Issue - meetings

(i)       to note that officers would endeavour to include numbers alongside percentages in future reports to assist in providing clarity;

(ii)       to note the progress made as part of the Equality, Diversity and Inclusion Action Plan;

(iii)      to approve the approach to further reviewing the data from the aforementioned Progress Report and placing a focus of equality, diversity and inclusion work on the areas outlined in section 4.3.3 of the report;

(iv)      to instruct the Chief Officer – People and Organisational Development to report to Staff Governance Committee on progress to the Equality, Diversity and Inclusion Action Plan on an annual basis which will either be as part of Mainstreaming or Progress Report updates or as an independent report in years where there is not a Mainstreaming or Progress Report;

(v)      to instruct the Chief Officer - People and Organisational Development to report to Staff Governance Committee in advance of the next Mainstreaming Report being presented to Anti-Poverty and Inequality Committee in March 2025 (dates to be confirmed) with an update on proposed staffing-related content and Outcomes. This will include the annual update on the Equality, Diversity and Inclusion Action Plan; and

(vi)      to instruct the Chief Officer – People and Organisation Development to report to Staff Governance Committee on any future changes of approach towards the Equality, Diversity and Inclusion Action Plan or any additional equality, diversity and inclusion initiatives and actions that require elected member approval.

With reference to article 7 of the minute of its previous meeting, the Committee had before it a report by the Director of Customer which set out an update on the Equality, Diversity and Inclusion Action Plan, and provided assurance that work was progressing to meet the Council’s Equality Outcomes and was continuously adapted and improved.

The report recommended:-

that the Committee –

(a)      note the progress made as part of the Equality, Diversity and Inclusion Action Plan;

(b)      approve the approach to further reviewing the data from the aforementioned Progress Report and placing a focus of equality, diversity and inclusion work on the areas outlined in section 4.3.3 of the report;

(c)      instruct the Chief Officer – People and Organisational Development to report to Staff Governance Committee on progress to the Equality, Diversity and Inclusion Action Plan on an annual basis which will either be as part of Mainstreaming or Progress Report updates or as an independent report in years where there is not a Mainstreaming or Progress Report;

(d)      instruct the Chief Officer - People and Organisational Development to report to Staff Governance Committee in advance of the next Mainstreaming Report being presented to Anti-Poverty and Inequality Committee in March 2025 (dates to be confirmed) with an update on proposed staffing-related content and Outcomes. This will include the annual update on the Equality, Diversity and Inclusion Action Plan; and

(e)      instruct the Chief Officer – People and Organisation Development to report to Staff Governance Committee on any future changes of approach towards the Equality, Diversity and Inclusion Action Plan or any additional equality, diversity and inclusion initiatives and actions that require elected member approval.

The Committee resolved:-

(i)       to note that officers would endeavour to include numbers alongside percentages in future reports to assist in providing clarity; and

(ii)       to approve the recommendations.

-          COUNCILLOR NEIL COPLAND, Convener