Disability Equality in Wirral Borough Council

April Ryan made this Rhyddid Gwybodaeth request to Wirral Metropolitan Borough Council

This request has been closed to new correspondence from the public body. Contact us if you think it ought be re-opened.

Roedd y cais yn llwyddiannus.

Dear Wirral Metropolitan Borough Council,

Please can you answer the following questions for me?

Between March 2014 to the present day:

1. What work has the Council undertaken to better understand the experiences of disabled people, both within their own workforce and in their own constituency?

2. How many disabled people at risk of compulsory redundancy have been retained in the Council’s workforce and how many were not employed?

3. How many have disabled people at risk of dismissal on the grounds of conduct and or capability and or some other reason been retained in the Council’s workforce through being offered an alternative job and how many were not employed?

4. How many people with long term health at risk of compulsory redundancy have been retained in the Council’s workforce and how many were not employed?

5. How many people with long term health at risk of dismissal on the grounds of conduct and or capability and or some other reason have been retained in the Council’s workforce through being offered an alternative job and how many were not employed?

6. How many people with mental health conditions at risk of compulsory redundancy have been retained in the Council’s workforce and how many were not employed?

7. How many people with mental health conditions at risk of dismissal on the grounds of conduct and or capability have been offered an alternative job and how many were not employed?

8. What training has the workforce undertaken to enable your employees to understand and support their disabled colleagues?

9. Please specify what kind of training each member of the senior management team (Leader of the Council, Chief Executive, Directors, Head of Service and those in Lead posts) have undertaken in the past five years, including the method of that training, e.g. e-learning.

Yours faithfully,

April Ryan

Dalton, Chelsea, Wirral Metropolitan Borough Council

Dear Ms Ryan,

 

We acknowledge receipt of your request for information set out below.

 

In accordance with FOI legislation, the Council’s response to your enquiry
is due on 20 March 2019.  Unfortunately we will not be able to meet this
deadline due to the extent of the request & the volume of information
sought from different areas requiring involvement in order to give you a
subsequent response.  We therefore ask that you agree a short extension of
time to enable us to provide a response, anticipated as being no later
than 29 March 2019.

 

We apologise for this unavoidable delay and are grateful for your patience
and understanding in this matter.

 

Yours sincerely,

 

Chelsea Dalton

Information Management Officer

Business Management

Treasury Building

Argyle Street

Birkenhead

Wirral

CH41 1AH

Tel: 0151 666 5201

[1][Wirral Borough Council request email]

 

PLEASE FORWARD ALL FOI RESPONSES TO [2][Wirral Borough Council request email]

 

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References

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1. mailto:[Wirral Borough Council request email]
2. mailto:[Wirral Borough Council request email]

InfoMgr, FinDMT, Wirral Metropolitan Borough Council

1 Atodiad

Dear Ms Ryan
 
We write further to your Freedom of Information request and can now
provide the following information in response to your numbered enquiry.
 
Between March 2014 to the present day:
 

 1. What work has the Council undertaken to better understand the
experiences of disabled people, both within their own workforce and in
their own constituency?

 
In terms of constituencies, constituency managers would follow up or
member services or All Age Disability Group as external. 
Re: workforce – we undertake a staff survey, we are a Disability Confident
employer, we seek case studies from employees re their experience of
reasonable adjustments and identifying dyslexia, we have dignity at work
advisors (not specifically for disabled people but for harassment and
bullying). We also produce an annual workforce report where evidence shows
that disabled people have good access to training development
opportunities etc.
 
2. How many disabled people at risk of compulsory redundancy have been
retained in the Council’s workforce and how many were not employed? N/A
(NO COMPULSORY REDUNDANCY)
 
3. How many have disabled people at risk of dismissal on the grounds of
conduct and or capability and or some other reason been retained in the
Council’s workforce through being offered an alternative job and how many
were not employed? We would normally not retain anyone at risk of
dismissal on the grounds of conduct  via redeployment.  In relation to
those at risk of dismissal on grounds of capability or some other reason,
it would take over 18.5 hours to provide this response. *
 
4. How many people with long term health at risk of compulsory redundancy
have been retained in the Council’s workforce and how many were not
employed? N/A (NO COMPULSORY REDUNDANCY)
 
5. How many people with long term health at risk of dismissal on the
grounds of conduct and or capability and or some other reason have been
retained in the Council’s workforce through being offered an alternative
job and how many were not employed? We would normally not retain anyone at
risk of dismissal due to conduct  via redeployment.  In relation to those
at risk of dismissal on grounds of capability or some other reason, it
would take over 18.5 hours to provide this response.*
 
6. How many people with mental health conditions at risk of compulsory
redundancy have been retained in the Council’s workforce and how many were
not employed? N/A (NO COMPULSORY REDUNDANCY)
 
7. How many people with mental health conditions at risk of dismissal on
the grounds of conduct and or capability have been offered an alternative
job and how many were not employed? We would normally not retain anyone at
risk of dismissal due to conduct via redeployment.  In relation to those
at risk of dismissal on grounds of capability or some other reason, we do
not have this information available/it would take over 18.5 hours to
provide a response.*
 
8. What training has the workforce undertaken to enable your employees to
understand and support their disabled colleagues

The Open Dementia Programme - Wirral
Agile Working
Prevent
Radicalisation
Information Asset Owner
Nutrition Awareness
Onboarding Feedback
Family Meetings
Equality and Diversity in the Workplace for Members
Working with service users as experts by experience
Equality and Diversity in the Workplace 2016 EC (old)
Learning Disability Awareness
Mental Health Awareness
Visual Impairment
Trans Awareness
Equality Impact Assessments
SEND Modules
Communicating with Deaf Customers
Dignity in Care - Wirral
Hate and Mate Crime
Epilepsy Awareness
Dementia Awareness
Stress Awareness
Down's Syndrome Awareness
Managing Stress
Care Act 2014 (Wirral)
Stress Busting
Equality Act 2010
Basic Autism Awareness
Equality and Diversity in the Workplace - Lifelong Learning
Equality and Diversity in the Workplace 2018
Dignity at Work - Managers
Equality and Diversity in the Workplace
Managing Diversity (Wirral)
Equality and Diversity in the Workplace Managers
Equality and Diversity in the Workplace for Managers 2018
Equality & Diversity Essentials (Employees)
Managing Stress (Wirral)
Attendance Management
Managing Reasonable Adjustments

 
9. Please specify what kind of training each member of the senior
management team (Leader of the Council, Chief Executive, Directors, Head
of Service and those in Lead posts) have undertaken in the past five
years, including the method of that training, e.g. e-learning. See
attached list. It is not possible to break this down further into each
level of manager.
 
 
Under Section 12 of the Freedom of Information Act 2000, public
authorities are not required to comply with a request for information if
it is estimated that to do so would exceed the appropriate limit,
currently set at 18.5 hours.
To identify the information highlighted above would require a manual
exercise for an officer to review all records to identify those that fall
within the scope of your request.  You have the right under Section 17 of
the Freedom of Information Act 2000 to ask for an internal review of this
partial refusal. Please direct any request for an internal review to
[1][Wirral Borough Council request email] and your request will be allocated to
another officer for review.
 
If you are dissatisfied with the outcome of an internal review you also
have the right to complain to the information Commissioner, who can be
contacted at [2]https://ico.org.uk/global/contact-us/
 
Yours sincerely
 
 
Lynette Paterson
Principal Information Management Officer
Business Management
 
Treasury Building
Argyle Street
Birkenhead
Wirral
CH41 1AH
 
Tel: 0151 691 8201
[3][Wirral Borough Council request email]
 
 
 
This information supplied to you is copyrighted and continues to be
protected by the Copyright, Designs and Patents Act 1988.   You are free
to use it for your own purposes, including any non commercial research you
are doing and for the purposes of news reporting. Any other reuse, for
example commercial publication, would require our specific permission, may
involve licensing and the application of a charge
 
 
 
This email and any files transmitted with it are confidential and intended
solely for the use of the individual or entity to whom they are addressed.
If you have received this email in error please notify the system manager.

References

Visible links
1. mailto:[Wirral Borough Council request email]
2. https://ico.org.uk/global/contact-us/
3. mailto:[Wirral Borough Council request email]