1. Equality and Diversity Monitoring Information For Period 6 (September 2009) Source ESR Database

2. 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.

3. Total Summary of New Starters >66 EMAS Jan’09-Oct’09

8. Summary Of all new starters who were aged over 66, none were women. As this is typically considered retirement age, it is difficult to state that this trend is in relation to suitable career progression. The sample size also limits the validity of the data as this sample encompasses 7 people. There is no representation of a specific religious belief within this age band, however atheism is shown as 14.3% which equates to one person. The remaining people, 6 in total have declined to divulge this information which obscures the true nature and diversity within this age band. The sexual orientation data shows that the only definable sexual orientation present within this age band is heterosexual. This, however can not be stated as conclusive as 85.7% of people did not identify a sexual orientation. Given that everyone will have a sexual orientation, it can be hypothesised that within the undefined category lies a great variance of the orientation data, possibly altering the whole demographic data however this can not be validated without further investigation. White ethnicity is seen as the only identifiable ethnic group that is represented within this age band. It can be stated that within the percentage of individuals remaining ethnically undefined, there lies a variation which could potentially restructure the nature of the graph. Further investigation to identify ethnicities of all those individuals who did not divulge the data would reveal any variance.