Social Media Policy Equality Screening

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: Organisation Wide

Title: Social Media Policy

Brief Summary:

The Social Media policy is in place to provide clear guidance regarding the acceptable and responsible use of social media both within, and outside, of work.

This policy provides advice and guidance to all staff members who are using (or considering using) social media in any capacity.

Outlined within this policy is a framework for managing social media within Causeway Coast and Glens Borough Council, including the roles and responsibilities of those involved in operating the policy.

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

The purpose of this policy is to encourage and enable staff to use social media appropriately. It makes clear our responsibilities to do so in accordance with the Code of Conduct and sets out the principles that staff are expected to follow when using social media in their personal and professional lives.

Council aims to inform staff of their obligations with regard to the use of social media whilst minimising the risks of inappropriate use of social media to our business.

The policy aims to help staff understand the reputational, legal and ethical implications of engaging in online communication of this nature – and what can happen if social media is misused, whether intentionally or otherwise.

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:

Employees:
Comply with the policy and should ensure that they take the time to read and understand it, adhere to the requirements described and ensure that their use of social media involving reference to the Council does not damage the reputation of the organisation.

Line Managers:
Ensure effective implementation of this policy.
Ensure that employees are given the opportunity to read and fully understand the policy and are aware of the standards of behaviour expected.
Ensure the policy is consistently applied.
Ensure that the policy is adhered to, and review and investigate the appropriate use of social media that takes place in or outside of working hours where a complaint or concern has been raised or identified.
Support in identifying breaches and handling complaints in relation to this policy, escalating concerns to ODHR as required.

ICT Team:
Assist in review and investigation of complaints or concerns in relation to Council IT facilities and equipment.

ODHR:
Oversee the implementation of the policy.
Monitor and review the operation of this policy and make recommendations for change to minimise risks.
Communicate the policy throughout the Council.
Provide advice and guidance in relation to any alleged breaches of this policy and support any subsequent process as a result.

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

This policy may operate in conjunction with:
• Code of Conduct
• Data Protection Policy
• Dignity and Respect at Work Policy
• Safeguarding Adults Policy & Procedure; and
• Safeguarding Children Policy and Procedure.
• ICT Policies and Procedures

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 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.

This policy will have no impact on individuals of all or no religion when applied as it applies to all Council employees, including the Chief Executive, apprentices, agency workers, casual workers and volunteers.

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 as it applies to all Council employees, including the Chief Executive, apprentices, agency workers, casual workers and volunteers.

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.
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 will be applied consistently.

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.

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.

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. 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.

Disability

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.

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, Men, Transgender men/women, Other: Impacts are determined to be neutral. Agreed Policy will be applied consistently across the organisation. It is believed that it will have a neutral impact on all genders.

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, Other: Impacts are determined to be neutral. 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.

Impacts are determined to be neutral. Agreed Policy will be applied consistently across the organisation.

Sexual orientation Heterosexual, lesbian, gay men, bisexual, others

Neutral impact on this section. Agreed Policy which will be applied consistently across the organisation

Age Older People / Younger people and children

Neutral impact on this section. Agreed Policy which will be applied consistently across the organisation

Political Opinion

Neutral impact on this section. Agreed Policy which will be applied consistently across the organisation

Religious Belief

Neutral impact on this section. Agreed Policy which will be applied consistently across the organisation

Martial Status

Neutral impact on this section. Agreed Policy which will be applied consistently across the organisation

Dependants

Neutral impact on this section. 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)

No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.

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)