Agenda and minutes

The Chief Executive submitted a report which suggested a way forward in the light of the two vacancies for the posts of Corporate Director of Regeneration and Culture and Corporate Director of Adult and Community Services.  The meeting was informed that Cabinet (minute no. 112 refers) had agreed to merge the current Adult and Community Services and Housing Departments.    The job descriptions for the posts of Corporate Director Regeneration & Culture and Corporate Director Adult and Housing were attached as appendices to the report. 

In relation to the post of Corporate Director of Regeneration and Culture it was stated that normally a full external recruitment process would take place.   However in the light of the high cost and time consuming nature of external recruitment and the internal pool of talent available it was suggested that an approach using such means as the Council Jobs Bulletin and Internet site might be more appropriate.  In relation to the potential equalities impact of such a decision it was stated that there were risks to the proposed approach.  The Council has a legal duty to comply with race and sex equality legislation.  Within this, the Council could be subjected to claims of direct or indirect discrimination if, for example, it was to use recruitment methods which exclude or disproportionately reduce the numbers of applicants of a particular racial group and which cannot be shown to be justifiable.  It was pointed out that the current pool of Directors within Regeneration & Culture were exclusively white and male and that the pool of service directors within the Council were predominantly white and male.  There were also reputational risks, given the Council's reputation for positively promoting racial equality and it’s formal commitment to Diversity, as set out, for example, in it’s Corporate Plan.  It was noted that a representation had been received from the Indian Workers Group which underlined these risks.  Given the concerns about costs and process, it was suggested that efforts could be made to mitigate such risks by using lower cost 'strapline' type adverts in key publications to alert potential applicants or by mounting a press / media campaign to extend awareness and access opportunities to a wider range of potential applicants.  Adverts could also be placed with other recruitment web sites and agencies such as the East Midlands Regional Local Government Association.

Members suggested that the Internet was becoming the preferred means of applying for jobs and suggested that its use could widen the pool of potential applicants.  It was also felt that this approach could increase the status and profile of the Council's Internet site.  Also, if an internal candidate was successful, a 'knock on' effect of internal promotion opportunities would be created which could have the advantage of increasing diversity within the Council’s management layers.

It was noted that the decision of Cabinet to merge Housing and Adult and Community Services department had the effect of displacing one current corporate director but creating a vacancy.  In terms of the merged department Members suggested  ...  view the full minutes text for item 3.