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 26- 35 EMAS Jan’09-Oct’09

8. Summary The gender differential for the 26-35 age band shows that there is no significant difference between men and women with 2.5% more women then men aged between 26 and 35 have been hired into EMAS. This substantiates the conclusions drawn in the master summary. We can see that an age increase from 16-25 to 26-35 has highlighted the inverse relationship between female starters and age as it appears fewer female starters within this age band have started. The religious diversity data obscures the true variation within this age band. The data indicates that although Christianity shows the strongest predominance for a religious belief, it is mirrored by the same percentage of atheists. This means that those people who chose to keep their religious beliefs anonymous and undeclared, coupled with those starters who have no religious beliefs accounted for 90% of all new starters in this age band – a total of 72 out of 80 people. This may show that to people within this age band, religious beliefs do not influence their career choices, however given the large percentage of undisclosed individuals, this hypothesis can not be confirmed. The sexual orientation data shows that although a significant number of new starters did identify their orientation as Heterosexual and, to a lesser extent, lesbian, 85% did not disclose this information. That equates to 68 people. Due to this fact, the true representation of sexual orientation can not be adequately identified as within the 85% who remained “Undefined”, a sexual orientation of one class or another must exist without now being specified. The ethnicity data shows that 41.2% of all new starters within this age band identified their ethnic background. This 41.2% is representative of only 3 ethnicities of which White is the most prominent. This is to be expected as the East Midlands region is predominantly ethnically white. Contrary to this, however is the 58.2% of undefined ethnicities within the new starters. Within this percentage must lie variance as everyone has an ethnic background, however with more then half the total new starters aged between 26-35 not divulging this data, the true approximation of diversity can not be fully appreciated.