Liz  Hammond gave an overview of the measures the council is putting in place to improve the diversity profile and ensure that the organisation is free from any racial bias. She gave an example of the recent recruitment for the Assistant Director of Public Protection, where 30% of applicants were BAME, 30% of longlisted candidates were BAME and 50% were shortlisted. However, the successful applicant is white. The panel members included a senior BAME officer. The council will be implementing initiatives to look internally at itself.

Q: What was the ethnicity of the panel?

A: White Male and Female and one BAME officer.

Q: Have they had Unconscious Bias training?

A: Liz didn’t know if they had Unconscious Bias but they have received Recruitment and Selection training.

Q: What colour was the BAME officer?

A: Black.

Resolved: the Liz will get clarity for the next meeting.

Q: There has been a systematic failing for BAME staff. 34.4% of staff are BAME but only 13.9% were 5% of the top earners in the council. There are no BAME employees earning in excess of £80,000 in the council.  There seems to be a ceiling as BAME staff are struggling to progress. BAME staff are needed at all levels and the failings need to be addressed. There needs to be a breakdown of the percentages.

A: The figures below 10 cannot be reported on as it would potentially identify individuals.

Q: What action is being taken to retain staff?

A: BAME staff are being recruited faster, but they are not being retained- often BAME staff leave for career progression. Exit interviews need to be done.

Q: It is important to provide career progression in the council, staff should not have to go elsewhere.

Q: Do you have exit interview data?

A: There is an exit interview process but staff don’t want to do exit interviews.

Q: Succession planning should be in place, Head Hunting is sending the wrong message.

Q: There needs to be succession planning. There are capable people internally.

A: HR’s work plan includes putting talent management in place.

Q: The council has institutional racism. What percentage of staff have had Unconscious Bias training and what is the plan to roll it out across the council? Creativity gets stunted when there is no diversity. The council needs to look at how it is recruiting – candid honesty is needed.

A: Not a large number are leaving the council

Councillor Allison, Leader of the council informed the meeting that half of the cabinet are BAME and the council is committed to change. In terms of recruitment the council needs to work to making a change. It is important to get staff reflective of the community.

Q: How does the local authority ensure the recruitment agency has the same standard for equality and diversity as the council?

A: The recruitment agency have to give data in their proposals about ethnicity etc.

Q: is Unconscious Bias mandatory?

A: Yes.

Q: There is a 100% record of attaining white candidates at the top. When will that change?

A: There has been little change in the directors, so there has been little opportunity to appoint BAME staff at the top of the organisation.