A GREAT PLACE TO VISIT, A BETTER PLACE TO LIVE
All different, all equal in
Blackpool
Blackpool Council and Blackpool Primary Care Trusts Comprehensive
Equality Policy and Delivery Plan
Contents
1. Introduction
2. Profile of Blackpool
3. Our Joint Vision – Different but equal in Blackpool
4. Our Equalities Commitments
Serving Our Diverse Communities
Equal Opportunities Employers
5. Implementation
6. Our Responsibilities
7. Relevant Legislation
8. Delivery Plan
Appendix 1 – Glossary
Appendix 2 – Blackpool Council - Policy framework for equalities
(diagram)
Appendix 3 – Blackpool Primary Care Trust - Framework for equalities
(diagram)
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Blackpool Council and Blackpool Primary Care Trust believe in Access for All
To ensure services provided by Blackpool Council and Blackpool Primary Care
Trust are accessible, information is available upon request in a variety of
accessible formats including large print, Braille, on audiocassette or computer
disk.
We can also provide help for British Sign Language users and provide
information in languages other than English.
Please phone 01253 477117 for details.
Copies of this policy can be obtained from:
The Faith, Equality and Diversity Unit
Council for Voluntary Service
95 Abingdon Street
Blackpool
FY1 1PP
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1.
Introduction
This joint equality policy sets out Blackpool Council and Blackpool
Primary Care Trust’s vision and commitment to ensure equality of access
and opportunities for the population of Blackpool. This joint
comprehensive equality policy has been developed to highlight our
shared values and demonstrate commitment to providing and improving
quality services to all our community.
In providing and commissioning services for the local community, we aim
to improve the quality of life of all residents.
Blackpool Council and Blackpool Primary Care Trust value and celebrate
the richness of cultures, backgrounds and traditions of the town’s
population.
Blackpool Council and Blackpool Primary Care Trust accept that
discrimination can be a major barrier to a fair and just society. We are
guided by the reality that there are people who are prevented from taking
part fully in the life of our community, for example, in the areas of
employment, housing and education. The reasons for their unfair
treatment and exclusion may be related to their age, caring
responsibilities, disability, ethnic background and skin colour, faith,
gender or changed gender, health, language, social and economic
background, or being lesbian, gay or bi-sexual.
Blackpool Council and Blackpool Primary Care Trust recognises that
discrimination can affect people in complex ways - we are committed to
challenging all forms of inequalities.
The council and general tax system does not discriminate between
citizens on the grounds of race, gender, creed or anything else. Neither
should the services that are paid through them.
The commitments in this policy lie at the heart of all our work - the
efficient delivery of public services to all citizens. It’s a question of good
business – not political correctness.
Steve Weaver,
Blackpool Council
Chief
Executive, Councillor Roy Fisher,
Blackpool Council
4
Leader
of
Dr David Sanders, Strategic Director Councillor
Sue
Wright,
Community, Blackpool Council
Member, Blackpool Council
Cabinet
Wendy
Swift,
Chief
Executive, Tony Shaw, Chair of Board, Blackpool
Blackpool Primary Care Trust
Primary Care Trust
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2.
A Profile of the Population of Blackpool
Blackpool faces some of the most challenging economic and social
conditions of anywhere in the UK. This section provides a summary
profile of these issues. More details are contained in “Blackpool Figures”,
which provides a statistical digest of Blackpool and is available on request
from the Council.
Blackpool has a resident population of just over 142,000, and is the 2nd
most densely populated district in England.
Ageing Population
This is a national issue, which particularly affects Blackpool. The
proportion of older people in the population is increasing as more people
live longer and the birth rate slows. In Blackpool, the proportion of older
people is already high compared to the regional average. Health and
social care use increases with life expectancy, as a result of the
prevalence of chronic health problems associated with the ageing
process:
 36,000(25%) are aged 60 years and over
 Since 1981 there has been a 32% increase in very elderly residents
(aged 85 years and over) in Blackpool. At the time of the census
2001, there were 3,500 such residents.
 People over 65 make up 4.6% of the total population for BME
groups. This means that BME groups have a younger age profile
than the general population in Blackpool.
Children and Young People
The number of racial incidents reported by Blackpool schools has
fluctuated over the last two years around an average of 30 per school
term. Such incidents are monitored and, where necessary, are followed
up by the CSA. Over the last two years no incidents of racial abuse have
necessitated any child being permanently excluded from school.
Numbers of children permanently excluded from school for reasons of
bullying, harassment and physical or verbal assault on other pupils were 6
in 2002/03 and 12 in 2004/05. (Source = Blackpool Children and Young
people’s Plan)
6
As of December 2006, the number of pupils permanently excluded from
school during the academic year (2006/07) was 5 compared with 19 in the
autumn term 2003/04, 25 in autumn term 2004/05 and 18 in autumn term
2005/06.
The proportion of children entitled to free school meals in Blackpool is
higher than the England average.
There has been a year on year decrease in the number of pupils with
Statements of Special Educational Needs (SEN) maintained by the CSA.
In January 2006 there were 651 pupils with Statements of SEN
maintained by Blackpool compared with 768 in January 2003. The
number of children in special schools (321) has fallen relative to January
2005 (330) but special school placements continue to outnumber
mainstream placements for pupils with statements of SEN.
Ethnicity:
Blackpool has a low proportion of ethnic minority residents compared to
the UK average. Nearly a quarter of all non- white people live in just two
wards, Bloomfield and Park.
Structure of Non- White Blackpool Population, Census 2001
Ethnic minorities currently make up a small proportion of Blackpool’s
residents. Non-white ethnic origins account for 1.6% of total population for
Blackpool Council and Blackpool Primary Care Trust, compared to 5.6%
for the North West region and 9.1% for England. People from BME (Black
and Minority Ethnic) groups are most likely to be of mixed ethnic origin.
EU Accession counties migration
A significant and increasing part of Blackpool’s seasonal workforce comes
from former EU Accession states, especially Poland. Whilst for many,
picking up seasonal income may be sufficient, there is a current lack of
knowledge or reliable data on how many choose to stay. One of the only
data sources currently available is registration for National Insurance
numbers, which shows the following growing pattern of migration for
Blackpool and the UK as a whole over the last three years. However,
these figures only give a partial picture of the full extent of the migration
that is occurring.
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2002/03
2003/04
2004/05
2005/06
All
Blackpool
All
Blackpool
All
Blackpool
All
Blackpool
All
349240
240
370750
280
439730
610
662390
1380
Poland 5980
10
11200
10
62550
250
171380
870
Deprivation:
A survey was conducted in 2004 to identify levels of deprivation
throughout England. Data was measured for various issues and each
small area was given a score and then ranked compared with the rest of
the country. The survey confirmed Blackpool as one of the most deprived
areas in England:
 Blackpool is ranked 24th worst in England (under the average of
SOA scores measurement)
 Blackpool is the sixth most deprived area in the North West region
 Over a quarter of the 94 areas in Blackpool were ranked in the most
deprived 10% of areas in England.
 On the issue of income deprivation, 20% of small areas in Blackpool
were ranked in the most deprived 10% of English areas; for
employment nearly a third were ranked in the bottom 10%.
Health and Carers
Blackpool’s social conditions are particularly bleak in terms of health:
 All areas in the town were more deprived than average in relation to
health deprivation and disability (IMD2004).

Blackpool has a very large population of people with a long-term
limiting illness (25%); they make up a much greater proportion of
the total population than the averages for the northwest region or
England.
 Life expectancy in Blackpool remains nationally the second worst
for men and ninth worst for women.
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 The number of drug users (aged 15-44) in contact with treatment
services is the highest for all areas in England.
 Very high rates of alcohol related deaths
 Very high rates of teenage pregnancy
 Blackpool accounted for more than one third of all new HIV cases
diagnosed in Lancashire and Cumbria in 2004
 There were 1,592 people with severe mental health problems being
followed up in primary care in 2004/5, representing more than 1% of
Blackpool’s total population.
 According to the census 2001, the number of Carers in Blackpool
was15443. The number of new Carers each year is 5714 (These
figures from "In the Know" Carers' UK)
Income & Employment:
Blackpool residents have the lowest gross household income in
Lancashire. Also, 27% of households are categorised as “poor”. This
proportion places Blackpool 65th poorest of 406 district areas in the UK.
Just under a quarter of Blackpool areas are found in the bottom 10% of
English areas when ranked by income deprivation, and over 30% of
Blackpool areas are in the most deprived 10% of areas in England when
ranked on employment deprivation.
Finally, a quarter of the working age population in Blackpool were
claimants of at least one key benefit at November 2005
Faith, Religion and Belief
Christian
Buddhist
78.6%
0.2%
Hindu
0.1%
Jewish Muslim
Sikh
Other
No
Religion
Religion not stated
0.2%
0.0%
0.2%
11.4%
0.4%
8.8%
These figures were taken from the Census 2001 and show the
percentages of people living in the town who have a self-declared faith.
The figures also show the spread of minority faith traditions in Blackpool.
With new countries becoming members of the E.U and increasing social
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mobility, it is highly likely these figures will increase in the years ahead
and as a result Blackpool will continue to become even more diverse.
Gypsies and Travellers
Despite limited statistics and details we do know that Blackpool has a
large number of Gypsies and Travellers who visit or are settled within the
area. We believe that Gypsies and Travellers may be one of the largest
ethnic groups in Blackpool.
We recognise that Gypsies and Travellers are an important part of
Blackpool’s history and heritage and are keen to ensure their needs are
considered as part of our work to deliver the Race Relations Amendment
Act.
Sexual Orientation
Blackpool has one of the largest gay communities in the UK, although
there are no accurate figures it is estimated that around one in 10 people
in the UK are lesbian, gay or bisexual.
Blackpool has a thriving gay community with a large number of gay
owned and gay friendly hotels, bars, clubs and businesses.
.
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3.
Our Joint Vision – Different but Equal in Blackpool
Blackpool Council and Blackpool Primary Care Trust are determined to
provide high quality services; empower the community to be involved
in everything we do and to create the New Blackpool for everyone in
the town. That is our commitment to all service users and residents.
Our main focus is putting service users and residents at the forefront of
what we do and making sure that our service priorities match their
own.
Our priority will be to tackle discrimination and exclusion across the six
main diversity strands. These are:
* Age
* Disability 1
* Gender
* Race
* Religion
* Sexual orientation.
Our joined up ambition for the town is demonstrated in the Blackpool
Community Plan, especially in the key priority for Strong and Vibrant
Communities.
“ Strong and vibrant communities means there are opportunities for all
people, families and individuals to become engaged in community life.
Strong and vibrant communities have to be inclusive, actively
engaging with all members of society. “
The Community Plan for Blackpool, for the first time, commits us to
achieving key equality and diversity outcomes including:
 Accessible services that meet the needs of local people and that
are developed through public consultation and ongoing dialogue
 Respect, support and promote the diverse culture and heritage of
Blackpool’s communities
 Promote equality of opportunity for all in employment, health,
housing, education and leisure
 An inclusive community that is welcoming and diverse
 Increased public confidence and greater diversity in the take up of
services
1. This is the full Disability Discrimination Act 1995 definition with includes physical, mental and sensory
impairments, learning disabilities, cognitive impairments and progressive long term health conditions.
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The Council has taken these forward in it’s Corporate Performance Plan,
which sets four overall corporate goals:
The New Blackpool - moving towards a world class resort destination, “a
great place to visit, a better place to live”
Quality Services - to deliver high quality services, which are effective
and offer value for money, particularly prioritising services that deal with
our young people and protect our most vulnerable.
Safer and stronger Communities - we will make people feel proud to
live, work and learn in Blackpool, in a safe and healthy environment.
Organisational Change – To support delivery of our three key corporate
priorities for Blackpool, our Organisational Change Programme drives
change within the Council
The Corporate Plan also contains a new core value:
Value diversity and respect others: We will value the rich diversity in
our community, will promote equality, encourage respect for others and
tackle discrimination.
The Plan also contains targets for the following key equalities targets:
 The % of people who feel that their local area is a place where
people of different backgrounds can get on well together. Target
95%
 The % of residents surveyed who feel they can influence decisions
in their local area. Target 30%
 The % of people who feel that local ethnic differences are
respected. Target 94%
 The % of people from different backgrounds who mix with other
people from different backgrounds in everyday situations Target
93%
 Meet level 2 of the Equality Standard for Local Government
Blackpool Council’s Policy Framework for Equalities is illustrated in the
diagram attached at Appendix 2.
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The Primary Care Trust will achieve the joint vision through the PCT
Strategic Plan 2006-2010, which sets out the overall vision of:
“To ensure the delivery of better health services and to improve the health
and wellbeing of the people of Blackpool”.
Together with the following key value statements:
 To improve the health and social wellbeing of the people of
Blackpool and to reduce inequalities.
 To continually develop services to meet the public needs by building
on the best and delivering innovation and improvement.
 To value our staff: improve their working lives and help them
develop their potential
 To work effectively with patients
 To be open and honest with everyone – public, patient, partners
and staff.
Our joint equality policy is also guided by the following principles:
 All residents, service users, service providers, employees and
partners in the community have a responsibility to promote
equalities and challenge discrimination and stereotyping
 All residents and service users are able to participate fully in the life
of the community and celebrate its diversity
 Every resident and service user has equal access to high quality
services that meet their needs. We recognise that there are some
people who may need support in receiving this entitlement
 Every resident, service user and employee is entitled to a safe
environment free from discrimination and harassment
 Every employee is entitled to training and development and fair
opportunities to promotion
 All residents, service users, employees and our partners in the
community are encouraged to make their contribution to improving
our services
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4.
Our Equalities Commitments
Promoting equalities is about putting principles into practice.
These are our commitments to all service users and staff.
Serving Our Diverse Communities:
The Council and PCT are major providers of services to residents and
businesses. We have a key role to provide relevant and accessible
services that meet the needs of our diverse communities. We will ensure
that high standards of quality and equality are always maintained. We aim
to provide access for all.
Every service user:
 Has the right to receive appropriate, accessible services that are
free from discrimination, harassment and victimisation;
 Has the right to be treated with respect and provided with accurate
and up to date information about our services;
 Should feel enabled to access services and not feel excluded
because of their age, disability, ethnic background and skin colour,
faith, gender, health, language, social and economic background, or
because they are lesbian or gay, bi-sexual or transgender;
 Has the right to be consulted on the way we plan and deliver
services;
 Has the right to give feedback or raise complaints about services
through clear and easy to use complaints procedures;
 Should feel able to contribute to the decision-making process. This
includes all user groups and community groups, and those who
historically have been under-represented.
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Equal Opportunities Employers:
Blackpool Council and Blackpool Primary Care Trust are major employers
in the town and therefore we have a key role to play in tackling
inequalities and discrimination. We aim to ensure equalities underpin all
aspects of employment policy and practice. We recognise that promoting
equalities also makes good business sense. We intend to become
employers of choice’.
We aim to:
 be an equal opportunities employer committed to a policy of equal
access to employment opportunities, training and development, at
all levels of the organisation;
 recruit and retain a workforce that reflects the expertise and
diversity of our community and ensure that recruitment and
selection procedures are in place to attract the best applicants to
Blackpool;
 support staff in increasing their understanding of equalities issues
through regular staff development programmes;
 create a safe working environment where any form of discrimination
and harassment is dealt with quickly, appropriately and effectively,
and where staff feel supported in challenging discrimination and
harassment;
 promote and further develop work-life balance policies to ensure
that we maximise employment opportunities for all.
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5.
Implementation
In order for valuing diversity to be truly embedded and mainstreamed
within the Council and PCT, the following needs to be achieved:
 The Equality Policy is made familiar to all staff, users, partners with
whom we work and stakeholders involved in our services
 Any discriminatory behaviour of individuals or groups is identified
and stopped
 Diversity is developed with and alongside our partners and
stakeholders
 Diversity issues are identified in the planning, commissioning and
provision of services – through service level agreements, resource
plans and service plans
 All staff are trained in diversity awareness and our legal
responsibilities
 Improve data collection on equalities both within Human Resources
and service delivery
 Programmed Equality Impact Assessments undertaken of
operational services and new policies and procedures
 Equalities monitoring of all relevant policies and procedures
 The Race, Disability and Gender Equality Schemes and other
relevant statutory plans are communicated within and across our
organisations
 Review and revise this policy in light of feedback from users, staff
and partner organisations and in line with legislative developments.
The delivery plan (Section 8) will tackle the implementation of these key
issues in both the Council and PCT.
Measuring our Improvement
The main performance tool for measuring overall progress in equality and
diversity for the Council is known as the Equality Standard for Local
Government. There is no direct equivalent to the Standard for Health
organisations. However, much of the best practice associated with it can
apply to any public sector organisation.
The Standard was developed in partnership between the Commission for
Racial Equality, the Disability Rights Commission, Equal Opportunities
Commission, and the Employers Association for Local Government
together with the Audit Commission. The Standard provides a generic
framework through which organisations can address their legal
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obligations under anti-discrimination law and promote best practice in
equality and diversity.
The Standards five levels promote best practice systems in equality and
diversity:
Level 1
Commitment to a Comprehensive Equality Policy and to the
concepts of equality and diversity
Level 2
Engagement through assessment and consultation
Level 3
Performance setting: setting equality objectives and targets
Level 4
Performance Monitoring: information systems and monitoring
against targets
Level 5
Performance Review: achieving and reviewing outcomes
The Council is currently achieving Level 1 of the Standard and has set a
target to develop to reach Level 2 within 12 months. Thereafter with
continued levels of investment we can expect to move through the levels
to achieve Level 3 by 2010, level 4 by 2012 and level 5 in 2015. Level 5 of
the Equality Standard equates to a Beacon status award for best practice
in local government service.
In addition to the Equality Standard there a number of key statutory
performance indicators for equality and diversity which we intend to
monitor regularly as joint Council / PCT performance measures. These
will include:
 % of Council and PCT Race Equality Scheme meeting all the
requirements
 % of Council and PCT Disability Equity Scheme meeting all the
requirements
 % of Council and PCT Gender Equality Scheme meeting all the
requirements
 % of BME staff we employ, compared with the general Blackpool
population
 % of disabled staff we employ, compared with the general
Blackpool population
 % of BME staff in the top 5% wage bands
 % of disabled staff in the top 5% wage bands
 % of female staff in the top 5% wage bands
 % of our public buildings that are accessible to disabled people
 % of our services that are accessible electronically
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6.
Our Responsibilities
Within the council, all elected members and staff have a part to play in
challenging discrimination and in implementing this policy:
Councillors and Primary Care Trust board members are responsible
for promoting the equalities agenda and ensuring that resources are
made available.
The Chief Executives and Directors are responsible for the overall
management and strategic direction of the equalities agenda.
Heads of Service and Management Teams are responsible for ensuring
the implementation of the policy in their service areas, the inclusion of
equalities targets in their performance management plans and developing
criteria for success.
The Faith Equalities and Diversity Team has the responsibility to
enable, facilitate, advise and support the equalities process throughout
the Council and the Primary Care Trust.
Human Resources have the responsibility to lead on equalities issues in
employment throughout the Council and the Primary Care Trust.
Unions and Staff Representative Groups have a responsibility for
representing the views and concerns of staff on equalities issues and in
supporting the continuous improvement of equalities policy and practice.
All staff have responsibility for promoting and delivering equalities in the
workplace and in serving the community.
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7.
Relevant Legislation
Blackpool Council and Blackpool Primary Care Trust will implement its
equality policy in accordance with the current legislation, including the
requirements for race, disability and gender equality schemes. We have
set out below the main legislation in the area of equalities:
Civil Partnerships Act 2004
Provides legal recognition and parity of treatment for same-sex
couples and married couples, including employment benefits and pension
rights.
Access the Civil Partnerships Act 2004 at the website of the Office of
Public Sector Information
Further information at the Stonewall website.
Disability Discrimination Act 1995
Outlaws the discrimination of disabled people in employment, the
provision of goods, facilities and services or the administration or
management of premises.
Access the Disability Discrimination Act 1995 at the Office of Public
Sector Information (OPSI) website
Further information at the Disability Rights Commission website
Disability Discrimination Amendment Act 2005
Introduces a positive duty on public bodies to promote equality for
disabled people.
Access the Disability Discrimination Act 2005 at the OPSI website
Further information at the Disability Rights Commission website
Employment Equality (Age) Regulations 2006
Protects against discrimination on grounds of age in employment and
vocational training. Prohibits direct and indirect discrimination,
victimisation, harassment and instructions to discriminate.
Access the Employment (Age) Regulation 2006 at the OPSI website
Further information at the Acas website and the Local Government
Employers website
Employment Equality (Religion or Belief) Regulations 2003
The directive protects against discrimination on the grounds of religion
and belief in employment, vocational training, promotion and working
conditions.
Access the Employment Equality (Religion or Belief) Regulation 2003 at
the OPSI website
Further information at the Acas website
19
The Employment Equality (Sex Discrimination) Regulations 2005
Introduces new definitions of indirect discrimination and harassment,
explicitly prohibits discrimination on the grounds of pregnancy or
maternity leave, sets out the extent to which it is discriminatory to pay
a woman less than she would otherwise have been paid due to
pregnancy or maternity issues.
Access the Employment Equality (Sex Discrimination) Regulations
2005 at the OPSI website
Further information at the Equal Opportunities Commission website
Employment Equality (Sexual Orientation) Regulations 2003
The directive protects against discrimination on the grounds of sexual
orientation in employment, vocational training, promotion, and working
conditions.
Access the Employment Equality (sexual orientations) Regulation
2003 at the OPSI website
Further information at the Acas website
Equal Pay Act 1970 (Amended)
This gives an individual a right to the same contractual pay and
benefits as a person of the opposite sex in the same employment,
where the man and the woman are doing: like work; work rated as
equivalent under an analytical job evaluation study; or work that is
proved to be of equal value.
Access the Equal Pay Act (Amendment) 1970 at the OPSI website
Further information at the Equal Opportunities Commission website
Equality Act 2006
Establishes a single Commission for Equality and Human Rights by
2007 that replaces the three existing commissions. Introduces a
positive duty on public sector bodies to promote equality of opportunity
between women and men and eliminate sex discrimination. Protects
against discrimination on the grounds of religion or belief in terms of
access to good facilities and services.
Access the Equality Act 2006 at the OPSI website
Further information at the Women and Equality Unit website
Gender Recognition Act 2004
The purpose of the Act is to provide transsexual people with legal
recognition in their acquired gender. Legal recognition follows from the
issue of a full gender recognition certificate by a gender recognition
panel.
Access the Gender Recognition Act 2004 at the OPSI website
Further information at the Equal Opportunities Commission website
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Race Relations Act 1976
The Act prohibits discrimination on racial grounds in the areas of
employment, education, and the provision of goods, facilities, services
and premises.
Further information at the Commission for Racial Equality website
Race Relations (Amendment) Act 2000
Places a statutory duty on all public bodies to promote equal
opportunity, eliminate racial discrimination and promote good relations
between different racial groups.
Access the Race Relations Amendment Act 2000 at the OPSI website
Further information at the Commission for Racial Equality website
Race Relations Act 1976 (Amendment) Regulations 2003
Introduced new definitions of indirect discrimination and harassment,
new burden of proof requirements, continuing protection after
employment ceases, new exemption for a determinate job requirement
and the removal of certain other exemptions.
Access the Race Relations Act 1976 (Amendment) 2003 at the OPSI
website
Further information at the Commission for Racial Equality website
Racial and Religious Hatred Act 2006
The Act seeks to stop people from intentionally using threatening
words or behaviour to stir up hatred against somebody because of
what they believe.
Access the Racial and Religious Hatred Act 2006 at the OPSI website
Further information at the Commission for Racial Equality website
Sex Discrimination Act 1975
The Act makes it unlawful to discriminate on the grounds of sex. Sex
discrimination is unlawful in employment, education, advertising or
when providing housing, goods, services or facilities. It is unlawful to
discriminate because someone is married, in employment or
advertisements for jobs.
Access the Sex Discrimination Act 1975 at the Press for Change
website
Further information at the Equal Opportunities Commission website
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8. Delivery Plan
Decision Making and Involvement Structure at Blackpool Council
Direct link with
Chief officers
Groups, Council and
PCT Committees
Cabinet Lead
Member
Corporate Equality and Diversity
Development group
 Steering group chaired by Council
Strategic
Director
for
Communities
Senior reps
from all 3
Council
Directorates
Council
Head
of
Corporate
Policy
2
Senior
Managers
Blackpool
PCT
2 reps from
Council/
PCT equalities
support
service
Corporate
HR
Manager
Link with Ethnic Minority
Liaison Committee and
Council
Scrutiny
Committees
Customer
First/Access
To Services
Manager
FORMAL CONSULTATION MECHANISMS:
Staff focus groups (Council and PCT)
Equalities forum and its thematic groups for all key equality strands
Other e-consultation techniques including intranet and websites
Corporate Equality and Diversity Development Working Group
This corporate senior officer group is chaired by the Strategic Director for
Communities and has senior representation from key functions in the
council and PCT as well as representation from each directorate of the
council. This group is responsible for the overall co-ordination and driving
forward of the equalities agenda, especially performance management
and self-assessment of the Equality Standard.
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Staff Equality Focus Groups
These groups covering key equalities strands including LGBT, BME,
disability and gender have recently been established to provide a forum
for staff to feed issues into senior management and provide a
consultation/involvement mechanism for policy and service development
issues as well as scrutiny of the Council/PCT equality performance.
Equalities Forum and Thematic Groups
Blackpool Equalities Forum is a town-wide engagement forum bringing
together key representatives of community and voluntary based equality
groups into a process of consultation and involvement on equalities.
The forum is currently reforming itself to provide a theme-group structure
for each of the main equality strands, and it will therefore provide
mechanisms for engagement with the key marginalised groups in the
town.
These groups will also be an important part of the scrutiny process of the
council and PCT equality performance.
Scrutiny Committees
The Council has an Ethnic Minorities Liaison Committee and a number of
Service Development (Scrutiny) Committees these cover:
 Policy, Overview and Scrutiny Management
 Audit
 Health
 Regeneration and Tourism
 Children and Young People
 Adults and Community Safety
 Neighbourhoods and Culture
These committees will provide member level scrutiny of the Council/PCT
equality performance, through reporting on the progress to achieve high
levels of the Equality Standard and other performance information such
as BVPI’s.
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Delivery Action Plan 2007-08
Below is our priority delivery Action Plan for 2007-08, which will be monitored quarterly, reviewed updated and published
on an annual basis.
OBJECTIVE
1. Leadership and
Corporate
commitment
TASK
1.1 Encourage
commitment to
equality and diversity
at the highest level
1.2 Develop
knowledge and
awareness of equality
and diversity
1.3 Integrate Equality
and Diversity into all
corporate and service
level plans
ACTIONS
Establish new Equalities and
Diversity Development Group
Design and deliver training
package for elected members
and Board on equality and
diversity issues and the
council’s legal duties with
respect to these.
Ensure all relevant actions from
this plan are incorporated into
Business and Service plans
when reviewed
24
TIMESCALES
AND
MILESTONES
May 2007, review
of Development
Group membership
Design and deliver
training package by
Autumn 07
Revise corporate
and service plans
by Dec 07
PCT by April 07
LEAD
Strategic
Director for
Communities
FED unit /
Human
resources
Managers
Council and
PCT
Corporate
Equality
Development
Group/ All
Heads of
Service
OUTCOME
Profile and coordination of
decision making for equality
raised within the Council and
PCT.
Greater awareness of
equalities issues by members
and Board.
All key equality and diversity
actions are mainstreamed
through corporate and service
planning processes.
OBJECTIVE
2. Mainstreaming
Equality and
Diversity
TASK
ACTIONS
1.4 Implement self
assessment
(Revised equality
standard for Local
Government)
PCT Standards for
Better Health
Conduct a self assessment of
Corporate performance using
the new revised I&DeA Equality
standard for Local Government
& Standards for Better Health
1.5 Establish a
Corporate and MultiAgency Working
Group to take forward
issues for EU
Accession Migrants
Establish Liaison Group
2.1 Embed Equality
Impact Assessments
into corporate policy
development
Undertake audit exercise
TIMESCALES
AND
MILESTONES
Self assessment for
level 2 completed
by April 2007
PCT completed
Standards for
Better Health
process, but under
3 monthly review.
Develop group and
establish key
priorities 2007/8
LEAD
OUTCOME
Corporate
Equality
Development
Group /
All Directors
Benchmark progress in
Equalities and diversity aim to
achieve Level 2 of the
Standard.
Meet PCT Standards for
Better Health
Corporate
Equality Group /
FED Unit
Manager
Coordinated approach to
support and information
Corporate
Equality
Development
Group /
All key policies and strategies
to have been impact
assessed with evidence of
assessment available within
the timescale.
Establish consultation
mechanisms/
Feed in development of “New
Wave” – LEGI project
Programme of Equality impact
assessments to take place
across all Departments on all
relevant key policies identified
by the screening process.
Impact Assessments groups
already in place in every
relevant area of the PCT.
25
Impact
Assessments to be
carried out for all
priority policy/plans
coming on stream
during 2007/08
All Directors
OBJECTIVE
TASK
ACTIONS
2.2 Record and
respond effectively to
Hate crime and other
incidents such as
assaults on staff
Review and reform current
Hate Crime incident monitoring
scheme and publish town wide
to community and partners.
2.3 Ensure services
are accessible to the
whole community
Public information to be made
available in Braille, large print,
CD ROM, audiocassette and
other languages. Corporate
reception standards to include
accessibility statement and
protocol and gathering
feedback from customers
(feedback to be recorded by
ethnicity)
PCT – Quarterly Team
Development for provider
services, Contract reviews for
Commissioned services.
26
TIMESCALES
AND
MILESTONES
New monitoring
scheme to be
produced by March
07, publicised and
implemented
thereafter
Develop corporate
FAQ’s cards for all
call centre staff and
reception points to
ensure effective
response to
incidents; provide
awareness
sessions for
customer first staff
Review usage and
language line by
December 07
Produce new
advice booklet on
appropriate use of
language for all
staff – March 2008
LEAD
OUTCOME
Corporate
Equality
Development
Group
Hate crime
Group /
Access to
Services
Manager
Ensure the community are
aware of how to report
incidents, and provide a more
accurate overall picture of
Hate Crime/ incidents.
Access to
Services
Manager
Clinical
Governance
Manager
Corporate reception
standards adopted in all
reception areas. Enhanced
ability to monitor uptake of
services and ensure equality
of service delivery.
OBJECTIVE
TASK
ACTIONS
2.4 Review
procurement
/commissioning
procedures to ensure
equality and diversity
Review council terms and
conditions of procurement
contracts and ensure all
contracted companies have an
effective equality and diversity
policy. Stipulate, in the terms
and conditions of the contract,
council’s commitment to
equality and diversity.
Review already underway for
PCT Commissioning
procedures – E&D paragraph
inserted into standard/template
for all service level agreements
2.5 Complete
Corporate Equality
Policy and Delivery
plan
Complete draft Equality Policy
and Action plan for Council and
PCT
Conduct consultation with key
stakeholders
Finalise and ratify Plan
TIMESCALES
AND
MILESTONES
Produce new
guidelines by
March 08
Consultation with
key stakeholders
completed during
Autumn 2006
Ratification by
March 2007
Review Delivery
Plan February 2008
Reproduce the
Annual Delivery
plan for 2008/09
27
LEAD
OUTCOME
Corporate
Equality
Development
Group /Head of
Procurement
/Commissioning
& Head of Risk
Management
All contracted companies for
the council & PCT will have
an equality and diversity
policy
Corporate
Equality
Development
Group /
FED Manager
Provide overall policy and
strategic direction to equality
and Diversity work
OBJECTIVE
TASK
2.6 Produce and
implement the
Interfaith
Development Plan
ACTIONS
Complete consultation on Draft
plan Agree Plan and adopt
Plan
Implementation of key priorities
in the Action plan.
TIMESCALES
AND
MILESTONES
Autumn 06
LEAD
OUTCOME
Faith Forum/
FED Manager
Key issue in community
Cohesion
Corporate
Human
Resources
Manager and
PCT Head of
HR
Training –
Clinical
Governance
Facilitator
Publish annual staffing report
on internet and intranet.
PCT already publish annual
staffing
Where possible, we need to
ensure Council/PCT are
capturing same
data/categories
As set out in the
detailed Action Plan
during 2007/08
1) Sharing our traditions
and beliefs
2) Engaging in Blackpool’s
regeneration
3) Growing spiritual social
enterprise
4) Partnering with purpose
3. Workforce and
Employee
development
3.1 Improve accuracy
of recording and
analysing ethnic
monitoring and all
other equalities data.
New equality monitoring form
for all new applicants and
existing employees, promotion,
grievance, disciplinary and
leavers. New form to include
age, ethnicity, religion and
belief, gender, disability and
sexual orientation.
Investigate possible use of
same form for complaints (PCT
have a specific dept dealing
with them who currently
monitor race)
Also PCT intend to monitor
training requests – who
requests & who attends
28
By May 07
OBJECTIVE
TASK
3.2 Ensure staff are
aware of their rights
and responsibilities
under the RR(A)A and
other equalities
legislation
3.3 Work with HR &
Clinical Governance
Facilitator to ensure a
corporate package of
equality and diversity
training is developed,
the officers and
Members & Board at
all levels
3.4 Ensure
recruitment reflects
the diversity of the
community
ACTIONS
Identify core competencies for
senior managers and deliver
equality and diversity training
as core component of
management training.
Link into PCT Knowledge &
Skills Framework
Methodology and approach
paper prepared for E&D
element to Corporate training
plan agreed
Identify resources and roll out
training programme to all staff
For PCT carry out training
needs analysis for all PCT staff
from Performance
Development Reviews, results
of e-learning package &
discussions with staff groups.
Induction training also needs
including in programme
Analyse recruitment statistics
with a view to reviewing
recruitment advertising - linked
to wider project on local jobs for
local people. Ensuring that
local communities are made
aware of council opportunities.
New HR equal ops monitoring
form & carry out equalities
audit of all staff
29
TIMESCALES
AND
MILESTONES
During 07/08
KSF complete, but
reviewed annually
for all staff
Training Needs
Analysis to be
completed by end
of 2006 to
commence training
programme from
April 2007
January – March
2007
LEAD
Corporate
Human
Resources
Manager &
Clinical
Governance
Facilitator
Corporate
Equality
Development
Group /
FED unit
OUTCOME
Training attended,
evaluations evidenced.
On reverse
Staff attain required level of
KSF
Training attended,
evaluations evidenced
Corporate
Human
Resources
Manager & PCT
Head of HR
Clinical
Governance
Facilitator
Corporate
Human
Resources
Manager
PCT Head of
HR
Increased diversity of
workforce.
Easy access to accurate
equality breakdown of staff
and community
OBJECTIVE
TASK
ACTIONS
3.5 Equal pay review
PCT Completed
(Blackpool Council)
Council review currently in
PCT
Agenda
for progress.
Change
4.Consultation
and Scrutiny
structure
development
TIMESCALES
AND
MILESTONES
Council review to
be completed
during 2007/08
4.1 Establish staff
First year cycle of focus groups Sept/Oct 06
focus groups covering held
key equality strands:
Feb/ March 07
Gender
Disability
June/July 07
BME
L.G.B.T
Oct / Nov 07
30
LEAD
Corporate
Human
Resources
Manager
PCT HR
Corporate
Equality
Development
Group /
FED Manager
OUTCOME
All jobs evaluated
Staff groups established, and
a clear voice and mechanism
for staff to raise equalities
issues.
OBJECTIVE
TASK
4.2 Reform the
Equalities Forum to
create a structure of
key community led
groups for each of the
main equalities
strands
4.3 Review Council
Scrutiny role
PCT equivalent –
Health Overview &
Scrutiny Committee
5.Statutory
compliance
5.1 Implement and
review statutory
Disability Equity
Schemes for the
Council and PCT
TIMESCALES
AND
MILESTONES
Wide
consultation
with Autumn 2006/
community and thematic group. Spring 2007
New
terms
of
reference
structure in place
Develop programme of themed For all meetings in
open meetings for Equalities 2007/08
forum
Develop
Equalities
Forum March /April 2007
action plan and provide training
opportunities.
By March 2008
Review the role and function of To be completed
the Council Ethnic Minority
during 2007/08
Liaison Committee and the
Service development
committees role in Equalities
scrutiny
ACTIONS
LEAD
Corporate
Equality
Development
Group /
FED Manager
More people and more
diverse participation in the
Forum
structures
and
meetings.
Action Plan
Corporate
Equality
Development
Group
Relevant information for PCT
& effective Patient Public
Involvement
FED Manager /
Democratic
Services
Manager
Corporate
Develop Involvement structure
2007- 8
Equality
Development
6 monthly review – Group /
Conduct 6 monthly and annual July 07
FED Manager
monitoring and review exercise
12 monthly review
January 08
31
OUTCOME
Statutory compliance and
further development of the
DES
OBJECTIVE
TASK
5.2 Monitor the
Implementation of the
RES action plans for
Council and PCT and
produce the statutory
annual update
5.3 Implementation of
new Gender Equality
duty and Scheme
TIMESCALES
AND
MILESTONES
Report
on
review
of 2007-8
implementation of the RES
action plan to the Ethnic
Minority Liaison Group.
ACTIONS
LEAD
Corporate
Equality
Development
Group /
FED Manager
Consultation on the gender New Gender duty – Corporate
objectives
4 April 2007
Equality
Development
Build in the Equal pay review
Gender
Equality Group /
Scheme 30 April FED Manager
Mapping Exercise
2007
Corporate &
Develop and implement the
PCT HR/FED
Schemes Action Plans
Manager
32
OUTCOME
Statutory compliance and
further development of the
RES
Statutory compliance and
development of the first GES
Glossary of Key Definitions
Diversity
Diversity is about recognising, valuing and taking account of people's
different backgrounds, knowledge, skills, and experiences. In the context
of this policy it also means encouraging and using those differences to
create a productive workforce and provide effective services that meet
peoples needs.
Discrimination occurs where:
 a person is treated less favourably than someone else

the treatment is for a reason relating to the person's age, disability,
gender, race, religion, sexual orientation and

the treatment cannot be justified
The circumstances of discrimination may not necessarily be direct.
Indirect Discrimination may also occur where for example:

there is a failure to make a reasonable adjustment for a disabled
person
Harassment
Harassment is unwanted conduct affecting the dignity of men and women
in the workplace. It may be related to age, gender, race, disability,
religion, nationality or any personal characteristic of the individual, and
may be persistent or an isolated incident. The key is that the actions or
comments are viewed as demeaning and unacceptable to the recipient.
Harassment can also have a specific meaning under certain laws (for
instance if harassment is related to sex, race or disability, it may be
unlawful discrimination). From December 2003 the law also gives
protection against harassment relating to religion or belief and sexual
orientation.
Bullying
Bullying may be characterised as offensive, intimidating, malicious or
insulting behaviour, an abuse or misuse of power through means
intended to undermine, humiliate, denigrate or injure the recipient.
Bullying or harassment may be by an individual against an individual
(perhaps by someone in a position of authority such as a manager or
33
supervisor) or involve groups of people. It may be obvious or it may be
insidious. Whatever form it takes, it is unwarranted and unwelcome to the
individual.
Note that for victimisation there are special legal meanings so for example
for the Race Relations Act: Victimisation has a special legal meaning. It
occurs if you are treated less favourably than others in the same
circumstances because you have complained about racial discrimination,
or supported someone else who has. A complaint of racial discrimination
means that someone has:
 brought proceedings under the Race Relations Act against the
discriminator or anyone else; or

given evidence or information in connection with proceedings
brought by another person under the Race Relations Act; or

done anything under the Race Relations Act or with reference to it;
or

alleged that a person has acted in a way, which would breach the
Race Relations Act. The complaint does not need to expressly
claim discrimination when making the complaint.
34
Policy Framework for Equalities – Blackpool Council
COMMUNITY PLAN / LOCAL AREA AGREEMENT
Key priorities include:





Strong and vibrant communities
Safer and stronger communities
Healthier communities and older people
Children and young people
Economic development and enterprise
CORPORATE PERFORMANCE PLAN
Key goals:




Corporate Values includes:

Valuing diversity and
respecting others
“We will value the rich diversity in
our community, will promote
equality, encourage respect for
others and tackle discrimination”
New Blackpool
Quality Services
Safer and stronger
communities
Organisational change
COMPREHENSIVE EQUALITY POLICY AND ACTION PLAN
Key strategic statement and actions, steering overall equality and diversity progress across the council
Policy
of
Equal
Opportunities
in
Employment
Race Equality
Scheme
(RES) 20052008
Disability
Equality
Scheme
(DES) 20062009
35
Gender
Equality
Scheme (to be
developed)
LGBT
Equality
Scheme (to
be
developed)
Blackpool PCT Equality and Diversity Framework
PCT Board
Blackpool Council
Senior
Officers
meetings
Governance Committee
Corporate
Equality
and
Diversity
Development Group (In Partnership with
Blackpool Council)
Blackpool PCT Equality and
Diversity Group
Involvement mechanisms with
disabled people including:
Community DES Focus Group
Disabled Staff Focus Group
Community
Groups
and
Equalities Forum
36
Senior Managers
Forum
Provider
Senior
Manager Meetings