Contents
- Foreword
- Our Equality Objectives 2020 - 2024
- How we are working to meet those objectives
- Objective 1: Engage and communicate in appropriate and accessible ways
- Objective 2: Ensure we deliver inclusive and responsive services
- Objective 3: Foster good relations with and within the community
- Objective 4: Break the cycle of inequality and improve life chances
- Objective 5: Develop and support a diverse workforce
- Focus on: Digital Accessibility
- Focus on: Cost of Living Support
- Focus on: Acceptance, Migration and Freedom
- Focus on: Skills
- Monitoring our performance
- Workforce statistics
Foreword
This report outlines some of the key activities undertaken by Bassetlaw District Council over the past year in support of Equality, Diversity and Inclusion. The report has been adapted to meet the government accessibility requirements that ensure as many people as possible can access our information. The report will be published on our equalities page on the Council’s Website and hard copies can be requested at our Customer Services offices.
As an organisation, we have a duty to comply with the Equality Act 2010 and the Public Sector Equality Duty, including ensuring that consideration is given to the nine protected characteristics as defined in the Act:- age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
In exercising our functions, we must have due regard to the need to:
- Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.
- Advance equality of opportunity between people who share a protected characteristic and those who do not.
- Foster good relations between people who share a protected characteristic and those who do not.
This report demonstrates how we are working to deliver our 2020-2024 equality objectives and gave due regard to the Equality Duty over the last year.
David Armiger
Interim Chief Executive
Cllr Susan Shaw
Cabinet Member for Health and Community Wellbeing
Our Equality Objectives 2020-24
The Council’s Equality Objectives are set out in its Equality and Diversity Strategy. These are aligned to the Council Plan and respond to the latest data and information on Bassetlaw and its communities. The objectives for 2020-24 are:
Objective 1: Engage and communicate in appropriate and accessible ways
We know that good quality information leads to well-informed decisions, which in turn impact on the suitability and quality of services.
Objective 2: Ensure we deliver inclusive and responsive services
Understand and remove the barriers people face when accessing services. The Council acknowledges the challenges of rural isolation, access to services and limited public transport.
Objective 3: Foster good relations with and within the community
Our diversity is one of our greatest strengths. As a council we want to lead the district in celebrating and promoting our diversity and the benefits and opportunities it brings. We will continue to promote inclusion, fairness and accessibility, whilst raising the profile of Bassetlaw as a great place to live, study and visit.
Objective 4: Break the cycle of inequality and improve life chances
We know that some groups experience poorer life chances than others and that poverty can be a significant factor in determining life chances and wellbeing. At a local and national level there are also areas of persistent inequality which remain a considerable challenge. We will continue to focus on those in greatest need to ensure that people can access services and support that works for them.
Objective 5: Develop and support a diverse workforce
We will continue to promote inclusion, fairness and accessibility in our work place. A representative workforce will help us deliver services that are accessible, appropriate and that help reduce inequalities.
How we are working to meet those objectives
Objective 1: Engage and communicate in appropriate and accessible ways
We have made digital accessibility a priority. The Council’s Communications Team now have dedicated officer support to deliver a number of actions associated with improving accessibility on our website and across our digital communications platforms.
Cabinet and Overview and Scrutiny Committee now monitor a Website Accessibility Score Key Performance Indicator on a quarterly basis.
We understand that many residents prefer to receive written communication, therefore we continue to provide residents and tenants with targeted information via printed newsletters and information leaflets.
We have secured over 17,850 subscribers across our three Council Newsletters - Tenants, Residents and Businesses.
The Council moved back to Face-to-Face Engagement in Summer 2022. Officers from Bassetlaw District Council supported a number of Bassetlaw Conversations engagement stalls at a number of events including:
- 05.2022 - What Next Retford
- 04.2022 - What Next Worksop
- 05.2022 - Young People's Weight Management
- 06.2022 - Harworth and Bircotes Youth Hub Opening
- 06.2022 - BPL Veterans Event
- 07.2022 - Worksop Pride
- 08.2022 - Play Day
- 08.2022 - Panto in the Park
- 08.2022 - Morrisons Worksop
- 08.2022 - Panto in the Park at Retford Kings Park
- 10.2022 - Halloween day at Langold Country Park
- 10.2022 - Worksop Market Square Food Hub
- 10.2022 - Worksop Market Square Food Hub
- 11.2022 - Dunham Christmas Fayre
- 11.2022 - Worksop Christmas Light Switch On
- 11.2022 - Retford Christmas Market & Lights Switch On
- 12.2022 - Harworth Christmas Light Switch On
- 12.2022 - Tuxford Christmas Market
The Bassetlaw Youth Council meet in person 6 times per year, and holds representation from all across the district. Meetings are rotated between Worksop and Retford Town Hall with attendance between 8-10 young people per meeting, including the Youth Mayor and Deputy Youth Mayor. Topics covered in 2022 include: Levelling up consultation, Retford Neighbourhood Plan and Anti-Social Behaviour.
In October 2022, the Youth Council were invited by Bassetlaw MP, Brendan Clarke-Smith, to visit Parliament and receive a tour from his office. The visit took place on the day the new Prime minister was announced.
During 2020, Cabinet voted in favour of a Youth Mayor; this was initiated in 2021 but was impacted by Covid restrictions. With restrictions lifted, this year the Youth Mayor has attended 12 events, including Remembrance Sunday, Nottinghamshire Day and the opening of Harworth and Bircotes Hub.
In terms of engagement with staff, we are improving accessibility for digital communications through our staff portal. We have engaged with staff through a wide-ranging staff survey and have plans to undertake more surveys on specific areas of interest. We are launching a Bassetlaw Managers forum to share information and offer development opportunities. We have introduced large screens to various staff locations to provide information in different ways and ensure updates to staff are more accessible.
Meaningful engagement with our tenants and residents can help to drive greater involvement and empower them to have a stronger voice on how we deliver our services and how we can improve on what we already do.
We offer a range of options in how tenants and residents can engage with us and what level of involvement they choose to have. This starts with staying in touch with our latest news and developments through social media, digital newsletters and printed newsletter – In Touch; being a valued part of consultations, surveys and forums; right through to being an active member of a review group and tenant panel.
In 2021/22 we have continued to work with tenants, staff, councillors and TPAS - the tenant engagement experts, to co-create a new Tenant Engagement Strategy that will drive how we grow our engagement, the Council’s Tenant Engagement offer to residents and how we address all of the actions contained within the Government’s Social Housing White Paper.
We have worked closely with tenant group ‘Voices of Bassetlaw’ to help them become established, recruit new members and support their activities.
In 2021/22 we have supported 104 new tenants and carried out in excess of 3,500 actions that support our most vulnerable tenants to remain in their homes, enjoy better health outcomes and improve their overall standard of living. This includes intensive support to help them maintain their tenancies, provide access to benefits and other financial support and address hoarding.
To improve the lives of our tenants and to enable them to live in their homes safely and independently, we have completed: 73 Fast-Track adaptations, which include measures such as grab rails to prevent falls; 194 Minor Referrals such as half steps, hand-rails and drop-down rails; and 130 Major Adaptations such as level access showers, ramps and stair lifts.
Objective 2: Ensure we deliver inclusive and responsive services
The Council is supporting its Equality and Diversity Strategy with a new Equality, Diversity and Inclusion Policy, to help deliver a fair and consistent service across the Council.
A key part of the Equality, Diversity and Inclusion Policy is publicising our approach to making reasonable adjustments for disabled people.
In 2022/23, leisure sites in Bassetlaw operated by BPL were used by over 2900 disabled users.
The Council has a variety of inclusive, accessible activities available in Bassetlaw that we promote widely, including:-
- SAND Sports Club Worksop College (See the ability, not the disability)
- SANdance Outwood Academy Valley School
- SAND, PWAPSL (play with a purpose swimming lessons) Bircotes Leisure Centre
- Walking Netball (for those of all abilities)
- Ladies only yoga (via zoom) Far Centre (Women’s Aid)
- MS Society Retford (Breath Awareness)
- Retford Memory Group
- Bassetlaw Carers Support Group
- Rehabilitation Football
- Men’s Walk and Talk
- Walking Tennis
- Dr Bike
- Learn to ride your bike sessions
- Pop-Up Food Hubs
- The Easter Holiday Activities and Food Programme (HAF)
The HAF programme is a great example of how we are breaking the cycle of inequality. We have offered many hours of free, enriching activities to vulnerable, deprived or children in need in Bassetlaw. We had places for those with Special Educational Needs and had 1-1 support in the sessions to give additional support. We ensured all of our activities were inclusive for them to be part of our programme. As of Easter 2022 Bassetlaw District Council moved away from being a provider of HAF to becoming a facilitator of HAF. This is due to Nottinghamshire County Council now working directly with all activity providers. Bassetlaw District Council support the HAF Community Engagement Officers with information about Bassetlaw.
Bassetlaw District Council trialled 8 ‘learn how to ride your bike’ sessions in Worksop. Families did not have to pay to attend and this was not means tested. Children under the age of 16 could attend the 4-hour session and learn how to ride their bike as well as learning cycling safety tips. It came to the Leisure and Wellbeing Team’s attention that all schools across Bassetlaw are able to access free Bikeability Training from ViaEM & The Bikeability Trust. Many schools were unaware the training was free. The Leisure and Wellbeing Team now have a strong partnership with ViaEM and have regular meetings to discuss free training available for all Bassetlaw schools. Bassetlaw District Council promote this regularly, directly with the schools.
Bassetlaw District Council hosted two community pop-up food hubs in October to help support Bassetlaw residents with the cost of living and food insecurity. The pop-up food hubs were not means tested and open to all. More information cost of living is provided in the case study at the end of the report.
Objective 3: Foster good relations with and within the community
Bassetlaw Museum and Pilgrims Gallery invited people to attend the Wampanoag Perspectives Conference, an online event that explores the themes of acceptance, migration and freedom. The conference continues the conversation sparked by the Wampanoag Perspective Project and presents the opportunity to learn more about Wampanoag history and culture. The conference featured various case studies that examine past and present injustices and highlight the work of projects and groups that seek to share histories more accurately. The event included talks from key speakers such as Paula Peters, founder of SmokeSygnals and citizen of the Mashpee Wampanoag Tribe, and Lord John Mann, an independent advisor on anti-Semitism.
Love Bassetlaw - Bassetlaw District Council, in partnership with Retford and Worksop business forums, launched a month-long social media campaign to celebrate and share all the great things there are to love about our district.
To mark Holocaust Memorial Day, Bassetlaw District Council and the ’45 Aid Society organised an online talk by Ros Gelbart entitled David’s Story – looking at her father’s life in Czechoslovakia before the war, his detention in Auschwitz at the age of 14, the death march and his life in England after the war.
The Council has taken steps to help to change the culture that leads to violence against women and girls in the spirit of International Women’s Day (8 March 2022). The Council believes that male violence against women and girls can never be condoned and as an authority and individuals we should do everything in our power to ensure that women and girls are safe and help to change the culture which leads to this kind of violence.
Multiagency plans are being put in place to heighten security in Worksop South as part of a major new project to enhance the safety of women and girls. Nottinghamshire Police and Crime Commissioner has secured a total of £550k from the third round of the Home Office's Safer Streets Fund to invest in new safety measures including CCTV cameras in Worksop South, upgraded streetlights and three new ANPR cameras. Awareness training for school girls and potential male perpetrators will be delivered through the project.
Four wardens have been recruited to tackle anti-social behaviour following a funding boost to make Worksop’s streets safer. They will focus on dealing with street drinking, substance misuse and aggressive begging during regular high-visibility patrols on days, evenings and weekends in the town centre and near the Canch public park. The street wardens are being funded by the Home Office’s Safer Streets scheme, following a successful bid by the Office of the Police and Crime Commissioner for Nottinghamshire, in partnership with Bassetlaw District Council and Nottinghamshire Police.
As well as having powers to issue fixed penalty notices, they will gather first-hand evidence of anti-social behaviour and criminal activity and will report incidents to Nottinghamshire Police and Bassetlaw District Council’s Anti-Social Behaviour Team for further action. They will also signpost people with complex needs, including substance misuse, to support services in a bid to keep them off the streets and prevent reoffending.
The Council is implementing a targeted engagement strategy for Voter ID ahead of the May 2023 elections where voters will be required to produce an accepted form of photographic ID to confirm their identity before they will be issued with a ballot paper at a polling station.
The Council successfully applied for government Community Champions funding to enable a new post of Bassetlaw Eastern European and Ethnic Minority Group Development Officer to be created at Bassetlaw Community and Voluntary Service. In September 2022 a new group to support the Eastern European Community - Polonia Worksop - become a constituted group with the name being chosen by the members.
The group promotes inclusion and diversity as well as providing support to members. In addition to the social group, Polonia Worksop have organised yoga and dance sessions. Members from other groups, including North Nottinghamshire Ukrainian Support Networks and the newly formed Asians in Bassetlaw were also invited to participate in the sessions. In December 2022, these three groups celebrated Christmas together at Bassetlaw Community and Voluntary Service with home-made traditional Polish and Ukrainian dishes.
The Council has worked with Bassetlaw Community and Voluntary Service, the NHS and Nottinghamshire Country Council to provide support and signposting to those affected by the recent conflict in Ukraine. Information includes a “Welcome to Bassetlaw” booklet in English, Ukrainian and Russian languages and dedicated pages on each organisation’s websites.
Council Officers from Housing, Facilities/Estates and Policy and Communications supported the Worksop pomaga Ukrainie / Help for Ukraine community group in their humanitarian appeal. Working with members of our Polish community, the Council provide support for publicity, storage and logistics, with staff and members volunteering to help load the lorries that were sent to the Ukrainian border.
The Council also worked with community groups in Retford to light up Retford Town Hall in the colours of the Ukrainian Flag and hold a vigil in the Market Square.
As part of the Queen’s Jubilee celebrations, Bassetlaw District Council launched a 1939 – 1945 Veterans Thank You Scheme. The launch took place at a special meeting of Full Council on Thursday 16th June 2022 at Retford Town Hall. The scheme builds on these links and acknowledges the debt of gratitude we owe as a nation to those individuals in the forces, auxiliary services and civilian related functions.
Bassetlaw District Council supported the Poppy Appeal and hosted a parade for Remembrance Sunday on 13th November in Worksop, and Retford & District Branch of The Royal British Legion with support from the District Council organised a Service of Remembrance in Retford Market Square. This year is poignant as it marks the 40th Anniversary of the Falklands Conflict where 255 British Forces made the ultimate sacrifice. The services give us the opportunity to remember all those who have been affected by conflict and pay tribute to those who have laid down their lives for our freedoms.
The Bassetlaw Museum displayed a ‘Moving Stories’ exhibition which looked at why people stay in a place or leave, a complex and sometimes difficult story. The exhibition was an opportunity for people to share their individual journeys and that of their families.
The Council’s Democratic and Electoral Services Team have promoted local democracy to the next generation of citizens by supporting local schools by providing ballot boxes and polling booths for their school elections. The team also supported a visit to Worksop Town Hall from Worksop Brownies and Guides with the Chairman of the Council.
Objective 4: Break the cycle of inequality and improve life chances
In October 2022, Bassetlaw District Council allocated grants totalling more than £65,000 to eight voluntary community groups and charities to support vulnerable Bassetlaw residents. Further information on support to the community is provided in the cost of living focus at the end of this report.
Bassetlaw based support group ‘In Sam’s Name’ received £1,000 in the form of a Councillor Community Grant to enhance their work of promoting positive mental health and preventing suicide in young men.
The District Council, working in partnership with the Levelling Up Board has successfully applied for a grant through round two of the UK government’s Levelling Up Fund (LUF). The fund will enable the District Council to redevelop the Priory Shopping Centre delivering a brand new family orientated leisure facility in the heart of the town centre.
WhatNext in North Notts events were held in Worksop and Retford. These events offer careers advice and guidance and are delivered by Bassetlaw District Council and sponsored by North Notts BID. The events assist young people, parents, job-seekers and career changers make informed choices about their education and career opportunities.
The Bridge Skills Hub in Worksop town centre opened in the summer 2022. The Skills Hub welcomes students, businesses and learners including health and social care and leadership and management. The Skills Hub was transformed from a long-term vacant building and enables people to create a better future for themselves through education, training and skills.
Middletons Yard, Worksop opened in winter 2022, providing flexible working spaces with bespoke layouts, meeting rooms and break-out areas for local businesses. Similar to the Council’s Retford Enterprise, Middletons will provide managed office space with 30 rentable offices over three floors.
The Council provided four placements on the Kickstart Scheme involving the creation of new jobs for 16 to 24-year-olds on Universal Credit who are at risk of long term unemployment.
Following the successful installation of inclusive play equipment at Kings’ Park in Retford, the Council are now working on the next phase of improvements in inclusive play. This proposes the installation of similar play equipment at the Canch in Worksop to allow children with a range of abilities to play together in this Green Flag Award winning park.
The Council has supported the work of Community Champions in proactively enabling those in Black Asian Minority Ethnic and Gypsy Roma and Traveller communities and disabled residents to be educated about the benefits of vaccinations.
The Council has signed up to the Prevention Concordat for better Mental Health and has designated the Cabinet Member for Health and Community Wellbeing as Champion for Mental Health. The concordat requires the Council to work together with partners to understand local need and assets, take action on prevention/promotion of mental health, reduce mental health inequalities, define success, measure outcomes and strengthen leadership and direction.
Objective 5: Develop and support a diverse workforce
In order to improve understanding of mental health and mental illness Managers within the organisation have been trained in mental health first aid. The Council has signed up to the Mental Health at Work Commitment with the aim of ensuring that staff are supported and can thrive at work. Mental health training has been made available to all staff through our e-learning portal.
The Council has signed up to the Dying to Work Charter which gives staff with a terminal illness the choice in whether to remain in employment or not. Specific guidance has been introduced for managers on how to support staff with a serious illness.
A shared cost Additional Voluntary Contribution scheme has been introduced which provides staff with the opportunity to make additional voluntary contributions to their pension pot and receive both tax and NI savings on the contributions - thus supporting financial wellbeing.
Health screening reimbursement has been introduced whereby employees are entitled to reimbursement for health screening of up to £200. This includes: well-woman and well-man screening; breast screening; heart disease screening and bone density screening, and is an enhancement of the healthcare scheme already in place for staff.
Stand By Her training has been offered to male employees and elected members to help them become better allies to women. This training explores men’s behaviour and attitudes that can lead to harmful behaviour. We provide an opportunity to explore some real-life case studies and examine how men can best respond.
A hybrid working policy has been introduced following feedback from staff, enabling some staff members to combine office and home-based working. The flexi-time scheme has been revised to offer additional flexibility for staff whilst ensuring service provision is maintained. Staff have the opportunity to purchase additional annual leave through salary sacrifice, and 53 employees took up this opportunity for 2022.
Bassetlaw District Council have received the Employer Recognition Scheme Gold Award for their outstanding support towards the Armed Forces community. The Council is just one of only 18 organisations across the East Midlands to receive the Gold Award. The Award recognises organisations that employ and support those who serve, veterans and their families. To win an award, organisations must provide 10 extra paid days leave for Reservists and have supportive HR policies in place for veterans, Reserves, and Cadet Force Adult Volunteers, as well as spouses and partners of those serving in the Armed Forces.
The Council continues to monitor its workforce profile. Key facts and figures are show below:
As at 31 March 2022, of a total of 533 employees, 252 males and 166 females were full time roles, and 26 males and 89 females were in part time roles.
In 2021/22 both the number of starters and leavers has increased from 2020/21 and 2019/20 therefore there have been more in-year fluctuations in the workforce profile in 2021/22.
As at 31 March 2022, 1.36% of the Council’s workforce declared themselves to be in an ethnic minority group, up from 0.94% in 2021 and 0.95 in 2020.
As at 31 March 2022, 9.2% of the Council’s workforce declared themselves as disabled, up from 7.60% in 2021 and 8.96% in 2020.
More than two thirds of the workforce are within the 45-64 age bracket (66.8%) and around a quarter are within the 25-34 year age bracket (26%).
A full breakdown of workforce information is show at the end of this report.
Focus on: Digital Accessibility
In order to address new Accessibility Regulations, (Public Sector Bodies (Websites and Mobile Applications) Accessibility Regulations 2018) Bassetlaw District Council’s Communications Team embarked on a project to improve the accessibility of the Council’s website and digital communications.
We know that the vast majority of users now access the website through their smartphone. In order to meet changing needs of residents, and the Accessibility Regulations, a new way of presenting information needed to be found.
A key part of the project undertaken by the Communications Team was to work with Council Services to reduce the number of PDF documents on the website and provide this information through in plain text (HTML).
Cabinet and Overview and Scrutiny Committee now monitor a Website Accessibility Score Key Performance Indicator on a quarterly basis. This measures accessibility of the Council's website by using the Silktide Index. This Index is the league table showing how organisations in various industries compare for web accessibility. The Key Performance Indicator has a target of 96% and performance is currently improving:
- Q3 2022/23: 94%
- Q2 2022/23: 90%
- Q1 2022/23: 86%
Improving accessibility of information remains an ongoing commitment and the Council will continue to work to the Web Content Accessibility Guidelines version 2.1 standards.
Focus on: Cost of Living Support
The cost of living challenges will be felt across our communities and impact on individuals in many varying ways. The response to this situation does not fall under any single organisation and requires a multi-agency response and is most effectively led at place level.
In May, the Council launched its Council Tax Energy Rebate Scheme to help households with the rise in cost of energy bills. This scheme made payments of £150 to more than 95% of eligible residents of households in Council Tax Bands A to D. The Council also launched a Local Discretionary Scheme for residents who were not originally eligible.
A ‘Cost of Living’ summit was held in July 2022 with over 30 organisations, from this a joint delivery plan has been produced. This has already led to Bassetlaw District Council allocating funding to local groups to assist with the rising demand for support, an advice booklet for local residents and a coordinated response to the ‘warm places’ initiative with our partners.
In October 2022, Bassetlaw District Council allocated grants totalling more than
£65,000 to eight voluntary community groups and charities to support vulnerable Bassetlaw residents. These organisations include: Bassetlaw Action Centre, Citizens Advice, Christ Church Worksop and St Luke’s Shireoaks, Bassetlaw Food Bank, Muddy Fork, Rhubarb Farm, The Well Retford and the Council’s Tenancy Sustainment Team, all of whom will be using the funds to support residents who are feeling the effects of the Cost of Living Crisis the most.
Bassetlaw Community Shop supports Bassetlaw's rural community by creating better access to affordable food. The Community Shop visits villages weekly with a range of items including food cupboard staples, fresh produce, and toiletries. This project was designed by Bassetlaw Food Bank with support from Bassetlaw District Council, and external funding partners.
Bassetlaw District Council are proud to have been able to support the Bassetlaw Food Insecurity Network and the community by hosting two Pop-Up Food Hubs at the Old Market Square in Worksop, during the October Half Term. Over 200 people accessed the food hub and an estimated 1000 Health and Wellbeing resources were handed out.
The Pop-up Food Hubs were delivered in collaboration with BCVS, Rhubarb Farm, Fareshare, Feeding Britain and Bassetlaw District Council’s Health and Wellbeing Officer. The Pop-Ups have allowed surplus food to support the local community during the school holidays and this particular one not only helped support 200 people across the 2 weeks but also brought together a whole host of local organisations on the day to engage with the public.
Organisations including Morrisons, From the Heart, Bassetlaw Action Centre, Mind, BPL, CGL, ABL Health and The Health & Wellbeing Hub, as well as those mentioned above. It was a fantastic demonstration of the strong collaborative working ethic we have within Bassetlaw.
What is a pop-up food hub?
A Food Hub is a unique way of tackling food insecurity locally. Food hubs enable local people to purchase food that would otherwise go to landfill. The Food Hub project offers support for families that are struggling financially – which has increased dramatically due to the cost of living crisis. Residents pop along and fill a carrier bag with fresh fruit, vegetables, meats and basic essentials for £3.
Focus on: Acceptance, Migration and Freedom
In January 2022, Bassetlaw Museum and Pilgrims Gallery invited people from around the globe to attend the Wampanoag Perspectives Conference, an online event that explored the themes of acceptance, migration and freedom.
The conference featured various case studies that examined past and present injustices and highlighted the work of projects and groups that seek to share histories more accurately. The event included talks from key speakers such as Paula Peters, founder of SmokeSygnals and citizen of the Mashpee Wampanoag Tribe, and Lord John Mann, an independent advisor on anti-Semitism.
The conference is one element of the Wampanoag Perspective cultural exchange project funded by the Arts Council, Nottinghamshire County Council and Bassetlaw District Council. The week-long visit to Bassetlaw in September 2021 was an engaging educational opportunity for local students, residents and visitors to learn about Wampanoag culture and history.
Each year the British Museum and the Marsh Charitable Trust recognise the contribution of volunteers across the United Kingdom through the Volunteers for Museum Learning Award. Bassetlaw Museum won the 2021 award in the East Midlands category, in recognition of the Wampanoag project.
Focus on: Skills
The Bridge Skills Hub in Worksop town centre opened in the spring of 2022. The Skills Hub welcomes students, businesses and learners including health and social care and leadership and management.
The ambition is to enable people to create a better future for themselves through education, training and skills. Education partners are now delivering a range of courses across a number of sectors, as well as providing access to higher education.
With its contemporary design and modern facilities, The Bridge can offer a number of versatile classrooms, training facilities and a large auditorium, in addition to office space and relaxing break-out areas. A number of rooms can be turned into medical settings to enable health students to gain practical experience. Many of the rooms are available for businesses, groups and organisations to hire for training, meetings and community events.
The Bridge is owned and managed by Bassetlaw District Council and has been co-funded through the D2N2 Local Enterprise Partnership Getting Building Fund.
Monitoring our performance
Equality Objective are also linked to a number of actions underpinning the Council Plan 2019-23. As at the end of December 2022, the progress of these actions is as follows:
Objective 1: Engage and communicate in appropriate and accessible ways
CP3.08: Engage with local residents through “Bassetlaw Conversations” at community events, local town improvement plans, the work of the Worksop Town Commission and the Bassetlaw Tenants’ Panel. This action is 83% complete.
Objective 2: Ensure we deliver inclusive and responsive services
CP2.04: Be proactive in how we manage our neighbourhoods and support our tenants through community engagement, community safety initiatives, regulation and enforcement. Review the housing allocations policy to enable as many people as possible can live independently in their homes through the use of Better Care Funding to deliver disabled facilities adaptations and other initiatives. This action is 63% complete.
CP2.06: Deliver further value for money for our tenants by carrying out a review of the condition of the housing stock, developing a new 30 year HRA Business Plan, implementing fairer charging and the rent standard for Social Housing providers. This action is 75% complete.
Objective 3: Foster good relations with and within the community
The Council is undertaking a number of actions to foster good relations with the community, as evidenced throughout this report. Actions include continuing to support work to raise awareness of hate crime and how it can be reported; working with the Community and Voluntary sector and others to protect the most vulnerable in society. These actions are ongoing.
Objective 4: Break the cycle of inequality and improve life chances
CP2.02: Improve the quality and performance of Bassetlaw’s housing stock, by regularly inspecting them to ensure that they are maintained to the highest possible standards and reduce tenant’s energy bills. This action is 78% complete.
CP2.01: Review the Council’s housing estates and assets, including identifying any areas of deprivation and develop a plan to improve the physical appearance and image of those areas. This action is 65% complete.
CP3.02: Work collaboratively with Partners to reduce health inequalities across the district, to improve general levels of health and wellbeing by encouraging healthy and active lifestyles, prioritising early preventative interventions. This action is 95% complete.
CP3.06: Increase year on year the number of homelessness preventions and a year on year decrease in the number of rough sleepers, over the term of the plan. This action is 90% complete.
CP2.09: Increase year on year the SAP Rating in our stock and in the private sector an increase in take up of energy grants e.g. warm homes on prescription again over the term of the plan to combat local fuel poverty. This action is 85% complete.
CP2.05: Increase the supply and quality of new homes. We will seek to deliver our new housing requirement of circa 478 new homes per annum, 15% will be new affordable homes, and will maximise all available S106 opportunities for new affordable housing. This action is 99% complete.
CP3.01: Raise the skills level and employability of people within the district through a Skills Board and encouraging local businesses to take on more apprenticeships. This action is 81% complete.
CP3.03 Require developers to deliver a local labour agreement on future major developments to create training and employment opportunities during the term of the development. This action is 17% complete.
Objective 5: Develop and support a diverse workforce
CP3.09: Recruit, develop and retain local talent where the Council can in a competitive labour market. This action is 70% complete.
CP3.09.03 Hold regular development conversations with staff, to help ensure all staff have equal opportunities for learning, training and professional development. This sub action is 75% complete.
Workforce statistics
In line with the guidance, we publish our workforce statistics each year.
Employee Gender Breakdown
|
|
Male |
Female |
|---|---|---|
|
All employees at 31.03.22 |
52.16% |
47.84% |
|
All employees at 31.03.21 |
52.99% |
47.01% |
|
All employees at 31.03.20 |
52.29% |
47.71% |
|
All employees at 31.03.19 |
51.82% |
48.18% |
|
All employees at 31.03.18 |
50.61% |
49.39% |
|
All employees at 31.03.17 |
52.78% |
47.22% |
|
All employees at 31.03.16 |
53.28% |
46.72% |
|
All employees at 31.03.15 |
51.87% |
48.13% |
|
All employees at 31.03.14 |
49.76% |
50.24% |
Employees by Gender & Hours at 31 March each year
As at 31 March 2022, the Council employed a total of 418 full time staff and 115 part time staff over four service areas: Housing, Regeneration, Neighbourhoods and Corporate Services. The below table shows the breakdown of male and female staff, full time and part time.
Full Time
|
Year |
Male |
Female |
Total |
|---|---|---|---|
|
2022 |
252 |
166 |
418 |
|
2021 |
261 |
168 |
429 |
|
2020 |
253 |
169 |
422 |
|
2019 |
251 |
165 |
416 |
|
2018 |
179 |
114 |
293 |
|
2017 |
181 |
104 |
285 |
|
2016 |
178 |
99 |
277 |
|
2015 |
177 |
98 |
275 |
|
2014 |
181 |
99 |
280 |
Part Time
|
Year |
Male |
Female |
Total |
|---|---|---|---|
|
2022 |
26 |
89 |
115 |
|
2021 |
31 |
91 |
122 |
|
2020 |
33 |
92 |
125 |
|
2019 |
33 |
99 |
132 |
|
2018 |
29 |
89 |
118 |
|
2017 |
28 |
83 |
111 |
|
2016 |
33 |
86 |
119 |
|
2015 |
31 |
95 |
126 |
|
2014 |
24 |
108 |
132 |
Number of staff joining and leaving the Council
Starters
| Year | Number of staff |
|---|---|
| 2021/22 | 63 |
| 2020/21 | 49 |
| 2019/20 | 55 |
| 2018/19 | 198* |
| 2017/18 | 75 |
| 2016/17 | 33 |
| 2015/16 | 48 |
| 2014/15 | 33 |
* Starters in 2018/19 includes 150 staff transferred under TUPE.
Leavers
| Year | Number of staff |
|---|---|
| 2021/22 | 81 |
| 2020/21 | 47 |
| 2019/20 | 59 |
| 2018/19 | 61 |
| 2017/18 | 59 |
| 2016/17 | 35 |
| 2015/16 | 50 |
| 2014/15 | 41 |
Age Profile of Employees at 31 March each year
The tables below show the percentage of Staff in each age range.
|
Year |
16-17 |
18-24 |
25-34 |
35-44 |
45-54 |
55-64 |
65+ |
|---|---|---|---|---|---|---|---|
|
2022 |
0.19% |
2.63% |
12.57% |
13.51% |
33.58% |
33.21% |
4.32% |
|
2021 |
0.18% |
4.17% |
11.25% |
13.97% |
34.30% |
32.30% |
3.81% |
|
2020 |
0.00% |
3.84% |
11.15% |
14.26% |
34.19% |
32.36% |
4.20% |
|
2019 |
0.00% |
5.29% |
10.77% |
13.50% |
35.22% |
31.75% |
3.47% |
|
2018 |
0.00% |
3.89% |
8.03% |
17.52% |
40.63% |
27.74% |
2.19% |
|
2017 |
0.00% |
3.28% |
8.08% |
22.22% |
36.87% |
26.52% |
3.03% |
|
2016 |
0.25% |
3.03% |
8.84% |
23.74% |
36.36% |
25.51% |
2.27% |
|
2015 |
0.00% |
1.75% |
10.47% |
22.44% |
39.15% |
24.44% |
1.75% |
|
2014 |
0.00% |
1.70% |
12.62% |
22.82% |
35.68% |
24.76% |
2.43% |
Employees Declaring Themselves as Disabled
The number of employees declaring themselves as disabled remains relatively static. Figures are calculated as a percentage of those employees who have declared whether or not they are disabled.
|
As at: |
Male |
Female |
All |
|---|---|---|---|
|
31.3.22 |
4.95% |
4.25% |
9.20% |
|
31.3.21 |
4.38% |
3.92% |
8.29% |
|
31.3.20 |
4.95% |
4.01% |
8.96% |
|
31.3.19 |
4.13% |
4.13% |
8.25% |
|
31.3.18 |
4.84% |
3.76% |
8.60% |
|
31.3.17 |
4.50% |
3.70% |
8.20% |
|
31.3.16 |
5.77% |
3.85% |
9.62% |
|
31.3.15 |
4.17% |
3.13% |
7.29% |
|
31.3.14 |
4.59% |
3.57% |
8.16% |
Staff in Ethnic Minority Groups
The figures clearly show a limited number of employees from ethnic groups, with more females than males declaring this.
|
As at: |
Male |
Female |
All |
|---|---|---|---|
|
31.3.22 |
0.78% |
0.58% |
1.36% |
|
31.3.21 |
0.38% |
0.57% |
0.94% |
|
31.3.20 |
0.38% |
0.57% |
0.95% |
|
31.3.19 |
0.38% |
0.95% |
1.33% |
|
31.3.18 |
0.25% |
1.02% |
1.27% |
|
31.3.17 |
0.26% |
1.05% |
1.31% |
|
31.3.16 |
0.00% |
1.01% |
1.01% |
|
31.3.15 |
0.26% |
0.78% |
1.04% |
|
31.3.14 |
0.25% |
0.51% |
0.76% |
Staff are considered to be from an ethnic minority group if they define themselves as being from census classification b, c, d or e, that is: b. (i) White and Black Caribbean(ii) White and Black African(iii) White and Asian(iv) Any other mixed background. c. Asian or Asian British(i) Indian(ii) Pakistani(iii) Bangladeshi(iv) Any other Asian background d. Black or Black British(i) Caribbean(ii) African(iii) Any other Black background e. Chinese or Other ethnic group(i) Chinese(ii) Other.
Last Updated on Tuesday, October 8, 2024