NWDA Single Equality Scheme
October 2008 to September 2011
The Northwest Regional Development Agency
PO Box 37
Renaissance House
Centre Park
Warrington WA1 1XB
Tel: +44 (0)1925 400 100
Fax: +44 (0)1925 400 400
www.nwda.co.uk
www.englandsnorthwest.com
www.visitenglandsnorthwest.com
This document is available in large print, braille, audio tape and the following languages;
Bengali, Chinese, Gujarati, Somali, Urdu and Hindi.
Please contact the Marketing Department on 01925 400100
October 2008
Printed on Zanders Mega Matt
January 2009
NWDA KADM 12/08 21347
Contents
Contents 3
Foreword 4
Introduction 5
1.0 Our Role and Commitment to Equality and Diversity 6
2.0 Developing the Scheme 10
3.0 The Scheme's Structure 12
4.0 Why is this Scheme important to us? 16
5.0 The Agency's commitment to Equality and Diversity 22
6.0 Impact of the Scheme 28
Action Plan 32
Appendix One: Developing the Scheme 48
Findings from Staff Survey 48
Background to the Survey 48
Headline Messages 48
Key findings 48
Appendix Two: Glossary of terms 50
Appendix Three: Organisations consulted 51
Appendix Four: References for the NWDA Single Equality Scheme 52
4 5
Foreword Introduction
Welcome to the Northwest Development
Agency’s first Single Equality Scheme. Benefiting from the diverse communities within
our region is a major priority for the Northwest
We are proud of the diversity that Regional Development Agency (NWDA) and we
exists in the Northwest region. The appreciate that unless we respond to equality
wealth of this diversity is a great challenges and opportunities we will not be
strength, making the region richer, and successful in improving the quality of life and
the lives of our people more varied. economic prosperity of the Northwest.
Different communities make a vital
contribution to the economic, social This is the Northwest's Regional Development Agency's
and cultural success of the region. first Single Equality Scheme and it will provide the
Equality and diversity is an integral part of what makes Agency with a plan of action for its approach to equality.
the Northwest a fantastic place to live and work, and we Whilst legally there is a duty on us to produce Equality
are working hard to maximise the contribution of the Schemes in the area of disability, gender and race we
region’s diverse and talented population. Securing social want to go beyond our legal obligation. We believe that
and economic inclusion is a critical element of economic all people, including gay, lesbian, bisexual and
regeneration and an important priority for us. transgender communities, faith communities and people
of all ages deserve the same rights as others. The
We are working hard to improve equality and diversity NWDA Equality Scheme is a way to make sure that
and remove the barriers that exclude individuals from equality is promoted and discrimination challenged in
economic participation. We aim to work with local everything the Agency does, above and beyond our
partners to create an environment that allows all dedicated equalities work. The Scheme will be effective
communities to fulfil their potential. from 1 October 2008 to 30 Sept 2011.
recruitment processes have on different groups,
implement an apprenticeship programme within the
This Single Equality Scheme is important for us and the The Scheme was developed through a highly
Agency that targets under-represented groups and to
Northwest. It sets out how we will ensure that all our consultative process which involved staff interviews and
provide appropriate equality and diversity training.
programmes and actions have a positive impact upon focus groups, an internal learning lunch, awareness
equality and diversity. We acknowledge that this is a raising articles, presentations, a staff survey, the
3 Supporting our partners. The Agency has a
challenging agenda and we know that we may involvement of representatives from disabled people's
leadership role within the Northwest and therefore it
experience obstacles in meeting our commitments. groups and 12 external consultation events. All staff
is important that we work alongside our partners.
However, we will work together with our partners to within the Agency have had an opportunity to contribute
Specific activities will include providing training and
develop pragmatic solutions to the challenges that to the development of the Scheme and there is an
support to sub-regional partners in relation to
we face. expectation that all staff will be involved in ensuring that
conducting Equality Impact Assessments and
the Scheme and Action Plan is delivered.
understanding equality and diversity in relation to
Equality and diversity is not a minority concern, it is their sub-regional context.
important for everyone who wants to see a prosperous Whilst all Actions contained within the Scheme are
and just region. This Single Equality Scheme essential to ensuring the Agency promotes social and
4 Understanding where we work. We need to know
demonstrates our commitment to playing a full part in economic inclusion for all we would draw particular
more about the demography of where we do
that effort. We will continue to work with and consult our attention to four key priorities:
business. The Scheme therefore requires us to
partners to tackle the root causes of economic and undertake a range of research to help the Agency
1 Improving our systems and processes. The Agency
social exclusion and deliver a fair and economically deliver services that reflect the diversity of the region,
understands that by embedding new systems into
inclusive region. for example furthering the Agency's understanding on
the way that we work equality will become part of all
gay and lesbian, bisexual and transgender people in
that we do. Specific activities will include:
the Northwest.
implementing a new and more robust process for
conducting Equality Impact Assessments and
The Scheme starts by explaining who we are and what
monitoring those that benefit from
our role is before going on to outline how the Scheme
our work.
Steven Broomhead was developed. It further explains why equality and
Chief Executive diversity is an essential element of our work in the
2 Developing our workforce. The Agency wants to
Northwest Regional Development Agency Northwest and how we will be held accountable. Finally
recruit candidates from the widest pool of talent and
the Scheme presents the Action Plan which we hope will
develop our current workforce. The Scheme requires
support our target of economic and social participation
us to understand the impact that our current
for all.
6 7
1. Our Role and Commitment
to Equality and Diversity
The Northwest Regional Development Agency 1.1 What we do The five Sub-Regional Partnerships are: Diagram 1.1: Single Equality Scheme: links to
(NWDA) is one of nine Regional Development other strategies
The region’s agreed vision is to be a region with a • Cheshire and Warrington Economic Alliance
Agencies and exists to lead the sustainable
dynamic, sustainable, international economy which
economic growth of England's Northwest. As a • Cumbria Vision
competes on the basis of knowledge, advanced
business-led organisation, the NWDA provides a • Greater Manchester Forum
P er
technology and an excellent quality of life for all. n& n
so
M a n al
crucial link between the needs of business and Pla t Pla na P
te m en ge e
Government policies. As such, a major responsibility The NWDA leads on specific actions set out in the • Lancashire Economic Partnership a t
es
m
rfo t P
gl e p or
r m la n
v
en
Regional Economic Strategy. Its role is to invest in
r
for the Agency is to help create an environment in
In
Co
• The Mersey Partnership
an
improving business productivity and
ce
which businesses in the region can flourish through
Sin
offering business support, encouraging new start- competitiveness and the sustainable renewal of our
ups, matching skills provision to employer needs cities and rural areas to support long-term This Scheme sets out our approach to equality and Integrated Regional
and bringing business investment into the region. sustainable economic growth. diversity at a regional level. However, it should also Strategy
enable our sub-regional partners to consider their
Ope
The region has a strategic vision, clear priorities and Projects and schemes supported and funded by the
approach in response to the local context and
ra
me
targets through the Regional Economic Strategy NWDA are largely delivered by public, private and
t io
he
support the development of appropriate sub-
na
(RES). The Agency contributes to delivering this third sector partners, at a local level.
Sc
lP
la
lit
y
regional equality plans. Each of our sub-regions is n
strategy through its own investment programme with To ensure local solutions to local problems, the qu
a
very different with a wide range of communities and le E
partners and by using its strategic influence and Agency supports five Sub-Regional Partnerships, Sing
responsibilities to lead and align the work of urban and rural areas.
which bring together the private, public and third
partners with specific responsibility for delivering sectors. They are responsible for setting economic As a strategic body, the Agency relies on local
specific actions. The Agency’s specific objectives development priorities within their sub-regions and partners to deliver the interventions that will increase
are set out in its Corporate Plan. identifying how the Regional Economic Strategy will economic development and inclusion. The Agency 1.2 England's Northwest
be delivered in their areas. is therefore committed to working with public,
private, voluntary and academic sectors at regional England's Northwest is a fast growing, vibrant
and local levels. To support the implementation of region, combining a dynamic business base,
this Scheme and enable us to reach all of our cosmopolitan urban centres, breathtaking
communities the Agency recognises the particular landscapes and an internationally recognised
importance of strengthening the relationships creative and cultural scene.
between Government and the voluntary and In Manchester and Salford, it has the largest media
community sector (VCS) and is working with hub outside of London; Liverpool, the 2008
Government Office North West to achieve this. European Capital of Culture; Cheshire, home to
Looking ahead, the Integrated Regional Strategy will AstraZeneca's largest global Research &
provide the Agency and the wider region with a Development premises; Lancashire is a world-class
further opportunity to ensure that equality is centre of excellence in advanced manufacturing and
embedded and mainstreamed into our agreed engineering; and Cumbria which contains one of
actions and priorities. largest science parks in the UK and the Lake
District, one of Europe’s leading national parks.
Importantly, the Single Equality Scheme is not a
stand alone policy; it has been developed to be With almost seven million inhabitants and 230,000
aligned with and be informed by the full range of companies, the Northwest is the UK’s largest
the Agency’s corporate strategies and plans. regional economy, worth £106 billion per year - a
tenth of overall UK GDP. It is one of only three
regions to contribute positively to the UK’s balance
of trade.
8 9
1.3 What equality means for our region and Key Facts • The black minority ethnic (BME) population
the Agency generates £1.66bn for the region's economy, with
• The population of the Northwest is forecast to
19,000 BME owned businesses and 104,000
Equality and diversity is at the heart of everything grow by 7.4% by 2020. The majority of the growth
people from BME communities in the region's
that the Agency does and is immersed in our will come from those aged 65 and over. Migration
labour market.
'Values and Behaviours'. Equality isn’t a minority will play an important role in ensuring availability of
issue for us or our region – we can't afford it to be – younger people with specific skills. • The annual spending power of disabled adults in
it is important to everyone and affects all residents Britain is estimated to be £80 billion.
• By 2010 only one in five people of working age
and businesses.
will be white, male non-disabled and under 45. • If the same proportion of women to men were in
Equality and diversity is therefore at the forefront of higher level occupations the increase to the
• The economic value of the gay, lesbian and
the way that the Agency operates internally in terms Northwest's gross income would be up to £16bn.
bisexual 'Pink Economy' in the UK is estimated to
of the projects and programmes that we deliver and
be around £70 billion and in Manchester, Liverpool • People aged 50-69 contribute 23% of the
those that we support partners to deliver, and in our
and Blackpool the Northwest has some of the region's GVA.
role as a strategic leader working with other
most vibrant gay and lesbian areas in the UK.
agencies and local and national government. Developing a region that provides equality of
• Overall faith communities in the Northwest opportunity for all still presents the Agency and its
The Region’s Economic Strategy makes clear that to
generate between £90.7 million and £94.9 million partners with major challenges and opportunities:
secure our economic goals, develop an
per annum to civil society in the region.
entrepreneurial culture and boost productivity it is • Economic inclusion is low in parts of the region
essential that we capitalise on the valuable diversity with around 25% of the regions output gap
of the Northwest's people and communities. attributable to too few people being in work. This
worklessness is concentrated in particular areas
and among particular communities. Engaging with
the groups that face barriers to employment is
required if we are to increase sustainable
economic activity.
• Just over one-fifth of the working age population
• There is an untapped potential within the younger are disabled. They are also twice as likely as non-
people in the region. In June 2007, 9.5% of 16-18 disabled people to have no qualifications and to
year olds in the Northwest were in the Not in be economically inactive. Addressing the barriers
Education Employment or Training (NEET) group that prevent disabled people from entering
compared to 8% nationally. employment will enable employers to select
• Our BME population is heavily concentrated in candidates from a wider pool of talent and help
some of our most deprived areas and people of address the economic and social exclusion faced
Asian origin have the lowest employment rate - by many disabled people.
Bangladesh and Pakistani people are 30% less • Employment rates for people aged 45-64 are
likely to be in employment in the Northwest. We below the national average and those aged 55
have to ensure that our regeneration programmes and over are disproportionately employed in lower-
benefit the groups that need them most. skilled occupations. The region's ageing population
• Some faith communities experience barriers to requires employers to value the contribution of
their full economic participation: only 48% of older workers.
Muslims in the region are economically active. • Gay, lesbian, bisexual and transgender workers
• Women are more likely than men to have no continue to experience discrimination and bullying
qualifications as well as having lower earnings; in the workplace. Approximately 13% of Britain's
improving equality will have a direct impact on the workforce have witnessed verbal anti-gay bullying
gross income within the region. at work.
10 11
2. Developing the Scheme
This is the first Single Equality Scheme that the Agency the Single Equality Scheme has built upon that • The Scheme should position the Agency as an
has produced and will cover the work that we do as which took place to develop the Disability Equality exemplar in the region and nationally.
identified through the objectives of our corporate plan Scheme. Representatives received briefings to
The Action Plan should:
2008-2011. It builds on, and learns form, our existing ensure that they understood the role of the
schemes for individual equality strands. It will reflect the Scheme and the remit of the Agency. Disabled • Focus on key priorities that the Agency should
Agency’s legal duties and responsibilities for the specific organisations within the region also attended a concentrate activity on, rather than listing all
duties of race, disability and gender (incorporating range of consultation events. actions that can be thought of, which only serves
transgender) as well as encompassing the new equality to dilute our efforts
• External consultation events within the five
strands of age; sexual orientation; religion or belief. Our
sub-regions covering sub-regional partners and • Only include actions that are SMART: Specific,
Single Equality Scheme takes the Agency beyond legal
wider stakeholders. Measurable, Achievable, Realistic, Timetabled
compliance and is the framework we will use to
mainstream equality and diversity through our projects, • External consultation events covering each of • Complement the objectives within the
programmes, policies, processes and procedures as well the six equality strands (age, disability, gender, Corporate Plan and link into our internal
as our behaviours. religion or belief, race, and sexual orientation). business planning processes
The Scheme is based around the six strands of equality. • Online consultation • Provide clear accountability for delivery
However, delivery will be through a co-ordinated through Directorates.
approach addressing issues of multiple-discrimination
and ensuring the development of effective processes Key priorities emerging from the internal consultation
and procedures to do so. In practice the development of included: Consultation with external partners and wider
a single scheme covering all strands combined with this stakeholders identified the following key priorities
Design of the Scheme:
approach to implementation will enable the Agency for the Scheme:
to take a more sophisticated approach to address • The Scheme should define what equality and
• The Scheme should be clear and concise
multiple discrimination. The Scheme will also support diversity means for the Agency.
the Agency’s work with partners regionally and • Focus groups with each Directorate to understand • It should reflect all strands of equality
how best the Scheme can support them. • The Scheme should outline why equality and
sub-regionally to mainstream equality and diversity diversity is an essential element of the • The Scheme should demonstrate a commitment
in the region. • Staff interviews with key members of staff to Agency's work. to responding to equality and diversity
The Scheme presents a realistic picture of the Agency's understand their priorities for the Scheme. challenges and opportunities to realise the
• The Scheme should demonstrate Board and
position in terms of addressing equality issues and this • A staff questionnaire Agency’s overall aims
senior management (Executive Management
is reflected in an action plan that is ambitious but Board) commitment to the issue. • The Action Plan should have tangible outputs and
• Presentations and discussions at senior
realistic. The first year of the scheme appreciates that we where possible targets.
management meetings
need to get underpinning processes right and
consolidate our achievements. The solid base that will be • A learning event and the use of the internal
in place after year one will then enable us to implement newsletter and intranet articles to raise staff
more ambitious activity in years two and three. awareness of the Single Equality Scheme and
its importance.
• Consultation with the North West Equality and
2.1 Developing a Single Equality Scheme that
Diversity Group
reflects the needs of all stakeholders
• Involvement of disabled people. Representatives
The development of a Single Equality Scheme has
from two key disability organisations within the
provided the Agency with an opportunity to learn
region, Breakthrough UK and Merseyside Disability
from previous equality schemes. This has been
Federation have been directly involved in the
complemented by extensive internal and external
development of the Scheme (in line with DDA
consultation activity. Staff and wider stakeholder
requirements and appreciation that disabled
engagement and consultation in the design of the
people are frequently excluded from consultation
Scheme has included:
processes). The involvement of disabled people for
12 13
3. The Scheme structure
Successful implementation of the Scheme will ensure The requirements to eliminate unlawful sex 3.3 Advancing equality strands without statutory
that the NWDA addresses four major areas. These are discrimination and harassment also include equality duties
described in more detail in the following sections. discrimination and harassment on the basis of
The Scheme not only responds to the legal
gender reassignment.
1. Legal responsibilities and duties requirement to have Disability, Gender and Race
Equality Schemes but moves beyond this and
2. Engagement of our staff, partners and
explicitly outlines how the Agency will champion
wider stakeholders 3.2 Engagement
issues that cover sexual orientation, age, and
3. Advancing new causes The development of the scheme legally required the religion or belief.
involvement of disabled people and assessing the
4. Performance and systems By becoming more confident in responding to all
views of other potentially marginalised communities.
equality strands we will also be better placed to
NWDA believes that successful implementation of
understand the relationships between these strands
3.1 Legal responsibilities and duties the scheme will require continual meaningful
and wider issues, including; community cohesion,
two-way engagement. We have therefore built into
The Single Equality Scheme will ensure that as an ‘class’, migration and the needs of recently arrived
the Scheme mechanisms to enable the Agency to
Agency we meet our legislative responsibilities to communities.
engage with all stakeholders on how to continue
tackle discrimination and promote equality in to address equality in the work that they do. This 3.4 Performance and systems
everything that we do. Equality is not about what will ensure:
we don’t do. As an Agency we also focus on what This Scheme is not a stand alone document but an
we do and how we can proactively respond to • That diverse communities benefit from and are integral part of all aspects of the Agency's work. The
equality issues. able to engage with the Agency's policies, success of the Scheme is predicated on the
strategies and actions success of our Corporate Plan and vice-versa. They
All six equality strands (age, disability, gender, race, are both mutually supportive.
religion and belief, and sexual orientation)1 have • Promote good relations between people of • That our learning and performance improvement
specific anti-discrimination law. However as a public different racial groups. takes into account the views of the region's Nationally there is recognition that some equality
authority we have specific legal responsibilities to diverse communities schemes with good intention have been hampered
We have ensured that this scheme pays due regard
tackle discrimination and promote equality on the by a plethora of action points. We have resisted this
to the following requirements of the disability • That we adhere to good practice with regard to
grounds of disability, gender and race. These legal temptation by limiting ourselves to the major
equality duty: engaging with diverse/disadvantaged
duties were met in our previous race, disability essential actions, which are not only within our remit
communities, including accessible communication
and gender schemes. In the Single Equality Scheme • Eliminate unlawful discrimination but which we also have the powers and resources
and use of appropriate venues
we extend our action beyond these specific duties to implement.
• Eliminate harassment of disabled people that is
• That our engagement activities go beyond the
to incorporate the more recent additions to the related to their disabilities How the scheme will be monitored
'usual suspects' and that we seek the opinion of
equality practice – age, religion or belief and
• Promote equality of opportunity between disabled new contributors. The Agency’s Business Planning and Performance
sexual orientation.
people and others Management System has been commended by the
Whilst Government is considering legislation National Audit Office. This is set out below.
• Take steps to take account of disabled people’s
requiring public authorities to meet a single general
disabilities, even where that involves treating them
equality duty, the law still requires that any Single
more favourably than others
Equality Scheme sets out in clear detail how the Table.1 NWDA performance management and monitoring
general duties relating to race, disability and gender • Promote positive attitudes towards disabled people
will be met.
• Encourage participation by disabled people in Continuous performance management and monitoring cycle
We have therefore listed the requirements of each public life.
of the three equality duties and in our action plan
We have ensured that this scheme pays due Clear objectives, Business Plan Directorate Team objectives Personal objectives
we set out the actions we intend to take in order to
regard to the following requirements of the gender measures and targets objectives
meet these obligations.
equality duty:
We have ensured that this scheme pays due
• Eliminate unlawful sex discrimination Accountability EMB/Board Executive Director Senior Manager Individual and Line
regard to the following requirements of the race
equality duty: • Eliminate unlawful harassment Manager
• Eliminate unlawful discrimination • Promote equality of opportunity between men
and women Monitoring and reporting Executive Directors Senior Manager Team meetings Performance
• Promote equality of opportunity
via RPMG appraisal
1 Transgender is currently covered under gender discrimination legislation, however the Agency is aware that this may change within
an anticipated Single Equality Act and a further strand identified: 'if proposed, commenced or completed reassignment of gender'
14 15
The Equality and Diversity Sub-Committee
The Equality and Diversity Sub-Committee provides
advice to the NWDA board on matters relating to
equality and diversity. The Sub-Committee will drive
forward the implementation of the Scheme and provide
the Board with an annual Equality and Diversity Report.
The Sub-Committee will receive quarterly reports
outlining progress that has been made against the
Single Equality Scheme's Action Plan.
Executive Management Board (EMB)
The Agency's senior management will receive quarterly
progress reports outlining progress against the Action
Plan. They will also manage resource implications and
address structural barriers preventing progress in
implementing the scheme
Senior Management
Where we have identified the need to review areas of Heads of Teams within each Directorate will ensure that
this system to support our Equality Scheme this is actions that they are responsible for are implemented
identified in the action plan. Implementing and within the required timeframe; and that equality and
monitoring the Scheme will be achieved through diversity becomes embedded into their directorate and
integration with our core performance management team business plans.
systems with specific roles for colleagues leading
major actions.
The Equality and Diversity Team
The Equality and Diversity Team is an internal resource to
The Board support those responsible for delivering specific actions.
Overall responsibility for the Scheme will sit with The team will also ensure that the Scheme is rigorously
the Board; it is the responsibility of each individual monitored and will prepare progress reports. Due to the
board member to ensure that equality and diversity specific legal responsibilities and duties relating to race,
is championed and mainstreamed into Board disability and gender we will ensure that our annual
Sub-Committees. They will approve the Scheme and reporting on these strands is distinct and clearly
approve the annual equality and diversity report which identifies progress towards meeting the disability, race
will include progress against the Scheme's Action Plan. and gender equality duties.
The report will be made available on the Agency's
website and forwarded to relevant stakeholders;
including equality forums. The Equality Champions Group
This group provides an Agency-wide forum to support
mainstreaming equality and diversity into all NWDA
activity. The group will support monitoring for progress
against the Action Plan.
16 17
4. Why is this Scheme important to us?
Persistent inequalities continue to exist in society, for 4.1 Legal context there already exist concerns regarding the equitable • There is a strong sense of trust in institutions
example there still exists a significant pay gap between spread of public resources. Business has also locally to act fairly in arbitrating between different
Until recently the main aim of equalities legislation
men and women. Unemployment is still higher amongst voiced its requirements in terms of an adequately interests and for their role and justifications to be
was to prevent certain types of discriminatory
some of our BME communities and disabled people are skilled and available workforce. In the Northwest this subject to public scrutiny
behaviours. It did this by providing a remedy/redress
still more likely than others to live in poverty. So although has resulted in immigration providing the region with
to those adversely affected if such behaviours had • There is a strong recognition of the contribution of
significant improvements have occurred in the forty years a younger tax paying population to help offset the
occurred. The Government recognised that this both those who have newly arrived and those who
since equality legislation was first introduced we cannot impact of the ageing indigenous population and
approach placed a burden on the individual who already have deep attachments to a particular
rely solely on the law to drive improvements. shrinking workforce. However, often the rights and
was subjected to discrimination, placing the onus place, with a focus on what they have in common
needs of migrants tend to be overlooked within the
Tackling discrimination and disadvantage has been at on them to secure a legal remedy. Fundamentally,
more vocal debate concerning immigration. • Strong positive relationships are being developed
the heart of regeneration activity for the past fifteen this approach to equalities was tolerant of
between people from different backgrounds in the
years. There have been significant improvements to discrimination and relied on its occurrence in
workplace, in schools and within neighbourhoods.
employment levels and infrastructure and quality housing order for it to be eradicated through legal redress.
Community cohesion
and neighbourhoods but disadvantage persists for There is now widespread recognition that this
certain groups. It is therefore important that we continue approach does not result in society rapidly The Commission for Integration and Cohesion has
NWDA’s projects and programmes are often delivered by
to target our actions appropriately to reach groups that eradicating discriminatory behaviours. recently defined a cohesive society as one where:
Local Authorities or local organisations so ensuring that
continue to be excluded. • There is a clearly defined and widely shared sense
More recent equality legislation provides a positive our work supports the underlying principles of a
We will be hard pressed to deliver on equalities without and proactive duty to organisations legal of the contribution of different individuals and cohesive community is therefore important.
a workforce that reflects the communities whom we responsibilities. It is this approach that we have different communities to a future vision for a
serve. The NWDA is also committed to further improving sought to embrace in our Scheme. neighbourhood, city, region or country
the extent to which its own workforce reflects the 4.3 Regional context and how it supports the
4.2 National and international context • There is a strong sense of an individual’s rights
region’s population. It is important that the skills and Agency to meet its aims and objectives
and responsibilities when living in a particular
capability we have as an organisation draws on the "A more equal society does not constrain growth Equality communities in the Northwest have
place
diverse experiences and expertise of the communities and prosperity. On the contrary, by focusing on characteristics which shape and inform how the
we are seeking to work with. those groups who experience persistent • Those from different backgrounds have similar life
Agency works with them and targets its activities.
disadvantage because of factors beyond their opportunities, access to services and treatments
Our Scheme is designed to ensure that the four
control, a more equal society uses scarce
components of equality, organisational values; regional
resources more efficiently, increases the level
demography, legal requirements and national policies, 4.3.1 Age
and quality of human capital, and creates more
are interlinked and work to complement each other.
stability, all necessary to growth and prosperity"
Diagram 4.1 Equality interlinks with organisational Age
Fairness and Freedom: The final report of the
values, regional demography, legal requirements
Equalities Review 2007, p.6 Community profile
and national policies
The population of the Northwest is forecast to grow by 7.4% by 2020. The majority of this growth will come from
those aged 65 and over. Older people will therefore grow in their significance as a customer group and
In developing this scheme the Agency has drawn
proportion of the workforce, often able to provide mentoring roles in business and a potential source of
on the most recent national analysis and debate on
experience.
equality in the UK society. The Equalities review led
Regional
by Trevor Phillips reaffirms the importance of tackling In many sectors the decline in young people entering the labour market has already led to recruitment difficulties
“persistent inequalities” that remain despite a long and skill shortages. Consequently the need to attract or retain older workers in employment has become
period of investment in local renewal and increasingly important.
regeneration, and the importance of addressing
Actual and potential contribution
poverty.
Equality The 46+ age group is the single largest group without qualifications under the White ethnic categories. However,
Legal Scheme Organisational The impact and consequences
these older workers may lack formal qualifications but have acquired considerable skills during their working lives.
of demographic change
Older people already make a valuable contribution to GVA in the region; those between 50-69 contribute 23% of
Inward migration into the UK, alongside an ageing
NW GVA.
population has presented important economic and
equality challenges and opportunities for the In June 2006, 10.5% of 16-18 year olds in the Northwest were in the NEET group compared to 8.6% nationally.
National and Northwest. Public authorities have recently become 19,000 young people in the region were outside education and employment.
international more vocal in stressing the impact that these
significant demographic changes are having on
public services especially in those areas where
18 19
4.3.2 Disability 4.3.4 Race
Disability Race
Community profile Community profile
Over 20% of the working age population of the Northwest is disabled. In the decade between 1999 and 2009, 50% of the growth in the UK workforce will have come from ethnic
minority communities.
The population of the Northwest is forecast to grow by 7.4% from 2004 to 2020 and the majority of the
growth will come from the 65 and older demographic group. This shift may result in people working longer and The Northwest has a BME population of 5.5%. After London, the Northwest and the West Midlands have the
as people increase in age so does the incidence of disability. This will have implications for employers and next highest ethnic minority populations. This population has a younger age structure than the average and is
public services. therefore important when understanding the future make up of the regions working age population. This
presents opportunities to develop a more diverse workforce, but it also means that the disparity between the
Actual and potential contribution
qualification levels of different groups needs to be addressed; 42% of Asian or Asian British have low or no
42% of disabled people in the Northwest are in employment compared to 50% nationally. Achieving the qualifications compared to 32% of the white population.
national average would result in an additional 69,000 people in employment. Approximately 60,000 new worker registrations have been documented in the Northwest between May 2004
The percentage of people on Incapacity Benefit in the Northwest, who are of working age, is 9.2%. This is and December 2007 – mainly from Poland, but also Lithuania, Latvia and other A8 countries.
higher than the England average of 6.4%. 42% of Asian or Asian British have low or no qualifications compared to only 32% of the white population.
The spending power of disabled people in Britain is estimated at around £80 billion. Actual and potential contribution
Bringing more disabled people into employment and business, could have a net benefit of combined public The Northwest has a lower BME employment rate then the national average. The UK average stands
expenditure savings and better productivity of over £339 million in the Northwest. at 61% but the average for the Northwest is just 51.7%. Bangladeshi and Pakistani people are 30% less likely
to be in employment in the Northwest - it is imperative that the region maximises the economic participation of
all groups.
Across the UK, ethnic enterprises contribute £13 billion a year to the economy and according to GEM UK 2004
4.3.3 Gender most ethnic minority groups are more entrepreneurial than their white counterparts, but are more likely to
experience barriers such as access to finance. Addressing the needs of BME business start-ups offers a way to
Gender increase employment levels in deprived minority populations and increase regional competitiveness.
Community profile If BME employment rates in the region matched the national average, between £890 - £944m would be
generated for the regional economy.
The male employment rate in the Northwest is 75.7% compared to 68.6% for women.
19,000 businesses in the Northwest are BME owned.
Female managers are paid on average 12% less than men doing the same role and in 2005 women's average
hourly earnings in the Northwest were 12.7% less than men in the region. Women are still less likely to achieve
the same level of success as men in the workplace; they are less likely to have taken part in work based
learning or development training, are disproportionately in part-time employment and still do the bulk of unpaid 4.3.5 Religion or belief
care work.
Actual and potential contribution Religion or belief
A recent report showed the number of female senior managers working in major UK businesses has taken a Community profile
sharp fall of over 40% in the last five years. In 2002, some 38% of senior manager level posts in the FTSE 350 In the Northwest, at the time of the 2001 census, 78% of people in the region stated their religion as Christian,
were occupied by women, this has now dropped to just 22%. Leadership and management programmes will higher than the England average of 71.4%. Evidence from the same census shows that only 48% of Muslims in
need to consider how they address this trend. the region were economically active (compared to 73% of Christians and 69% of Hindus) and 7% of Muslims
The Women and Work Commission estimated that increasing and changing women's participation in the labour were unemployed compared with 4% of Christians.
market could be worth between £15 billion and £23 billion a year. If there was the same proportion of women to Actual and potential contribution
men in higher level occupations in the Northwest, we estimated that it would deliver up to £16bn higher gross
income. The value of religion in the region in economic terms equates to between £90.7m and £94.9m which is
generated by faith communities through volunteering in care and support services, faith tourism etc.
Nationally Black African, Pakistani and Bangladeshi women are three times as likely to be unemployed as
white women. Religion or belief contribute to the cohesion and the attractiveness of the region. Research demonstrates that
faith communities are strongest where social need is highest, this religious infrastructure can provide support to
engage 'hard to reach' groups.
20 21
4.3.6 Sexual Orientation Competitive Business
Sexual Orientation The Agency will encourage business in the region to respond to the equality issues that the region faces and to
benefit from the opportunities that this provides.
Community profile
• By developing inclusive recruitment practices businesses are able to select from the widest pool of talent,
Lesbian, gay and bisexual people (LGB) make up 5-7% of the UK population. Recent data (2008 published) which in turn will increase the economic participation of those currently disadvantaged in the labour market.
suggests that the size of the LGBT community in the Northwest is 612,000, which equates to 240,000 people of
working age and in 2001 there were 8,400 recorded same sex households in the Northwest. • Businesses are more likely to be successful if they are able to respond to demographic change in the region
amongst the working population and customer base.
Actual and potential contribution
• Businesses become better placed to tap into new markets.
Gay men played a key role in the gentrification and redevelopment of Manchester City Centre in the late 1990's. • Businesses will better reflect the communities within which they work.
The population of the city centre increased six fold in eight years from 1991. Surveys suggested that a quarter of
the city centre households were same sex (gay men). Manchester's gay village has transformed a rundown area • Good workplace practice regarding equality can reduce staff turnover, and increase innovation, productivity
of the city into a cosmopolitan area attractive to all parts of society. and the desirability of the organisation to jobseekers.
• Large public and private sector contracts are increasingly being awarded on the basis of non-financial criteria
A national survey in 2006 indicated that gay men in full-time jobs earn on average £10,000 a year more
such as diversity.
compared with the national average for men. The same survey indicated that lesbians earn £6,000 more than
the national average for women.
The economic value of the 'Pink Economy' in the UK is estimated to be approximately £70bn.
Competitive People
For GVA to increase it is imperative that the region's population provides a competitive source of appropriately
4.4 NWDA as a business • It enables us to mainstream equal opportunities skilled labour that is able to meet the needs of a changing economy.
into all employment and business decisions and
The majority of Agency staff that took part in the • There is a strong correlation between labour market outcomes and an ability to allow all to flourish.
across all functions by developing systems and
consultation process conducted as part of the
processes which are accessible and transparent. • To increase economic participation in the region it will be important to target disadvantaged groups, for
development of this Scheme demonstrated both
clear commitment to and awareness of the • It encourages us to ensure that all projects and example through funding programmes such as ERDF, ESF, and the Neighbourhood Worklessness Fund.
importance of equality. Staff had an ambitious programmes supported by the Agency mainstream • Increasing the skill levels within the working age population, particularly those that are currently under-
agenda with regard to equality and provided strong equality. performing, directly increases productivity and GVA.
challenges regarding the progress we were making
• It makes us accountable by target setting, • An ageing population means that the region needs to appreciate and develop the skills of older workers and
in this area of work. At all levels our staff recognised
monitoring, evaluating and reviewing progress on a consider the impact of in-migration.
that promoting equality and diversity was important
regular basis.
for the Agency for the following reasons:
To ensure that equality is not an add-on to the work
• It enables us to actively demonstrate that we value
the Agency does and is mainstreamed across our
diversity and benefit from differences. Competitive Place
business we have linked the development of the
• It helps us to create a positive and safe Scheme to the key themes and objectives within
environment in which discrimination has no part our Corporate Plan. The corporate plan sets out To be attractive to inward investment people want an area that actively promotes participation and social
and everyone can achieve their full potential. specific objectives under the following key themes: cohesion. A society that celebrates diversity is more likely to be sustainable and cohesive where communities
live together in mutual respect and tolerance.
• It enables us to listen to and engage with a wide • Competitive Business
range of partners and staff in order to continue to • People who are disabled and from BME groups are more likely to live in deprived areas – regeneration must
• Competitive People engage all parts of these communities.
improve our equality practice.
• Competitive Places • Reduce the number of people living in poverty in the region through ensuring economic participation for all.
• It promotes equal opportunities in all aspects of
employment and supports our corporate values • Exploit the cultural diversity of the region to encourage inward investment and tourism, for example by
and behaviours. This Scheme will support the delivery of the Corporate promoting Chinese New Year, Mardi Gras and Black History Month.
• It supports positive action programmes where Plan by ensuring that the programmes we put in place to
there is a clearly identified need. deliver objectives benefit from the added value of using
our understanding of equality and diversity to maximise
their impact.
22 23
5. The Agency's commitment to Equality
and Diversity
This is an exciting time for the agency in terms of Understanding the different communities with the region: • The majority of staff are women (55 per cent)
equality and diversity. Having revised and re-energised
• “BME communities in the North West” (Aug 2004), • 82 per cent of staff are aged between 30-59. The
our approach and the resources we devote to this
research by the NWRA part funded by the NWDA. most common age bracket is 40-49.
agenda we have recently undertaken two audits and a
detailed internal review to better understand the baseline • “Mapping the economic contribution of equalities The distribution of Agency staff across the organisation’s
from which progress on equality issues will be communities in the North West” (Oct 2004), a pay bands is as follows:
measured. This was not done to simply establish the research by the NWRA part funded by the NWDA
The Agency monitors its staff diversity information
progress made but also to provide an independent • “Disability in the North West (Wealth Bringers)” on a quarterly basis; this is reported to the
assessment on the barriers and obstacles that we (June 2008) by the NWDA Regional Intelligence Executive Management Board.
still face. Unit and Salford University.
5.4 What we are doing already
5.1 Findings from the Social Inclusion, Equality Work/projects to support people out of worklessness
The Agency has greater experience of responding to
& Diversity Audit, the national RDA Network and into work:
those equality strands that have a longer history of
Self Assessment on equality and diversity, and • Development of a Regional Employability Forum specific equality legislation – disability, gender and
the NWRA Scrutiny Review of equality and with Jobcentre Plus race. We have therefore committed to addressing
sustainability within the RES newer equality strands. The Agency has developed
• Promoting equality as a theme within the Northern
These three recent audits and reports have a regional Forum on Ageing, the Agency leads for
Way worklessness pilots.
highlighted the progress made by the Agency. But RDAs nationally on religion and belief issues and
importantly, they have identified a number of areas The Single Equality Scheme sets out how we will build has committed to completing the Stonewall
where we have lots still to do. These included: on this work. Workforce Equality Index and implementing the
• We support, promote and work with the Ethnic actions that emerge.
• Implementation of a systematic approach to
Minority Business Forum 5.3 Demographic make-up of the Agency's workforce
collating, monitoring and assessing the impact
policies, projects and programmes on the region's • Flexible working practices have been developed The Agency’s workforce is not as representative of We will be conducting a full Equality Impact
disadvantaged communities the region as we would like. Our response on how Assessment on the Integrated Regional Strategy
• A Management Development Programme has
we tack this is included in the Action Plan. The 2010. We have started to collect beneficiary
• Development of a coherent Single Equality Scheme been developed to include training on equality
Agency currently employs 450 staff of which1: monitoring to provide us with baselines to set
issues
• The need to mainstream equality and diversity targets. As an early example, we have set targets of
through Equality Impact Assessments • We have funded events that promote positive • One per cent considered themselves disabled 50% of female, BME and disabled entrepreneurs
attitudes towards different groups e.g. the Positive • Approximately four per cent are from a BME group under the new Business Start-Up scheme.
• Investment in the newly formed Equality and
Action Awards and Celebr8.
Diversity Team.
• There is ongoing work with Regional Tourist Boards The Agency has been at the forefront of recognising
ED1, ED2 & A B, C & D E&F
to ensure that disabled people are encouraged to Pay bands Pay bands Pay bands that the disadvantages and barriers faced by our
5.2 Progress against the three existing, statutory visit the Northwest, and diversity amongst our Director/Senior Middle Junior Grades marginalised communities require that we adopt
schemes (disability, race and gender) visitor base is actively welcomed. Management Management pro-active measures designed specifically to meet
We have already made significant steps towards our Gender their needs. The evidence shows this is the most
equality goals, key achievements against the three Male 12% 29% 1% effective approach. We have developed a range of
We have also committed resources to a series of other Female 8% 34% 16% specific actions to address the discrimination and
existing statutory schemes include:
initiatives aimed at making progress towards economic Ethnicity disadvantage faced by people from different groups
• We have developed an Equality Champions Group and social inclusion. There include: within the Northwest. On the following pages are
White 18% 55% 16%
• The staff information pack is audited on a regular Non White 1% 3% 1% some examples of pieces of work that the Agency
basis to ensure that it complies with equality Non Disclosed 1% 4% 1%
is undertaking. This demonstrate our ability to
legislation and promotes good practice target interventions at particular groups and our
Disability
commitment to partnership working, which
Disabled 0% 1% 0%
is an essential approach if we are to maximise
Non Disabled 20% 62% 17%
our impact.
1 The
agency does not currently monitor the religion or belief or sexual orientation of its employees. We are currently working on the
most effective way to collect this information.
24 25
Case study 1: Research into Business Start-Ups & Survivability Case Study 2: Migrant Workers Northwest
High levels of business start-ups are an indicator of economic success. The greater the business stock the Migrant Workers Northwest has been established under core funding from NWDA to lead on the coordination of
greater the opportunities for individuals, productivity and investment within the region. This soon to be published support to migrant workers and to champion the fair treatment of migrants in the workplace. The main aims of
study will identify the overall level of business start-ups in the Northwest region, their survivability and attitudes the project are to:
towards business support in the region.
• Promote 'best practice' in the employment of migrant workers including fair conditions of employment and
The following are some of the initial findings from the research: positive recruitment practices
• Women: Boosting female enterprise will require continued investment and communication with female • Provide a reference point for services available to migrants
entrepreneurs in order to raise confidence levels. As women establish businesses, support is needed taking
• Identify training needs and skill levels of migrants
into account the specific barriers women face in terms of managing childcare as well as a business.
• Promote 'best practice' in policy making and legislation.
• BME: Attitudes to enterprise are different between ethnicities, genders and the timeline of immigration, and
further work to understand these differences is required before it will be possible to develop policies and A website has been established for the dissemination of information and a Migrant Workers' Charter which
strategies to maximise the contribution of BME groups to enterprise formation. has been signed by the NWDA, has been launched and circulated to employers in the region to promote best
• Disability: The barriers faced vary depending upon the impairment, and it appears that for many, enterprise is practice. The organisation actively promotes positive messages about migrant workers in the media and
chosen as a last resort rather than as a positive career choice. There appears to be a strong and positive offers support to businesses on corporate social responsibility. Migrant Workers Northwest organises annual
motivation among disabled people to therefore succeed through entrepreneurship. conferences, seminars and contributes to the employment and skills strand of the Regional Strategic
Migration Partnership.
• Young People: Social enterprises have a potentially higher risk of failure, particularly within the 16-24 age
group and therefore the opportunity for younger people to become established is crucial to the growth of the The project has been successful in co-ordinating activity and awareness raising around migration in the region.
social enterprise market. The study recommends that social entrepreneurs may benefit from peer support and Migrant Workers Northwest is now looking to build on this success and apply the best practice model for the
mentoring, and improved delivery of skills to enable them to understand the corporate world and actions employment of migrant workers to the recruitment of indigenous workless people.
necessary to compete in such an environment will improve their competitiveness and survival rate.
• Over 50’s: The over 50's face specific challenges in becoming self-employed, and for many there is a lack www.migrantworkersnorthwest.org
of awareness about self-employment as a suitable option. There are challenges relating to confidence
levels of individuals in their skills and abilities, as well as issues around accessing finance and securing the
status of previous investments, whilst hesitant to start-up, evidence suggests that these individuals have a
higher survival and success rate. The findings recommend support to this group through more intensive
pre-start support. Case study 3: Northwest Forum on Ageing (5050 Vision)
NWDA provides the core funding to Northwest Forum on Ageing 5050 Vision, a project to promote the
understanding of issues relating to demographic change in the over 50's. 5050 vision is the region's partnership
response to the changing demographics and the opportunities that this change presents. The aims of the
project are:
• To provide a forum to share good practice and develop a common understanding of the trends and issues
associated with the ageing workforce
• To develop and encourage collaborative responses
• To inform strategy and policy development
• To increase the awareness of opportunities for older people and facilitate their role in the planning and
political process.
The Northwest Forum on Ageing is currently focusing its work on the production of a regional strategy on
ageing and has had a number of successes in influencing key decision makers in order to sensitise regional
strategies. The project is working to improve awareness of the action required in different sectors and provide
increased employment opportunities in the over 50's, as well as champion educational programmes and ways
to improve and develop their skills.
www.5050vision.com
26 27
Case study 4: The North West Forum of Faiths
The primary purpose of the North West Forum of Faiths is to represent the major world faiths to ensure that they
have a regional voice in the Northwest and are able to respond effectively to consultation on key regional
policies and initiatives. The forum has a facilitation role to ensure that no faith group is left out of regional
consultation and that faith groups are equipped and able to respond to consultations over policies such as the
Regional Economic Strategy.
NWDA is taking the lead nationally on faith issues, and rather than seeing faith as a problem or liability, this
Forum is encouraging regional stakeholders to acknowledge that faith communities are resource rich, make a
significant economic contribution to the region (upwards of £94m annually) and that many of the activities
taking place in faith buildings and through volunteers also have wider non-faith impacts. There is a correlation
between clusters of faith groups and the areas of greatest social need in the Northwest and the Forum of Faiths
is championing the ability of faith groups to offer a key way to engage with some of the most hard to reach
parts of the community. Some of the activities associated with faith and the Agency include:
Faiths4Change
This is a multi-faith programme across the Northwest aimed at giving professional support, advice, training and
funding for communities where faith groups are key partners. Using the environment as common ground they
help local people from different backgrounds work together to transform places and communities.
Faithful Enterprise
This pilot project aimed to support faith based, grant dependent projects in deprived areas to become more
sustainable. Currently, this is a 4 year £100k pilot project supported by NWDA, but it will be rolled out following a
commitment of a further NWDA of £1m.
Case study 5: Northwest Mental Health Leadership Group
The Agency recently established a partnership with NHS North West to look at how the Health and Economic
Sectors could combine our efforts to tackle Health Inequalities. One of the first actions of the Partnership Board
in recognition of the importance of Mental Health and its impact on worklessness within the region has been
to set up a strategic level group of practitioners from regeneration, health, VCS and social care sectors to
co-ordinate and promote practical mechanisms to tackle the issue of mental health and worklessness across
the Northwest, seeking real solutions to some of the big problems we have in this area.
The group's core priority is to address the barriers faced by people who have a mental health problem which
impacts on their ability to re-enter and retain employment. It will also take a strategic overview of developments
in mental health and how they impact on employment and the workplace. In so doing the group will liaise
closely with the Regional Skills and Employment Board in the coordination of a regional strategy.
The Group is being formally launched in September 2008 and discussions have taken place with most major
agencies including CSIP’s Regional Employment Team, LSC and NIACE. The Northwest Public Health Team have
supported this development and are emphasising the need for a ‘one plan’ approach to worklessness and
health across the region that is explicit, visible, networked and managed. Partners are guiding this initiative
towards being a single partnership, with all key regional and sub-regional agencies represented, which will
enable a one plan approach.
28 29
6. Impact of the Scheme
that changes and improvements in a wide • Better understanding for how meeting equality
range of practices and processes will deliver objectives will support the Agency to deliver its
improved outcomes in all strands of equality. overall aims.
It will also ensure better integration of the three
• An Agency that understands and is better able to
statutory equality schemes, covering race, gender
support the needs of staff.
and disability.
• The Agency will be more aware of the impact that
The Agency's Board and the Equality and Diversity
it has on different communities, through improved
Sub-Committee will have a major role to play in
monitoring processes.
ensuring we deliver on the objectives set out in the
scheme. The Scheme's Action Plan sets out a 6.3 Businesses in the Northwest
number of objectives for senior managers, including The Northwest is home to a range of diverse
Executive Directors. Executive Directors ensure that communities. There are significant advantages to
appropriate actions are taken to achieve these having a diverse workforce and customer base.
objectives and that they are included into individual Many companies already acknowledge that having
performance plans and Directorate Business Plans. a diverse workforce helps them benefit from having
Providing structured training around equalities is access to the best talent available and thereby
also an important element within this Scheme. having a competitive edge over their competitors.
Human Resource Development and Learning and Through this scheme we will continue to support
Development will be working in partnership with the businesses, especially those with small overloads,
Equality and Diversity team to put together a more to introduce ways of working that avoids unlawful
structured and comprehensive approach to ensure discrimination, ensure equal opportunities and fair
6.1 The population of the Northwest • Be more confident in anticipating and responding
our staff have the necessary knowledge and skills. treatment of everyone and strengthen their reputation.
to the needs of different people in the Northwest.
The key to measuring our success should be the
The improvements you can expect: We will continue to provide active support to forums
difference we make to improving the overall levels • Be better able to target and engage with all
and agencies that support equality groups, for
of economic activity in the communities of the people within the region as potential employees • Staff who are more confident in responding to
example the Northwest Ethnic Minority Business
Northwest. Our equality scheme recognises from and stakeholders. equality challenges and opportunities.
Forum, and initiatives supporting older and disabled
the onset that there a number of communities and
6.2 The Agency and its staff • A workforce that has received equality training that entrepreneurs. We will also continue to support
groups who in spite of a range of efforts and
is appropriate and relevant to their role. profile raising events, such as the Northwest Ethnic
legislative framework continue to suffer from The Single Equality Scheme will ensure that we
Minority Business Awards.
persistent inequalities. comply with our legal duties regarding equalities
and put the agency at the cutting edge of good
In a free society we cannot compel people to act or
practice. In particular the scheme will demonstrate
to become more motivated and ambitious. To a
the benefits of public agencies taking a more
large extent tackling persistent inequalities will
integrated approach to equalities. At national level
require concerted actions from individuals, families
this has been demonstrated by the setting up of the
and communities. There are nonetheless two crucial
Equality and Human Rights Commission, which
areas that we can address in tackling inequalities.
brings together the work of the three previous
Firstly, we can through sound and sensible
equality commissions and also takes on
investment, working with local communities
responsibility for the other aspects of equality: age,
and by responding to cultural and diverse needs,
sexual orientation and religion or belief, as well as
help disadvantaged communities to find paths
human rights.
out of deprivation and marginalisation. Secondly,
we can promote the removal of the institutional The Scheme will ensure that we continue to take a
barriers which prevent individuals and more integrated approach to equality, recognising
communities from fulfilling their educational and that the experiences of staff and service users are
employment aspirations. often not limited to just one of the equalities
dimensions (for example race, disability or gender).
This scheme will enable us to:
To look at all issues, practices and processes
• Have a better understanding of the region's
separately and from the perspective of each strand
different communities and will be able to ensure
of equality could lead to duplication of effort. The
that their needs, aspirations and potential are
Single Equality Scheme therefore, reflects the fact
reflected in our programmes, strategies and plans.
30 31
Through initiatives such as the Local Enterprise 6.5 Our partners
Growth Initiative we will continue to support the
We recognise from the onset that we cannot
emergence and subsequent development of an
achieve our equality objectives in isolation.
entrepreneurial culture in some of our most deprived
Therefore partnership working will be crucial if we
communities. In particular we will be looking to
are to meet the goals as set out in this Scheme.
develop a range of initiatives designed to support
We will work with our partners, including the 4
women into businesses and be looking to develop
NorthWest, Government Office for the North West,
schemes which will help to tackle the barriers and
NHS North West, the Equality and Human Rights
obstacles which prevent women from starting up
Commission, local authorities, private sector
their own businesses.
businesses, Learning and Skills Council, voluntary
The improvements you can expect: and community organisations to ensure that there
exists a holistic approach to responding to the
• The Agency will target resources to support groups
diverse needs of our marginalised communities.
that face barriers to start and grow their
This will include ensuring that full Equality Impact
businesses/enterprises in the region.
Assessments are carried out on all relevant projects
• Businesses that interact with the Agency will have and programmes which we are funding.
greater understanding of the business benefits of
We will also continue to play an active role
a diverse workforce and supplier base.
alongside Government Office Northwest and the
• NWDA supported initiatives will understand their 4 NorthWest in ensuring implementation of the
requirement to offer services that respond to the Northwest Equality and Diversity Strategy &
needs of different groups in the Northwest. Implementation Plan 2006-9.
6.4 A business seeking to work with the Agency Finally, we will work with the established Sub-
The purchasing of goods and services from Regional Partnerships to ensure that our equality
suppliers will account for a significant proportion of work is based on localised knowledge and secures
the NWDA's spend over the next three years. The the input of local experts who are familiar with the
Agency is aware that purchasing can act as a force needs of their communities, as well as influencing
of change for suppliers seeking to develop market the development of their:
and secure business opportunities. It will be looking The improvements you can expect:
to procure services from those businesses that can
• Increased dialogue and collaborative working with
demonstrate an active commitment to equal
our partners and key stakeholders to help us to
opportunities, not simply in terms of ensuring that
meet our equality and diversity priorities.
they do not discriminate but also in the activities
they undertake. Examples include looking at • NWDA support in ensuring that equality and
recruitment activities and promoting supplier diversity issues are responded to at a sub-regional
evaluation, supply chain monitoring and ethical and level, for example through the provision of Equality
green buying policies. Impact Assessment training and supporting our
sub-regional partners to understand and
The improvements you can expect:
incorporate E&D into their sub-regional plans.
• The Agency will have a new sustainable
procurement policy which will include an equality
and diversity strategy and action plan.
• Our tender documentation will incorporate equality
and diversity requirements to ascertain an
organisation's commitment.
• A plan within the Agency to establish a more
diverse supplier base.
32 33
Action Plan
1. Organisational Actions: making it happen 1. Organisational Actions: making it happen
Ref Action Specific How will we Timing Successful outputs Directorate Ref Action Specific How will we Timing Successful outputs Directorate
equality duty1 achieve it? and outcomes responsible equality duty1 achieve it? and outcomes responsible
Race
Disability
Gender
Race
Disability
Gender
1.1 Processes that need to be in place 1.1.5 Ensure equality and 1, 4, 10, • Review current April • Performance Policy
diversity is 2 6, 11, performance 2009 monitoring supported
1.1.1 Ensure the 1, 4, 10, • Develop and roll out April • All policies, Policy, incorporated into the 12 management encapsulates by equality
successful 2 6, 12 EIA training. 2009 programmes Programme Agency's systems. equality and and diversity
implementation of 7, and projects Office
• Form an EIA performance diversity. team.
new Equality Impact 9 undergo the supported by management
monitoring group. • A baseline of
Assessment (EIA) appropriate and Equality and systems and
process. proportionate Diversity knowledge
processes.
EIA. Team. around how the
Agency impacts
1.1.2 Ensure equality 1, 4, 10, • Ensure that equality April • Equality and Economic on different
and diversity is 2 6, 12 and diversity 2009 diversity Development groups.
embedded into the 7, questions are embedded into and Equality
1.2 Our workforce
existing Integrated 9 appropriate within the Integrated and Diversity
Appraisal Tool. the current appraisal Appraisal Tool. Team. 1.2.1 Monitor staff by 1-3 4-9 10- • Review the Dec • Agreed process Human
tool. equality group to 12 categories used to 2008 for monitoring Resource
ascertain monitor staff profile staff profile Development
representation of and consider how/if supported
• Awareness of
1.1.3 Reinvigorate the 2, 6, 12 • Review the role April • An Equality Policy those recruited, the Agency monitors by the
the diversity of
Equality Champions. 3 8 of the group. 2009 Champions supported by trained, promoted, age, sexuality and Equality and
our workforce
Group that has a the Equality disciplined and religion and belief. Diversity
• Ensure commitment across different
clear remit; and Diversity those that leave Team.
from current group. • Develop an levels of
represents all Team. the Agency.
appropriate process seniority.
• Recruit to fill Agency functions
for gathering this
gaps. and has a • An action plan
information.
committed for how we will
Ascertain if the
membership. address any
current staff survey
identified
1.1.4 Ensure that all 6, • Conduct an audit of Initial • A programme of Resources can be used to
disparity.
Agency buildings 7, all NWDA buildings audit to alterations gather information
(used owned or 9 to best practice take developed to about equality and
funded) are audited standards. place by maximise the diversity so that
for accessibility. April accessibility of equality can be
• Develop a cross-tabulated with
2009 all Agency sites.
programme of the responses to
and then
alterations / • More accessible other questions.
annually.
reasonable buildings.
adjustments where
• An opportunity
required.
for the Agency to
highlight its good
practice to
partners.
1 Number refer to the duties listed under section 4.1
34 35
1. Organisational Actions: making it happen 1. Organisational Actions: making it happen
Ref Action Specific How will we Timing Successful outputs Directorate Ref Action Specific How will we Timing Successful outputs Directorate
equality duty1 achieve it? and outcomes responsible equality duty1 achieve it? and outcomes responsible
Race
Disability
Gender
Race
Disability
Gender
1.2.2 Develop recruitment 1-3 4-9 10- • Implement the Dec • Increased Human 1.2.4 Develop relevant 1-3 4, 10- • Consider the needs April • Development of Human
policies and 12 actions from the EIA 2008 percentage of Resource equality and 5, 12 of different 2009 new equality and Resource
practices that will on recruitment staff who Development diversity training – 6. directorates and diversity training Development
encourage a diverse processes. consider specific to the 8 levels within the package that / supported
workforce. themselves to be differing needs Agency. reflects the by Equality
• On-going monitoring
disabled of people within the needs of the and Diversity
of applicant and staff • Gather feedback on
(currently 1%). Agency and as Agency and Team.
profile. existing equality
identified by staff individual
• Increased and diversity
• Set appropriate themselves. positions
percentage of training.
targets for improving within it.
BME staff.
staff representation • Pilot new Equality • Internal policies
and profile in terms • Consideration for and Diversity appropriately
of equality at all the number of training. applied across
levels within the women the Agency.
organisation. employed and
• The Agency's
their position in
• Ensure the workforce
the Agency.
recruitment process understands
addresses the need • Outputs/ legislative
for and monitors outcomes for requirements
reasonable other strands will appropriate to
adjustments. be developed their job.
once the Agency
decides how 1.2.5 Develop our • Complete the Complete • Finalised Human
best to monitor understanding of Stonewall Index in benchmark Resource
age, sexuality how the Agency Workplace Equality Oct 2008 against good Development
and religion and responds to the Index and practice in / supported
belief. needs of LGBT staff. implement actions Implement employment by E&D.
that come from this. actions and sexual
1.2.3 Monitor the gender 10, • Carry out an equal Oct • Awareness of Human Sept 09 orientation. It will
pay gap in the 12 pay audit. 2008 any disparity of Resource include clear
Agency and take pay for men and Development actions for
• Present findings to Annually.
appropriate action women. ensuring that our
EMB.
where necessary. employment
• Action plan of
policies promote
activity to
equality and
address any
sexual
disadvantage.
orientation.
• Continued
bi-annual
monitoring.
36 37
1. Organisational Actions: making it happen 1. Organisational Actions: making it happen
Ref Action Specific How will we Timing Successful outputs Directorate Ref Action Specific How will we Timing Successful outputs Directorate
equality duty1 achieve it? and outcomes responsible equality duty1 achieve it? and outcomes responsible
Race
Disability
Gender
Race
Disability
Gender
1.2.6 Ensure equality and 1-3 4-9 10- • Monitor through April • A process for Senior 1.3 Procurement
diversity is visibly 12 business 2010 ensuring that Management
reflected in performance equality and Team / 1.3.1 Develop a 1-3 4-9 10- • Ensure the policy Oct • A sustainable Procurement,
Directorate, team management diversity is Human sustainable 12 reflects equality 2008 procurement Environment
and individual work processes. mainstreamed in Resource procurement policy codes of practice and policy that and
plans. individual and Development. ensuring equality guidance developed reflects good Sustainable
Directorate work. and diversity is by the previous equality practice Development,
reflected in policy equality and and Equality
1.2.7 Ensure that ICT 12 • Produce guidance Dec • Increased Resources and contractual commissions, ACAS demonstrates our and Diversity
provision enables about the ITC 2008 awareness for agreements. guidance re age, commitment to Team.
flexible working for solutions that managers and staff religion or belief and contractors.
staff. promote flexible about the role that sexual orientation
working – for ITC can play in and the Migrant
example the use of supporting flexible Workers Charter and
Blackberries. working. strategy being
developed by the
NWDA.
1.2.8 Develop an Agency 1 6,9 12 • Analyse the feasibility April • An apprenticeship Economic 1.3.2 Encourage and 1-3 4-9 10- • Monitor the July • Identify kind of Procurement
apprenticeship and functioning of 2010 scheme in Development, develop a more 12 ownership and size 2009 businesses that and the
scheme, which scheme. place offering Human diverse supplier of the businesses do not engage Equality and
encourages training and Resource base. that apply to and do with the Agency Diversity
• Develops a list of
applications from development supported by work with the and develop an team.
partner organisations
under-represented that benefits the Equality and Agency. action plan for
who require
groups. Agency and Diversity. addressing this.
employers to offer • Develop an
applicants.
apprenticeships. appropriate • Ensure that the
• Implement process monitoring process. Agency benefits
for encouraging from engaging
applications from and working with
disadvantaged / all businesses.
under-represented 1.3.3 Ensure that 1-3 4-9 10- • Ensure that tender Dec • Meet statutory Procurement
groups. procurement 12 documentation 2008 obligations.
procedures and incorporates equality • Reassurance
documents and diversity as part that the Agency
practice equality of the awarding is working with
and diversity. criteria. businesses that
align with its
own values.
• A supply chain
that appreciates
the importance
of equality.
38 39
1. Organisational Actions: making it happen 1. Organisational Actions: making it happen
Ref Action Specific How will we Timing Successful outputs Directorate Ref Action Specific How will we Timing Successful outputs Directorate
equality duty1 achieve it? and outcomes responsible equality duty1 achieve it? and outcomes responsible
Race
Disability
Gender
Race
Disability
Gender
1.4 Communication 1.4.3 Keep Agency staff 3 8 • Processes in places Ongoing • A workforce that Communi-
informed of our for regular staff is informed cation and
1.4.1 Increase effective 2 6, 12 • Consult internally Ongoing • An informed and Human progress on equality updates regarding about what the Equality and
engagement with 7, about how best the effective process Resource issues and emerging equality and diversity Agency is doing Diversity
staff in appropriate 9 Agency can ensure for ensuring that Development areas of interest. on equality and Team.
ways. that it considers the all voices are • Equality and Diversity
diversity, and
opinion of all staff listened to and Team to keep
the emerging
and responds to respected within abreast of emerging
equality debates.
different perspectives/ the Agency, via debates to inform
needs. the Staff the Communication • A workforce
Consultation and Team. better able to
• Review staff networks talk externally
Negotiations
and intranet pages. to wider
Committee.
stakeholders
• Development of about equality
staff networks if issues.
considered to be
feasible and 1.5 Research and intelligence
useful role.
1.5.1 Improve the 1-3 4-9 10- • Review existing 2008 - • The Agency has Regional
1.4.2 Continue to develop 2,3 6-9 12 • Maintain and where Oct • Accessibility Communi- Agency's knowledge 12 equality and diversity 2010 an understanding Intelligence
communication appropriate improve 2008 guidelines are cation and of the region's research to ascertain of gaps in its Unit /
methods for making the processes in developed for marketing diversity so that it gaps in knowledge. knowledge. Performance
Agency information place for making the Agency with and Equality informs and / Equality and
fully accessible to adjustments such as regard to how and Diversity. • An ability to respond • A planned
improves our work. Diversity /
our diverse translation, we communicate to emerging issues programme of
Human
community. interpreters, large externally and that require research research is
Resource
print etc. internally, to inform the developed to
Development
• Continue to audit the including clear Agency's work. We help fill gaps in
print, accessible have already knowledge.
accessibility of our
language etc. committed to the
website (currently to • Research is
following research:
AA or AAA). • The website undertaken with
• Consider the conforms to the * Develop a better clear rationale
language that we use new Web understanding of why attached to it.
to ensure that it Content disabled men and • The Agency is
encourages Accessibility women and BME better aware of
engagement with all Guidelines 2.0 women are less likely how equality and
groups. when available. to apply for jobs diversity impacts
• Monitor the imagery • Ability for all within the Agency. on the region.
used by the Agency people in the
and consider if it region to engage
encourages with the Agency.
stereotyping.
40 41
1. Organisational Actions: making it happen 2. Competitive business
Ref Action Specific How will we Timing Successful outputs Directorate Ref Action Specific How will we Timing Successful outputs Directorate
equality duty1 achieve it? and outcomes responsible equality duty1 achieve it? and outcomes responsible
Race
Disability
Gender
Race
Disability
Gender
1.5 Research and intelligence (continued) 2.1 Business Support
1.5.1 Improve the 1-3 4-9 10- Gain an insight into Oct 2008 • A series of Regional 2.1.1 Ensure that the 1,2 4,6, 10, • Review current Dec • More detailed Economic
* management of the 7,9 12
Agency's knowledge 12 the barriers that Sept - published Intelligence service provision to 2009 awareness of Development
of the region's prevent BME 2010 research reports Unit / Business Link ascertain if certain who is using the
diversity so that it enterprise from being to help inform Performance contract includes groups experience Business Link
informs and successful. the activity of the / Equality monitoring progress barriers to accessing Service.
improves our work. Agency and and Diversity on equality issues. services.
Research to look at • A series of
* wider / Human • Monitor profile of
impact of economic actions to
stakeholders. Resource Business Link
participation on encourage
Development customers.
lesbian, gay, under-
bi-sexual and • Implement the represented
transgender people. actions from the EIA. groups to use
• Ask for customer the service.
* Research to look at
feedback.
the impact of
economic 2.1.2 Ensure that business 1,2 5,6, 10, • Review existing Dec • Continued Economic
participation on start-up and survival 7, 9 12 research that 2009 support of the Development
disabled people. support addresses explains barriers to Women's
Identify gaps in the barriers faced by start-ups, for example Business
*
equality data. disadvantaged difficultly in securing Network and the
groups. finance. Minority Ethnic
• Where gaps in Business Forum.
knowledge exist • Identify which groups
will be targeted. • A range of
consider how best
initiatives that will
they can be • Develop programmes address the
addressed. For that seek to address barriers faced by
example responding barriers. disadvantaged
to changing patterns
groups e.g.
in Migration within
disabled
the region and
entrepreneurs.
supporting regional
partners to • Services
understand their that target
local context. disadvantaged
groups.
• An increase in
the start-up and
survival rate of
business by
disadvantaged
groups.
42 43
2. Competitive business 3. Competitive People
Ref Action Specific How will we Timing Successful outputs Directorate Ref Action Specific How will we Timing Successful outputs Directorate
equality duty1 achieve it? and outcomes responsible equality duty1 achieve it? and outcomes responsible
Race
Disability
Gender
Race
Disability
Gender
2.1.3 Monitor the profile of 1,2 4,6, 10, • Ask and support Dec • Awareness of Economic 3.1 Supporting people
those that use key 7,9 12 those that deliver 2009 groups that do Development
account and inward support services to not benefit from 3.1.1 Understand the 2 6,7, 12 • Beneficiary April • Awareness of the All
investment to monitor the profile of current business impact that the 9 monitoring 2009 impact that the Directorates
business networks users. support Agency is having in undertaken for Agency has in
that the Agency opportunities. terms of up-skilling employment/skills the projects that
• Identify under- and addressing programmes about it delivers and
supports.
represented groups. • Action plan to worklessness across who they are supports on
address under- different equality supporting and their different groups.
• Conduct research to
representation. groups. success in • A more focused
understand why.
• More businesses completing training / approach by
able to benefit moving into work etc. partners to
from shared • Develop suggested engage with
learning. monitoring disadvantaged
information needed groups.
2.1.4 Promote the value 1-3 4-9 10- • Develop a business Dec • Develop a Economic and support partners
of equality and 12 case that promotes 2010 businesses case Development to implement it.
diversity to the need for that sells the
businesses that the businesses to benefits of
3.1.2 Work with training 2 6,7, 12 • Work with partners to Dec • Services that Economic
Agency engages address equality and equality and
delivery providers to 9 influence the 2010 tailor support to Development
with. diversity. diversity to
address the skills provision of training disadvantaged
business.
gap for target groups, in the region to groups.
2.2 Funding programmes disabled, women, ensure that it targets • Increased
over 50's, BME and disadvantaged awareness of the
2.2.1 Understand and 2 6,7, 12 • All funding Ongoing • A developed European white groups from groups. impact that
maximise the Single 9 applications go until programme of Programme deprived areas.
Programme's and through the Equality 2011 equality and Executive • Use existing programmes
the ERDF's impact Impact Assessment diversity support Team, networks and have on people
on target groups process. to funded Programme programmes to do with different
within the region • Successful organisations. Office, RDF this – for example characteristics.
(disabled, over 50's, secretariat the Northern Way. • Ability to share
applications to • Awareness of the
women and BME). conduct beneficiary success of and Equality • Using beneficiary good practice
monitoring to funding to reach and Diversity monitoring and about what works
understand impact target groups. Team. management in addressing the
on target groups. information evaluate needs of different
• Consider delivering training programmes groups.
appropriate support regarding their
to organisations that success in impacting
received funding on disadvantaged
about how to make groups.
services accessible,
target disadvantaged
groups and meet
equality requirements.
44 45
3. Competitive People 4. Competitive Places
Ref Action Specific How will we Timing Successful outputs Directorate Ref Action Specific How will we Timing Successful outputs Directorate
equality duty1 achieve it? and outcomes responsible equality duty1 achieve it? and outcomes responsible
Race
Disability
Gender
Race
Disability
Gender
3.1 Supporting people (continued) 4.1.2 Raise the profile of 3 6,8 12 • Delivery of Sept • Programme Equality and
equality and diversity programme of 2008 – successfully Diversity
3.1.3 Promote 12 • Analyse existing Dec • An increase in Enterprise within the region. Conferences and Sept delivered. Team /
opportunities for men research to 2009 the number of and Skills policy symposia 2009 Marketing
and women to • Equality and
understand under- people Participation in and partner
develop careers in representation. successfully diversity has a
Celebr8 2008. higher positive agencies
sectors where they • Influence the work of applying to work within the
are under- • Consider how to profile within the
the Sector Skills in non-traditional region.
represented. sectors. monitor the profile of region.
Councils. equality and diversity
• Trends of under- • Partners
• Support the in the region. engaged in the
development of a representation
• Engagement in the discussion and
web-based positively
changing over Equality Strategy debate on
campaign. Group and the Equality and
time.
Northwest Equality Diversity.
and Diversity Group.
4. Competitive Places 4.2 Infrastructure and planning
Ref Action Specific How will we Timing Successful outputs Directorate 4.2.1 Ensure that 6-9 • Equality Impact April • The Agency Economic
equality duty1 achieve it? and outcomes responsible infrastructure Assessments are 2009 meets it statutory Development
improvements undertaken. responsibilities.
Race
Disability
Gender
promote accessibility • Staff promote • The built
for disabled people. appropriate environment and
regulatory/legislative transportation
4.1 Marketing requirements and allow participation
good practice in for all.
4.1.1 Attract and engage 2 6,7, 12 • Consider the profile Nov • Awareness of Marketing terms of inclusive
with all the 9 of those attending 2008 who attends and design.
Northwest’s Agency events. and speaks at Communi-
• Through the
communities to • If required develop events and if cations
attend Agency setting up of an
equality and diversity there is under-
events. Independent
communication to representation.
Disability Advisory
increase. Develop targeted
Group.
marketing activity
46 47
4. Competitive Places 4. Competitive Places
Ref Action Specific How will we Timing Successful outputs Directorate Ref Action Specific How will we Timing Successful outputs Directorate
equality duty1 achieve it? and outcomes responsible equality duty1 achieve it? and outcomes responsible
Race
Disability
Gender
Race
Disability
Gender
4.2.2 Support partners to 2,3 6-9 12 • Seek to influence April • All sections of Policy 4.3.2 Work with Regional 2,3 6-9 12 • Produce outline plan Dec • Tourism Tourism
effectively consult partners who are 2011 society are Tourist Boards to with the Tourist 2008 Businesses are
with all sections of delivering planning consulted ensure that all Boards to welcoming to all
communities schemes and through people are mainstream visitors and
affected by planning regional accessible and encouraged to visit addressing equality. therefore improve
applications, where development engaging the Northwest. • Sub-regional events the quality of the
appropriate. projects. mechanisms run by the Northwest experience for all
about changes Tourist Boards. visitors,
that may affect encouraging
them. repeat visits and
improving
4.2.3 Assess the impact • Undertake an EIA on Dec • Completed EIA Policy productivity.
that the NWDA's the central policy 2009 • The development
forthcoming planning relating to the 4.3.3 Encourage 1,2 4, 10, • Influence the region's Dec • We know who is Tourism
of a new strand attractions to monitor 6,8, 12 tourist attractions to 2009 visiting our
and housing NWDA's additional of work within
responsibilities will planning and housing the profile of visitors. 9 conduct monitoring attractions and
the Agency's exercises. we can support
have on different responsibilities. that has
equality strands. • Provide advice and tourist attractions
considered it role to reach
and impact in guidance for
attractions about untapped
relation to all markets.
equality groups. what and how to
monitor customer/
4.3 Tourism visitor profiles.
4.3.1 Ensure that best 6-9 • Implement and Dec • 'Tourism for All' Tourism
practice in promote bespoke 2008 initiatives are
welcoming disabled projects developed to developed within
visitors is promoted highlight exemplar each sub-region
widely. activity ('Visit Chester' to increase
and 'One-Stop-Shop awareness of
for Accessible disability and
Tourism in Europe'). equality.
• Sub-regional events • Accessibility of
run by the Northwest our tourism
Regional Tourist. industry
improves.
48 49
Appendix One: Developing the scheme
Findings from Staff Survey
• Over three quarters (76.1%) said that there were no and external awareness and 20% gave no response.
Background to the Survey To what extent is equality and diversity relevant to your
job role?
reasons preventing them or the Agency from taking One respondent commented "Practice what we preach
Successful equality schemes must fully engage with the action on equality and diversity. For those who said that and ensure that the Scheme is not a tick box exercise
staff that will deliver and implement them. By collecting there were barriers, the most frequently cited (72.7%) and the theory is embedded in the organisation”.
staff views and involving them fully in the drawing up the Extremely relevant was 'not considered a priority' (see graph below).
• When asked about the two main challenges to the
scheme, this Single Equality Scheme should be more Relevant Others commented that it is hard to take time away
Agency in terms of progressing on equality issues, 20%
reflective of the priorities and realities of the business Not very relevant from their role and they do not know how it affects their
Irrelevant said getting buy-in/commitment/involvement from all
and have a higher degree of ownership by staff. The staff role. NWDA needs to ensure that the Single Equality
Poor staff/stakeholders and 10% said lack of knowledge/
survey did not take place in isolation and was conducted Scheme promotes equality and diversity linked to
awareness. The detailed breakdown can be viewed in
as part of an extensive package of consultation activity business priorities. One respondent commented that
the graph below.
that also included focus groups with each directorate, the Agency should "ensure that the scheme is linked
staff interviews and a learning seminar. to our corporate plan objectives and business planning What do you think are the main two challenges that the
• Over 70% felt that equality and diversity was either to ensure that actions tie in with what directorates Agency faces in terms of progressing on equality issues?
The survey was designed to collect the views of staff to
'relevant' or 'extremely relevant' to their job role. Around are doing".
feed into the Single Equality Scheme. The findings are
presented below. 20% thought it was 'not very relevant' and 4% thought
it 'irrelevant'. This shows that most appreciate the Please select the equality priority from the list below which Other
Headline Messages relevance of equality and diversity, but that there may you feel is the most important for the Agency to address
The findings from the survey suggest three priority still be some individuals or directorates for whom it
Tackle disadvantage and social exclusion Lack of knowledge/awareness
aspects for consideration in the Single Equality Scheme: feels less relevant. One respondent commented that within the region
the Agency should "make convincing arguments that
• It will be essential to achieve buy-in from all staff and equality is important to what the Agency is here to do", Ensure that diversity is considered
Difficult with practical
implementation of policy
Equality Priority
stakeholders; superficial awareness is good, but the some parts of the business may therefore require a through procurement
survey suggest that NWDA needs to go further to targeted approach to convince them of the relevance
Achieving diversity in recruitment
improve understanding to them. Improve the way that we consult with
different groups in the Northwest
• Staff will need to understand how the scheme impacts • When asked which strands the Agency is currently People just paying lip-service
upon their role within the organisation addressing respondents said (in order from the most to to the idea
Increase staff awareness of the equality
0 2 4 6 8 10 12 14 16 18
• Staff will need support to enable them to implement least frequently cited); Race and Ethnicity, Gender, issues and how impacts on their job
Number of responses
the scheme and take appropriate action. Disability, Age, Religion or Belief, Sexual Orientation. 0% 10% 20% 30% 40% 50%
This is unsurprising given the three existing schemes Percentage of respondants
Key findings and statutory duties. The challenge in the Single
• Just over two thirds of respondents felt that the Equality Scheme will be to raise the profile of the other • The priority identified as the most important for the • Of the 23% of respondents who selected 'other', their
Agency's current position was good, very good or three themes. Agency to address was to increase staff awareness of responses included;
excellent. A third thought that its position was average, the equality issues and how it impacts on their job. The • "Sometimes due to the make-up of an area or a
and a few (4.3%) felt it was poor. second most popular was to tackle disadvantage and profession it's difficult to have true representation from
If yes, what do you perceive to be the barriers for the social exclusion within the region.
• Over 80% of respondents were aware that the Agency Agency in addressing equality and diversity? all different races, genders, etc"
has already got three existing equality schemes • Awareness of the existing equality schemes is good; • "Complacency, thinking we have done it all and
covering Race, Disability and Gender and this shows however responses to these latter questions suggest therefore not keeping up with developments"
Work pressures/difficult to
that general awareness of the existing schemes is high. take time away from my role that the difficulties arise when knowing how equality
issues impact on people's jobs and how to go about • "To achieve consistency across the Agency"
Not considered a priority
• Around 50% of respondents rated their confidence as addressing them. Increasing awareness will therefore • "To have a positive impact on the wider community"
moderate in relation to equality and diversity and 37% need to be about not only increasing awareness but
Do not know how it affects
rated it as high. Only a small number (3 people, 6.5%) my role also the practical and implementation elements of the • Achieving buy-in from staff and achieving real
rated their confidence as very high and 6.5% rated it as Other (please specify) Single Equality Scheme. integration of the policy occurred consistently in
low or very low. This shows that most staff already feel comments from respondents, with one stating that a
fairly confident in addressing equality and diversity • When asked about the best way to ensure that the challenge will be achieving "buy-in from staff and
issues and indicates a good baseline of staff resources. Equality Scheme is a key element of all that the making sure that isn't just given lip service. Staff may
Agency does, almost a quarter chose incorporation into attend training, but it's just that training, a tick in the
all aspects of work/business, 22% said raising internal box exercise".
50 51
Appendix Two: Glossary of terms Appendix Three: Organisations consulted
BME: refers to Black Minority Ethnic groups and is the GVA: Gross Value Added measures the contribution to The Single equality scheme was sent out electronically
language often used within the equalities field. Other the economy of each individual, product, industry or to 300 organisations who responded electronically.
agencies use the acronym BAME, which refers to Black, sector in the United Kingdom In addition the NWDA held a range of sub-regional and
Asian and Minority Ethnic groups. strand consultations as detailed below.
ICT: Information and Communication Technology.
Community cohesion: Concern about community
Inclusive design: designing an environment that can be
cohesion came out of the recent unrest in some of the
used equally by everyone, regardless of disability, age, Area consultations Strand consultations
Northern Cities such as Oldham. The aims of various
ethnicity or gender.
community cohesion initiatives are to appreciate and
1. Lancashire 6. Disability
celebrate diversity between people in local communities, LGBT: Lesbian, gay, bi-sexual and transgender.
UCLAN Breakthrough UK Ltd
promote understanding and reduce hostilities.
Mainstreaming: The integration of equalities into policy Business Link NW
Disabled: The Disability Discrimination Act defines development, implementation, evaluation and review. Lancashire Economic Partnership 7. Age
a disability as a 'physical or mental impairment which Each part of the organisation accepts its own North West Forum on Age (5050 vision)
has a long-term and substantial adverse effect responsibility for promoting equality of opportunity and 2. Merseyside Help the Aged
on an individual's ability to carry out normal day challenging discrimination. Liverpool Community Network Age Concern
to day activities' New Heartlands The Age and Employment Network
Procurement: The process by which public sector
Halton Strategic Partnership Jobcentre Plus
Diversity: The differences in values, attitudes, cultural bodies purchase services from both private and
LTP Support Unit The Federation of Small Businesses
perspectives, beliefs, ethnic background, sexuality, voluntary sector organisations. Central Government is
skills, knowledge and life experiences of each individual increasingly interested in local authorities and other Merseyside Policy UNit
Liverpool Vision 8. Religion and belief
in any group. agencies procuring services delivered by voluntary
North West Forum of Faiths
organisations instead of delivering those services
Economically active population: those who are in 3. Cheshire
directly.
employment and those who are unemployed but actively Visit Chester & Cheshire 9. Sexual orientation
looking for work. RDA: Regional Development Agency. Warrington Borough Council LGF Manchester
Social exclusion: A term for what can happen when Cheshire and Warrington Economic Alliance Salford City Council
Employment rate: the number in employment
people or areas suffer from a combination of linked Cheshire County Council BiPhoria
expressed as a percentage of everyone in that age
problems, such as unemployment, poor skills, low The Village CAB
group (in this case, all those of working age).
incomes, poor housing, high crime environments, bad 4. Greater Manchester
Engagement: Engagement can be defined as actions or Manchester Enterprises 10. Gender
health and family breakdown.
processes undertaken to establish effective relationships Tameside MBC Enabling choices
with individuals or groups so that more specific Social inclusion: The position from where someone can
interactions and understanding can take place. access and benefit from the full range of opportunities 5. Cumbria 11. Race
available to members of society. It aims to remove South Lakeland District Council Help the Aged
Equality: This is the vision or aim of creating a society
barriers for people or for areas that experience a University of Cumbria Cheshire Halton and Warrington Racial Equality Council
free from discrimination, where equality of opportunity is
combination of linked problems such as unemployment, Learning & Skills Council Equality and Human Rights Commission
available to individuals and groups, enabling them to live
poor skills, low incomes, poor housing, high crime One North West
their lives free from discrimination and oppression.
environments, bad health and family breakdown. Remploy
Equality groups: Where not explicitly stated, this Lancashire BME Pact
Worklessness: Worklessness is defined as detachment
includes black and minority ethnic groups, disabled Hyndburn Cultural Association
from the formal labour market in particular areas, and
people, women, those from faith communities, older Barnardos
among particular groups. Workless individuals include
people, those who are lesbian, gay, bisexual and Black Health Agency
individuals who are unemployed and claiming
transgender and other groups who may experience Oxfam
unemployment benefits, individuals who are
disparities in opportunity from realising their potential.
economically inactive and eligible for inactive benefits
EIA: Refers to an Equality Impact Assessment, which is (who may or may not be claiming them), and individuals 12. Cross-cutting
the process for ensuring that all functions, policies, who are working exclusively in the informal economy North West Equality & Diversity Group
programmes and projects consider the needs of different (who may or may not be also claiming benefits).
groups/communities.
ECOTEC
Functions: The full range of activities carried out by a
Rose Court, 2 Southwark Bridge, London. SE1 9HS
public authority to meet its duties.
T +44 (0)845 630 8633
Gender Pay Gap: Refers to the difference in average F +44 (0)845 630 8711
hourly earnings between male and female employees. www.ecotec.com
52 53
Appendix Four: References for the NWDA
Single Equality Scheme
Statement Page Reference Statement Page Reference
With almost seven million inhabitants and 230,000 6 http://www.nwda.co.uk/who-we-are/about- The gap between Northwest output and what it 8 North West Regional Assembly – Revisions to
companies, the Northwest is the UK’s largest regional englands-northwest.aspx would be if the region were at the England average is regional GVA
economy, worth a remarkable £106 billion - a tenth £17.8bn. This GVA output gap is accounted for by, http://www.nwrpb.org.uk/downloads/documents/j
of the overall UK GDP and is one of only three £3.5bn due to fewer people working than the ul_07/nwra_1185461472_Economic_Briefing_Not
regions to contribute positively to the UK’s balance 6 Northwest Regional Economic Strategy 2006 England average and £14.3bn due to lower e-_060707.pdf
of trade. productivity of those people in work.
The population of the Northwest is forecast to grow 7 North West Regional Intelligence Unit, Research
by 7.4% by 2020. The majority of the growth will Summary; Revised sub-national population
There is a great deal of untapped potential within 8 http://www.nwua.ac.uk/publications/..%5Cdocs%
come from those aged 65 and over. projections 2004, published 2007.
younger people in the region. In June 2006, 10.5% of 5Cpdf%5CFinal_NW_Statement_of_Skills_Prioriti
16-18 year olds in the Northwest were in the Not in es_2007-2010.pdf
By 2010 only one in five people of working age will 7 http://www.celebr8.org/our-aims.htm Education Employment or Training (NEET) group
be white, male non-disabled and under 45. compared to 8.6% nationally. 19,000 young people in
the region were outside education and employment.
The economic value of the 'Pink Economy' in the UK 7 http://www.lda.gov.uk/server/show/ConWebDoc.
is estimated to be around £95 billion and in 1484 Regeneration programmes and equality of 8 Office of National Statistics 2002/2003
Manchester, Liverpool and Blackpool the Northwest opportunity have the potential to target
has some of the most vibrant gay and lesbian areas disadvantaged communities. Our BME population is
in the UK. heavily concentrated in some of our most deprived
areas and people of Asian origin have the lowest
Overall faith communities in the Northwest generate 7 Faith in England's Northwest : Economic Impact employment rate – Bangladeshi and Pakistani people
between £90.7 million and £94.9 million per annum Assessment, Report produced on behalf of the are 30% less likely to be in employment in the
to civil society in the region. Northwest Regional Development Agency by Northwest.
DTZ Pieda Consulting. February 2005.
Some faith communities experience barriers to their 8 SQW 2004 from 2001 census
full economic participation: only 48% of Muslims in
The black minority ethnic (BME) population generates 7 SQW 2004 the region are economically active.
£1.66bn for the region's economy, with 19,000 BME
owned businesses and 104,000 people from BME Women are more likely than men to have no 8 http://www.nwriu.co.uk/informationresources/158
communities in the region's labour market. qualifications as well as having lower earnings; a 0.aspx
Celebr8 more equitable situation will have a direct impact on
the gross income within the region.
The annual spending power of disabled adults is 8 http://www.disabilityequalsbusiness.org.uk/do/list.
estimated to be £80 billion. py/view?listid=23&listcatid=102&
Family Resource Survey 2002/2003 Just over one-fifth of the working age population are 8 http://www.shaw-trust.org.uk/page/6/89/
disabled and they are over twice as likely as non-
disabled people to have no qualifications and to be
If the same proportion of women to men were in 8 SQW 2004 economically inactive.
higher level occupations the increase to the
Northwest's gross income would be up to £16bn.
54 55
Statement Page Reference Statement Page Reference
Employment rates for people aged 45-64 are below 8 Office of National Statistics 2002/2003 Over 20% of the working age population of the 18 DISABILITY RIGHTS COMMISSION
the national average and those aged 55 and over are Northwest is disabled. 42% of disabled people in the DISABILITY BRIEFING
disproportionately employed in lower-skilled Northwest are in employment compared to 50% May 2007
occupations. The region's ageing population requires nationally. If the region were to get up to the national http://www.equalityhumanrights.com/Documents/
employers to value the contribution of older workers. average that would mean an additional 69,000 Disability/General_advice/Disability_Briefing_May
people in employment. 2007.pdf
13% of Britain's workforce have witnessed verbal 9 Living Together 2007
anti-gay bullying at work. http://www.stonewall.org.uk/documents/living_tog The percentage of people on Incapacity benefit, who 18 DWP benefits claimants November 2007 –
ether_final_web.pdf are of working age, is 9.2% in the Northwest, much NOMIS website
higher than the England average of 6.4%
The population of the Northwest is forecast to grow 17 2001 Census
by 7.4% by 2020. The majority of this growth will North West Regional Intelligence Unit, Research The spending power of disabled people in the UK is 18 http://www.disabilityequalsbusiness.org.uk/do/list.
come from those aged 65 and over. Older people will Summary; Revised sub-national population estimated to be around £80 million per annum. py/view?listid=23&listcatid=102&
therefore grow in their significance as a customer projections 2004, published 2007
group and proportion of the workforce, often able to Bringing more disabled people into employment and 18 Wealth Bringers report 08
provide mentoring roles in business and a potential business, could have a net benefit of combined http://www.nwda.co.uk/news--events/press-
source of experience. public expenditure savings and better productivity of releases/200801/wealth-bringers.aspx
The proportion of people under the age of 40 without 18 European Social Fund: Equality and Diversity over £339 million in the Northwest.
any formal educational qualifications is, at 8% smaller Good Practice Guide
than the proportion of those in their 40’s (12%) which http://www.esf.gov.uk/_docs/502761_ESF_GP_Ag The male employment rate in the Northwest is 75.7% 18 https://www.nomisweb.co.uk/output/dn67138/{8A
is, much smaller than the proportion for those in their e_v4.pdf compared to 68.6% for females in the region FA142C-4422-4B1A-8FCB-
50’s (21%). There is hardly any difference for those in 06776D48AB05}/nomis_2008_08_11_164551.xls
their 20’s and those in their 30’s. Annual Population Survey: Jan 2007-Dec 2007
http://www.poverty.org.uk/34a/index.shtml In 2005 Women's average hourly earnings in the 18 Annual Survey of Hours and Earnings (ASHE)
Northwest were 12.7% less than men in the region. 2005
Older people already make a valuable contribution to 18 Action for Equality – celebrating diversity and
GVA in the region; those between 50-69 contribute creating opportunity for all in the Northwest
Despite significant social change over the last 75 18 '75 YEARS ON': Equality for women and men
23% of NW GVA. http://www.nwda.co.uk/pdf/Action_for_Equality-
years, there is still a significant gender gap in today?, 2003:
Northwest_Equality_and_Diversity_Strateg.pdf
employment. There is a 19% pay gap between the http://www.equalityhumanrights.com/Documents/
hourly rate of pay of full-time working men and EOC/PDF/Research/talking_equality.pdf
In June 2006, 10.5% of 16-18 year olds in the 18 http://www.nwua.ac.uk/publications/..%5Cdocs% women, and a gap of 41% between part-time
Northwest were in the NEET group compared to 8.6% 5Cpdf%5CFinal_NW_Statement_of_Skills_Prioriti workers. 75% of women work in the five lowest paid
nationally. 19,000 young people in the region were es_2007-2010.pdf sectors, and half of parents have no access to
outside education and employment. flexible working. Women generally retain the key
responsibility for childcare, which is recognised to
limit their opportunity to realise their potential at work.
56 57
Statement Page Reference Statement Page Reference
Female managers are paid on average 12% less 18 National Management Salary Survey 2007 (CMI) Approximately 60,000 new worker registrations have 19 NWDA Migrant Workers Draft – Policy Group
than men doing the same role. as reported in the Times 5/9/07 been documented in the Northwest between May April 18th 2008
http://women.timesonline.co.uk/tol/life_and_style/ 2004 and December 2007 – mainly from Poland, but
women/article2388419.ece also Lithuania, Latvia and other A8 countries.
A recent report showed the number of female senior 19 Pricewaterhouse Coopers LLP Monks pay survey The Northwest has a lower BME employment rate 19 Office of National Statistics 2002/2003
managers working in major UK businesses has taken – March 2007 then the national average. The UK average stands at
a sharp fall of over 40% in the last five years. In http://www.ukmediacentre.pwc.com/Content/Det 61% but the average for the Northwest is just 51.7%.
2002, some 38% of senior manager level posts in ail.asp?ReleaseID=2254&NewsAreaID=2 Bangladeshi and Pakistani people are 30% less likely
the FTSE 350 were occupied by women, this has to be in employment in the Northwest - it is
now dropped to just 22%. Leadership and imperative that the region maximises the economic
management programmes need to consider how participation of all groups.
they address this trend.
The Women and Work Commission estimated that 19 Opportunity Now : Women and work : the facts - Across the UK, ethnic enterprises contribute 19 http://www.berr.gov.uk/files/file38528.pdf
increasing and changing women's participation in the http://www.opportunitynow.org.uk/research/wome £13 billion a year to the economy and according to
labour market could be worth between £15 billion n_and_work_the_facts/index.html GEM UK 2004 most ethnic minority groups are more
and £23 billion a year. If there was the same entrepreneurial than their white counterparts, but
proportion of women to men in higher level are more likely to experience barriers such as access
occupations in the Northwest, the estimated to finance.
contribution is up to £16bn higher gross income.
If BME employment rates in the region matched the 19 SQW 2004
In the decade between 1999 and 2009, 50 per cent 19 Enterprising People Enterprising Places. National national average, between £890 - £944m would be
of the growth in the UK workforce will come from Employment Panel 2005 generated for the regional economy. 42% of Asian or
ethnic minority communities. Asian British have low or no qualifications compared
to only 32% of the white population.
The Northwest has a BME population of 5.5%. After 19 Office of National Statistics 2002/2003
London, the Northwest and the West Midlands have
the next highest ethnic minority populations. This 19,000 businesses in the Northwest are BME owned. 19 Quoted by NWDA:
population has a younger age structure than the http://www.nwda.co.uk/areas-of-
average and therefore will become more prominent work/business/enterprise/bme-enterprise.aspx
when looking at the future make up of the regions
working age population. This presents opportunities In the Northwest, at the time of the 2001 census, 20 Office of National Statistics 2002/2003
to develop more diverse workforces, but it also 78% of people in the region stated their religion as
means that the disparity between the qualification Christian, higher than the England average of 71.4%.
levels of different groups needs to be addressed. Evidence from the same census shows that only
48% of Muslims in the region were economically
In 2004, nationally, Bangladeshis and Pakistanis were 19 http://www.statistics.gov.uk/cci/nugget.asp?id=46 active (compared to 73% of Christians and 69% of
the most likely to be unqualified. Five in ten (49%) 1 Hindus) and 7% of Muslims were unemployed
Bangladeshi women and four in ten (40%) http://66.102.9.104/search?q=cache:eDngKiNeq compared with 4% of Christians.
Bangladeshi men had no qualifications. Among QwJ:www.transversal.org.uk/core/core_picker/do
Pakistanis, 35% of women and 29% of men had wnload.asp%3Fid%3D109+Low+or+no+qualifica
no qualifications. tion+32%25+of+the+white+population+LSC&hl
=en&ct=clnk&cd=7&gl=uk
http://www.statistics.gov.uk/cci/nugget.asp?id=461
58
Statement Page Reference
The value of religion in the region in economic terms 20 Faith in England's Northwest : Economic Impact
equates to between £90.7m and £94.9m which is Assessment, Report produced on behalf of the
generated by faith communities through volunteering Northwest Regional Development Agency by
in care and support services, faith tourism etc. DTZ Pieda Consulting. February 2005.
Religion and belief contribute to the cohesion and 20 Faith based regeneration network in the UK :
the attractiveness of the region. Research http://www.fbrn.co.uk/Faiths4Change.htm
demonstrates that faith communities are strongest
where social need is highest, this religious
infrastructure can provide both support and one way
to engage 'hard to reach' groups.
Lesbian, gay and bisexual people (LGB) make up 5- 20 http://www.diversityworksforlondon.com./server/s
7% of the UK population. Recent data (2008 how/nav.00600l006
published) suggests that the size of the LGBT
community in the Northwest is 612,000, which
equates to 240,000 people of working age and in
2001 there were 8,400 recorded same sex
households in the Northwest.
Gay men played a key role in the gentrification and 20 http://www.mangeogsoc.org.uk/pdfs/hindle.pdf
redevelopment of Manchester City Centre in the late
1990's, in eight years from 1991, the population of
the city centre had increased six fold, and surveys
suggest that a quarter of city centre households, at
this time were headed by gay males. Manchester's
gay village has transformed a rundown area of the
city into a cosmopolitan area attractive to all parts of
society.
A survey of gay men and lesbians’ earnings suggests 20 http://www.guardian.co.uk/uk/2006/jan/23/
that they outstrip the straight salary by up to £10,000 money.gayrights
a year.
There is now an estimated £70bn ‘Pink Pounds’ 20 http://www.guardian.co.uk/uk/2006/jan/23/
earned and spent in the UK every year. money.gayrights