Corporate Race Equality Action Plan 2002/03
Objective
Timescale
 CRE Leadership
Challenge.
Produce agreed action plan
in consultation with
CRE/HREC/COMT. Begin
implementation
Sign up to Leadership
Challenge
Lead Dept/Service/Outcomes
Valuing Diversity Group and Multi Agency
Partnership to lead.
August 2002
November 2002
Evidence of leaders using their personal
influence to promote and progress race
equality in Hounslow
 Utilise Hounslow
Managers Group and
Valuing Diversity Group as
pilot for Race Equality
Champions at Senior
Management Team level.
September
2002
Corporate Policy Office. Champions
enabled to progress race equality within
their departments.
 Review effectiveness of
group
 Organise and deliver
Diversity and Equalities
training for councillors. To
be integrated into Induction
Training
March 03
Assessment of performance against the
corporate plan
Corporate Policy Office. Toolkits to be
devised
 Ethnic Monitoring.
Customer complaints to be
monitored by utilising
current equalities
classifications.
July 02
Analysis and reporting of
number and nature of
complaints by ethnic profile
on a six monthly basis. To
be reported on a
departmental and corporate
level.
September 02
March 03
September 02
Members have increased awareness of
race issues and the relevance of such
issues to their roles
Valuing Diversity Group/Diversity Manager
Data collated and analysed to identify
scope for improving services, identify levels
and patterns of racial discrimination and
inform review process
Objective
Departments to carry out
service related ethnic
monitoring work
outlined in their annual race
equality action plans
Timescale
September
2002
Lead Department/Service/Outcomes
COMT and Valuing diversity group
 Racial Harassment
Implement corporate racial
harassment strategy
Ongoing
Collate and analyse incident
data on a quarterly basis.
Development and extension
of third party reporting
centres.
July 02
Increase levels of reporting
Ongoing
Increase by 30% as per Multi Agency
Partnership Against Racial Harassment in
Hounslow work programme
Assess impact of present
publicity campaign
September 02
Assess evidence of publicity material being
taken up
Report to DMT/SMT on a six monthly basis
 Connecting Communities
Identify take up of services by black and
minority communities, assess impact of
regulatory activities on groups.
Multi Agency Partnership and Valuing
Diversity Group
Diversity Manager to lead. To report back
on six monthly basis regarding progress.
To work in partnership with
HREC and HAVCCO to
improve the capacity and
engagement of BME groups
 Employment
Ongoing
Carry out religious/ cultural
needs audit. Prepare policy
on how to address religion/
cultural needs in
employment
September
2002-05-22
Strategic Personnel
March 2003
 Corporate Workforce
Development Plan
Valuing Diversity Group/Corporate Policy
Office and Training Unit
Corporate courses to be
revised in relation to the
RRA
July 2002
Extend RRA Training
Ongoing
Training to be extended to all staff
 Implement Black Minority
Ethnic Employee
Mentoring Scheme
Continue to support the
work and development of
departmental black workers
groups
September
2002
Strategic Personnel and Training and
Diversity Manager to co ordinate
July 2002
Diversity Manager to co ordinate
Objective
Review consultation with
BME Groups
Timescale
January 2003
Lead Department/Service/Outcomes
Diversity Manager
Initiate religious diversity
conference
March 2003
Diversity Sub Group and Multi Agency
Partnership to lead
Consider Census figures
and their implications as
part of Equality Action Plans
March 2003
Valuing Diversity Group
Annual Race Equality
Report.
March 2003
Valuing Diversity Group to co ordinate.
Prepare and publish Annual
Race Equality Report
Reviewing Progress and
Setting Corporate Plan for