Equalities and diversity

Performance - promoting equal opportunities and inclusion and reducing inequalities

Service overview

We recognise that mainstreaming equalities remains a challenging agenda and our business plan clearly sets out our commitment to promote equal opportunities and inclusion and work towards reducing inequalities between the most disadvantaged groups and communities and the rest of society. 

A snapshot of performance information in this respect is outlined below. 

Equal opportunities

The delivery of quality services is dependent on a trained and motivated workforce, and policies should reflect commitment to equal opportunities. This indicator provides a picture of the current gender balance in more senior posts, helping to identify areas of potentially unfair or discriminatory practices as well as providing a baseline for measuring improvement over time.

Highest paid 2%

IndicatorActual 2010/11Actual 2011/12Actual 2012/13Actual 2013/14Actual 2014/15Actual 2015/16Actual 2016/17Actual 2017/18Actual 2018/19
equal opportunities - % of women employees in top 2% of all employees36.9%39.9%44.4%45.6%47.3%51.1%50.2%53.9%56.3%
  • As at the end of the year, 56.3% of the highest paid 2% of earners among council employees are women (125 out of 222). This is a higher figure than the previous year - 53.9% (for 111 out of 206 employees). 

Highest paid 5%

IndicatorActual 2010/11Actual 2011/12Actual 2012/13Actual 2013/14Actual 2014/15Actual 2015/16Actual 2016/17Actual 2017/18Actual 2018/19
equal opportunities - % of women employees in top 5% of all employees46.1%51.0%53.3%54.2%55.3%59.8%59.2%60.3%61.0%
Scotland comparisons46.3%48.5%48.7%50.7%51.7%51.9%52.9%54.6%55.8%
Family group comparisons46.3%48.9%50.8%53.1%53.4%53.7%54.3%55.9%55.2%
  • From 2010/11 to 2018/19 the percentage of women in the top 5% of earners across all councils in Scotland has increased from 46.3% to 55.8%.  However, the range across councils is wide, from 24% to 68%, with rural councils reporting lower rates.
  • In North Lanarkshire, this indicator has seen a year on year increase and in 2018/19, 61% of the highest paid 5% of earners among council employees are women (317 out of 520). This is a higher figure than last year (60.3% for 311 out of 516 employees) and is above the national average of 55.8% and also our family group average of 55.2%.  
  • All recruitment within the council is made on merit in line with the Local Government and Housing Act 1989.  As such, the council does not set targets for this indicator.  However, the council ensures that all employees in the organisation have equal access to development opportunities and are given the opportunity to progress in their career regardless of any protected characteristic.

Gender pay gap

The above measure reflects the progress which has been made in relation to gender equality in senior positions.  As there is also a need to capture progress across the wider workforce a measure on the gender pay gap has been introduced.  This represents the difference between men's and women's earnings and is a key measure under the Public Sector Equality Duty.

This measure takes the average hourly rate for female employees and divides this by the average hourly rate for male employees; the % result shows the pay gap between female and male employees. 

IndicatorActual 2015/16Actual 2016/17Actual 2017/18Actual 2018/19
% gender pay gay8.2%6.7%4.0%4.7%
Scotland comparisons4.5%4.2%3.9%4.0%
Family group comparisons2.6%2.0%1.8%3.1%
  • In 2018/19 the average gender pay gap across all councils in Scotland was 4%, reducing from 4.5% in 2015/16.  The gap across all councils ranges is relatively wide, ranging from -3.6% to +14.4%, with rural areas reporting wider gaps on average.
  • In North Lanarkshire, the gap has reduced from 8.2% in 2015/16 to 4.7% in 2018/19.  This represents a 17% increase in the hourly rate of pay for females compared to a 12.6% increase in the hourly rate of pay for males and means that the gap between the average hourly rate for males compared to females is reducing.

The above performance information represents a subset of North Lanarkshire's performance in terms of equalities; this represents those performance measures that can be compared across all councils in Scotland through the Local Government Benchmarking Framework (LGBF).

Our family group comprises councils with whom our performance is most comparable in terms of demographic conditions. 

For these indicators our family group comprises eight of the most densely populated council areas in Scotland - Aberdeen City Council, Dundee City Council, East Dunbartonshire Council, City of Edinburgh Council, Falkirk Council, Glasgow City Council, West Dunbartonshire Council, and North Lanarkshire Council.

Access to employment opportunities

We aim to go beyond the statutory duties that are placed on us to ensure our policies and practices are inclusive, eliminate discrimination, and promote equality. These indicators demonstrate access to employment opportunities.

IndicatorActual 2011/12Actual 2012/13Actual 2013/14Actual 2014/15Actual 2015/16Actual 2016/17Actual 2017/18Actual 2018/19
applications for vacancies from applicants with a disability:        
% applying for posts1.36%3.36%4.45%6.70%2.01%4.15%4.05%5.77%
% applicants interviewed2.36%15.05%5.75%8.87%2.92%5.09%5.35%6.05%
% applicants successful1.91%2.07%3.95%3.59%1.19%3.23%2.09%3.53%
applications for vacancies from ethnic applicants:        
% applying for posts1.65%2.18%2.93%3.68%2.51%3.15%2.78%3.17%
% applicants interviewed1.36%2.37%2.54%2.79%1.79%1.95%2.01%2.59%
% applicants successful1.39%2.19%1.81%1.42%0.92%1.56%1.11%1.32%
  • During 2018/19, we received 18,028 applications for vacant posts within the council, compared to 9,537 applications in the previous year.
  • There were 1,040 (5.77%) applications received from applicants with a disability and 571 (3.17%) from ethnic applicants.
  • From 5,440 interviews to fill vacancies, 329 (6.05%) interviews were with applicants with a disability, and 141 (2.59%) of these were with ethnic applicants.
  • From the 1,444 successful applicants, 51 (3.53%) of these were applicants with a disability, and 19 (1.32%) were ethnic applicants.

Public access

This indicator reflects the extent to which our buildings are compliant with Part 3 of the Disability Discrimination Act 1995.  This is required to ensure that any physical feature of a council building (that makes it impossible or unreasonably difficult for disabled people to make use of a service) is subject to appropriate adaptations, or alternative service delivery arrangements, to enable access for the purpose of service delivery.

This indicator is expected to show an improving trend over time as a higher proportion of buildings are assessed and relevant adaptations are made.  Nevertheless, it is recognised that not all buildings are capable of being modified or adapted to meet the accessibility standards and therefore councils are unlikely to be able to report that 100% of buildings are accessible.

IndicatorIdeal directionActual 2012/13Actual 2013/14Actual 2014/15Actual 2015/16Actual 2016/17Actual 2017/18Actual 2018/19 and progress statusTarget 2018/19
public access - % council buildings, public areas, suitable for, accessible to disabled peoplePerformance arrow - up 54.2%62%70.0%76.1%82.8%85.2%

83.1%

Performance status - blue

68%
  • Out of 65 buildings there were 54 (83.1%) suitable for, and accessible to, disabled people in a manner that wholly meets the standard. This is a similar figure to last year when there was 85.23 (for 52 out of 61 buildings).
  • The council has a targeted capital programme to specifically address outstanding works within public buildings which require to be undertaken to make buildings DDA compliant; by carrying out the works the indicator has improved.  The indicator is also influenced by the council closing or opening any public building.  This targeted strategy has led to a year on year increase in the number of public buildings meeting the standard.

What the council is doing to improve services

The council has achieved the status of Disability Confident Leader - the first in Scotland to do so due to an approach that actively attracts and recruits disabled people and provides a fully inclusive and accessible recruitment process.

Further development of our Supported Employment Service has ensured that opportunities are provided for people with learning disabilities, mental health issues and acquired brain injuries to gain and sustain paid employment.

Further information, required by the Equality Act 2010 Public Sector Equality Duties, is available on our website - Mainstreaming Equality 2017

This includes our commitment to improve equalities through our mainstreaming equality report, equality outcomes performance framework, employment information, and equal pay policy statement.

Further information

Local councils provide a wide range of services for their communities; the online data tool, My Local Council, provides further information and comparisons on these services to show how councils across Scotland are performing.

Key to symbols
Ideal directionProgress status
The ideal direction of an indicator is the way we aim to see performance results change over time.  The two options are as follows:We assess the progress of our indicators by comparing the latest performance results to target.  The traffic light system used to assess progress is noted below:
Performance arrow - up
  • high figures are good for this indicator
  • we aim to see an upward trend
Performance status - green
  • performance is on target and/or within the acceptable thresholds
Performance arrow - down
  • low figures are good for this indicator
  • we aim to see a downward trend
Performance status - red
  • performance does not meet the target set and is outwith the acceptable thresholds
  Performance status - blue
  • performance surpasses the target and exceeds expectations

For any queries, or further details regarding the performance information on this page, please contact the Business Solutions team.
 

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