S75 Equality And Good Relations Screening Form
General Information: Policy/ Procedure
Is this a new policy/procedure.
Operational Area: Organisation Wide
Title: Redundancy Policy
Brief Summary:
What is it trying to achieve? (intended aims and outcomes)
This policy provides a framework for consistent and fair application of redundancy entitlements and arrangements. Council is committed to openness and transparency throughout this process and aims to:
• Communicate clearly with all affected employees and ensure that they are treated fairly.
• Try to find ways of avoiding compulsory redundancies.
• Consult with trade unions when legally required to do so.
• Consult individual employees.
• Ensure that any selection for compulsory redundancy is undertaken fairly, reasonably and without discrimination.
• Notify the relevant Government Department when there is a proposal to make 20 or more employees redundant at one establishment over a period of 90 days (collective redundancy), as is the statutory requirement.
Who owns and who implements each element of the function, service, policy, procedure, project, strategy, plan or guidance?
OD/HR own the Policy. ODHR will be responsible for:
- Providing appropriate support and advice to managers and employees on the policy to ensure that redundancy issues are dealt with appropriately in accordance with these procedures, employment legislation and best practice.
- Ensuring the policy is applied fairly and consistently across the council area.
- Reviewing and updating the policy as and when necessary.
There are varied responsibilities for implementing each part of the policy as detailed below:
Management Responsibilities
Line Managers and Heads of Service are responsible for ensuring compliance and fair and consistent application.
Other policies etc. which have a bearing on this function, service, policy, procedure, project, strategy, plan or guidance?
Policies:
• Terms and Conditions of Employment
• Redeployment Policy
• Discretions Policy
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 |
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.
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 the redundancy policy will focus on job roles at risk of redundancy rather than individuals, and therefore will be applied consistently across all religious groups.
In circumstances for example where the details of suitable alternative employment may need to be considered in line with religious or cultural beliefs, this will be consulted upon on an individual basis.
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) :
| Party | % |
| 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 |
This Policy will have no impact on individuals of any specific political opinion when applied, as the redundancy policy will focus on job roles at risk of redundancy rather than individuals, and therefore will be applied consistently across all groups.
The policy does not adversely impact anyone with or without a political opinion.
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% | 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 ethnicitie | 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 redundancy 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 that this policy will have an adverse impact on individuals of any particular age group when applied, as the redundancy policy will focus on job roles at risk of redundancy rather than individuals, and therefore will be applied consistently across all age groups.
In circumstances where compulsory redundancy is found to be unavoidable, an employee’s age will be relevant in determining redundancy pay calculations, which will be based on the provisions of the policy and statutory requirements.
To support 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 redundancy 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.
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 managers 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.
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 as, when applied, the redundancy policy will focus on job roles at risk of redundancy rather than individuals, and therefore will be applied consistently.
In circumstances where an individual’s dependents may be relevant, for example in considering for example suitable alternative employment in relation to dependent responsibilities, suitability will be evaluated accordingly based on individual circumstances.
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 with a long term condition/illness | 30.6% | 31.31% | 31.05% | 31.68% |
| People Without | 69.4% | 68.69% | 68.95% | 68.32% |
| Deafness or partial hearing loss | 8,914 (6.29%) |
| Blindness or partial sight | 2,560 (1.81%) |
| Mobility or dexterity that requires the use of a wheelchair | 2,145 (1.51%) |
| Mobility or dexterity that limits physical activities | 15,951 (11.25%) |
| Intellectual or learning disability | 1,340 (0.95%) |
| Intellectual or learning difficulty | 4,334 (3.06%) |
| Autism or Asperger syndrome | 2,282 (1.61%) |
| An emotional, psychological or mental health condition | 11,787 (8.32%) |
| Frequent periods of confusion or memory loss | 2,681 (1.89%) |
| Long term pain or discomfort | 17,396 (12.27%) |
| Shortness of breath or difficulty breathing | 14,525 (10.25%) |
| Other condition | 13,214 (9.32%) |
Source: NISRA, Census 2021, tables MS-D03, MS-D04 through to MS-D16
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 as, when applied, the redundancy policy will focus on job roles at risk of redundancy rather than individuals, and therefore will be applied consistently.
In circumstances where an individual’s disability may be relevant, for example when reviewing 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. Where appropriate, the individual employee may be referred for Occupational Health support and assessment.
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.
Managers involved in the redundancy 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, 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 as redundancy will be based on roles at risk of redundancy and not individuals.
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 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
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)
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Disability Long term health impairment could include mental health problems, asthma, heart conditions, chronic fatigue etc.
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Sexual orientation Heterosexual, lesbian, gay men, bisexual, others
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Age Older People, Younger people and children
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Political Opinion
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Religious Belief
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Marital Status
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Dependants
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Screening Questions 3
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: The policy has no impact on people of different religious belief. None
Section 75 Category: Political Opinion
Level of impact: The policy has no impact on people of different political opinion. None
Section 75 Category: Racial Group
Level of impact: The policy has no impact on people of different racial groupings. None
Screening Questions 4
4. Are there opportunities to better promote good relations between people of different religious belief, political opinion or racial group?
Religious Belief: No. No specific opportunity to better promote good relations for people of different religious beliefs.
Political Opinion: No. No specific opportunity to better promote good relations for people of different political opinions.
Racial Group: No. No specific opportunity to better promote good relations for people of different racial groups.
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.)
No
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.
N/A
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?
N/A
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:
Through the process of developing the policy and the screening process we have not identified any equality issues that require further consideration.
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:
N/A
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 Council will keep this Policy under review as required and may make any changes in line with legislation, and in consultation with trade unions.
Approval And Authorisation
Screened By: HR Business Partner Organisation Development, 01/08/2024
Approved By: Head of Organisation Development and Human Resources, 09/10/20
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Brief Summary:
The Annual Leave Policy details entitlements to annual leave and public holidays at Causeway Coast and Glens Borough Council (CCGBC), and requirements for annual leave arrangements, to ensure that all employees are aware of their rights and responsibilities regarding annual leave.
What is it trying to achieve? (intended aims and outcomes)
This policy provides a framework for consistent and fair application of annual leave entitlements and arrangements, including booking, cancelling, and carrying over annual leave, applicable to all directly employed employees within the Council regardless of whether they are fixed-term, permanent, full or part-time.
Annual leave arrangements will be considered in line with a number of factors including, but not limited to:
• The impact on service delivery and operational requirements.
• Availability of other staff.
• Annual leave requests which have already been requested.
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:
Corporate Responsibility
The Chief Executive, on behalf of Council, carries overall responsibility for ensuring the appropriate processes are in place which adequately and appropriately supports its employees regarding annual leave.
Directors are responsible for establishing their own arrangements to ensure effective implementation of the policy and continued service delivery. Directors are also responsible for delegating authority to Heads of Service/Line Managers to act under this policy, as appropriate.
Management Responsibilities
Line Managers and Heads of Service are responsible for ensuring compliance and fair and consistent application.
Employee Responsibilities
Employees are responsible for complying with this policy and procedure by working within the agreed guidance for annual leave arrangements.
Other policies etc. which have a bearing on this function, service, policy, procedure, project, strategy, plan or guidance?
Policies:
• Sickness Absence Policy.
• Flexible Working Hours Scheme 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 |
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.
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 individuals will have the ability to manage their own annual leave arrangements in line with their religious or cultural beliefs. 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) :
| Party | % |
| 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.
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% | 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 ethnicitie | 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 |
Individuals will have the ability to manage their own annual leave arrangements in line with their religious or cultural beliefs.
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 annual leave 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 individual booking of leave.
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 annual leave 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.
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 managers 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.
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.
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 annual leave requests during school holidays/closures, or in relation to caring responsibilities, suitability will be evaluated accordingly based on individual circumstances.
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 with a long term condition/illness | 30.6% | 31.31% | 31.05% | 31.68% |
| People Without | 69.4% | 68.69% | 68.95% | 68.32% |
Causeway Coast and Glens Borough Council Long-term Condition
| Deafness or partial hearing loss | 8,914 (6.29%) |
| Blindness or partial sight | 2,560 (1.81%) |
| Mobility or dexterity that requires the use of a wheelchair | 2,145 (1.51%) |
| Mobility or dexterity that limits physical activities | 15,951 (11.25%) |
| Intellectual or learning disability | 1,340 (0.95%) |
| Intellectual or learning difficulty | 4,334 (3.06%) |
| Autism or Asperger syndrome | 2,282 (1.61%) |
| An emotional, psychological or mental health condition | 11,787 (8.32%) |
| Frequent periods of confusion or memory loss | 2,681 (1.89%) |
| Long term pain or discomfort | 17,396 (12.27%) |
| Shortness of breath or difficulty breathing | 14,525 (10.25%) |
| Other condition | 13,214 (9.32%) |
Source: NISRA, Census 2021, tables MS-D03, MS-D04 through to MS-D16
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 as, when applied, the redundancy policy will focus on job roles at risk of redundancy rather than individuals, and therefore will be applied consistently.
In circumstances where an individual’s disability may be relevant, for example when reviewing 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. Where appropriate, the individual employee may be referred for Occupational Health support and assessment.
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.
Managers involved in the redundancy 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, 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 as redundancy will be based on roles at risk of redundancy and not individuals.
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 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
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)
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Disability Long term health impairment could include mental health problems, asthma, heart conditions, chronic fatigue etc.
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Sexual orientation Heterosexual, lesbian, gay men, bisexual, others
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Age Older People, Younger people and children
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Political Opinion
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Religious Belief
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Marital Status
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Dependants
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Screening Questions 3
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: The policy has no impact on people of different religious belief. None
Section 75 Category: Political Opinion
Level of impact: The policy has no impact on people of different political opinion. None
Section 75 Category: Racial Group
Level of impact: The policy has no impact on people of different racial groupings. None
Screening Questions 4
4. Are there opportunities to better promote good relations between people of different religious belief, political opinion or racial group?
Religious Belief: No. No specific opportunity to better promote good relations for people of different religious beliefs.
Political Opinion: No. No specific opportunity to better promote good relations for people of different political opinions.
Racial Group: No. No specific opportunity to better promote good relations for people of different racial groups.
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.)
No
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.
N/A
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?
N/A
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:
Through the process of developing the policy and the screening process we have not identified any equality issues that require further consideration.
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:
N/A
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 Council will keep this Policy under review as required and may make any changes in line with legislation, and in consultation with trade unions.