Nottinghamshire Probation Area Single Equality Scheme Action Plan 2009-10
The Single Equality Scheme (SES) is a working document, incorporating the over- arching action plans from Nottinghamshire Probation Area’s previous equality schemes for Race, Disability and Gender. It sets out how we propose to meet our legal responsibilities based on the equality duties for service delivery and employment practice. This SES now includes work we plan to undertake during 2009 relating to the other equality/ diversity strands of Age, Religion and Belief and Sexual Orientation. The plan will be reviewed bi-annually by the Diversity Steering Group.
Revised July 2009
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Equality Legislation General Duties
Race 1. Eliminate unlawful discrimination 2. Promote equality of opportunity Disability 1. Eliminate unlawful discrimination 2. Promote equality of opportunity between disabled people and others 3. Eliminate harassment of disabled people that is related to their disabilities 3. Promote good relations between people of different racial groups 4. Promote positive attitudes towards disabled people in public life 5. Take steps to take account of disabled people’s disabilities, even where that involves treating them more favourably than others 6. Encourage participation by disabled people in public life Gender 1. Eliminate unlawful discrimination 2. Promote equality of opportunity between men and women 3. Eliminate unlawful harassment
(N.B. also includes on the basis of gender reassignment)
N.B. Equality Regulations refers to Religion and Belief, Sexual Orientation and Age
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LEADERSHIP
Objectives Responsible person / support Board Members, Chief Officer, Directors and Senior Managers, Middle Managers Evidence How will objective be achieved / progress to date Ensure equality and diversity performance is regularly reviewed by the Board. Diversity Steering Group will oversee the implementation of the Single Equality Scheme. Timescale Equality DATE Legislation/ COMPLETED Duty RED 1-3, DED 1-6, GED 1-3, Equality Regulations
1.1 Promote an environment where equality and diversity are driven from the top and integrated into the strategic business plan
Ongoing
1.2 Evidence of diversity being an integral part of general staff practice
All Directors
Middle Managers to ensure that they have equality and diversity objective in their team plans Diversity objective in appraisal/ PDP
June 2009 Review November 2009
RED 1-3, DED 1-6, GED 1-3, Equality Regulations
MEETING LEGISLATIVE RESPONSIBILITIES
Responsible Evidence person / How will objective be achieved support / progress to date Encourage participation , involvement and contribution Establish relevant focus All Directors Evidence from exit interviews / groups for staff, offenders, questionnaires, satisfaction internal and external surveys, staff support groups stakeholders internal/ external, feedback from partnership groups, community, Objectives Timescale Equality Legislation DATE COMPLETED
2. 2.1
Ongoing RED 1-3, throughout DED 1-6, 2009 GED 1-3, Equality Review Regulations
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Objectives
Responsible person / support
2.2
Improve consultation and involvement and introduce a systematic and structured approach of routinely seeking and utilising the views from diverse groups in policy development, implementation and making appropriate changes
All Directors
Evidence How will objective be achieved / progress to date voluntary and statutory organisation, forums e.g. Women Offender Forum Monitoring form for staff and offenders to inform/improve practice. Analysis of data gathered Consultation events, questionnaires, user surveys, team meetings, training feedback, feedback from staff support groups. Join Stonewall’s Diversity Champion programme Review of current sites for accessibility and budget implications. Factor in accessibility in planning and development of new estates, e.g., Mansfield office. Consultation with staff/ disability groups Undertake a Audit of Equipment Implementation of Assistive Technology guidance notes and action plans Recording and monitoring of
Timescale
Equality Legislation
DATE COMPLETED
Feb 2010
Ongoing RED 1-3, throughout DED 1-6, 2009 GED 1-3, Equality Review Regulations Feb 2010
3. 3.1
Make Reasonable Adjustments Reduce risk through Director of reasonable / practicable Corporate adjustments and control Service/ Estates measures applied to all Manager/ Health relevant current estates and & Safety Officer new estates
March 2010
DED 2,4,5
3.2
Ensure continuous commitment to individuals requiring assistance.
Director of Corporate Services/ HR Officer/ MIS staff
May 2009
DED 2,4,5
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Objectives
Responsible person / support
Evidence How will objective be achieved / progress to date reasonable adjustments made for staff
Timescale
Equality Legislation
DATE COMPLETED
3.3
Make reasonable adjustments where offenders have disclosed a disability
Deputy Chief Recording of disability of offender Officer/ and reasonable adjustment made Directors of via CRAMS and OASYS Operations, Enterprise (Commissioning and Partnership)
Ongoing Review June 2009
DED 2,4, 5
4. 4.1
Monitor and Analyse Ensure appropriate / relevant monitoring and analysis systems in place for offenders, victims and staff All Directorates Data is currently being requested from staff relating to: Gender Race Disability Age Sexual Orientation Religion and Belief January 2010 RED 1-3, DED 1-6, GED 1-3, Equality Regulations
Need to review data collected from offenders, particularly in relation to sexual orientation, religion and belief.
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Objectives
4.2
5. 5.1
Improve system of reporting Hate incidents, to feed into Notts.Hate Monitoring Partnership (previously known as common monitoring project and Notts Hate Incident Partnership) Assess Likely Impact Assess functions and policies for relevance to equality Develop action plan from revised list of priorities Identify patterns and trends and consider whether there is over/under representation of service users/staff
Responsible person / support All Directorates
Evidence How will objective be achieved / progress to date Review system for reporting/ collecting data re: those who are victims of hate crime/ incidents Promote reporting of incidents via team meetings/ training, posters in offices
Timescale
Equality Legislation RED 1-3, DED 1-6, GED 1-3, Equality Regulations
DATE COMPLETED
November 2009
All Directorates
Review and update list of functions and policies annually Implement plan
Oct 2009
Mar 2010
RED 1-3, DED 1-6, GED 1-3, Equality Regulations
Policies/ practices etc. to be impact assessed and monitoring systems established or improved to be able to effectively monitor staff, offenders, services and satisfaction levels. All Directorates DSG Each directorate to complete Feb 2010 prioritised documents/ procedures for their directorate and ensure that EIAs undertaken on new policies / procedures at the earliest point RED 1-3, DED 1-6, GED 1-3, Equality Regulations
5.2
Undertake EIAs on prioritised current and new policies/ procedures
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Objectives
Responsible person / support
Evidence How will objective be achieved / progress to date Operations: Home Visits Policy Curfew Orders Sex Offender Register Substance Misuse PSR Reports. Induction Pack Enterprise Implementation of Healthy Living Project Domestic Violence Policy Education Service Provision Unpaid Work Education Management Accommodation and Benefits Advice Information Resources Women’s Safety Workers Corporate Services Attendance management policy Deploying and re-deploying staff Dress and appearance code Drugs and alcohol policy Employee Assistance Programme Employment of people with disabilities Home working policy Long term sickness phased return
Timescale
Equality Legislation
DATE COMPLETED
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Objectives
Responsible person / support
Evidence How will objective be achieved / progress to date to work Part time staff and dependant care costs Supervision and appraisal Variations to staff working hours Staff code of conduct, disciplinary, grievance, harassment and capability.
Timescale
Equality Legislation
DATE COMPLETED
6. 6.1
Review progress of SES action plan Review Progress of SES action plan bi-annually All Directors/ Diversity Manager Reports to DSG/ Board October 2009 & March 2010 Specific duties RED DED GED
7. 7.1
Publish results / Accessible Information Prepare, publish and Director of Via intranet, Website, hardcopies implement SES Corporate in accessible formats upon Service/ request Diversity Manager / Communications Disseminate and promote the use of EIA Publish findings/ action plans Director of Corporate Service/ Diversity Via intranet, Website, hardcopies in formats that are appropriate and accessible to those affected by the results
31/03/09
Specific duties RED DED GED
7.2
By 31/03/10
Specific duties RED DED
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Objectives
from EIAs undertaken 7.3 Publish the outcomes of consultations
Responsible Evidence person / How will objective be achieved support / progress to date Manager / Communications Director of Via intranet, Website, hardcopies Enterprise / in accessible formats upon Communications request Officer Director of Consultation with public, staff, Enterprise / partnership agencies, offenders, Communications service users Officer / MIS
Timescale
Equality Legislation GED
DATE COMPLETED
As they occur throughout 2009-10 February 2010
7.4
Ensure NPA website continues to provide effective access to information about services
Specific duties RED DED GED DED 2,4,5,6
7.5
Ensure all paper and electronic documents produced are available in an accessible format for their intended audience
Director of Consultation with public, staff, Enterprise / partnership agencies, offenders, Communications service users Officer / MIS
February 2010
DED 2,4,5,6
8. 8.1
Train Staff in Connection with Duties and Responsibilities Ensure staff aware of their Director of Induction of all new staff. Ongoing rights and responsibilities Corporate Provision of Introduction to under equality legislation Services/ Equality and Diversity pack Diversity provided to all New staff on Manager/ Staff induction. Ongoing Development Manager Mandatory Valuing Equality and Diversity training rolled out to all staff from January 2008. Separate
RED 1-3, DED 1-6, GED 1-3, Equality Regulations
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Objectives
Responsible person / support
Evidence How will objective be achieved / progress to date training event rolled out for Managers 2008
Timescale
Equality Legislation
DATE COMPLETED
8.2
Increase awareness/ improve service delivery
Director of Corporate Services/ Diversity Manager/ Staff Development Manager
Delivering of specific diversity / awareness Training. I.e. Transgender awareness, Deaf awareness, Disability Awareness, Improving services for Women Offenders, Working with racially motivated offenders Reporting Hate Incidents Purchase of Diversity Awareness Prejudice Pack Further briefing sessions to Managers and relevant staff
Ongoing
RED 1-3, DED 1-6, GED 1-3, Equality Regulations
8.3
Provide briefing sessions for Managers involved in the development of policies, projects, procedures and undertaking EIAs
Directorate of Corporate Services/ Diversity Manager/ Staff Development Manager
As required by Sept 2009
RED 1-3, DED 1-6, GED 1-3, Equality Regulations
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EFFECTIVE AND APPROPRIATE SERVICE DELIVERY
Objectives Responsible person / support Director of Operations/ Director of Enterprise Director of Operations Evidence How will objective be achieved / progress to date Develop and implement an action plan Develop directory of services for women locally Develop County Women Forum Undertake Pre-Sentence Report Audit on BME and Women Offenders Timescale Equality Legislation DATE COMPLETED
9. 9.1
Operations Enhance the delivery of service provision for women offenders
Oct 2009
RED 1-3, GED, 1,2 Equality Regulations RED 1-3, DED 1-6, GED 1-3, Equality Regulations RED 1-3
9.2
Review the quality and outcomes of all court reports in relation to race and wider diversity factors
September 2009 February 2009
9.3
Identify needs of BME offenders subject to community requirements who are Foreign Nationals, English is their second language or issues with compliance
Director of Operations/
Appointment of OM PSO to work specifically on identifying needs of FN and emerging communities
March 2010
9.4
Assessment of offenders to Director of take into account diverse needs Operations/ Director of Enterprise
Breakdown of proposals and outcomes by diversity strands Widen use of gate keeping tools Audit of Oasys / Offender reviews and exit interviews/questionnaire
Jan 2010
RED 1-3, DED 1-6, GED 1-3, Equality Regulations
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Objectives
Responsible person / support Director of Enterprise / Unpaid Work SPOs and Senior Unpaid Work Supervisor
Evidence How will objective be achieved / progress to date Publicising , building networks within the local communities
Timescale
Equality Legislation
DATE COMPLETED
10. 10.1
Interventions To monitor and develop Unpaid Work beneficiaries from Nottinghamshire’s diverse communities
Ongoing Review progress October 2009
RED 1-3, DED 1-6, GED 1-3, Equality Regulations
10.2
Ensure diversity needs of women and BME offenders are taken into account in order to comply with Unpaid work Partnership & Enterprise Provide cost effective interpreting and translation services for offenders
Investigate placement provisions Satisfaction survey Development of personalised /diverse placements
October 2009
RED 1-3, GED 1-3,
11. 11.1
Director of Operations/ Director of Enterprise Director of Enterprise/ Asst Director External Relations
Best Value review being undertaken Commission service
October 2009
RED 1-3,
11.2
Develop a Strategic approach to partnership with local community/ voluntary groups/ organisations
Implementation of Stakeholder Engagement Plan and Partnership Strategy
Review progress October 2009
RED 1- 3, DED 1,2,6, GED 2,3 Equality Regulations
11.3
Improve inclusion and access of information of service
Director of Enterprise/
Promote organisations via internal intranet. Provision of directories
Ongoing
RED 1-3, DED 1-6,
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Objectives
providers from community, voluntary and statutory organisations
Responsible person / support Asst Director External Relations with contributions from Operations Chief Officer/ Asst Director of Corporate Services, Communicatio ns Officer All Directors
11.4
Continue to take a leading role in Nottingham Criminal Justice Board‘s (Race Action Delivery Board)
Evidence How will objective be achieved / progress to date where appropriate to Offender Management / Intervention Teams Development of Partnership Database and Partnership Reference group Creation of Directory particularly for Improving Services to Women Offenders Attendance and contribution to LCJB objectives
Timescale
Equality Legislation GED 1-3, Equality Regulations
DATE COMPLETED
Review progress October 2009
Ongoing Review progress October 2009 Ongoing Review progress October 2009
RED 1-3,
11.5
Work in partnership with Criminal Justice Agencies and other statutory agencies as appropriate, seeking to establish protocols where appropriate Procurement Practices Establish procurement practices that require organisations providing us with goods and services to adhere to good practice as defined by equality legislation and codes of practice
MAPPA, Magistrates, Crime and Drugs partnerships, Safeguarding Children Board, Drugs and Alcohol Team, Police, Prisons, Approved premises
RED 1-3, DED 1-6, GED 1-3, Equality Regulations
12. 12.1
Director of Enterprise/ Business Development
Ensure that contractors and partners are alerted to their need to comply with equality duties when delivering public functions on behalf of NPA. Action is taken throughout procurement process to build in
Ongoing Review progress October 2009
RED 1-3, DED 1-6, GED 1-3, Equality Regulations
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Objectives
Responsible person / support
Evidence How will objective be achieved / progress to date equality Advertising procurement opportunities as widely as possible (proportionate to the value of the contract)
Timescale
Equality Legislation
DATE COMPLETED
12.2
Ensure procurement process is accessible and conducted fairly, ethically and transparently
Director of Enterprise
Review progress October 2009
RED 1-3, DED 1-6, GED 1-3, Equality Regulations
13. 13.1
Corporate Services – Human Resources/Staff Development Monitor and analyse Asst. Director Continued monitoring and analysis employment data of Corporate of Services/ HR Staff in post Manager Applicants for employment and promotion Applications for training Staff receiving training Staff who benefit or suffer detriment as a result of performance assessment procedures Staff who are involved in grievance procedures Staff ceasing employment Disciplinaries Grievances Leavers Policies are to be impact assessed
Ongoing Review progress June and October 2009, February 2010
RED 1-2, DED 1-4, GED 1-3, Equality Regulations
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Objectives
Responsible person / support
Evidence How will objective be achieved / progress to date and monitoring systems established or improved to be able to effectively monitor staff, services and satisfaction levels. Ensuring the Area can identify patterns or trends and consider whether there is over/under representation of service users/staff
Timescale
Equality Legislation
DATE COMPLETED
13.2
Extend monitoring data in employment
Asst. Director of Corporate Services/ HR Manager
Inclusion of Job share Flexible working Attendance management Capability procedure Procedure on harassment Assistive technology users and guidelines Stress policy and guidelines Staff focus groups / feedback. Quality standards Working Group. Work with staff support groups Staff Survey.
December 2009
RED 1-3, DED 1-5, GED 1-3,
13.3
Ensure that equality is built into planning and execution of staff perception survey
Asst. Director of Corporate Services/ HR Manager
December 2009
Jan 2010 September 2009
RED 1-3, DED 1-6, GED 1-3, Equality Regulations DED 1-6
13.4
NPA to review it is meeting the five commitments of Double
Director of Corporate
Examine data/information relating to the five commitments regarding
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13.5
14. 14.1
Evidence How will objective be achieved / progress to date Tick (disability symbol). the employment, retention, training and career development of disabled employees. Identification of the key disabilities. Liase with NDSN Ensure all policies reflect the Director of Undertake Workplace Diversity need to eliminate discrimination Corporate Index to be assessed ranked and in delivery of services and Services/HR scored by Stonewall. employment of staff Manager During process implement short term actions where possible develop and implement long term action plan from results Corporate Services - Budget & Resources Planning Ensure resources committed All Consult with stakeholders at with reference to stakeholders Directorates budget planning stage/resource priorities and the fulfilling of allocation and when specific SES objectives. pieces of work identified.
Objectives
Responsible person / support Services/HR Manager
Timescale
Equality Legislation
DATE COMPLETED
September 2009 Feb 2010
GED 10-12 Equality Reg. (sexual orientation)
Review December 2009
RED 1-3, DED 1-6, GED 1-3, Equality Regulations
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Abbreviations AT BAC-IN BME BSG CJIT CRAMs DDA DED DES DSG EIA EHRC ETE FN GED GES HR IDAP IT LAGIP LGBT MAPPA MIS MOJ Assistive Technology Black and Asian Cultural Identification of Narcotics Black and Minority Ethnic Black Staff Group Criminal Justice Interventions Team Case recording and monitoring system Disability Discrimination Act Disability Equality Duty Disability Equality Scheme Diversity Steering Group Equality Impact Assessment Equality and Human Rights Commission Employment, Training and Education Foreign Nationals Gender Equality Duty Gender Equality Scheme Human Resources Integrated Domestic Abuse Programme Information Technology Lesbian and Gay in Probation Lesbian, Gay, Bisexual and Transgender Multi Agency Public Protection Arrangements Management Information Services Ministry of Justice NAAPS NCJB NDSN NOMS NPA OASYS OM PSO POW PSR QSWG REC RED RES RNID RRAA SES SMT TPO National Association of Asian Probation Staff Nottingham Criminal Justice Board National Disabled Staff Network National Offender Management Service Nottingham Probation Area Offender Assessment System Offender Manager Probation Services Officer Prostitute Outreach Workers Pre-Sentence Report Quality Standards Working Group Race Equality Council Race Equality Duty Race Equality Scheme Royal National Institute for the Deaf Race Relations (Amendment) Act Single Equality Scheme Substance Misuse Team Trainee Probation Officer
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