Recruitment Advertising, Equality Screening

S75 Equality And Good Relations Screening Form

General Information: This is a revised service/function.

Operational Area: Organisation Wide / External Recruitment Market.

Title: Recruitment Advertising.

Brief Summary

Recruitment advertising at Causeway Coast & Glens Borough Council was completed through the traditional practice of using print media for advertising all externally available vacant posts using the following methods:

• Coleraine Chronicle (All posts) - local newspaper.
• Belfast Telegraph (Scale 6 and above) – national newspaper.

All vacant posts are also advertised on the Council website, Council’s Facebook profile and the Jobs & Benefits Office online platform, Jobs Apply.

Council want to ensure that future recruitment advertising methods are in line with best practice and changing recruitment market platforms, to achieve the broadest range of talent acquisition whilst maintaining accessibility for all equality category groups and providing a cost-efficient recruitment service.

It is proposed that advertising platforms are amended to reduce the reliance of print media and increase the use of online platforms, removing the requirement of mandatory print advertising. This would create resourcing and cost efficiencies and increase applicant/talent reach.

Updated advertising platforms are proposed as below:

• Belfast Telegraph/Coleraine Chronicle – as required for specific job posts.
• Council Website – all posts.
• LinkedIn – as required.
• NI Jobs/NI Jobfinder/Indeed – all posts.

As required by exception for senior level or specialist posts, targeted publications, such as UK/Ireland print media or trade publications, may be used.

All online advertising methods allow for direct linked access to Local Government Jobs/GetGot Jobs.

CCGBC does not believe the revised advertising approach will have an adverse differential impact upon any of the Section 75 groups. Between April 2023 and March 2024, 2.36% of applicants sourced job information through print media/newspaper advertising, compared to approximately 65% of applicants who sourced vacant post information from online platforms including Council’s website, GetGot Jobs and an internal Staff Portal. The revised advertising approach will allow scope for print/newspaper advertising to be used as required by specific posts.

As required, targeted print advertisements can be arranged in public libraries, job centres and community groups representing or providing services to people with disabilities, people from ethnic minority communities and foreign nationals.

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

The aims and advantages of revising recruitment advertising methods are to:

• Increase the reach and engagement with applicants, increasing the potential to attract a wider pool and demographic of candidate to place the most suitable candidates in vacant posts.
• Ensure that statutory requirements regarding equality of opportunity are fulfilled.
• Provide the ability to promote Causeway Coast and Glens Borough Council across a range of digital forums and enhancing the employer brand.
  
• Enhance the integration of advertising methods with current internal systems.
• Provide a more resource and cost-efficient recruitment process.
• Allow access to more valuable recruitment data for future resourcing decisions.

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

The service of recruitment advertising will be implemented by OD/HR on behalf of all Council departments.

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

• Local Government Staff Commission Code of Procedures on Recruitment & Selection.

Studies, Publications, Statistics and Guidance:
• Northern Ireland Statistics & Research Agency – Census 2021.
• NINIS, Census 2011.

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.

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.
• 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:

Staff breakdown by Religious Belief / Community Background (Figures as at 21 October 2022)

In terms of religion or religion brought up in the 2021 Census indicates that our resident’s religious beliefs are comparable to those in Northern Ireland in that there are 2 predominant groupings ie 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.

The breakdown of applicants to vacant posts in 2023 is detailed below.

There is no evidence to indicate that amendments to recruitment advertising platforms would have an adverse impact on any of this Section 75 group, as the reach of alternative online advertising platforms would be country-wide and therefore covering all religious and community backgrounds.

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):

There is no evidence to indicate that amendments to recruitment advertising platforms would have an adverse impact on any of this Section 75 group, as the reach of alternative online advertising platforms would be country-wide and therefore covering all political and community backgrounds.

Racial Group

On Census Day 21 March 2021 the resident population was:

Staff breakdown by Racial Group / Ethnic Origin (Figures as at 21 October 2022)

There is no evidence to indicate that the implementation of revised recruitment advertising methods would have an adverse impact on any of this Section 75 group.

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

Age

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

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

Applicant breakdown by Age (Recruitment 2023)

Marital Status

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

Staff breakdown by Marital Status (Figures as at 21 October 2022)

There is no evidence to indicate that the implementation of revised recruitment advertising methods would have an adverse impact on any of this Section 75 group.

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):

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

There is no evidence to indicate that the implementation of revised recruitment advertising methods would have an adverse impact on any of this Section 75 group.

Men and Women Generally Gender:

(Census 2021 – Table MS-A07)

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

The gender breakdown of applicants in 2023 is detailed below:

Dependants

The Census information in 2011 & 2021 showed:

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

Staff Family Status (Figures as at 21 October 2022)

There is no evidence to indicate that the implementation of revised recruitment advertising methods would have an adverse impact on any of this Section 75 group.

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):

Causeway Coast and Glens Borough Council Long-term Condition

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)

It is recognised that some people with a disability may find it difficult to access online recruitment advertising, however in line with statistics on internet accessibility and usage, according to the Office for National Statistics, disabled adult internet users in 2020 accounts for 81% of disabled adults in the UK.

In the 2023-24 recruitment year, 5.5% of applicants declared a disability, and reasonable adjustments were put in place as required for those applicants. The disability breakdown of applicants in 2023 is detailed as below:

Further to recruitment advertisements, Council operates a guaranteed interview scheme for disabled applicants, for those that demonstrate meeting the essential criteria of a job role.

There is no evidence to indicate that the implementation of revised recruitment advertising methods would have an adverse impact on any of 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, Men, Transgender men/women, Other: Impacts are determined to be neutral. The revised recruitment advertising methods will be applied consistently across vacant posts. 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. The revised recruitment advertising methods will be applied consistently across vacant posts.

Disability
Long term health impairment could include mental health problems, asthma, heart conditions, chronic fatigue etc.
Impacts are determined to be neutral. The revised recruitment advertising methods will be applied consistently across vacant posts.

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

Neutral impact on this section. The revised recruitment advertising methods will be applied consistently across vacant posts.


Age Older People / Younger people and children
Neutral impact on this section. The revised recruitment advertising methods will be applied consistently across vacant posts.


Political Opinion
Neutral impact on this section. The revised recruitment advertising methods will be applied consistently across vacant posts.

Religious Belief
Neutral impact on this section. The revised recruitment advertising methods will be applied consistently across vacant posts.

Martial Status
Neutral impact on this section. The revised recruitment advertising methods will be applied consistently across vacant posts.


Dependants
Neutral impact on this section. The revised recruitment advertising methods will be applied consistently across vacant posts.

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?

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:

N/A.

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:

Council will keep implementation guidance for local pay offers and similar projects under review as required and may make any changes in line with legal advice, legislation, and in consultation with trade unions.

Approval And Authorisation

Screened By: HR Business Partner Organisation Development, 12 December 2024

Approved By: Head of Organisation Development and Human Resources, 12 December 2024