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A
Okay,
good
morning,
everyone
welcome
to
today's
scrutiny
board.
Looking
at
strategy
and
resources,
I'm
council,
andrew
scopes.
This
is
actually
the
first
formal
in-person
scrutiny
board
for
the
strategy
and
resources
team
since
february
2020.
So
I'd
like
to
welcome
everyone
here
and
recognise
that
it's
a
big
deal
coming
back,
hopefully
we'll
be
able
to
have
a
conversation.
A
A
As
I
said,
today's
a
formal
meeting
the
agenda
is
on
the
council's
website
if
you're
watching
live,
and
you
want
to
find
it.
What
what
I'd
like
to
do
to
start
is
people
to
introduce
themselves,
but
first
I'd
just
like
to
send
my
best
wishes
to
councillor
mckenna
who's
tested
positive
for
covert
this
morning,
your
thought
you're
in
our
thoughts
and
prayers.
So,
as
I
said,
I'm
counselor
andrew
scopes.
A
I
represent
peace
and
hobbit
ward
and
I'm
the
chair
of
this
committee
and
if
we
just
go
around
the
table,
which
is
something
we
can't
do
when
we're
doing
online
meetings,
but
it's
we
can
do
here.
So
we'll
start
going.
This
way,
if
that's
right,
debbie.
A
Thank
you
very
much
and
just
for
the
minutes,
council
billy
fitin
is
going
to
join
us
later.
Okay.
So,
let's
move
on
to
the
formal
agenda
items
I'll
pass
over
to
rob
frightens
the
first
couple.
B
J
B
Thank
you.
That's
noted
under
gender
item
five
we
have
apologies
from
councillors,
hesselwood
hutchison,
hamilton
and
councillor
mckenna.
We
have
substitutes
of
councillor
brooks
for
councillor
hesselwood
councillor
renshaw
for
councillor
hamilton
and
councillor
flynn
will
be
joining
the
meeting
later.
Thank
you.
A
F
Thank
you,
chair
just
to
briefly
run
through
minute
14.
There
is
reference
to
a
long-term
funding,
a
letter
that
was
issued
by
the
board
in
2020
regarding
social
care
funding
just
to
inform
members
and
just
to
confirm
to
the
board
that
that
has
now
been
responded
to
and
has
been
circulated
to.
Members.
A
Can
I
just
comment
on
that
so,
as
you
know,
it
took
a
long
time
for
the
screening
board
to
get
a
response
and,
whilst
I'm
grateful
for
councillor
robinson
to
write
into
the
minister
to
get
a
response,
I
do
think
it's
disappointing
that
the
letter
was
addressed
to
council
robertson,
robin
the
scrutiny
board,
and
I
think
that
shows
a
lack
of
respect
for
our
board,
which
I'm
disappointed
about.
I
know
council
carl,
do
you
want
to
comment
as
well.
D
Thanks
chad,
just
to
add
to
that
I
mean
what
I
think
I
was
a
bit
disappointed
was
we
were
waiting
for
an
answer
for
a
long
time
for
that
letter,
which
were
a
number
of
points
we
raised.
D
I
think
we
got
the
response
after
the
public
announcement
of
the
policy,
so
it
was
quite
clear
that
everyone
got
a
response
to
the
to
the
letter
first
and
then,
after
that
they
were
happy
to
then
put
it
in
writing
to
ourselves.
I
was
a
bit
disappointed
that
at
least
we
couldn't
have
got
some
notes
of
progress
in
our
letter.
A
F
Thank
you,
chair
minute,
16
refers
to
climate
and
it's
something
I
am
still
working
on.
Picking
up
with
the
service,
I
will
come
back
to
the
board
on
that
when
I
have
the
full
details
on
that,
it
involves
a
link
with
the
environment,
housing
and
communities,
scrutiny
board
minute,
17,
there's
reference
to
a
five-year
plan
that
colleagues
in
dis
have
been
working
on,
so
ids
have
been
working
on
and
that
is
still
in
development.
F
I
have
a
correspondence
back
from
that
service
and
that
will
be
either
a
future
item
for
the
board
to
follow
up
on
the
work
we've
been
doing
with
that
service
or
all
I
will
provide
separately,
that's
to
be
determined
under
the
work
program,
minute
18.
Lastly,
there
was
some
information
on
vacancies
and
agency
staffing
and
recruitment.
Generally,
I
have
provided
some
information
this
morning.
A
No
okay,
so
we'll
move
on
to
the
agenda
item
number
seven.
I
think
graham's
here
to
present,
if
you
just
introduce
yourself
again,
graham
and
then
I
think
you
can
assume
everyone's
read
the
paper,
but
if
there's
anything
you
want
to
draw
about,
that's
fine!
Thank
you.
H
So
there's
a
report
we
bring
today.
Last
time
we
came
in
february,
we
we
outlined
some
of
the
work
we
were
doing.
This
is
a
follow-up
report.
Since
we
met
we've
established
a
race
to
quality
action
plan
which
is
included
in
the
notes,
and
the
interview
called
back
in
2020
we'd
made
a
joint
commitment
with
our
staff
network
for
for
doing
priority
work
in
this
area.
H
The
race
equality
plan
is,
is
our
response
to
that
you'll
see
in
the
report,
too,
we've
outlined
a
lot
of
the
corporate
activity,
that's
taking
place
and
also
just
a
reminder
again.
You
know
a
lot
of
a
lot
of
good
work
has
taken
place
locally
and
through
our
directorates
around
this
and
has
been
over
the
last
12
months.
H
Our
aim
really
is
twofold
to
to
ensure
that
council's
representative
of
the
city,
and
also
to
make
sure
that
the
the
experience
of
colleagues
from
black
asian
minority
ethnic
groups
is
a
really
good
one,
the
best
possible
one
when
they
got
time
here
with
us.
H
Just
to
note,
in
terms
of
all
of
this
work,
we're
doing
around
inclusion.
I
think
it's
important
to
remember
whilst
we're
talking
about
race
today,
a
lot
of
the
issues
raised
are
coming.
You
know
across
many
staff
in
the
council
and
and
scrutiny
is
asked
previously
for
updates
around
our
work
around
disabled
colleagues,
and
that
would
care
as
too
and
and
one
of
the
proposals
in
the
report
is
that
a
future
date
we
bring
further
information
back
to
back
to
scrutiny.
H
So
so
we
continue
to
listen
to
our
black
asian
marital
ethnic
staff,
through
our
staff
network
really
important
that
we
we
pick
up
on
their
their
experiences
at
work.
Lots
of
surveys,
lots
of
local
work,
as
I
said,
and
I
think
you'll
see
through
the
action
plan
that
we've
set
out-
that
we've
we've.
H
We
are
listening
and
we're
responding
to
the
issues
that
our
staff
are
raising
things
things
to
note
in
there
around
recent
prioritization
done
by
our
network
around
progression
and
opportunities
and
recruitment,
around
inclusive
recruitment,
around
developing
a
zero
tolerance
approach
and
making
sure
that
we've
got
a
really
strong
set
of
measures
in
place
for
tracking
and
reporting
our
progress
in
this
area.
So
we're
currently
developing
a
much
more
detailed,
stronger
data
set,
which
hopefully
will
be
able
to
share
with
scrutiny
in
the
near
future
in
terms
of
delivery.
H
Just
some
things
to
note:
we've
got
the
corpus
activity,
as
I've
mentioned,
which
is
set
out
in
the
report
and
salt
riku
is
the
director
of
children's
families
and
we'll
be
leading
the
task
and
finish
group.
That's
just
been
recently
established
with
a
broad
range
of
input
from
different
colleagues
in
different
areas,
so
that
we
can
bring
all
the
different
perspectives
to
play
on
the
key
themes
that
have
been
raised
through
through
listening
to
our
staff.
So
I
think
I'll
leave
it
there
and
welcome
any
comments
and
questions
and
and
ask
from
from
security
members.
A
Thank
you
very
much,
graeme
just
first
comment
that
we
would
welcome
you
coming
back.
I
think
monitoring
this
plan
and
how
effective
it
is
is
really
important
to
us
as
a
screening
board.
A
When
I
know
we
discussed
this
briefly
at
chairs
brief,
I
think
it'd
be
quite
helpful.
Just
talk
a
bit
around
so
clearly
it's
good
to
have
sal
really
really
good
to
have
salter
week
as
a
champion
on
this,
but
just
in
terms
of
people
at
different
levels.
I
think
it's
also
important
to
have
peers
involved
at
all
levels.
So
can
you
just
talk
a
little
bit
around
that
thanks.
H
Yeah,
I
think,
I
think,
there's
lots
of
activity
taking
place
on
a
range
of
different
levels.
You
know
on
on
this
program,
but
as
council
scope
says
a
task
and
finished
growth
being
established
by
sal
and
that's
gonna,
that
the
reason
we've
put
that
in
place
is
to
really
maintain
some
important
action.
You
know
quick
action
and,
and
one
of
the
things
we
want
to
do,
there
is
theme
it
around
things
so,
for
example,
recruitment
and
when
we
do
that
we're
going
to
invite
a
broad
range
of
different
people
from
different
roles
from
different
grades.
H
People
involved
actively
on
this
work.
People
different
views
so
that
we
we
make
sure
that
you
know
it's
not
just
something.
That's
corporally
driven,
it's
really
rooted
in
the
real
experience
of
people
working
across
the
council
and
obviously,
where
needed.
What
we'll
do
as
well
is
reach
out
wider
to
community
and
partner
groups
to
make
sure
if
that
is
part
of
our
solution,
that
they're
fully
involved
in.
B
Yeah
thanks
chair
and,
and
I
just
wanted
to
alert
scrutiny
board
a
wider
piece
of
work.
That's
been
undertaken
at
the
minute,
a
forum
that
I'm
chairing
that's
looking
at
inclusivity
as
well
and
around
anti-racism
within
different
organizations
in
the
city.
So
it's
not
just
about
lee
city
council,
but
move
it
about
other
organizations.
Public
bodies
like
health,
the
police,
cps.
There
are
a
number
of
organizations
that
have
joined
forces
to
to
look
at
ourselves
to
see
how
we
can
improve.
B
We've
got
six
different
work
streams
that
we're
undertaking
and
and
are
being
led
by
by
either
the
the
heads
of
those
organizations
or
or
indeed
exec,
board
members
or
our
own
directors
that
are
involved
in
that
as
well.
So
hopefully
that
will
feed
into
some
of
the
work.
The
wider
work
that
graham
was
was
just
mentioning
there
load
into
there
and
we'll
be
able
to
feed
into
for
you
to
monitor
going
forward.
I
You
know
just
on
this
issue
of
engagement,
stuff,
it's
referred
to
in
the
report.
The
staff
network
is
is,
is
active
and
obviously
that
that
does
actually
have
staff
from
across
the
council
in
in
various
different
grades
and
the
the
management
team
called
corporate
leadership.
I
Team
is
meeting
with
that
group
every
three
months
now
and
and
monitoring
the
action
plan
jointly
through
through
that
one
are
actually
the
benefits
of
being
able
to
use
teams,
and
this
actually
can
get
as
many
as
150
people
kind
of
tuning
into
that
in
a
way
that
actually
wouldn't
have
happened
in
in
the
past.
I
Actually
so
there
is,
there
is
good
engagement
and
there
may
be
actually,
as
you
go
through
this
over
the
over
the
coming
months-
an
opportunity
to
to
actually
tap
into
that
staff
network
yourself
and
actually
hear
the
experience
from
from
them,
rather
than
just
hear
it
from
us,
as
as
officers
who
are
kind
of
responsible,
I
suppose
for
for
bringing
the
the
plan
together,
you
can't
get
from
more
from
the
horse's
mouth.
I
suppose
so
that
I
I'm
sure
we
could
liaise
with
the
chair.
If
that
was
something
you
were
interested
in.
A
I'd
be
very
much
interested
in
that,
and
I
think
that
would
quite
positive
way
of
helping
our
monitoring
nothing
like
hearing
something
from
an
actual
person.
Rather
than
with
respect
to
leaders.
We
we
all
speak
leadership,
talk
sometimes
okay.
Thank
you.
Councillor
burke,.
E
Thank
you
chair.
Could
I
ask
a
couple
of
questions?
I've
just
been.
I
read
it
at
great
lengths
last
night
and,
and
some
of
the
terminology
in
here
sounds
quite
critical.
I
don't
mean
it
is
uncritical
yeah,
as
almost
regurgitated
terminology,
that
those
of
us
who've
been
around
this
agenda
for
many
years
have
heard
time
and
time
again.
E
So
what
I'm
asking
I
guess,
is
what
underpins
the
equality
action
plan
and
if
you
look
at
some
of
the
objectives,
I
would
have
assumed
that
they
would
have
been
objectives
that
an
organization
such
as
lucid
council
would
have-
and
I
know
they
did
have
already
in
place.
So
I'm
asking
about
real
action.
I
guess,
and
now
what
that
looks
like.
H
I
think
what
it's
done
is
shown
a
spotlight
on
all
of
this
work
because
of
covert
because
of
black
lives
matters
because
of
george
floyd.
You
know,
we've
done
it
done
a
lot
to
revisit
this
agenda
and
you're
right
councillor
that
a
lot
of
this
has
been
things
that
the
council
has
been
doing
for
many
years
now.
You
know
and
that's
and
it's
proud
of
its
work-
that
it's
done
around
inclusion,
but
but
you're
right,
you
know,
we've
had
to
revisit.
H
You
know
all
these
issues
around
race
and
I
think
one
of
the
acknowledgments
was,
despite
all
that
good
work.
There
was
more
we
needed
to
do
on
this
agenda,
so
so
a
lot
of
the
initial
work
you
know,
like
neil
said
with
clt
and
the
staff
network,
was
to
really
try
and
understand
those
current
experiences,
because
because
you're
right,
you
know
in
terms
of
having
a
strategy
and
plan
in
place.
That's
that's
really
important
and
helpful,
but
we
felt
we
needed
to
revisit
that
and
really
hear
about
those
lived
experiences.
H
H
So
so
the
local
activity
has
been
really
important
and
I
think
that's
really
helped,
but
I
think
I
think
we're
a
place
now
where
we've
done
a
lot
of
listening.
We've
got
a
really
really
good
plan
in
place,
but
everybody
is
keen
now
to
create
some
action
and
some
real
change,
so
so
the
things
that
you'll
see
seeing
the
plan
there
around
improving
recruitment.
You
know
in
in
the
past
six
months,
we've
done
things
like
take
a
look
at
how
inclusive
our
panels
are.
H
We've
we're
taking
a
look
at
the
recruitment
process.
You
know
from
start
to
finish
we're
thinking
about
you,
know,
root
and
branch
review
of
that
you
know
that
they'll
all
take
time
and
some
of
that
corporate
activity-
you
know
we
know-
will
take
time,
hence
why
I
thought
that
local
engagement's
really
important
to
us.
So
each
of
the
director
running
alongside
this
and
something
you
probably
well
you
won't
have
seen
in
today's
report-
is
some
really
detailed
local
activity
directorate
by
director,
which
is
taking
place
and
has
been
for
the
past
12
months.
H
A
H
Yeah
now
in
in
good
questioning
in
the
race
equality
plan,
we've
said
that
that's
a
long
term
plan
for
our
work
over
a
couple
of
years.
So
the
task
and
finish
group
that
sal
was
going
to
lead
is
taking
some
of
those
really
aging
priority
pieces
of
work
and-
and
I
think
you
I
mentioned
in
the
report-
that
there's
been
a
change
in
leadership
and
in
staff
networks
or
new
chair
and
new
stereo
group
members
and
they've-
helped
us
to
re-prioritize
and
focus
our
efforts
really
onto
some
really
important
urgent
priority
work.
H
They'd
like
to
tackle
and
sal
is
going
to
take
those
themes
and
make
sure
over
that
say
the
next
six
months.
There's
some
real
action,
so
we're
gonna,
pull
everyone
together,
establish
all
the
good
work,
that's
already
taking
place,
but
really
challenge
ourselves
to
drive
through
some
real
change
over
the
next
six
months
from
those
areas.
So
so
it
will
be
things
around
the
zero
tolerance
to
recruitment
the
progression
because,
as
you
say,
council
we've
been
working
on
these
for
a
while
and
we
need
some
change.
You
know
to
get
a
real
impact
in.
J
Thank
you
chair
and
thank
you
graeme
for
the
introduction
to
council
cooper
as
well.
I
just
want
to
ask
one
particular
question
about
the
recruitment
practices
mentioned
in
staff,
progression,
learning
and
development,
section
two
of
the
staff
network
action
plan,
which
talks
about
decl,
developing
more
inclusive
recruitment
practices.
I
just
wanted
to
ask.
Obviously
these
are
all
fantastic
ideas
to
ensure
that
we
have
a
more
representative
workforce.
J
H
Yeah
thanks
for
a
question,
so
some
of
the
activity
that
has
taken
place
around
recruitment
over
the
last
few
months
has
particularly
focused
on
the
the
live
recruitment
exercises
taking
place.
So
we've
we've,
as
as
new
recruitments,
have
come
through.
We've
done
things
like
work
alongside
the
panel
to
check
that
we've
got
inclusive
panels
in
place.
H
Obviously
what
we
we're
doing
at
the
moment
is
is
thinking
about.
Can
we
change
the
way
we
recruit
the
the
style
of
assessment
centers?
H
The
way
we
do
some
of
the
application
process,
the
the
way
we
connect
with
we
and
with
different
communities
and
make
sure
that
the
application-
and
you
know
the
range
of
people
coming
forward
to
apply-
is
as
strong
and
as
diverse
as
we
can
possibly
get
so
so,
whilst
we've
got
processes
in
place,
I
guess
the
challenge
is:
how
well
is
it
working
and
you
know,
is
it
really
helping
us
to
diversify
in
the
way
we
want?
H
Is
it
really
giving
us
that
real
opportunity
to
to
bring
people
in
from
from
all
different
communities
across
the
city,
and
I
think
that
involves
you
know,
practice
issues?
You
know
it
involves
working
with
our
managers
to
make
sure
they're
properly
trained,
and
that's
where
the
focus,
I
think
will
be.
You
know
in
terms
of
our
work
over
the
next
few
months
too,.
J
Thank
you
graeme.
No,
I
I
think
certainly,
and
I
we're
all
seeing
from
the
same
hymn
sheet.
I
just
want
to
be
sure
of
really
what
what
is
currently
taking
place.
Do
you
mind
me
asking:
has
any
feedback
been
sought
from
the
network
about
what
they
feel
about
the
current
process?
Has
there
been
any
particular
individuals
that
actually
have
been
through
that
process
as
a
result
that
have
fed
into
this
action
plan
and
how
has
that
been
integrated?
J
H
Yeah,
I
I
think
what
what
I'll
be
able
to
do,
and
just
in
the
process
of
pulling
this
together,
we
did
meet
with
the
staff
network,
the
the
ama
staff
network
a
couple
of
weeks
ago,
so
the
hr
leadership
team
met
and
we
had
half
a
day
with
the
network
talking
about
approaches
to
recruitment
and
some
of
the
ideas
that
we
could
put
together.
H
You
know
in
terms
of
improving
how
it
works
and
there's
a
whole
range
of
things
in
there,
as
you
can
imagine
through
from
and
as
I've
mentioned
training
do
you
know
the
process
itself
and
how
it
works.
The
way
we
shortlist
the
the
idea
of
having
independent
panel
members,
you
know
challenge
practice.
H
We
went
much
wider
than
that
too,
because
we
also
started
then
talking
about
not
just
recruitment
but
progression
opportunities
for
people.
You
know,
in
the
councils
a
whole
range
of
really
really
good
feedback
that
I'm
putting
together
into
a
plan
of
work
specifically
around
recruitment
at
the
moment.
So
I
can
share
that
with
you
and
we
can
you
know
we
can
look
at
that
through
this
group,
if
need
be,
because
it
is
really
one
of
the
key
areas
around
recruitment
progression.
J
I
don't
want
to
hug
the
limelight
apologies,
but
thank
you
for
that.
Graham,
the
next
question
I
was
going
to
ask
is
when
we
have
the
next
update
on
this
in
six
months,
12
months
time,
what
sort
of
metrics
are
we
going
to
be
looking
at
or
what?
How
is
it
going
to
be
qualified
where,
where
we're
going
to
achieve
certain
things,
how
is
it
going
to
be
effectively
examined.
H
So
one
of
the
things
that
draw
everyone's
attention
to
in
the
race
equality
plan
is
a
set
of
measures
that
have
been
mapped
out
to
support
all
of
this
way.
I
think
it's
really
important,
isn't
it
that
we're
all
confident
that
progress
is
being
made,
changes
happen
and
we've
got
a
set
of
metrics
in
place.
H
So
so
we've
done
some
work
recently
to
check
whether
and
how
the
council
can
report
on
all
the
measures
outlined
in
the
race,
equality
plan
and
I'll
just
be
pleased
to
say
we
we
can
do
that,
so
we're
just
pulling
together
what
we'll
call
the
new
diversity
data
set
for
the
council.
It
won't
just
be
about
race.
You
know,
it'll
cover
all
those
other
areas
you
mentioned
too,
and
one
of
the
things
we're
really
keen
to
do
is
make
sure
that,
where
necessary,
we
report
a
much
more
detailed,
granular
level.
H
You
know
because
too
often
you
know,
organizations
big
organizations
like
ours
and
across
the
country
report
doing
that
really
broad.
You
know
on
on
the
bame
numbers
and
representation.
Well,
there's
2
000
people
who
work
for
the
council
and
they've
all
got
different
experiences
to
bring,
and
we
want
to.
We
want
to
reflect
that
in
our
reporting
too,
so
we've
got
lots
of
data.
E
Thank
you
chair.
Could
I
ask
you
something
else
looking
at
it's
just
kind
of
following
on
from
councillor
first
questions:
look
at
the
percentages
of
people
employed
across
all
the
grades,
they're
pretty
high,
actually
in
comparison
to
the
population
figures.
Aren't
they
so
my
question
is:
what's
the
objective,
so
what
kind
of
percentages
would
you
be
looking
to
achieve
because
you
must
have
an
end
goal?
Otherwise
the
work
would
be
unable
to
be
evaluated
or
meaningless.
E
Almost
wouldn't
it
and
do
you
have
the
breakdown
I
mean
I
personally
hate
the
ted
burn
and
lots
of
organizations
do
and
you've
acknowledged
that,
but
would
you
be
breaking
down
the
categories
within
that
overarching
term.
H
Yeah,
that's
exactly
it.
We
will
be
breaking
it
down
and
we
think
that
tells
different
and
unique
stories
different
people
in
the
council,
so
we
will
do
that
and
one
of
the
council's
data
intelligence
teams
is
doing
has
done
some
work
recently,
where
it's,
comparing
our
our
representation
against
the
working
age
population
in
leeds.
So
so
that's
one
of
the
comparisons
we
make
around
census,
data
working
age,
population
and
what
we
know
you
know
since,
since
the
last
sentence
that
the
the
city
continues
to
diversify.
H
So
if
you
look
at
you
know
some
of
the
representation
levels
for
younger
people
in
the
city,
you
know-
I
I
don't
know
the
exact
figures,
but
you
know
in
terms
of
like
25
30
percent.
You
know
of
young
people
being
from
black
asian
minority
ethnic
groups
across
the
city.
So
so
we
don't
have
targets.
Currently,
you
know
in
terms
of
what
we're
aiming
for.
E
B
Yeah,
it's
just
a
quick
comment
back
on
the
metrics.
I
think
it'd
be
really
useful
to
have
some
sort
of
analysis
of
anonymized
shortlisting
and
what
that
does
in
terms
of
candidates
coming
forward
and
get
a
feeding
then
to
how
many
we,
actually
you
know
what
the
actual
recruitment
or
appointment
situation
is
when
you've
got
an
anonymised
application
process
or
cv
shortlisting
process.
J
Thank
you
chair.
I
just
want
to
ask
questions
similar
to
what
counselor
chapman
was
asking,
which
is
actually
about
anonymized
assessment,
which
was
to
ask:
has
the
council
ever?
Are
you
aware
I
should
say,
because
I
don't
want
to
go
through
this
kind
of
history?
Are
you
aware
of
any
instances
or
a
trial
within
the
council
using
anonymized
assessment,
and,
if
yes
or
no,
has
the
council
sought
any
external
consultancy
either
with
public
or
private
organizations
who
either
advise
on
it
or
themselves
have
undertaken?
It.
H
We're
looking
you
know
over
the
last
few
months,
we're
just
now
looking
at
the
idea
of
an
online
short
list
and
no,
we
haven't
to
my
knowledge,
sort
any
external
support
on
it.
J
Has
it
ever
been,
do
we
are
we
aware
if
it
is
it
currently
in
use,
I'm
not
saying
whether
I'm
for
against
it,
I
think,
there's
a
wider
debate
and
I
think
it's
certainly
about
making
sure
that
we
don't
judge
people
at
all
about
anything
and
we
actually
judge
them
by
the
merits
of
who
they
are,
and
the
biggest
question
was
just
whether
we
knew
whether
we
use
his
tool
at
the
moment
in
the
council.
I
We
have
and
then
and
the
point
about
looking
at
the
research
on
it
is
quite
a
balanced,
a
balanced
argument,
actually
so
we're
in
going
forward
with
it.
I
think
it's
idea
we'll
have
to
look
at
what
the
research
is
telling
us
and
get
the
experiences
from
organizations
which
have
implemented
it.
I
I
mean
I
just
just
come
just
on
a
more
general
point.
I
I
I
think
the
point
which
is
which
has
been
made
is
a
really
important
one.
Actually,
we
do
need
to
kind
of
break
down
different
communities
actually,
because
actually
the
participation
of
different
communities
is
very
variable
and
it
does
rather
get
obscured
by
the
overall
kind
of
term.
So
you're,
absolutely
right
about
that.
I
think
the,
but
the
other
thing
beyond
the
metrics
is
is
a
sort
of
sense
of
a
perception
of
fairness,
and
I
think
what
you
know.
I
One
of
the
reasons
why
this
is
here
is
because
much
as
this
has
been
an
issue
for
decades
and
there's
been
lots
of
work
on
it
and
I'm
glad
to
say
it's
much
better
organization
than
it
was
20
20
odd
years
ago.
Nevertheless,
there
is
still
a
perception,
amongst
that
many
staff
that
they
are
being
dealt
with
fairly
and
part
of
the
issue
about
that
is
actually
bringing
greater
transparency.
I
So
it
is
about
publishing
and
it
is
about
making
sure
that
actually,
panels
are
are
more
diverse
in
in
how
and
how
they
look
and
and
the
people
aren't
actually
getting
a
sense
that
you
know
the
people
actually
in
a
department
are
just
recruiting
internally
people.
They
know
you
know,
and
I
think
that
those
are
all
the
sorts
of
things
which
we
need
to
be
kind
of
countering
as
well
as
the
metrics.
It
is.
Is
that
sense
of
perception.
J
The
question
was
whether
we
any
levers
interviews
took
place
and
I'm
sure
I
brought
that
up
in
the
past,
and
I
can't
remember
what
the
answer
was,
and
I
just
wondered
whether
there
was
anything
in
particular
that
this
particular
plan
could
be
integrated
in
some
way
into
those
levers
interviews,
if
that
be
the
case
in
some
way
to
ask
whether
they
feel
that,
generally,
that
the
organizer,
how
the
organization
has
supported
them,
for
example,
if
they
had,
for
example,
they
come
from
a
minority
background
or
they've
got
a
disability
and
whether
that
is
part
of
the
process
or
whether
that's
something
that
could
be
factored
into
the
process
generally.
A
H
Yeah,
we've
just
reinvigorated
our
leaders
process
in
the
last
six
months,
so
so
we
do
have
something
in
place
which
is
collecting.
You
know
the
experience
of
people's
time
with
us
and
the
the
thoughts
and
the
reasons
for
leaving
and
what
those
are
and
that's
all
analyzed
by
different
directors,
different
teams,
different
staff
groups.
So
the
numbers
on
that
at
the
moment
we're
roughly
getting
20
25
percent
of
all
levers
completing
that.
So
as
that
picture
develops
over
time,
we'll
be
able
to
report
some
of
that
data
back
to
you.
H
You
know,
particularly
in
what
it
says
in
terms
of
black
asian
minority
ethnic
staff,
but
to
be
to
rest
assured.
You
know
in
terms
of
how
we
handle
that
too.
If
anything
serious
comes
off,
you
know,
particularly
in
terms
of
race,
would
be
monitoring
that
and
flagging,
and
using
that
as
part
of
our
planning
as
well.
J
Yep,
I'm
sorry
for
another
question
greg
but
you're
the
answer
that
you're
giving
they're
just
leading
to
further
questions.
So
apologies
that
the
question
I
was
going
to
ask
is
is
obviously
you
mentioned
that
20
to
25,
which
to
many
of
us
may
seem
quite
low.
But
I
appreciate
that
that
may
be-
and
you
may
come
back
and
tell
me
that
that
might
reduce
the
high
turnover
they've
had
in
the
past
year,
for
example.
J
But
is
that
a
regular
figure
or
is
that
from
the
past
year
or
is
there
anything
that
we
can
actually
do
while
the
council
is
doing
to
actually
encourage
people
to
take
part
in
those
interviews?
Just
simply
because,
for
example,
if
somebody
is
leaving
the
council
with
a
grievance,
they
are
potentially
more
likely
to
bring
it
forward
or
their
potential
potentially
might
not
win
to
bring
it
forward
to
not
leave
on
bad
blood
and
effectively.
H
Yeah
just
to
reassure
on
that
new
in
terms
of
people
leaving
the
organization-
and
you
rightly
say
you
know,
a
lot
of
people
have
left
you
in
the
early
leaders
list
of
particularly
over
the
past
few
months,
but
both
during
sorry
before
during
and
after
people
left
the
organization.
We
look
for
different
opportunities,
whether
that's
through
one-to-one
conversations
with
managers.
You
know
contact
work
with
hr
if
needed.
You
know
the
ability
for
people
to
complete
the
survey
once
they've
left
we're
doing
more
in
that
space
to
try
and
encourage
people
to
do
that.
H
You
know
where
maybe
they
feel
a
bit
more
free
to
speak
openly
so
giving
people
a
range
of
different
options.
You
know
about
how
to
have
that
exit
interview
and
who
to
talk
to,
and
when
is,
is
what
we're
doing
at
the
moment.
J
It
is
sorry,
thank
you
for
that.
Graeme
is
that
to
25
from
the
past
year.
If
you
don't
know
the
answer,
it's
not
a
problem,
but
is
it
or
is
it
a
general
figure
from
pre
pandemic?
The
only
reason
I'm
trying
to
gauge
is
whether
that
is
a
figure
that
we
had
before.
We've
had
a
significant
turnover
of
staff
and,
as
a
result,
they
effectively
look
what
benchmark
we
need
to
be
looking
at
in
the
future
or
whether
it's
25
percent
of
those
who've
actually
left
over
the
past
year.
H
A
E
My
work
done
in
the
past
shows
that
the
word
reviews,
perhaps
not
strong
enough,
because
the
only
way
to
affect
change
was
robust
training.
Wasn't
it
and
challenging
particularly
unconscious
bias,
which
is,
is
really
difficult.
It's
a
painful
process,
sometimes
for
people
to
go
through.
E
So
I
I
think,
if
I
may,
that
perhaps
needs
strengthening,
because
it's
not
sure
if
we
should
become
anything
on
that
that
have
and
and
just
the
last
question
is
about
positive
action
and
and
again
I
think
positive
action
as
a
term
is
not
something
I
agree
with
in
the
slightest,
because
what
it
actually
does.
If
you
use
that
term,
it
indicates
or
infers
that
the
problem
is
with
people
from
an
ethnic
minority
rather
than
an
organization's
culture
and
unconscious
bias.
That's
quite
often
displayed
by
people
in
positions
of
authority
and
power.
A
Thank
you,
okay.
So
no
one
else
has
indicated
to
me
that
they
want
to
comment.
So
just
look
at
the
recommendations
on
page
20..
I
think
maybe
we
should
add
in
there
that
we
would
request
that
the
network
provide
someone
to
come
and
talk
to
us
out
when
we
speak
about
this
next
time.
Members
comfortable
with
that
and
I
think
in
terms
of
monitoring
the
metrics-
that's
something
that's
been
discussed,
I'm
seeing
everyone
nodding,
so
I'm
gonna
take
that
as
an
agreement.
A
You
can
do
but
just
make
sure
you're
back
in
time.
I
don't
know
how
you,
how
you'll
do
that,
but.
A
Okay,
let's,
let's
move
on
to
item
item
eight,
if
that's
all
right
again,
if
you
assume
that
we've
read
the
report
but
do
feel
free
to
highlight
anything
that
you
want
to
particularly
thank
you.
F
Okay,
thanks
chair
good
morning
members,
this
paper
is
brought
to
you
this
morning.
At
your
own
request,
you
asked
us
to
provide
an
update
on
voter
behavior
from
the
last
elections
in
may
2021,
and
also
to
give
a
quick
overview
of
what
we
can
expect
for
some
forthcoming
changes.
The
electoral
process,
particularly
the
introduction
of
voter
ids,
so
wolfe,
is
here
from
elections
who
I
will
ask
to
do
a
brief
overview
of
both
parts
of
the
paper
and
then
we'll
be
happy
to
answer
any
questions
that
members
have.
Thank
you.
G
Thanks,
john
okay,
so
for
the
may
elections
we
did
see
a
massive
turnaround
in
voter
behavior.
G
As
you
will
see
from
the
report,
we
ended
up
with
200
000
people
voting
bypass,
which
is
the
largest
record
number
that
anybody
in
the
country
has
ever
seen
and
going
forward.
We
think
we've
not
had
many
people
cancel
those
postal
votes
so
going
forward.
We
do
think
it
will
be
the
the
new
norm
that
we
do
have
a
high
number
of
people
voting
by
past.
G
So
we
have
put
some
suggestions
in
of
considerations
that
we
will
have
to
undertake,
but
we're
not
making
any
proposals
at
this
stage
in
time
and
then
the
elections
bill
and
the
introduction
of
voter
id
we've
provided
information
there
as
we
know
it
at
this
time,
but
we
are
awaiting
further
information
from
the
government
which
we
we
will
update
here
when
and
as
as
we
have
that
information.
Thank
you.
D
Thanks
chet
thanks
for
that
update,
I
think
I'll
focus
on
the
first
bit
of
the
paper
really,
which
is
the
difference
in
this
election
than
obviously
the
previous
ones,
and
I
know
all
of
us
will
be
we'll
be
very
aware
of
that.
D
What
was
going
to
look
at
really
is
is
the
rejected
papers,
because
I'm
aware
that
there's
what
looks
like
small
numbers,
but
when
you
look
across
the
the
people
that
participate
in
elections
anyway,
I
mean
my
own
ward,
there's
24
000
people,
18
000
of
whom
are
able
to
vote
and
only
7
000
of
those
choose
to
vote.
D
And
then,
if
you
look
at
who
they
may
choose
to
vote
for,
I'm
always
well
aware-
and
I'm
sure
many
of
us
are
that
that
the
majority
of
people
who
even
choose
to
vote
in
the
end,
don't
don't
vote
for
me.
First,
I
end
up
with
43
of
the
vote
or
something
like
that.
So
I'm
I'm
a
minority
of
a
minority
of
a
minority
of
a
minority
already,
which
is.
D
I
guess,
then,
where
my
focus
for
really
wanting
to
maximize
the
participation
of
voters
in
every
area
comes
from,
because
we're
well
aware
of
the
the
the
difficulty
in
the
process
already.
So
I
was
just
looking
in
terms
of
the
the
rejected
ballots
and
the
postal
vote
splits
one
that
is
really
different
across
different
areas
in
different
wards.
So
I'm
aware
I've
got
8,
000
postal
voters
or
something
like
that
at
headingley
and
hyde
parkward.
I
think
you're
a
quarter
of
that,
maybe
so
a
completely
different
different
span
in
different
areas.
D
Some
of
that
will
be
asian
demographic.
Some
of
that
will
be
your
proximity
to
a
polling
station
and
something
like
that.
But
I
know
therefore,
we've
got
a
percentage
of
of
the
rejecting
the
average
rejected
per
ward,
but
I'm
guessing
that
that
is
the
real
data
per
ward.
Maybe
you
know
maybe
more
than
twice
three
four
times
that
number
rejected
in
certain
wards
other
than
others.
D
So
is
there
any
announcement
done
of
those
rejected
where
they
most
commonly
are
what
what
areas
they
came
from
I
mean,
certainly
in
my
word,
I
did
have
a
lot
of
concerns
from
areas
where
english
may
not
be
spoken
as
a
first
language
at
home
that
it
was
much
more
difficult
to
follow
those
instructions.
D
Some
people
saying
that
in
fact
in
bradford
they
found
the
instructions
easier,
but
did
we
do
any
analysis
of
of
where
they
were
most
likely
to
be
rejected
from
whether
there
were
any
demographic
changes
in
those
areas
and
also
just
a
quick
one
that
percentage
of
rejected?
Obviously,
the
numbers
will
be
a
lot
different,
but
is
that
percentage
similar
to
what
we
may
see
in
in
typical
years?
Should
we
call
it
all
all
being?
I
know
that
the
this
is
probably
the
new
picture.
That's
here
to
stay.
G
Yes,
counselor,
the
the
number
rejected
is,
is
the
norm.
There
was
nothing
alarming
when
we
looked,
we
could
provide
the
ward,
the
figures
by
ward.
If
that's
what
you'd
prefer
to.
D
See,
I
think,
that'd
be
useful.
I
mean
in
some
I
might
actually
come
back
and
ask
for
polling
district,
because
then
that'll
give
me
an
idea.
Obviously
we
know
our
wards
very
well
and
we'll
know
the
different
types
of
community
you
get
in
different
polling
districts,
which
can
be
completely
different
in
across
mine.
I'd
have
a
completely
different
community
in
one
polling
district
to
another.
D
Then
I
can
imagine
just
how
difficult
that
would
be
to
do,
whereas
turning
up
for
the
polling
stations
there
and
just
as
one
extra
one
if
it's
alright
check,
even
if
so
this
process,
as
you've
said,
is
going
to
continue
and
we're
expecting
for
the
certainly
for
the
next
few
years.
The
majority
of
votes
to
come
through
being
postal
votes.
D
Do
you
think
we're
likely
to
therefore
see
any
change
in
what
we
do
about
polling
stations,
because
obviously
there
are.
There
are
a
lot
fewer
people
using
those
polling
stations,
but
that
they
are
an
importantly,
incredibly
important
service
at
the
service.
Thinking
about
the
value
in
those
polling
stations,
whether
anything
needs
to
be
looked
different
in
terms
of
those,
because
I
think
it
would
be
a
shame
if,
if
we
decided
to
scale
that
back
just
because
the
majority
were
on
postal
votes,.
G
Yes,
we
are
thinking
considering
doing
a
polling
district
review
because
we
did
make
a
lot
of
changes
and,
for
example,
we
didn't
have
any
portable
polling
stations
in
there,
which
is
one
thing
that
we
would
like
to
carry
on.
Seeing
going
forward,
and
I
know
susie
did
send
an
email
out
asking
you
know
what
what
counsellor's
thoughts
were
on
undertaking
upon
the
district
review.
But
it
is
something
that
you
know
we
are
thinking
of
of
doing.
A
J
J
So
I
appreciate
staff
have
taken
the
time
to
pull
it
together
and
actually
also
the
herculean
effort
that
it
took
to
deal
with
not
just
the
local
elections
in
leeds,
with
a
significantly
higher
turnout
of
over
6.6,
but
also
the
mayoral
election
as
well,
and
so
I
certainly
think,
as
I
said
at
the
beginning
of
the
meeting,
I'm
glad
to
see
that
you've
recovered,
because
it
will
certainly
an
effort
and
to
put
up
with
a
lot
of
politicians
in
the
early
hours
of
the
morning,
certainly
takes
some
bravery
and
guts,
to
say
the
least
and
the
reason
I
wanted
to
ask
really
coming
up
from
what
council
carlos
point
was.
J
J
I
think
I
know
the
answer
and
the
reason
I
stress
that
is
because
the
reason
I
declared
an
interest
early
was
just
simply
because
I
was
an
agent
in
the
election
in
two
particular
awards
that
were
extremely
close
in
temple,
news
at
12
votes
and
cross
gates,
139,
and
not
to
forget
that
council,
carlo
here
before
was
27.
J
and
the
biggest
thing
about
it
is
the
fact
that
it
doesn't
matter
who
wins.
The
fact
is
we
get
more
people
voting.
We
have
the
most
representative
result
and
it
would
be
interested
to
know
really
how
that's
breaking
down
in
terms
of
what
the
process
is
when
you
get
a
rejected
ballot
and
how
it's
then
dealt
with
to
make
sure
that
person
can
vote
and
therefore
we
have
the
best
turnout
we
can
have
in
the
city
and
therefore
have
the
best
representative
result.
G
Thanks
councillor,
yes,
it
was
broadly
the
same
percentage-wise,
even
though
the
figures
had
scaled
had
risen,
the
all
the
staff
that
are
adjudicating
the
postal
votes
and
rejecting
them
do
undergo
the
forensic
science
training
before
they
start
the
job.
The
majority
like
the
date
of
birth,
that
was
incorrect,
is
where
people
are
using
the
year
of
birth
and
they
put
in
the
2021
as
the
year
of
birth.
G
So,
of
course,
it's
completely
rejected
when
that
happens,
or
sometimes
they
forget
to
sign,
and
the
only
thing
we
could
do
is
possibly
look
at
the
instructions,
but
I'm
not
sure
how
much
clearer
we
could
make
those
instructions
for
them.
A
So,
just
on
that
I
think
question
councillor
firth
may
have
been
asking.
I
don't
so
I
don't
want
to
put
in
your
mouth,
but
there
seems
to
be
a
question
about.
Is
there
anything
that
you
can
do
to
go
back
to
the
individual
if
it's
particularly
early
voters?
So
if
I
put
my
poster
vote
in
at
two
three
weeks
in
advance,
whenever
straight
away,
would
I
ever
know
that
I
did
it
wrong,
so
I
need
to
focus
more
next
time.
I
guess
that's
the
question.
G
People
can
ring
up
and
ask,
but
they
very
rarely
do
possibly
because
I
think
they
don't
know,
but
no
there's
nothing.
We
can
do
once
they've
put
that
ballot
paper
in
with
the
vote
on.
That's
that's
their
vote.
Basically,.
A
J
No
thank
you
for
that
clarification.
It
is
just
worrying
the
fact
that
146
000
postal
votes
were
returned.
When
was
it
300,
not
a
thousand
were
the
ones
that
actually
came
in
and
as
a
result,
it
just
seems
quite
a
oh
sorry.
Apologies
no
I've!
It.
J
The
reason
I'm
disappointed
is
because
I
feel
that
there
is
a
lot
of
opinion
in
this
report
and
I
appreciate
that
the
legislation
is
very
early
in
the
legislative
process.
I
appreciate
that
there's
not
the
guidance
available,
but
I
feel
there
is
a
lot
of
opinion
rather
than
actually
anything
backed
up
with
fact.
For
example,
there
seems
to
be
a
number
of
mentions
of
the
electoral
commission
of
the
association
of
electoral
administrators.
J
The
government
has
not
said
what
and
how
it
will
cover
it
potentially.
But
then
there
is
further
comment
saying
that
absolutely
this
council
cannot
bear
any
additional
cost
at
all,
but
the
government
has
said
it
will
cover
the
costs
and
therefore,
in
my
opinion,
I
don't
think
that's
a
relevant
comment.
J
It
is
a
concern
that
this
report
has
not
come
forward,
but
maybe
something
to
reflect
on
in
the
future.
As
we
get
more
detail,
I
wanted
to
raise
one
particular
concern
which
is
in
relation
to
the
delay
of
the
verification
process,
and
I
just
wanted
to
ask:
could
you
provide
some
further
detail
on
that?
In
particular,
I
appreciate
that.
Certainly,
it
is
not
an
easy
job
and
it
is
easy
for
me,
as
somebody
just
observing
counters,
to
say
that,
but
I
would
appreciate
just
further
detail
on.
J
A
Just
so,
I
think
your
first
comment
around
the
the
nature
that
I
think
we
probably
take
that
as
a
comment
cancer.
First,
I
would.
I
would
comment
that
the
the
government
said
it's
down
behind
the
council
at
the
start
of
covid
and
whilst
they
have
given
some
money
to
the
council,
they
have
no
by
no
means
covered
the
entire
costs
and
I'll
ask
officers
to
respond
on
the
point
of
the
verification
process.
G
Thanks
councillor,
the
problem
that
we
do
have
is
there's
a
large
number
of
postal
votes
dropped
in
at
polling
stations.
Throughout
the
day.
We
do
have
offices
that
go
out
and
collect
them,
bring
them
back
into
us,
so
we
can
keep
going,
but
there's
a
significant
amount
that
are
putting
post
boxes
that
are
collected
by
a
royal
mail,
but
not
provided
to
us
until
it
was
10
to
10
in
there,
which
you
know
it's
just
out
of
our
control.
How
many
positive
votes
are
dropped
in
polling
stations
in
may?
G
It
was
3
a.m.
When
we
finished
the
verification
of
the
postal
votes,
which
would
have
meant
a
delay
to
the
start
of
the
count,
and
we've
got
staff
that
have
been
out
all
day
from
6
a.m,
working
so
to
carry
on
through
throughout
the
night
without
giving
them
a
break.
You
know
they
are
very
tired,
so
but
it's
only
a
consideration
for
now.
J
Thank
you
chair.
I'd
just
like
to
make
one
comment
to
say
that
my
comment
was
not
political
and
therefore
I
wasn't
wanting
a
political
argument.
It
was
to
say
the
facts
rather
than
actually
to
be
able
to
scrutinize
this
process
and
actually
perform
our
role
as
a
scrutiny
board,
and
I
feel
that
chair
that
potentially
was
not
a
political
comment.
It
was
just
trying
to
state
that
opinion
should
not
be
in
there
but
facts
when
we're
scrutinizing
this,
especially
when
we
want
to
have
a
robust
elections
process.
J
The
question
I
want
to
ask
him
to
thank
you
for
that
response
is
in
relation
to
do.
You
have
any
figures
at
all
on
how
many
postal
votes
we
received
on
the
day
itself
or
in
the
process
where
they,
after
the
deadline,
they
should
have
arrived
and
was
that
usual?
I
appreciate
the
scale
up
was
significant,
but
do
we
have
any
particular
metrics
or
could
you
provide
them
to
the
board
separately
at
all
and
how
many
that
was.
G
Yes,
we
can
provide
them
and
we
can
do
a
comparison,
probably
on
2019
elections.
A
G
A
J
Thank
you
very
much
chair
and
thank
you
for
the
clarifications,
because
it
certainly
is
appreciated.
The
final
question
was
was
actually
I
was
going
to
ask
whether,
because
obviously
I
know
by
statute
it's
every
five
years,
that
you
have
a
polling
district
review
as
of
2013.
I
think
it
was
the
act.
J
I
can't
remember
the
name
of
it
this
moment
in
time,
but
obviously
following
the
process
that
was
undertaken
from
18
till
19
and
then
the
next
one
would
probably
be
in
2023
if
we
went
by
the
current
timetable
and
as
a
result,
it's
good
to
hear
that
the
plans
are
going
forward
to
potentially
review
them,
because
I
was
going
to
ask
in
particular,
there
were
obviously
a
number
of
wards
where
polling
stations
were
combined
and
potentially
that
was
due
to
the
fact
that
polling
stations
were
not
available
in
their
original
form
from
previous
years,
and
would
there
be
any
consideration,
as
has
been
discussed
in
the
guidance
from
the
electoral
commission,
to
improve
accessibility
and
therefore
potentially
provide
more
polling
stations
in
larger
polling
districts?
G
J
Thank
you
chair.
I
apologize
I
forgot
to
ask:
could
you
give
us
some
more
meat
on
the
bone
about?
Do
you
have
any
further
views
on
when
that
review
will
take
place
and
what
sort
of
review
it
will
be
and
in
terms
of
making
sure
that
we
can
actually
make
it
as
robust
and
fair
a
process
as
possible?
As
I'm
sure
all
colleagues
will
want
to
do.
F
Yeah,
thank
you.
Thanks,
chair,
the
the
proposals
for
the
poll
district
review
will
be
sent
out
to
all
members
at
the
appropriate
time,
with
the
overview
of
how
members
can
provide
comments
to
inform
that
poll
in
district
review
that
can
be
taken
into
account.
It's
also
a
public
consultation
as
well,
which
take
into
account
the
elector's
thoughts
on
accessibility
of
their
local
polling
stations
and,
of
course,
we
do
look
at
all
available
buildings
in
polling
districts
for
their
accessibility.
F
It
was
mentioned
that
portable
buildings
have
been
problematic
in
the
past,
not
only
due
to
the
cost
of
providing
portable
buildings,
but
also
the
ramping
and
railing
to
try
and
make
them
as
accessible
as
possible
does
have
its
difficulties
and
its
challenges
as
well,
and
we
would
always
prefer
a
more
permanent
building
with
much
better
access
requirements
rather
than
a
portable
building
that
has
to
have
access
requirements
built
around
it
which
which
can
create
create
its
own
challenges
for
for
electors
as
well.
So,
yes,
it's
a
comprehensive
review.
F
We
will
be
sending
out
details
to
all
members
so
that
you
will
understand
exactly
how
the
process
works
and
how
you
can
all
be
involved
in
that
process
and
feedback
in
comments,
particularly
about
your
own
areas
and
buildings
that
you're
familiar
with
in
your
own
wards
that
you
think,
would
make
very
suitable
polling
stations.
We'd,
be
very
interested
to
hear
from
all
of
you
on
that.
D
I'll
see
if
I'm
on,
because
I
like
a
couple
of
questions,
I
guess
building
on
so
I'll,
make
one
comment.
Just
on
that.
First,
I
think
I
mean
the
portable
buildings
are
incredibly
important
in
a
number
of
areas.
D
I
had
one
area
where,
unfortunately,
we
couldn't
provide
them
a
polling
station
within
their
district
and
there
is
no
building,
unfortunately,
we're
just
undertaking
to
demolish
another
one
of
the
buildings
and
the
polling
stations
in
another
area,
where
I
can't
imagine
another
building
that
would
be
suitable
so
that
that
will
need
an
increase
in
impossible
building.
So
it
was
a
shame
not
to
be
able
to
have
those
this
year,
but
I
completely
understand
where
we
got
to
and
why
that
was,
but
yeah
very
much
like
to
see
those
back
again.
D
And
it's
all
about
really
that.
As
I
said
before,
the
the
importance
for
me
is
how
easy
it
is
to
vote
to
maximize
that
participation,
because
it
can
have
a
real
change,
and
I
mean
that,
as
as
sam
pointed
out-
and
I
never
forget
my
majority-
the
no
no
absolutely
but
the
average
rejected
in
the
ward.
I
mean
that
that's
four
times
what
would
have
changed
the
numbers
in
in
my
ward
and
who
knows
whether
he's
accepted
whether
it
had
gone
one
way
round
the
other
and
and
with
so
few
people
voting.
D
I
mean
there's
the
wider
issue.
I
won't
necessarily
go
into,
but
the
amount
of
people
that
vote
in
the
in
the
electoral
process.
That's
a
national
issue
that
we
have
that's
low,
that's
an
educational
issue.
You
know
at
schools.
Unfortunately,
the
curriculum
doesn't
have,
in
my
view,
as
much
importance
and
weight
put
to
it
by
how
important
local
elections
are.
How
important
is
that
people
can
have
their
say
in
how
it
affects
their
lives?
D
I
know
that's
something
that
will
take
a
a
more
national
approach
to
solve
some
of
those
problems,
but
coming
back
then
too.
That's
why
I
guess
I'm
so
interested
in
this
number
of
ballots
that
are
rejected
and
making
sure
that
when
somebody
has
tried
to
have
their
say
that
we
do
everything
we
can
to
make
sure
it
counts,
and
I
just
wondered
then
looking
at
that.
It
might
not
be
information.
D
D
I
I
don't
know
whether
that's
the
case
and
and
I'm
sure
we've
done
some
work
around
that,
but
I
would
really
like
to
see
some
reassurance
at
some
point
of
what
other
figures
were
like
in
other
authorities,
so
that
we
can
know
where
we
balance
it
and
then
I
think
it
would
be
really
useful
if
we
could
look
at
those
instructions.
Obviously,
you've
pointed
out
a
few
common
mistakes
there
that
people
will
make
there
were
some
really
useful
stuff.
D
I
saw
online
that
you
released
this
time
about
showing
people
a
video
for
how
to
fill
in
your
postal
vote,
which
is
really
useful.
But
then
often
those
who
are
filling
in
postal
votes
are
the
ones
that
may
miss
some
of
that
information
and
may
not
have
it
with
them.
So
if
we
could
review
those
instructions
and
look
at
them,
I
appreciate
it's
going
to
be
a
difficult
thing
to
do,
or
at
least
look
what
other
authorities
are
doing.
D
I
think
it
would
at
least
give
members
the
reassurance
that,
as
much
has
been
done
to
make
sure
that
everyone's
vote
is
going
to
count
and
we're
supporting
them
all
the
way,
because
I
know
we
do
a
great
job
at
that,
certainly
at
polling
stations,
but
now
the
the
the
balance
has
shifted
quite
quite
dramatically.
G
You
can
certainly
do
some
benchmarking
on
those
instructions
and
on
the
rejected
rates
with
other
authorities,
possibly
if
we
use
the
ones
in
west
yorkshire.
We
benchmark
with
those
and
bring
those
figures
back
to
you.
B
I
just
wanted
to
make
sure
that
the
scrutiny
board
are
also
aware
that
there
is
a
cross-party
electoral
working
group
that
sits
on
a
regular
basis
and-
and
I
can
assure
you-
it's
very
well
attended
by
all
parties
to
to
ensure
that
that
they,
they
actually
have
got
some
say
an
influence
over
over
how
things
are
reviewed
and
looked
at
so
to
just
give
you
some
reassurance
around
that
that
it's
not
just
officers
that
are
making
these
those
choices
about
elections,
and
I
just
want
to
put
on
record
actually
what
a
herculean
task
that
our
electoral
office
and
team
and
staff
you
know
who
worked
on
the
elections.
B
This
year
undertook
you
know,
and-
and
it
goes
to
show
just
how
good
they
were
in
how
accurate
their
counting
was.
It
was,
you
know
the
you
know
within
one
or
two
votes
when
they
were
recounting
in
certain
wards.
So
so
it
just
goes
to
show
that
the
process,
the
training's
right
for
those
who
were
who
are
actual
counselors
and
the
process
that
that
are
under
that's
undertaken
in
elections
in
leeds,
is
the
right
one.
B
If
we're
coming
out
with
results,
as
close
as
as
that,
and
it's
not
just
about
the
counting
but
actually
about
how
we
conduct
elections
as
well,
hearing
leeds,
which
is
also
excellent,
I
have
to
say-
and
any
issues
at
all
on
the
day
are
seen
to
very
quickly
by
our
team.
So
I
just
want
to
put
my
thanks
on
record
chair
for
for
all
the
work
that
they
undertake
on
our
behalf.
A
Thank
you
very
much.
That's
that's.
I
think
I
think
everyone
on
the
board
will
would
like
to
stand
behind
those
comments
by
councillor
cooper
for
the
minutes.
I
think
it's
important
for
the
your
team
to
hear
that
from
us,
as
as
the
scrutiny
board
councillor
firth.
J
Thank
you,
chair
and,
and
certainly
echo
those
comments,
and
it's
just
simply
the
the
fact
of
just
scrutinizing
and
trying
to
make
it.
As
I
said
earlier,
more
robust
definitely-
and
I
wanted
to
come
on
to
one
particular
comment
about.
Obviously,
there's
mentions
of
the
current
elections
bill
which
contains,
as
is
mentioned
in
the
bill.
Probably
the
most
important
point
is
about
voter
id.
J
F
I
think
we
have
a
challenge
in
this
area,
given
that
people's
participation
elections
is
is
to
be
anonymous
so
to
try
and
identify
and
advance
any
racial
or
cultural
issues
surrounding
whether
people
have
voter
id
is
a
challenge
for
us
and
will
be
guided
on
those
issues
by
the
government
guidance
which
will
come
out
in
due
course
regarding
how
we
deal
with
voter
ids.
F
As
for
people
who
don't
have
any
form
photographic
id,
the
legit,
the
legislation
will
be
proposing
arrangements
for
electoral
services
officers
to
provide
a
voter
id
card
to
those
people
and
the
information
about
that
will
be
sent
out,
and
that
will
be
a
nil
cost
to
the
elector
and,
as
we
understand
it,
as
indicated
in
the
paper,
nil
cost
of
council
as
well,
the
government
will
cover
those
costs
in
full,
so
those
electors
who
don't
currently
have
any
of
the
different
forms
of
photographic
id
that's
been
proposed,
we'll
be
able
to
obtain
one
from
the
council
free
of
charge
and
that
will
be
able
to
be
used
at
elections
as
well.
F
But,
as
we've
indicated
in
the
paper,
it
is
at
very
early
stages.
At
the
moment,
we
don't
have
full
details
of
how
the
process
will
work
and
when
it
does,
we
will
of
course
bring
back
another
paper
to
scrutiny,
to
inform
you
about
the
process
and
answer
any
further
questions
you
have
about
it
at
that
stage.
But
it's
early
days
for
us
regarding
voter
id
at
the
moment.
A
Thank
you
very
much.
I
think
I
think
it's
pretty
fair
to
say,
as
we
would
want
that
process
to
be
as
easy
as
possible
to
ensure
maximum
participation.
I
think
that's
clear
from
what
everyone
said
actually
today
that
increased
participation
is
important
and
anything
we
can
do
to
improve
participation
rather
than
reduce
it
would
be
positive.
A
Okay,
I
can't
see
anyone
else
indicating
so
thank
you
very
much
for
attending
today.
Thank
you
for
your
report
and
your
time
and
yeah.
Thank
you
for
that.
I'm
gonna
move
on
to
the
next
agenda
item,
which
is
item
nine,
which
we've
got
bev
and
jason.
A
Do
you
want
to
introduce
yourself
at
the
start?
If
that's
okay,
I
think
you
can
assume
we've
read
the
report,
but
if
there's
anything
in
particular,
you
want
to
draw
out
feel
free
to
do
that
as
well.
Okay,
thank
you.
L
Thanks
bev,
thank
you.
Chair
morning,
everyone,
I'm
jason
tooten,
I'm
the
digital
inclusion
manager
for
lead
city
council.
I
lead
100
digital
leads
program.
K
K
This
is
the
third
report
that
we've
brought
and
the
the
key
themes
that
we
wanted
to
talk
to
you
today
about
are
the
citizen,
digital
skills,
which
is
what
jason's
going
to
focus
on
and
on
the
work
that's
been
going
on
around
100
digital
leads
and
how
we
continue
to
embed
and
develop
council
digital
skills
for
officers,
members
and,
and
obviously
yourselves
and
picking
up
on
some
elements
there
and
then
raiders
are
talking.
K
K
So
so,
as
you
said,
everybody
will
have
read
the
report,
but
if
we
just
not
give
the,
I
guess
the
sort
of
key
edited
highlights,
first
of
all
so
hand
over
to
jason
and
he's
going
to
cover
off
the
100
digital
stuff.
First.
L
Thank
you,
bev
and,
as
already
mentioned,
not
in
any
great
detail,
but
just
I
think,
to
highlight
the
work
that
is
ongoing
and
there
are
a
number
of
bullet
points
there
that
talk
about
what
my
team
are
doing
with
specific
either
geographical
communities
or
communities
of
interest.
Because,
although
and
I
think
it
speaks
to
council
the
first
point
about
what
we
were
just
talking
about.
The
three
percent
of
people
who
may
not
have
voter
id
is
across
the
general
population.
L
And
when
we
talk
about
some
of
the
digital
exclusion
issues,
headline
figures
again
talk
about
the
general
population,
it
may
say:
10
of
people
have
never
been
online
10
of
the
general
population,
as
we
start
to
drill
down
into
some
of
the
people
that
we're
working
with
people
who
are
homeless
and
rough
sleeping
people
with
learning
disabilities,
people
who
have
english
as
a
second
language.
It's
not
10
of
those
populations.
L
The
headline
figures
don't
tell
the
full
story,
and
members
will
know
from
talking
to
people
in
their
wards
the
impact
that
digital
exclusion
can
have
on
some
of
the
people
in
our
communities
who
are
already
facing
multiple
other
challenges.
Digital
exclusion
is
often
not
the
most
important
challenge
that
the
people
are
facing.
L
It's
food
on
the
table,
it's
a
roof
over
the
head,
but
digital
inclusion
can
help
with
those
are
the
challenges,
which
is
why,
from
our
perspective
and
as
a
council
and
as
a
city,
it
is
one
of
our
priorities
and
the
only
other
thing
I
would
draw
attention
to
before
I
hand
back
to
bev
is
the
section
around.
How
is
success
measured
because,
from
our
perspective
from
100
digital
leads,
my
team
and
the
work
that
we're
doing
digital
inclusion
is
the
right
thing
to
do
anyway,
but
it
also
comes
with
a
return
on
investment.
L
It
comes
with
metrics
that
we
can
quantify
to
say
the
more
people
are
digitally
included,
the
more
they
then
choose
to
access
services,
digitally
the
bigger
the
return
on
investment.
The
city
will
see
that's
in
people
getting
jobs
and
getting
better
jobs,
managing
their
health
and
not
accessing
frontline
services
and
not
if
they
don't
want
to
not
dealing
with
the
counsel
in
a
face-to-face
way,
but
using
the
digital
tools
and
channels
that
colleagues
in
ids
are
implementing.
So
that
is
a
work
in
progress.
L
We're
working
with
local
government
association
and
socketing
to
devise
a
robust
return
on
investment
model
that
again,
we
can
bring
back
to
a
future
scrutiny
board,
but
I
think
it's
it's
both
head
and
heart.
From
our
perspective,
digital
inclusion.
It's
the
right
thing
to
do
anyway
for
the
communities
that
we're
talking
about,
but
it
does
bring
with
it
a
financial
return
on
investment.
K
Thanks,
jason,
okay,
so
then
I
guess
moving
on
to
the
sort
of
skills
that
we
need
within
the
council.
You're
like
you
ought
to
be
with
me,
I'm
finding
it
really
disconcerting
looking
over
my
glasses
all
the
time,
so
we
did
actually
have
previous
scrutiny
board
back
in
sort
of
2018-19
when
we
started
to
explore
some
of
these
things
about
how
we
build
the
skills
within
our
own
workforce
to
understand.
K
You
know
the
art
of
the
possible
from
digital
to
sort
of
help,
design
services
that
work
for
a
citizen,
not
necessarily
just
just
for
the
council.
So
what
we
really
want
to
do
is
is
continue.
Embedding
that
and
potentially
invest
more
in
in
terms
of
building
those
types
of
skills,
and
some
of
the
key
elements
of
that
really
are
around
making
sure
that,
when
we're
designing
services,
we're
designing
it
from
a
citizen
or
a
user
perspective.
K
So
so
we
certainly
signed
up
three
four
years
back
to
the
government
digital
standards,
which
set
out
the
way
that
these
things
should
be
done
and
continuing
to
make
sure
that
whenever
we
look
at
a
service
and
look
at
redesigning
the
service,
we
follow
those
standards
and
we
invest
in
giving
the
people
the
appropriate
training
to
do
that.
K
And
there
are
also
some
sort
of
techniques
that
we
use
very
much
in
the
digital
world
around
how
we
develop
products
and
that's
called
agile
development,
which
is
you
know
new
for
us
as
an
organization.
K
So
if
we
are
going
to
have
business
people
involved
in
that,
they
need
to
understand
what
their
role
is
in
that,
because
it's
very
very
different
to
our
traditional
way
where
people
will
give
us
a
set
of
requirements.
We'll
disappear
into
a
darkened
room
for
three
months
and
then
cur
to
come
out
with
a
solution
where
they
go.
K
Actually
things
have
changed,
or
that's
not
quite
what
I
meant
so
agile
development
is
very
much
around
working
collaboratively
and
doing
things
in
what
we
call
short
sprints,
so
usually
sort
of
two
week
periods
where
you
set
out
at
the
start
of
the
two-week
period
where
right.
This
is
the
problem
we're
going
to
try
and
fix.
Within
this
period
it's
I.t
people,
it's
business
people
and
sometimes
citizens
as
well.
K
So
working
together
to
you,
know
check
in
on
a
daily
basis
to
to
sort
of
test
out
what
they're
doing,
if
it's
failing
to
to
write
it
off
quickly
and
move
on
or
if
it
is
working
to
then
sort
of
build
on
that
and
then
come
back
in
the
next
sprint
to
add
in
extra
things
to
it.
So
that's
something
that's
very,
very
different
for
the
way
that
we
work
going
forward,
so
certainly
our
business
colleagues.
We
need
them
to
understand
that.
K
That's
something
that
they'll
need
to
commit
time
to
and
that
they'll
need
to
understand
what
their
role
is
within
that
and
we've
got
some
training
that
we
give
to
people
around
that
element
of
it.
Okay,
so
basically
the
outcomes
that
we're
looking
for
really
around
so
digital
skills
within
the
council
are
sort
of
more
training
on
the
government.
Digital
standards,
training,
people
on
the
role
of
agile
and
just
generally
developing
our
workforce,
digital
skills,
and
we
have
access
to
online
training
through
boober.
We
use
union
learn
a
lot
to
help.
K
People
build
those
skills
because
they're
good
for
skills
for
life,
as
well
as
for
working
at
the
council
working
with
hr
colleagues
to
say
that
as
we
recruit
people
are
there
a
minimum
set
of
things
that
we
would
expect
people
to
have
in
terms
of
digital
skills.
In
the
same
way,
we
would
around
literacy
and
then
the
final
element
of
it-
and
this
is
quite
an
important
one-
is
all
of
us
in
our
private
lives-
will
be
used
to
the
fact
that
technology
changes
constantly
it.
K
You
know
if
you
use
an
iphone
or
an
ipad
or
if
you
of
the
younger
generation
and
it
use
various
apps,
as
my
teenagers
would
tell
me
that
they're
constantly
changing
you
know
the
the
companies
will
release
new
features
and
there's
not
a
training
course
that
goes
with
it,
there's
sort
of
an
expectation
that
people
will
self-learn
and
develop
those
skills
within
our
business
world.
K
Here,
that's
going
to
become
increasingly
normal
as
well,
so
so
the
fact
that
we're
moving
to
the
the
microsoft
365
suite
yes,
there
is
a
whole
lot
raft
of
videos
and
such
like
that
are
made
available,
but
there
is
also
an
expectation
that
people
will
self-serve
and
continue
to
develop
their
skills
as
these,
these
new
features
come
out.
So
that's
a
a
key
thing,
I
think.
As
an
organization,
we
need
to
get
our
head
around
so
finally
moving
on
then
to
the
service
desk.
K
So
we
would
fully
acknowledge
that,
in
terms
of
our
service
desk
our
service
center,
where
you
all
ring
up
to
report
your
your
faults,
we
have
had
some
significant
challenges
over
the
past
18
months
in
meeting
the
service
targets
that
are
set
and
that's
been
a
combination
of
things,
the
the
capacity
that
we've
had
to
answer
the
phone
since
we've
had
a
number
of
people,
who've
left
the
organization,
and
we
today's
have
struggled
to
replace
some
of
those.
K
Yes
during
covey
and
on
various
other
things,
our
call
volumes
have
increased
on
previous
year's
performance,
but
we've
also
been
implementing
a
number
of
changes
which
is
then
generated
further
calls.
So
we
fully
acknowledge
that
and
understand
that
that's
completely
unacceptable
for
people
waiting
to
get
through
on
the
funds
for
extended
periods
of
time.
So
as
a
leadership
team,
we
discussed
this
three
four
months
back
and
put
in
place
a
series
of
actions
which
we're
just
implementing
at
the
moment.
So
recruitment
is
underway.
We
are
aiming
to
recruit
10
people.
K
I
think
we've
got
six
through
the
door.
Sadly,
we
did
have
another
resignation
last
week,
but
we
will
continue
with
that
and
hr
have
given
us
the
jurisdiction
to
sort
of
keep
that
as
a
role
in
rolling
advert
we're
also
looking
at
what
technology
we
ourselves
could
use,
whether
that's
you
know,
ivr
type
things
where
it's.
You
know
press
one
for
this
press
two
for
that,
but
also
some
of
these
are
like
bot
technology
that
can
answer
some
of
the
simple
calls
and
anything
that
we
can
automate
looking
to
do
that.
K
So
that's
work,
that's
in
progress
at
the
moment
and
we
will
be
replacing
the
tool
that
we
use
for
recording
all
those
calls
and
managing
the
calls,
so
that
again,
we'll
be
looking
for
that
automation
to
be
built
into
that
and
some
of
that
functionality
to
be
there.
So
that's
all
I
wanted
to
say
thank
you.
A
Thank
you
very
much.
Bev
bringing
councillor
for
first
place.
J
Thank
you
very
much
chair
and
thank
you
both
for
your
contributions.
I
want
to
ask
one
quick
question,
which
is
this
report
obviously
reflects
on
what
100
digital
leads
has
been
doing
over
a
number
of
years.
It
looks
like
because,
for
example,
particular
programs
in
a
care
home
setting
or
in
other
settings,
I'm
sure
will
have
been
particularly
difficult
over
the
past
16
to
17
months
and
therefore,
as
a
result,
can
I
have
space
on
that?
L
J
Absolutely
in
terms
of
reflecting
on
the
pandemic,
how
would
this
report
well?
I
believe
this
report
should
have
been
written
a
little
bit
differently.
I
appreciate
that
the
fact
that
there
is
a
lot
of
successes
that
were
happening
before
the
pandemic,
but
16
months
on,
is
just
to
understand
what
digital
leads
is
now
doing
to
try
and
ensure
we
can
continue
that
work,
although
I
appreciate
its
extremely
difficult
circumstances.
J
L
L
A
large
part
of
the
role
of
my
team
was
based
on
motivation,
so
my
team
work
at
the
organization
and
the
sector
level,
so
we
don't
work
with
citizens
directly
in
terms
of
training
them.
I
only
have
a
team
of
four,
so
they
wouldn't
make
much
of
a
dent
going
around
the
city
training
people.
So
what
we
do
is
work
at
the
organization
level
so
that
those
organizations
who
are
already
supporting
our
citizens
in
a
whole
range
of
aspects
are
better
able
to
support
them
with
their
digital
skills
and
confidence.
L
Excuse
me
pre-pandemic
the
one
of
the
biggest
challenges
that
the
organizations
faced
was
around
motivation.
It
was
the
initial
conversation
to
say
you
are
not
in
these
terms,
but
I
paraphrase
you're
digitally
excluded.
If
we
can
get
you
digitally
included,
a
whole
range
of
benefits
will
flow
from
that
and
the
person
would
say
it's
not.
For
me,
I've
managed
this
long.
I
don't
need
it.
It's
too
difficult.
I
can't
afford
there
would
be
motivational
barriers.
That
would
be
the
first
thing
and
the
kind
of
shutters
would
come
down.
L
People
who
had
not
seen
the
importance
of
it
suddenly
180
degree
shift.
They
then
saw
the
importance
of
it
and
their
motivation
increased,
but
all
of
the
other
barriers
remained
I'm
still
living
in
poverty,
and
I
can't
afford
it.
I
still
have
learning
disabilities
and
don't
know
where
to
go
for
help.
I
still
have
long-term
health
conditions
that
mean
I
physically
I
can't
access
the
device
and
so
on
and
so
on
and
so
on.
L
But
once
that
motivation
shifted,
my
the
organizations
who
were
supporting
those
people
were
then
much
more
able
to
work
with
my
team
to
co-design
what
those
solutions
and
interventions
might
look
like.
We
didn't
have
to
do
the
long
proprietary
conversations
to
kind
of
warm
people
up
to
the
importance
of
digital
if
you
like
that
was
already
a
given,
so
it
very
quickly
shifted
to
what
are
the
solutions.
Then,
what?
How
can
we
help
these
people?
And
that
essentially,
is
what
my
team
do
at
that
organization
and
sector
level?
L
It's
bringing
together
organizations
so
that
they
understand
digital
inclusion
from
the
perspective
of
the
people
that
they're
already
working
with
and
supporting,
and
to
echo
some
of
what
bev
was
saying.
The
part
of
the
reason
that
the
100
digital
elite
team
now
has
moved
into
the
integrated
digital
service,
as
well
as
our
work
across
the
council
and
health
and
care
and
third
sector,
is
to
be
able
to
bring
the
voice
of
people
with
lived
experience
into
some
of
the
conversations
as
we
design
those
services.
L
So
the
most
recent
example
is
a
service,
not
that
the
council
has
designed
I'm
pleased
to
say.
But
it's
a
it's
a
tiny
thing,
but
when
people
are
asked
to
fill
in
the
form
the
postcode
field
is
mandatory.
L
You
cannot
move
beyond
that
unless
you
put
in
the
postcode
and
all
of
the
organizations
that
we
work
with,
who
support
rough
sleepers
and
people
who
are
homeless
and
living
in
hostels
and
temporary
accommodation
that
all
those
organizations
are
having
to
find
workarounds,
because
the
people
who
need
to
fill
that
form
in
don't
have
a
permanent
post.
That's
just
bad
design,
but
that's
increasing
exclusion
and
it's
decreasing
accessibility.
So
again,
as
part
of
the
work
that
bev
is
talking
about.
It's
making
sure
that
we
don't
design
exclusion
into
services
from
the
beginning.
L
And
let's
say
that,
wasn't
a
council
service
that
I'm
using
as
an
example,
I'm
not
sure
if
that
answers
your
question
fully
counselor
first,
but
I'm
happy
for
you
to
ask
again
if
it
doesn't.
J
K
Yeah,
thank
you,
council.
First,
yes,
we,
we
didn't
particularly
put
the
the
current
performance
in
because
that's
actually
already
published,
so
we
can
certainly
provide
that
straight
away
after
this
this
this
session.
This
morning,
I
couldn't
tell
you
off
the
top
of
my
head
without
going
and
checking
what
the
latest
performance
is,
but
I
think
on
average,
for
the
last
three
to
six
months,
the
call
answer
rate,
which
is
the
key
one.
K
Instead
of
answering
eighty
percent
of
calls
in
in
sort
of
30
seconds,
it's
been
down.
That's
all
30
and
40
of
calls
being
answered
in
that
period
of
time
and
obviously
abandoned
rate
significantly
high.
So,
yes,
we've
got
all
those
figures
and
I
can
send
those
through
via
rob
straight
away
afterwards.
L
I
can
just
just
to
apologize
to
counselor
that
he
had
to
ask
the
same
question
three
times,
but
I
do
now
fully
understand
his
question
and
the
answer
to
that
is
that
the
100
digital
leads
team
prior
to
the
last
three
months
was
based
within
the
library
service
and
we
reported
to
a
different
scrutiny
board,
and
so
during
the
pandemic.
We
we've
written
two
full
reports
in
in
july
last
year
and
april
this
year.
L
That
fully
focuses
on
on
the
points
that
you're
making
on
what
has
been
our
emergency
response
during
the
pandemic,
and
it's
entirely
on
my
fault
that
we
didn't
include
all
of
that
previous
information
in
this
report.
As
this
is
the
first
report
on
our
work
to
this
board,
but
I
think
similar
to
what
people
were
saying
because
it
was
already
published.
L
A
J
Thank
you
chair
and
thank
you
for
those
responses
and,
and
certainly
if
you
could
direct
those
through
the
chair
and
the
clock,
that
would
be
fantastic
because
it
means
that
we
all
can
access
it
and
the
reason
I
think
it's
just
a
general
point
just
to
quickly
add
chair.
It's
the
fact
that,
particularly
on
the
other
item
before,
is
that
not
a
criticism?
J
I
appreciate,
but
it
would
be
helpful
in
future
when
we
are
doing
sessions
like
this
to
have
that
full
information,
because
the
fact
is
that
we've
got
to
look
at
all
the
evidence
available
and
if
that
evidence
is
already
available,
then
if
it
could
be
included
in
future,
it
would
be
appreciated.
But
I
appreciate
your
point
and
not
a
problem.
J
Do
we
have
any
figures,
or
do
we
have
any
intentions
to
look
at
exit
interviews
with
those
individuals
who
left
to
then
assess
why
they've
left
and
to
understand
how
we
can
improve
the
service
desk
going
forward,
especially
given
the
vast
majority
of
the
staff
would
have
been
with
us
throughout
the
past
difficult
year?
Thank
you,
chair.
K
Thank
you,
okay,
so
in
terms
of
yeah,
I
hadn't
heard
that
term
before
helldesk,
but
I
can
completely
understand
how
people
are
feeling
we
are
trying
to
it's,
not
managing
the
situation,
but
it's
certainly
acknowledging
the
situation
and
trying
to
let
people
know
what's
going
on
by
using
the
council
facebook
page.
So
our
service
desk
managers
do
regularly
put
information
on
there
about
you
know.
Yes,
we
have.
K
We
have
extensive
wait
times
so
we're
trying
to
manage
that
situation,
but
the
key
thing
for
us
is
that
recovery
plan
and
getting
back
to
achieving
the
targets
which,
prior
to
2020
we'd,
certainly
done
for
back
to
so
2006,
I
think,
just
after
I
had
joined
we
we
we
had
a
very
similar
situation,
lack
of
investment
and
such
like.
So
so
we
we
are
confident
that
we
can
get
back
to
that
and
we
just
need
to
get
enough
bums
on
seats
and
get
them
trained
up.
Frankly.
K
So
I'll
pick
up
on
your
third
point,
because
that's
a
really
really
important
one
and
yeah
those
exit
interviews,
it's
a
discussion!
Actually
I
had
with
our
hr
colleague
about
four
weeks
ago,
because
at
the
moment
no
we
don't
have
that
information
on
on
why
those
people
are
leaving
us
apart
from
the
yes,
I've
got
another
job
somewhere
else.
K
So
what
we've
asked
with
with
hr
is
that,
if
they're
not
giving
that
full
feedback
to
the
manager,
then
can
we
use
the
forms
that
have
been
made
available
that
can
be
anonymized
and
use
that
route
to
get
some
more
sort
of
quality
information
about
what
what
the
problems
are.
Yes,
I'm
sure,
as
you've
alluded
to
that,
curvid
and
working
from
home
will
have
been
a
key
challenge
for
them.
The
sats
they're
on
a
headset
all
day
call
after
call
after
call
and
clearly
as
as
we
all
would
be.
K
You
know
when
you
get
through
you're,
naturally
quite
frustrated.
So
obviously
the
first
part
of
the
call
is,
you
know,
sort
of
like
calming
the
individual
down,
but
I
have
to
say
that
the
satisfaction
rates
that
we're
getting
are
still
really
high.
So
everybody
says
consistently
that
it's
absolutely
a
nightmare
trying
to
get
through,
but
once
I've
got
through
to
somebody,
the
quality
of
the
service
that
I
receive
is
is
exemplary.
So
so
we
know
we're
getting
some
things
right,
but
we
do
know
what
we
what
we
need
to
fix
on
that
one.
K
So
then
I
guess
picking
up
on
your
season.
Your
question
about
the
web
chat.
That's
not
something
we
have
at
the
at
the
moment.
It's
absolutely
something
when
I
was
referring
to
the
bots,
I
think
web
chat
with
bots
is
probably
what
we
need
so
that
you
can
have
an
automated
tool
which
is
answering
some
of
those
chats
which
are
a
bit
more
of
standard
type,
questions
so
yeah.
K
That
would
certainly
help
and
and
is
one
way
we
want
to
take
away
some
of
the
calls
from
individuals
having
to
answer
them,
but
we're
not
there
at
the
moment
working
on
a
plan
around
that.
So
I
think
it
will
be
probably
towards
the
back
end
of
this
year
that
we
would
potentially
have
something
around
that.
A
K
With
the
recruitment
that
we're
doing
at
the
moment
we're
what
mid-september
now
so,
bringing
us
all
of
those
people
on
board
and
getting
them
trained
up.
I'd,
say
my
personal
view
two
months
and
we
should
be
back
there,
but
things
should
start
to
improve,
certainly
within
the
next
month
or
so,
because
some
of
those
early
starters
are
now
on
board
being
trained
up
and
started.
Starting
to
take
those
calls.
A
Okay,
so
bringing
you
back
sometime
next
year
might
be
helpful
from
the
board's
perspective.
Ken's
fifth.
J
Thank
you
chair,
and
I
appreciate
your
point
there
because
I
was
going
to
raise
it
under
potential
items
for
the
future.
Another
gender
item,
and
the
reason
I
mentioned
web
chat
is
because
I
personally
as
a
counselor.
I
know
that
colleagues
have
increasingly
used
it
because
I
only
started
using
it
because
staff
used
it
and
I
thought
well.
Actually,
this
is
quite
a
good
idea
is
that
we
did
lose
when
we
transferred
over
to
zoom
and
the
likes
and
teams.
J
We
lost
a
piece
of
software
that
we
don't
really
use
as
much
we
used
to
in
skype.
That
was
then
used
quite
regularly
by
a
lot
of
of
members
of
staff
and
whether
it
is
the
fact
that,
yes,
it
is
accessible
for
some,
but
overall
it
is
not,
I
believe,
as
far
as
I'm
aware
it
isn't,
and
that
was
a
very
useful
tool
to
be
used
between
staff.
J
I
understood
at
the
time-
and
my
only
concern
is-
is
that
we
could
cut
down
this
workload
by
having
that
option
available,
and
that
is
something
that
a
lot
of
public
and
private
organizations
are
looking
at
and
so
certainly
any
future
information
on
the
stats
and
kpis
and
looking
at
other
options
to
try
and
lessen
the
workload
would
be
appreciated
when
we
come
back
to
this
in
the
future.
Thank
you,
jeff.
A
Thank
you
I'll.
Take
that
as
a
comment.
If
that's
okay,
I
mean
my
comment,
is
I
I
find
web
chats
and
web
bots
that
I
talk
to
on
other
companies
entirely
frustrating
and
they
say.
Can
you
rephrase
your
question
because
I
don't
understand,
and
so
it
cuts
both
ways.
Doesn't
it
but
an
effective
one
on
simple
questions,
I
think
that's
fine.
Do
you
want
to
come
in
on
this
point?
Jason.
L
Just
just
really
briefly
chair.
Thank
you.
I
think
your
point
is
well
made
it
and
it's.
It
mirrors
the
what
work
that
we're
doing
with
citizens,
which
is
giving
people
the
widest
range
of
options,
so
that
that
individual
has
the
widest
amount
of
choice,
and
I
think
the
thing
that
we
haven't
mentioned
that
has
been
hugely
missed
over
the
pandemic
because
of
working
from
home
and
all
the
rest
of
it,
but
has
had
a
direct
impact,
is
just
sitting
next
to
someone
sitting
sitting
with
a
colleague
in
an
office.
L
That
person
would
often
be
the
first
point,
of
course,
bloody
hell.
This
thing's
gone
wrong
again,
stephen.
Can
you
sort
it
out
for
me
the
the
amount
of
that
peer
support?
That
would
happen
across
the
council.
That
would
mean
that
calls
never
reached
service
desk,
because
that
support
and
it's
I
think
this
speaks
to
some
of
the
other
work
in
the
paper,
which
is
around
the
leadership
and
the
culture.
L
C
Thank
you
chair.
I
just
wanted
to
keep
if,
if
you
could
go
into
a
bit
more
depth
about
the
motivational
barriers
that
you
mentioned
and
see
what
they
are
because
I
know
a
lot
of
people
are
reluctant
to
put
things
on
computers.
They
don't
put
all
their
information
for
obvious
reasons
and
that
everybody
has
some
sort
of
anxieties
about
where
they,
where
they
stop
with
putting
personal
details
on.
So
it
was
the
motivational
barriers
and
the
affordability.
C
L
And
I
think
it's
interesting
often
the
motivational
barriers
that
that
we
would
hear
directly
or
that
the
organizations
that
we're
working
with
would
hear
from
citizens.
Those
motivational
barriers
would
be
the
broad.
Oh,
it's
not
for
me,
I'm
not
interested
in
all
that
stuff
and,
as
you
started,
to
have
a
deeper,
more
meaningful
conversation.
L
What
that
was
often
hiding
were
the
real
barriers
which
is,
I
have
you
know
I
can't
afford
any
of
this
stuff
or
even,
if
someone
gives
me
a
friend,
a
family
member,
a
council
scheme,
a
third
sector
organization.
Even
if
somebody
gives
me
this
stuff,
I'm
not
going
to
know
how
to
use
it
nobody's
got
the
patience
my
grandkids
have
tried,
and
I
can't
do
it.
I
just
visit
or
I've
got
literacy
and
language
issues,
which
means
I
can't
read
this
stuff.
L
So,
from
our
perspective,
the
work
that
we
do
is
to
make
sure
that
people
have
those
support
networks
around
them,
whether
that's
and
that
should
include
friends,
family
members,
council
officers
and
frontline
workers,
third
sector
colleagues,
health
and
care
and
social
care.
So
so
that,
because
those
people
are
trusted
in
all
those
other
walks
of
life,
and
they
they
help
to
manage
my
money,
they
help
to
put
food
on
my
table.
They
help
with
my
benefits.
They
helped
it.
They
helped
me
my
personal
care.
They
helped
with
all
of
these
things.
L
I
would
therefore
probably
trust
them
to
have
a
conversation
with
me
about
getting
online
and
doing
it
in
a
safe
and
trusted
way.
The
affordability
is
really
really
interesting,
though,
so
we
are
talking
to
all
of
the
providers.
All
your
bts
and
your
vodafones,
and
all
that
the
best
they've
come
up
with
at
the
moment
are
what
they
call
social
tariffs
for
people
on
certain
benefits.
L
Even
those
tariffs
start
at
15
pounds
a
month,
that's
cheaper
than
your
regular
kind
of
broadband
package
that
includes
your
phone
and
everything
else,
which
is
usually
double
that
but
15
pounds
a
month
is
probably
15
pounds
too
much
for
some
of
the
people
that
we're
working
with
who
are
living
in
poverty
in
the
city.
So
it's
something
that
we're
absolutely
working
on.
We've
got
schemes
in
place
that
can
offer
an
emergency
response
and
we
certainly
had
more
of
those
more
of
those
come
on
stream
over
covered,
so
people
who
were
clinically
extremely
vulnerable.
L
We
were
able
to
lend
devices
to
them,
but
they
were
largely
loan
schemes
rather
than
gifting.
We
did
have
some
gifting
schemes.
We
gave
away
about
400
phones
earlier
this
month
earlier
this
year,
rather
with
12
months
of
free
calls,
free
text
and
free
data,
and
we
worked
with
our
community
partners
to
prioritize
the
people
who
were
most
isolated
and
excluded,
who
could
benefit
from
those.
But
your
point
is
well
taken.
All
of
those
are
kind
of
emergency
response
measures
rather
than
sustainable,
affordable
solutions.
Moving
forward.
C
And
can
I
just
that,
how
do
you
take
into
account
that
you're
trying
to
build
on
people's
skills,
but
people
learn
in
different
ways?
Some
people
would
rather
be
shown.
Some
people
would
rather
have
their
hands
on
some
people
can
understand
simple
instructions,
but
it
can
be
found
to
be
very
difficult,
and
I
just
wondered
what
steps
were
in
place
to
accommodate
or
facilitate
the
different
ways
of
learning
that
people
have
in
all
walks
of
life.
L
And
that
is
absolutely
the
role
of
my
team.
So
so
my
team
will
work
with
organizations
and
we've
worked
with
some
organizations
almost
since
my
team
were
appointed,
which
is
three
years
ago
and
we're
still
working
with
those
organizations
they're
in
a
very
different
place.
Now
they
themselves
have,
in
some
cases,
they've
appointed
a
worker
to
focus
on
digital
inclusion.
They've
bought
their
own
equipment
that
they're
lending
to
their
service
users,
but
you're
absolutely
right
in
terms
of
the
time
it
takes.
L
So
we
delivered
a
webinar
a
couple
of
weeks
ago,
just
before
lee's
digital
festival,
where
we
were
talking
about
digital
inclusion
for
older
people,
and
we
had
speakers
from
our
partner
organizations.
So
we
had
speakers
from
care
homes
from
a
neighborhood
network
scheme
and
from
the
from
touchstone,
which
runs
a
bma
dementia
service,
and
that
worker
was
talking
about
a
couple
who
had
finally
independently
managed
to
join
the
dementia
carers
coffee
morning
over
zoom,
and
that
had
been
a
nine
month
process.
L
That
worker
had
worked
with
that
couple
for
nine
months
to
the
point
where
they
were
now
able
to
do
that
independently
and
what
that
learning
looked.
Like
for
that
couple,
one
of
whom
had
dementia,
the
other,
who
of
whom
was
the
carer?
What
that
learning
looked
like
over
those
nine
months
is
very
different
to
what
our
colleagues
in
employment
and
skills
are
doing
with
young
job
seekers,
who
need
different
kinds
of
digital
skills
to
start
their
career
and
apply
for
jobs
and
apply
for
better
jobs.
So
your
point
is
absolutely
correct.
L
It
is
what
I'm
saying
in
a
very
long-winded
way,
but
the
fact
that
we're
working
with
over
300
partner
organizations
across
the
city,
all
of
whom
understand
the
people
that
they're
working
with
and
my
team,
advised
those
organizations
on
how
to
bring
digital
and
embed
digital
into
the
services
that
they're
already
providing.
But
those
organizations
have
the
insight
into
the
people
they're
working
with
and
they
can
adapt
the
learning
to
fit.
The
people.
C
Well,
can
I
I'll
just
finish
off
with
a
comment:
if
that's
okay
and
it's
just
that,
it's
found
to
be
most
frustrating
when
you
try
and
get
in
touch
with
somebody
and
only
get
replied
and
it
can
be
related
to
it.
Equipment
and
all
you
get
is
go
to
leeds.gov
dot
itc.
I
could
probably
stay
off
my
app
because
I've
personally
had
that
many
problems
with
with
my
computer,
so
so
for
the
general
public
and
for
any
other
department.
C
K
At
the
moment,
what
we
don't
have
is
the
drop-in
that
used
to
be
here
in
the
civic.
K
We
do
have
some
people
who
are
still
working
down
at
the
apex
site
so
when,
when
people
have
got
an
issue
and
they're
able
to
get
get
into
their
and
get
devices
swapped
out,
but
I
completely
appreciate
your
point:
is
that
yeah,
if
you're
just
hearing
a
message
that
says,
try
going
and
logging
this
online
instead
of
waiting
in
a
queue
and
that
that's
not
helpful,
because
you
could
be
an
hour
before
you
get
to
talk
to
somebody
to
tell
them
that
your
laptop's,
not
working
so
the
key
thing.
K
For
me,
there
is
about
a
having
enough
people
answering
the
phone,
so
the
wait
times
you
know
go
back
to
what
what
they
should
be,
but
also
potentially
having
those
options
that
say,
I'm
com.
You
know
one
of
those
options
might
be
press
number
two,
because
my
device
is
completely
broken,
which
would
then
route
you
to
a
different
queue
because
we'd
know
straight
away.
K
There's
no
point
directing
you
to
trying
to
log
that
online
because,
as
you
say,
you
can't
so
that
we
do
appreciate
the
the
frustration,
the
absolute
frustration
that
people
are
having.
I
wouldn't
want
to
take
the
the
that
off,
because
then,
if
people
stop
logging,
the
things
that
can
belong
to
the
situation
will
just
become
worse
in
itself,
but
yeah.
We
will
absolutely
look
at
how
we
could
streamline
that.
So
you
get
a
better
response
around
that.
A
Thank
you
very
much
council
flynn.
M
Thanks
andrew
and
apologies
again
for
my
late
arrival,
I
didn't
make
the
pre-meeting,
but
I've
been
tied
up
elsewhere
and
my
apologies
again
if
you've
covered
this
sort
of
previously.
But
neil
will
be
well
aware.
I
I
was
rather
taken
aback
when
I
saw
the
kpis,
which
don't
actually
reflect
my
experience
in
my
own
sort
of
contacts
et
cetera.
M
I
don't
want
to
go
into
huge
detail,
but
I
spent
probably
an
hour
an
hour
and
a
half,
maybe
two
hours
on
friday
afternoon,
speaking
to
various
people
on
the
help
desk,
they
went
to
speak
to
somebody
else
because
they
went
on
the
mobile
team
and
then
the
mobile
team
decided
to
go
home
because
they
come
in
early
and
they
finish
early
and
at
the
end
of
it.
M
Basically,
I
was
left
exactly
the
same
state
as
I
was
before
things
like
I've
had
email
plus
put
on
my
ipad
twice
and
taken
off
twice
in
the
last
six
months
being
told
at
various
times
it's
it's
not
compatible
with
either
counselors
or
counselors
ipads
or
whatever
I've
had
three
ipads.
In
the
last
six
months,
I
had
a
had
to
get
a
laptop
in
addition,
because
it
was
so
it
was
breaking
down
so
often,
but
basically
it
was
the
systems
rather
than
anything
else.
M
I
will
say
that
when
you
speak
to
somebody
at
the
help
desk,
they
are
invariably
helpful
and
solve
the
problem
for
you.
The
difficulty
is
getting
there
in
the
first
place.
Is
it
the
system,
that's
wrong,
basically
or
the
systems
that
are
wrong?
Why
have
you
moved
the
help
desk
from
this
building
to
apex
house.
M
I
I'm
too
over
there
again.
In
fact,
I
can't
do
it
today.
Basically,
because
I
haven't
got
time,
I've
got
to
go
to
another
meeting
this
last
time
I
was
in
apex
house.
I
actually
had
to
walk
out
because
the
the
queue
in
front
of
me,
the
previous
time,
was
three
and
a
half
hours
sitting
waiting
for
my
laptop
and
ipad
to
be
sorted
out.
M
A
I'm
just
just
at
the
start
of
that.
Just
so
you
know,
council
film.
We
did
talk
about
getting
more
detail
on
what
the
kpis
are
at
the
start
of
this
agenda
item,
and
actually
we
discussed
the
point
you
make
about
the
weight
being
the
problem,
but
the
stuff
being
really
helpful
when
you
get
there.
A
So
don't
repeat
that
again,
bev,
I'm
sure
councillor
flynn
can
watch
back
if
he's,
if
he's
keen,
but
his
point
about
where
it
is,
is,
is
really
really
valid
and
the
point
about
how
long
you're
waiting
at
the
drop
in
is
also
a
really
bad
point.
K
Okay,
thank
you.
So,
in
terms
of
the
location,
to
be
frank,
the
location
only
got
moved
as
a
result
of
cove
that
any
better
okay
yeah.
So
so
in
terms
of
the
location,
the
location
was
only
moved
as
we
went
into
lockdown.
We
obviously
weren't
sustaining
having
we're
having
a
very
limited
number
of
staffing
and
the
staff
that
we
did
have
to
have
in
we're
down
at
the
data
center
at
apex.
K
K
Here
I
mean
the
service
desks
themselves
have
always
been
located
at
apex,
but
in
terms
of
the
dropping
center
that
used
to
be
upon
the
second
floor
link
corridor
in
terms
of
decisions
about
reopening
that
that
that's
under
review
as
a
location
as
part
of
the
future
ways
of
working
reaching
in
the
the
civic
hall,
but
also
we
just
need
to
be
mindful
of-
is
that
the
best
location
you
know
do
we
have
perhaps
sort
of
centers
that
are
moving
around.
You
know
going
into
merion
from
time
to
time,
sometimes
in
here.
K
So
that's
under
discussions
about
where
people
can
go
if
they
want
somebody
to
look
at
something,
but
in
terms
of
these
three,
the
three
and
a
half
hour
wait
in
apex
I'll,
be
completely
honest.
I
wasn't
aware
that
that
was
an
issue
because
I
understood
people
were
going
in
almost
by
appointment.
So
can
I
check
on
that
one
and
come
back
to
you
on
that?
One.
M
I
I
know
the
reason
that
they
were
actually
wiping
my
ipad
and
putting
the
information
back
on
it.
I
have
no
problem
about
it.
The
point
I'm
making
is
three
and
a
half
hours,
plus
the
time
there
on
the
time
back
again,
because
there
was
an
issue
with
the
ipad
there's
another
issue
with
the
ipad
which
has
got
to
be
replaced
today,
except
I
can't
get
across
there
now.
A
Can
you
so,
I
think,
in
terms
of
the
specific
I
think
council
finn's
got
some
really
concerns
about
his
personality.
I
think
it's
worth
looking
into
his
case
an
example
case
and
doing
an
investigation
on
that
in
terms
of
why
the
issues
here
and
is
it
affecting
other
people
is
that
is
that
fair
counseling.
A
And
I
guess
the
other
question
that
counselor
finn
asked
was:
where
did
the
kpis
come
from?
But
then,
if
you
pick
that
up.
K
Okay,
so
in
terms
of
the
kpis,
they
we
work
with
socatom
who
the
society
for
it
managers.
So
they
are
sort
of
standard
type
performance
indicators
so
that
they
were
developed
probably
about
10
years
ago.
We
have
reviewed
the
the
individual
measures
from
time
to
time,
and
so,
while
we
were
hitting
them,
they
were
they
were
deemed
as
being
very
acceptable
by
all
our
users.
K
Obviously
the
target
now
is
to
get
back
to
achieving
those,
and
I
guess
going
forward
if
we
are
going
to
move
into
more
calls
being
managed
in
an
automated
way,
then
that
would
certainly
mean
that
we
would
need
to
review
what
those
targets
were
and
set
new
targets
again,
but
they
are
industry,
standard
measures
and
then
the
particular
targets
we've
got
around
how
long
they
are
are
in
line
with
what
other
organizations
achieve.
M
I
understand
the
the
system
of
kpis
and
all
the
rest.
What
I'm
quitting
is
the
accuracy
of
them.
If,
if
we
are-
and
I
I
asked
before
I
left
the
meeting-
I've
just
come
from-
if
anyone
was
ever
able
to
answer
the
surveys
that
we
get
after
being
in
touch
with
the
help
desk
and
all
the
rest
of
it,
not
one
person
in
the
room
can
do
it
and
I've
reported
it.
M
K
Okay,
I
will
have
to
check
that
when
alfie
wasn't
aware
of
that-
and
I
know
we're
getting
feedback
from
officers
consistently
so
why
it's
not
coming
not
working
successfully
for
members
I'll
look
into
and
I'll
report
back.
A
E
Could
I
just
perhaps
make
an
observation
and,
and
all
the
steps
that
have
been
taken
here
are
wonderful
and
they,
when
you
read
the
work,
that's
going
on
to
increase
digital
inclusion
and
just
have
one
concern
and
it's
around,
because
two
or
three
of
your
paragraphs
talk
about
health
inclusion
through
digital
approach,
and
I
think
that's
important
for
some
people
in
some
circumstances,
but
then
increasing
concern
about
people's
ability
to
get
face-to-face
contact
with
a
health,
professional
or
a
gp.
E
L
I
would
completely
agree,
I
think,
the
from
100
digital's
perspective,
it's
not
about
100
of
people,
interacting
digitally
100
of
the
time.
From
our
perspective,
it's
about
100
of
people
having
equal
opportunity
and
therefore
the
ability
to
choose-
and
I
think
one
of
the
things
that
sticks
in
my
mind
always
is
hearing
from
one
of
our
through
one
of
the
neighborhood
networks
in
east
leeds
cross
gates,
good
neighbours.
L
L
But
previously
nobody
made
the
effort
to
digitally
include
her.
It
was
only
the
pandemic
back
to
what
some
members
were
saying
about.
Some
of
the
motivation
and
everything
the
people
made
that
extra
effort
so
days
like
this
she's,
absolutely
going
to
be
out
accessing
services
face
to
face
going
to
the
coffee
mornings.
Doing
the
things
she
wants
to
do,
but
when
winter
draws
around
again,
she's
now
got
that
option
to
do
those
things
digitally
so
from
us.
It's
absolutely
always
about
choice.
L
I
think
the
only
other
thing
I
would
say
is
the
more
people
choose
to
do
those
digital
things,
the
more
capacity
it
frees
up
in
those
services
for
people
who
still
only
want
to
access
face-to-face
and,
from
our
perspective,
people
who
only
want
to
do
to
face
absolutely
that's
their
choice,
but
that
should
be
their
choice.
It
shouldn't
be
a
choice
forced
upon
them
by
the
system,
the
city,
although
their
life
circumstance,
we
want
equity
and
equality
of
opportunity
so
that
everyone
has
the
same
choice
that
we
all
feel
that
we
have.
A
Thank
you,
jason
councillor
brooks
you're
next.
B
Thanks
chair,
I
I.
C
Would
like
to
know
a
little
bit
more
about
the
digital
inclusion
networks.
If
that's
okay
is,
there
is
the
some
kind
of
map
of
coverage
of
them
is
the
is
the
a
organization
in
every
single
ward
in
every
single
area,
every
single
neighborhood?
L
And
the
really
short
answer
to
that
is
no.
The
longer
answer
to
that
is
that
there's
a
reason
why
the
answer
is
now:
we've
been,
we've
talked
a
number
of
times
as
a
team
and
with
council,
colleagues
and
others
about
that
mapping
exercise
at
the
moment
that
map
exists,
but
it's
kind
of
in
the
heads
of
my
team
and
the
partners
with
whom
we
work
we're
certainly
open
to
for
doing
a
mapping
exercise
that
we
may
share
that
could
be
shared
with
members
with
council.
L
Colleagues,
what
we
wouldn't
want
to
do
is
produce
a
public
facing
map,
because
the
second
you
hit,
publish
it
becomes
out
of
date
and
a
new
organization
joins
a
network
and
an
organization.
That's
on
the
map
closes
their
doors
for
whatever
reason,
so
the
danger
is
that
you
end
up
signposting
people
to
things
that
aren't
ex
that
don't
exist
or
you
don't
signpost
them
to
something
that
does
exist
because
it
hasn't
made
it
onto
a
map.
L
The
networks
that
we've
formed
at
the
moment
are
largely
they
are
as
a
result
of
either
my
team
having
that
idea
or
the
partners
that
we
work
with
having
the
idea.
So
we
have
formal
networks
for
organizations
working
with
older
people,
a
network
for
organizations
working
with
people
with
sensory
impairment,
another
working
with
and
for
people
with
learning
disabilities
and
autism.
L
We
have
a
developing
one
for
organizations
that
work
with
people
who
are
homeless
and
we're
sleeping,
and
we
have
one
for
organizations
that
deliver
hearts
and
cultural
activities
as
we
lead
up
to
2023
and
the
work
that's
been
happening.
There.
We've
also
talked
with
colleagues
in
the
migrant
access
team
about
a
network
for
organizations
for
people
who
have
english
as
a
second
language
within
all
of
those
networks.
L
They're
based
down
the
road
in
the
city
centre,
but
they
have
a
city-wide
remit
so
and
will
operate
out
of
community
spaces
and
community
buildings
and
or
virtually
across
the
city,
and
that's
the
other
difficulty
with
the
map
that
sometimes
that
we
have
absolutely
partners
who
you
know,
attendance
organization,
that's
responsible
for
a
specific
one
tower
block
in
one
part
of
the
city.
We
then
have
partners
who
have
a
city-wide
remit
to
work
with
the
8
000
unpaid
carers
in
the
city.
L
Whatever
the
number
is,
it's
probably
not
8
000.,
but
that's
the
issue
with
publishing
a
public
facing
map
to
show
where
the
activity
is
and
and
who
is
part
of
those
networks.
But
more
than
happy
to
share
that
information
with
any
members
who
are
interested
and
equally
more
than
happy
to
take
information
from
members.
If
they
know
of
organizations
who
are
active
in
their
wards
and
and
either
just
want
to
check
that
we
are
doing
something
with
them.
Because
if
we're
not,
then
we
should
be.
C
Thanks
chad
yeah.
That
would
be
really
helpful
because
I
I'm
really
concerned
that
this,
because,
obviously
with
the
with
the
pandemic
and
everything
you've
got
home
working
for
school
children-
and
I
know
in
the
in
the
schools
that
I'm
a
governor
of
there
has
been
issues
with
parents
being
able
to
support
their
children
in
learning.
C
So
I
think
that
might
be
might
be
a
an
area
that
needs
a
little
bit
of
not
just
for
a
pandemic,
but
also
to
increase
educational
attainment,
so
that
that's
partly
why
I
ask
because
I've
noticed
that
I've
noticed
that
there's
a
bit
of
a
there's
a
bit
of
an
issue
with
that
like
cohort
of
people,
if
you
like,
but
but
also,
I
think,
I
think,
board
members
know
quite
a
lot
about
what
goes
on
in
their
wards
and
it'd,
be
really
helpful
to
be
able
to
either
be
in
a
position
to
put
a
constituent
in
touch
with
somebody
or
to
to
have
a
little
bit
of
feed-in
to
to
services.
L
First,
point
of
contact
we're
doing
that
largely
as
through
health
and
care
work,
so
that
gps,
community
healthcare
hospitals
and
so
on
have
a
single
point
of
contact
to
if
they
identify
someone
who
is
digitally
excluded,
they've
got
a
single
place,
they
can
go,
which
is
the
social
prescribing
teams
and
then
those
teams
that
social
prescribing
teams
working
really
closely
with
my
team
to
have
that
understanding
of
the
provision
across
the
city,
because
linking
leads
already
do
that
for
all
aspects
of
other
services.
L
If
you
have
housing
needs
employment
needs
whatever
it
might
be,
so
we're
working
with
linking
leads
to
make
sure
that
they
are
confident
and
comfortable
to
be
that
first
referral
point,
and
then
they
can
refer
into
the
more
specialist
provision
that
someone
needs.
But
more
than
happy
to
share
that
information
with
you,
council
again.
C
Thank
you
chair,
I'm
just
following
on
from
plagueis
to
to
questions.
You
mentioned
such
social
isolation
and
now
it's
been
addressed,
but
what
I'm
finding
in
my
word
and
I'm
sure
many
of
the
councils
are
finding
in
theirs-
is
that
a
lot
of
the
social
skills
disseminating
from
people
they're
going
out
into
the
big
wide
world.
C
Now
it's
becoming
slightly
safer
and
having
anxiety,
mental
health
issues,
not
knowing
how
to
react
to
people
and
don't
want
to
join
in
face-to-face
community
groups,
because
they've
got
reservations
in
place,
and
I
just
wondered
how
you're
going
to
tackle
that
by
encouraging
them
to
go
digital
and
meet
up
in
those
sort
of
and
this.
I
think
this
increase
increases
the
mental
health
issues
throughout
all
age
groups,
whether
it
be
school,
children
or
the
elderly
or
families,
and
it's
causing
more
family
issues
as
well.
C
L
It's
it's!
It's
a
really
interesting
observation,
and
it's
it's
something
that
my
team
and
the
partner
organizations
that
we
work
with
have
identified
as
well,
and
we
are
just
starting
a
big
piece
of
work
with
forum
central,
which
is
the
third
sector
infrastructure
body
in
the
city
on.
Essentially
this
isn't
the
phrase
we
would
use
if
we
were
talking
to
the
public
about
it,
but
on
hybrid
working,
what
does?
What
does
the
future
look
like?
We,
we
had
pre-pandemic
digital
exclusion
and
inclusion.
L
As
you
know,
it's
important,
but
it's
not
the
most
important
over
the
pandemic.
It
almost
became
the
most
important,
and
so
then
what
is
the
future,
and
I
think
for
a
lot
of
the
partners
that
we're
working
with
the
future
is
absolutely
hybrid
and
it
again
it's
about
that
everybody
having
a
choice
and
whatever
choice
they
make
that
they're
supported
in
that
choice.
L
Sometimes
people
will
still
want
to
dial
into
things
and
and
access
things
virtually
and
that
should
be
available
to
them,
but
for
those
people
that
do
want
to
come
back
that
that's
available
to
them
as
well,
and
it's
done
in
a
safe
way
in
a
supported
way
and
that
the
staff
and
volunteers
across
all
the
organizations
who
are
part
of
our
partner
network,
that
they
have
that
understanding
of
both
models
and
it's
not
either
or
so.
You're,
not
forcing
people
down
a
particular
track
that
they're
not
comfortable
with
you're,
giving
them
those
options.
C
Thank
you,
and
can
you
just
elaborate
a
bit
more
on
the
neighborhood
networks
that
you
mentioned
because
I
know
in
my
world
we've
got
two
neighborhood
networks.
We
sort
of
split
in
the
middle,
so
half
the
world's
covered
by
one
half
with
the
other,
both
functioning
in
different
ways
and
I'm
sure
that's
the
same
across
the
city.
So
I
just
wondered
if
there
were
any
sort
of
general
instructions
or
general
ways
of
working,
that
the
neighbor
of
networks
are
going
to
take
on
board
so
that
they're
reaching
out
to
those
almost
isolated.
C
L
Thank
you,
so
the
older
people's
digital
inclusion
network
that
we
have
is
we
co-chair
each
of
the
digital
inclusion
networks
for
all
of
those
specific
groups
I
mentioned
earlier.
We
co-chair
them
with
a
kind
of
infrastructure
organization
that
has
that
expertise
in
that
area.
So
the
older
people's
one
is
co-chaired
by
one
of
my
team
and
leads
older
people's
forum
and
we
have
representation
there's
about
50
organizations
on
that
network.
L
I
want
to
say
all
of
the
neighborhood
networks
are
represented,
but
I
know
they're
not
so
I
have
to
say
almost
all
of
them,
but
I'm
not
sure
about
the
two
that
you
mentioned,
but
I
will
check
and
absolutely
what
that
digital
inclusion
network
for
older
people's
organizations,
one
of
the
things
that
it
does
is
those
best
practice
guides
that
you're
talking
about.
So
it's
again,
it's
not
about
us
enforcing
on
neighborhood
networks
and
saying
this
is
the
way
you
should
work.
L
But
what
we
do
have
are
neighborhood
networks
who
are
much
more
much
further
along
on
their
digital
inclusion
journey
as
an
organization
and
at
those
meetings
which
are
every
month
or
six
weeks,
they
will
share
the
best
practice.
They
will
talk
about
the
tools
they
use.
They
will
talk
about
the
interventions
that
they've
designed
and
the
way
in
which
they
work
as
a
neighborhood
network
and
the
impact
that
digital
inclusion
is
having
on
their
organization.
L
We
know
a
number
of
neighborhood
networks
have
appointed
staff
to
focus
on
digital
inclusion
within
the
neighborhood
network,
often
as
a
result
of
funding
that
they've
managed
to
achieve
with
my
team,
helping
them
to
write
those
funding
bids.
Those
staff
now
come
to
those
networks
as
well
to
talk
about
the
practical
things
they're
doing
with
older
people
as
part
of
their
neighborhood
networks.
B
It's
going
back
to
the
neighborhood
neighborhood
networks,
I
am
rock.
I
represent
robert
ward
and
I'm
really
not
aware
of
very
much
that's
going
on
in
the
world
at
all
in
terms
of
digital
inclusion.
We
seem
to
have
the
occasional
session
in
a
community
center
somewhere
or
there
is
the
live
at
home
scheme
which
is
member
based.
B
A
Just
on
the
neighborhood
network,
I
don't,
I
think,
that'll
be
under
the
health
scrutiny
board
remit.
So
I
think
what
we'll
do
on
that
item
is
we'll
make
a
note
and
just
a
raise
with
the
chair
that
we've
discussed
it
as
a
concern.
It's
been
raising
a
concern
in
this
board
and
passed
it
to.
I
think
it's
a
councillor.
Marshall
tong's
board
is
that
okay,
councillor
chapman
and
I'm
very
happy
for
you
or
anyone
else
to
write
to
on
that
item.
L
I
was
only
gonna
answer
chair
to
say
to
the
very
last
question
about
who
do
we
ask
in
terms
of
that
coordination
piece?
That's
absolutely
me!
So
that's
me,
my
team,
my
100
digital
lease
team.
That's
that's
what
we
do.
I
think
the
other
point
that
I
would
make
is
that
some
of
the
work,
I
think
you're
right,
isn't
always
very
visible,
because
a
lot
of
the
work
is
what
we're
trying
to
do
is
embed
digital
inclusion
interventions
into
the
services
the
organizations
already
deliver.
L
So
it
may
not
be
that
you
see
lots
of
classes
popping
up
and
lots
of
posters
to
say.
Oh,
come
here
on
a
tuesday
for
this
and
come
here
on
a
friday
for
that,
because
a
lot
of
the
digital
inclusion
work
is
taking
place
as
part
of
existing
activities
and
interventions
that
those
services
and
organizations
are
already
doing.
But
we
can
absolutely
give
you
that
visibility,
if
you
think
well,
does
that
mean
there's
loads
happening,
but
it's
under
the
radar?
Does
that
mean
there's
nothing
happening?
We
can
absolutely
talk
to
you
about
so.
A
L
Escape
from
this
comment
that
I
would
make,
because
I
know
that
councillor
cooper
was
mentioning
this
point-
we
used
to
be
the
100
digit.
Lease
team
was
part
of
the
library
service
for
a
long
time.
There
are
libraries,
I
think
in
every
ward,
in
the
city,
libraries
are
one
of
our
key
delivery
partners.
So
there
are
digital
skills
sessions
happening
almost
every
week
in
every
library
in
the
city.
L
There's
a
helpline
that
libraries
have
so
people
can
again
back
to
that
thing
that
having
the
range
of
options
face-to-face
digital
skills
sessions
are
starting
to
happen
in
libraries
from
get
online
week
in
october,
but
there's
a
digital
skills
helpline
that
you
can
phone.
If
you
just
need
some
light,
touch,
help
and
support
a
librarian
will
arrange
a
one-to-one
appointment
and
give
you
some
digital
skills.
Training
over
the
phone
and
library
is
absolutely
a
key
delivery
partner
for
the
digital
skills
and
they
have
an
equipment
lending
scheme.
L
So
again,
if
that's
the
barrier,
libraries
might
be
able
to
lend
some
equipment
and
then
follow
it
up
with
some
digital
skill
support.
So
it's
absolutely
to
council
chapman's
point.
It's
absolutely
happened
for
members
to
have
and
for
us
to
communicate
to
members
to
have
that
understanding
of
what's
happening
in
wards
across
the
city,
and
we
absolutely
that's
our
role,
that's
what
we
should
be
doing.
A
Yeah
and
upskilling
us
counsellors
on
what's
going
on
in
our
wards,
would
be
very
beneficial,
so
those
services
like
you're
saying
every
week
in
libraries
across
the
city,
upskilling
all
councillors
across
the
chamber,
would
be
good.
Okay,
I'm
going.
B
I
think
I
think
that's
a
good
way
forward.
I
mean
just
to
emphasize.
This
is
not
not
to
this
particular
debate,
but
when
kobe
hit
our
ward
and
I'm
guessing
some
of
the
awards
found
it
very
difficult
to
find
any
lead
organization
to
support
us.
We
ended
up
setting
our
own
up
and
doing
it
ourselves,
and
I
think
that's
where
this
comes
out
of
is
you
know.
B
We
may
well
be
speaking
to
lots
of
different
organizations
that
are
looking
after
each
ward,
but
there
is
no
overarching
organization
in
some
wards,
so
we
do
need
the
elected
members
to
know
what's
going
on,
so
we
we
can
help
our
residents
then,
and
our
citizens
to
to
with
digital
inclusion.
I'm
sure
we've
got
a
problem.
B
A
Just
digital
inclusion,
yes,
thank
you,
council
champions,
really
important
point
you
raise.
I'm
sure
jason
will
pick
this
up
outside
the
meeting
and
it's
a
really
interesting,
dynamic
the
whole
which
areas
had
organizations
and
councillor
firth.
Your
next.
J
Thank
you,
chair
and,
and
I
will
be
quick,
I
appreciate
the
time.
The
reason
I
was
going
to
come
in
on
that
point
was
actually
that
we
at
our
community
committee.
If
everyone
can
hear
me,
our
community
committee,
we
had
a
a
briefing
from
the
library's
department,
I'll
wait
for
the
helicopter.
J
J
Anyway,
thank
you,
chad.
We
had
a
briefing
from
the
library's
department
and
I
understand
they're
going
to
every
single
community
committee,
and
I
think
this
could
actually
be
another
matter
that
that
potentially
this
could
be
taken
up
further,
that
actually,
if
you
wanted
to
go
and
present
to
every
community
committee,
I
think
it
would
be
helpful
in
actually
having
that
direct
link.
But
my
general
question
was
obviously
we
have
ambitions
to
make
sure
that
our
city
is
more
accessible,
digitally
to
everybody.
J
A
I'm
not
sure
he's
best
to
answer
that.
I.
K
A
K
L
L
You
sure
yeah
yeah,
it's
it's
really
brief.
So
the
20th
century
team
are
part
of
the
arts
and
culture
network
and
they've
been
very
active
so
far,
they're
part
of
the
hybrid
work
that
I
mentioned
with
forum
central.
They
are
also
looking
up
to
set
an
equipment
loan
scheme
and
we
are
meeting
them
in
a
week
or
two
to
talk
about
the
possibility
of
creative
digital
inclusion
work
with
care
homes
they're.
The
very
short
answer
is
yes:
they
are
part
of
the
arts
and
culture
digital
inclusion
network
that
we
have.
L
They
are
keen
that
digital
access,
technology
and
inclusion
is
part
of
2023.
So
it's
it's
a
kind
of
fairly
broad,
but
we
are
talking
to
them
and
they
are
part
of
our
work.
Yes,.
A
Thank
you
so,
the
year
of
culture
coming
to
our
board
in
october
and
I'll
ask
rob
to
make
sure
that
they're
aware
that
the
digital
conclusion
is
an
aspect
that
we're
interested
in
talking
more
about,
and
then
we
can
have
a
more
thorough
debate
about
it
than
is
that,
okay,
with
you
accounts
the
first.
J
Absolutely
thank
you
chet.
Can
I
just
make
one
very
quick
point,
which
is
the
fact
that
I
know
that
once
the
team
here
at
digital
leads
are
engaging
with
private
and
public
sector
organizations
and
as
a
result
that
that
network
and
that
for
those
connections,
will
be
absolutely
vital
in
actually
ensuring
that
we
can
actually
ensure
that
everyone
can
enjoy
lease
2023
and
we
can
actually
see
physical
success
also
in
terms
of
getting
more
people
online
and
technologically
literate.
Thank
you,
chair.
A
Thank
you
and
you're
right.
Those
partnerships
are
really
important.
I
see
that
in
my
award
in
holbeck,
where
you
have
their
private
sector
and
voluntary
sector
working
together
to
improve
digital
access
in
in
holbeck,
for
example,
good
okay,
I
can't
see
anyone
else
indicating
I
think
that's
been
very
interesting
debate.
I
think
there's
some
quite
a
bit
of
follow-up
for
you,
I'm
afraid,
bev
and
I'm
sure
we'll
we'll
bring
you
back
in
due
course
to
discuss
that
and
also
the
monitoring.
A
I
think
that's
really
important
important
aspect,
but
thank
you
for
your
time.
I
appreciate
it.
I'd
also
say
that
I've
always
had
a
very
positive
experience
with
the
iit
help
desk,
always
fixed
the
problems
on
my
computer
that
I've
had
so
put
that
on
record
as
well.
So
thank
you
very
much.
A
Thank
you
good
okay,
so
I'm
conscious
we've
been
going
for
two
hours
20
and
I'm
doing
my
best
to
be
an
inclusive
meeting.
So
if
people,
if
anyone
would
like
a
break,
I'm
very
open
to
having
a
10
minute
break
before
we
we
carry
on
or
I'm
happy
to
move
on
to
the
last
two
agenda
items.
A
I
can't
see
anyone
happy
happy.
Okay,
that's
fine
with
me!
So,
let's
move
on
to
item
10.,
so
I'll
just
give
a
little
bit
introduction.
I
know
it's
rob's
paper,
so
this
this
came.
This
has
come
a
few
times
and
we've
talked
about
this
particular
paper
last
last
time
scrutiny
board
which
wasn't
a
formal
meeting
because
it
was
online,
and
so
we
couldn't
formally
adopt
this.
A
There
were
some
comments
which
were
taken
on
board
and
have
been
included,
and
so
hopefully
this
is
not
the
final
piece
of
work
we're
going
to
do
on
this
agenda,
but
it
is
something
sort
of
putting
a
mark
in
the
ground
to
where
we've
got
to
so
far.
A
So
with
those
opening
comments,
I'd
welcome
and
also
I'm
not
going
to
go
through
in
detail,
because
I'm
sure
members
have
read
it
one
and
also
we've
talked
about
it
a
number
of
times
before
so
I'll
go
on
to
to
questions
even
myself
or
what
would
be
here
to
sort
of
give
some
response
to
that
or
then,
if,
if,
if
other
people
in
the
room
will
want
to
as
well,
so
I
can
see
councillor
firth
indicating
so
I'll
go
to
him.
First.
J
Thank
you
very
much
chair.
I
think
I
just
want
to
make
the
general
point
which
I
continually
make,
which
is
that
certainly
we
emphasize
that,
as
the
staff
surveys
have
continued,
more
and
more
people
have
wanted
to
return
to
a
working
environment
in
some
way,
shape
or
form
physically,
and
that
that
is
more
than
two-thirds.
A
M
Thanks
andrew,
I
I'm
again
brand
new
to
this,
so
please,
please
do
bear
with
me.
I
had
word
with
rob
about
it
last
week,
just
in
sort
of
passing-
and
I
agree
with
the
you
know-
the
aims
of
the
inquiry,
which
is
to
maintain
a
close
focus
on
delivering
high
quality
services
to
lee's
residents,
couldn't
really
do
anything
else.
I
suppose,
but
I
was
rather
struck
by
the
amount
of
this
report
that's
devoted
to
sort
of
staff.
I
have
absolutely
no
problems
at
all
with
well-being,
health
and
well.
M
You
know
mental
health
with
mental
health
and
all
those
kind
of
things
as
well,
but
basically
I'd
like,
I
think,
a
lot
more
emphasis
on
how
what
we're
going
to
agree
or
what
we're
talking
about
actually
affects
the
service
that
we
actually
provide
to
the
public.
I
was
rather
taken
aback
when
I
saw
that
30
percent
of
the
people
who
replied
to
the
latest
survey
would
be
unhappy
about
returning
to
a
workplace.
I
don't
know
what
that
means
in
terms
of
the
total
number
of
the
workforce.
M
That
was
the
number
that
actually
responded
when
it
shouldn't
be
the
other
way
round.
Carp
before
the
horse
that
you
know
how
many
do
you
actually
need
in
a
certain
place
in
order
to
deliver
the
services
that
we
should
be
delivering
and
at
the
the
conclusions.
At
the
end,
no
problem
at
all,
except
I'd,
like
more
focus
on
all
that
being
attached
to
delivering
the
services
that
the
residents
of
leeds
are
entitled
to.
H
Yet
so
some
of
those
figures
quoted
around
30
percent
of
people,
not
about
30
percent
of
people
not
being
happy
about
coming
back
into
the
office.
That
was
a
survey
that
was
done
probably
around
may
time,
and
there
was
a
mix
of
reasons.
You
know.
One
of
the
reasons
was
around
people
still
having
anxiety.
You
know
in
terms
of
culvert
public
transport
being
in
the
workplace.
Again,
you
have
to
remember,
you
know,
there's
still
people
who
were
cv.
H
You
know
who
who
got
real
legitimate
concerns
and
there
was
a
real
range
of
different
views
that
come
through
the
survey
so
you're
right
in
terms
of
saying
to
that,
there's
lots
of
people
that
are
really
happy
to
come
back
and
want
to
come
back
and
have
missed
their
colleagues
and
want
to
be
in
that
team
environment
again.
H
So
so
we've
got
a
range
of
different
views
and
perspectives
and
and
where
we're
at
now,
obviously
we're
actively
supporting
people
back
into
the
workplace.
H
So
so
you
know
we
we're
asking
people
to
come
in
and
try
to
taste
the
days
out
so
so
we're
now
in
a
place
where
you
know,
hopefully
we'll
see
more
and
more
people
coming
in.
You
know,
over
the
coming
weeks,.
A
I
See
it
there,
I
mean
I
just
won't,
give
us
some
reassurance,
I
mean
the
principle:
is
the
service
has
to
come
first,
and
you
know
we
we
need
to
design
our
ourselves
and
the
the
kind
of
mix
between
home
and
and
office
needs
to
be
based
on
what
will
provide
the
best
service.
I
mean,
I
think
what
has
come
through
some
of
it
is,
is
that
we've
been
able
to
find
that
some
things
can
be
very
well
delivered
from
home.
I
I
You
know,
working
with
colleagues
and
picking
things
up
from
colleagues
that
we
don't
actually
see
an
erosion
of
teams
by
people
just
being
isolated
being
at
home.
So
it's
it's.
You
know
making
sure
that
those
interactions
are
taking
place
and
the
put
what
we're
doing
at
the
moment
is
trying
to
agree
with
everybody
by
the
end
of
september.
What
their
new
pattern
will
will
be,
which
which
serves
both
those
purposes?
Things
which
you
know
are
going
to
work
for
them,
but
they
can
do
effectively
from
home,
but
what?
I
I
There
really
is,
after
20
months,
still
some
anxiety
amongst
people
and
we're
going
to
have
to
work
our
way
through
that
over
over
the
coming
weeks,
to
kind
of
get
some
people
back
over
the
threshold.
My
experience
in
some
senses,
as
you
as
you
see,
people
get
being
some
people
being
very
nervous
and
they
haven't
been
in
is
actually
they
do
enjoy
it
when
they
do
actually
come
back
in
when
they're
actually
able
to
interact
with
their
colleagues
again.
M
Absolutely
no
problem
at
all
with,
with
the
reasons
why
people
may
not
want
to
come
back
in
and
all
the
rest
of
it
and
the
fact
that
clearly,
they
must
be
able
to
work
from
home.
Otherwise
they
shouldn't
be
there
it
just
it's
the
emphasis
really
that
we
should
be
starting
with
providing
core
services
and
very
good
core
services
to
the
public,
and
everything
else
follows
on
from
that.
Whereas
what
we
seem
to
be
doing
here
is
racing
ahead
with
hybrid
and
agile,
working
whatever.
M
That
is
basically
without
actually
considering
fully
what
that
will
mean
to
delivering
services.
A
I
I
think,
that's
a
comment
for
the
the
whether
or
not
we
accept
this
is
a
as
a
report.
I
I
mean
I
would
say,
on
the
comments
delivering
services
0.3.2,
so
pretty
pretty
important.
There's
lots
of
comments,
because
lots
of
members
have
loads
of
comments
and
if
I'm
candid
counselor
finn
loads
of
those
comments,
they're
not
just
comments
from
labour
members
or
comments
from
all
all
stripes,
and
if
we
don't
record
them,
we
would
have
lots
more
comments
in
this
meeting.
A
So
I
think
it's
it's
probably
worth
noting
what
you're
saying
in
the
minutes,
but
and
the
emphasis
around
the
need
to
keep
delivering
services.
I
think
everyone
agrees
with
that,
but
I
think
the
board's
heard
your
your
comment.
There,
yeah
okay,
counselor
carlyle.
D
Thanks
chad,
I
wasn't
necessarily
going
to
come
in
because
we
had
this
paper
at
the
last
one.
I
can
see
all
the
comments
have
been
taken
into
effect,
which
is
really
good.
The
one
thing
I
did
just
want
to
to
sort
of
clarify
on
it
a
bit.
Obviously
there's
individual
services
and
they
come
under
whichever
scrutiny
board.
They
may
and
we
get
our
own
ones
here.
But
this
report
to
me
is
all
about
how
we
support
the
staff,
no
matter
what
service
they're
in.
D
So
I
think
that's
why
it's
really
focused
on
the
staff
rather
than
the
service,
because,
obviously,
if,
if
there's
an
issue
with
an
individual
service,
then
that
goes
to
its
scrutiny
board
and
we
discuss
it
just
as
we've
discussed
those
today.
But
this
approach
has
been
in
how
we
then
look
after
the
staff
that
have
come
in
and
they're
coming
in
and
it's
clear
that
some
of
them
do
want
to
come
back
a
lot
of
the
time.
But
what
has
been
clear
is
the
ones
whether
they
want
to
come
back
or
not.
D
Everyone
wants
something
a
bit
different
than
what
they
had
before
and
I
think
we
can
really
try
and
support
that,
while
making
sure
the
service
is
there
rather
than
just
get
them
the
sort
of
suggest
that
everyone
has
to
come
back
for
seven
hours
a
day
into
the
same
office
that
they
were
in
before
so
so
that's
I
think,
that's
picked
up
well
in
the
report
and
there's
a
bit
around
the
climate
impact
as
well,
which
I
know
was
a
big
discussion
we
had
and
whether
it
would
be
negative
or
positive.
D
So
it's
good
to
see
some
of
those
notes
come
out,
and
I
know
that's
something
we'll
look
at
later
on
in
more
depth.
So
if
people
aren't
coming
in
is
it
actually
better
for
the
environment
if
they
don't
come
into
an
office
or
is
it
worse
because
they're
all
sat
heating
their
homes
in
winter
rather
than
an
office?
So
I
think
that'll
be
one
to
look
into
further,
but
I
think
in
terms
of
the
report,
I'm
happy
with
that.
The
comments
people
have
been
made
have
been
noted
in
there.
M
I
I
wasn't
disputing
anything
to
do
with
what
what
we
should
do
for
the
staff
for
all
the
rest
of
it.
The
point
I'm
making
building
a
man.
I
read
out
the
aims
of
this
inquiry
right
at
the
very
start,
is
about
providing
core
services
to
the
residents
of
leeds
that
that
should
be
the
first
thing
we
start
at,
and
everything
else
falls
out
of
the
service
that
we
provide
to
the
public
and
whatever
we
can
do
for
the
staff
to
make
life
easier
for
them.
Absolutely
right.
M
A
Thanks
councillor
flynn,
councillor
fifth:
do
you
want
to
comment
again.
J
I
think
that,
certainly
it's
worthwhile,
noting
that
it
is
a
city-wide
purview
of
the
fact
that
there
are
people
returning
to
work
to
different
environments,
not
just
the
core
buildings
that
we
may
see
and
as
a
result,
it
means
that
they
have
the
facilities
available
to
be
able
to
perform
their
role.
I
I
don't
even
want
to
go
into
potentially
how
we
may
be
affected
by
the
situations
about
the
vaccination
program
in
relation
to
I
know
from
my
trusteeship
or
council
director
of
aspire.
J
Obviously,
that
does
a
number
of
services
for
helping
adults
with
learning
disabilities
for
the
council
losing
members
of
staff
due
to
that,
and
whether
that's
certainly
something
that
could
be
brought
into
the
discussion
as
well
just
generally
to
be
looked
at,
but
I
appreciate
it
is
a
difficult
issue
simply
because
of
the
fact
of
the
liberty
over
whether
you
confirm
yes
or
no.
You've
had
a
vaccination,
but
it's
certainly
an
interesting
point
to
raise
in
this
particular
moment
as
well.
Thank
you,
chair.
A
Thank
you
so,
just
as
a
proposal
away
forwards,
we're
going
to
talk
about
the
idea
arrangements
for
how
agile
works
in
november
it's
on
on
the
schedule,
so
we
will
get
another
fight
at
the
cherry
as
it
were
to
discuss
his
topic.
So
I'm
gonna
propose
that
we
accept
this,
as
it
is
clearly
that
we
will
minute
the
comments
have
been
made
and
then
we
can
move
forward
at
the
next
meeting
in
november.
When
we're
talking
about
this
again,
I
ideally
would
do
this
by
consensus
rather
than
anything
else.
A
That's
what
I'd
like
to
do.
Councillor
firth.
J
H
Just
to
remind
people
there's
a
number
of
different
surveys:
we've
done
the
well-being
survey
which
we've
done
throughout
culver
to
all
staff,
not
just
those
working
at
home.
H
The
latest
results
have
just
been
produced
on
that,
so
we
would
be
in
a
position
to
share
that
with
you
and
then
our
plans
going
forward
are
work
to
repeat
our
work
from
home
survey,
which
is,
if
you
remember
where
we
got
a
lot
of
the
information
about
how
effectively
work
people
working
at
home,
their
preferences
for
work
and
in
the
future,
we're
looking
at
new
and
different
ways
of
how
we
check
in
with
people
over
the
coming
months,
to
see
whether
the
arrangements
they
have
in
place
a
meet
and
service
need
meeting
their
own.
H
You
know
helping
with
their
own
well-being
and
personal
situations
at
home
and
striking
that
really
good
balance.
So,
yes,
we
can
share
the
well-being
surveys,
update
and
we'll
do
some
further
work
around
gaining
the
views
from
eight
thousand
who've
been
working
from
home
in
the
future.
A
Thank
you.
So
I
remember
happy
to
move
on
in
the
in
a
man
I
suggested.
I
can't
see
anyone
dissenting.
So
let's
accept
that
and
move
forward.
Okay,
we're
going
to
move
on
to
the
work
program.
Now
it
looks
like,
and
neil
and
councillor
cooper
have
another
appointment
to
make.
Thank
you
very
much
for
your
time
and
your
comments
we'll
see
you
next
time.
A
Okay,
in
terms
of
the
work
program,
hopefully,
you've
read
the
report
and
you
can
see
what's
coming
up,
we've
actually
talked
about
some
of
the
stuff.
That's
coming
up
shortly.
Already
the
one
of
the
key
items
that
you
will,
I
think
you've
got
an
email
on
fri
was
it
friday.
A
On
friday
about
the
recycling
joint
inquiry
in
terms
of
resources,
now
this
is
a
piece
of
work
that
council,
anderson
and
myself
have
discussed.
Joint
inquiries
are
meant
to
bring
extra,
I
guess
rigor
and
working
together.
We
can
hopefully
improve
what
the
services
the
council
offers
he's.
A
Gonna
discuss
this
at
his
scrutiny
board
on
thursday,
and
so
myself
and
council
chapman
have
indicated
that
we
want
to
be
sort
of
our
delegation
as
it
were
to
that
board,
but
I
want
to
be
make
it
public
that
this
isn't
like
other
members
can
come
if
they
wish,
and
we
can
let
council
anderson
know.
So
if
any
members
want
to
volunteer
for
that,
please
let
me
know
either
now
or
after
the
meeting.
A
Well,
so
the
meet
asap
the
meetings
on
thursday
and
so
letting
us
know
as
soon
as
possible
would
be
appropriate.
I
just
just
note
that
when
you
are
talking
on
behalf
of
the
stretch
and
resources
board,
we've
got
quite
a
narrow
scope
in
terms
of
what
we're
allowed
to
comment
on,
and
so,
if
you,
if
you
come
along,
please
read
that
document.
A
J
Thank
you
chair.
I
just
wanted
to
ask,
given
that
there
is
going
to
be,
as
we
found
out
today,
a
polling
district
review
potentially
upcoming.
Would
it
be
worthwhile,
given
the
circumstances,
to
have
an
elections
review
again
before
we
hit
purder
next
year?.
A
So
what
what
I'll
suggest
is
that
I'll
ask
rob
to
look
into
one?
What's
the
time
scales
for
the
polling
station
review
and
if
so,
how
can
we
fit
that
in
with
our
agenda?
We've
got
look
currently,
we've
got
some
space
in
february
march.
Time,
obviously
march
would
be
kind
of
quite
fine
for
the
may
election
understand
that.
So
let
me
do
some
work.
When
I
see
me,
let
rob
do
some
work
in
terms
of
the
the
timetable
and
the
when
they're
going
to
do
their
review.
A
It
may
be
a
shorter
discussion.
It
may
not
be
depending
on
what
sport
forwards
and
and
there's
there's
an
added
complication,
obviously
about.
I
don't
think
anyone
knows
when
the
government
will
have
time
to
fit
in
the
parliamentary
timetable
around
voter
id,
and
I
think,
if
that
were
to
come
forward.
We'd
urgently
need
to
put
on
our
agenda
and
the
impact
on
our
voters
in
leeds,
because
that
would
be
a
massive
massive,
well
it'll,
be
a
massive
change
for
anyone
and
everyone
who's
impacted
by
that
legislation.
A
But
that's
noted:
are
there
any
other
anything
else?
Members
want
to
raise
cancer
firth.
J
Thank
you
chair.
Sorry,
two
number
of
points
today
and
thank
you
for
putting
up
with
me.
The
one
thing
I
was
going
to
ask
is
about
devolution.
A
Yeah,
I
guess
my
initial
thoughts,
and
I
can
I'm
happy
to
take
this
away
and
think
about
it.
A
More
is
that
the
west
yorkshire
is
still
a
very
new
position,
and
so
looking
at
the
effectiveness
of
the
of
how
we
work
as
a
council
with
the
mayor
is
probably
quite
early
in
my
previous
role
as
chair
of
corporate
governance
and
audit,
we
looked
at
the
the
legal
structure
of
how
that
relationship
was
going
to
work,
and
you
you'll
note
that
you
remember
that
the
corporate
government
audit
committee
recommended
that
full
council
that
the
west
yorkshire
mayor
would
be
invited
to
come
and
present
to
full
council
and
hear
questions
from
leads
elected
members
which
I
think
as
chair
at
the
time.
A
I'd
support
those
recommendations.
I
think
it'd
be
worth
putting
it
on
the
agenda
for
exactly
when
we
do
it.
I
think
we
might
need
to
have
a
little
cogitate
and
maybe
we'll
have
a
conversation
after
this
meeting.
But
it's
definitely
in
our
remit.
It
says
my
my
advisor
rob
and
so
I'm
happy
to
look
at
it,
but
just
exactly
when
that
is,
and
whether
this
municipal
year
is
the
is
the
right
time,
I
think
we
just
need
to
have
a
cogitate
on
that.
J
Thank
you
chair,
and
I
just
want
to
stress
again.
I
appreciate
you,
including
digital,
in
the
leads
2023
and
emphasis
on
that
in
our
discussion
at
the
next
meeting.
E
Thanks
chair
just
a
quick
observation
looking
through
the
work
schedule
chair
and
I
think
it
might
be
useful
to
revisit
some
of
the
things
that
we've
already
looked
at,
so
they
don't
fall
off
the
of
the
off
the
agendas.
For
instance,
the
things
we've
talked
about
today,
it'd
be
quite
nice
to
see
them
on
a
future
schedule
for
going
forward.
So
we
can
look
at
progression
and
perhaps
how
things
have
changed
and
moved.
A
Okay,
good
with
that
I'd
like
to
thank
all
the
members
for
participating
today,
thanks
for
bearing
with
us
through
a
long
meeting,
I
do
feel
like
we've
had
some
really
productive
conversations,
we've
challenged
staff
and
each
other
and
which
is
what
our
job
is.
So
I'm
going
to
formally
close
the
meeting.