Equality and Diversity Monitoring Information For Period 7 Data extracted October 2009 Source ESR Database

Contents Forward EMAS Overall Metrics Management Metrics

Equality & Diversity Monitoring - EMAS What is Equality and Diversity Equality Equality is ensuring people are treated fairly and given fair chances. Equality is not about treating everyone in the same way, but it does recognise that their needs are met in different ways. Equality focuses on those areas covered by the law, namely the key areas of race, gender, disability and, more recently, religion or belief, sexual orientation and age. A recent amendment to the Race Relations Act adds a duty for us to actively promote race equality and avoid race discrimination, by acting before it happens. People must not be unfairly discriminated against because of any of these factors and we must all work towards creating a positive working environment where discriminatory practices and discrimination do not happen. And diversity? Diversity is about valuing individual differences. Diversity is much more than just a new word for equality. A diversity approach recognises, values and manages difference to enable all employees to contribute and realise their full potential. Diversity challenges us to recognise and value all sorts of differences in order to make EMAS a better place for everyone to work. Why are equality and diversity important? Diversity is about recognising that our clients come from different backgrounds. If we welcome diversity as colleagues, value each other and treat each other fairly, we will work better together. In doing so we will provide a better service to the citizens of the East Midlands. It will help our clients to approach us and use our services if we have a diverse workforce that feels comfortable with and understands their different needs. So diversity will also contribute to improving the services we provide.

EMAS Overall

EMAS workforce is primarily composed of year old workers, however there is a significant percentage of workers situated within the age band. A peripheral age band such as or is only represented by 8.03% of the entire workforce.

Although the primary identified sexual orientation as stated by the EMAS workforce is Heterosexual – over 35% of all staff classify themselves in this way, the majority of the workforce chose not to disclose this information. Other sexual orientations constituted an average of 0.47% of the entire workforce.

Over 70% of the EMAS workforce declined to specify their current Disability status. This has meant that whilst 25.5% have stated that they do not feel they are disabled and 1.25% feel they are, these figures are not wholly representative of the populace. There may be more people within the undefined and undeclared categories with disabilities, however this cannot be confirmed.

EMAS, as a workforce is primarily composed of ethnically White individuals, with other ethnicities only constituting 8.76% of the remaining workforce. This equates to 248 people out of a total of 3231 being of an ethnicity other then White.

Ethnicity Data

The EMAS workforce is populated by more males then females with a total of 14.3% more men comprising the staff. The differential is between genders is significant in showing that whilst there are 1414 female employees in EMAS, there 403 more male employees.

The predominant religious belief within the EMAS workforce is that of Christianity. This, however, is only subjective when relying on the data as nearly 2/3 rd of all employees did not state their religious beliefs, therefore a greater figure may actually be present. Those individuals who are not of Christian or Atheist beliefs constitute 6.8% of the staff total.

Management Bands 6, 7 & 8

The primary age bands of management level employees within EMAS is This is to be expected as it indicates the roles of senior responsibility are currently being occupied by those individuals with expected age experience. The age banding where typically you would not expect to find many managerial level employees, 21-29, shows exactly this finding.

The primary classification of Disabilities amongst EMAS managers shows that 2/3 rd declined to be defined. This means that whilst the remaining figures indicate that a significant percentage do not feel they are disabled, the findings cannot be stated without reasonable doubt.

These findings show that the managerial force of the EMAS staff are predominantly ethnically White individuals. Asian ethnicity and Black ethnicity represent 1.75% of our entire managerial staff – 7 people out of a total of 398.

Ethnicity Data

The data indicates that the vast majority of managerial roles within EMAS are currently occupied by men. Whilst women do hold 30.95% of all managerial roles, there is a differential of 38.1% more men is such roles. This equates out to a 148 more male managers then females.