageofthoseshortlisted,bymaritalstatus:
Maritalstatuscategory
Numberappointed
%appointed %shortlisted %ofapplications
Married/CivilPartnership
18 48.6% 47.1% 39.0%
Single 17 45.9% 38.5% 43.3%Divorced 1 2.7% 5.2% 6.5%Separated 0 0% 1.7% 1.9%Widowed 0 0% 0.6% 0.9%PreferNottoSay 1 2.7% 5.2% 5.1%Notindicated 0 0% 1.7% 3.4%Note:%figuresareroundedandsomaynottotal100%
Thepercentageofstaffappointedinthe“married/civilpartnership”categoryissimilartothepercentageshortlisted,butnottothepercentageofpeoplewhoappliedforthevacancies.Thepercentageofpeopleappointedisinlinewiththepercentageofpeoplewhoappliedforthevacancies,butnottothepercentagewhowereshortlisted.GiventhattheCollegeemploysmorepeopleinthe“married/civilpartnership”categorythanthe“single”category,itshouldexaminewhetherthereisanyunconsciousbiasintherecruitmentprocess.
TheAgebreakdownofappointedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsaswellasthepercentageofthoseshortlisted,byage:
Agecategory Numberappointed %appointed %shortlisted %ofapplications16-24 9 24.3% 13.2% 16.2%25-34 14 37.8% 32.2% 34.9%35-44 8 21.6% 28.2% 26.8%45-54 5 13.5% 19.0% 14.6%55-64 0 0% 5.7% 6.2%65+ 0 0% 0% 0.1%Notindicated 1 2.7% 1.7% 1.1%Thisindicatesthatadisproportionatepercentageofstaffinthe16-24agecategoryareappointedwhencomparedwiththeapplicationandshortlistingstages.
Intermsofthepercentageofpeopleappointedinthe45-54agegroup,thisisbroadlyconsistentwiththepercentageofapplications,butislowerthanthepercentageattheshortlistingstage.
Theseaspectsshouldbeinvestigatedfurther.
40
Conclusion:Recruitment
TheCollegereceivesmoreapplicationsfromwomen(62.2%)thanmen(36.6%)andbothshortlistsandrecruitsmorewomenthanmen.
Itisofnotethat45.5%ofmenand50.0%ofwomenwereappointedtofull-timeposts(1persondidnotindicatetheirgender).However,intermsofpart-timeposts,80%ofappointeeswerewomenand20%weremen.
TheCollegeappointsmorepeople(94.6%ofappointments)fromaWhiteethniccategorythaneitherapply(84.7%ofapplications)orareshortlisted(85.1%).Conversely,itappointsfewerpeoplefromaBMEethniccategory(5.4%ofappointments)thanapply(12.3%ofapplications)orareshortlisted(12.1%ofthoseshortlisted).
Intermsofdisability,fewercandidatesdisclosedtheirdisabilitystatus(14.9%ofapplications)thanstaff(9.2%ofCollegestaffdidnotdisclosetheirstatus)
MorepeopleintheChristiancategorywereappointed(43.2%ofappointments)thanapplied(32.3%ofapplications)orwereshortlisted(30.5%ofthoseshortlisted).Conversely,fewerpeopleinthenoreligion/beliefcategorywereappointed(48.6%)thanapplied(52.2%ofapplications)orwereshortlisted(52.3%ofthoseshortlisted).
Asregardsmaritalstatus,morepeopleinthemarried/civilpartnershipcategorywereshortlisted(47.1%ofthoseshortlisted)andappointed(48.6%)thanapplied(39.0%ofapplications).
Intermsofage,morepeopleinthe16-24agecategorywereappointed(24.3%ofappointments),comparedwith16.2%ofapplicationsand13.2%ofthoseshortlisted.
Giventhesefactors,theCollegeshouldconsiderunconsciousbiastrainingforthoseinvolvedinrecruitment.
Itshouldalsofocusonrecruitingstaffintonon-traditionalrolesandimprovestaffdiversity
o Makingjobsmoreappealingtoallprotectedcharacteristics(revisewordingtobemoregender-neutraletc)
o Revisingjobtitlestoaddressoccupationalstereotypingo Highlightingflexibleworking/disabilityconfidentemployero Assessingqualificationlevels(egisadegreereallynecessaryforapost–orwouldit
putpeopleoff,whowouldotherwisebecapable)
TheactionsidentifiedinthisreportshouldfeedintoanactionplanwithintheCollege’sEqualityOutcomes.
49
HUMAN RESOURCES COMMITTEEMeeting of 14 March 2017
Agenda Item 4.2
Key HR Performance Indicators
1. Introduction1.1 The purpose of this report is to provide the Committee with Key Performance Indicators
(KPIs) for the period October to December (Quarter 4).
2. Quarterly Statistics2.1 AttachedatAppendix1isadetailedreportfortheperiodOctobertoDecember2016.
2.2 It is worth highlighting the following:
• Turnoverforthisquarterwas2.0%,comparedwith3.9%inQ32016.
• HeadcountandFTEroseinQ4from586(FTE522)to590(FTE526)butthiswasduetoreplacing staff who had left in the previous quarter.
• There were 7 vacancies during Q4 with 3 being teaching staff posts and 4 being support staff posts. All vacancies were in the Aberdeen City Campus.
• TheabsencerateforQ4roseto4.0%comparedwith2.5%inQ32016withtheaveragenumberofday’sabsenceperemployeerisingto2.61inQ4,comparedwith1.68inQ3. This can largely be attributed to a rise in the number of staff with: coughs, colds, flu;gastrointestinalproblems;stress/anxiety/psychiatricproblems.Itshould,however,benotedthatQ3wastheperiodoverthesummerholidaysandtheQ4figuresaremore in line with Q1 and Q2.
• 69%ofdays lostdue to sicknessabsenceweredue to long termabsence inQ4,comparedwith47%inQ32016.Themainreasonsforlongtermabsenceareanxiety/stress/other psychiatric illnesses, followed by benign and malignant tumours.
• The main reasons for short term absences are, headaches/migraines, gastrointestinal problems,followedbycolds,coughs,andinfluenza.
2.3 The HR Team with line managers and Occupational Health are closely monitoring all cases of long term absence and frequent short term absence. The disproportionate amount of long term absence due to stress is due to individual cases in various areas with differing reasons and contributors for the absences. A staff wellness survey has also been sent out to all staff by Occupational Health, the results of which will be analysed and appropriate actions taken.
3. Recommendation 3.1 It is recommended that the Committee note the contents of this report.
Liz McIntyre Elaine HartPrincipal Vice Principal – Human Resources
50
Agenda Item 4.2 Appendix 1
HR KPIs: Q4 October - December 2016
Headcount
The table below shows staff headcount (and FTE) on a month-by-month basis, for the period October - December 2016. The increase in this quarter is due, in particular, to lecturing staff who left in the previous quarter, being replaced.
October 2016 November 2016 December 2016 Lecturers 296 (FTE 269) 299 (FTE 272) 303 (FTE 275) Support 244 (FTE 215) 245 (FTE 216) 246 (FTE 217) Instructors 29 (FTE 22) 29 (FTE 22) 28 (FTE 22) Guidance Tutors 13 (FTE 12) 13 (FTE 12) 13 (FTE 12) Total 582 (FTE 518) 586 (FTE 522) 590 (FTE 526) Note: “Lecturers” includes un-promoted and promoted lecturers (i.e. CQMs and FMs) who are on lecturing terms and conditions; “Support” includes all staff on support staff terms and conditions (except Instructor & Guidance Tutor); Excludes Students’ Association
Note: FTE is rounded to the nearest whole number
Note: FTE for each staff category is rounded, so when added together may not equal the total FTE figure
Small fluctuations in FTE can be explained by staff changes in the number of hours worked (part-time staff) and rounding.
Leavers
The following table shows the number of leavers on a month-by-month basis as well as the total number of leavers for the quarter, with the greatest number of staff leaving in December.
October 2016 November 2016
December 2016
Total for the quarter
October - December
Lecturers 2 1 0 3 Support 1 1 6 8 Instructors 0 0 0 0 Guidance Tutors
0 0 1 1
Total 3 2 7 12
Note: “Lecturers” includes un-promoted and promoted lecturers (i.e. CQMs and FMs) who are on lecturing terms and conditions; “Support” includes all staff on support staff terms and conditions (except Instructor & Guidance Tutor); Excludes Students’ Association
This table clearly shows that it is mainly support staff who have left, around the time of the Christmas holiday period.
Turnover
As illustrated in the following table, staff turnover fell to 2.0% in Q4 2016, compared with 3.9% in Q3.
Note: These figures are expressed as % of average quarterly headcount and are rounded to one decimal place
On a month-by-month basis, turnover was highest in December.
October 2016 November 2016
December 2016
Turnover for the quarter October – December
Total staff turnover
0.5% 0.3% 1.2% 2.0%
Note: % figures are rounded to one decimal place
Note: Monthly staff turnover is calculated by taking the total number of leavers in the month divided by total staff headcount in that month x100
Note: Quarterly staff turnover is calculated by taking the total number of leavers in the quarter divided by average monthly staff headcount in that quarter x 100 i.e.
12 (leavers)/ 586 (average staff quarterly headcount, rounded to nearest whole number) x 100
The following table illustrates turnover by type of post
October 2016 November 2016
December 2016
Turnover for the quarter October-
December Lecturers 0.7% 0.3% 0% 1.0% Support 0.4% 0.4% 2.4% 3.3% Instructors 0% 0% 0% 0% Guidance Tutors
0% 0% 7.7% 7.7%
Note: “Lecturers” includes un-promoted and promoted lecturers (i.e. CQMs and FMs) who are on lecturing terms and conditions; “Support” includes all staff on support staff terms and conditions (except Instructor & Guidance Tutor); Excludes Students’ Association
Note: % figures are rounded to one decimal place
Note: Monthly lecturing (support etc) turnover is expressed as % of monthly lecturing (support etc) headcount
Note: Quarterly lecturing (support etc) turnover is expressed as % of average monthly lecturing (support etc) headcount in the quarter i.e.
3 lecturing leavers in qtr/ 299 average lecturing headcount (rounded to nearest whole number) in qtr x 100
Although the percentage turnover for Guidance Tutors appears to be particularly high, this is because of the small numbers involved i.e. 1 Guidance Tutor leaver out of a total of 13 Guidance Tutors and so care should be taken not to attribute significance to this percentage figure.
Lecturing staff turnover was 1.0% this quarter, compared with 4.9% in Q3 and support staff turnover was 3.3% this quarter, compared with 2.9% in Q3.
Note: These figures are expressed as % of average monthly headcount in the quarter and are rounded to one decimal place
Vacancies
Vacancies by campus
Type of post
Aberdeen Fraserburgh Altens Other
Teaching (Lecturer/Instructor/CQM)
3 0 0 0
Management (Inc. Head of School)
0 0 0 0
Support 4 0 0 0
Posts Withdrawn/On Hold 0 0 0 0
TOTAL 7 0 0 0
Appointments Of the 7 vacancies in this period: 6 appointments were made; 1 post is still open, no posts were withdrawn/on hold. Type of post
Number of posts filled Number of posts still open
Teaching (Lecturer/Instructor/CQM)
2 1
Management* 0 0 Support 4 0 Total
6 1
*Includes any post with “manager” in the job title
The fixed-term Lecturer in Health Care post is still open. This post was originally advertised in November. However, as the successful candidate did not accept the role, it was re-advertised in Q1 2017. Absence Quarterly overview: October – December 2016 The table below details the number of working days lost to sickness absence in the period October - December 2016, with the biggest increase being in the Aberdeen City campus in December, with the Fraserburgh campus losing more working days to absence in October:
Campus October 2016
November 2016
December 2016
Q4 2016
Aberdeen City 184 154 357 695 Fraserburgh 250 167 124 541 Altens 36 52 39 127 Total number of days of absence
470 373 520 1363
Days lost as % of days available to work
4.3% 3.2% 4.5% 4.0%
Note: % figures are rounded to one decimal place Note: % of days lost as % of days available to work is calculated as follows: October: 470 (total days lost to absence) / 10878 (FTE in Month = 518 x 21 working days in October) x 100 November: 373 (total days lost to absence) / 11484 (FTE in Month = 522 x 22 working days in November) x 100 December: 520 (total days lost to absence) / 11572 (FTE in Month = 526 x 22 working days in December) x 100 Quarter: 1363 (total days lost to absence in quarter) / 33930 (average monthly FTE in quarter = 522 x 65 total working days in quarter) x 100 The average number of days of absence per employee during this three month period rose to 2.61, compared with 1.68 days in Q3. (Calculated as the total number of working days lost in the quarter = 1363/522 i.e. the average monthly FTE in quarter) Absence by Reason Given the limitations of the sickness absence reporting available, absence by reason is broken out as follows: Episodes of absence Overall number of days lost to absence Long-term absence
69% of all days lost due to sickness absence (i.e. 938 days lost out of a total of 1363 days) was due to long-term absence, defined as an absence of 28 days or more. This compares with 47% in Q3 2016. Long-term absence The main reasons for long-term absence are given as:
Reason for (long-term) absence
Number of working days lost Q4
Number of working days lost Q3
Anxiety/stress/other psychiatric
244 100
Benign and malignant tumours
162 *
Other Known Causes 141 79 *Note: for quarterly reports, the top 3 reasons for absence are reported. This was not a top 3 reason for long-term absence in Q3 (gastrointestinal problems accounted for greatest number of working days lost at 110 days in Q3)
This shows a clear rise in long-term absences related to stress/anxiety/psychiatric illnesses in this quarter. However, the number of days lost due to stress/anxiety/psychiatric illnesses in Q3 (100 days) was less than in Q2 (246 days) and Q1 (248 days), probably because Q3 covers the summer holiday period. This would seem to indicate that Q4 figures are more in line with the rest of the year. Cancer-related illnesses were not one of the top 3 reasons for long-term absences in Q3 but did account overall for 133 working days lost in Q3 (see table detailing overall number of days lost due to sickness). Episodes of absence In terms of number of episodes of absence, in the period October – December (Q4), the main reasons are as follows, compared with Q3: Reason Number of absences* Q4 Number of absences*
Q3 Gastrointestinal problems 64 27 Cold, cough & flu 57 21 Headache/migraine 13 8 *Number of absences is defined as the number of instances of absence for this particular reason
This illustrates a rise in the number instances of absence due to coughs/colds/flu as well as gastrointestinal problems, which is not unexpected over the start of the winter period. Q3 was also over the summer holiday period.
Overall absence
A slightly different picture emerges when the overall number of days lost due to sickness, for all absences is looked at for Q4 (and compared with Q3):
Reason for absence Number of working days Number of working
lost Q4 days lost Q3 Anxiety/stress/other psychiatric
310 129
Gastrointestinal 255 98 Benign and malignant tumours
162 133
Other Known causes 162 143
This shows a clear increase in the overall number of days lost due to anxiety/stress/other psychiatric illnesses, as well as gastrointestinal problems, although the latter is not unexpected over the start of the winter months. The number of days lost to stress/anxiety/psychiatric illnesses in Q1 were 283 and in Q2 were 262. Q3 was over the summer holiday period.
Cancer-related illnesses also account for a considerable number of overall working days lost, both in Q4 and Q3.
The large number of days lost due to ‘other known causes’ has been looked at in more detail and has been found to be due to managers not categorising staff absences appropriately. The HR team are now following up on this and are advising managers on how to categorise an absence correctly. It appears that many of the days lost due to “other know causes” are actually in relation to operations and associated recovery.
In view of the increasing absence rates, Occupational Health has just undertaken an all-staff wellbeing survey. The findings from this survey will be analysed shortly and appropriate actions will be taken.
69% of all days lost due to sickness absence (i.e. 938 days lost out of a total of 1363 days) was due to long-term absence, defined as an absence of 28 days or more. This compares with 47% in Q3 2016. Long-term absence The main reasons for long-term absence are given as:
Reason for (long-term) absence
Number of working days lost Q4
Number of working days lost Q3
Anxiety/stress/other psychiatric
244 100
Benign and malignant tumours
162 *
Other Known Causes 141 79 *Note: for quarterly reports, the top 3 reasons for absence are reported. This was not a top 3 reason for long-term absence in Q3 (gastrointestinal problems accounted for greatest number of working days lost at 110 days in Q3)
This shows a clear rise in long-term absences related to stress/anxiety/psychiatric illnesses in this quarter. However, the number of days lost due to stress/anxiety/psychiatric illnesses in Q3 (100 days) was less than in Q2 (246 days) and Q1 (248 days), probably because Q3 covers the summer holiday period. This would seem to indicate that Q4 figures are more in line with the rest of the year. Cancer-related illnesses were not one of the top 3 reasons for long-term absences in Q3 but did account overall for 133 working days lost in Q3 (see table detailing overall number of days lost due to sickness). Episodes of absence In terms of number of episodes of absence, in the period October – December (Q4), the main reasons are as follows, compared with Q3: Reason Number of absences* Q4 Number of absences*
Q3 Gastrointestinal problems 64 27 Cold, cough & flu 57 21 Headache/migraine 13 8 *Number of absences is defined as the number of instances of absence for this particular reason
This illustrates a rise in the number instances of absence due to coughs/colds/flu as well as gastrointestinal problems, which is not unexpected over the start of the winter period. Q3 was also over the summer holiday period.
Overall absence
A slightly different picture emerges when the overall number of days lost due to sickness, for all absences is looked at for Q4 (and compared with Q3):
Reason for absence Number of working days Number of working
Appendix 1a
Advertising of vacancies
The following is a list of posts that have been advertised in the period October – December 2016 (all post are full-time unless otherwise specified):
Support:
Assistant HR Payroll & Pensions Officer Human Resources Administrator – Organisational Development (Part Time) Schools Liaison Administrator Student Funding Assistant
Managers:
None
Teaching:
Lecturer in Health Care x 2 Lecturer in Music
58
59
HUMAN RESOURCES COMMITTEEMeeting of 14 March 2017
Agenda Item 4.3
Key HR Performance Indicators – Annual Report 2016
1. Introduction1.1. The purpose of this report is to provide the Committee with Key Performance Indicators
(KPIs)fortheperiodJanuary–December2016.
2. Quarterly Statistics2.1 AttachedatAppendix1isadetailedreportfortheperiodJanuarytoDecember2016.
2.2 It is worth highlighting the following:
• Turnoverhasreducedto7.8%in2016,comparedwith11.4%in2015.
• Averagemonthlyheadcountfellto590in2016,comparedwith599in2015.AveragemonthlyFTEfor2016was526(noaveragemonthlyFTEfigureisavailablefor2015,dueto HR systems issues).
• Therewere40vacanciesduring2016with21beingteachingstaffposts,18beingsupport staff posts and one being an SMT vacancy. 35 of the 40 vacancies were in the Aberdeen City Campus.
• Theabsenceratefor2016hasincreasedbeing3.3%(comparedwith2.3%in2015–althoughaslightlydifferentmethodwasusedtocalculatethisfigurein2015,duetoalackofmonthlyaverageFTEfigurebeingavailableatthattime).Theaveragenumberofday’sabsenceperemployeehasincreasedto8.6in2016,comparedwith6.1in2015(althoughaslightlydifferentmethodwasusedtocalculatethisfigurein2015).This increase can largely be attributed to a rise in the number of staff on long term absence with stress/anxiety/psychiatric problems (see 2.3 below). The CIPD benchmark forpublicsectorabsenceis8.5daysperemployeein2016.
• 52%ofdayslostduetosicknessabsencewereduetolongtermabsencein2016,comparedwith46%in2015.Themainreasonsfor longtermabsenceareanxiety/stress/other psychiatric illnesses, followed by benign and malignant tumours.
• The main reasons for short term absences are, headaches/migraines, gastrointestinal problems,followedbycolds,coughs,andinfluenza.
2.3 The HR Team with line managers and Occupational Health are closely monitoring all cases of long term absence and frequent short term absence. The disproportionate amount of long term absence due to stress is due to individual cases in various areas with differing reasons and contributors for the absences. A staff wellness survey has also been sent out to all staff by Occupational Health, the results of which will be analysed and appropriate actions taken.
3. Recommendation3.1 It is recommended that the Committee note the contents of this report.
Liz McIntyre Elaine HartPrincipal Vice Principal – Human Resources
60
Agenda Item 4.3 Appendix 1
HRAnnualOverview:2016
Headcount
In2016,theaveragemonthlyheadcountwas590andaveragemonthlyFTEfortheyearwas526.Theaverageheadcountfor2015was599(note:noaverageFTEfigurewasavailablefor2015duetoissueswiththeHRsystem).
Thetablebelowshowsthatoverallstaffheadcount(594inJanuary:585inDecember)andFTE(531inJanuary:522inDecember)havereducedduring2016.
Month Lecturer Support Instructors GuidanceTutors
Total
January 304(FTE277) 250(FTE221) 27(FTE21) 13(FTE12) 594(FTE531)February 305(FTE277) 250(FTE220) 27(FTE21) 13(FTE12) 595(FTE530)March 304(FTE276) 249(FTE219) 27(FTE21) 13(FTE12) 593(FTE528)April 305(FTE277) 246(FTE216) 28(FTE22) 14(FTE13) 593(FTE528)May 304(FTE275) 245(FTE217) 29(FTE22) 14(FTE13) 591(FTE527)June 303(FTE275) 245(FTE216) 29(FTE22) 14(FTE13) 591(FTE526)July 305(FTE277) 244(FTE215) 29(FTE22) 14(FTE13) 592(FTE527)August 308(FTE280) 242(FTE214) 29(FTE22) 13(FTE12) 592(FTE528)September 299(FTE272) 245(FTE216) 29(FTE22) 13(FTE12) 586(FTE521)October 296(FTE269) 244(FTE215) 29(FTE22) 13(FTE12) 582(FTE518)November 299(FTE272) 245(FTE216) 29(FTE22) 13(FTE12) 586(FTE522)December 298(FTE273) 247(FTE217) 29(FTE22) 13(FTE12) 585(FTE522)Averagefor2016 303(FTE275) 246(FTE217) 28(FTE22) 13(FTE12) 590(FTE526)Note:LecturerincludesCQMsandFMs;Supportincludesallstaffonsupportcontracts(excludingInstructorsandGuidanceTutors)
Note:FTEisroundedtothenearestwholenumber;Averagefiguresarethesumofthemonthlyfiguresdividedby12androundedtonearestwholenumber
Slightvariationinheadcount/FTEforInstructorsinApril/Mayisduetoannualisedhours’contracts(whereheadcountincreasesbutFTEdoesnot)andminorfluctuationsinsupportstaff/lecturingFTEcanbeexplainedbychangesinthenumberofhoursbeingworkedbypart-timestaffandrounding.
Leavers
Thefollowingtablebelowshowsthatofthetotalof46leaversduring2016,withthegreatestnumberofstaff,inparticularlecturingstaff,leavingaroundthetimeofthesummerholidays/endoftheacademicyearandforsupportstaffaroundChristmas.
Thiscompareswithatotalof68leaversin2015,ofwhom30werelecturingstaffand38weresupportstaff(note:nofurtherbreakoutofsupportstaffleaverswasavailablein2015).
Month Lecturer Support Instructors GuidanceTutors
Total
January 2 1 0 0 3February 1 1 0 0 2March 0 2 0 0 2April 1 1 0 0 2May 1 0 0 0 1June 0 1 0 0 1July 3 2 0 1 6August 10 2 0 0 12September 2 3 0 0 5October 2 1 0 0 3November 1 1 0 0 2December 0 6 0 1 7Totalin2016 23 21 0 2 46Note:LecturerincludesCQMsandFMs;Supportincludesallstaffonsupportcontracts(excludingInstructorsandGuidanceTutors)
Turnover
Staffturnoverfor2016was7.8%.
(totalof46leaversin2016dividedby590i.e.theaveragemonthlystaffheadcountintheyearx100))
Thiscompareswithatotalstaffturnoverof11.4%in2015
(i.e.68leaversin2015dividedbyanaveragemonthlystaffheadcountof599x100)
AccordingtoXpertHR’s“LabourTurnoverRates2016”publication,published24October2016,theaveragetotallabourturnoverrate(allemployers)was21.5%in2015,withtheaveragetotallabourturnoverrate(publicsector)being13.6%in2015.
Turnoverfor2016bystaffcategoryisasfollows:
Staffcategory Turnoverin2016Lecturingstaff 7.6%Supportstaff(excludingGuidancetutors/Instructors)
8.5%
Instructors 0%GuidanceTutors 15.4%Calculatedasfollows:numberofleaversinthestaffcategoryin2016dividedbytheaveragemonthlyheadcountinthatstaffcategoryin2016x100
Careshouldbetakenwheninterpretingthesignificanceoftheguidancetutorturnoverfigure.Althoughtheguidancetutorturnoverseemstobehigh,thisisbecauseofthesmallnumbersinvolvedi.e.2leaversin2016outofanaveragemonthlyheadcountof13.
VacanciesTheCollegehad40vacanciesintheperiodJanuary–December2016,themajorityofwhichwereforpositionsintheAberdeenCityCampus:Vacancy
Aberdeen Fraserburgh Altens Other Total
Teaching 18 0 2 1 21Support 16 2 0 0 18Manager/SMT 1 0 0 0 1Postwithdrawn/onhold
0 0 0 0 0
Total 35 2 2 1 40ThesevacancieswereadvertisedviaTalentlink,withtheexceptionofthePrincipal’spost,whererecruitmentwasconductedviaanexternalsearchagency.AppointmentsOfthe40vacanciesintheperiodJanuary-December2016,38appointmentsweremadeand2positionswerestillopen.Vacancy NumberofappointmentsTeaching 20Support 17Manager/SMT 1Total 38Absence2016Annualoverview2016Thetablebelowdetailsariseinthenumberofdayslosttosicknessabsenceduring2016,comparedwith2015,acrossallcampuses:Campus Numberofdayslostin
2016(Averageheadcountin
2016=590)
Numberofdayslostin2015
(Averageheadcountin2015=599)
Aberdeen 2334 1789Fraserburgh 1505 1208Altens 664 590Totalnumberofdayslosttoabsence
4503 3587
Dayslostas%ofdaysavailabletowork
3.3%
2.3%**
Note:%figuresareroundedtoonedecimalplaceNote:%ofdayslostas%ofdaysavailabletoworkiscalculatedasfollows:4503(totaldayslosttoabsence)/137286(averagemonthlyFTEin2016=526x261workingdaysin2016)x100
**Notein2015,thiswascalculatedinaslightlydifferentway–i.e.overallFTEandnotaverageFTE–duetoissueswithFTEinformation.OverallFTE(of587in2015)wasthecombinedFTEofallstaffwhowereemployedbytheCollegeatsomepointduring2015InordertogivesomeperspectivetothelevelsofCollegesicknessabsence,itisusefultolookattheaveragenumberofdays’absenceperemployeeinayear:FortheCollegein2016,thiswas8.6daysperemployee(calculatedasfollows:totalnumberofworkingdayslostintheyear=4503/526(averagemonthlyFTEin2016)In2015,thisfigurewas6.1daysperCollegeemployee(althoughasoutlinedearlier,thiswascalculatedinaslightlydifferentway,usingoverallFTEin2015andnotaverageFTE).Thiscompareswithanaverageof6.3daysperemployeein2016,accordingtotheCIPDAbsenceManagementSurvey:2016(p4)and6.9daysperemployeein2015(CIPDAbsenceManagementSurvey2015,p4).Theaveragelevelofpublicsectorabsencefellslightlyto8.5daysperemployeein2016,accordingtotheCIPD’s2016AbsenceManagementSurvey:PublicSectorSummary(p2),comparedwith8.7daysin2015(CIPD2015AbsenceManagementSurvey:PublicSectorSummaryp2).Thismeansthatin2016,theCollegehadahigherrateofabsencethantheaverageabsencerateandtheslightlyhigherthantheaveragepublicsectorabsencerate(asidentifiedbytheCIPD).ReasonsforabsenceGiventhelimitationsofthesicknessabsencereportingavailable,absencebyreasonisbrokenoutinthefollowingway:
• Episodesofabsence• Overallnumberofdayslosttoabsence• Long-termabsence
Long-termabsenceIn2016,52%ofalldayslostduetosicknessabsence(i.e.days2349lostoutofatotalof4503days)wereduetolong-termabsence,definedasanabsenceof28daysormore.Thiscompareswith46%ofalldayslostbeingduetolong-termabsencein2015.Themainreasonsgivenforlong-termabsence,definedasanabsenceof28daysormore,are:Reason(long-termabsence) Numberofworkingdayslost
in2016Numberofworkingdays
lostin2015Anxiety/stress/otherpsychiatric 838 237Benignandmalignanttumours 336 472OtherKnownCauses 272 *Heart,Cardiacandcirculatory 196 50*In2015,onlythetop3reasonsforlong-termabsencewerereportedandthiswasnotoneofthemThisshowsaclearrise,inparticular,ofthenumberoflong-termabsencesduetostress/anxiety/psychiatricillnesses.Asstatedat2.3abovethisisduetoindividualcasesoflongtermstressrelatedabsencesacrossCollegedepartmentsforvaryingreasons.
AccordingtotheCIPD’sAbsenceManagementSurvey:2016(p17),stressfollowedbyacutemedicalconditions(e.g.stroke,heartattack,cancer),thenmentalhealthproblemsandmusculoskeletalinjuriesarethemajorcausesoflong-termabsence.In2015,accordingtotheCIPD’sAbsenceManagementSurvey:2015(p19),themajorcausesoflong-termabsencewere:acutemedicalconditionse.g.stroke,heartattackandcancer),stressandmentalhealthproblems.Thesewerealsomajorcausesoflong-termabsencefortheCollegein2015.EpisodesofabsenceIntermsofthenumberofepisodesofabsencesduring2016,themainreasonsareasfollowsandareverysimilartothefiguresfor2015:Reason Numberofabsencesin
2016Numberofabsencesin
2015Gastrointestinalproblems 178 176Cold,cough&flu 172 174Headache/migraine 52 55*Numberofabsencesisdefinedasthenumberofinstancesofabsenceforthisparticularreason
AccordingtotheCIPD’sAbsenceManagementSurvey:2016(p14),themostcommoncauseofshort-termabsenceisminorillness(e.g.colds/flu,stomachupsets,headaches),followedbystressandmusculoskeletalinjuries.In2015,accordingtotheCIPD’sAbsenceManagementSurvey:2015(p15),themajorcauseofshort-termabsenceis“minorillness(forexamplecolds/flu,stomachupsets,headachesandmigraines)”.TheCollegewould,therefore,appeartobeinlinewiththewiderCIPDfiguresforboth2016and2015.OverallabsenceAsregardstheoverallnumberofworkingdayslostin2016(comparedwith2015),forallabsences,themainreasonsareasfollows:Reason Numberofworkingdayslost
in2016Numberofworkingdays
lostin2015Anxiety/stress/otherpsychiatric 970 463Gastrointestinalproblems 640 384Otherknowncauses 509 **In2015,thetop3reasonsforoverallabsencewerereportedandthiswasnotoneofthemThisgivesadifferentpictureofthemainreasonsforabsence,asthistakesintoconsiderationthelengthoftimeamemberofstaffwasabsentasopposedtoan“episode”ofabsence.Again,thisshowsasignificantincreaseinthenumberofdayslosttoanxiety/stress/psychiatricillness.Intotalitaccountedfor21.7%ofallsicknessabsencein2016,withthenexthighestcategoryofabsencebeinggastrointestinalproblems,whichaccountedfor14.4%ofallsicknessabsencein2016.
AccordingtotheCIPDAbsenceManagementSurvey2016,two-fifthsoforganisationsreportedarisementalhealthproblemsoverthepastyear,withthepublicsectorbeingtwiceaslikelyastheprivatetoreportanincrease.Inordertohelpaddresstheincreaseinstaffabsencein2016,HRworkedwithOccupationalHealthtoproduceanEmployeeWellbeingSurvey.Thissurveycoveredthefollowingareas:
• Workplacepractices• Occupationalhealthandsafety• Yourhealth&wellbeing–Physicalactivity• Yourhealth&wellbeing-Mentalhealth&wellbeing• Yourhealth&wellbeing–Violenceandaggression
Asof09February2017itwasreportedthat30%ofstaffhadcompletedthesurvey.HRwillusetheinformationgatheredfromthissurveytohelpidentifyperceivedstressorswithintheworkplacealongsideanyotherareasofconcern.OncegatheredHRwillworkinconjunctionwithlinemanagersandtheOccupationalHealthteamtoaddressidentifiedissues.
67
HUMAN RESOURCES COMMITTEEMeeting of 14 March 2017
Agenda Item 4.4
Key Health and Safety Performance Indicators
1. Introduction1.1 The purpose of this report is to provide the Committee with information on key performance
indicators relating to the College’s Health and Safety function.
2. Accident Statistics2.1 Accidentstatisticsfortheperiod01August2016to10February2017arenotedinthe
table below with comparative information for previous years:
Academic Year
2012-13 2013-14 2014-15 2015-16 2016-17
Total number of accidents NorthEastScotland College
77 of which 11 were
reported to HSE
43 of which 4 were
reported to HSE
45 of which 6were
reported to HSE
40 of which 8 were
reported to HSE
17 of which 1 was
reported to HSE
2.2 The accidents which were reported to the HSE under requirements of the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR) involved:
IPwaspreppingvegetableswithaknife,handslippedandhecuthisfinger.Firstaiderdressed wound and he was referred up to local casualty to be re-dressed. Student returned toCollege(Fraserburgh).
2.3 Ananalysisoftheaccidentsintheperiod01August2016to10February2017showsthatthey involved the following:
Category Total
Students 15
School Pupils 1
Employees 1
Contractors 0
Members of the Public 0
Total 17
68
HUMAN RESOURCES COMMITTEEMeeting of 14 March 2017
Agenda Item 4.4
2.4 The categories of accidents were as follows:
Injury Total
Cut 4
Burn 3
Eye Ingress 0
Twist 0
Fracture 2
Sprain/Strain 2
Puncture 0
Dizzy 0
Bump/Knock 0
Slip/Trip 2
Dislocation 1
Bruise 3
Total 17
Breakdown by Site Total
Aberdeen City Campus 8
Altens Campus 1
Aberdeen Sports Village 2
Craibstone Campus 1
FraserburghCampus 5
Clinterty Campus 0
Peterhead Maritime Centre 0
Ellon Campus 0
Inverurie Centre 0
Macduff Learning Centre 0
Total 17
3. Work Placement Visits3.1 The following table shows the number of visits which were undertaken in the period 01
August2016to10February2017:
Number of Visits to be undertaken in this period
% of Visits Undertaken
105 100
69
HUMAN RESOURCES COMMITTEEMeeting of 14 March 2017
Agenda Item 4.4
4. Approved Contractor List4.1 External contractor companies must be approved by the Head of Health, Safety and
Security before carrying out work for the College. This is to ensure that all contractors comply with relevant health and safety standards and are generally a contractor the Collegeissatisfiedisofgoodstanding.
4.2 The following table provides details of the total number of companies currently approved tocarryoutworkinNorthEastScotlandCollege,andthenumberremovedfromthelistforfailingtomeetCollegesafetystandardsintheperiod01August2016to10February2017:
No. of Approved Contractors No. Removed from List
222 0
4.3 The continued low level of contractors being removed from the approved list demonstrates the initial checks are working well and only companies with a positive, healthy safety culture are approved to work on behalf of the College.
5 Workplace Dust Monitoring5.1 Under theControlof SubstancesHazardous toHealthRegulations (COSHH)aduty is
placed on employers to ensure the risk from workplace exposure to dust is removed, so far as reasonably practicable.
5.2 Checks to measure the concentration of inhalable and respirable dust in the air are undertaken by the Health and Safety Team.
5.3 All construction and joinery workshops are included in this programme.
5.4 Each workshop is sampled for respirable dust using a direct reading dust monitor; this monitor also provides the facility for inhalable and thoracic dust checks.
5.5. The following table provides details of the number of dust samples taken and the number ofanyinspectionsthatfellbelowstatutorylimitsintheperiod01August2016to10February2017:
No. of Dust Samples Required
No. of Samples Completed Results
3 3 All recorded levels were found to be below statutory limits
6. Food Hygiene Inspections6.1 InordertoensurethattheCollegecomplieswiththeFoodSafetyAct1990,theFood
LabellingRegulation1996(asamended),theGeneralFoodRegulation2004andtheFoodHygiene(Scotland)Regulations2006,theHealthandSafetyTeamcarryoutaprogrammeof kitchen inspections.
6.2 AmemberoftheHealthandSafetyTeamisaqualifiedFoodHygieneInspector.
6.3 All kitchens including training and contractor controlled areas are included in theprogramme.
70
HUMAN RESOURCES COMMITTEEMeeting of 14 March 2017
Agenda Item 4.4
6.4 Thefollowingtableshowsdetailsofthenumberofkitchensinspectedandanythatfellbelowtherequiredstandardintheperiod01August2016to10February2017:
No. of Food Hygiene Inspections Required
No. of Inspection Completed Results
5 5 All Passed
7. OHSAS 18001 Certification Audit7.1 A 2 day audit testing the College’s health and safety management system was completed
onthe08and09February2017.
7.2 The scope of the audit related to;
• Arrangements for student placements in external providers• Emergency response arrangements and testing• Competence, training and awareness• Accident/Incident and near miss reporting system• Top management interview• Review into control of contractors• Review of policy, objectives, reporting and review• Internal audit arrangements• Campus tour and interviewing staff• Risk assessment review.
7.3 ZeroNon-conformanceswereidentified,theauditresultwasconsidered“strong”.
8. Recommendation8.1 It is recommended that the Committee note the contents of this report.
Liz McIntyre Elaine HartPrincipal Vice Principal – Human Resources
71
HUMAN RESOURCES COMMITTEEMeeting of 14 March 2017
Agenda Item 4.5
HR Priorities and Strategy Implementation
1. Introduction1.1 The purpose of this paper is to update the Committee on progress regarding the key HR
priorities.
2. The HR Priorities2.1 TheHRPrioritieshavebeenupdatedtoreflectthecurrentstatusandprogresstodate-
see Appendix 1.
3. Recommendation3.1 It is recommended that the Committee note the contents of this report.
Liz McIntyre Elaine HartPrincipal Vice Principal – Human Resources
72
Ag
en
da
Item
4.5 A
pp
en
dix 1
HU
MA
N RESO
URC
ES AN
D O
RGA
NISA
TION
AL D
EVELO
PMEN
T PRIORITIES 2016-17
JO
INT H
R AN
D O
D PRIO
RITIES Prio
rity Prio
rity C
om
me
nta
ry Sta
rt/End
D
ate
RA
G
Cu
rren
t Statu
s
De
velo
p a
nd
im
ple
me
nt
Emp
loye
e
Eng
ag
em
en
t Stra
teg
y an
d
Ac
tion
Pla
n
A
s ag
ree
d a
t the
Lea
de
rship
Te
am
this is th
e n
ext p
ha
se o
f the
V
ision
an
d V
alu
es w
ork.
S Sep
tem
be
r 2016 E Ju
ly 2017
A
fram
ew
ork a
pp
roa
ch
to Em
plo
yee
Eng
ag
em
en
t ha
s b
ee
n d
eve
lop
ed
. It is inte
nd
ed
tha
t this fra
me
wo
rk will b
e
use
d:
Ø
To
sup
po
rt effe
ctive
tea
m w
orkin
g in
the
da
ily wo
rk o
f the
Co
lleg
e
Ø
Wh
en
de
velo
pin
g a
sha
red
strate
gic
vision
for th
e
Co
lleg
e
Ø
Wh
ere
pla
nn
ed
ch
an
ge
ma
y imp
ac
t on
the
w
orkin
g live
s of e
mp
loye
es
Ø
Wh
en
ga
the
ring
fee
db
ac
k an
d th
e vie
ws o
f e
mp
loye
es
Ø
As a
co
re p
art o
f the
Co
lleg
e’s a
pp
roa
ch
to
co
ntin
uo
us im
pro
vem
en
t Th
is fram
ew
ork is d
ue
to b
e d
iscu
ssed
with
the
Lea
de
rship
Te
am
. R
evie
w o
f In
du
ctio
n a
nd
P
rob
atio
n
Pro
ce
sses
M
ap
cu
rren
t pro
ce
sses to
d
eve
lop
a m
ore
strea
mlin
ed
, e
fficie
nt a
nd
join
ed
up
ap
pro
ac
h
be
twe
en
HR
, OD
an
d lin
e
ma
na
ge
rs. In
co
rpo
rate
into
ne
w In
tran
et/H
R
an
d P
ayro
ll System
s
S Jun
e
2016 E 31 O
cto
be
r 2017
N
ew
intra
ne
t will h
ave
an
on
-bo
ard
ing
are
a, w
ork is o
n-
go
ing
to m
ap
pro
ce
sses, in
vestig
atin
g th
e lin
ks be
twe
en
in
du
ctio
n a
nd
pro
ba
tion
an
d th
e n
ew
HR
pa
yroll syste
m.
Ind
uc
tion
/Pro
ba
tion
pro
ce
ss.
ORG
AN
ISATIO
NA
L DEV
ELOPM
ENT PRIO
RITIES Prio
rity Prio
rity C
om
me
nta
ry Sta
rt/End
D
ate
RA
G
Cu
rren
t Statu
s
Lea
de
rship
D
eve
lop
me
nt
an
d Su
cc
essio
n
Pla
nn
ing
360 Fe
ed
ba
ck p
ilot a
nd
d
eve
lop
me
nt p
lan
nin
g c
om
ple
te.
360 revie
ws a
nd
the
cre
atio
n o
f in
divid
ua
l de
velo
pm
en
t pla
ns w
ill b
e e
xten
de
d to
all le
ad
ers
thro
ug
ho
ut th
e a
ca
de
mic
yea
r.
S 01 Se
pte
mb
er
2016 E 30 Ju
ne
2017
360 d
eg
ree
pilo
t wa
s we
ll rec
eive
d b
ut fu
rthe
r pla
nn
ing
n
ee
de
d a
s to h
ow
to im
ple
me
nt m
ore
wid
ely a
s h
igh
ligh
ted
in th
e IiP
rep
ort.
This a
lso lin
ks into
the
revie
w o
f pe
rform
an
ce
m
an
ag
em
en
t. A
pro
gra
mm
e o
f intro
du
cto
ry lea
de
rship
train
ing
is in
pla
ce
an
d th
e C
olle
ge
ha
s join
ed
the
No
rth Ea
st Sco
tlan
d
Co
llab
ora
tive (N
ESC) (Se
e A
ge
nd
a Ite
m 5.1)
To d
elive
r the
IiP
Ac
tion
Pla
n
To
wo
rk tow
ard
s ac
hie
ving
Go
ld
Stan
da
rd fo
llow
ing
the
c
om
ple
tion
of a
pp
rop
riate
re
view
s.
E De
ce
mb
er
2018 N
ext
inte
rim
revie
w
De
ce
mb
er
2017
IiP
Ac
tion
Pla
n in
pla
ce
to ta
ke u
s to th
e n
ext in
terim
re
view
in D
ec
em
be
r 2017.
Pe
rform
an
ce
R
evie
w
Fo
llow
ing
fee
db
ac
k rec
eive
d
from
the
IiP re
view
an
d in
tern
al
au
dit, a
full re
view
of
pe
rform
an
ce
ma
na
ge
me
nt
revie
w p
roc
esse
s to b
e
un
de
rtake
n.
31 Ma
rch
2017
A
serie
s of c
on
sulta
tion
eve
nts is b
ein
g a
rran
ge
d w
ith ke
y sta
keh
old
ers.
HR PRIO
RITIES Prio
rity Prio
rity C
om
me
nta
ry Sta
rt/End
D
ate
RA
G
Cu
rren
t Statu
s
HR
an
d P
ayro
ll Syste
ms
Re
pla
ce
me
nt
Pro
jec
t
01 Se
pte
mb
er
2016 E 31 O
cto
be
r 2017
O
ut fo
r op
en
ten
de
r wh
ich
will c
lose
in A
pril 2017.
Ge
nd
er P
ay
Ga
p R
ep
ortin
g
It is n
ec
essa
ry to p
rep
are
for th
e
Ap
ril 2017 statu
tory re
qu
irem
en
t to
pu
blish
ou
r ge
nd
er p
ay g
ap
in
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76
77
HUMAN RESOURCES COMMITTEEMeeting of 14 March 2017
Agenda Item 4.6
National Collective Bargaining and Workforce for the Future
1. Introduction1.1 ThepurposeofthispaperistoupdatetheCommitteeonthecurrentstatusofNational
CollectiveBargainingandWorkforcefortheFuture.Itshouldbenotedthattheinformationis subject to update and change and further information can be provided orally in the meeting.
2. Support Staff 2.1 There is an outstanding issue concerning the interpretation and implementation of the
2015-16PayAgreementwithregardtoannualleave.TheUnionsclaimthatsomecollegeshave failed to implement the agreement which stated that the minimum annual leave entitlement in the college sector will be 27 days with effect from 01 April 2015. The issue hasarisenoverhowflexibledaysandfixeddays/publicholidayshavebeenappliedacrossthesector,withtheUnionswanting27daysbasicflexibleannual leaveplus12dayspublic/fixedholidays.
2.2 This is not acceptable to the management side and work is on-going via a Sub-Committee oftheSupportStaffSideTabletofindanequitablesolution.UntilthisisresolvedtheUnionsdonotconsiderthatthe2015-16payagreementhasbeenhonouredandarerefusingto talk about annual leave entitlements going forward.
2.3 Meanwhile,followinganNJNCSupportStaffSideTableMeetingtheSupportStaffTradeUnionsremainpositiveaboutprogressinga“oneworkforce”approachandtotakingforwardtheWorkforcefortheFutureworkstreams.
3. Lecturing Staff3.1 FollowinganNJNCSideTableLecturing,theEISmaintainedtheirpositionthatpay,and
the mechanism required to move to the top of the agreed salary scale, is an entirely separate proposition to conditions of service.
3.2 The management side negotiating team stressed the Employers’ Association position that
payandtermsandconditionsare“inextricablylinked”andtheMarch2016Agreementis a total package. It has been made clear to the EIS that there will be no movement towards harmonisation of pay until such time as core terms and conditions are agreed.
3.3 The management side continue to try to explore with the EIS how a migration and harmonisation plan and mechanism for promoted and unpromoted lecturers could work.
3.4 Followingalengthymeeting,withtheEISsettinganartificialdeadline(Friday10February
2017)toreachagreementonallaspectsoftheMarch2016Agreement,theEIShavestated that the management side have acted in bad faith and declared a dispute. An indicativeballotforindustrialactionwassentouton17February2017.Therefore,thegapbetweentheemployersandtheEISremainswideanditisanticipatedthattheUnionwillballot members on industrial action in Spring 2017.
4. Workforce for the Future4.1 TheEmployers’AssociationhavedevelopedaVisionandMissionStatementforWorkforce
fortheFuture(seeAppendix1).
4.2 Workcontinuestodevelopnewcontractsandwaysofworking,however,thisisprovingextremelychallengingandtheoptionsfavouredbytheUnionscontinuetobeunaffordable.Therearecertainlydifficultchoicesandchallengesahead.
78
HUMAN RESOURCES COMMITTEEMeeting of 14 March 2017
Agenda Item 4.6
5. Recommendation5.1 It is recommended that the Committee note the contents of this paper.
Liz McIntyre Elaine HartPrincipal Vice Principal – Human Resources
1
Agenda Item 4.6 Appendix 1
Workforce for the Future Tuesday 10 January 2017 – Vision and Mission Statement Context Statement The vision for the college sector is: “Scotland’s Colleges – enthusing, inspiring, educating people in all communities regardless of their educational, social or economic background to deliver skills and learning for a prosperous Scotland.” In delivering this vision, colleges play a huge role in creating our future economic workforce. It is therefore essential that our aims and ambitions for our own workforce mirror those of the sector with the primary driver being to ensure the learner journey is as effective and efficient as possible. National Bargaining is key to ensuring that this is applied in a consistent and equitable manner. Our staff are crucial to the delivery of the sector vision, and as such, we have developed a vision for the college workforce which reflects the need for ongoing development, financial sustainability, flexibility and collaborative working. Mission Statement Our staff effectively contribute to Scottish society and the economy through providing a range of learning experiences to create a highly skilled workforce. Vision for the Workforce Our staff will deliver the needs of the learners and external stakeholders by being highly skilled, motivated and empowered. Strapline Together, everyone achieves more. Strategic Principles The vision and mission statement are underpinned by five strategic principles for success and continuous improvement: 1. Excellence 2. Sustainability 3. Integration 4. Partnership 5. Adaptability.
2
In turn, these principles are supported by specific outcome statements: 1. Excellence
• We will adopt creative approaches including assessing and recognising learning which takes place at any time.
• Our students will be partners in their learning – they will receive support and interaction from a team of specialists who will help them navigate through the learner journey.
• Our staff will continue to develop their professional/subject knowledge, skills, and maximise the use of current technologies/methodologies.
• Our staff will be creative, student focused, reflective and evaluative. Staff will have outcomes and deliverables measured through professional competency mechanisms.
• Colleges will be seen as excellent places to work and learn; staff are happy and proud to work for them.
• Our staff will exemplify excellence in world class education and be recognised internationally.
• We will develop, apply, and maintain sets of professional standards at a level of excellence for staff at all levels across the workforce.
2. Sustainability
• We will ensure that delivery of the learner journey will maximise current technology and will be effective and efficient.
• The learner journey will be supported by staff across the workforce and will be delivered over a rolling annual period.
• We will develop modern employment terms and conditions which support the flexible service delivery required.
• Our staff will take ownership of operating in an efficient and effective manner, contributing to the best value of our colleges and for our learners.
3. Integration
• Staff will play a key role as active members of education partnerships at local and national levels.
• Staff will work together to provide an integrated seamless service for learners. • Staff will be ambassadors for the college sector. • Colleges will be the main destination of choice for learners.
4. Partnership
• Staff will develop and maintain strong partnerships with employers and other stakeholders to influence planning, design, and the delivery of the curriculum.
• We will have confidence in the relevance of our programmes to employers and other partners.
• We will have excellent employee relations where staff and the trade unions are an integral part of the decision making process and the day-to-day operations of the college.
• Staff will feel that they are treated equally, are highly valued for the role that they play, and are enabled to develop.
3
5. Adaptability • We will deliver an adaptable, individualised and ‘destination ready’ service for all
learners. • Our staff will be a flexible workforce who recognise and appropriately address
individual needs. • We will offer motivating and engaging learning, with more project based, independent
and group work experiences. • Staff will be equipped and supported to deal with internal and external changing
environments, enabling them to be resilient and adaptive to change.
82
83
HUMAN RESOURCES COMMITTEEMeeting of 14 March 2017
Agenda Item 5.1
Report on Organisational Development Activity
1. Introduction1.1 The purpose of this report is to provide the Committee with an update on the key activities
of the Organisational Development Team.
2. Professional Development Days2.1 ThefirstProfessionalDevelopmentDayofacademicyear2016-17washeldon23January
2017.37separatesessionstookplace.Thesewereattendedby236staff.
2.2 The sessions organised ranged from a variety of learning technologies events, through to equality awareness raising events. The majority of the sessions arranged were in response todirectrequestsfromstaffandalsoareasidentifiedbytheCollegeasaprioritytrainingarea,e.g.equalopportunitiesawareness.WhilstthemajorityofsessionswererunbyCollegestaff, a number of external providers were also engaged to deliver training sessions.
2.3 Internalfeedbackwaspositive.For92%ofthesessionsthatranaminimumof75%ofstaffcompleting the survey either agreed or strongly agreed that the courses meet their needs. For84%ofthecoursesaminimumof75%ofrespondentsratingthecourseasexcellentor very good.
2.4 Overall 40% of College employees engaged in the Professional Development Day. It is the aim of the Organisational Development Team to increase participation at the Professional Development events due to run in June 2017. In order to ascertain why some staff did not engage in the events and to get some more general feedback, an online survey was issued.Feedbackindicatedthattherewereavarietyofreasonsfornon-engagement.Some staff had other work commitments and were unable to attend an event. Others said that there was nothing that interested them on the programme. Some support staff felt that the sessions were more geared towards teaching staff.
2.5 As part of the survey, staff were also asked what events they would like to see in the future. There were a number of common themes arising from this question and these will be taken into consideration when arranging events for the next Professional Development Days in June.
2.6 AstherearetwoProfessionalDevelopmentDaystimetabledforJuneithasbeendecidedthat one of these will be more of an informal training day where staff can take part in events that are recreational rather than work-related and will give staff the opportunity to develop wider skills and network with colleagues from other campuses. This idea has been extremely well received. Managers have been asked to collate and feedback any suggestions to Organisational Development. Once these have been received we will look at popular themes and take into account potential costs and issues such as travel. A programme will then be developed which we aim to have out by the end of May.
3. Recommendation3.1 It is recommended that the Committee note the contents of this report.
Liz McIntyre Elaine HartPrincipal Vice Principal – Human Resources