Diversity Impact Assessment Publishing Template Annex 5 Name of Strategy/Project Change Better Off In Work Credit (BWC) Person/s Responsible for Assessment Joanne Rudge Geographical Location of Change (i.e. Yorkshire & Humber National / Region / District) Contact details Name: David Petch Telephone: 0113 251 9341 Email: david.petch@jobcentreplus.gsi.gov.uk Stage 1: Screening Q1 Have you identified the aims of the proposed change? The Commans Paper “Ready for work: full employment in our generation” (published 13th December 07) announced that DWP will introduce a Better Off In Work Credit. The purpose of the Credit is to ensure that, on moving into full time work, customers are at least £25.00 a week better off - including in work support. The Credit will be paid by Jobcentre Plus and available to customers who have been receiving Incapacity Benefit (ESA on its introduction), Income Support or Jobseeker‟s Allowance and Severe Disablement Allowance for at least 26 weeks prior to obtaining work. We estimate that approximately 40% of the caseload will be eligible for a payment of less than £5 per week.
Q2 What data on the diversity of both your customers and staff is available to you? The region is large, covering 15,411 square kilometres, of both large urban areas, such as Leeds, Bradford, Sheffield and York and extensive rural areas like the Yorkshire Dales and North Yorkshire Moors National park. There are currently 176,283 businesses and the region reasonably closely matches overall national statistics in employment rates and benefit claims. Within the district there are 59 Jobcentres and 55 „Disadvantaged‟ wards. Currently there are 2.48 million employed – including 1.8 million full time and the rest part time. Employment rates by ethnic minority groups as of April 2008 were: Ethnicity % of total ethnic population employed White 59.7% Mixed race 60.9% Asian / Asian British 44.9% Black / Black British 54.2% Chinese 37.9%
Other
55%
Taken from the 2001 Census the Office of National Statistics (NOMIS) have provided the following data. The total population of the Yorkshire & Humber region in 2001 was 4,964,833, just short of 5 million. The break down of the population by age is: Under 18 1,142,829 18-25 431,535 25-50 1,717,637 50-65 8,74,181 65+ 798,651 And by gender: Male 2,411,944 Female 2,552,889 By Race: White British White Irish White Other Mixed black and white Caribbean Mixed black and white African Mixed white and Asian Mixed other Asian Indian
4,551,394 Asian 146,330 Pakistani 32,735 Asian 12,330 Bangladeshi 57,134 Asian Other 12,333 18,187 Black and 9,626 Black British African 4,095 Black and 21,308 Black British Caribbean 14,218 Black and 3,329 Black British Other 8,494 Chinese 12,341 51,493 Other 9,486
By religion:
Christian Buddhist Hindu Jewish
3,627,774 7,188 15,797 11,554
Muslim Sikh Other No religion
189,089 18,711 9,624 699,327
We can also break the working age population down as follows: Economically Permanently Full time Unemployed Never Active sick / Student Worked disabled 2,105,237 217,756 90,796 132,509 13,174 Across the region in 2000 there was a report of between 19% and 23% of the working age population claiming they had a disability of some degree. According to the Department of Health council registers in 2006 there were 36,485 people of all ages registered blind or partially sighted across the region. In 2007 the Department of Health recorded 28,590 people of all ages registered with local councils as deaf or with partial deafness. The staff employed within the Y&H region are as follows: By gender: Male Female By disability: Disabled Able bodied By ethnic minority: Ethnic Minority White By age: 16-24 25-50 50-65 65+
2587 5660
31.4% 68.8%
460 7472
5.8% 94.2%
487 6718
6.8% 93.2%
276 5645 2285 34
3.3% 68.5% 27.7% 0.4%
Q3 Does the collected data show that there may be a disproportionate or adverse impact on either customers of staff? We know that some of our customers, particularly those who face the greatest challenges to finding work, are wary of taking employment for fear that income in work will be less than they receive from out of work benefits. We know that Minimum Wage levels along with Tax Credits and other in work benefits ensure the large majority of people are financially better off in work. However, for some people, income from benefits can still be higher than from work. The new Better off In Work Credit will assure long term benefit recipients that moving back into work will make them better off. This will remove an important barrier to people taking jobs. Age, Gender and Religion In general the Employment Regulations for Religion or Belief, Sexual Orientation and Age do not currently apply to service delivery. However where we are providing services to assist people in obtaining employment these regulations have an impact on the way we provide these services to the public, for example in assisting customers to seek or retain employment. It is therefore necessary in these circumstances to consider the question of disproportionate impact when policies, processes or changes are being developed. After investigation, no disproportionate impact has been identified. Sexual Orientation No information is available on sexual orientation of staff and customers. Jobcentre Plus is committed to treating all individuals fairly, regardless of their sexual orientation. No disproportionate impact anticipated. Disability Customers with disabilities and illnesses who require face to face interaction will continue to receive a high level of service in all Jobcentres. In fact, the changes aim to bring about consistency of service nationally, including a rapid response service aimed at vulnerable customers (who may not necessarily be disabled) which will ensure their entitlements, payments and enquiries are dealt with promptly. No disproportionate impact identified. Race The Race Relations (Amendment) Act 2000 extends protection against racial discrimination by public authorities and places a new enforceable positive duty on public authorities to eliminate unlawful discrimination and promote equality of opportunity and good race relations. The following questions have been considered with respect to staff and customers:
Are we acting fairly? Does the service we provide reach all the communities it is meant for and does it meet their needs? Are we applying the same professional standards in every situation? Are we providing an appropriate and professional service to all sections of the community?
With regard to the services we provide; as staffing levels will be maintained and delivery to all customers improved, it is not envisaged there will be a disproportionate impact on any racial group. In conclusion, the pilot of Better Off in work Credit is expected to have no disproportionate effect on customers or staff within Jobcentre Plus. BWC will ensure that customers particularly those who face the greatest challenges to finding work will be at least £25 per week better off. A full impact assessment is not required.
If you have answered no to Q3 then you should now make arrangements for the template to be published, if you have answered yes you need to continue to Stage 2 Stage 2: Full Impact Assessment Q4 Have you identified any gaps in your collected data?
Q5 Have you involved and consulted all relevant groups and staff that will be directly affected by the change?
Q6 Does the evidence from your impact assessment shoe that the change would adversely impact on the grounds of diversity equality?
Q7 How will you continue to monitor and evaluate the change in the future?