Fairness, Equality, Diversity and Inclusion Dialogue:
Facilitators Notes
Setting the context
The commitment to fairness and social justice is at the heart of the Council’s values however we
recognise that some people and communities may need extra help or support to reach their full
potential, particularly when they face multiple layers of disadvantage and discrimination. Being
inclusive and fair is not about ‘treating everyone the same’ but recognising that people’s needs are
often met in different ways.
Under the Equality Act 2010, as a public body we must set Equality objectives every four years.
These should help demonstrate our compliance with our Public Sector Specific Duty and also
provide a clear framework for meeting our General Equality Duty.
In discussion with elected Members and following consultation we have developed a new set of
Equality and Fairness Objectives for the next four years. These have been have been designed to
link into the City’s Fairness Commission, the Corporate Plan and the Equality Diversity and
Inclusion Policy. They are:
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To be a leader and a guarantor of equality and fairness for the city
To ensure our budget, policies and processes are implemented fairly
To foster an accessible, inclusive and positive working environment for our staff
To ensure our services are fair & accessible and customer experiences are positive
To advance equality, inclusive and fair practice within our partners and supply chain
To foster a safe, cohesive and accessible city
To strengthen voice & influence of under - represented communities within the city
To advance health and wellbeing within the city
To advance economic inclusion within the city
To advance aspiration and learning opportunities and skills
The Fairness Commission has set a high ambition for Sheffield to become Britain’s fairest city.
To achieve this many things have to change, the objectives have been designed to help contribute
to meeting this city ambition.
The findings of the review of our approach to workplace inclusion highlighted the need:
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For dialogue to enable the development of shared understanding of EDI.
To restate the significance and impact of EDI in achieving the Council’s goals.
To identify key successes and challenges on the journey to inclusion.
Sharing what works.
Conducting a dialogue
What are we trying to achieve?
The external Review of our approach to workplace equality and inclusion highlighted the need to:
 Have dialogue to enable the development of shared understanding of fairness, equality,
diversity and inclusion.
 Restate the significance and impact of fairness, equality, diversity and inclusion in achieving
the Council’s goals.
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 Identify key successes and challenges on the journey to inclusion.
 Share what works across the council, between teams and services.
What do we want from you?
We want you to have open and honest discussion about fairness, equality, diversity and inclusion
in team meetings on going but also to have some specific conversations about this to identify:
 What do you do well? Key successes you can share?
 What are the key challenges, gaps or barriers need addressing?
 What support/training do you need?
The Equality Act 2010 identified the following as a “protected characteristic”: Which means we all
have protection under the law
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Age
Disability
Gender reassignment
Pregnancy and maternity
Race (ethnicity, nationality, colour)
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Religion or belief (or no belief)
Sex (women & men)
Sexual orientation
Marriage and civil partnership (only in
relation to eliminating discrimination
You may find it helpful to have a look at the equality and diversity pages on the internet
before you have a discussion/ dialogue
The dialogue
The dialogue needs to be open and honest and below are the themes we want to explore:
It is vital that in discussions try to get a feel for where the service is for all of the protected
characteristics and for dialogue not be confined to only some of the characteristics.
Theme 1: Inclusive staff workplace
We want you to explore
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How the service gives out clear messages about inclusion, diversity and equality both
consciously or unconsciously.
How the service takes actions to recruit and retain staff from a diverse range of
backgrounds?
How the service makes reasonable adjustments for disabled employees?
How the service makes adjustments for staff from different religious backgrounds, nonreligious backgrounds or staff who are carers?
Does the service have regular dialogues on inclusion and inclusive messages in team
meetings and roadshows?
How the service supports its staff on providing inclusive services?
How the service integrates inclusion, diversity and equality into 1 to 1s and Individual
Performance Reviews?
How the service ensures dignity and respect at work?
What gaps or barriers need addressing within the service?
Does the service require any help?
Theme 2: Inclusive service for customers
We want you to explore
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Your knowledge of the city’s demographics and how this relates to your customers
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What knowledge, information do you have about your customers or their needs and which
customer groups do you monitor?
How do you use the data as a tool to aid service improvement and customer service?
Does the service give out clear information in accessible formats?
How do you meet the needs of different customers?
Does the service have a welcoming environment for customers from all backgrounds?
Do you make adjustments for specific customer needs, eg disabled, from different religious
backgrounds, older people etc?
How do you support and train staff on to provide an inclusive service to your customers?
How do you ensure dignity and respect for your customers?
Does the service have regular dialogues on inclusion and inclusive messages in team
meetings and road shows?
How does the service support staff on providing inclusive services to all of your customers?
What gaps or barriers has the service identified that will need addressing?
Theme 3: Information and Legal Duties
We want you to explore the following:
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Have you discussed the rights and responsibilities outlined in the updated Equality Diversity
and Inclusion Policy ?
Are you aware of your legal duties under the Equality Act 2010 and the Public Sector
Equality Duty? The Act sets out a Duty on us to pay due regard to:
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Advancing equality of opportunity
Eliminating discrimination, harassment and victimisation
Fostering good relations for different groups
How you have used Equality Impact Assessments to make service improvements
Are you aware of the findings of the Fairness Commission and its Principles
How the service uses information to ensure services are planned and delivered in a way
that makes efficient use of diminishing financial resources?
Theme 4: Valuing and Celebrating Diversity through Involvement and Cohesion
We want you to explore the following:
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What messages about fairness, equality, diversity and inclusion do you give out, to staff,
customers, partners and communities?
How you work in partnership with groups in the voluntary, community and faith sector?
How you involve different groups, eg consultation or service changes?
Do you get involved in activities or events to support inclusion
Is there regular dialogue on inclusion & inclusive messages in team meetings and events?
Other issues raised in discussion
Please tell about anything else that came up in your discussions that you consider relevant, good
practice you want to share and identify what further support you may need in this area? Note any
recommendations for action
What will happen next?
Please keep a brief record on attached sheet and tell about anything else that came up in your
discussions that you consider relevant, good practice you want to share and identify what further
support you may need in this area? Note any recommendations for action
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The discussions that have been held will give you a summary baseline for your service and will aid
further developmental work within the Portfolio and across the Council.
Additional training/ workshop sessions you may find helpful
There are a number of equality related web pages on the council website both intranet or internet
and external links that you may find helpful. There are also online courses available to you and
your team. http://intranet/managers/core-development
These are
1. Square Orange intervention commissioned
To be used in the organisation for targeted equalities development in teams, it’s an interactive
product that can be tailored to the needs of the team.
2. E learning, 3 products now in place
 Equality Diversity and Inclusion - what it means for you (for individuals)
 Equality Diversity and Inclusion - awareness for leaders and managers (for leaders and
managers)
 Equality Diversity and Inclusion –putting policy into practice (for leaders and managers)
 Service Leader/Manager Induction – addresses responsibilities under the Equality act and
expected organisational behaviours.
 Employee Induction - addresses responsibilities under the Equality act and expected
organisational behaviours
Shared Understanding Pilot Feedback
Portfolio:
Facilitator name:
Service:
Date of dialogue:
What the service does well and successes that it can share.
What key challenges, gaps or barriers have been identified that need addressing?
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Has any support or training needs been identified? Are there specific characteristics you want to
know more about?
Has any action been recommended? Are there specific characteristics you want to know more
about?
Facilitator’s feedback including comments on the process. This will help us develop the sessions
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