Person responsible for managing the assessment

HR & Learning Adviser

Name and brief description of the service / policy to be assessed

Recruitment & Employment.

Recruitment & employment is an area of work split into strategy and operational.  Operational activity is undertaken by central administration.  Strategy by two specialist HR staff.

Objectives of the service/policy to be assessed

The HR specialist staff objectives are to –

• Develop policy and procedures to enable effective recruitment and employment in HBC
• Provide advice and support

The recruitment admin objectives are to –

• Provide a service enabling the effective recruitment of staff.
• Deliver a service in accordance with policy, procedures and legislation

Baseline/monitoring data 2006/07

All employees who use recruitment services.

All applicants for jobs with HBC

Service/policy outcome evaluation

Addressed via:

• Internal liaison such as advice meetings
• Staff satisfaction surveys
• Monitoring mechanisms such as BVPIs

List of main stakeholders/beneficiaries

• Officers
• Partners (other Local Authorities, Capita etc)
• Third Party suppliers (advertising)
• Potential employees

How representative is the ‘stakeholder’ list above?

100%

Who benefits from the service/policy?

All the above.

In what area are there concerns that the policy could have a differential impact

Race √

Disability √

Gender

Age √

Religious beliefs √

Sexual Orientation

Please explain for each of the target equality groups, but in particular race, disability and gender:

Areas of concern that the service/policy could have a differential impact  

Race – communication in different languages and enabling input from all areas of the workforce and potential employees.

Disability - access to interviews and documentation e.g. large print fonts, physical access to Civic Offices, audio and visual aids at interview.

Gender – None

Age – Staff believing that X years of work experience is necessary in job descriptions

Religious Beliefs – Holding interviews on dates or times inconvenient to sections of the community.

Sexual Orientation – None

Differential impact

Lack of access to services.

Loss of potential employees.

Communicating in variety of ways to maximise impact and promote services.

Lack of publicity material in native languages.

Reasons for any differential impact

Policy and procedures need updating

Poor communication at organisation level.

Staff not able to realise the potential discrimination issues.

Are there any barriers to opportunities or access for some groups?

Potential for cultural and language barriers.

Complaints data

No complaints have been received on equality issues.

Are there disadvantages caused by discrimination?

No

Are there opportunities to better promote service/policy inclusion?

Via a thorough review of policy/process, training and learning for staff. 

Have you undertaken any consultation?

None taken yet – policy and process subject to staffing matters consultation and union routes.

Consultation outcomes

Informed policy, procedures and practice

Assessment conclusion

The service is not considered to be discriminatory in its practice and does comply with the law, however we could develop it to be further inclusive.  It is an internal service that supports the workforce.  Customer satisfaction surveys must include references to equalities.

Monitoring timetable

To be reviewed in HR workplan.

Please ensure that you have provided as much evidence as possible to support the responses you have given.

Additional Comments

Recruitment is underpinned by equality legislation and best practice.  Many checks are in place to ensure that we do not discriminate or unfairly disadvantage potential employees.  Where we are under-represented, positive action measures could be considered. eg. I believe we should aspire to obtain the 2 ticks disability award scheme

Signed:  HR & Learning Adviser                                                    (Completing Officer)

Signed: Head of Organisational Development                            (Head of Service)

Date:  20^th Aug 2007