This report follows up from the scrutiny challenge session on improving disabled and ethnic minority staff representation at the senior manager (LPO7+) level, which went to Overview and Scrutiny Committee (OSC) on 10 February 2016, and a subsequent report and action plan considered by OSC in September 2016. This report reviews the progress against the action plan. 

The Committee received a report that followed up from the scrutiny challenge session on improving disabled and ethnic minority staff representation at the senior manager (LPO7+) level, which went to Overview and Scrutiny Committee (OSC) on 10 February 2016, and a subsequent report and action plan considered by OSC in September 2016. This report reviews the progress against the action plan. 

The focus of the challenge session had been to explore ways in which the Council could improve ethnic minority and disabled staff representation at the senior management level (LPO7+). The objectives of the session was to answer the following questions:

·  Is there a perception of a glass ceiling for ethnic minority and disabled staff;

·  Are there any positive action schemes in place and if so, are they having an effect; and

·  How do we manage talent within the Council.

The questions and comments from Members on this report may be summarised as follows:

The Committee noted that:

• Noted that whilst the Council no longer has a Workforce to Reflect the Community Strategy or workforce diversity targets. The focus is now on ensuring that the Council has a workforce to serve the community. Therefore, although targets have been removed, there is still monitoring to keep under review performance in relation to protected characteristics;
• Noted that Tower Hamlets is second highest authority in London and in the top quartile with regards to top 5% of earners from an ethnic minority background;
• Noted that Tower Hamlets is the third highest authority in London and in the top quartile with regards to top 5% of earners with a disability;
• Queried how the Council is identifying staff for advancement and noted the Council’s adoption of a new talent management process for all staff to actively promote ethnic minority and disabled staff through all available communication channels. The Council are also looking at how it undertakes performance management on a regular and not an annual basis and a blended learning approach;
• Noted that the Council are looking to encourage talented junior staff;
• Noted that the Council is considering a gender/ethnic blind recruitment process;
• Was pleased to note that the Council are reviewing its recruitment processes and will be looking at barriers to recruitment and how it can do things better e.g.  Addressing Mental Health in the work place (Physical; Mental and Financial) and introducing mental health first aiders;
• Wanted to see the actual figures of disabled and ethnic minority staff representation at the senior manager (LPO7+) level, and not just the percentages;
• Felt concern that not enough was being done to address this issue and queried what plans the Council has in place to encourage staff to seek promotion and to support these staff once they get appointed? In response it was noted that the percentages in the report do provide a truer picture when comparing against others. Also at higher levels LBTH does better than other councils and the mentoring scheme was developed in conjunction with the Tower Hamlets BME forum;
• Noted that a scheme across London and with neighbouring boroughs has been considered, including secondments with high performing Local Authorities, such as Barnet; and
• Requested details of the numbers of disabled and ethnic minority staff that have left LBTH and turnover of staff in the top 5% grades in the past 2.5 years.

As a result of discussions on the report the Chair Moved and it was:-

RESOLVED

The Committee are asked to note the contents of the report.