Southend-on-Sea Borough Council Agenda
Item No.
Report of Chief Executive and Town Clerk
to
Cabinet
on
26 September 2006
Report prepared by: Paul Greenhalgh
Equalities and Diversity
Economic and Environmental Scrutiny Committee
– Executive Councillor: Councillor Foster
A Part 1 Public Agenda Item
1. Purpose of Report
1.1 To provide an update on the Council’s work relating to equalities and diversity
issues and to establish arrangements for a project board to oversee the work of
the Equalities and Diversity Steering Group.
2. Recommendation
2.1 That the draft equalities policy ‘Valuing Diversity’ be agreed for external
consultation.
2.2 That a Project Board be established to oversee the work of the Equalities and
Diversity Steering Group, and that the membership of the Project Board be as
set out in paragraph 3.8 of the report.
3. Background
3.1 The Council previously had an equalities working group whose task it was to
bring the Council to Level 1 of the Local Government Equalities Standard.
However, the co-ordinator has left and the group has not met for some
considerable time. Meanwhile, although there are some parts of the Council
where there is good practice in this area of work, the Council has received
negative feedback about its work on equalities in some recent inspections.
3.2 The Council has recognised that overall it needs to improve its work in this area.
One of the Council’s seven Critical Priorities relates to organisational
development, and work on equalities issues is one of the three strands of this
work (Cabinet paper June 2006 2006-07 Critical Corporate Priorities
Programme). The key objective set out for this area of work is the commitment
to achieve Local Government Equalities Standard Level 2 by the March 2007.
3.3 The Local Government Equalities Standard provides a framework for local
authorities to develop good practice relating to issues of equality and diversity.
Within the framework there are five levels of achievement. The framework
relates to six areas of equality and diversity practice: age, race, faith, disability,
gender and sexual orientation. Appendix 1 provides further background on the
Local Government Equalities Standard.
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3.4 As a result of the Council’s commitment arising from the June 2006 Cabinet
report referred to above, an Equalities and Diversity Steering Group, consisting
of assistant director and other representation from across the Council, has
begun its work.
3.5 In order to achieve the early levels of the Local Government Standard, the
Council is required to have a ‘Comprehensive Equalities Policy’, which sets out
the Council’s vision for this area of work, makes links to other Council’s policies,
and sets out the arrangements for Equality Impact Assessments. In order to
achieve Level 2 of the standard, the Council has to have undertaken Equality
Impact Assessments. The purpose of these is:
to provide evidence-based assessment of the extent to which services are
fair and accessible and meet legal requirements;
to recognise strengths and weaknesses and to set objectives for
improvement.
3.6 The working group has prepared a draft policy, which has been amended as a
result of consultation with managers across the Council. The policy is set out
as Appendix 2 of this report. The policy meets the criteria set out by the Local
Government Equalities Standard and it is recommended that this policy be
agreed.
3.7 The officer Equalities and Diversity Steering Group is taking forward work on
the six strands of equality and diversity that are set out in paragraph 3.3 above.
The Council has also had a Disabilities Access Working Group, which has had
member representation, although this group has not met for some time. It is
proposed that a Project Board be established to oversee the work of the
Equalities and Diversity Steering Group. Given that this incorporates all six
areas of equalities work, it is therefore proposed to discontinue the Disabilities
Access Working Group.
3.8 It is proposed that the membership of the Equalities Project Board be as
follows:
3 Council Members
1 representative from Southend Together
1 representative for disability issues
1 representative from the Youth Council
1 representative of older people
1 representative of Southend Ethnic Minority Forum
2 officer representatives from SBC Equalities and Diversity Steering
Group.
3.9 The proposed terms of reference of the Equalities Project Board are:
To provide community leadership for the development of equalities and
diversity policy and practice in Southend.
To provide quality assurance and a mechanism of accountability for the
work of the Equalities and Diversity Working Group.
To provide opportunities for engagement with and accountability to
community representatives on the Council’s strategic developments of
equalities and diversity practice.
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That the group meet three times per year.
4. Corporate Implications
4.1 Resource Implications (Finance, People, Property)
The undertaking of Equalities Impact Assessments will require some time by
key managers across the Council. One of the outcomes of these assessments
is that equalities and diversity practice should become more readily embedded
as part of the ‘day job’ of officers across the Council.
4.2 Contribution to Council’s Vision & Critical Priorities
This work is one of three strands of the Council’s current critical priority relating
to organisational development and a high performing culture.
4.3 Consultation
The members of the Equalities and Diversity Steering group have been
consulted about the proposed policy and in turn they have consulted managers
across the Council.
4.4 Equalities Impact Assessment
The attached policy and template provides the tools for Equalities Impact
Assessments to be undertaken.
5. Background Papers
June 2006 Cabinet paper: 2006-07 Critical Corporate Priorities Programme
6. Appendices
Appendix 1: Equality and Diversity in Local Government: An introduction to the
Equality Standard for Local Government and what it means for us.
Appendix 2: Valuing Diversity: Comprehensive Equality Policy
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Appendix 1
Southend-on-Sea Borough Council
Equality and Diversity in Local
Government
An introduction to the Equality Standard for Local
Government and what it means for us
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What is the equality standard?
The equality standard for Local Government (‘the standard’) was established in 2001 and re-issued in
June 2006. The rationale for the standard is:
to help authorities keep up with the law on equality;
to support authorities in developing good practice on equality and diversity.
What are equality and diversity?
‘Equality’ is about providing everyone with equal access to council services, no matter where they live,
what background they come from, what sex or age they are or how able bodied they are.
‘Diversity’ is about providing services which respect, value and cater for the differences in the way
people would like /need to have them delivered.
Why are equality and diversity important?
Here are a few reasons:
As a community leader the Council has an important role in promoting positive community
relations.
Taking equality issues seriously will help us design and provide high quality services, which
better meet the needs of our customers. This will helps us deliver our core values on customer
care.
As an employer we need to make sure people who work for the council are treated equally.
This will help us attract and retain staff and help make sure that the council’s workforce reflects
the community in Southend.
There are specific legal duties on race and disability equality – using the Equality Standard
helps us integrate these into our daily operations.
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The legislation
There is legislation about a wide range of subjects which are designed to improve equality and respect
for diversity. The most important is:
The Act Description
To ensure that men and women have equivalent pay and
The Equal Pay Act
contracts of employment where they are doing work
1970
which is the same, or assessed as of equal value.
Nobody should be treated less favourably than another
Sex Discrimination
person on the grounds of their sex (male, female or
Act 1976
gender reassignment).
Race Relations Act A person cannot demonstrate discrimination on racial
1976 grounds. The act covers action not prejudice or bias.
This turns a lot of the advisory codes in the 1976 act into
statutory duties. Local authorities are required to
Race Relations
eliminate unlawful discrimination, promote good race
Amendment Act 2000
relations and equal opportunities. They must produce a
Race Equality Scheme.
Authorities must promote equal opportunities/positive
Disability
attitudes towards disabled people and eliminate unlawful
Discrimination Act
discrimination. The act aims to remove barriers which
2006
restrict disabled people’s lives.
This act creates a single body for discrimination and
equality – the Commission for Equality and Human
Rights (CEHR). It requires all suppliers not to
Equality Act 2006
discriminate against faith/belief in providing goods and
services. Local authorities must promote equal
opportunities between men and women.
A wide ranging piece of legislation about people’s
general rights and freedoms. Much of what this means in
Human Rights Act
practice is being set by cases decided in court. Recent
1988
examples include employment rights and entitlement to
public services.
The six equality strands in the standard for Local Government
The local government standard is based around six strands of work.
Introducti
Age on to the
Local
Governm
ent
Disability Race Equality
Standard
Equality of
opportunity The
and access Standard
has 5
levels.
Gender Faith These
form into a
Sexual performan
orientation ce
managem
ent cycle
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Valuing Diversity: Comprehensive Equality Policy
for equality and diversity, shown below.
Level 5 Level 1
We review We have an
the results equality Service
and achieve policy and delivery sits
our targets equality plan
here within
the
framework
The
Standard
Level 4 Level 2
We set up We consult on
information the policy &
systems and conduct
monitoring Equality Impact
Assessments
Level 3
We set
objectives
and targets
The Standard forms an umbrella for all of our work. If we are to deliver high quality services and our
community leadership responsibilities, this should be part of our day to day work.
Self assessment
The standard works mainly on a self-assessment approach. There are two main parts to this:
1. The council is required to assess progress at each level against a set of criteria. This happens
when the council thinks it has done enough to reach the next level. Levels 3 and 5 can’t be
obtained without an external audit.
2. Individual services assess major policies, strategies and projects using an Equality Impact
Assessment (EIA) template. This is an ongoing activity.
Making equality ‘mainstream’
‘Mainstreaming’ means that equality and diversity are part of the way we think and the way we do
things. For example:
A new leisure centre:
In designing and building a new leisure centre, we automatically think in
advance whether what we plan to build and the services which will run from
there will be equally available to everyone. If they are not, we think about how
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we can make them equally accessible. We also evidence in relevant cases
why we can’t achieve that outcome.
We need everyone to understand how they can make equality and diversity part of their ‘day job’. To
help this process, during the autumn managers will be asked to undertake Equalities Impact
Assessments of work across the Council. This will help us to be clear about our strengths and
weaknesses in this area of work and to better recognise where and how we need to build equalities
thinking into our day jobs.
The Corporate Equalities Steering Group (CESG)
This group is responsible for improving the Council’s work on equality and diversity. Its initial target is to
deliver the Council’s commitment to achieve Level 2 of the Local Government Equality Standard by
March 2007, as set out in the Council’s Critical Priority relating to Organisational Development.
The group is chaired by Paul Greenhalgh, Director of Children and Learning. He is supported by a
project manager and representatives from across the Council. The group currently meets every month.
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Southend-on-Sea Borough Council
VALUING DIVERSITY
1. Vision
1.1
Southend on Sea Borough Council is committed to the delivery of excellent
public services. Valuing diversity is at the heart of creating a better Southend,
by providing community leadership and fair and equally accessible services to
all citizens.
We are committed to promoting equality for all citizens, whatever their race,
gender, disability, sexual orientation, religion/belief and age.
1.2 We are committed to continuous improvement in valuing diversity and in promoting
equality in our three key roles as a Council:
as community leader in promoting positive community relations
in service delivery
in relation to our own staff.
Promoting positive community relations: We want Southend to be a place in
which:
the Council is an example of excellent equalities practice that other organisations
locally aspire to follow;
diversity is a strength;
people’s differences are valued, understood and respected;
everyone takes up their responsibility to promote good relations between all parts of
our community;
discrimination or harassment of any kind will be challenged.
Service delivery: We want our services to:
be available based on principles of equality (subject to resource constraints) to all
that need them;
recognise diversity and respond appropriately to customers’ needs;
be fully accessible (reflecting our understanding of any barriers to access and work
to eliminate such barriers);
be appropriate to the service user in both content and delivery method;
improve outcomes for different groups in our community.
Our own staff: As an employer we want:
our employment practice to be an excellent example to others and for staff to feel
valued;
our workforce to reflect the community we serve;
our staff development activities to offer equal opportunities and to value diversity.
1.3 This policy sets out how we will make improvements in these areas.
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2. The local authority, equality and the law
2.1 Southend-on-Sea Borough Council is committed to achieving The Equality Standard for
Local Government. The Standard provides a framework through which the local
authority ensures that it is addressing its legal obligations under anti-discrimination law.
2.2 This policy has been prepared with regard to the legislative framework relating to the
elimination of discrimination in the workplace and in the provision of services including
the following principal statutes (as amended): -
The Equal Pay Act 1970
The Sex Discrimination Act 1975
The Race Relations Act 1976
The Disability Discrimination Act 1995
The Human Rights Act 1998
Disability Discrimination Act 2005
The Equality Act 2006
This does not purport to be an exhaustive list.
In addition regard has been had to regulations implementing European Directives on
the elimination of discrimination and also to relevant guidance and Codes of Practice.
A summary of the requirements of the legislation will be provided to support the
equality impact assessment process that is set out in this policy.
3. Improving equality in service delivery & employment: principles
3.1 We are committed to improving equality in service delivery and employment by:-
securing active commitment of our staff both corporately and in each department;
committing resources to improve equality practice;
identifying groups within the community whose needs/requirements are less well
met by council services than those of other groups, through an impact and
needs/requirements assessment;
securing community and workforce profiling and monitoring service usage, equality
action planning and equality target-setting within all departments and service areas;
ensuring clear lines of responsibility are in place for undertaking actions set out in
this policy;
undertaking systematic consultation with communities, stakeholders and staff;
monitoring progress and providing challenge where necessary;
ensuring audit and scrutiny of equalities practice.
4. Consistency with other policies
4.1 We are committed to ensuring that the Council’s Community Strategy, as required under
the Local Government Act 2000, is amended in the light of equality needs/requirements
assessment.
4.2 This policy is consistent with the Council’s Race Equality Policy (Sept 2003). The
Race Equality Policy is being updated as part of our process (described below) for
Equality Impact Assessments.
4.3 Our Disability Equality Scheme, showing how we will fulfil our duties under the
Disability Discrimination Act 2005, will derive from our Equality Impact Assessments
planned for all service areas in autumn 2006.
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4.4 We have a range of policies relating to our equalities duties as an employer.
4.5 From July 2006, all Cabinet reports will assess the impact of equalities issues.
5. Equalities Steering Group
5.1 Southend-on-Sea Borough Council’s previous Equalities Steering Group focussed on
developing organisational readiness for Level 1 of the Local Government Equalities
framework. In 2006 the Steering Group was reviewed and re-established with a
different membership, and with a remit to support improvement in practice through use
of the Local Government Equality Standard tool. The group is chaired by a Director
and contains champions from all departmental areas. Membership is set out in
Appendix 1. Improvement will be secured by:
developing and consulting on a diversity policy that contains a restatement of vision
and principles;
overseeing department self-assessments and actions with every department to
ensure achievement of Level 2 of the Local Government Equality Standard by
March 2007;
supporting and challenging managers in consultation and the rolling programme of
assessments;
overseeing work across the Council to gain higher levels of the Equality Standard in
future years, with the next objective being Level 3 by December 2007.
6. Self Assessment: Impact Assessments
6.1 Equality Impact Assessment is a tool for improving Council services. It can help staff
develop excellence in the delivery of services by ensuring that they create fair access,
maximise participation and opportunity for people from different groups in our
community and comply fully with relevant legislative requirements. They provide an
opportunity for staff to think carefully about the impact of their work on local people and
other staff.
6.2 The Equalities Steering Group will provide a framework for self-assessment. It will:
set out a Corporate self-assessment framework and provide any necessary
training;
provide support and challenge for departmental self-assessment;
ensure corporate validation of departmental self assessments;
arrange for corporate auditing of a sample of self-assessments (see below).
6.3 There are three steps associated with the assessment:
1. Scoping and setting out hypotheses
2. Data collection and evaluation
3. Action Planning
As part of the process the impact of relevant policies and procedures upon the service
will also be reviewed. The self-assessment will help with the formation of equality
objectives. We will ensure systems are in place for information collection and
monitoring that will measure progress against the objectives.
6.4 In prioritising the gathering of the base data that will inform objective setting, the
authority will:
a) adopt the principle of identifying those functions which are likely to have a
differential impact on specific groups, e.g. with regard to social services for elderly
people, the differential impact is likely to be most significant for disabled women;
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b) undertake a risk assessment in relation to the functions of the local authority to
ensure there are legally compliant;
c) consider departmental and cross-cutting agendas to determine the organisation of
impact and Needs/Requirements Assessments.
6.5 The framework for Southend-on-Sea’s Impact Assessments is set out in Appendix 1.
6.6 The team for carrying out Impact Assessments should normally be led by the service
manager supported by other relevant employees, with stakeholder involvement.
7. Support and challenge for the impact assessment process
7.1 The requirement for all managers to be involved in equalities impact assessment will be
included within the objectives set under the Council’s Performance Management
procedures.
7.2 All nominated leads for service impact assessments will be expected to attend
briefings.
7.3 Workshops will be provided during the period of self-assessment so that teams have
the opportunity of working on their self-assessment in a supportive environment which
provides opportunities for collaborative learning and in which advice is on hand.
7.4 A resource list of both internal and external sources of advice will be made available so
that those undertaking impact assessments have the opportunity to commission tailor-
made advice.
7.5 Both internal and external peer reviews will be undertaken of a sample of impact
assessments. We aim to put in place external peer reviews by staff from authorities
with recognised track records in equalities practice.
7.6 The Equality Steering Group will monitor progress.
7.7 Training for staff and members will underpin not only the above but the forward delivery
of action plans. Such staff development is seen as an integral part to the Council’s
People Management Strategy.
8. Corporate assessment of proposed equality objectives and targets
8.1 The Equalities Steering Group will evaluate the proposed objectives and targets that
arise from the Impact Assessment. This evaluation will consider whether objectives are
focussed impact and outcomes.
8.2 Impact objectives relate to actions to improve service delivery for particular user-
groups. Outcome objectives relate to measurable indicators, e.g. increasing usage in
% terms by particular user groups.
9. Partnerships and contracted services
9.1 It is expected that the work of contracted services and partnerships will reflect the
principles and objectives of this policy and that identified areas for improvement will be
embedded into these arrangements.
9.2 Partnerships and contractors will be urged to:
endorse the Council’s Valuing Diversity Policy;
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ensure that partnership practices are in line with the policy;
demonstrate evidence that services are being planned and delivered to maximise
equality of access and to minimise differences in outcomes for different groups in
the community;
reflect excellent equalities practice in joint commissioning arrangements.
9.3 The monitoring of the employment aspects of equality practice in services that are
contracted out will be undertaken as part of the procurement and contract management
and monitoring processes.
10. Monitoring and Publication
10.1 The Council is committed to continuous improvement of its equalities practice. To
secure quality assurance of this, the Council ensures that monitoring of practice takes
place at various levels.
Service managers are responsible for ensuring delivery of objectives set out in
impact assessments. They will be accountable to the relevant Assistant Director for
ensuring that relevant, accurate and timely monitoring information will be available.
Each department should ensure that groups put in place appropriate monitoring
and information systems. This process may be embedded within existing groups,
with evidence-based reporting and a clear monitoring programme.
Directors are responsible for ensuring that management information on
performance relating to equalities is considered regularly as part of the suite of
management information considered by the department.
The Corporate Management Team is responsible for ensuring that a prioritised
selection of management information relating to performance in equalities practice
is considered on a regular basis, and reported to Cabinet as part of regular
reporting of performance management information.
Members are responsible for scrutinising the above information as reported to
Cabinet. In addition, the Council requires that all Cabinet reports will consider
diversity and equalities issues. Scrutiny will therefore have every opportunity to
consider the embedding of diversity and equalities practices. The objectives for
Scrutiny will be: demonstrate evidence that services are being planned and
delivered to maximise equality of access and to minimise differences in outcomes
for different groups in the community
10.2 There is a legal requirement to publish equality impact assessments. Our impact
assessments will be made available on the Council’s web-site.
11. Audit
11.1 During 2006-07 financial year Internal Audit will audit the following:
A sample of Impact Assessments;
A sample of equalities management information considered by departmental
management teams and the Corporate Management Team
11.2 Henceforth the implementation of services equality action plans will be the subject of
the regular programme of audits.
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12. Background papers and examples of good practice
12.1 The Equality Standard for Local Government (Commission for Racial Equality, Equal
Opportunities Commission, Employers Organisation, Dialogue, Local Government
Association, 2004)
Equality Impact Assessments, Guidance for Managers, London Borough of Tower
Hamlets
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APPENDIX 1
Membership of Equalities Steering Group
Pam Bath Investigation Manager, Benefits
Ade Butteriss Strategy and Performance Adviser
Dawn Brown Head of Intermediate Care and Physical & Sensory Disability Services
Graham Dare Assistant Director, Technical and Environmental Services
Jenny Fowers Community Services
Jim Grey Human Resources
Paul Greenhalgh Director of Children and Learning (chair)
Lee Harris Assistant Chief Executive
Andy Lewis Assistant Director, Leisure, Culture and Amenity Services
Bev Nash Strategy and Policy Adviser
Patrick Nolan Assistant Director, Borough Treasurers
Sue Cook Assistant Director, Children and Learning
Joanna Ruffle Assistant Director, Human Resources
Mark Thres Children’s and Access Head, Leisure, Culture and Amenity Services
Andy Wallace Head of Democratic Services
Janice White Head of Policy & Procurement, Community Services
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APPENDIX 2
Corporate Equality Plan
This plan comprises of three dimensions:
a) A summary of the target to achieve Level 2 within the Council’s Critical
Priority relating to organisational development.
b) An action plan setting out the links to the Local Government Standards for
Level 2 of the Equalities criteria.
c) A timeline of actions to be completed by the Equalities Steering Group
These are set out below.
a) Critical Priority Commitments Linked to Organisational Development
Target: reach the requirements of level 2 of the standard by March 07
Quarter 1
Action Plan
Identify senior equalities champion in each department
Assign project team
Quarter 2
Revised action plan
Impact assessments
Ongoing support and advice to managers
Quarter 3
Ongoing monitoring
Position statement by December
Quarter 4
Draft self-assessment by end March 07
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b) Action plan relating to criteria to be met achieve the Local Government Equality Standard Level 2 in Southend by March 2007
Reference Standard to be met Evidence needed to show standard is met Deadline Responsible
2.1 Corporate equality plan
2.1.1 Publish Corporate Equality Plan CEP shows relationship to Race Equality Scheme June 06 Chair of
CEP has been subject to consultation Consider draft for Equalities
Amended in light of consultation consultation Steering
Published in range of formats showing outcomes July 06 Group +
of consultation process and details of distribution Consult Strategy and
of final documents August 06 – performance
amend in light of adviser
consultation
2.1.2 Corporate Engagement in equality impact and Programme available showing allocation of July 06 Champions
needs/requirements assessment process responsibility for impact and needs assessments, and Chair of
details of DDA implications and timetable for Equalities
implementation and monitoring arrangements Steering
Group
2.1.3 Corporate mechanism for assessing development CEP contains details of how service level equality June 06 Champions
of service level equality objectives and targets objectives and targets will be assessed at a corporate and Chair of
level Equalities
Steering
Group
2.1.4 Corporate structure for overseeing development CEP contains details of how employment and service June 06 AD Human
of information and monitoring systems delivery monitoring systems will be overseen and co- CEP completed Resources
ordinated with monitoring duties of the Race Equality Sept-Dec 06 and Strategy
Scheme Impact and
assessments Performance
Adviser
2.1.5 Mechanisms for responding to harassment on Documented procedures agreed with staff, Sept 06 Strategy and
grounds of race, disability, gender, sexual community and other stakeholders Propose performance
orientation, religion/belief and age are in place List of nominated officers (including breakdown in Oct 06 adviser
terms of race, disability and gender) and evidence Consult
of training for such officers in responding to Dec 06
harassment issues Agree
Information about panel(s) and timetable of
meetings and reports of proceedings
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Recommended definition of racial incident, and
form of reporting such incidents is used – copy of
form
2.2 Consultation and community development and
scrutiny
2.2.1 Draft Corporate Equality Action Plan circulated to Draft CEP: June 06 Equality
community, staff and stakeholder groups with Contains clear objectives for consultation and Steering
consultation timetable and in range of appropriate scrutiny Group
languages and formats Available in range of languages and formats members
Contains proposals for equality self-assessment,
scrutiny and audit
2.2.2 Review equality content of Community Strategy Community strategy and draft equality action plans Aug 06 Strategy and
correspond performance
adviser
2.2.3 Consultation with designated community, staff and Consultation planned, held, reported on and co- July 06 Strategy and
stakeholder groups on all aspects of equality ordinated at a corporate level performance
policy Documentation shows how consultation has been adviser
used to inform equality plans and objectives Sept-Dec 06
2.2.4 Consultation with Members, employee Members and depts/service areas consulted July 06 Equality
representatives, depts and service areas on (dates + circulation list + attendance), consultation Outline Plan Steering
equality impact and needs/requirements reported upon, with reports for each dept/service Sept-Dec 06 Group
assessment and all aspects of CEP area Impact members
assessments
Sept 06-Feb 07
Members
2.2.5 Each dept and service area to engage in Dept held consultation meetings with community, Nov 06 Equality
consultation with designated community, staff and staff and stakeholder groups and Steering
stakeholder groups on equality impact and needs Reports for each dept/service area, containing Jan 07 Group
assessment and its service delivery implications of consultation for all services members
2.2.6 Each dept and service area to engage with Draft CEP contains guidelines for dept/service self- June 06 All relevant
equality self-assessment, scrutiny and audit on its assessment, consultation, scrutiny and audit managers
service delivery Sept – Dec 06
Depts
2.2.7 Seek to ensure equality policy and objectives are Documentation circulated to partners and Oct 06 Equality
incorporated into partnership arrangements consultation meetings held Steering
Group
members
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2.3 Service delivery and customer care
2.3.1 Engage in dept and service area impact and Each dept/service area has carried out a needs Sept – Dec 06 All relevant
needs assessment assessment for its area of service delivery managers
2.3.2 Engage in development of dept/service level Draft equal access plans cover all depts/service areas Sept – Dec 06 All DMTs
equality objectives and targets
2.3.3 Review of services should include the Procurement and contracted services reviewed with Strategy and
procurement function and all contracted services regard to Equal Access to Service Plan performance
and partnership arrangements All contractors meet equality criteria laid down in CEP Oct 06 adviser
CEP contains equality criteria through partnerships
2.3.4 Each dept and service area to establish planning Dept/service area groups established or aligned to Jan 07 All DMTs
groups for monitoring and information systems existing groups, functioning, with minutes
Plans set out service monitoring programme
2.4 Employment and training
2.4.1 Develop fair employment and equal pay policy Revised policies on ‘Pay’ and ‘Allowances’ currently June 06 JG
element of CEP out for consultation. EIA will be conducted as part of
this process.
New policies for Equality (Age) and Retirement have June 06 JG
been drafted and will be out for consultation by end of
June
2.4.2 Employment equality assessment of Local Labour Limited information currently available as part of BVPI Nov 06 PO’N
Market data collection and analysis to be developed
2.4.3 Engage in workforce profiling and equal pay Some workforce profiling is undertaken currently In hand PO’N
review but data quality is an issue. Work in hand to
‘cleanse’ data and to produce service/corporate
reports against equality strands
Equal Pay Review – completed phase 1 March Report by Sept JR
06. Further investigatory work in hand. 06
2.4.4 Adopt procedures to ensure that publicity for Reviewed as part of new contract arrangements Dec 06 KM
vacancies does not unfairly restrict range of with TMP
applicants Recruitment Policy and Guidelines to be JG
reviewed as overall policy review
2.4.5 Produce a standard range of application forms Application forms currently being reviewed in light Sept 06 KM
and JDs that are clear and explicit of pending age legislation
JD’s being reviewed to incorporate core KM
competencies and to ensure corporate template.
Once a standard template is agreed, jobs will not
be advertised unless the corporate standard is
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Valuing Diversity: Comprehensive Equality Policy
used.
2.4.6 Review personnel information system for PWU system to be reviewed for compliance with the Oct 06 PO’N
monitoring suitability including supporting Race Equality Scheme. Any shortfalls to be identified
council’s statutory ethnic monitoring duties and subsequent remedial action planned and costed.
2.4.7 All employment procedures consistent with EIA to be undertaken on all employment policies as Ongoing JG
current legislation and all relevant employment they are reviewed re-drafted as part of the overall
codes of practice policy review timescale. High risk/priority ones have
already been identified by CMT.
2.4.8 Develop a programme of equality training to Review to current training provision to be undertaken Feb 07 JG
support the CEP and departmental service and to identify:
objectives. Ensure training programme is Programme plan and training materials
consistent with training arrangements in Council’s Allocation of staff time
Race Equality Scheme. Appoint of trainers consistent with CRE guidelines
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Valuing Diversity: Comprehensive Equality Policy
c)Timeline for achieving Local Government Equality Standard Level 2 by March 2007
Equality Steering Group Meeting Other Actions
June Terms of reference and responsibilities of members Formulate legal check-list and
Introduce process and objectives. compliance requirements of
Consider Equality Policy (CEP) Race Equality policy
Arrangements for consultation Consult on CEP with managers
What is needed for Council’s Race Equality Inform staff of forthcoming
Scheme? process and its benefits
Progress on summary of legal requirements
External and internal sources of support
July Race equality questions Consult stakeholders.
Departments propose Impact Assessments to be
undertaken, phase, and lead officers.
List of internal and external sources of advice drawn
up.
Arrangements
August Consider Community Strategy and draft equality Publish and distribute revised
action plan to ensure correspondence. plan.
Amend plan in light of consultation Briefings for Impact
Agree ‘outline’ report for September Cabinet. Assessments Phase 1.
September Proposed mechanism for responding to harassment Phase 1 Impact Assessments
on grounds of race, disability, genders, sexual begin, supported by workshop
orientation, religion/belief and age proposed and opportunities.
agreed for consultation. Equalities Policy and Plan to
Standard range of application forms and JDs. September Cabinet.
October Arrangements for ensuring Equality Policy Phase 1 Impact Assessments
objectives are incorporated in partnership completed.
arrangements and contractors and procurement. Briefings for Impact
Reports of consultation for each INRA. Assessments Phase 2.
Review personnel information system for monitoring Consult on mechanisms for
suitability. responding to harassment.
November Evaluation of proposed equality policy objectives Phase 2 Impact Assessments
and targets for Phase 1 Impact Assessments. begin, supported by workshop
Plan and action programme for local labour market opportunities.
survey. Draft Disability Equality
Scheme derived form phase 1
impact assessments (a
requirement for Dec 06)
December Agree final version of responses to harassment. Phase 2 Impact Assessments
end.
January Reports of consultation for each Impact Update Disability Equality
Assessments (Phase 2). Scheme, using outcomes of
Evaluation of proposed equality objectives and phase 2 impact assessments
targets for Phase 2 Impact Assessments
Agree departmental monitoring arrangements and
programme.
February Agree Cabinet Report: Outcomes of assessment Report to Cabinet
process and priorities within equality action plans. Devise Gender Equality
Draft training programme linked to objectives from Scheme, derived from impact
Impact Assessments. assessments (a requirement for
April 07)
March Follow-up outstanding evidence for achievement of
Level 2.
Publication of Impact Assessments on Council web-
site.
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Valuing Diversity: Comprehensive Equality Policy
APPENDIX 3
Southend-on-Sea Borough Council
Introduction to Equality Impact Assessment
The purpose off an Equality Impact Assessment is to improve the work of Council services by
making sure they do not discriminate against any sections of the community and by making
sure that, as far as possible, any negative consequences are eliminated or minimised and that
opportunities for promoting equality are maximised.
Undertaking an Equality Impact Assessment is a way of making sure that teams think carefully
about the likely impact of their service upon service users and about how you may take action
to improve policies, strategies and procedures, where appropriate. As you consider policies
relevant to your area of work, you are encouraged to consider to the full range of formal and
informal decisions made in your service area.
Equality Impact Assessment challenges the assumption that policies or services affect
everyone in the same way. The assessment will give you an opportunity to detect and assess
any adverse effect on particular groups and to make sure that different groups are served
equally by the policy.
Equality Impact Assessment focuses on assessing, consulting on, and planning to improve the
likely positive impact of policies or services. The assessment consists of three stages:
1. Scoping and setting out hypotheses
2. Data collection and evaluation
3. Action Planning
Assessing impact
In the first part of the process, you are asked to consider positive and negative impacts of
current policies and procedures.
A negative or adverse impact is where current policy or practice could disadvantage a
section of the community. This disadvantage may be differential, having a greater impact on
some groups than others; the disadvantage may be an unintended consequence of current
policy or practice.
Example: A policy that the Council will only accept complaints in writing could have a negative
impact on people with learning disabilities, people who do not use English as their first
language and sign language users.
Positive impact: Example – improvements in waiting times for buses at night could have a
positive impact on women (because of what is known about women’s greater concerns for
personal safety at night).
Southend-on-Sea Borough Council
Valuing Diversity
Equality Impact Assessment
The Equality Impact Assessment should cover issues relating to race, gender, disability, sexual
orientation, religion/belief and age.
Responsibility and Ownership
Service Area:
Lead Officer:
Stage 1: Scoping and setting hypotheses
A. Setting your hypothesis: The first stage is to reflect on the current policy/services/functions and
to make a hypothesis of the issues to be addressed. What do you think are the main issues relating
to equalities in your service/policy area?
Current Current Not 1. Summarise the evidence to support Areas
policy/ policy/ known your view that need
services services 2. Summarise any barriers to access that improve-
have a have a may have an impact (e.g. language, ment
positive negative physical access)
impact impact
Please tick appropriate column
Age
Consider
younger and
older people
Gender
Consider
from point of
view of
women and
men
Race
Consider
Asian, Asian
British, Black,
Black British,
Chinese,
Mixed
heritage,
White British,
other white
ethnic
groups, e.g.
eastern
European,
travellers
Religion/
Belief
Consider
people of
different faith
groups
including
non-believers
Disability
Consider
physical and
sensory
impairment,
learning
disabilities,
people with
mental health
issues
Sexual
orientation
Consider
lesbian, gay
men,
bisexual and
transgender
issues
Note: An adverse impact does not necessarily require action to be taken. Actions must remain in
proportion with the benefits that could be achieved and resources available to complete them. If adverse
impacts are identified and actions for improvement are not proportionate, the reasons for not taking
action should be detailed and open to challenge.
B. What do stakeholders/peers think of the preliminary view?
In developing your views on the service you should ask a number of stakeholders or people who
might offer a challenge to the views you have developed.
Who might do this?
Representatives from local communities
Representatives from local or national interest groups from the voluntary sector
Black/disabled/women’s staff groups
C. Assessing the preliminary evidence: what are your initial conclusions about your service currently and
what additional information do you need for Stage 2 of the assessment to test your hypothesis and make
recommendations for improvement?
Consider the following:
What should be the scope of Stage 2 of the assessment?
Is any additional data needed?
How does this service link to other services areas and other Impact Assessments?
Stage 2: Information gathering and evaluation
A Policies and Plans
Key policies and Extent to which the Are there ways in which the key policies, plans and procedures
plans for your area aims and practices are for your services could conflict with equality of opportunity or
consistent with the equal service provision? If so what are these?
Council’s Equality
Policy
Grade 1-5 (1 low, 5
high)
B Legal Compliance
Are your services legally compliant? If there are areas of non-compliance ensure these are incorporated into
your action plan. Please make sure you use the checklist provided.
Race:
Gender:
Disability:
Sexual orientation:
Religion/belief:
Age:
C Impact of procedures on particular groups
Using any additional data gathered as a result of your Stage 1 evaluation, summarise the evidence of the way
the policies/procedures impact on specific groups (for example consider complaints, various forms of feedback,
service monitoring reports e.g. take-up levels, contract monitoring reports, outcome of consultation exercises)
Are there any other unmet needs/requirements that can be identified that affect specific groups?
What can be done to improve access to/take up of services? (Consider for example provision of information in
community languages, provision of some men only and women only sessions, provide discounting for residents
on low incomes, target recruitment publicity to better reach under-represented groups, positive action schemes
to encourage greater recruitment of under-represented groups, including work placement schemes for school
leavers, further consultation with local people)
Stage 3: Action planning
What recommendations are made on the basis of the conclusions and comments?
Should we:
Take any forms of immediate action?
Develop equality objectives and targets based on conclusions?
Initiate further research by collecting further data?
Objectives for improvement Monitoring Arrangements Responsible By When
Are these measurable? How will these be incorporated
into monitoring of management
information
Race:
Gender:
Disability:
Sexual orientation:
Religion/belief:
Age:
Manager: Signature: Name: Date:
Signed off by Assistant Director as an accurate and appropriate impact assessment and action plan:
AD signature: Name: Date:
Appendix 3: Equalities Impact Assessments to be undertaken during autumn 2006
Chief Executive and Town Clerks
Revenues, benefits and contact centre Mavis Bishop and Simon Putt
Back office including ICT John Fleetwood, Viv Fellows
and Steve Wilson
Electoral Registration Louisa Robinson
Strategy and Performance Ade Butteriss
Media and Communications Emma Thomas
Economic Regeneration Mark Murphy
Procurement David Levy
Emergency planning Keith Holden
Legal Services Jill Elek/John Williams
Community safety TBA
Children and Learning
Fieldwork (First contact, CAFs and Plans and Reviews) Karen Reeve
Fostering and Adoption Alison Bishop
Children with Disability and SEN Lynda Ingham
Marigold and Child and Family Consultation Service Michael Stephenson
Leaving Care Michael Stephenson
Youth Offending Service Carol Compton
School Improvement Diane Savin
Early Years Diana Bateman
Adult Learning Ali Hadawi
Integrated Youth Support (Connexions) Michael Bracey
Inclusion Linda King
Planning, Commissioning and Data Kevin Shovelton
Finance services, business support and capital projects June Edwards
Admissions and Exclusions processes David Jarvis
Community Services
Older People Carol Canfield
Mental Health Irene Cole
Learning Disabilities Carol Canfield
Physical and sensory impairment Dawn Brown
OT Karen Christensen
Equipment Services Karen Christensen
Intermediate Care Dawn Brown
Charging policy including financial assessment Kathryn Ash
Housing advice Mark Dibley/Jonathan
Crowe/Hellen Carrick
Homeless policy Sue Pearson
Private sector housing Martin Turner
Housing register Jonathan Crowe
Procurement Janice White
POVA policy Carol Canfield
Supporting people policy SP lead
Direct Payments Karen Peters
Commissioning strategies:
Learning disabilities Trevor Saxon
Mental Health Peter Payne
Carers Brian Garner
Supporting people SP lead
Older people Morag Cuthbertson/Matt
Penghillam
Housing needs Helen Carrick
Leisure, Culture and Amenity Services
Pier and Foreshore Marjory Hall
Facilities Management Kate Trueman/Greig Jones
Southend Marine Activity Centre Chris Bridgewater
Cemeteries and Crematoria Gary Green
Passenger transport, including Dial-a-ride Nigel Oakley
Parks and open spaces, including ASO Gary Green/Ian Brown
Recreation Service – sports facility/development Kate Trueman
Libraries and archives Simon May
Museums and Galleries John Skinner
Arts development, including Southend Theatres Rosemary Pennington
Tourism and Promotions Elaine Matson
Event Management/support Lisa Ferne
Registration Services Karen Wright
Cultural Strategy – making culture count Andy Lewis/Nick Harris
Green spaces strategy Gary Green/Ian Brown
Sport and Recreation Strategy Kate Trueman
Pay strategy – in process of development Kate Trueman
Technical and Environmental Services
Cross-cutting departmental Graham Dare
Parking management James Westgate
Transportation, traffic management, and LTP implementation Paul Mathieson
Highway Maintenance John Thacker
Waste Management John Widden
Planning and development control Zac Elwood
Building control Steve Driscoll
Regulatory services Dave Connor
CCTV Paul Croft
Asset management Anthony Daniels
New works/design Steve Kearney