Vehicle, Plant and Machinery Asset Policy
S75 Equality And Good Relations Screening Form
General Information:
Policy/ Procedure
Is this an existing, revised or a new function, service, policy, procedure, project, strategy, plan or guidance?
New
Operational Area:
Estates
Title:
Vehicle, Plant and Machinery Asset Policy
Brief Summary:
This policy and procedure details the arrangements for procurement, management, maintenance and disposal of Estates assets.
What is it trying to achieve? (intended aims and outcomes)
To ensure that all vehicles and plant and machinery are registered, managed and maintained in an efficient way.
To ensure that staff at all levels are aware of their responsibilities with regard to the use, maintenance and disposal of vehicles and plant and machinery.
To track Council’s vehicles and plant and machinery in a transparent manner.
To purchase and dispose of vehicles and plant and machinery in a transparent and efficient manner.
Who owns and who implements each element of the function, service, policy, procedure, project, strategy, plan or guidance?
The Head of Estates owns and reviews the policy in operation.
The responsibility for the implementation and compliance of this policy lies with the Depot Managers. However, Supervisors will be responsible for day-to-day management and control of assets as per agreed policy and procedures.
Simultaneously Asset users will be responsible for asset tracking, safe use & storage, maintenance & reporting faults, issues, stolen assets, etc.
Business Support Officers will tag assets ensuring their linkage to the original purchase order number, through to the asset register.
Fleet Manager will provide advice on Estates vehicles which may impact on the Operator’s Licence.
Other policies etc. which have a bearing on this function, service, policy, procedure, project, strategy, plan or guidance?
Strategies:
Causeway Coast & Glens Corporate Strategy (2021-2025)
Procurement Policy
Fleet Safety Policy
Internal Audit Strategy
Records Management Policy
Studies, Publications, Statistics and Guidance:
The Goods Vehicle Licensing of Operators Act NI (2010)
Motor Vehicle Construction and Use Regulations NI (1999)
The Management of Health & Safety at Work Order NI (2000)
Staff Statistics from OD/HR
Available Evidence
Evidence to help inform the screening process may take many forms. Public authorities should ensure that their screening decision is informed by relevant data.
What evidence/information (both qualitative and quantitative have you gathered to inform this function, service, policy, procedure, project, strategy, plan or guidance? Specify details for relevant Section 75 categories.
It is proposed that all Section 75 categories will be considered via:
Quantitative evidence has been sourced from OD/HR (21 October 2022)
Section 75 Category Details of Evidence/Information:
Staff statistics provided by OD/HR.
Religious Beliefs
Staff breakdown by Religious Belief / Community Background (Figures as at 21 October 2022)
Religious Belief / Community Background Gender Number of Staff
Roman Catholic Male 119 (19.67%)
Female 126 (20.82%)
Protestant Male 199 (32.89%)
Female 128 (21.16%)
Non-Determined Male 17 (2.81%)
Female 16 (2.65%)
Total 605
This technical internal policy and procedure should ensure the smooth running of services and provide clear guidance for all staff regardless of their religious beliefs.
This procedure will have a neutral impact on this Section 75 group.
Political Opinion
This internal policy and procedure should ensure the smooth running of services and provide clear guidance for all staff regardless of their political opinion.
This internal technical policy and procedure will have a neutral impact on this Section 75 group.
Racial Group
Staff breakdown by Racial Group / Ethnic Origin (Figures as at 21 October 2022)
Racial Group / Ethnic Origin Number of Staff
Mixed Ethnic Group 1 (0.16%)
Other 2 (0.33%)
White / White European 546 (90.25%)
Unknown 56 (9.26%)
Total 605
This internal procedure should ensure the smooth running of services for all regardless of their racial group.
Staff will receive training on the completion of the Appendices. The policy and appendices can be taken away by a staff member to read at their leisure and return. The policy and appendices can also be provided in both English and the employees preferred language to ensure understanding. The Depot Manager will discuss the process initially to ensure understanding. A one-to-one meeting can be accommodated if necessary.
This procedure will have a neutral impact on this Section 75 group.
Age
Staff breakdown by Age (Figures as at 21 October 2022)
Age Group Number of staff
22-29 21 (3.47%)
30-34 28 (4.63%)
35-39 64 (10.58%)
40-44 71 (11.74%)
45-49 99 (16.36%)
50-54 115 (19.01%)
55-59 92 (15.21%)
60-64 88 (14.54%)
65-120 27 (4.46%)
Total 605
The Depot Manager will explain the process to staff to ensure understanding and knowledge of how to complete the Appendices accurately. The policy and appendices can be taken away by a staff member to read at their leisure and return. The policy and appendices can also be provided in larger print.
This internal policy and procedure should ensure the smooth running of services and provide clear guidance for all staff regardless of their age.
This procedure will have a neutral impact on this Section 75 group.
Marital Status
Staff breakdown by Marital Status (Figures as at 21 October 2022)
Marital Status Number of staff
Unknown 60 (9.92%)
Married \ Civil Partnership 336 (55.54%)
Divorced 12 (1.98%)
Other 19 (3.14%)
Separated 12 (1.98%)
Single 164 (27.11%)
Widowed 2 (0.33%)
Total 605
This internal procedure should ensure the smooth running of services and provide clear guidance for all staff regardless of their marital status.
This procedure will have a neutral impact on this Section 75 group.
Sexual Orientation
This internal procedure should ensure the smooth running of services and provide clear guidance for all staff regardless of their sexual orientation.
This procedure will have a neutral impact on this Section 75 group.
Men and Women Generally Gender:
Staff breakdown by Gender (Figures as at 21 October 2022)
Gender Number of staff
Male 335 (55.38%)
Female 270 (44.62%)
Total 605
This internal procedure should ensure the smooth running of services for all regardless of their gender.
Due to the make-up of staff more men than women will be affected by this policy, however this internal procedure should provide clear guidance for all staff regardless of their gender.
This procedure will have a neutral impact on this Section 75 group.
Dependants
Staff Family Status (Figures as at 21 October 2022)
Family Status Number of staff
Blank 298 (49.26%)
Adults(s) 11 (1.82%)
Child/Children 157 (25.95%)
None 138 (22.81%)
Other 1 (0.16%)
Total 605
This internal procedure should ensure the smooth running of services and provide clear guidance for all staff whether they have dependants or not.
This procedure will have a neutral impact on this Section 75 group.
Disability
Staff breakdown by Disability (Figures as at 21 October 2022)
With or Without a Disability Number of staff
No 591 (97.69%)
Yes 14 (2.31%)
Total 605
The Depot Manager will explain the process to staff to ensure understanding and knowledge of how to complete the Appendices accurately. The policy and appendices can be taken away by a staff member to read at their leisure and return. The policy and appendices can also be provided in larger print.
This internal procedure should ensure the smooth running of services and provide clear guidance for all staff whether they have a disability or not.
This procedure will have a positive impact on this Section 75 group.
Screening Questions
1. What is the likely impact on equality of opportunity for those affected by this function, service, policy, procedure, project, strategy, plan or guidance?
Section 75 Category - Positive impact (it could benefit) Neutral Negative impact (it could disadvantage)
Gender
Women Neutral impact
Men Neutral impact
Transgender men/women Positive impact (it could benefit)
Other please specify N/A
Reason: Impact is neutral as the policy operates the same regardless of gender.
Race
The categories used in the Race section are those used in the 2011 census. Consideration should be given to the needs of specific communities within the broad categories.
Asian Neutral impact
Black Neutral impact
Chinese Neutral impact
Mixed race Neutral impact
Other please specify Neutral impact
Reason: All racial groups will be supported with translation as necessary to ensure understanding of the policy and safe operating of all assets.
Disability
Long term health impairment could include mental health problems, asthma, heart conditions, chronic fatigue etc.
Neutral impact
Reason:
The policy can be provided in large print or an easy read version. Council will make reasonable adjustments and support staff throughout their employment.
Sexual orientation
Heterosexual, lesbian, gay men, bisexual, others Neutral impact
Reason: Impact is neutral as the policy operates the same regardless of sexual orientation.
Age
Older People Neutral impact
Younger people and children Neutral impact
Reason: Impact is neutral as the policy operates the same regardless of age. The policy can be provided in large print or an easy read version.
Political Opinion
Neutral impact
Reason: Impact is neutral as the policy operates the same regardless of political opinion.
Religious Belief
Neutral impact
Reason: Impact is neutral as the policy operates the same regardless of religious belief.
Martial Status
Neutral impact
Reason: Impact is neutral as the policy operates the same regardless of marital status.
Dependants
Neutral impact
Reason: Impact is neutral as the policy operates the same regardless of whether an individual has dependants or not.
Screening Questions
2. Are there opportunities to better promote equality of opportunity for people within any of the Section 75 categories?
Gender
(Women, Men, Transgender men/women , Other please specify)
There are no opportunities to promote equality of opportunity as this internal policy will apply to all.
Race
The categories used in the Race section are those used in the 2011 census. Consideration should be given to the needs of specific communities within the broad categories.
(Asian, Black, Chinese, Mixed race, White, Other please specify)#
The availability of the procedure in a variety of languages supports equality of opportunity and will support employees and agency workers whose first language is not English.
Disability
Long term health impairment could include mental health problems, asthma, heart conditions, chronic fatigue etc.
The availability of the procedure in a variety of formats supports equality of opportunity as this internal policy can be read and understood by all. Reasonable adjustments may also be made to support employees.
Sexual orientation
Heterosexual, lesbian, gay men, bisexual, others
No; the internal technical policy has no remit to promote equality regarding sexual orientation.
Age
Older People, Younger people and children
No; the internal technical policy has no remit to promote equality regarding age.
Political Opinion
No; the internal technical policy has no remit to promote equality regarding political opinion.
Religious Belief
No; the internal technical policy has no remit to promote equality regarding religious belief.
Marital Status
No; the internal technical policy has no remit to promote equality regarding marital status.
Dependants
No; the internal technical policy has no remit to promote equality regarding those with or without dependants.
Screening Questions
3. To what extent is the policy likely to impact on good relations between people of different religious belief, political opinion or racial group?
Section 75 Category: Religious Belief
Level of impact: None
Section 75 Category: Political Opinion
Level of impact: None
Section 75 Category: Racial Group
Level of impact: None
Screening Questions
4. Are there opportunities to better promote good relations between people of different religious belief, political opinion or racial group?
Religious Belief: The nature of procedure means it is unlikely to provide opportunities to improve these relations
Political Opinion. The nature of procedure means it is unlikely to provide opportunities to improve these relations
Racial Group. The nature of procedure means it is unlikely to provide opportunities to improve these relations
Additional Considerations
Generally speaking people can fall into more than one Section 75 category. Taking this into consideration, are there any potential impacts of the function, service, policy, procedure, project, strategy, plan or guidance on people with multiple identities? (For example: disabled minority ethnic people, disabled women, young Protestant men, young lesbians, gay and bisexual people.)
The staff consultation process supported input and feedback from individuals with multiple identities and no concerns were raised. The review process will aid the identification of considerations not already noted. (at the end of the first year and every 2 years thereafter)
Provide details of data on the impact of the function, service, policy, procedure, project, strategy, plan or guidance on people with multiple identities. Specify the relevant Section 75 categories concerned.
There will be a neutral impact on people with multiple identities as mitigation has been provided. However the policy will also keep under review the need for further mitigation.
Disability Considerations
Is there an opportunity to better promote positive attitudes towards disabled people by altering this function, service, policy, procedure, project, strategy, plan or guidance?
No
Is there an opportunity to encourage participation by disabled people in public life by altering this function, service, policy, procedure, project, strategy, plan or guidance?
No
Screening Decision
Likely Impact None
If the decision is to subject the policy to an equality impact assessment (i.e. likely impact – Major), please provide details of the reasons for this:
N/A
If the decision is not to conduct an equality impact assessment (i.e. likely impact = Minor) the Council should consider if the policy should be mitigated or an alternative policy be introduced:
N/A
If the decision is not to conduct an equality impact assessment (i.e. likely impact = None), please provide details of the reasons for this:
The policy includes mitigation and will be kept under review.
Mitigation
When the Council concludes that the likely impact is ‘Minor’ and an equality impact assessment is not to be conducted, the Council may consider mitigation to lessen the severity of any equality impact, or the introduction of an alternative policy to better promote equality of opportunity or good relations.
Can the policy/decision be amended or changed or an alternative policy introduced to better promote equality of opportunity and/or good relations?
No
If YES, give the reasons to support your decision, together with the proposed changes/amendments or alternative policy:
The policy will be kept under review by the Head of Estates and if further mitigation is identified Council process will be followed to address this.
Timetabling And Prioritising
If the policy/decision has been ‘screened in’ for equality impact assessment, then please answer the following questions to determine its priority for timetabling the equality impact assessment.
On a scale of 1 to 3, with 1 being the lowest priority and 3 the highest, assess the policy in terms of its priority for equality impact assessment.
Priority Criterion
Rating (1 to 3)
Effect on equality of opportunity and good relations N/A
Social Need N/A
Effect on people’s daily lives N/A
Relevance to the Council’s functions N/A
Monitoring
Please outline proposals for future monitoring of the policy/decision:
The policy and procedure will be reviewed at the end of the first year and thereafter every 2 years as part of the normal council review process, or sooner due to technological changes or if legislation dictates.
Approval And Authorisation
Screened and Approved by: Head of Estates 12.12.22