EQUALITY AND DIVERSITY
POLICY AND STRATEGY FOR
THE LONDON BOROUGH OF
RICHMOND UPON THAMES
MARCH 2004
December 2003
1
INTRODUCTION
In December 2002 the CPA assessment asked the Council to consider and
make clear its priorities around the equalities agenda and to clearly
communicate these to all stakeholders and partners. This was stated as
crucial for the Council to fulfil its community leadership role.
The Community Planning Partnership has since adopted an equalities policy
statement. The Equality and Diversity policy and strategy will inform future
Community Planning processes. This is an important area for both meeting
our commitments to the general duty ( RRAA 2000 ) and requirements for
meeting level one of the Equality Standard framework for Local Government (
BVPI2a ).
The Equality/Diversity policy and strategy links in to all the areas outlined in
the Council’s improvement plan as a result of the CPA assessment. In
particular, it links in to the Organisation development strategy, the Human
Resources strategy, Communications strategy, Community Planning
processes, Customer First improvements, performance management and
service planning/review processes.
This policy and strategy updates and replaces current policy statements for
diversity and equality in service delivery and employment. In view of the
2002 CPA recommendations; the need to fulfil commitments to the Equality
Standard for Local Government as agreed by Cabinet in 2003; and the
requirements of recent equalities legislation, it is both timely and appropriate
for an updated and revised comprehensive equality/diversity policy and
strategy.
The corporate equality/diversity strategy and action planning process will be
the basis of a dialogue so that a paper document becomes a living and active
document through which all can engage and contribute.
We welcome your contribution and involvement on the policy and strategy at
this draft stage and to work in partnership to implement it over the coming
years.
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1.
BACKGROUND
1.1
The Council has made steady progress in dealing with its statutory
responsibilities ( see appendix one ) in equality/diversity areas. In
December 2000, a Scrutiny Task Group on Equal Opportunities
outlined progress to date and made a number of recommendations,
some of which became incorporated into the first Corporate
Equality/diversity Action Plan ( July 2001 ). Outstanding areas will
become incorporated into the revised Corporate Equality/diversity
Action Plan ( 2004 ).
1.2
The Corporate Equality/diversity Action Plan ( July 2001 ) pulled
together previous action plans around commitments for meeting levels
1-2 of the Commission for Race Equality’s Equality Means Quality
Standard; Disability Discrimination Act 1995 Action plans;
Commitments for meeting the recommendations of the Stephen
Lawrence Inquiry and Race Relations Amendment Act 2000; in
addition to recommendations made by the Scrutiny Task group.
1.3
In February 2001, the Access to Services Best Value review also
made a number of recommendations related to equality/diversity
issues. Outstanding recommendations will be incorporated into the
revised Corporate Equality/diversity Action Plan ( 2004 ).
1.4
The first Annual report on Equalities and Diversity was produced in
November 2001 and also noted progress made.
1.5
The Corporate Equalities Group ( CEG ), which is chaired by the Chief
Executive and composed of representatives from departments and the
Staff Support Groups was also formed in July 2001 following on from
recommendations made by the Scrutiny Task group. Revised
Equality/Diversity policy statements were also adopted in March 2001.
1.6
Directorates produced directorate specific equality/diversity policy
statements and action plans based on the corporate framework.
Some directorates and divisions have also formed equality/diversity
working groups to support the work of directorate or divisional
representatives and help dialogue and feed back between CEG,
departments and all levels of staff.
1.7
An equality/diversity intranet site has also been developed to enable all
staff to have access to the work of CEG in particular as well as general
information on equality/diversity issues.
1.8
In May 2002 the Council’s first Race Equality Scheme was produced,
in order to meet our statutory obligations as outlined in the Race
Relations Amendment Act 2000. A report outlining progress for years
1-2 and revisions made will be produced in May 2004.
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1.9
A buildings access audit has been undertaken by the Access Liaison
Officer’s Group ( ALOG ) and a programme to implement
recommendations, in order to meet our commitments to the DDA ,
has begun.
1.10
An Accessibility Guide was produced in November 2002, which
outlines current arrangements for the provision of accessible
information about Council services, in order to meet diverse needs,
such as translation and interpreting services and the provision of
information in Braille, large Print or BSL etc.
1.11
A Positive Images Campaign, which began in 2003, will be continued
and implemented as part of the Corporate equality/diversity strategy.
The general principles underlying the campaign: to promote a more
inclusive organisation which values and celebrates diversity; to
increase knowledge and awareness of diverse issues, will also
underpin the work of external and internal communications.
1.12
In January 2003, the Council adopted the new Equality Standard for
Local Government ( EQS ), which replaced and more rigorously and
comprehensively extended the Commission for Race Equality’s
Equality Means Quality Standard.
1.13
As part of achieving level one of the EQS, we are required to produce
a revised comprehensive Equality/Diversity policy and strategy, in
order to enable us to lay the foundations for meeting the requirements
for levels two, three, four and five. Work undertaken to date for
meeting the requirements of the CRE Standard, the DDA, the Race
Equality Scheme and Scrutiny task group recommendations can be
built upon and extended within the framework of the revised
comprehensive Equality/Diversity policy and strategy and related action
plans.
1.14
The initial Race Equality Scheme ( RES ) will also be updated together
with revised guidance on equality impact/needs analysis. The process
of undertaking initial equality/diversity audits and review ; differing
levels of impact/needs assessments, is crucial for meeting our
requirements for levels 1-2 of the EQS, the RES and other equality
legislation.
1.15
The revised comprehensive Equality/Diversity policy and strategy pulls
together all current statutory requirements in equalities work and
associated Equality Best Value Performance Indicators. It also builds
upon outstanding recommendations made by the Scrutiny Task
Group, inspectorate findings and other evaluation reports. It also
builds upon the equalities management framework developed by the
LB Hounslow, which has also initially been used by Adults division in
Social Services.
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1.16
The Equalities Management Framework attempts to consolidate the
requirements of the EQS and the RES. Both seek to deliver
continuous improvement through effective equality management.
2. CONTEXT: MEETING THE NEEDS OF ALL OUR COMMUNITIES
Borough demographics:
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Richmond Upon Thames has a total population of some 172,335
people of whom 52% are women and 48% are men.
The borough has a slightly larger older population of 13.7% when
compared to the London average of 12.4%.
The borough also has a lower percentage of children and young
people under 19 ( 22.6%) when compared to the London average of
24.8%.
Richmond has one of the lowest percentages of working age disabled
people ( aged 16-65 ) in London, which is currently estimated to be
11.3%. The economically active population of disabled people is
estimated to be 8.3%.
However, the figure we have for those with long term limiting illness is
12.4%.
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The 2001 census does not provide us with figures for disabled children
or those for older people in any separate format and these will need to
be collated from other sources.
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The current percentage of black and minority ethnic groups in the
borough is 9%, of whom the largest are those people from Asian
backgrounds (4%) and mixed backgrounds (2%). The 9% figure does
not include those from Irish backgrounds who form 3% of the total
borough population. The total figure for those from minority ethnic
backgrounds, including those from Irish backgrounds is 12%.
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79% of Richmond’s population identified themselves as White British
and 9% as being from Other White backgrounds.
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The figures for country of birth show that 13.3% of Richmond’s
population were born outside the United Kingdom. The figures for
religion show that 65.8% of Richmond’s population identify themselves
as Christian, 2.3% as Muslim, 0.9% as Jewish, 0.7% as Sikh, 0.7%
as Buddhist and 0.3% as Hindu.
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A language survey undertaken in Richmond’s schools in 2001
identified 78 languages, other than English, spoken by children in
Richmond’s schools. The percentage of primary school children from
black and minority ethnic backgrounds in Richmond schools is 16.2%
and the percentage of secondary school children in Richmond schools
is 19%.
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3. KEY PRINCIPLES OF THE EQUALITY/DIVERSITY STRATEGY
INCLUDE:
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Equality Means Quality; Equality means Excellence
Mainstreaming: sustainable management of equalities throughout the
whole business of the Council.
Equality audit/review; impact/needs assessment ( EQINA ): a tool for
helping us to think through equality/diversity implications in all key and
relevant areas.
EQINA as the basis for setting equality objectives and targets
Ongoing equalities monitoring and review.
Both the EQS and RES are based on a model of continuous
improvement/culture change, which we are able to demonstrate as
part of year on year improvement.
4. KEY STRATEGIC THEMES INCLUDE:
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Leadership and Corporate Commitment
Partnerships and Community Cohesion
Consultation and Scrutiny
Monitoring and Review
Performance Management
Service Delivery ( including Procurement and Commissioning ),
Equality of Access and Customer First
Employment and Training
5. KEY STRATEGIC OBJECTIVES INCLUDE:
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To prevent and tackle unlawful discrimination and institutional
discrimination.
To promote good relations between all sections of our diverse
communities.
To identify, understand and work to eliminate barriers to equality of
access, equality of treatment and equality of outcome.
To provide appropriate and relevant services to meet the diverse needs
of all who live, work and use the services of the borough.
To provide accessible information about services.
To promote disability equality; race equality and gender equality.
To promote equal opportunities in employment on the grounds of
sexual orientation, religion/belief, age, disability, gender and race.
To achieve a workforce which represents the travel to work population
and the borough population.
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6. KEY DRIVERS:
Legislation and Equality Best Value Performance Indicators:
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Equality Standard for Local Government
the duty to promote race equality and equal opportunities
fair access to services and the Equality Standard for Local
Government
 Workforce monitoring data by gender, ethnicity and disability
 Monitoring of racist incidents
 Race Relations Amendment Act 2000, the General Duty and the
Race Equality Scheme
 The Race Relations Act 1976 and ( Amendment ) Regulations
2003 and
 Disability Discrimination Act 1995 and new Disability Discrimination
Bill
 The Sex Discrimination Act 1975 ( updated 1986 )
 The Equal Pay Act 1970
 European Employment regulations: sexual orientation, religion and
belief; age
 See appendix one for detailed information on legislation and
equality best value performance indicators
KEY STRATEGIC PRINCIPLES
7.
EQUALITY MEANS QUALITY; EQUALITY MEANS EXCELLENCE
7.1
We cannot deliver quality services if we do not consider and integrate
the diverse needs of all our local communities in how we plan, deliver
and evaluate those services. Equality/diversity objectives are therefore
integral to our overall aim of the provision of excellent services.
7.2
Equality and diversity are majority issues, which concern the whole
community. Improving services for example, for disabled people,
women, older people, young people and minority ethnic communities,
leads to service improvements for all. For example, if you widen
physical access so that a wheelchair user can use a door, you also
thereby enable a parent with a pushchair to get through
7.3
Both the Scrutiny Task group in 2000 and more recently, the Chair of
the CRE, commented on how they see ‘ the effectiveness of the
Council’s response to equality/diversity issues as a touchstone of the
quality of its management.’
7.4
London Borough Of Richmond Upon Thames aims to become an
‘excellent’ organisation. The Community Plan states that the Council
and its partners want to be a borough where people:
 Take pride in the borough
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Feel safe
Live in a clean and pleasant environment
Enjoy good quality well managed services that are value for money
Equality/diversity aims and principles are integral to this vision. Quality
means equality in the services we plan and provide, and in the staff we
employ to provide those services.
7.5
Understanding the diverse needs of local communities/users and
potential users is part of becoming an excellent organisation as
outlined by the CPA. It is about a needs led as opposed to a service
led approach. There is no quality without equality.
7.6
The aim of the EQS and RES is to create a culture in which mangers
and staff will question and challenge assumptions about their services
and reassess them on the basis of equality and need, as part of the
provision of quality services and service excellence. The four ‘C’s’ of
the Equality Standard process and the Race Equality Scheme can be
usefully described as:
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CONSULT with all stakeholders, especially staff,
users and community/voluntary groups; targeted and
focused consultation.
COMPARE with best practice models/standards in
other authorities and agencies.
CHALLENGE assumptions, particularly through
consultation and comparison.
COMMUNICATE findings to all stakeholders
8.
MAINSTREAMING: SUSTAINABLE MANAGEMENT OF
EQUALITIES
8.1
A key objective of the Equality Standard framework for Local
Government and the Race Equality Scheme work is to mainstream
equalities/diversity considerations in all the work of the Council. This
requires the incorporation of equality/diversity objectives and
considerations in all key areas of the Council’s work:
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Policy/strategy development and review
Service development and review
Human resource strategy
Employment policies and practices
Organisational development strategy
Performance management
Appraisals and equalities objectives
Management competencies and equalities
Communications strategy
Consultation arrangements
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Partnership work and arrangements
Procurement/Commissioning of services
8.2
We can use the Equality Standard/RES Framework to help
systematically identify short, medium and long-term targets as we
progress through the stages identified in levels 1-5. The Equality
Standard gives local authorities a potential framework to ensure that
equalities is mainstreamed in all aspects of the Council’s work as
service provider, employer and community leader.
8.3
The corporate equality/diversity strategy aims to create the
infrastructure to enable equality/diversity considerations to be built into
key strategic and operational areas of the Council.
8.4
The corporate equality/diversity strategy and action plan can be built
upon at directorate levels, in order to incorporate national and local
service specific requirements and good practice models.
8.5
Policy objectives can be revised and updated within the framework of
the strategic themes, to ensure latest legislative, national guidance
and local needs can be incorporated. The aim is to build equalities
issues into planning, implementation and review processes at all
levels.
8.6
Equality/diversity objectives from directorate equality/diversity action
plans need to become integrated within directorate service plans. The
Corporate Equalities Group and Executive Board will monitor quarterly
progress on directorate equality/diversity action plans. An annual
progress report will be presented to Overview and Scrutiny Committee
and to Cabinet and widely circulated to all key stakeholders. A
summary will be published and made available for internal and external
circulation.
8.7
The aim is to put into place the steps to achieve levels one –two of the
EQS by April 2005 and a review of years 1-2 of the RES by May 2004.
The annual review of the equality/diversity strategy and action plan will
coincide with the next review and update of the RES in May 2005.
This will also allow time for the integration of the requirements of the
draft Disability Discrimination Bill, which will amend the DDA and put
into place a General Duty to promote disability equality. This will be
similar to the requirements of the RES and the EQS.
9.
EQUALITY AUDIT AND REVIEW, IMPACT/NEEDS ASSESSMENT
9.1
Equality audit/review and Equality Impact/needs assessment ( EQINA
) is a key mechanism for implementing a mainstream toolkit for thinking
about equalities implications in all that we do; Equality/Diversity issues
as core business, as integral to the planning and delivery of services,
for the recruitment and retention of staff, and for the Council’s role in
Community leadership and promoting good community relations.
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9.2
Purpose of Equality audit/review and Equality Impact/needs
assessment ( EQINA ) is to make sure that in all the work of the
Council we think through the equality/diversity implications at strategic
and operational levels
That we are equality compliant in terms of equality legislation, related
Codes of Practice, corporate and departmental equality/diversity
policies and equality BVPIs.
That there is no room for the existence or reproduction of unlawful
discrimination, such as for example, as a result of unexamined
assumptions or unexamined routine practices.
That we are actively promoting equality/diversity wherever possible and
relevant.
That we consider the impact our practices, policies, developments,
decisions have or could have in all key and relevant areas on different
groups of people e.g. different ethnic groups, older people, young
people, women, disabled people, Lesbian and Gay people and
different faith communities.
That we address any identified adverse impact.
There are nine key parts:
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Initial audit and review of all key and relevant strategic and operational
areas, related policies, procedures, practices and key decision
making groups.
Action plan as a result of initial audit/review process: gaps to be met
Outline a programme of further impact/needs assessment
Outline which need partial impact/needs assessment
Outline which need full impact/needs assessment
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All new developments, policies, procedures, strategies, plans or
changes to existing ones, including all arrangements by which we
undertake our business as service provider, employer, and
community leader, need to undertake some or all of the above.
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EQINA ( Equality Audit and Review, Equality Impact/Needs
Assessment ) is the basis for setting equality objectives and targets. It
will help enable the Council to establish how well current council
functions, services and policies meet diverse needs.
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That we address any identified adverse impact in relation to areas as
specified in our equality/diversity policy.
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This approach needs to become mainstreamed throughout all the key
strategic and operational areas of the Council.
Guidance and pro-formas will be made available for departments for
undertaking EQINAs. This is crucial for undertaking work to meet levels
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one and two of the EQS, years 1-3 of the RES and for compliance with
the DDA and its amendments.
KEY STRATEGIC THEMES AND OBJECTIVES:
10.
LEADERSHIP AND CORPORATE COMMITMENT
10.1.1 This will be demonstrated through the Council adoption of the revised
Corporate Equality/Diversity policy, strategy and implementation of
the Corporate Equality/Diversity Action Plan.
10.2
The Corporate Equality/Diversity policy outlines the values and
objectives of the Council. The Corporate Equality/Diversity strategy
outlines current key drivers, principles, strategic themes and
processes by which the policy will be progressively implemented and
delivered. The strategy will be reviewed annually.
10.3
The Corporate Equality/Diversity Action Plan will be the first of a series
of Plans, which will translate the aims, and principles of the policy and
strategy into sets of detailed actions with timescales and lead
responsibilities. In this way the equalities and diversity agenda can be
progressively delivered. Departments through undertaking planned
programmes of equality audit/review and impact/needs assessment
can use the framework to prioritise and develop departmental equality
objectives and outcomes.
10.4
The Corporate Equality/Diversity Action Plan will be monitored
quarterly by the Corporate Equalities group, Equalities Consultation
and Scrutiny Group and other related partnerships and organisations.
An annual equalities review and monitoring report will be presented to
Cabinet and a summary will also be published.
10.5
Effective delivery of equalities and diversity work is dependent on
committed management and leadership. It is also dependent on clarity
of roles, responsibilities and structures for delivering equalities. The
corporate equality/diversity policy outlines these. Departmental policy
statements need to also clearly outline these and translate them within
departmental equality/diversity action plans.
11.
PARTNERSHIPS AND COMMUNITY COHESION
11.1
The principles of the General Duty and specific duties ( RRAA 2000 )
and Equality Standard as outlined in the Council’s Equality and
Diversity Policy needs to inform the work and membership of
partnerships and joint commissioning boards.
11.2
The third strand of the General Duty relates to the promotion of good
community relations; the promotion of good relations between people
of different racial groups. All key and relevant functions, policies and
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work undertaken by the Council need to include this as a guiding
principle. It is crucial to the work of all partnerships.
11.3
A revised guidance and checklist will be produced for all partnership
work to make clear the requirements of the General duty to promote
race equality, the Council’s equality/diversity policy objectives and
good practice indicators. Key partnerships and forums include:
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Local Strategic Partnership ( Community Planning Partnership Forum )
Community Safety Partnership
Health Inequalities Commissioning Board
Other Joint Commissioning Boards
Early Years Partnership
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Race Equality partnership ( a multi –agency partnership )
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Ethnic Minorities Advocacy Group/staff resources
EMAG Area Forums (4x year )
EMAG’s Executive group meetings
Other minority ethnic group community organisations and faith
groups in Richmond/Kingston/Hounslow
Disability Equality and Access Partnership ( currently being proposed )
o Disability Forum
o Local disability groups in specialist areas
o Disability Information and Advice
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Domestic Violence Forum
o Local community/voluntary groups dealing with gender issues.
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Richmond Youth Forum
Richmond Age Concern
Richmond Council For Voluntary Services
All the above partnerships and forums are also key to our consultation and
scrutiny process.
12.
CONSULTATION AND SCRUTINY
12.1
Consultation and scrutiny mechanisms are integral to all the work we
do in the development and implementation of the corporate
equality/diversity strategy and action plan. The EQS and RES process
require that we demonstrate how we do this.
12.2
We will make use of existing corporate mechanisms wherever possible,
and will need to judge adequacy for the purpose at hand. Sometimes
more targeted approaches will also need to be considered. Wherever
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possible we will try and co-ordinate consultation with
community/voluntary groups across services.
12.3
We will form an Equalities Consultation and Scrutiny Group, which is
composed of internal and external stakeholders. This group will feed
into the work of the Corporate Equalities group. It is a requirement of
the Equality Standard process that we build into our equality/diversity
policy/planning/review work, mechanisms for consultation and scrutiny,
which involves internal and external stakeholders.
12.4
Other internal structures for consultation and scrutiny include:
o Unions and Staff Side
o Staff Support Groups
o Corporate Equalities group
o Departmental Equality/Diversity working groups
o Best value Review groups
o Executive Board
o Directorate management teams
o Departmental management teams
o Service area teams
o Overview and Scrutiny Committee
o Cabinet
12.5
At directorate level, directorates will need to demonstrate how they
have consulted both internally and externally ( involving a wide range
of staff, not just mangers, and community/voluntary groups ) on the
formulation of their equality/diversity policy objectives and action plan.
This can involve a combination of corporate consultation mechanisms
and departmental specific ones.
13.
AUDIT AND SCRUTINY
13.1
The above structures will be integral to audit and scrutiny processes.
We will also need to consider developing audit/scrutiny roles with other
local authorities. The Triangulation assessment and evaluation
process is important to build in from the start, i.e. the involvement of
all levels of staff, groups representing staff, community/voluntary
groups/users and managers. Any adequate assessment and
evaluation process will need to involve all these key stakeholders.
13.2
The assessment and audit process is evidenced based rather than
based on perception. It is a means for measuring progress over time
against the levels of the Standard and helps establish priorities for
further action. It enables progress to be reported to stakeholders and
the sharing of good practice in the Council.
13.3.1 DIALOG ( Employers Organisation ) will draw upon a database of
trained auditors in the EQS process and use them to assess authorities
who state they have reached level 3 and beyond. The EQS process is
a minimum five-year process.
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14.
PERFORMANCE MANAGEMENT AS PART OF OVERSIGHT AND
SCRUTINY REQUIREMENTS
We will develop the following in areas where it currently does not take
place and also strengthen where current arrangements exist:
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Equality/diversity competencies and objectives as part of the appraisal
and performance management process.
Equality/diversity objectives as part of the service review and planning
process; and Best Value Process.
Monitoring information and consultation/feedback to inform the review
of equality service/employment objectives and targets.
We will use the information from Equality/diversity BVPIs as outlined in
appendix one to inform our audit, scrutiny and assessment processes.
Performance indicators are one way of measuring our progress.
Equality/diversity objectives are included in the CPA improvement plan.
We will review and add to these if any further areas need to be
expanded or reinforced.
15.
MONITORING AND COMPLAINTS
15.1
Guidelines will be developed to support staff in equalities data
collecting, evaluating and reporting. Monitoring of service areas and
employment functions is integral to the corporate equality/diversity
strategy and action plan. These are crucial data sources in
undertaking equality audit/review and impact/needs assessments.
These are important sources of information at both operational and
strategic levels.
15.1.1 Some areas have equalities monitoring systems in place with varying
degrees of success. Equalities monitoring information is not an end in
itself, but a way of developing and improving services and employment
practices at strategic and operational levels.
15.1.2 It is a requirement of the General Duty ( RRAA 2000 ) to monitor
existing policies for any differential impact or adverse impact. We will
strengthen current monitoring mechanisms to ensure we systematically
undertake this.
15.1.3 All complaints information will need to be examined for any equality
implications and appropriately fed back at the operational and strategic
levels. Changes will be made where the findings of the complaint
identifies such a need. All complaints monitoring information will need
to be analysed and reported back as part of quarterly and annual
reviews of departmental equality/diversity action plans.
16. SERVICE DELIVERY, EQUALITY OF ACCESS, AND CUSTOMER
FIRST
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16.1 These are key strategic strands of the equality/diversity policy, strategy
and action plan as previously outlined.
 Directorate equality/diversity action plans will need to clearly
outline a programme for initial equality audit/reviews of key
service areas/functions; key overarching policies/strategies/plans.
 Directorate equality/diversity action plans will then need to clearly
outline a programme for partial/full equality impact/needs
assessments.
 Each plan will need to incorporate objectives and tasks related to
each strategic strand; specify how gaps identified in initial audit
/reviews are to be addressed; clearly state lead officers
responsible for their implementation; and targets or outcomes
related to each objective.
 Each directorate will make use of demographic and related data to
inform the review and planning of services
17.
EQUALITY OF ACCESS TO INFORMATION ABOUT COUNCIL
SERVICES
17.1 This is a key requirement of the RES and the DDA as well as the
Equality Standard process. It is therefore a key policy objective within
the corporate equality/diversity strategy. A start has been made with
the production of the corporate Accessibility Guide. Training around
the Accessibility Guide will be incorporated into the Customer First
programme.
18.
PROCUREMENT AND COMMISSIONING
We will need to ensure that recent guidance produced by the CRE on
Procurement and the General duty is incorporated within the
procurement function and commissioning arrangements. We can build
upon this to include other equality areas and produce guidance and a
checklist similar to the planned work for partnerships. This will need to
become a Code of practice, which will inform all procurement and
commissioning arrangements. Current procurement arrangements
include some general equality/diversity questions and race equality
specific ones.
19.
EMPLOYMENT, ORGANISATION DEVELOPMENT AND TRAINING
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We will develop organisational capacity to deliver the
equalities/diversity agenda.
Equality/diversity training objectives will be integrated within the
Corporate Learning and Development Plan and departmental
equality/diversity action plans.
Equality/diversity training objectives will be integrated within
mainstream training programmes such as Customer First and the
Management Development programme.
The Council will seek to ensure that our workforce is representative of
the travel to work population and borough population.
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Corporate and directorate Equality/diversity action plans will contain a
separate section for employment, which outlines clear
equality/diversity objectives and targets for improvement, incorporating
requirements of the RES, DDA and EQS. Annual employment
monitoring analysis reports will be published.
We will outline a programme for equality impact assessment and
audit/review of personnel policies and procedures.
We will act upon identified adverse impact by undertaking further
detailed investigations and will put in place recommendations to rectify
discriminatory outcomes or impact.
We will clearly outline and communicate to all mangers and staff their
responsibilities under the RRAA 2000 , the DDA and other equalities
legislation, in relation to employment and development practices.
A guide has been produced around the DDA, a similar one will be
produced around the RRAA2000 and the new 2003 amendments.
20.
PROMOTING RACE EQUALITY
20.1
Race equality objectives will be distinctly identified in the Corporate
Equality and Diversity Action Plan and in the departmental equality
and diversity action plans as a result of undertaking equality
audits/reviews and impact/needs assessments, which will also
include service specific priorities arising from
inspectorate/evaluation reports.
20.2
The Corporate Equality and Diversity Action Plan will include
specific objectives around:
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21.
The monitoring of racist incidents and revised strategy and
guidance
The development of the borough wide Race Equality Partnership
Progress report on years 1-3 of the Race Equality Scheme
Race equality staff climate study
Monitoring analysis and study of employment equality monitoring
data.
Guidance to be produced for mangers and staff on the RRAA 2000,
the General Duty and Amendment regulations 2003.
PROMOTING DISABILITY EQUALITY
21.2.1 Disability equality objectives will be distinctly identified in the
Corporate Equality and Diversity Action Plan and in the departmental
equality and diversity action plans as a result of undertaking equality
audits/reviews and impact/needs assessments, which will also include
service specific priorities arising from inspectorate/evaluation reports.
21.2.2 The Corporate Equality and Diversity Action Plan will include specific
objectives around:
December 2003
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The development of a Disability Equality and Access Partnership
Progress on the implementation of the findings of the building access
audits.
Arrangements to be made by those services where alternative
arrangements will need to be made for accessible services, subject to
the timetable for building improvements.
Progress on objectives related to the implementation of the Disability
Discrimination Act
Implementation of the proposed amendments to the Disability
Discrimination Act
Current arrangements for the monitoring of racist incidents to be
widened to include incidents of harassment and discrimination of
disabled staff and service users.
22.
PROMOTING GENDER EQUALITY
22.1
Gender equality objectives will be distinctly identified in the
Corporate Equality and Diversity Action Plan and in the
departmental equality and diversity action plans as a result of
undertaking equality audits/reviews and impact/needs
assessments, which will also include service specific priorities
arising from inspectorate/evaluation reports.
22.2
The Corporate Equality and Diversity Action Plan will include
specific objectives around:



Current arrangements for the monitoring of racist incidents to be
widened to include incidents of sexual harassment and sex
discrimination.
Recommendations arising from the work of the Domestic Violence
Forum
Detailed analysis by grade, gender and department of employment
monitoring information.
23.
PROMOTING EQUAL OPPORTUNITIES IN EMPLOYMENT ON
THE GROUNDS OF SEXUAL ORIENTATION AND
RELIGION/BELIEF.
23.1
We will implement the new European Employment regulations:
sexual orientation, religion and belief. Guidance will also be
produced for managers and staff.
December 2003
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Appendix one:
LEGISLATION
The Council has legal responsibilities under the following equalities related
legislation:
 Equal Pay Act, 1970 ( amended 1984 ) and related Code of Practice (
1985 )
 Sex Discrimination Act , 1975 ( updated 1986 ) and related Code of
Practice ( 1975) relates to employment
 Race Relations Act, 1976 and Race Relations Amendment Act 2000
and related Codes of Practice ( 1984 relates to employment, 2001
related to the General and specific duties )
 Disability Discrimination Act 1995 ( and its amendments ) and related
Codes of Practice (1996, 1999, 2002 ) as implemented in four parts (
1996-employment; 1999-access to goods and services; 2002/3Education;2004- physical access to buildings).
 Human Rights Act,1998
 European directives to promote equal opportunities in employment on
the grounds of race( active from June 2003 ), sexual orientation,
religion (active from December 2003 ), age ( due 2006 ) and disability (
due in 2004 ).
 Health and Safety Act 1974, Management of Health and safety at
Work regulations
 Other employment legislation
 Special Educational Needs and Disability Act 2001
 Children Act 1989
 NHS and Community Care Act 1990
BEST VALUE PERFORMANCE INDICATORS: 2003-2004
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BVPI 2a: Equality Standard for Local Government
BVPI 2b: Duty to promote race equality
BVPI11a: The percentage of top 5% of earners that are women
BVPI11b: The percentage of top 5% of earners from black and
minority ethnic backgrounds
BV16: The percentage of disabled employees compared with the
percentage of economically active disabled people in the borough
BV17: The percentage of employees from black and minority ethnic
backgrounds compared with the percentage of economically active
black and minority ethnic population in the borough.
BV 156: the percentage of public buildings in which all public areas are
suitable for and accessible to disabled people.
BV 174: The number of racial incidents recorded by the authority per
100,000 population
BV175: The percentage of racial incidents that resulted in further
action
December 2003
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