Volunteering Policy - Equality Screening
S75 Equality And Good Relations Screening Form
| General Information |
| Service/ Function ☐ |
Policy/ Procedure ☒ |
Project ☐ |
Strategy ☐ |
Plan ☐ |
Guidance ☐ |
| Is this an existing, revised or a new function, service, policy, procedure, project, strategy, plan or guidance? Existing ☐ Revised ☐ New ☒ |
| Operational Area | Leisure & Development |
| Title | Volunteering Policy |
| Brief Summary To implement a Volunteer Policy within CC&GBC to promote volunteers within Council and also allow council employees to volunteer through Employer Supported Volunteering. |
| What is it trying to achieve? (intended aims and outcomes)
The purpose of developing the policy is to enable council to involve and value volunteers and to achieve clear, workable principles and guidelines to which volunteers all can follow. The policy will recognise the commitment given to and the value achieved from a dedicated team of volunteers and it recognises the importance of building on the relationship between volunteers and those who engage with them. The policy will also demonstrate how council employees have the opportunity to volunteer and the beneficial experience gained for employees through ESV. This policy affects staff and volunteers and has the potential to benefit all Section 75 categories.
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| Who owns and who implements each element of the function, service, policy, procedure, project, strategy, plan or guidance? This is a Council-wide Policy, Leisure & Development – Community Development and HR sections are responsible for the implementation of this policy. |
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Other policies etc. which have a bearing on this function, service, policy, procedure, project, strategy, plan or guidance? Strategies: |
| Available Evidence Evidence to help inform the screening process may take many forms. Public authorities should ensure that their screening decision is informed by relevant data. What evidence/information (both qualitative and quantitative have you gathered to inform this function, service, policy, procedure, project, strategy, plan or guidance? Specify details for relevant Section 75 categories. |
It is proposed that all Section 75 categories will be considered via:
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| Section 75 Category | Details of Evidence/Information
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| Religious Beliefs |
The 2011 Census outlined:
In terms of religion or religion brought up in the 2011 Census indicates that our resident’s religious beliefs are comparable to those in Northern Ireland in that there are 2 predominant groupings ie Roman Catholic and Protestant. However we also have a number of individuals (5.64%) who do not practice a specific religion or who do not wish to be grouped into a specific religion. In addition we have a small number of individuals who practice other religions. This Policy will have a positive impact on individuals of all religions, and those with none; volunteering is open and inclusive to everyone regardless of religion. There will be an opportunity at induction for any individuals to highlight any relevant requirements that they may have. A variety of work patterns will be considered by Council to support any relevant needs for individuals in this grouping or with multiple identities. The policy does not adversely impact any religious or non-religious group. |
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| Political Opinion |
The Northern Ireland Life and Times Survey (2018) provides the following information on the political parties people in Northern Ireland feel closest to (this information is not available at Council area level) *:
The policy does not adversely impact anyone with or without a political opinion. Volunteers with or without any political opinion are welcome participants. The policy will positively support opportunities for individuals from various backgrounds to work together. |
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| Racial Group |
On Census Day 27th March 2011 the resident population was:
Information about the Volunteer policy may have a minor impact on some racial groups where English is not the individuals first language, however, this will be mitigated through translation of the documentation into the relevant language. All details will be provided on the Council website which has a translation function for over 40 languages and can be read using a screen reader for those with multiple identities. All Council workers involved in the process will receive equality and diversity training. Council will take into consideration any suggestions for additional training and education. |
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| Age |
Age: (Mid Year 2018) (NISRA statistics)
Volunteers must be at least 16 years of age. Volunteers within the 16-18 age bracket will be treated in accordance with Councils Safeguarding Policy and Procedures. Volunteers under 18 years of age must have prior written consent from their parents/guardian. **To date council volunteers have been of an older age grouping. The frequency, duration and format of support and supervision is agreed between the volunteer and their supervisor following induction. To support the various age groups information on the process will be circulated through a variety of methods: council website; social media; local newspapers; internal emails, and various Council noticeboards. |
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| Marital Status |
Marital Status:
The policy does not adversely impact anyone regardless of their marital status. Work patterns and the frequency, duration and format of support and supervision is agreed between the volunteer and their supervisor and can be adapted as necessary. |
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| Sexual Orientation |
There are no specific figures available on how many people may be Gay, Lesbian, Bi-sexual or Trans-gender or Trans-sexual (LGBT) specific to the Council area.
In addition the NI Rainbow Project estimates between 6-10% of any given population could be considered as LGBT. The policy does not adversely impact anyone regardless of their sexual orientation. All Council workers involved in the process will receive equality and diversity training. Council will take into consideration any suggestions for additional training and education. |
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| Men and Women Generally |
Gender: (Mid Year 2018 Population Estimates)*
The policy does not adversely impact anyone regardless of their gender. All Council workers involved in the process will receive equality and diversity training. Council will take into consideration any suggestions for additional training and education. If individuals have any specific requirements relating to how they identify, wish to be addressed by work colleagues, or if individuals have any specific requirements relating to the suitability of available facilities this can be raised confidentially at the outset to facilitate participation for all. |
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| Dependants |
The Census information in 2011 showed: People With or Without Dependents:
Initial meetings and inductions will be agreed at a time which suits both the individual and the relevant manager. A variety of induction times and work patterns will be considered to support individuals with and without dependents, both for placements within and external to Council. The policy does not adversely impact anyone with or without dependants. |
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| Disability |
People with a Disability/People Without: People with a long term condition/illness by former legacy Council area (most recent figures available from Census 2011):
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1. ‘Communication difficulty’ means a difficulty with speaking or making yourself understood. Reasonable adjustments will be made to support a volunteer to participate at all stages of the process. A wide variety of communication platforms will be used to support inclusiveness and include any under-represented groups. Relevant documentation can be provided in a variety of formats for example easy read; large print; braille etc. If individuals have any specific requirements this can be raised confidentially at the outset to facilitate participation for all. Risk assessments will be carried out for all placements prior to induction to support and ensure individuals safety in the work-place, individuals will be asked to feed into this process to ensure accuracy. The frequency, duration and format of support and supervision is agreed between the volunteer and their supervisor following induction. All Council workers involved in the process will receive equality and diversity training. Council will take into consideration any suggestions for additional training and education. |
| Screening Questions 1. What is the likely impact on equality of opportunity for those affected by this function, service, policy, procedure, project, strategy, plan or guidance? |
| Section 75 Category | Positive impact |
Neutral | Negative impact |
Reason | |
| Gender | Women | ☒ | ☐ | Major ☐ Minor ☐ |
Impact is positive as the policy applies equally regardless of gender. The opportunity for increased diversity may encourage good relations, equality and inclusiveness across this category.
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| Men | ☒ | ☐ | Major ☐ Minor ☐ |
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| Transgender men/women | ☒ | ☐ | Major ☐ Minor ☐ |
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| Other please specify |
☒ | ☐ | Major ☐ Minor ☐ |
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| Race (As used in the 2011 census) |
Asian | ☒ | ☐ | Major ☐ Minor ☐ |
Impact is positive. Plain English used for communication and information available on council website in multiple languages. The opportunity for increased diversity may encourage good relations, equality and inclusiveness across this category. |
| Black | ☒ | ☐ | Major ☐ Minor ☐ |
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| Chinese | ☒ | ☐ | Major ☐ Minor ☐ |
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| Mixed race White |
☒ | ☐ | Major ☐ Minor ☐ |
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| Other please specify | ☒ | ☐ | Major ☐ Minor ☐ |
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| Disability | Long term health impairment could include mental health problems, asthma, heart conditions, chronic fatigue etc. | ☒ | ☐ | Major ☐ Minor ☐ |
Impact is positive. Reasonable adjustments will be made to support inclusion. The opportunity for increased diversity may encourage good relations, equality and inclusiveness across this category. |
| Sexual orientation | Heterosexual, lesbian, gay men, bisexual, others | ☒ | ☐ | Major ☐ Minor ☐ |
Impact is positive. |
| Age | Older People | ☒ | ☐ | Major ☐ Minor ☐ |
Impact is positive. The opportunity for increased diversity may encourage good relations, equality and inclusiveness across this category.
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| Younger people and children | ☒ | ☐ | Major ☐ Minor ☐ |
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| Political Opinion | ☒ | ☐ | Major ☐ Minor ☐ |
Impact is positive. The opportunity for increased diversity may encourage good relations, equality and inclusiveness across this category. |
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| Religious Belief | ☒ | ☐ | Major ☐ Minor ☐ |
Impact is positive. The opportunity for increased diversity may encourage good relations, equality and inclusiveness across this category. |
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| Marital Status | ☒ | ☐ | Major ☐ Minor ☐ |
Impact is positive. Working patterns support individual’s needs. |
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| Dependants | ☒ | ☐ | Major ☐ Minor ☐ |
Impact is positive. Working patterns support individual’s needs. The opportunity for increased diversity may encourage good relations, equality and inclusiveness across this category |
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| Screening Questions 2. Are there opportunities to better promote equality of opportunity for people within any of the Section 75 categories? |
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| Section 75 Category | If Yes, provide details | If No, provide details | |
| Gender | Women | The opportunity for increased diversity may encourage and support good relations, equality and inclusiveness across this category. Additional training will be provided if deemed appropriate. | |
| Men | |||
| Transgender men/women | |||
| Other please specify | |||
| Race As used in the 2011 census. |
Asian | The opportunity for increased diversity may encourage and support good relations, equality and inclusiveness across this category. Additional training will be provided if deemed appropriate. | |
| Black | |||
| Chinese | |||
| Mixed race White | |||
| Other please specify | |||
| Disability | Long term health |
The opportunity for increased diversity may encourage and support good relations, equality and inclusiveness across this category. Additional training will be provided if deemed appropriate. |
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| Sexual orientation | Heterosexual, lesbian, gay men, bisexual, others |
The opportunity for increased diversity may encourage and support good relations, equality and inclusiveness across this category. Additional training will be provided if deemed appropriate. |
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| Age | Older People, Younger people and children |
The opportunity for increased diversity may encourage and support good relations, equality and inclusiveness across this category. Additional training will be provided if deemed appropriate. |
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| Political Opinion |
The opportunity for increased diversity may encourage and support good relations, equality and inclusiveness across this category. Additional training will be provided if deemed appropriate. |
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| Religious Belief | The opportunity for increased diversity may encourage and support good relations, equality and inclusiveness across this category. Additional training will be provided if deemed appropriate. |
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| Marital Status | The opportunity for increased diversity may encourage and support good relations, equality and inclusiveness across this category. Additional training will be provided if deemed appropriate. |
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| Dependants | The opportunity for increased diversity may encourage and support good relations, equality and inclusiveness across this category. Additional training will be provided if deemed appropriate. |
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| Screening Questions 3. To what extent is the policy likely to impact on good relations between people of different religious belief, political opinion or racial group? |
| Section 75 Category | Details of policy impact | Level of impact major/minor/none |
| Religious Belief | Opportunity for increased interaction between individuals of different backgrounds | Minor |
| Political Opinion | Opportunity for increased interaction between individuals of different backgrounds | Minor |
| Racial Group | Opportunity for increased interaction between individuals of different backgrounds | Minor |
| Screening Questions 4. Are there opportunities to better promote good relations between people of different religious belief, political opinion or racial group? |
| Section 75 Category | If Yes, provide details | If No, provide details |
| Religious Belief |
Opportunity for increased interaction between individuals of different backgrounds |
-- |
| Political | Opportunity for increased interaction between individuals of different backgrounds | -- |
| Racial Group | Opportunity for increased interaction between individuals of different backgrounds | -- |
| Additional Considerations | |
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Generally speaking people can fall into more than one Section 75 category. Taking this into consideration, are there any potential impacts of the function, service, policy, procedure, project, strategy, plan or guidance on people with multiple identities? (For example: disabled minority ethnic people, disabled women, young Protestant men, young lesbians, gay and bisexual people.) People with multiple identities may be subject to minor disadvantage which should be mitigated by provisions such as reasonable adjustments, varied work patterns, induction and feedback opportunities supported by relevant and accurate risk assessments. |
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| Provide details of data on the impact of the function, service, policy, procedure, project, strategy, plan or guidance on people with multiple identities. Specify the relevant Section 75 categories concerned. | |
| Older /Younger individuals with a disability or different racial background, Female/Male carers – option of various reasonable adjustments, support and working patterns/placements. | |
| Disability Considerations Is there an opportunity to better promote positive attitudes towards disabled people by altering this function, service, policy, procedure, project, strategy, plan or guidance? ☒ Yes ☐ No |
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| If yes, please give further information and examples: The inclusion of reasonable adjustments and communication in various formats as part of the policy encourages more positive attitudes and makes a clear statement that disabled people have an important role to play in Council activities. |
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| Is there an opportunity to encourage participation by disabled people in public life by altering this function, service, policy, procedure, project, strategy, plan or guidance? ☐ Yes ☒ No |
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| Please give further information and examples: The policy already encourages increased participation by disabled people. |
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Screening Decision
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If the decision is not to conduct an equality impact assessment (i.e. likely impact = None), please provide details of the reasons for this: All currently known impacts have been mitigated, with options for review as necessary if additional adverse impacts are identified during its implementation. |
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| Mitigation | |
| When the Council concludes that the likely impact is ‘Minor’ and an equality impact assessment is not to be conducted, the Council may consider mitigation to lessen the severity of any equality impact, or the introduction of an alternative policy to better promote equality of opportunity or good relations. Can the policy/decision be amended or changed or an alternative policy introduced to better promote equality of opportunity and/or good relations? ☐ Yes ☒ No |
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If YES, give the reasons to support your decision, together with the proposed changes/amendments or alternative policy: -- |
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| Timetabling And Prioritising | |
| If the policy/decision has been ‘screened in’ for equality impact assessment, then please answer the following questions to determine its priority for timetabling the equality impact assessment. On a scale of 1 to 3, with 1 being the lowest priority and 3 the highest, assess the policy in terms of its priority for equality impact assessment. |
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| Priority Criterion | Rating (1 to 3) |
| Effect on equality of opportunity and good relations | N/A |
| Social Need | N/A |
| Effect on people’s daily lives | N/A |
| Relevance to the Council’s functions | N/A |
| Monitoring | |
| Please outline proposals for future monitoring of the policy/decision: The policy will be reviewed 1year following initial implementation. Following the initial review the policy will be reviewed every 2 years. |
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| Approval And Authorisation | |
| Screened By Position/Job Title Date | Date |
| Community Development Officer | 28.01.2021/ updated April 2021 |
| Approved By Position/Job Title Date | |
| Head of Service | 04.04.21 |