Aims of the strategy
As part of the formation of the Dorset Council Unitary Authority on 1 April 2019, a review of the pre-existing Parking Services Teams (Dorset County Council and Dorset Council’s Partnership) is necessary to ensure that it is able to meet the needs of the business as a fully converged team and be fit for purpose.
This process will also seek to address the statutory requirement to consult with all employees , trade unions and regarding potential changes to the structure, pay and grades, appointments, and a potential centre-of-duty location change for some employees depending on the outcome of the post-preferencing exercise.
Any changes to pay and grading will take account of any pre-existing contractual arrangements that are in place due to due previous TUPE obligations.
The parking team is currently based over two sites, one at Charminster and the other at the Marabout Estate. Any changes may see some employees move from one location to the other and vice versa but in some cases there will no changes at all.
Background to the proposal
Post amalgamation through LGR on 1 April 2019 the Parking Services Team needs to consider its structure to ensure that best value is delivered, continuous improvement is ongoing and that it is fit for purpose in meeting the demands and challenges provided by a combined On and Off-Street Parking Team and the unforeseen outcomes of absorbing tasks such as car park asset management, inspection and repairs that were previously managed by colleagues in the district council estates teams.
As a result of the convergence after the LGR and this change management exercise, there will be a net reduction in posts from 15 to 12 and some new roles will be created to enable the team to become more fit for purposes in delivering the service required.
Intelligence and Communication
Data, information, evidence and research used and how it has influenced the decision-making process
Some equality data on the group affected is available through Dorset Council’s HR reporting systems (DES).
It should also be noted that the information in DES is reliant on employees populating these fields themselves and as this is not mandatory; there are some instances where no information has been recorded, the individual has chosen not to provide such information or Dorset Council does not presently ask for this data. As part of this ongoing process there is opportunity to gather additional data where necessary.
Where equality data is available this is shown under each of the characteristics. Some data is unknown as this is not recorded or collected.
15 employees are included as part of the proposed change management process.
The data shows a range of age brackets, with 60% being over the age of 50. It is unclear at this stage whether the review will have an impact on those within the different age groups.
There is potential for compulsory redundancies as part of this consultation and statutory payments will be made where required. Consideration has also been given to the Exit Pay Cap regulations and this will be discussed with any employee submitting a request for voluntary redundancy or where compulsory redundancy may apply. Based on initial assessment, it is unclear whether or not this will impact on any employee within this group.
The exit pay cap regulations were introduced by the publication of the Reforming Local Government Exit Pay Consultation:
The Dorset County Pension Fund will not be able to process pension estimates where the leaving date is after 30 November 2020. Therefore, if aged 55 or over and are interested in voluntary redundancy, employees are asked to email Tracy Scott, Senior HR Consultant.
See Reforming local government exit pay
Full and part-time details not included under a separate characteristic and are as follows:
- 13% part time
- 87% full time
The impact upon this group at this time is currently unclear.
Consideration will be given to any characteristics not recorded or any individual concerns where employees wish to discuss details further. The Service Manager has made it clear to the affected employee group that individual meetings can be arranged throughout the consultation process and this is re-iterated in the Monday morning briefing note which is shared.
Engagement or consultation that has taken place as part of this equality impact assessment (EqIA)
All affected employees are aware that a change management process is pending. This has been discussed as a team and during one-to-one meetings with all individuals concerned.
Affected employees will be given the opportunity to respond to the proposals as part of the statutory requirement to consult in accordance with relevant Employment Law.
The relevant timeline is available within the Change Management document that was shared with the employee group and Trade Unions.
Feedback
As part of the statutory timelines for consultation all affected employees will be formally notified of the final proposals and team structure at the conclusion of the consultation period.
A consultation meeting was held with the employee group on Friday 30 October 2020 and the consultation will run until 15 December 2020.
Assessment
Impacts of the strategy
| Impacts on who or what | Effect | Details |
|---|---|---|
|
Age |
All employees will be treated equally regardless of age. There is a higher profile of older employees, but no reason why they should be adversely affected. Could become a resilience issue in the future for the team if employees leaving as a result of this change management process are those with the most knowledge and experience.
As part of the consultation exercise all employees have been signposted towards the relevant support mechanisms which are provided by Dorset Council such as the Learning Portal and the Wellbeing Team. |
|
|
Disability (including physical, mental, sensory and progressive conditions)
|
67% of employees directly affected have recorded a status of ‘not disabled’. 6% have a recorded a status of prefer not to say and the remaining 27% are unknown. The consultation will provide an opportunity to share further information. All employees will be treated according to their individual needs regardless of their disability status however, if someone should declare a disability during the consultation - reasonable adjustments will be made to enable them to fully participate in the process and post the outcome of the process, so any adjustments/adaptations will be implemented. |
|
|
Gender reassignment and gender identity |
No information has been declared as Dorset Council does not ask for this data, as such we are not able analyse as to whether there would be impact at this present time. However, all employees will be treated equally regardless of gender and the consultation is an opportunity for anyone to share any equality data. |
|
|
Pregnancy and maternity |
Currently there are no employees on maternity, paternity or adoption leave but would be considered should this be revealed or discovered as part of the process. |
|
|
Race and ethnicity |
93% White British 7% Any other White Background Employee data shows the majority of employees are White British. All employees will be treated equally regardless of race or ethnicity. It is not thought that there will be any implications for employees and their ability to fully engage because of a language barrier but the service manager has been open with the affected employee group and asked them to come forward should any particular difficulties present themselves. |
|
|
Religion or belief Sexual orientation |
We have insufficient data at this present time to analyse this however all staff will be treated equally The consultation is an opportunity for employees to share any equality data. |
|
|
Sex (consider both men and women) |
There is a strong representation of both male and female employees; 60% being female and 40% being male. It is not thought that either sex will be disproportionally affected in any adverse way. |
|
|
Marriage or civil partnership Rural isolation Armed Forces communities |
No impacts have been identified. |
|
|
Carers |
It is unknown if any employee has caring duties. The Council offers flexible working conditions and opportunities for part time hours or personalised working patterns. All employees have the right to request such arrangements and this has been communicated to the employee group. |
|
|
Single parent families |
No impacts have been identified. Where employees have any childcare issues or concerns, they will be supported with the Council’s flexible working conditions and opportunities for part time hours or personalised working patterns. All employees have the right to request such arrangements and this has been communicated to employees. |
|
|
Social and economic deprivation |
Advice will be available for employees to fully understand any changes to their terms and conditions. Council policies exist to mitigate negative impacts and individual discussions have been offered to the affected staff group to talk though any concerns or implications. |
Key to impacts
| Type of impact | Description of impact |
|---|---|
| Positive impact |
The proposal eliminates discrimination, advances equality of opportunity and/or fosters good relations with protected groups. |
| Negative impact |
Protected characteristic group(s) could be disadvantaged or discriminated against. |
| Neutral impact |
No change/ no assessed significant impact of protected characteristic groups. |
| Unclear |
Not enough data/evidence has been collected to make an informed decision. |
Action Plan
| Issue | Action to be taken | Person(s) responsible | Date to be completed by |
|---|---|---|---|
|
Sex, Carers |
It is difficult to assess whether any individual employees are affected by the potential outcome of the re-structure in terms of the positions being shown as full-time hours. In order to mitigate against this possibility, the change management document is clear that any of the affected team may express a preference for a role on a part-time or job-share basis. Decisions on appointment will be made on ability, and then operational requirements for that particular role. |
Paul Hutton |
N/A |
|
Disability |
67% of the affected staff group have declared that they do not have a disability. Nevertheless any individual requiring additional support prior to any selection interview will be given the opportunity to request this and will considered as part of a reasonable adjustment under relevant employment law. At the point where any interview may be necessary, the affected employee group will be reminded of the opportunity to request any adjustments to the process which might be reasonable. Should any individual declare a disability post-appointment, all reasonable adjustments will be considered under relevant employment law. |
Paul Hutton |
N/A |
EqIA agreed by
| Role | Name | Date |
|---|---|---|
| Officer completing this EqIA |
Paul Hutton |
27 November 2020 |
| Equality lead |
Susan Ward-Rice |
11 December 2020 |
| Equality and Diversity Action Group Chair |
Rick Perry |
16 December 2020 |