During the upcoming Cabinet meeting scheduled for Monday, August 7, 2023, the proposal to establish a Council workforce tailored for the 2030s and beyond will be presented.
The primary focus of this proposal is the approval of a comprehensive Workforce Strategy and Delivery Plan, outlining the Council’s vision for its workforce in the next five to ten years. The aim is to maintain an exemplary work environment and become an inclusive employer of choice.
The Council, like numerous other organisations, has encountered difficulties in recruiting and retaining staff, especially during the last two years due to the lingering effects of the pandemic on the national labour market.
In alignment with many local authorities, the Council is currently facing challenges in filling certain key positions, such as those of social worker, solicitor, occupational therapist, and social care roles.
To address these issues in the short term, the new Workforce Strategy seeks to find effective solutions. Additionally, it focuses on ensuring the long-term sustainability of the workforce, allowing it to effectively implement the Council’s Vision and priorities.
A crucial aspect of the proposed strategy is to foster greater diversity within the Council’s workforce, aiming to reflect the diversity of the communities it serves. A diverse workforce can lead to a deeper understanding of the various communities and enhance access to the Council’s services for the benefit of the wider population.
Cllr Silvia Dacre, Calderdale Council’s Cabinet Member for Resources said; “Currently 70% of the Council’s workforce lives within the borough which means that we have a good understanding and love for our towns and places, but there’s still more that we could do.
“We recognise the value of embracing difference and the benefits that the skills and perspectives of a diverse talented workforce bring to both the Council and our communities.
“We are fully committed to equality, diversity and inclusion as a Council, and our goal is to create a fairer and more equal society. We want to go further to ensure our policies, processes and organisational culture celebrate and champion the diversity of our whole workforce.”
The Delivery Plan which underpins the Workforce Strategy contains a programme of actions to meet challenges around workforce planning, recruitment and retention, review of pay and benefits/reward and employee engagement, equity and improved employee relations.
Council employees will have a vital role to play in the Delivery Plan. The Council has already established forms of engagement with staff including an Employee Reference Group, and networks which reflect the Council’s commitment to equality and inclusion, including a Race Equality Network, Disability Network and LGBTQ+ Network.
If approved by the Cabinet, the Workforce Strategy and Delivery Plan will be recommended to Full Council for adoption.
