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					      Race Equality Scheme
          2005 to 2008
This document is available upon request in a variety of accessible formats
      including large print, Braille, on audiocassette or computer disk.
It can also be made available in languages other than English and Welsh.

                          Please ask for details




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                                    Contents

1.   Summary of the Race Relations Amendment Act

2.   The Equality Standard for Local Government in Wales

3.   Wrexham County Borough Council - Our Second Race Equality Scheme

4.   Wrexham – Local Context
     Wrexham Community Issues
     Population summary
     Gypsies and Travellers
     Languages
     Religion and Belief

5.   Wrexham County Borough Council
     Committed to Race Equality
     Key people and Groups
     Procurement
     Partnerships & Local Networks
     One Wrexham – Community Cohesion

5.   How the Council will meet the Statutory Duties
     Identifying relevant functions and policies
     Prioritising functions for further assessment
     Assessing and consulting on the likely impact of existing and proposed policies
     Monitoring policies for adverse impact
     Publicising assessment, consultation and monitoring reports
     Ensuring public access to information and services
     Training and development
     Specific Duty Employment – ethnic monitoring

7.   Race Equality Action Plan

8.   Appendices
     Impact Assessment Programme
     Impact Assessment Toolkit
     Corporate Equality Plan
     Migrant Workers Action Plan
     Youth Offending Service – Race Equality Plan
     One Wrexham Charter

9.   Feedback Form




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       1. Summary of the Race Relations Amendment Act


The Race Relations Act 1976 provides the specific legislative base for action against racial
discrimination. On 2nd April 2001 the Race Relations (Amendment) Act 2000 (RR(A)A)
came into force, this Act extends the scope of the 1976 Race Relations Act to include all
functions of all public authorities. The RR(A)A significantly strengthens and extends the
scope of the 1976 Act. It does not replace it.

This Scheme sets out the Council‟s arrangements to meet its General and Specific Duties
as set out in the Race Relations (Amendment) Act 2000 and relevant Codes of Practice.

The General Duty requires the Council, when carrying out its functions, to have due regard
to the need to: -
      eliminate unlawful discrimination
      promote equality of opportunity
      promote good relations between people of different racial groups

This duty applies not only to the direct work of the authority, but also to the way in which it
carries out its functions within partnerships.

The Specific Duties to deliver race equality are to: -

 Prepare and publish a Race Equality Scheme by the 31st May, 2002 (and every three
  years after)
 The scheme must set out:
   Functions and policies, or proposed policies which have been assessed as relevant
     to the performance of the legal duties
   Arrangements for:
      Assessing and consulting on the likely impact of proposed policies on the
         promotion of race equality
      Monitoring policies for any adverse impact on the promotion of race equality
      Publishing the results of such assessments and consultation including monitoring
         adverse impact
      Ensuring pubic access to information and services provided by the Council
      Training staff in connection with the duties

 Assess functions and policies for relevance to the general duty and to carry out
  subsequent reviews (both in respect of service delivery, training and employment).
 Set out arrangements for monitoring any adverse impacts of policies on the promotion of
  race equality.
 Set out arrangements for assessing and consulting on proposed policies.
 Set out our arrangements for publishing the assessments, consultation and monitoring
  results.
 Set out our arrangements to ensure access to information and services.
 Set out our arrangements for training staff

The specific duty on Employment applies in addition to the general duty. Schools and
higher education duties are not bound by the employment duty as they have separate
employment responsibilities.


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The duties require the Council to have in place arrangements for monitoring by racial
group the following:
    Numbers of staff in post
    Applicants for employment, training and promotion
    Staff who
        Receive training
        Benefit or sufferer detriment as a result of its performance assessment
          procedures
        Are involved in grievances
        Are the subject of disciplinary procedures or
        Who cease employment with the council

The Council is required to publish annually the outcome of its employment monitoring.



    2. The Equality Standard for Local Government in Wales


Wrexham County Borough Council adopted the Equality Standard for Local Government
in Wales in 2002. The Standard provides a generic framework for disability, race and
gender equality and is set out over five levels. We use the same principles to cover
religion and belief, sexual orientation and age equality.

Level 1 - Commitment to a comprehensive equality policy
Level 2 - Assessment and consultation
Level 3 - Setting equality objectives and targets
Level 4 – Information systems and monitoring against targets
Level 5 – Achieving and reviewing outcomes

Achieving the Equality Standard is part of the Council‟s policy agreement with the Welsh
Assembly. As part of the policy agreement we have agreed a series of targets which are
linked to a performance incentive grant.

The Council currently considers itself to have achieved level one and is working to
achieve level two.

The Council has in place a Corporate Equality Plan setting out how the council plans to
progress through each level of the Standard.


          3. Wrexham – Our Second Race Equality Scheme

We are pleased to publish our second Race Equality Scheme for 2005 - 2008. This scheme
sets the agenda for race equality in Wrexham County Borough Council for the next three
years and is part of our commitment to achieving our duties under the Race Relations
Amendment Act.

In preparing this revised scheme we acknowledge how much we have learned since the first
Race Equality Scheme published in 2002.



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We are proud of our achievements to date and see them as solid building blocks, which
provide us with a strong foundation for future work. We have made progress in a number of
areas but recognise that there is much more to do and we are committed to continually
improving and developing our approach to race equality and how we address diversity as an
employer, provider of services and community leader.

Reviewing the 2002 – 2005 Race Equality Scheme

We began developing this revised scheme by looking back at the action plan we included
within our first Race Equality Scheme. Our first step was to conduct a short survey of each
Department, assessing progress against our earlier action plan. Whereas progress has
undoubtedly been made across all departments particularly in areas such as staff training
and access to services, it is evident that some departments have experienced difficulties in
particular with impact assessments and ethnic monitoring.

In revising this scheme we also looked at our policies, plans and working practices, our
arrangements for training staff and Councillors and service planning and performance
management arrangements. As a result we have recently introduced a new system for
assessing the impact of new and proposed policies, introduced new equality monitoring
arrangements and are working on a revised staff training plan for equality. We also plan to
review how we develop policy, and introduce new performance measures for race equality
which will be linked to service and business planning.

This initial Race Equality Scheme helped us to start the process of addressing race equality
in a structured way and was part of the Council‟s Equality Plan, a key document that sets
out how the Council will progress through the five levels of the Equality Standard for Local
Government in Wales.

This approach ensured that race equality was not isolated from the broader equality agenda
and was considered alongside other equality strands including gender and disability. The
Corporate Equality Plan is currently under review to take account of new and emerging
legislation and reflects the broadening equalities agenda addressing sexual orientation, age
and religion and belief. A new Equality Plan will be published in 2006.

Focus of the 2005 – 2008 Race Equality Scheme

The Council‟s Race Equality Scheme for 2005 – 2008 focuses on integrating good equality
practice across all departments and functions to ensure equality is at the heart of everything
we do.

In particular we will focus upon:
 Promoting community cohesion through the “One Wrexham Charter”
 Leading an anti race hate crime campaign in 2006
 Improving access to services and information including language support
 Developing skills and awareness of equality amongst staff and Councillors
 Developing a corporate “bank” of learning resources on race equality and cultural
    diversity
 Developing race equality monitoring and data capture systems for employment and
    service delivery
 Establishing a performance management framework for race equality
 Introducing a corporate policy development framework that promotes equality
 Assessing and consulting upon the impact of all new and proposed policies

Equality is a core organisational value and underpins all of the Council‟s corporate priorities.

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This scheme will also link directly to work on community cohesion, a corporate priority,
which includes a campaign to address hate crime in Wrexham planned for 2006. Our aim is
to continue to make equality of opportunity a reality for everyone in Wrexham.

Feedback and Comments

We welcome feedback and comments at any stage during the lifetime of this scheme and
have included a feedback form at the end of the document.



                           4. Wrexham – Local Context

As the local authority we welcome the growing diversity of Wrexham and recognise the
changing profile of the local population.

We recognise that all people are different and that identity is a complex issue and is about
as much about an individuals sense of belonging to any given community, or place, as it is
about how they view the world.

According to the Census around 1.1% of the local population describe themselves as being
Black, Asian or of mixed heritage. Over the past decade there has been a steady growth in
the overall population of Wrexham and the local population is more ethnically diverse than
ever before. We recognise that the Census does not accurately reflect the true extent of
diversity within Wrexham:

      The Town has seen an increase in the number of economic migrants over recent
       years, who help to fill skills gaps within the local labour force and underpin the
       economic growth of the area as well as maintaining service delivery within the health
       and the manufacturing sectors.
      The Town is part of the Governments dispersal programme and is home to a number
       of Asylum Seekers and Refugees
      NEWI welcomes a large number of overseas students each year

A Profile of Wrexham

According to the Census the population of Wrexham is 128,500. Approximately 1.1% of the
population describe themselves as Black, Asian or of mixed heritage and 1% as White Irish.

We recognise that the true diversity of the local population is not reflected in the Census
statistics because groups including Gypsies and Travellers, Asylum Seekers, Refugees,
overseas students and Migrant Workers are not accounted for. There is a lack of reliable
statistical data for those groups but it is fair to say that if those groups were included the figure
for minority ethnic groups would be considerably greater and more accurately reflect the true
racial diversity of Wrexham.

Gypsies and Travellers

National research confirms that Gypsies and Travellers suffer high levels of deprivation and
social exclusion and experience considerable discrimination and inequalities. Experiences
and needs are largely unrecorded and therefore many services do not meet their needs.

We recognise that Gypsies and Travellers experience discrimination, isolation and
exclusion. We are taking steps to ensure their needs are considered as part of our work to

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deliver our duties under the Race Relations Amendment Act but also as part of our wider
equality agenda.

In Wrexham there are about 200 Gypsies and Travellers who currently live in the town. This
figure does not include those who visit the town from time to time. Wrexham Council runs a
19 plot site predominantly inhabited by Irish Travellers. Welsh and English Travellers or
Gypsies predominantly live in houses around Wrexham but there is some overlap and some
smaller family sites.

The health profile of Gypsies and Travellers is significantly worse than for the settled
population of Britain. Their life expectancy is 10 to 12 years less than the settled
population. There is however a lack of reliable research evidence on the health and
wellbeing of Gypsies and Travellers but it is understood that their health is generally worse
than the settled population and that they experience inequalities in accessing health
services. The Wrexham Health Project, „Coronary Heart Disease, Gypsies and Travellers:
Redressing the Balance‟, is currently producing research to support this. The project is
funded by the Welsh Assembly Government Inequalities in Health Fund. The project has
made contact with at least 150 adults and 200 children from a Gypsy and Traveller
background. However, there is a wider community with other extended family members not
yet incorporated into the project.

The Council is committed to improving the quality of life and equality for Gypsies and
Travellers and will ensure that Gypsy and Traveller issues are part of our work on race
equality. We will consider how they are affected by our policies and procedures as we
undertake impact assessments. We are also currently reviewing our equality monitoring
systems and procedures and will consider what arrangements can be introduced that will
help us to understand if Gypsies and Travellers are being treated fairly, can access what
they need and if interventions to promote wellbeing and life chances are actually working.

Following a research exercise by the Commission for Racial Equality into the experiences of
Gypsies and Travellers in Wrexham the Council has developed an action plan based upon a
series of recommendations. This is being implemented by the Gypsies and Travellers Task
Group.

Languages

Monitoring requests for translation and interpretation locally indicates that there are a large
number of languages spoken in Wrexham in addition to English and Welsh. This includes
Polish, Russian, Portuguese, Arabic, Chinese, Bangla, Urdu, Hindi, Sorani, French, Tigrean,
Somali and Farsi.

The Council recognises that language can be a huge barrier and offers free of charge to any
customer information about the Council and its services in languages other than English
and Welsh and can access a translator upon request and where this is needed.

The Council recognises its responsibilities in respect of the Welsh Language Act and has
published a Welsh language scheme which helps us to promote Welsh language and
culture. In line with good practice we have included promoting the Welsh language and
culture within our overall equalities agenda.

Religion and Belief

Although the population of Wrexham is predominantly Christian there are many faiths
practiced in the Town. The Town Centre alone is home to almost thirty different places to


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worship including facilities for people who are Christian, Muslim, Buddhist, Jewish and
Hindu.



                   4. Wrexham County Borough Council

We are committed to equality and access for all. As a provider of services, an
employer and community leader we recognise our important role in improving the
quality of life for everyone in Wrexham.

We are committed to working to promote equality of opportunity, to combating discrimination
and promoting good community and race relations across Wrexham in our role as an
employer, provider of services and community leader.

We will ensure that people from all sections of the community have genuine equality of
opportunity in gaining employment with the Council. We are committed to taking all
reasonable steps to remove barriers and obstacles that may limit employment opportunities
for any group.

We will ensure that all of our services and information about the Council is accessible and
meets the needs of our customers.

Our commitment extends beyond what we promise to do and can be identified in our
policies, working practices and behaviours.

We have established policies, procedures, staff training and monitoring arrangements to
help us ensure that employees, customers and residents alike are treated fairly regardless
of their age, disability, gender, race, religion or belief or sexual orientation.

We have also introduced a system for assessing the impact of our proposed plans and
policies to ensure that we “design-out” any feature or practice that might unfairly
disadvantage any group.

We are committed to
 Providing high quality services that are accessible to everyone and meet the diverse
  needs of our customers
 Making sure our buildings are as accessible as possible
 Providing information about our services in accessible formats such as large print,
  Braille, on audiocassette or computer disk and providing information in languages other
  than English or translators, including British Sign Language interpreters, where they are
  needed.
 Promoting inclusive communities that have a shared sense of belonging and pride in
  Wrexham
 Challenging unfairness and discrimination
 Engaging with the diverse communities of Wrexham to ensure their needs are identified
  and met
 Valuing the important contribution the community and voluntary sector makes to
  Wrexham life
 Working in partnership to share good practice and promote a consistent approach
 Valuing and training our staff to deliver services fairly, efficiently and effectively
 Actively seeking feedback to continually develop and improve our approach


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Key People and Groups

Within the Council there are a number of key people and groups with responsibilities for
addressing equality:

    The Council‟s Equality Manager has overall responsibility for leading delivery of the
     Councils equality agenda, supporting the Council to deliver its legal duties and
     progress through the five levels of the Equality Standard for Local Government in
     Wales.

    Each Department has an Equality Co-ordinator to co-ordinate activity within their
     department and report back to the Strategic Equality Group

    Each service area has its own Equality Trainer with responsibility for ensuring staff
     within their area receive training on equality and diversity as appropriate to their role
     in the organisation

    Each Department has its own Valued Workforce Group

    The Strategic Equality Group is made up of representatives from each department

    The Equality Monitoring Group leads on implementing new systems for equality
     monitoring including data capture and analysis for both employment and service
     monitoring

    The Community Cohesion Group is made up of Council officers and key partners

    Gypsies and Traveller (Task and Finish) Group is made up of a number of key officers
     and their role is to deliver the Gypsy and Traveller action plan arising from a series of
     recommendations made by the Commission for Race Equality following thier research
     project undertaken in 2005

Procurement

We recognise the importance of addressing race equality through public procurement and
we are using the guide published by the Commission for Race Equality to shape our
approach.

We are looking at how we can ensure that our race equality aims are consistently met
whether we deliver the service ourselves or via a third party.

We are working to achieve consistency in our approach across all departments and are
currently working to review the procurement function. As this takes shape we will provide
further training and guidance for staff responsible for contracts. In addition we plan to
include guidance on race equality in the Procurement Strategy.

As we work to mainstream race equality within the procurement processes we will use the
impact assessment model to help us assess the relevance and appropriateness of each
contract, associated policy or procedure.

In 2006 we will publish a leaflet to provide guidance for contractors and suppliers on what

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they can expect from the council and what we expect from them. The leaflet will include
details of the duties and our race equality aims in procurement.


Our Race Equality Aims in Procurement:

 To ensure that all contracts are delivered in a way that is non-discriminatory, and
  promotes equality of opportunity for staff, the general public and businesses.

 To ensure that goods, works and services provided by contractors cater for all users‟
  needs

 To ensure that there is no difference in satisfaction rates of users or staff, from different
  racial groups

 To ensure that where appropriate contractors are representative of the local population,
  of the area from which the businesses are drawn

 To ensure that contractors work with us on a voluntary basis to promote equality of
  opportunity beyond the scope of the contracts

Partnerships

We recognise the value of partnerships and that as an organisation we will be much more
effective in delivering our equality aims if we work with others. We recognise that we also
have a role to play in supporting and working with our partners to deliver equality.

The Council has established links, relationships and a number of excellent networks with
local groups and organisations, and will continue to build on this. Our role in many cases is
to facilitate, support and empower the development of the community and voluntary sector.
Their engagement is vital to in helping minority or disadvantaged groups have a voice within
the local community.

We will work in partnership wherever appropriate to deliver this scheme and seek to identify
areas where partnership working will add value and strengthen our approach.

An example of the Council engaging in partnership working to benefit the diverse
communities of Wrexham is a piece of work looking to develop a joint impact assessment
model with Wrexham Health Board. Our aim is to share experiences and expertise with the
Health Board and to ensure that health and wellbeing issues are fully considered as part of
the wider access to services and equality agenda.

‘One Wrexham’ – Community Cohesion

The „One Wrexham‟ Charter aims to engender a sense of belonging and promote
community cohesion in Wrexham. It underpins a local campaign to raise the profile of hate
crime as an anti-social and unacceptable behaviour. The Charter provides an opportunity
for organisations and residents to positively acknowledge their responsibilities as a member
of Wrexham society and take a stand against unfair treatment of others.

Any local organisation with a base in Wrexham can sign up and adopt the Charter – this
includes public bodies, local businesses, schools, colleges, voluntary and community
groups, support organisations, residents associations, play groups, young/older persons
groups, churches and faith groups. The Charter must be adopted at the highest level of the


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organisation.

The Charter will be administered by Wrexham County Borough Council who will “award” the
Charter and keep a register of who has adopted or signed up to it. This will be retained by
the Council and a list will be published on the Councils internet site.

Following an expression of interest to the Council from any group or organisation, a pack
will be sent out. This will include a copy of the Charter Certificate and a short questionnaire
setting out some basic requirements that must be met before the Charter can be awarded.
The questionnaire and eventually the Charter certificate and must be signed by the
Chairperson or most senior person in the organisation or group.

Provided the organisation or group meets some basic requirements the Charter will be
awarded at an informal ceremony. Organisations / Groups signing up to the Charter are
asked to openly display the certificate. (Additional copies will be available.)




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          5. How the Council will meet the Statutory Duties

Under the Race Relations Amendment Act the Council is required to take the following
steps to meet the General duty (to promote equality of opportunity, to combat discrimination
and to promote good relations between persons of different racial groups).

 Identify which functions and policies are relevant to the duty
 Put the functions and policies in order of priority, based on how relevant they are to race
  equality
 Assess whether the way these “relevant” functions are being carried out meets all three
  parts of the duty Consider any changes that need to be made to meet the duty and make
  the changes

The process we use for assessing the impact assessment of our functions, plans and
proposed policies is summarised below:
                                                           1. Identify main aims of the policy /
                                                           function


                                                           2. Collect information/data etc
            Stage 1


                                                           3. Decide if the policy/ function is
                                                           relevant using checklist



                                                           1. Identify all aims of the policy /
                                                           function


                                                           2. Consider the evidence

                                                           3. Assess any likely impact on
                                                           different groups

                                                           4. Consider alternatives/ changes
            Stage 2
                                                           5. Consult formally



                                                           6. Decide whether to adopt new/
                                                           revised policy/ function

                                                           7.Establish monitoring arrangements

                                                           8. Publish assessment results


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Identifying relevant functions and policies

 Each Directorate has listed all existing functions and policies (including those they are
  proposing to introduce) and identified which are relevant to the duties. Using a checklist
  helps us to systematically check each function and policy against each element of the
  General duty. We have called this “screening” or “Stage One” impact assessment, and it
  has helped us to identify the extent to which all of our functions and policies meet each
  strand of the General duty.

 All new and proposed policies without exception are subject to screening very early in
  their development to ensure the potential for discrimination is identified and “designed
  out” and opportunities to promote equality and good race relations is included at the
  earliest stage possible.

 We recognise that very few functions and policies will be equality neutral and where
  there is any doubt we have considered the function or policy to require further
  investigation.

 Those functions and policies that are considered relevant through this initial screening
  (“Stage 1”) exercise will be subject to a more detailed (“Stage 2” impact assessment).

 A list of the functions and policies we have assessed is included in the appendices to
  this scheme.

Prioritising functions for further assessment

 We have used our screening checklist to help us to identify functions and policies that
  are relevant to the General duty and to prioritise the order in which we will conduct
  “Stage two” impact assessments.

 Although the initial screening checklist is based upon the legal duties set out in the Race
  Relations Amendment Act we use the same principles for assessing other equality
  strands at the same time.

 Our priorities have been identified by the likely or possible impact of the policy this is
  based upon the number of people who are or could be affected by the policy and the
  likely level of negative impact, but we have also taken into account of other issues such
  as when the policy was last updated or reviewed.

Assessing and consulting on the likely impact of existing and proposed policies

 Consultation is a critical part of assessing the possible impact of a policy or plan we are
  proposing to introduce. We recognise the importance of acknowledging the many
  different types and methods of consultation – including those that are formal and
  informal.

 We are also sensitive to the needs of our minority communities and the need to plan our
  consultations carefully. To that end we are working with the Local Health Board to
  develop an integrated approach to impact assessments and are exploring opportunities
  for shared consultation so that we can avoid consultation fatigue.

 Impact assessors will look at a variety of information and data (in particular when
  conducting Stage 2 impact assessments) and this includes


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      Census data, national and local research, monitoring data and the outcome of
       consultation exercises,
      Customer feedback including where this is available from service based customer
       satisfaction or other surveys
      Data and information from compliments, comments and complaints.

 The People‟s Voice Panel is also a useful consultation tool although its limitations, in
  terms of engagement and representation of Black and Minority Ethnic and other groups
  must be recognised.

 Internal consultation will also be undertaken as appropriate and includes seeking
  feedback from Councillors, staff and Trades Unions

 The Council is currently reviewing its Consultation Strategy and its Communications
  Strategy and this will in turn be subject to separate impact assessments.

 We recognise the need for capacity building within our local Black and Minority Ethnic
  communities to enable and empower them to become involved in consultation.

Monitoring policies for adverse impact

 All new policies will be subject to initial screening at a very early stage in their
  development so that any potential for discrimination, unfairness or adverse impact is
  identified and as far as possible, “designed out”. This may include amending the content
  of the policy, its aims and objectives or the way it is to be delivered.

 Where an existing policy is to be amended a further assessment will be made to identify
  if there is any adverse impact not previously identified and its underlying causes.

 Adverse impact, identified through the impact assessment process, will be recorded
  within the final report, which will also include recommendations for how this adverse
  impact is to be removed, or lessened so that it does not constitute unlawful
  discrimination.

 Impact assessments will also help us to identify where and what type of monitoring
  systems need to be established so that we can capture the right kind of information to
  ensure we fully understand the impact of a policy (including how it is delivered) and how
  it is delivered across different groups. We will also consider how this information will be
  analysed and reported upon. We will also agree what benchmarks, targets or local
  performance indicators we may need to introduce.

 We will ensure that there are opportunities to comment on policies throughout their
  lifetime and not simply during the development period, in recognition that some issues
  may only be identified as the policy is embedded into day-to-day working practices.

 Some policies, particularly those relating to employment or human resource
  management, will require special consideration and specific monitoring arrangements
  will need to be put in as appropriate. Some monitoring will be on going and in some
  cases periodic or other types of monitoring may be more appropriate.

 As we determine what and how we will monitor we will also consider our data analyse
  and benchmarks so that this data can be accurately interpreted and used to inform
  improvements.



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Publicising assessment, consultation and monitoring reports

 We will publish a summary of our impact assessments including any recommendations
  for changes, on the Council‟s website.

 Responsibility for ensuring individual reports are prepared and published rests with each
  Chief Officer. However the Council will ensure an annual summary report is prepared
  and published and that this report is open and accessible.

 We will also publish details of our performance in respect of statutory and any non-
  statutory Performance Indicators and supply information upon request to any interested
  party in accordance with the Freedom of information Act.

 Whatever we publish we will be mindful of our duties in respect of data protection and
  confidentiality issues.

Ensuring public access to information and services

 The Council offers free translation and interpretation to all of its customers who prefer to
  communicate with us in languages other than English and Welsh.

 A recent piece of work has identified that around 32 languages are spoken in Wrexham
  This includes English, Welsh, Italian, French, Russian, Polish, Portuguese, Somali,
  Urdu, Hindi, Bangla, Tigrean, Arabic, Sorani, Farsi and Chinese. In every public area a
  multi-lingual poster offering documents in large print, Braille, on audiocassette or
  computer disk is displayed. The poster also advises customers that there is the option
  of having a translator or a British Sign Language Interpreter arranged where this is
  required.

 We will publish a guide for staff and provide access to services training for all staff during
  2006

 We have in place a Welsh Language Scheme in accordance with the Welsh Language
  Act

 We plan to include an access statement in all of our publications

 The Council is registered with the National Interpreting Service (NIS) and actively
  promotes the use of Type Talk. In addition we are looking at ways technology can assist
  in making services and information more accessible to all groups.

 We are constantly reviewing our Website and are committed to making this as
  accessible as possible.

Training and Development

 The Council provides a large number of briefing and training opportunities specifically
  relating to the Race Relations Amendment Act and race equality including an intranet
  based resource and information facility for staff, off the job training sessions and an on-
  line race relations training package.

 To ensure this scheme brings about the meaningful change that we strive for it is
  important that all staff understand that they have individual and collective responsibilities
  in delivering this scheme. It is also important that staff understand fully what is expected


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    of them. We will use the Council‟s intranet and internet site to raise awareness of the
    scheme and their role in implementing it. We will also make use of staff newsletters and
    the training team newsletter.

 Employee training needs are mainly identified through the Personal Review and
  Development scheme.

 Training and developing our staff are key aspects and greatly help to raise the profile of
  all aspects of equality. We recognise that investing time and resources into staff training
  and view it as capacity building then we limit how effective we can be in integrating
  equality and improving the culture of our organisation.

 The aim of training is:
   Ensure the Council meets its statutory duties
   Ensure staff fully understand their rights, roles and responsibilities
   To develop important skills and support our staff to deliver services that meet
    genuine and not perceived need
   Promote a shared understanding of the needs of the people of Wrexham and the
    Councils objectives
   Promote understanding that diversity is a strength
   Promote good equality practice

   During 2006 we will publish a detailed corporate training plan for equality.

Specific Duty Employment – Ethnic Monitoring

 Equality monitoring is the process used to collect, analyse and evaluate information
  about the people who work or are applying for work with the Council. We recognise that
  equality monitoring is central to our approach to equality, diversity and inclusion within
  the Council in our role as an employer, as a provider of services and as a community
  leader.

 As an employer equality monitoring helps us to identify if our recruitment and selection
  processes promote equality of opportunity for job applicants and helps us to check if we
  are attracting a wide range of job applicants and monitor their progress through each
  stage of the recruitment process.

 Gathering this data helps us to measure our performance and understand if our policies
  to promote equality and eliminate discrimination are working. The information we gather
  this way helps to inform decisions about the way we develop policies.

 The Council has gathered this data for a number of years. However a new system was
  introduced following a review of equality monitoring systems.

 All staff and applicants for employment are requested to complete a confidential equality
  monitoring form using their employee identification number only. The details they supply
  are added to a secure database, which enables the data to be analysed electronically.

 We recognise that some people may feel uncomfortable supplying their personal details
  to their employer. To promote awareness we supply an information leaflet along with
  each form to explain why the information is required, who will have access to it and what
  it will be used for. This leaflet also outlines key provisions of the Data Protection Act
  1998.


Page 16 of 36
 Staff who apply for training are also asked for the same details. Details of staff involved
  in appraisals, grievances or disciplinary procedures and people who leave the authority
  are gathered from the information held within the database.

 Analysing equality monitoring data helps the Council to identify if there are any patterns
  that may indicate that barriers or unfair practices exist. By developing our understanding
  of what is happening in this way we can develop effective actions based on fact and not
  our perceptions.

 In 2005 the Council established the “Equality Monitoring Review Group”. The Group
  reviewed the Council‟s systems and overall approach to equality monitoring.

 The Council has extended equality monitoring beyond the scope of the Race Relations
  Amendment Act. We recognise the value of diversity and are addressing race equality
  alongside disability, gender, age, sexual orientation, religion and belief.

 The categories for employment related monitoring now include ethnicity, gender,
  disability, age, disability, religion and belief and sexual orientation (the questionnaire
  includes “declined” boxes for the questions on sexual orientation and religion and belief).

 We will publish annual reports and use the information to identify where improvements
  are required. In addition the data will be analysed to look for patterns or themes that
  stifle diversity or where discrimination or barriers may exist.




Page 17 of 36
                      6. Race Equality Action Plan


                                2005 – 2008

Our Ten Objectives:


    1. To ensure all Council services and information is fully accessible.

    2. To ensure staff at all levels and Members are appropriately trained
       and are aware of their roles and responsibilities in delivering this
       scheme and the wider equality agenda.

    3. To integrate race equality within the Council’s policy framework
       including policy development and policy management practices.

    4. To integrate equality into the Council’s business and service
       planning   framework     including performance    management
       arrangements.

    5. To integrate race equality within the Council’s procurement
       functions and arrangements for managing works carried out under
       contract or on behalf of the Council.

    6. To develop     mechanisms     for   consultation   and   community
       engagement.

    7. To develop procedures for recording and handling racial incidents.

    8. To implement the Commission for Race Equality Statutory Code of
       Practice On Racial Equality in Employment.

    9. To promote Welsh Language and Culture.

    10. To support Schools and local educational establishments to
        promote race equality.




 Page 18 of 36
OBJECTIVE 1 – To ensure all Council services and information is fully accessible.

Ref.                                            Action                                                      Lead Officer           Timescale
       Promote the availability of free accessible information including formats and translation and
1      interpretation services for customers.
                                                                                                       Equalities Manager.         Completed
       Develop use of Councils web site to promote access to equality related information,    Equalities Manager and
3                                                                                             Web
       including plans and achievements and relevant equality and diversity information, equality            Development           Completed
       monitoring reports and summaries of completed Impact Assessments.                      Manager.
                                                                                              Equality     Manager     ,
       Increase use of research, customer feedback and population profiling to inform service Performance            and
4      planning and development.                                                              Improvement Team and
                                                                                                                                   From 2006
                                                                                              Chief Officers



OBJECTIVE 2 – To ensure staff at all levels and Members are appropriately trained and are aware of their roles
and responsibilities in delivering this scheme and the wider equality agenda.
Ref.                                              Action                              Lead Officer     Timescale
5     Audit current race equality training, including take up, for each department Equalities Manager.  Completed
       Publish revised programme for race equality training for staff and Members as appropriate to Equalities Manager and
6      the needs and role of each group.                                                            Scrutiny Support.
                                                                                                                                   12 Months

7      Establish network of departmental Equality Trainers and departmental Equality Co-ordinators Equality Manager and
                                                                                                    Training Manager               Completed
8      Increase number of staff undertaking equality training within each department
       Ensure all Members have opportunities to take up to take up equality and diversity training
19     including promoting take up of the on-line training, distance learning and training sessions.
                                                                                                        Scrutiny Support.          12 Months

10     Establish equality and diversity training package for Chief Officers.                            Equality Manager     and
                                                                                                                                   Completed
11     Produce specific module for training Managers within the Managers Competency Framework           Training Manager
                                                                                                    Equalities Manager and
       Increase usage of Council Staff Newsletters, departmental bulletins, Members briefings and Departmental Equalities
12     the training team newsletter to promote equality and diversity information and key messages. Co-ordinators      and
                                                                                                                                    On Going
                                                                                                    Communications Team.
153     Publish series of diversity & cultural awareness guides for staff on intranet               Equality Manager                On-going




Page 19 of 36
OBJECTIVE 3 – To integrate race equality within the Council’s policy framework including policy development
and policy management practices.

Ref.                                           Action                                                 Lead Officer           Timescale
       Establish procedure for monitoring impact assessment programme to ensure all existing and Equalities Manager and
14     new policies are assessed in accordance with legal duties across every function.          Scrutiny Support.
                                                                                                                                 2006
                                                                                                 Equality Manager, Senior
15     Issue policy development guidance to all departments.                                     Policy Officer      and         2006
                                                                                                 Scrutiny Support
       Establish a database of Council policies including impact assessment status, date of Performance              and
16     adoption, version control.                                                                Improvement Team
                                                                                                                                 2006

17     Publish Equality Impact Assessment Toolkit                                                                              Completed
18     Review Councils Corporate Equality Plan                                                     Equality Manager              2007
19     Seek review of Councils Policy Agreement with Welsh Assembly Government                                                   2007



OBJECTIVE 4 – To integrate equality into the Council’s business and service planning framework including
performance management arrangements.

Ref.                                           Action                                                 Lead Officer           Timescale
       Integrate Policy Agreement Indicator relating to generic Equality Standard. Delivery within
20     Departmental Service Management Plans.
                                                                                                   Strategic Director.
                                                                                                   Performance         and
       Revise service and business planning guidance to include advice on equality planning and
21     priorities including Impact Assessments, Corporate Equality Plan etc.
                                                                                                   Improvement Team          By end of 2007

       Consider appropriate and relevant local indicators to help monitor delivery of scheme and
22     corporate equality plan.




Page 20 of 36
OBJECTIVE 5 – To integrate race equality within the Council’s procurement functions and arrangements for
managing works carried out under contract or on behalf of the Council.

Ref.                                            Action                                                   Lead Officer            Timescale
       Amend Procurement Strategy to include specific reference to council‟s commitment to Procurement                Manager
23     equality and corporate values.                                                                with     support    from
       Amend Code of Practice to provide guidance on addressing equality considerations and Equality Manager.
24     cross reference to Equality Impact Assessment Toolkit.
                                                                                                     Equality Manager in
       Publish guidance for Members, staff and contractors “Delivering Equality through
25     Procurement”.
                                                                                                     conjunction          with
                                                                                                     Procurement Manager.
       Train staff involved in all stages of procurement and services delivered via contractors, and Equality Manager to
26     members.                                                                                      liaise   with    Training
                                                                                                     Manager.
       Amend Code or Practice to provide guidance on consultation.
       Work with potential contractors to look at how customer needs can be matched by delivery to
27     ensure services are based on actual and not perceived need.                                   Procurement Manager.
       Review use of focus and user groups within departments and learn from those that work
       well.
28     Review procurement, tendering and contract processes.                                         Procurement Manager
       Review contract management, performance and monitoring arrangements to identify what
29     monitoring measures need to be put in place.
                                                                                                     Procurement Manager
                                                                                                     Procurement
                                                                                                     Champions,
30     Review use of standard contracts and clauses.                                                 Procurement Manager,
                                                                                                     Equality Manager to
                                                                                                     support.




Page 21 of 36
OBJECTIVE 6 – To develop mechanisms for consultation and community engagement

Ref.                                              Action                                                   Lead Officer            Timescale
       Review approach to consultation and develop processes that are effective in reaching and
31     engaging Black and minority ethnic groups and other groups who may experience social                                        By May 2007
       exclusion.
       Incorporate ethnic monitoring data collection on customer satisfaction surveys and other
32     consultation or community engagement events.                                                     Performance        and
       Work with the Local Health Board to develop an integrated approach to impact assessments         Improvement Team with     Review Annually
33     and are exploring opportunities for shared consultation so that we can avoid consultation        support from Equalities
       fatigue and tokenism.                                                                            Manager.
34     Issue good practice guide on consultation to all departments
       Develop and publish on intranet directory of organisations within the community and
35     voluntary sector
                                                                                                                                   By May 2007

36     Review use of focus groups and user groups



OBJECTIVE 7 – To develop procedures for recording and handling racial incidents

Ref.                                              Action                                                   Lead Officer            Timescale
37     Establish a racial incident reporting and handling procedure
                                                                                                           Equality Manager,
38     Produce staff training and awareness raising programme                                            Community Cohesion
                                                                                                                                    12 Months
39     Produce public information leaflet for customers on how to report a racial incident                  Co-ordinator &
                                                                                                         Community Safety Unit
40     Publish staff guide on how to record and deal with a racial incident
       Raise awareness of race hate crime across the County Borough through local publicity and
41     the establishment of centres for third party reporting
       Monitoring of Police and third party data to develop reporting targets for race hate crime and
42     disorder
43     Increase reports of racially aggravated crime and disorder
44     Launch “One Wrexham Charter”                                                                                                 Completed
45     Develop “One Wrexham” as a key community cohesion tool                                                                       On-Going
46     Promote racial incident reporting mechanisms via the “One Wrexham” network                                                    On-Going

Page 22 of 36
OBJECTIVE 8 – To implement the Commission for Race Equality Statutory Code of Practice On Racial Equality
in Employment

                                                  Action                                               Lead Officer           Timescale
47     Audit Councils current position against the Code of Practice
48     Develop Action Plan for race equality in employment to support this Scheme.                                             By end 2006
       Review existing equality policy to cover employment, service provision and community          Chief Personnel Officer
49     leadership.
50     Develop equality monitoring data analysis to inform policy framework for employment                                      On-going



OBJECTIVE 9 – To promote Welsh Language and Culture

Ref.                                              Action                                               Lead Officer            Timescale
       Publish and deliver the Council‟s Welsh Language Scheme in accordance with the Welsh
51     Language Act
                                                                                                                                On-going

52     Maximise opportunities for the Welsh language to be used in every day life                   Communications Manger        On-going
53     Publicise opportunities for customers to conduct their business with Welsh speaking staff                                 On-going
54     Create a directory of Welsh speaking staff for internal use                                                              Completed
       Integrate Welsh language and cultural issues as a specific strand of the Councils equality                              Completed –
55     and diversity policies and agenda
                                                                                                       Equality Manager
                                                                                                                                 On-going


OBJECTIVE 10 – To support Schools and local educational establishments to promote race equality.

Ref.                                              Action                                               Lead Officer            Timescale
56     Improve support for the multi faith “Tapestry of Life” project                                Equality Manager and        Annual
57     Circulate and share information with schools on local diversity and equality issues             Chief Learning &         On-going
58     Promote the inclusion of race equality within anti-bullying policies                           Achievement Officer


Page 23 of 36
                                   7. Appendices

Appendices:

1.   Impact Assessment Programme

2.   Migrant Workers Action Plan

3.   Youth Offending Team Race Equality Action Plan

4.   One Wrexham Charter

Background Documents

Impact Assessment Toolkit

Corporate Equality Plan


Contacts

Celia Gibson
Equalities Manager
Wrexham County Borough Council
Finance and Performance
Lambpit Street
Tel. 01978 292808
celia.gibson@wrexham.gov.uk




Page 24 of 36
                                        APPENDIX I


                  Wrexham County Borough Council
        Equality Impact Assessment Programme 2005 – 2008


The Council has undertaken a number of impact assessments before 2005 and has recently
published an “Impact Assessment Toolkit”.

All new policies are subject to an equality impact assessment. This is a two stage process and
begins with an initial screening exercise. The following policies and functions have been through the
initial screening process and as a result we have been able to establish which policies could affect
different groups in different ways and therefore need to be reviewed in more detail to ensure they
are fair and promote of equality of opportunity. This is when we do a detailed impact assessment
looking at race, disability, gender, religion and belief, sexual orientation and age.

We have set out our programme by department and function and the year the policy will be
reviewed.


Economic Development Department
   Function                         Policy                        Review Completion Date
                                                               2005/06    2006/07    2007/08
                  Business Policy Framework                                    
                  Physical Regeneration Policy
Economic          Framework                                      
Development       Learning Policy Framework                                    
                  Community Regeneration Policy
                  Framework                                                    
Community
Safety
                  Community Safety                                             


Education Department
  Function                          Policy                               Review Date
                                                               2005/06     2006/07        2007/08
School
Transport
                 School Transport                                                           
Client
                 Health & Safety Policy (Corporate Policy;
Engineer
                 Corporate Assessment)
Service
                 Recruitment & Selection Policy
Corporate        (Corporate Policy; Corporate
Catering         Assessment)
Service          Health & Safety Policy (Corporate Policy;
                 Corporate Assessment)
School
Technology       Health & Safety Policy (Corporate Policy;
Technician       Corporate Assessment)
Service




Page 25 of 36
                 Recruitment & Selection Policy
Building         (Corporate Policy; Corporate
Cleaning         Assessment)
Service          Health & Safety Policy (Corporate Policy;
                 Corporate Assessment)
                 Admissions Policy and Procedures              
                 Guidelines for Responding to Email
                 Enquiries from the Public (Corporate)         
                 Communicating Effectively with All
                 Customers                                     
                 Communicating Effectively with Parents        
                 Customer Care and Complaints
Administration
                 Procedures(Corporate)                         
                 Internal Audit – Office Services
                 Procedures (Corporate)                                   
                 Policies and Procedures for Telephone
                 Call Handling (Corporate)                     
                 Welsh Language Scheme (Corporate)             
                 Welsh Speakers List (Corporate)               



Environment Department
  Function                         Policy                       Review Completion Date
                                                             2005/06    2006/07    2007/08
                 Education to schools                                     
                 Events programme                                         
                 Volunteer programme                                      
              Working with people with disabilities
Countryside   (school placements, probationers, people
Services and who have offended)
                                                                          
Public Rights
of Way        Managing visitor centres                                               
                 Walks guide materials, warden service
                 for open access land                                     
                 Rights of way network                                    
                 Working with community and voluntary
                 groups                                                   
Highways
                 Complaints                                                          
                 Interaction with the public                                         




Page 26 of 36
Finance and Performance Department
  Function                         Policy                          Review Date
                                                         2005/06      2006/07    2007/08
                Debt Recovery Write Off Policy                                     
Revenues        External sanctions Policy                  
                Anti Fraud and Verification                
                Student Support                                         
Finance
Education
                Remissions Policy                                       
                Uniform Grants                                          
Audit and
Technical /
                Tenants Contents Insurance Scheme                       
                Insurance‟s (public-staff liabilities,
risk
Management      buildings)                                                         
Procurement     Procurement                                
Performance
and             Improvement Plan                                        
Improvement




Housing and Public Protection Department
  Function                         Policy                          Review Date
                                                         2005/06      2006/07    2007/08
                Lettings                                   
Housing
                Exclusions                                 
                Mutual Exchanges                                                   
                Housing People from Abroad                 
Tenancy         Anti-social behaviour policy               
Management      Assisted Gardening Scheme                                          
Revenue         Rent Arrears                                            
Collection      Revenue Collection                                      




Page 27 of 36
Information Systems Department
  Function                          Policy                                  Review Date
                                                                  2005/06      2006/07    2007/08
                Acceptable use of ICT facilities Policy                                       
                Guidelines to responding to emails from
                the public                                          
                Guidelines on mobile phone use                      
Provision of
ICT services
                ICT Strategy                                        
                ICT Procurement Policy and Guidelines                                         
                IT Security Guidelines                              
                Guidelines for providing content for
                website                                             


                      Legal and Administration Department
  Function                          Policy                                  Review Date
                                                                  2005/06      2006/07    2007/08
 Customer
  Liaison
                Customer Care                                                     
                Annual Canvass of households                                                  
 Electoral
Registration
                Procedure for rolling registration                                            
                Absent voting procedure                                                   
                Delivery of Registration service                              
                Registration of Partnerships                                  
Registration    Licensing  of        premises      for    civil
                ceremonies                                                                
                British Citizenship Ceremonies                                
                Corporate complaints procedure                                
Complaints      Customer Liaison and complaints policy
                and procedure                                                 
Members
Services    /
              Member Development                                              
Civic Support Civic Protocol                                                              
                Constitution                                                              
Committee
Services
                Timetable / location of meetings                              
                Corporate policies / procedures – i.e.
                report formats, notice of meetings etc                        
                Constitution                                                                  
Scrutiny        Scrutiny (part 4)                                                             
                Committee protocols                                                           



Page 28 of 36
                  Member / Officer relations
                                                                        
Monitoring
                  Code of Conduct (Officers)
                                                                        
Officer           Access to information
                                                                        
                  Whistle blowing Policy
                                                                        

Leisure, Libraries and Culture Department
  Function                          Policy                         Review Date
                                                           2005/06    2006/07    2007/08
                  Charging Policy                                                  
Leisure           Admissions Policy                                     
                  Communications Policy                                            
Sports            Marketing Communications Policy                       
Development       Community development                                 
Heritage
                  Heritage Strategy                          
                  Museum Project :
Services
(Museums,
                  Education Plan                                        
                  Access Plan
Archaeology,
                  Facility Hire, Booking and Charging
Archives      &
                  Policy                                                           
Local Studies)
                  Admissions Charges                                               
Records           Freedom of Information Policy and
Management        Procedures                                            
Children’s        WLIS 3 Year plan WPLS 13-16                
Services          WLIS 3 Year Plan WPLS 18-19                
                  Conditions of Hire
                                                                        
Community
Centres
                  Scale of Charges                                      
                  Management Committee
                  Constitution and Rules                                
                  Leisure Libraries and Culture SMP
                  Key Priority 1                             
Cultural
                  WLIS
Services
                  3 Year Plan                                
                  Local Priority Service Area Standard 1
                  WLIS 3 Year plan WPLS 1-5                  
                  WPLS 8-10                                  
                  WPLS 11                                    
Lending           WPLS 13-16                                 
Services          WPLS 17                                    
                  WPLS 21-22                                 
                  WPLS 23                                    
                  Stock Management Policy                    

Page 29 of 36
                 Leisure Libraries and Culture SMP
                 Key Priority 3                              
                 ICT Strategy                                
Lifelong
                 ICT Acceptable Use Policy                   
Learning         WLIS 3 Year Plan WPLS 6-7                   
Services
                 WPLS 12                                     
                 WPLS 17                                     
                 WLIS 3 Year Plan Local Priority Service
                 Area Standard 2                             
Reference        WLIS 3 Year plan WPLS 18-19                 
and
Information
                 WLIS 3 Year Plan WPLS 21-22                 
Services         Businessline Operational Manual             

Personnel Department
                                  Policy                             Review Date
                                                           2005/06      2006/07    2007/08
                Recruitment and Selection Policy             
                Job Evaluation                               
                Training and development                                             
                PRD Scheme                                                           
                Harassment Policy                                                    
Personnel / Capability Procedure                                                     
Human
Resources   Disciplinary Procedure                                                   
            Grievance Procedure                                                      
                Managing Redundancy and
                Redeployment                                              
                Severance Scheme                                          
                Early Retirement Scheme                                   
                Exit Interviews                                                      

Planning Department
  Function                        Policy                             Review Date
                                                           2005/06      2006/07    2007/08
                Consultation on applications                              
                Speaking at Committee                        
                Local Development Plan(Gypsy and
Planning        Traveller Policy)                                         
                Supplementary Guidance Notes(fast
                food takeaways, housing in multiple                       
                occupation)
                Level of service / customer charter          

Page 30 of 36
Social Services Department
  Function                          Policy                          Review Date
                                                          2005/06      2006/07    2007/08
                Statement of purpose                                                
                Children‟s Guide                                                    
                Conflict of interest                                                
                Whistle blowing Policy                                              
                Valuing Diversity                                                   
                Short Term breaks                                                   
Fostering       Matching                                                            
Service
                Consultation                                                        
                Protecting Children from Bullying                                   
                Recruitment Strategy                                                
                Management, Training and supervision of
                foster carers                                                       
                Fostering Panel policy and procedures                               
                Permanence Panel policies and
                procedures                                                          
                Access to Services                          
                Referral and Assessment                     
                Parental Responsibility                                  
                Partnership with Parents                                 
                Competency to Make or Consent to
                Decisions                                                
                Confidentiality                                                     
General         Data Protection                                                     
                Recording Practice                          
                RAISe                                       
                Transferring Work Between Teams                          
                EDT                                                      
                Staff Supervision                           
                Dealing with Post, Email and Telephone
                Contacts in Staff Absence                                




Page 31 of 36
                Family Support                                
                Child Protection                              
                Children in Need Planning, Review and
                Closure                                       
                Child Health and Disability                       
                Care Co-ordination                                
                Family Centres                                    
Family
Services
                Children with Mental Health Problems              
                Statement of Educational Need                     
                Young Carers                                      
                Working with Asylum Seekers –
                Unaccompanied Children                        
                Section 17 Payments                                   
                Protocol for Meeting the Support and
                Accommodation Needs of Young People                   
                Transition into Adulthood for Children with
                Disabilities                                      
                Accommodation                                     
                Accommodation Panel                               
                Care Plans and Care Planning Meeting              
                Statutory Visiting Requirements                       
                LAC Documentation – Essential
                Information Records Parts 1 and 2                     
                LAC Documentation – Placement Plans
                Parts 1 and 2                                         
                LAC Documentation – Assessment and
                Action Records                                        
                Contact Arrangements                                  
             Quality of Opportunity:-
             Race, Religion, Language and Culture
Looked After Personal Appearance
Children
                                                                      
             Leisure Activities
             Provision and Preparation of Meals
                Transport of Looked After Children                    
                Medication
                Self-Medication                                       
                Overnight Stays                                       
                Holidays and Outings
                Passport Applications                             
                Application for National Insurance
                Number                                                
                Personal Education Plans                          
                Personal Health Plans                             
                Permanence Planning
                Permanence Planning Meeting                   


Page 32 of 36
                Concurrent Planning                                
                Review of Arrangements for Looked
                After Children                                 
                Representation at Reviews                      
                Short Break Placement Reviews                      
                Independent Visitors                               
                Change of Placement                                
                Placement with Parents                             
                Immediate Placement of Children with
                Friends or Extended Family Members                 
                Disruption Meetings                                
                Commissioning Out of County / Agency
                Placements                                     
                Placement in Other Local Authorities           
                Placement of Child in Wrexham County
                Borough by Other Authorities                   
                Placement of Children in Residential
                Schools and Children‟s Homes with                  
                Education
                Protocol for Joint Funding of Placements
                for Children with Complex Care Needs       
                School Exclusion                               
                Behaviour Management                               
                Children who go Missing                            
                Emergency Medical Treatment                        
                Termination of Pregnancy                           
                Death of a Looked After Child                      
                Admission and Discharge                        
                Key Working                                        
                Residential Placement Plans                        
                Log Book and Diary Recording                       
                Rostering and Handovers                            
                Staff Meetings                                     
Residential
Placements
                Children‟s Meetings                                
                Rota Visits by Elected Members                     
                Visits by Official Visitors                        
                Safeguarding Arrangements for Visitors             
                Daily Living                                       
                Sleeping In, Bedtime and Night
                Supervision                                        
                Safety of Medicines                                


Page 33 of 36
                Infection Control                                    
                Incident Reports                             
                Admissions to Wrexham‟s Children‟s
                Homes                                        
                Transfer of Cases to the Leaving Care
                Team                                             
Leaving Care    Pathway Planning                             
                Financial Support                                
                Legal Planning Meeting                           
                Protocol for Court                                   
                Good Practice in Court Care Plans                
                Good Practice in Court Statements                
                Children‟s Guardian                                  
                External Solicitor Request for Information
                in Civil / Criminal Cases                            
                Section 7 Reports                                
                Section 37 Reports                               
                Parental Responsibility Orders or parental
                Responsibility Agreements                        
                Family Assistance Order                              
                Residence Order                                      
                Residence Order Foster Carers                        
                Contact Order – S8                                   
Legal Court     Prohibited Steps Order                               
Orders
                Specific Issues Order                                
                Secure Accommodation Order                           
                Supervision Order                                    
                Care Order                                           
                Contact Order – S34                                  
                Education Supervision Order                          
                Child Assessment Order                               
                Emergency Protection Order                           
                Emergency Protection Order Warrant                   
                Police Protection                                    
                Recovery Order                                       
                Advocacy                                             
                Children who Present Inappropriate
                Sexual Behaviour                                     
                Conveying Vulnerable Children in Cars                


Page 34 of 36
                 Lone Working
                 Risk Assessment (Staff Visits)                              
                 Private Fostering                                                        
                 Youth Offending Service                                                  

Transportation and Asset Management Department
   Function                          Policy                             Review Date
                                                              2005/06      2006/07    2007/08
Property           Asset Management Plan                                     
Maintenance        Management of CCTV                                                     
Valuation       & Agricultural Estates                                       
commercial         Strategy for Managing Commercial
Estate             Estate                                                    
                   Subsidised local bus service provision                                 
Public
Transport
                   Provision of publicity / policy material                  
                   Disability Awareness (bus users)             
                   Special Needs Pupils                                      
School
Transport
                   Transport Policy Information provision       
                   Disability Awareness                         
                   Traffic calming & local safety schemes                             
Traffic
Management
                   Regulation Orders                                                  
                   Consultation                                                       
                   Transport Planning Policy publications                    
Transportation
Planning
                   WCBC Travel Plan                                          
                   Public Consultation                                                
Car Parks          Provision, Operation and Enforcement                               
Road Safety        Education, Training and Publicity                                  




Page 35 of 36
Feedback Form

We welcome feedback at any time during the lifetime of this scheme.

We are grateful for the views and comments shared with us and for the time you have taken
to do this.

Feedback will help us develop our approach to race equality over time and ensure that we
are responsive to local needs.

Your name…………………………………………………………………….

Contact details……………………………………………………………….

………………………………………………………………………………….

(you do not have to tell us who you are if you prefer not to, but if you want us to respond on
any point then we can only do this if we have your contact details.)

Please let us have your comments here.

It would be helpful if you can indicate what page you are referring to if your comment is very
specific. If you need to please continue over the page or on a separate sheet.

 Page number             Your comment




Thank you

Please return your form to the Equality Manager, Wrexham County Borough
Council, Lambpit Street, Wrexham.




Page 36 of 36

				
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