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Fair & Inclusive Workplace and Services Appendix 1 |
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Non-cashable benefits |
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Benefit description |
Data Source |
Methodology |
baseline value |
Current value |
Target value |
Frequency of measurement |
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Fair and Inclusive Culture |
Fair & Inclusive index |
Staff Survey |
Introduced 2019. Includes all Respect + Fair & Inclusive responses all staff |
78% (2019) |
78% (2019) |
+5% (2021) |
Biennial |
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Fair & Inclusive index for specific protected groups: BME, White Other, Disabled, LGB |
Staff Survey |
Introduced 2019. Includes all Respect + Fair & Inclusive responses. Target is index score for all staff. |
74% |
74% |
78% (2019)
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Biennial |
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80% |
80% |
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68% |
68% |
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79% |
79% |
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(2019) |
(2019) |
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The organisation feels like a fair and inclusive place to work |
Staff Survey |
Introduced 2019. |
67% (2019) |
67% (2019 |
72% (2021) |
Biennial |
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I believe the organisation takes the issues of bullying, harassment and discrimination seriously |
Staff Survey |
Figure has increased by 2% since 2017. External benchmark is 57%. |
67% (2019) |
67% (2019) |
72% (2021) |
Biennial |
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Working Together index |
Staff Survey |
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63% (2019) |
63% (2019) |
68% (2021) |
Biennial |
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% of unknown declarations of ethnicity, religion or belief, sexual orientation, gender identity |
Staff Survey |
% of respondents who ‘skipped’ the question |
10% |
10% |
-3% (2021) |
Biennial |
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14% |
14% |
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14% |
14% |
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12% |
12% |
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(2019) |
(2019) |
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% of unknown declarations of ethnicity disability religion or belief sexual orientation |
Our People Data |
Snapshot as at 31 March end Q4
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9.1%, 13%, 15.3%, 13.1% (2018/19) |
10.1% |
-3% |
Annual
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14.3% |
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15.8% |
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13.8% |
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(2019/20) |
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Accountability & Consequences |
Number of mediation cases (non-schools) |
HRAS Sharepoint to work |
Cases closed during financial year |
12 (2018/19) |
8 |
15 |
Annual |
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Number of disciplinary cases (non-schools) |
HRAS Sharepoint |
Cases closed during financial year |
73 (2018/19) |
117 (2019/20) |
No target -tracking only |
Annual |
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Number of grievance cases (non-schools) |
HRAS Sharepoint |
Cases closed during financial year |
31 (2018/19) |
37 (2019/20) |
No target -tracking only |
Annual |
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% of disciplinary cases relating to protected characteristics |
HRAS Sharepoint |
% of cases closed during financial year as listed above and (number of cases) |
9.7% (2018/19) |
11% (13) (2019/20) |
No target -tracking only |
Annual |
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Learning & Development |
Developing People indicator |
Staff Survey |
5% increase on 2017 |
72% (2019) |
72% (2019) |
77% |
Biennial |
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% Attendance at Fair & Inclusive mandatory briefings |
Learning Gateway |
Commencing April 2020. % of workforce per quarter |
2020/21 figure |
2020/21 - briefings postponed |
9% |
Quarterly |
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% Completion of recruitment training for hiring managers |
Learning Gateway & Tribe Pad |
As specified in Recruitment & Selection Policy. Snapshot as at 31 March end Q4 |
2019/20 figure |
Awaiting data |
100% |
Annual |
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Evaluation of F&I mandatory briefings |
Learning Gateway |
Online delegate evaluations – Likert Scales |
2020/21 figure TBA by OD |
2020/21 briefings postponed |
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Annual |
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Recruitment, retention & progression
*Ethnicity targets are based on economically active population in Brighton (2011 Census) except where otherwise stated in methodology
**Disability targets based on economically active population in Brighton (2011 Census)
***Sexual orientation targets based on data from the Health & Wellbeing Joint Strategic Needs Assessment in 2011 that estimated that approximately 1 in 6 (16.7%) of Brighton & Hove residents identified as LGB or T. |
% BME Job Applicants** |
Tribe Pad |
Recruitments closed within period. Expressed as a percentage of all applicants. |
17.4% (2018/19) |
18.12% (2019/20) |
9.1% |
Annual |
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% BME Offers/Hires |
Tribe Pad |
Recruitments closed within period. Expressed as a percentage of BME applicants. Target is benchmark of all applicants |
8.3% (2018/19) |
4.94% (2019/20) |
10.26% (2019/20) |
Annual |
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% BME in workforce |
Our People Data |
Snapshot as at 31 March end Q4 |
7.37% (2018/19) |
7.61% (2019/20) |
9.1% |
Annual |
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% BME at SO1/2 and above |
Corporate KPIs |
Snapshot as at 31 March end Q4 |
6.52% (2018/19) |
7.12% (2019/20) |
9.1% |
Annual |
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% White Other Job Applicants |
Tribe Pad |
Recruitments closed within period. Expressed as a percentage of all applicants. Target is based on economically active population in Brighton (2011 Census) |
14.8% (2018/19) |
16.81% (2019/20) |
8.8% |
Annual |
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% White Other Offers/Hires |
Tribe Pad |
Recruitments closed within period. Expressed as a percentage of White Other applicants. Target is benchmark of all applicants |
10.4% (2018/19) |
7.15% (2019/20) |
10.26% (2019/20) |
Annual |
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% White Other in workforce |
Our People Data |
Snapshot as at 31 March end Q4 |
6.77% (2018/19) |
7.29% (2019/20) |
8.8% |
Annual |
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% Disabled Job Applicants** |
Tribe Pad |
Recruitments closed within period. Expressed as a percentage of all applicants. |
3.39% (2018/19) |
7.19% (2019/20) |
7.5% (2020-21) |
Annual |
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% Disabled Offers/Hires |
Tribe Pad |
Recruitments closed within period. Expressed as a percentage of Disabled applicants. Target is benchmark of all applicants |
10.8% (2018/19) |
9.93% (2019/20) |
10.26% (2019/20) |
Annual |
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% Disabled in workforce** |
Our People Data |
Snapshot as at 31 March end Q4 |
7.62% (2018/19) |
7.55% (2019/20) |
8.0% (2019-20) 7.5% (2020-21) |
Annual |
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% LGB Job Applicants*** |
Tribe Pad |
Recruitments closed within period. Expressed as a percentage of all applicants. |
17.6% (2018/19) |
18.52% (2019/20) |
13% |
Annual |
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% LGB Offers/Hires |
Tribe Pad |
Recruitments closed within period. Expressed as a percentage of LGB applicants. Target is benchmark of all applicants |
14.1% (2018/19) |
10.79% (2019/20) |
10.26% (2019/20) |
Annual |
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% LGB in workforce*** |
Our People Data |
Snapshot as at 31 March end Q4
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12.51% (2018/19) |
12.83% (2019/20) |
13% |
Annual |
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% Reason for Leaving : Bullying, harassment, discrimination |
Consultation Portal Exit data |
Expressed as a percentage of all those leavers who completed an online exit questionnaire and specified this reason in any preference order (Actual no. of individuals shown in brackets) |
11% (10) (2018/19) |
Awaiting data – |
-3% |
Annual |
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Communities |
% BME residents who feel strongly that they belong to their immediate neighbourhood by ethnicity |
City Tracker |
Snapshot as at November 2018. Target based on % White British residents who feel strongly that they belong to their immediate neighbourhood by ethnicity. (Figure for all residents is 76%) |
72% (2018) |
72% (2018) |
77.2% |
Annual |
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% BME residents who agree that people from different backgrounds get on well together in their local area by ethnicity |
City Tracker |
Snapshot as at November 2018. Target based on % White British residents who agree that people from different backgrounds get on well together in their local area by ethnicity. (Figure for all residents is 94%) |
93.8% (2018)
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93.8% (2018)
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93.6% (2018)
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Annual |
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EEC service level actions are completed to timetable and monitored through the relevant DEDG and CEDG |
EEC Directorate performance annual report |
Snapshot as at 31 March 2021. Target based on progress of all service level actions pertaining to directorate equality objective XX |
(2021) |
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% achieved towards target? |
Annual |
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FCL service level actions are completed to timetable and monitored through the relevant DEDG and CEDG |
FCL Directorate performance annual report |
Snapshot as at 31 March 2021. Target based on progress of all service level actions pertaining to directorate equality objective XX |
(2021) |
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Annual |
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F&R service level actions are completed to timetable and monitored through the relevant DEDG and CEDG |
F&R Directorate performance annual report |
Snapshot as at 31 March 2021. Target based on progress of all service level actions pertaining to directorate equality objective XX |
(2021) |
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Annual |
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HASC service level actions are completed to timetable and monitored through the relevant DEDG and CEDG |
HASC Directorate performance annual report |
Snapshot as at 31 March 2021. Target based on progress of all service level actions pertaining to directorate equality objective XX |
(2021) |
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Annual |
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HNC service level actions are completed to timetable and monitored through the relevant DEDG and CEDG |
HNC Directorate performance annual report |
Snapshot as at 31 March 2021. Target based on progress of all service level actions pertaining to directorate equality objective XX |
(2021) |
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Annual |
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SGL service level actions are completed to timetable and monitored through the relevant DEDG and CEDG |
SGL Directorate performance annual report |
Snapshot as at 31 March 2021. Target based on progress of all service level actions pertaining to directorate equality objective XX |
(2021) |
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Annual |
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RAG ratings |
Current value is ˃3% below target |
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Current value ≤3% below target |
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Target achieved or exceeded |
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