Agenda item

Report outlining actions for the next three years.

Cabinet Member Angela Sandles and Pennie Walker introduced the report and answered the members questions with Lisa Knight-Davies and Rory Clifford:

The Cabinet Member stated the Council is a Disability Confident Level 2 employer, committed to inclusive recruitment and supporting disabled people, guaranteeing interviews for qualified disabled applicants, offering reasonable adjustments, and providing mandatory equality and disability training, occupational health, and colleague support networks. She highlighted regular review and continuous improvement, with Pennie Walker as the scheme lead. 

Pennie Walker outlined progress in embedding inclusive practices, strengthening manager and workforce awareness, developing colleague support, and partnership working to widen employment access. She noted updates to work experience and well-being policies, collaboration with Job Centre Plus, expanded disability data collection, and improved accessibility at County Hall. She emphasized ongoing improvement, challenges in workforce data and employment pathways, and actions for regular review and accountability. 

Questions: 

Is there a time limit for completing actions described as “looking into” or “exploring” within the employer evidence template? 

All actions are expected to be completed by the end of the council’s three-year Disability Confident membership period, with the ambition to achieve Disability Confident Leader status. The council has committed to a broader range of actions than the minimum required and aims to have all actions in place by the deadline.

Do pay commitments apply to those involved in the Disability Confident scheme? 

All council employees, disabled or not, are paid according to their role and pay grade, with no difference in rates. 

How does the council support employees who develop long-term conditions or disabilities later in their working lives? 

The Council is aware of the changing and aging workforce, has updated internal systems to capture when employees become disabled during their employment, and is actively gathering information to offer appropriate support as circumstances change. The Council is working with workforce data and new tools to track age and health changes over time, aiming to adapt and flex support throughout employees' life cycles, not just at a single point in time. 

How does the council support employees who wish to work beyond retirement age? 

The Council aims to enable all colleagues to maintain a good work-life balance for as long as they wish to work, uses data to understand workforce demographics, and offers options like internal work experience to help employees transition to different roles if needed, ensuring continued purpose and wellbeing. 

Is Access to Work support still available for employees who develop long-term conditions and need to change roles? 

Access to Work support remains available through the Department for Work and Pensions. However, there are significant delays for individuals applying after starting employment. Internal work experience opportunities provide an additional layer of support and do not replace existing HR policies on reasonable adjustments or redeployment. 

Do outside organisations in Monmouthshire contact the council for guidance on the Disability Confident scheme, and what is gained from this relationship? 

The Council is working with other organisations and the DWP to involve more local employers in the scheme, aiming to be a leader and example of good practice. 33 Disability Confident employers have been identified in Monmouthshire; a survey has been conducted to understand their needs, and found requests for more support and resources. There are ongoing efforts to liaise with businesses and support individuals with disabilities into employment through government-funded programs. 

How do staff without computer access receive training and information about development opportunities? 

The Council is introducing Page Tiger, an app allowing staff to access training via mobile phones, and that face-to-face training will be offered for frontline staff. Training completion is monitored, and support for both physical and mental health, including initiatives for neurodivergent staff, is being strengthened. Mandated training is delivered face-to-face for frontline colleagues, with about 80% completion, and these sessions also help improve digital skills. 

How accessible is the council’s training platform, Thinqi, to members and staff? There are concerns Members are unaware of the platform.

Concerns regarding awareness and use of the training platform are noted. Further promotion and support are recommended to ensure wider engagement and understanding of available learning opportunities, while any issues should be flagged to John Pearson (Local Democracy Manager). 

Chair’s Summary: 

The Chair thanked committee members and acknowledged the importance of tracking progress over the next few years. She noted the value of receiving evaluation and feedback from a range of colleagues within the Council. She expressed appreciation for the team's attendance and contributions, emphasizing the significance of ongoing improvement and monitoring.