Diversity and Inclusion Report County Council 2018/19 Contents

Foreword 3

Our commitment to Equality and Diversity 5

Key Achievements in 2018/19 6

Theme 1 - Eliminating Discrimination 7 Theme 2 - Advancing Equality of Opportunity 11 Theme 3 - Fostering Good Relations 16

Going Forward – our strategy and aspirations from 2020 onwards 18

2 Foreword Hertfordshire in 2018/19 is the most diverse it has ever been throughout our history both in terms of our population and staff make-up. Evidence shows that diversity in the workplace is good; it can encourage creativity and innovation, and research shows that an individual is more likely to seek and stay with an employer that practices inclusive policies. A reflective workforce also benefits the residents of Hertfordshire as we can further understand the needs of individuals from different backgrounds through lived experiences.

Councillor Ralph Sangster, The last few years have been particularly challenging for local government. We have had to reduce our Executive Member, spending by £315 million since 2010/11 whilst protecting the services that are important to you. The next few Resources and Performance years will also be tough. It is possible that the grant we receive from Government from national taxation will be phased out and increasingly our services will have to be funded solely from council tax, business rates and fees. We also face significant pressures due to the changing nature of our population as many people are living longer and need more care in older age.

To meet the challenges requires us to continue at pace to improve the way we work and deliver our services, whilst ensuring that we are listening to our residents in a way that helps prevent, reduce or delay demands on public services while still maximising fairness overall. This means we will ensure that all individuals, regardless of their gender, race or any other protected characteristic are afforded the same equal opportunities as every other citizen in Hertfordshire. This report highlights some of our key achievements both from internal staff inclusion and the services we provide.

Owen Mapley, Chief Executive, Hertfordshire County Council

3 Equality & Diversity in Hertfordshire Key information Projected population growth 2014 to 2039

Females 80+ Males 65-79 50-64 35-49 1,176,700 24% 20-34 estimated projected increase in 10-19 population of Hertfordshire population by 2039 0-9

Equality & DiversityAdults with a moderate in to Hertfordshire Key informationserious physical disability Projected population growth 17% of 71,100 (78,000 by 2025) 2014 to 2039 adults (16-74) Adults with a learning disability Females 80+ Males have a common (23,000 by 2025) 21,000 65-79 mental health

People over 75 with dual 50-64 disorder sensory loss (sight and hearing) 159,84835-49 65% 7% of adults have depression 1,176,700 24% 14.3% of people in Hertfordshire20-34 Children in Hertfordshire with have their day to day activities 14,000+ people thought to a Specialprojected Educational increase Need in 10-19 estimated 16% limited to some extent have dementia population of Hertfordshire or Disabilitypopulation by 2039 0-9

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Herts Buddhist Insight, County Office 0.5%Council for National 2016 Market Statistics Position (Census 2011 data; Mid-year population estimates 2015), Public Health England, Hertfordshire County Council 2016 Market Position Statements, Hertfordshire Schools Census, HertfordshireChorleywood Mental Health West Strategy, HertfordshireBedwell Dementia (Stevenage) Strategy, Hertfordshire Carers Strategy Data sourcesData sources: HertsPolish: Insight,Herts Insight, Office3,262 forOffice speakersNational for National Statistics Statistics (Census (Census 2011 data; 2011 Mid-year data; Mid-year population population estimates estimates 2015), 2015),Public HealthPublic HealthEngland, England, Hertfordshire Hertfordshire County County Council Council 2016 Statements,Market 2016 Market Position Hertfordshire Position Schools Census, Hertfordshire Mental Health Strategy, Hertfordshire Dementia Strategy, Hertfordshire Carers Strategy schoolsschoolsTop otherschools Top5 other languages than 5 languages otherthan English Englishspokenthan spoken English in in BerkhamstedLeastBerkhamstedLeast BerkhamsteddeprivedRickmansworth West deprived West wards West wards West Top 5 Religions Statements,Statements, Hertfordshire Hertfordshire Schools Schools Census, Census, Hertfordshire HertfordshireData Mental sources MentalHealth: Herts HealthStrategy, Insight, Strategy, Hertfordshire Office Hertfordshire for National Dementia StatisticsDementia Strategy, (Census Strategy, TopHertfordshire 2011 Hertfordshire 5 data; languages Carers Mid-year CarersStrategy population Strategy spoken estimates 2015), in Public Health England,Least Hertfordshire deprived County Council wards 2016 Market Position schoolsschoolsUrdu other2,186 other than than EnglishStatements, English HertfordshireChorleywoodChorleywood SchoolsBerkhamsted Census,ChorleywoodBerkhamsted West Hertfordshire West West Mental West West Health Strategy, Hertfordshire Dementia Strategy,(% Hertfordshire of residents) Carers Strategy PolishPolish 3,262 3,262speakersPolish speakers 3,262 speakers Romanian 1,595 RickmansworthRickmansworthChorleywoodRickmansworthChorleywood West West West Westschools otherTop than Top5 Religions English 5Top Religions 5 ReligionsBerkhamsted West Urdu 2,186PolishPolish 3,262 3,262 speakers speakers (% 1.of Christianity residents) 58% Urdu 2,186UrduGujurati2,186 1,216 Rickmansworth West (%Top ofTop residents)5(% Religions of 5 residents)ReligionsChorleywood West Rickmansworth WestPolish 3,262 speakers2. Islam 2.8% RomanianRomanianUrdu1,595RomanianUrdu2,1861,5952,1861,595 1. Christianity 58% (% of(% residents) of residents)Rickmansworth West Top 5 Religions Tamil 1,082 Most deprivedUrdu wards2,1861. Christianity1. Christianity58% 58% No religion GujuratiGujurati Romanian1,216GujuratiRomanian 1,2161,595 1,2161,595 3. Hindu 1.9% (% of residents) 2. Islam2. Islam2.8%1. Christianity2.2.8%1. Islam Christianity2.8%58% 58% 26.5% Tamil 1,082 Gujurati 1,216 Cowley HillRomanian 1,595 4. JewishNo 1.9%religion TamilGujurati1,082Tamil 1,216but1,082 only 0.93% of residentsMost deprived wards 3. Hindu 1.9%2. Islam 2.8% No religionNo religion 1. Christianity 58% Most Mostdeprived deprivedSouth wards Oxhey wardsGujurati 1,2163. Hindu2. Islam3. 1.9%Hindu2.8%1.9% TamilTamil1,082cannot1,082 speak English well 5. Buddhist26.5%0.5%No religionNo26.5% religion 2. Islam 2.8% MostCowleyMostCowley deprivedHillBedwell Cowleydeprived Hill (Stevenage) Hillwards wards4. Jewish 3.1.9% Hindu3. Hindu1.9% 1.9% 26.5% but onlybut 0.93%onlybut 0.93% of only residents of0.93% residents of residents Tamil 1,0824. Jewish4. 1.9%Jewish 1.9% No religion SouthSouth OxheyCowley OxheySouthCowley Hill Oxhey Hill 26.5%Most26.5% deprived wards 3. Hindu 1.9% cannotcannotData speakbut sources onlycannot butspeak English: Hertsonly0.93% English speakInsight, 0.93%well of Office residentsEnglish well of for residents National well Statistics (Census 2011 data; Mid-year population estimates 2015),5. Buddhist Public5. Health Buddhist4. JewishEngland,0.5%5.4. Buddhist Jewish Hertfordshire0.5% 1.9% 1.9%0.5% County Council 2016 Market Position 26.5% Statements, Hertfordshire Schools Census, HertfordshireBedwell Mental BedwellHealth (Stevenage) Strategy,SouthBedwell (Stevenage) HertfordshireSouth Oxhey (Stevenage) Oxhey Dementia Strategy, Hertfordshire Carers Strategy Cowley Hill 4. Jewish 1.9% cannot speak English well but only 0.93%5. Buddhist5. of Buddhist residents0.5% 0.5% Data sources: Herts Insight,cannot Office for speakNational Statistics English (Census well 2011 data; Mid-year population estimates 2015), Public Health England, Hertfordshire County Council 2016 Market Position South Oxhey Data sourcesData: Herts sources Insight,: Herts Office Insight, for National Office for Statistics National (Census Statistics 2011 (Census data; Mid-year2011 data;Bedwell population Mid-yearBedwell estimatespopulation (Stevenage) (Stevenage) 2015), estimates Public 2015), Health Public England, Health Hertfordshire England, Hertfordshire County Council County 2016 Council Market 2016 Position Market Position Statements, Hertfordshire Schools Census, Hertfordshire Mental Health Strategy, Hertfordshire Dementia Strategy, Hertfordshire Carerscannot Strategy speak English well 5. Buddhist 0.5% Statements,Statements, Hertfordshire Hertfordshire Schools Census, Schools Hertfordshire Census, Hertfordshire Mental Health Mental Strategy, Health Hertfordshire Strategy, Hertfordshire Dementia Strategy, Dementia Hertfordshire Strategy, Hertfordshire Carers Strategy Carers Strategy Bedwell (Stevenage) Data sourcesData sources: Herts Insight,: Herts OfficeInsight, for Office National for National Statistics Statistics (Census (Census 2011 data; 2011 Mid-year data; Mid-year population population estimates estimates 2015), Public 2015), Health Public England,Health England, Hertfordshire Hertfordshire County CountyCouncil Council2016 Market 2016 PositionMarket Position Statements,Statements, Hertfordshire Hertfordshire Schools SchoolsCensus, Census,Hertfordshire Hertfordshire Mental HealthMental Strategy,Health Strategy, Hertfordshire Hertfordshire Dementia Dementia Strategy,Data sourcesStrategy, Hertfordshire: HertfordshireHerts Insight,Carers OfficeStrategyCarers for Strategy National Statistics (Census 2011 data; Mid-year population estimates 2015), Public Health England, Hertfordshire County Council 2016 Market Position Statements, Hertfordshire Schools Census, Hertfordshire Mental Health Strategy, Hertfordshire Dementia Strategy, Hertfordshire Carers Strategy 2 Our commitment to Equality and Diversity

Hertfordshire County Council is committed to achieving diversity and equality of opportunity as a large employer of people and as a provider of services. This is about more than legal compliance: we want to ensure that Hertfordshire is free from discrimination and make every effort to positively promote equality and diversity within our workforce and across the services we are responsible for.

As a provider of services we will promote diversity and equality in everything we do to improve the quality of life of everyone living in, working in and visiting Hertfordshire - to create a county of opportunity for all.

As an employer we recognise, respect and celebrate the fact that our staff and the people we serve are all very different, whether this is in our ethnic background, family setting, gender, religion and belief or other factors. We believe that diversity can drive innovation, a culture of fairness and respect and equality of opportunity for all. Hertfordshire Pride

Our Equality Strategy sets out how we aim to achieve this and maintain real and lasting progress for diverse groups and individuals in Hertfordshire. https://www.hertfordshire.gov.uk/medialibrary/documents/about- the-council/data-andinformation/equality-and-diversity/equality- Our strategy for 2016-2020 sets out key objectives under the strategy- 2016-2020.pdf Public Sector Equality Duty (PSED) over this period.

5 3 Key achievements in 2018-19, reporting on progress

Hertfordshire County Council carries out a Reporting on the Equality duty and PSED: wide range of work that challenges discrimination, Benefits and Outcomes for HCC advances equality of Equality Act and Public Sector Equality Duty 2010 opportunity and promotes good relations Eliminating Advancing Equality of Fostering Good Relations between communities. Discrimination Opportunity

This report does not capture everything we do in relation Outcomes for HCC: Outcomes for HCC: Outcomes for HCC : to Diversity and Inclusion; • Where service users • Where residents feel • Residents and instead, it sets out a number feel that they are they are listened to stakeholders feel that of key achievements that show supported and decisions are they are empowered • An organisation that acted on • Working with our commitment to improving promotes and • An organisation that partners to reach equality of opportunity, practices inclusivity values and acts upon mutually beneficial • An employer that diverse opinions outcomes celebrating diversity in challenges • A workforce that feels • An organisation that Hertfordshire and advancing discrimination valued and proud to listens to and acts inclusiveness in our workforce. work in Hertfordshire upon service user feedback

Business benefits : • External partners feel informed and contribute positively to HCC outcomes to deliver better services • Further buy-in and support from staff and outside agencies on key council programmes • Greater productivity from an engaged workforce • A workforce that is representative and understands the communities it serves • Reduced reputational risk

6 Theme 1 - Eliminating Discrimination Did you know?

An organisation that challenges discrimination and creates In Hertfordshire an environment where service users feel that they are 71,100 Adults have a moderate to serious supported and listened to. physical disability of which 21,000 Adults have a Hertfordshire County Council has put in place policies and learning disability procedures to ensure our services are free from discrimination and 65% of people over 75 have dual sensory loss are available to everyone regardless of who they are. Our Equality Strategy provides us a framework to measure our progress and 14.3% have their day to day activities limited to some success in how we tackle inequality and promote diversity. extent and 47% are over 65s. Our process of Equality Impact Assessments (EqIAs) ensures our services are non-discriminatory and allows us to think about how our services and policies might affect different groups of people protected by equality legislation, for example in our annual budget setting process. This helps us identify differential impact on protected groups and find appropriate mitigating actions. The items below are key highlights from the last year.

Service users helping shape services

Our Adult Care Services involve our service users in designing services for them. The Co-production Board is a strategic board which joins together our senior managers with people who use care services, their carers and organisations that represent them to help us shape adult care services.The Co-production Board has brought together different elements including learning disability, mental health, physical disability and sensory loss to service the needs of population in Hertfordshire.

7 Supporting our Families Since the launch of the Families First Portal (our directory of organisations, services and groups in Hertfordshire for early help support) we have sought feedback from parents on the use of Families First Portal and its accessibility to families. We ran a two- month online survey and received 74 responses which we are using to inform further development of the Portal in 2019/20. An online survey was also carried out with practitioners who use the Portal in their work with families to tell us about their use of it and how easy it was to find information. Survey results are also being used to inform further development of the Portal in 2019/20. We have printed and distributed over 4000 postcards aimed at families to raise awareness and promote use of the Portal. This has been distributed through schools and various partnerships, and our triage team also send this out to families referred for support, in addition to providing support.

Saying no to Hate Crime A hate crime is any criminal offence that is targeted at a person because of hostility or prejudice, because of their race, religion, sexual orientation, disability or transgender identity. Between April and October 2017, the number of hate crimes reported in Hertfordshire was almost 9 per cent higher than the same period in 2016.

Hertfordshire’s Hate Crime Partnership including the county council, the police and other key organisations came together to launch a new website during Hate Crime Week 2018. It provides information about how and where to report hate crime in Hertfordshire and how to access support if you have been affected by it.

8 Revising our Domestic Abuse Strategy

Our Domestic Abuse Strategy (Herts DA Strategy) is designed to ensure women, children and men in Hertfordshire are kept safe from domestic abuse and have opportunities to lead healthy and happy lives. The Strategy has three key headline aims – Prevent, Protect and Provide.

The Herts DA Strategy ended in July 2019 and the Hertfordshire Domestic Abuse Partnership have agreed to review its objectives. There have been a number of developments including the Domestic Abuse Helpline in addition to the dedicated website run by the Sunflower project which provides specialist advice and support to victims. https://www.hertsdomesticabusehelpline.org/Combating Modern Slavery and Human Trafficking https://www.hertssunflower.org/herts-sunflower.aspx

Although slavery is illegal in every country in the modern world, it still exists today and can affect anyone, regardless of their age, gender and ethnicity. Hertfordshire’s Modern Slavery Partnership, led by our Adult Care Services, works to minimise discrimination as a result of trafficking of people, forced labour and servitude. We have developed an eLearning module for staff on Modern Slavery. We will also include Modern Slavery as one of the ‘other’ important characteristics for consideration when renewing and reviewing our contracts with third party suppliers.

9 My Story Sabina Iqbal, Team Manager, Sensory Services, Hertfordshire County Council

Overcoming barriers and raising the profile of people with sensory difficulty in everyday life

The Sensory Services provide specialist services for people with sensory needs. We are seen as a flagship in our services to deaf, blind and visually impaired people and as one of the top four local authorities in the country, leading Sensory Services, especially around the Care Act.

The key motivation for me was witnessing social injustices, first hand, as an Asian Muslim Deaf Woman. I believe the key to empowerment for those who are marginalised, is having access to information.

In my voluntary capacity, I founded a charity “Deaf Parenting UK” in 2001, the first of its kind run by deaf parents for deaf parents. I also wrote a book “Pregnancy & birth, a guide for deaf women” in 2004, based on meeting deaf women who shared their experiences with me. I found these extremely useful when I gave birth myself in 2006 and consequently had a positive experience. As a deaf parent with three children, I believe I use my knowledge, understanding and insight in helping overcome discrimination experienced by deaf people. I endeavour to challenge stereotypes about deaf people and their ability to succeed in their chosen field.

10 Theme 2 - Advancing Equality of Opportunity An organisation that promotes and practices inclusivity and Our workforce data for 2018-19: Age acts upon diverse opinions and has a workforce where • Employees aged between 40-59 make up Workforce Representation Apprenticeships 2018 Staff Survey individuals are valued and are proud to work in Hertfordshire. Workforce Representation Apprenticeships 2018 Staff Survey 51.5% of our workforce. The proportion of under 25s and the 60+ age group has Our staff are our key asset.There are robust policies and procedures increased. Engagement scores (as measured 72% Under 20 Engagement 72% Under 20 Engagement in place to ensure staff are not discriminated against in any way 4.5% Under 25 From 5.2% 36.0% Under 25 Score by responses to the 2018 Staff Survey) for 4.5% Under 25 From 5.2% 36.0% Under 25 Score 80.8% 25-59 From 80.9% 64.0% 25-59 71% 60+ Engagement Score 80.8% 25-59 From 80.9% 64.0% 25-59 71% 60+ Engagement Score and that they have equal opportunities for progression, promotion 14.7% 60+ From 14.0% 0% 60+ (HCC 69%) both the under 20s and 60+ groups are higher 14.7% 60+ From 14.0% 0% 60+ (HCC 69%) and have appropriate guidance to carry out their job. Our People than the council departments’ average. This Strategy sets out a framework for people management which year, an employee menopause group has Top 5% Earners Face to Face Learning Turnover provides leaders and managers with an overarching approach to been developed further and we will continue to Top 5% Earners Face to Face Learning Turnover guide our strategic workforce planning decisions. explore and support sourcing options, such as

Voluntary (HCC 12.9%) careers fairs, to attract younger people into Voluntary (HCC 12.9%) 22.4% Under 25 From 22.0% Under the Equality Act 2010 (Gender Pay Gap Information) 22.4% Under 25 From 22.0% 15.3% 60+ From 17.4% the organisation. 15.3% 60+ From 17.4% 0% Under 25 5.3% of all delegates Under 25 Regulations 2017, all public sector employers were required to 0% Under 25 5.3% of all delegates Under 25 86.6% 25-59 83.4% of all delegates 25-59 Compulsory (HCC 2.8%) 86.6% 25-59 83.4% of all delegates 25-59 Compulsory (HCC 2.8%) 13.4% 60+ 11.2% of all delegates 60+ 20.3% Under 25 From 10.4% publish annually calculations showing their gender pay gap. Based 13.4% 60+ 11.2% of all delegates 60+ 20.3% Under 25 From 10.4% 2.9% 60+ From 3.6% • 32.4% of the council workforce have declared Caring Responsibility 2.9% 60+ From 3.6% on a snapshot of data taken on 30th March 2018, we are proud that Caring Responsibility

a caring responsibility (including parenting) Page 6 of 20 Page 6 of 20 the data indicates that there is a very small negative gender pay gap Workforce Representation Apprenticeships 2018 Staff Survey and this group have a higher representation in Workforce Representation Apprenticeships 2018 Staff Survey of -0.9% making on average our female employees’ gross hourly the top 5% of earners. This group have a high earnings higher than those of our male employees. engagement score (as measured by responses to our 2018 Staff Survey) and their turnover 32.4% have a Caring 72% Engagement Score is lower than the council average, indicating 32.4%Responsibility have a Caring 16.3% have a Caring 72% Engagement Score ResponsibilityFrom 32.8% 16.3%Responsibility have a Caring From 69% (HCC 69%) stability. They have a lower representation on From 32.8% Responsibility From 69% (HCC 69%) apprenticeships although they access both face to face and e-learning. National Carers Top 5% Earners Face to Face Learning Turnover Week in June was used as a platform to Top 5% Earners Face to Face Learning Turnover promote resources and support available Voluntary (HCC 12.9%) for carers. Voluntary12.1% have (HCC a Caring 12.9%) Average Attendances per Responsibility12.1% have a FromCaring 11.4% personAverage 4.6 Attendances have a Caring per Responsibility From 11.4% 49.9% have a Caring personResponsibility 4.6 have (HCC a Caring 4.7) Compulsory (HCC 2.8%) 49.9%Responsibility have a Caring 35.3%Responsibility of all delegates (HCC have 4.7) a Compulsory1.5% have (HCCa Caring 2.8%) Responsibility 35.3%Caring of all Responsibility delegates have a Responsibility1.5% have a Caring From 1.6% Caring Responsibility Responsibility From 1.6% Page 8 of 20 Page 8 of 20

11 Disability Disability Workforce Representation Apprenticeships 2018 Staff Survey • The proportion of staff declaring a disability Workforce Representation StaffApprenticeships groups/networks/employee2018 Staff Survey support has continued to increase, from 6.3% to 6.6%, but remains below the 2011 Census figure • We have increased our engagement with employee staff groups of 8.7% of the Hertfordshire population living by encouraging them to get involved in influencing policies and working practices67% as Engagement well as Score supporting each other. For with a long-term health problem or disability. 67% Engagement Score 6.6% Disabled From 6.3% example,8.1% Disabled the Autism Employee From 64% (HCC Forum 69%) reviewed our HR Learning Disabled staff have a high representation 6.6% Disabled From 6.3% 8.1% Disabled From 64% (HCC 69%) among apprentices and the top 5% earners and Development pages to ensure easy to read guidelines are followed. We engaged with employees with varying disabilities in the council. Their engagement scores (as Top 5% Earners Face to Face Learning Turnover measured by responses to our 2018 Staff Top 5% Earners Faceand to Face the Learning LGBT+ staff networkTurnover to update our data recording options, Survey) are lower than other groups and are so we can better use data to understand employee statistics.

being reviewed by council department Equality Voluntary (HCC 12.9%) • Having and encouraging12.6%Voluntary Disabled open (HCC From12.9%)conversations 11.3% at work is an Action Groups to determine appropriate Average Attendances per 12.6% Disabled From 11.3% 7.6% Disabled personAverageimportant 5.1 AttendancesDisabled (HCC aspect per 4.7) of staffCompulsory wellbeing. (HCC 2.8%) For us allowing people to be actions. Last year was an active year 7.6% Disabled person7.7% of 5.1all delegatesDisabled (HCC Disabled 4.7) 4.4%Compulsory Disabled (HCC From 2.8%) 2.9% supporting disabled employees and raising 7.7%who of all delegates they Disabled are at work4.4% is Disabled paramount From 2.9% as it encourages an open dialogue and aids understanding toPage 10a of wider20 group. During Mental awareness, and an Autism Employee Forum and Page 10 of 20 Race employee Hearing Loss Network were newly established. HealthRace Awareness Week we had employees sharing stories of their experiences, challenges and support they received Workforce Representation whenApprenticeships having a mental2018 illness. Staff Survey 96 managers, from areas of the • The proportion of Black, Asian and Workforce Representation Apprenticeships 2018 Staff Survey Minority Ethnic (BAME) staff across organisation where mental health absence is high, were also council departments continues to increase, trained in Mental Health First Aid to ensure they have the tools to recognise the symptoms and provide support early. from 13.9% in 2018 to 14.5% in 2019. This 78% Engagement Score 78% Engagement Score remains above the BAME economically active 14.5% BAME From 13.9% 19.8% BAME From 72% (HCC 69%) population in Hertfordshire of 12.6% (2011 14.5% BAME From 13.9% • To 19.8%help BAME raise Religious Awareness From 72% (HCC 69%) of our staff some of our Muslim Census). Turnover levels are higher than employees ran Islam Awareness sessions during Ramadan at our Top 5% Earners Facemain to Face sites. Learning The sessionsTurnover were attended by a number of staff who the county council average so this will be Top 5% Earners Face to Face Learning Turnover monitored. BAME staff are well represented wanted to understand and ask open questions about Islam. as apprentices, their engagement scores (as Voluntary (HCC 12.9%) measured by responses to our 2018 Staff 17.7%Voluntary BAME (HCC From 12.9%) 17.3% Average Attendances per 17.7% BAME From 17.3% Survey) are higher than the council average 12.1% BAME personAverage 5.3 Attendances BAME (HCC per4.7) Compulsory (HCC 2.8%) 12.1% BAME 19%person of all5.3 delegates BAME (HCC BAME 4.7) 5.4%Compulsory BAME (HCC From 2.8%) 2.8% and they have a higher representation as a 19% of all delegates BAME 5.4% BAME From 2.8%

proportion of the workforce in face to face and Page 12 of 20

Page 12 of 20 e-learning. 12.1% of BAME staff are in the top 5% earners in the council. We will continue to re-invigorate our BAME staff group this year, so it can develop as a representative voice and assist the council with increasing representation of BAME staff at more senior levels within the organisation.

12 Case study - Empowering our LGBT+ staff

i I’m Rob Bacon – Health HImprovement Lead (Public Health) and also Chair of LGBT+ Staff Group.

For me day-to-day, what matters most to the lesbian, gay, bisexual and transgender+ (LGBT+) people, and to productivity and staff retention, is feeling safe and supported to be yourself in the workplace. LGBT+ staff can face workplace discrimination on a daily basis, from homophobic slurs disguised as ‘banter’ to bullying and harassment. These instances are commonly exacerbated by the context in which they take place – heteronormative working environments where heterosexuality is promoted as the normal or preferred sexual orientation. The HCC LGBT+ staff group and its Yammer page play an important role in giving staff a voice, meet other LGBT+ staff, inform policy and share local events.

Over the years the LGBT+ staff group have run a number of events including information on LGBT+ adoption and staff sharing their ‘Coming Out’ stories during LGBT History Month. HR, the Equalities and Diversity Team and the support from the Diversity Board have been fundamental in making our ideas a reality.

This year we will be launching the LGBT+ Ally scheme. Supporters for LGBT+ people can sign up for a rainbow badge and lanyard. By having a visible presence in the workplace both staff and service users will feel safe to be themselves.

13 My Story

i, I’m Samuel Johnson, a project officer in the Improvement team. I’ve been with HCC for about a year Hand a half and am still inspired by how driven the staff are to providing the best services to the citizens of this county.

Joining the Black & Asian Minority Ethnic Support group was recommended by my colleague and I immediately saw the opportunity to grow and expand my network. It was a good starting place to speak to colleagues who were able to advise, learn about/from their journey or simply to just say “hi” and engage in conversations that one could relate to. The group meetings have a relaxed environment and the atmosphere is one where conversation and opinions are encouraged to be voiced regardless of subject matter. This would be my first time to join such a staff group within any organisation and I was really encouraged that HCC see this as a priority and support this group wherever necessary.

Whilst I see this group as an opportunity to grow my own network and understand how each department is contributing to the organisation’s strategic vision and how I can implement the knowledge gained from these meetings; I believe the group can contribute to the council’s equality and diversity related aspirations by its unique blend of people from different backgrounds, cultures and religion. The group provides that level of familiarity and could act as ‘initial ice breaker’ for new employees and also for those not so new.

There is huge potential for informal advice and guidance from group members with different seniority levels. Also, at times one just needs someone to converse with in a language familiar to them to express how they really feel and this group might be a great starting place. I believe that this group is best placed to provide support to its members and develop relationships both in the workplace and outside of work environment. For example, I’m part of a small group who meets every two to three months with the objective to enjoy good food and discuss, inspire and encourage each other to progress in their respective careers.”

14 Apprentices and internships Equality Act Standards, accessibility and SmartWorking

• This year we focused on helping to develop our Black Asian • We continue to be a Disability Confident Level 2 employer and Minority Ethnic (BAME) staff and increase younger staff and guarantee an interview for all applicants with a disability representation in taking up an apprenticeship. We recruited who meet the minimum criteria for the role. We also launched new and existing staff onto our apprenticeship programmes communications during various national disability awareness across the organisation, 19.8% of those apprentices were campaigns with employees with disabilities sharing their positive BAME staff and 36% were under 25. experiences of working here to encourage applicants with disabilities to apply. We recently carried out Access Audits on a • We want to give our residents every opportunity to fulfil their number of our sites to ensure that our buildings are compliant potential so this year we will be working with our local colleges and accessible. to recruit young people with Learning Disabilities into our internship programme. As the largest employer in the county • Our SmartWorking we want to lead by example and employ the most diverse range programme continues to of staff possible. provide greater diversity in the way staff and teams deliver their roles. For many teams this includes varying the time, location and tools they use to deliver their service dependent on the needs of the business and their personal preferences. A key part of SmartWorking is to support and encourage a cultural shift toward greater recognition of the opportunities and benefits of allowing greater diversity in the way we work and, where applicable, allow staff greater autonomy. Central to this is identifying staff who require additional considerations to enable them to participate and manage in a SmartWorking environment. This includes ensuring special requirements are taken into account in office relocations and desk allocations as well as ensuring managers take into account and review their staff preferences and needs on a one- to-one basis.

15 Theme 3 - Fostering Good Relations An organisation that listens to and works with partners to reach mutually beneficial outcomes. Residents and stakeholders feel that they are empowered and enabled to make decisions.

• Hertfordshire Pride event continues to be a shining success. Hundreds of people turned up and joined the County Council to celebrate the LGBT community. The event took place in Cassiobury Park, where families and friends of all ages We work in partnership with a number of voluntary enjoyed a full day event of food, a funfair and live music. organisations and other public sector bodies to promote and foster good relations between communities. Some of our • Hertfordshire County Council, in partnership with Herts for partnership working includes: Learning supports and contributes to the Herts for Learning led Stonewall Education Index submission. Last year, the joint • Hertfordshire Compact Partnership Group is an online partnership was awarded ‘3rd’ rank on the index. Compact Forum; a wider group of people meeting biannually to discuss ideas, seek advice and share good practice and • The Hertfordshire Forward conference brings together all the key stories of success. agencies in the county to improve the quality of life and wellbeing of Hertfordshire residents. A presentation from the Hertfordshire • The Learning Disability Partnership meets quarterly to discuss Community Foundation at the conference highlighted that and raise awareness to improve the lives of people with in Hertfordshire in 2018 1 in 10 residents live in an area of learning disabilities and their families. deprivation, 30,000 children live below the poverty line, there were 8,290 reported cases of domestic abuse and 658 winter • The LGBT+ partnership is a quarterly forum to provide support deaths were attributed to poor living conditions. 25% of residents to the LGBT+ community. The partnership discusses varied also experience mental health problems at some point in their topics such as LGBT+ leadership and co-ordinates activities as lives and homelessness is on the rise. set out in the Government’s LGBT+ action plan.

• Government statistics suggest that there are roughly 36,000 • The Rural Loneliness Forum meets together quarterly to veterans in Hertfordshire (3.7% of the adult population). We find ways of reducing loneliness amongst older people continue to raise the issue of veterans needing to identify living in rural areas. The Forum discusses issues such as themselves as such to medical professionals through our poster transportation and the quality of broadband services in rural campaign to improve their health outcomes. areas and offers advice on ways of improvement.

16 Case study - Reynold Rosenberg, Chair of Herts Interfaith Forum

i, I’m Reynold Rosenberg and I set up the Herts Interfaith Forum with the County Council to allow District Inter Faith Groups to come Htogether to share problems and successes. It has grown into the central link between communities of faith across the county and the County Council.

We take issues of importance to the county and present them to the representatives of the Faith communities. In the last year we have welcomed the High Sheriff, the Year of Physical Activity and Affinity Water. The Forum also provides a channel for issues to be brought to the attention of the Council.

We provide information on the range of faiths in the county. These include a diary of festivals across the year and a matrix of information on the faiths used by the police, fire services and NHS.

For those Districts without an Inter Faith Group, I have presented to them the benefits of having an Inter Faith Group, ways to set one up and liaised with local officials to form one. A particular example is East Herts which had an isolated group in Bishop Stortford. With the help of Cllr Jonathan Kaye, we set up an active group around Ware, which also includes representation from .

The group meets to mark the Holocaust Memorial Day and faith festivals, bringing the community together across faiths.

Herts Inter Faith Forum with David Cansdale DL

17 Our strategy and aspirations from 2020 onwards

Hertfordshire County Council strategic drivers The organisation has set out the strategic priorities for the council. We will work to embed key principles of Equality, Diversity and Inclusion (EDI) into these:

• Developing Our People & Our Organisation Developing a new approach Embedding accountability and assurance We want to be a brilliant employer and Our current Equality and Diversity strategy It is important to note that under the Public lead by example, not just in Hertfordshire ends in 2020. Nationally, pressure groups Sector Equality Duty, as a public authority, but beyond. To do this we will make sure and Government have pushed ahead with we have a duty to ensure that we are development opportunities are available Diversity and Inclusion initiatives. Initiatives satisfied that services are meeting the to all our people and that our leadership have included reporting on the Gender equality duty. We continue to do this by are championing an organisation that has pay gap and more recently, reporting on monitoring our equality impact analysis and diversity and inclusion as part of its DNA. the Ethnicity pay gap. There has been a publishing our equality push to have greater representation and objectives. • Operational Excellence and Herts Fit for inclusion, particularly at board level, with the Future leading consulting firms publishing research Strengthen partnerships & engagement For Hertfordshire to grow well by reports that evidence a clear link between with community groups delivering services to an increasingly being an inclusive employer and greater Significant financial pressures have created diverse population, we need to employee wellbeing and productivity. challenges for both Local Government and understand what makes good the Voluntary and Community Sector at a communities through understanding the The business case for EDI time where demand on services continues challenges and promoting the benefits of Proven research (Delivering through to increase. By understanding the needs of a growing diverse population. diversity by McKinsey & Company) shows our most vulnerable residents we can look thatdiverse teams bring an advantage in to develop innovative solutions. • Delivering Transformation relation to increased customer insight and For Hertfordshire to deliver successful will help us meet the needs of an increasing Hertfordshire county council recognises outcome-based transformation, we will diverse Hertfordshire. Employees who feel that Equality, Diversity and Inclusion is an need to understand the impact of service valued are more likely to be engaged with integral part of the County Council’s core changes on communities and staff and increased productivity. functions. The council has set out a number ensure that a clear communication path is of priorities in relation to developing our developed to minimise adverse impacts. people & our organisation. The new strategy will embed the key principles of Equality, Diversity and Inclusion (EDI) into the wider councils’ objectives and priorities. 18 19