Redeployment Policy Equality Screening

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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?

Revised

Operational Area:

Organisational Wide

Title:

Redeployment Policy

Brief Summary:

This policy provides a framework for consistent and fair practice on the issues to be taken into account in the following circumstances:

when assisting employees at risk of redundancy to secure suitable alternative employment within Council
where employees are no longer able to continue in their current role due to a disability and other medical reasons such as ill-health capability
where employees may need to be considered for redeployment due to workplace issues

This policy supersedes the Redeployment Policy (CCG/19/15/ODHR) adopted by Council in 2015 that already exist for use by all employees. The policy ensures that employees are treated in a fair and equitable manner causing no adverse impact on service provision.

What is it trying to achieve? (intended aims and outcomes)

Causeway Coast and Glens Borough Council recognises that the employees concerned in a redeployment situation have a range of experience and expertise which may enable them to continue to contribute to the success of Council, given suitable opportunities to do so.

For redeployment to be successfully achieved, employees may be expected to undertake appropriate training (where required and where reasonable) and to exercise flexibility in considering available opportunities. This policy aims to ensure that all available opportunities are considered.

This policy aims to provide a framework for managing redeployment within Causeway Coast and Glens Borough Council, including the roles and responsibilities of those involved in operating the policy. The Council wants to ensure that, where possible, individual skills and experience are able to be retained and redeployed, reducing the need for compulsory redundancy.

Who owns and who implements each element of the function, service, policy, procedure, project, strategy, plan or guidance?

OD/HR own the Policy.

There are varied responsibilities for implementing each part of the policy as detailed below:

Line Manager/Head of Service: Will support an employee to fully understand the Redeployment Policy, work cohesively with an OD/HR representative to implement the policy; and to support the employee throughout the redeployment process. Additionally, the line manager will assist the employee in completing the Redeployment Personal Profile.

Receiving Line Manager/Head of Service: Will engage in assessment/selection activities when considering potentially suitable redeployments. Receiving Managers are responsible for ensuring that the Redeployment Policy and procedure is followed in both practice and spirit.

OD/HR Representative: Will assist in overseeing the redeployment of employees in conjunction with relevant HOS/line managers. Where a vacancy arises, OD/HR will support the HOS to determine if the role is suitable as a redeployment opportunity. OD/HR Department will place individual details on the Redeployment Register and arrange, advise and participate at selection interviews, where appropriate.

Other policies etc. which have a bearing on this function, service, policy, procedure, project, strategy, plan or guidance?

Policies:

Redundancy Policy
Sickness Absence Policy
Terms and Conditions of Employment

Studies, Publications, Statistics and Guidance:

Northern Ireland Statistics & Research Agency – Census 2021
NINIS, Census 2021

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 via the NI Census in 2021 and the Northern Ireland Life and Times Survey 2020.
Consultation feedback from Council Action Group.
Policy feedback from internal Senior Leadership, Heads of Service and Management in relation to the process, Trade Unions through the Joint Consultative Negotiation Committee and Councillors regarding the policy.
Employees under this Policy will be from both rural and urban areas throughout the Borough and will be treated consistently.

Organisation Employee Statistics Number
Number of Employees 605
Male 338
Female 267
Disability 14
Age <30 21
Age 30-49 264
Over 50 320

Section 75 Category Details of Evidence/Information:

Mid-year 2020 NISRA statistics detailed the usual resident population of Causeway Coast & Glens Local Government District to be 144,900, accounting for 7.6% of the N.I. total. Statistical information with regards to the Districts makeup and individuals therein was also reviewed.
Organisational employee statistics have been reviewed and therefore the specific needs of those individuals were also considered during screening.
It is also clear that the majority of our Borough is rural in composition and therefore the specific needs of those individuals must to be considered during screening. This may impact upon the availability and feasibility of alternative employment through redeployment.

Religious Beliefs

The 2021 Census outlined:

Religion / religion brought up in:

Census 2021 CC&G Borough Council Northern Ireland

Roman Catholic 40.12% 45.70%
Protestant & Other Christian
(including Christian related) 51.17% 43.48%
Other Religions 0.78% 1.50%
None/Not stated 7.94% 9.32%

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

In terms of religion or religion brought up in the 2011 Census indicates that our resident’s religious beliefs are comparable to those in Northern Ireland in that there are 2 predominant groupings i.e. Roman Catholic and Protestant. However we also have a number of individuals (5.64%) who do not practice a specific religion or who do not wish to be grouped into a specific religion. In addition, we have a small number of individuals who practice other religions.

Suitable alternative employment during redeployment will consider religious or cultural beliefs of individuals in relation to work locations, working hours and role responsibilities, and therefore suitability will be evaluated accordingly.

This Policy will have no impact on individuals of all or no religion when applied as it is based on the job role. There is no evidence to indicate that this policy will have an adverse effect on any particular religious or non-religious group.

Political Opinion

The Northern Ireland Life and Times Survey (2021) provides the following information on the political parties people in Northern Ireland feel closest to (this information is not available at local government level) :

%
DUP/Democratic Unionist Party 12
Sinn Féin 13
Ulster Unionist Party (UUP) 13
Social Democratic and Labour Party (SDLP) 13
Alliance Party 19
Green Party 5
Other Party 4
None of these 11
Other answer 1
Don't know 9

The policy does not adversely impact anyone with or without a political opinion. Redeployees with or without any political opinion will be supported through the redeployment process consistently.

Racial Group

On Census Day 21 March 2021 the resident population was:

Census 2021 CC&G Borough Council    Northern Ireland

White 98.55% 96.55%
Irish Traveller 0.03% 0.14%
Roma 0.01% 0.08%
Indian 0.15% 0.52%
Chinese 0.22% 0.50%
Filipino 0.10% 0.23%
Pakistani 0.03% 0.08%
Arab 0.03%   0.10%
Other Asian   0.10% 0.28%
Black African   0.12% 0.42%
Black Other 0.04% 0.16%
Mixed 0.51% 0.76%
Other ethnicities 0.11% 0.19%

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

Council will put in place alternative formats, translation of documentation or an interpreter if required to mitigate where there is a minor impact on racial groups where English is not the individual’s first language.

Managers involved in the redeployment process will receive Equality and Diversity training, and Council will consider any suggestions for additional training as requested.

There is no evidence to indicate that this policy will have an adverse effect on any particular racial group.

Age

Age: (NISRA Census 2021 – Table MS-A02)

CC&G Borough Council Northern Ireland

0-4 years 7,973 (5.62%) 113,820 (5.98%)
5-9 years 8,878 (6.26%) 124,475 (6.54%)
10-14 years 9,113 (6.43%) 126,918 (6.67%)
15-19 years 8,326 (5.87%) 113,203 (5.95%)
20-24 years 7,873 (5.55%) 111,386 (5.85%)
25-29 years 7,713 (5.44%) 116,409 (6.12%)
30-34 years 8,460 (5.97%) 126,050 (6.62%)
35-39 years 8,528 (6.02%) 127,313 (6.69%)
40-44 years 8,513 (6.01%) 122,163 (6.42%)
45-49 years 9,322 (6.58%) 121,670 (6.39%)
50-54 years 10,412 (7.35%) 130,967 (6.88%)
55-59 years 10,150 (7.16%) 129,276 (6.79%)
60-64 years 9,171 (6.47%) 113,049 (5.94%)
65-69 years 7,769 (5.48%) 93,464 (4.91%)
70-74 years 6,990 (4.93%) 83,467 (4.39%)
75-79 years 5,659 (3.99%) 66,377 (3.49%)
80-84 years 3,718 (2.62%) 43,776 (2.30%)
85-89 years 2,126 (1.50%) 25,879 (1.36%)
90+ years 1,051 (0.74%) 13,512 (0.71%)
TOTAL Population 141,745 1,903,174

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

This Policy will be applied consistently across all age groups. There is no evidence to indicate that this policy will have an adverse effect on any particular age group when applied as it is based on the job role. However, in circumstances where an individual’s age may be relevant to considering suitable alternative employment, suitability will be evaluated accordingly.

To support the various age groups information on the process will be circulated through a variety of methods: council website; staff portal, internal emails, various Council noticeboards and through management. Support will be provided for recruitment and selection processes where required, including ICT support for application forms, and application and interview skills training.

Managers involved in the redeployment process will receive Equality and Diversity training, and Council will consider any suggestions for additional training as requested.

Marital Status

Marital status by former legacy Council area (most recent figures available from Census 2011):

Census 2011 Ballymoney BC Coleraine BC Limavady BC Moyle DC

Single 32.68% 34.78% 36.64% 34.96%
Married 52.52% 48.88% 48.94% 49.03%
Civil Partnership 0.07% 0.06% 0.08% 0.08%
Separated 3.13% 3.15% 3.58% 3.66%
Divorced/Civil
Partnership Dissolved 5.23% 6.13% 4.99% 5.11%
Widowed/Surviving
Civil Partner 6.39% 7.00% 5.78% 7.15%

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 Policy will be applied consistently across all groups relating to marital status. There is no evidence to indicate that this policy will have an adverse effect on any particular group when applied as it is based on the job role.

Sexual Orientation

There are no specific figures available on how many people may be Gay, Lesbian, Bi-sexual or Trans-gender or Trans-sexual (LGBT) specific to the Council area.

The Northern Ireland Life and Times Survey (2021) provides the following information on the sexual orientation of people in Northern Ireland (this information is not available at local government level):

%
I am ‘gay’ or ‘lesbian’ (homosexual) 2
I am heterosexual or ‘straight’ 93
I am bi-sexual 4
Other 0

In addition, the NI Rainbow Project estimates between 6-10% of any given population could be considered as LGBT.

The policy does not adversely impact anyone regardless of their sexual orientation.

All Council workers involved in the process will receive equality and diversity training. Council will take into consideration any suggestions for additional training and education.

Men and Women Generally Gender:

(Census 2021 – Table MS-A07)

CC&G Borough Council Northern Ireland

Male 69,848 (49.28%) 936,132 (49.19%)
Female 71,898 (50.72%) 967,043 (50.81%)

Staff breakdown by Gender (Figures as at 21 October 2022)

Gender Number of staff

Male 335 (55.38%)
Female 270 (44.62%)
Total 605

The policy does not adversely impact anyone regardless of their gender. In circumstances where an individual’s gender may be relevant, for example in considering working hours or locations in consideration of dependents in relation to suitable alternative employment, suitability will be evaluated accordingly based on individual circumstances.

All Council workers involved in the process will receive equality and diversity training. Council will take into consideration any suggestions for additional training and education.

If individuals have any specific requirements relating to how they identify, wish to be addressed by work colleagues, or if individuals have any specific requirements relating to the suitability of available facilities this can be raised confidentially at the outset to facilitate participation for all.

Dependants

The Census information in 2011 & 2021 showed:

People With or Without Dependents (Census 2021 – Table MS-B12):

Census 2011 CC&G Borough Council Northern Ireland

Number of households (2021 stats) 57,576 768,810
Households with dependent children
(2011 stats) 15,597 (28.37%) 261,251 (36.19%)

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

The policy does not adversely impact anyone relating to their dependents’ status. In circumstances where an individual’s dependents may be relevant, for example in considering available job roles, working hours or locations in relation to suitable alternative employment, suitability will be evaluated accordingly based on individual circumstances.

Disability

People with a Disability/People Without:

People with a long-term condition/illness by former legacy Council area (most recent figures available from Census 2011):

Census 2011 Ballymoney BC Coleraine BC Limavady BC Moyle DC

People with a long term
condition/illness 30.6% 31.31% 31.05% 31.68%

People Without 69.4% 68.69% 68.95% 68.32%

Source: NINIS, Census 2011, KS302NI
Notes:
1. ‘Communication difficulty’ means a difficulty with speaking or making yourself understood.
2. ‘A mobility or dexterity difficulty’ means a condition that substantially limits one or more basic physical activities such as walking, climbing stairs, lifting or carrying.
3. ‘An emotional, psychological or mental health condition’ includes conditions such as depression or schizophrenia.
4. ‘Shortness of breath or difficulty breathing’ includes conditions such as asthma.
5. ‘A chronic illness’ includes illnesses such as cancer, HIV, diabetes, heart disease or epilepsy.
6. ‘Long-term’ refers to a condition which has lasted, or is expected to last, at least 12 months.

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

There is no evidence to indicate that this policy will have an adverse impact on those with a disability.

Council will put in place alternative formats, translation of documentation, easy read/pictorial information, interpreters, or provide information in advance of meetings if required to mitigate where there is a minor impact on communication with individuals. Racial groups where English is not the individual’s first language.

It is recognised that redeployment opportunities may require flexibility in terms of work role, location, hours of work/shift patterns and training requirements which may not be suitable to the disabled employee. This may limit the redeployment opportunities that are available in individual circumstances.
In circumstances where an individual’s disability may be relevant, for example in considering available job roles, working hours or locations in relation to suitable alternative employment, suitability will be evaluated accordingly based on individual circumstances. All reasonable adjustments will be accommodated where possible and in line with relevant legislation. The redeployment process will follow in line with recruitment processes where individuals with a disability will secure an interview when essential criteria have been met. Where appropriate, and if offered a redeployment role, the individual employee will be referred for Occupational Health support and assessment.

Managers involved in the redeployment process will receive Disability Awareness training, and Council will consider any suggestions for additional training as requested.

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 Neutral impact
Other please specify N/A

Reason: Agreed Policy will be applied consistently across the organisation. It is believed that it will have a neutral impact on all genders as all employees will be provided with redeployment opportunities.

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: Agreed Policy will be applied consistently across the organisation.

Disability
Long term health impairment could include mental health problems, asthma, heart conditions, chronic fatigue etc.

Minor impact

Reason: The Policy has provision for a Redeployee who is confirmed as having a disability, as defined by the Disability Discrimination Act 1995, to be guaranteed an interview if they can demonstrate they meet the essential criteria for the role.

This may limit the redeployment opportunities that are available in individual circumstances.

Where appropriate, and if offered a redeployment role, the individual employee will be referred for Occupational Health support and assessment.

Sexual orientation

Heterosexual, lesbian, gay men, bisexual, others Neutral impact

Reason: Agreed Policy which will be applied consistently across the organisation

Age

Older People Neutral impact
Younger people and children Neutral impact

Reason: Agreed Policy which will be applied consistently across the organisation

Political Opinion

Neutral impact

Reason: Agreed Policy which will be applied consistently across the organisation

Religious Belief

Neutral impact

Reason: Agreed Policy which will be applied consistently across the organisation

Martial Status

Neutral impact

Reason: Agreed Policy which will be applied consistently across the organisation

Dependants

Neutral impact
Reason: Agreed Policy which will be applied consistently across the organisation

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)