Equality Information

We collect information to make sure that our services and employment are provided fairly

 Equality Information
South Somerset District Council is committed to equality of opportunity, both in the delivery of its services and as our role as an employer. We believe that all people have the right to be treated with dignity and respect. We are committed to the elimination of discrimination and we are determined to ensure that all of our customers and employees receive fair and equitable treatment. One way of doing this is by monitoring those accessing our services and those we employ                                                                                                    

Equality Act 2010 Specific Duty

One of the specific duties that the Equality Act requires us to do is to:

Publish equality information annually:

  • Information about people affected by our policies and practices
  • Information about our staff
  • Produce information in a manner that is accessible to the general public

For more information on how our policies and practices may have an impact on different protected groups, please see our Equality Analysis

    

What is equality monitoring?

Equality monitoring is one process we use to collect, analyse and use data. The information is confidential and used only for monitoring purposes. No personal information, such as a name or address are used in collating statistical data.

  

Who is monitored?

Some users of our services and staff.

 

Why do we monitor?

The council has a legal duty to ensure that both employment and services are provided fairly. Equality monitoring can indicate whether we are offering equality of opportunity to all groups and can help us to make changes based on facts rather than assumptions.

 

Publishing of data

Publishing and using equality information is a requirement under the Specific Duties of the Equality Act 2010. It will help the council demonstrate compliance and concentrate efforts on the most important equality issues and enable progress to be monitored.

By gathering and using equality information it will help us to:

  • understand the effect on equality of our current and proposed policies
  • identify what the key priority equality issues are for the council
  • set the most appropriate equality objectives

 

The publishing of equality information is an ongoing process, we will regularly be updating information.

 

How to search for information within a PDF file

Equality Information - Employment

South Somerset District Council (SSDC) Workforce Profile

 

General Information

  • Full time equivalent (FTE) number of emloyees = 456
  • Headcount = 53

 South Somerset District Council is also the employer for the following:
Name of organisation                        FTE Number of emloyees             Headcount       
South West Audit Partnership      54.7     59
Yeovil Crematoriam and Cemetery      10     12

 

Profile of staff by employment and type

SSDC

Profile of Protected Characteristic: Sex

SSDC staff gender

 

Yeovil Crematorium and Cemetery Staff

Profile of Protected Characteristic: Sex

Crem staff breakdown

 

 

South West Audit Partnership

Profile of Protected Characteristic: Sex

 

SWAP staff breakdown

 

 

 SSDC

Profile of Protected Characteristic: Religion or Belief                                                                                                                          

SSDC staff religion or belief

 

Yeovil Crematorium and Cemetery

Profile of Protected Characteristic: Religion or Belief

Crem religion or belief

 

South West Audit Partnership

Profile of Protected Characteristic: Religion or Belief

SWAP religion or belief

 

 

SSDC

Profile of Protected Characteristic: Disability
SSDC disability

 

Yeovil Crematorium and Cemetery 

Profile of Protected Characteristic: Disability

Crem disability

South West Audit Partnership

Profile of Protected Characteristic: Disability

SWAP disability

 

 SSDC

Profile of Protected Characteristic: Ethnicity                                    

 

SSDC BME                                                                                                                                                        

Yeovil Crematorium and Cemetery 

Profile of Protected Characteristic: Ethnicity

  

 Crem BME

South West Audit Partnership

Profile of Protected Characteristic: Ethnicity

SWAP BME

Equality Information Councillors                                                                                                                                                           

   

Councillors

Profile of Protected Characteristic - Sex

Cllr sex

      

Councillors

Profile of Protected Characteristic - Disability

 

 

Cllr disability

 

Councillors

Profile of Protected Characteristic - Ethnicity

Cllr BME

Councillors

Profile of Protected Characteristic - Age

Cllr age

 

Wider Employment Information - Occupational Segregation

Services with over 70% of one sex

  • Human Resources - predominantly female
  • Revenues and Benefits - predominantly female
  • Street Scene - predominantly male
  • Fraud and data - predominantly female
  • Customer Focus Support - predominantly female

Management Board Profile (Tier 2 and 3)

Female - 4

Male - 4

 

Recruitment

% of employees in last 12 months:

Female - 56.25%

Male - 43.75%

 

Return to work by Women after Maternity Leave

94.74% of women return to work at SSDC following maternity leave

   

Number of Discrimination complaints

There have been no reported discrimination complaints in the last 12 months

   

Top 3 reasons for leaving SSDC employment

In the past 12 months the top 3 reasons for leaving SSDC employment have been:

  • Redundancy
  • Other employment
  • Retirement

 

Training and Development

% by Sex who completed Institute of Leadership and Management development courses in the past 24 months:

53.25% - female

46.75% - male

  

Pay and Remuneration

In 2007 SSDC introduced a job evaluation scheme and evaluated all posts to ensure that for salary purposes, posts were remunerated without a gender bias.  An equal pay assessment was carried on the results of the evaluation.

 

Staff Surveys

An employee survey is carried out every 2 years and the cumulative results are published and are available to all employees and Trade Unions.

 

Median Pay Ratio

The median pay ratio is the ratio between the average median salary in the organisation and its highest paid member of staff, (full time equivalent salary). Note: For SSDC we have used the salary of the full time equivalent for the Chief Executive for the ratio. As a shred Chief Executive, SSDC only contributes 50% of the salary cost.

The ratio for SSDC is: 5.3