Get documents about "single equalities action plan 2012 2013
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Leicestershire's Single Equalities Action Plan 2012/13
No. Priority* Action Theme Equality Act Duty**
1 H Monthly Equalities and Diversity Team meetings General n/a
2 M/H Manage Equalities and Diversity budget. General n/a
3 M Provide general guidance and advice on Equalities, Diversity and General 1,2,3
Human Rights.
4 M Equalities proofing of relevant documents. General 1,2,3
Knowing your Community and Equality
5 T Agree and develop priority outcome-focused Equalities and Diversity Equality Act 1,2,3
objectives to comply with the Equality Act 2010.
6 T Publish Equalities and Diversity priority objectives. Equality Act 1,2,3
7 H Undertake regular corporate monitoring and reporting of progress Monitoring 1,2,3
against all equality outcomes (service and corporate level).
8 H Improve data mapping and monitoring of services, including by Monitoring / EIA 1,2
ensuring that all departments have in place effective equality
monitoring systems (and that the Equalities Board review these as
appropriate).
9 H Embed, test and quality assure a more streamlined, effective and Monitoring / EIA 1,2
easy to use Equality Impact Assessment (EIA) toolkit.
10 H Embed the new approach to prioritising EIAs. Monitoring / EIA 1,2
11 H Use the outcomes of EIAs to inform Service Planning, monitoring Monitoring / EIA 1,2,3
whether the EIAs and associated action plans lead to improved
outcomes for customers.
12 H Analyse Workforce Equalities information, publish on Leicestershire Monitoring 1,2
County Council website and review annually.
13 H Publish the findings from the Staff Surveys by protected Employment / 1,2
characteristic, and identify and respond to key findings by the Monitoring
development of appropriate actions.
14 M Focus resources in areas of highest unemployment (social Community Work 2
exclusion) in order to maximise impact among members of the and Engagement
community who require services most.
15 M/H Undertake a review of the 25 Community Forums to ensure that they Community Work 2
are more representative and accessible. and Engagement
Place Shaping, Leadership, Partnership and Organi
16 T Update/review the Single Equalities Action Plan on an annual basis General 1,2,3
and the Equality, Diversity and Human Rights Strategy every three
years.
17 T Publish information to evidence County Council compliance with the Equality Act 1,2,3
Equality Act 2010.
18 H Produce guidance on the Equality Act 2010, with particular reference Equality Act 1,2,3
to the public sector duty.
19 H Maintain the high profile of Equalities and Diversity, including General / Events 1,2,3
through an annual corporate Equalities and Diversity event for staff
and partners.
20 H Review ongoing nature of Equalities and Diversity events. Events 1,2,3
21 T/M Develop and strengthen County Council Equalities bodies (i.e. General / Support 1,2,3
Equalities Board, Equalities Task Group, Departmental Equalities to Bodies
Groups, Equality Champions, Workers Groups).
22 H Equalities & Diversity Team to provide appropriate support to County General / Support 1,2,3
Council Equalities bodies as a result of review. to Bodies
23 H Promote corporate and member ownership/championing of General / Training 1,2,3
Equalities and Diversity issues, including through support for the / Support to
Cabinet Lead Member for Equalities and through training, including a Bodies
tailored Member Development Programme.
24 H Embed Equalities and Diversity values more consistently in lower Mainstreaming 1,2,3
and middle tiers of management.
25 H Ensure that Equalities and Diversity is embedded as a key theme Mainstreaming / 1,2,3
within the new Leicestershire Together integrated commissioning Support to Bodies
structure (including reviewing the role of Leicestershire Working
Together Forum and links to the Stronger Communities Board).
26 H Continue to contribute towards the work of the Leicester Shire Support to Bodies 3
Equalities Forum (LSEF) and other associated partnership projects.
27 M Continue to encourage and empower under-represented groups and Community Work 2
individuals to play an active role in the Council's decision-making and Engagement
processes.
28 H Tackle issues around myths and misinformation about minority Communication / 3
community groups in a positive and proactive way. Community Work
and Engagement
29 H Continue to promote the importance of reporting all hate incidents Community Work 1,3
(around the protected characteristics) and increase the level of hate and Engagement
incident reporting across the County, with a view to reducing the
number of incidents.
30 M Maintain the Excellent Level of the Equality Framework for Local General 1,2,3
Government.
31 M Participate in the Stonewall Workplace Equality Index. General 1,2,3
32 M Address legacy projects and outstanding issues/work from RIEP General 1,2
(Regional Improvement and Efficiency Partnership).
Community Engagement and Satisfa
33 H Promote the new Engagement, Involvement and Participation Community Work 2
Strategy. and Engagement
34 H Work with stakeholders to identify ways to contribute to service Community Work 2
development and delivery through a range of engagement and Engagement
mechanisms (not relying on service users attending organised
events and face to face meetings).
2
35 H Improve feedback (e.g. what decisions have been made and why) to Communication / 2
communities and service users following consultation and Mainstreaming
engagement and embed this across the authority.
36 H Continue to support and fund the Workers Groups to enable them to Support to Bodies 1,2,3
maintain their consultation and service improvement role, including
through an annual conference/event.
37 H Explore avenues of support to other workers using 'protected Support to Bodies 1,2
characteristics' and other criteria as a possible basis.
38 H Ensure that the Equalities and Diversity Inbox is regularly checked, Communication 1,2,3
with emails answered and issues addressed appropriately.
39 H Maintain the Equalities and Diversity content of the Council's website Communication 1,2,3
and intranet pages, including relevant policies and strategies.
40 M Develop regular communications for managers on specific equalities Communication 1,2,3
issues.
41 M Promote a wide range of Equalities and Diversity events/milestones Events 1,2,3
throughout the year.
Responsive Services and Customer
42 H Make the County Council E-market place more accessible in terms Communication 2
of plain English/less jargon, fonts, printing for visually impaired
people and text in community languages.
43 M Continue to improve the way in which interactions with customers Monitoring 1,2
are monitored. Make sure the right information and questions are
being asked, including through the Customer Satisfaction Survey.
44 M Ensure that the PQQ equality questions and associated evaluation Monitoring / 1,2
guidance agreed/developed between the CPU and Policy & Mainstreaming
Partnerships is embedded within ESPO’s templates and guidance.
Consider the development of a Disability Access Statement for
contractors to comply with.
45 M Support the development and promote the use of appropriate Facilities 1,2
prayer/reflection/multi-faith facilities for staff and visitors, addressing
the requirements of a range of religions and beliefs.
46 M Assess facilities and fittings in Council buildings with respect to Facilities 1,3
Equalities and Diversity issues.
A Modern and Diverse Workforc
47 H Use monitoring information to identify; under-representation, Employment / 1,2
differential in satisfaction and effectiveness of workforce initiatives. Monitoring
Put in place relevant measures.
48 H Explore the feasibility of a positive action management development Employment 2
scheme for under-represented groups.
49 H Monitor the time taken to put reasonable adjustments in place. Employment 1,2
50 H Improve declaration; of sexual orientation, disability and religion and Employment / 1,2
belief following implementation of self service. Monitoring
51 H Ensure all managers attend the ‘Managing Diversity’ course. Employment / 1,2,3
Training
52 H Ensure all staff have received some level of Equalities and Diversity Employment 1,2,3
training (refresher training if over two years).
53 H Equality Impact Assessments (EIAs) carried out as part of Employment / 1,2
organisational restructures. Training
54 H Carry out an Equal Pay audit and implement recommendations. Employment / 1,2
Monitoring
Date: Tuesday 10th January 2012
Equalities & Diversity Team refers to members of Policy and Partnerships Team in Chief Executive's Department.
Priority* Top (T), High (H) or Medium (M)
Equality Act Duty**
Eliminate Discrimination, harassment etc (1)
Advance Equality of Opportunity etc (2)
Foster Good Relations etc (3)
Responsibility of (Officers):
All (Equalities & Diversity Team)
JH (Julian Harrison)
NS (Noel Singh)
Donna Rist (DR)
Suzanne Kinder (SK)
Sarah Carter (SC)
Nicole Rickard (NR)
Afsa Mitha (AM) relates to the Community Cohesion
Framework
Protected Characteristics:
Age
Disability
Gender Reassignment
Pregnancy and Maternity
Race
Religion or Belief
Sex
Sexual Orientation
Theme Areas: General
Communication
Community Work and Engagement
Employment
Equality Act 2010
Equality Impact Assessment (EIA)
Events
Facilities
Mainstreaming
Monitoring
Support to Bodies
Training
Work Breakdown/Target Responsibility of.. By when Progress
General Duties
Meeting(s) assessing current situation and detail All Oct-11 Inaugural meeting held to review Action Plan. Meeting
of work programme. schedule begun.
Updates and management of work. Monthly Part of Monthly meetings - schedule begun.
Work activities kept within budget. NR Ongoing
Appropriate, accurate and up-to-date guidance All Ongoing Establishment of dedicated email addresses and phone
and advice is given. number. Use of Equality Inbox. Receive regular enquiries -
answered or signposted appropriately.
Checking and proofing of corporate documents, in All Ongoing
addition to EIA process.
Knowing your Community and Equality Mapping
Objectives to deliver positive equality outcomes Equalities Board, JH Jan-12 Used information from Equalities Board meeting in
for disadvantaged people and communities in September. Planning work began on consultation process
Leicestershire. on equality priority objectives in late December 2011/early
January 2012.
Published externally as well as internally. Make JH, SK, NR Apr-12 Priority objectives to be published by 6th April 2012 to
use of Email Information Service. ensure compliance with Equality Act.
Progress reported regularly to the Equalities Performance & Ongoing Clear Equalities and Diversity objectives to be defined and
Board. Improvement Team, published (as above). Regular updating of Equality Action
Head of Strategic Plan and Community Cohesion Framework and reporting to
Human Resources, Equalities Board.
Departmental
Equalities Groups, JH,
NS, SK
Ensure the Action Plan (including the use of EIAs All Departments, JH, Ongoing Update on Action Plan and important actions reported to
and revised equality monitoring guidance) is being SK Equalities Board (e.g. EIAs and Equality Monitoring in
followed and embedded across the County November 2011) with recommendation (approved) that the
Council. Board helps to embed them.
Launch new Equality Monitoring (E-Learning) Learning & Aug-11 Kam Sisodia and Mandy Baughurst have now launched an
training module to assist staff when undertaking Development, SK E-Learning tool (input from Joelle Bradly, Shaun Cropper
equality monitoring. and Suzanne Kinder). Equality Monitoring E-Learning
completed and launched.
Customer Records Management (CRM) to Custom Records Progress updates from Matt Hamilton (CRM) required re
develop a consistent approach to collecting Management, SK collection of equality monitoring data. Also links with LGID
equality monitoring data. recommendations. Need to consider methods of
reviewing/monitoring progress.
New EIA toolkit to improve the use of Equalities SK Nov-11 Mandy Baughurst (Learning & Development) and Suzanne
and Diversity information. Kinder have updated the EIA toolkit in line with the new
legislation. Pilot underway - on track to launch.
A simplified and consistent approach to Equalities Board, All, Mar-13 Revised Assessment of Relevance Framework considered
prioritising EIAs to be embedded. Approach is a) Equalities Task by the Equalities Board in July 2011. Agreed by Equalities
Assessment of Relevance; b) EIA Toolkit; c) Group, Departmental Board.
Equalities & Diversity Information; d) Quality Equalities Groups,
Assurance; and e) Performance Management. Performance &
Improvement Team
Pilot new approach in 2012. Embed by 2013.
More effective and thorough use of Equalities and All Departments, Ongoing
Diversity information to be used to improve Departmental
outcomes for customers. Equalities Groups,
Performance and
Improvement Team,
SK
Information published on Leicestershire County Head of Human July (annually) Currently undertaken by Kam Sisodia.
Council website and intranet (CIS). Resources, NS
Links to information to be circulated using Email JH Ongoing
Information Service.
Equalities Report and associated Action Plan Internal Mar-12 Equalities Report produced for 2010 Staff Survey. Equalities
produced and considered by the Equalities Board. Communications Action Plan developed. No Staff Survey in 2011.
Manager, Equalities
Board, Kam Sisodia
Monitor and assess the findings of Staff Surveys NS
and advise on implications for future work and
future Surveys.
Prioritisation of need and effective practical Community Budgets Ongoing Troubled Families a priority agenda.
measures to address complex needs. Links to Team
Community Budgets Team focus on Troubled
Families and Access to Services.
Monitor, guide and advise work in this area. JH
Fora more representative of communities across Communities and Ongoing
protected characteristics. Places Team
Assist, guide and advise work of the Communities JH, NS
and Places Team, including the possibility of
using other forms/procedures to enable
participation in the process.
ng, Leadership, Partnership and Organisational Commitment
Action Plan and Strategy reflects current issues JH November Schedule of actions relating to updating the Action Plan and
and priorities as well as work undertaken. (annually and Community Cohesion Framework produced and worked
every three through. Consultation to begin in late December 2011/early
years) January 2012.
Action Plan to be used as main evidence of JH, SK, NR Jan-12 Waiting for Code of Practice and guidance to be produced
County Council compliance. by Government Equalities Office/EHRC. Began collating
information needed to demonstrate compliance and
preparing Action Plan and Community Cohesion Framework
to ensure it is relevant, up to date and fit for purpose.
Guidance produced, promoted and embedded JH, SK Dec-11 Waiting for Code of Practice and guidance to be produced
within Leicestershire County Council . by Government Equalities Office/EHRC. Liaison with EHRC
re use of the material (agreed).
Use a variety of means and opportunities to All Nov-11 Planning meeting on 20/09/2011. Rota produced for
ensure that Equalities and Diversity becomes and roadshows. Equalities & Diversity Team presence at each
continues to be high profile. CMT (Corporate CMT Roadshow, delivering key information and an Equality
Management Team) Roadshow events in & Diversity related Quiz. Questions for Mick Connell in his
October/November 2011 have an Equalities and capacity as Chairman of the Equalities Board were gathered
Diversity theme. and answers facilitated.
Planning for other activities. NS, SC Regular planning meetings taking place. Development of
seminars programme. Seminars on a range of subjects (e.g.
Mental Health, Gypsies and Travellers, the Equality Act,
Faith) organised and delivered. Meet the Team/Workers
Group event took place. Input into promotion of Chairman's
Evening Celebration/Reception.
Review nature of Equalities & Diversity Team JH, NS, SK Jan-12 Review of 2011 Equalities and Diversity Month to include
support in the past (checking previous reports to internal discussions and a report to the Equalities Board for
Equalities Board) and assess continuing support their January 2012 meeting.
in the light of new capacity.
County Council Equalities bodies continue to Chair of Equalities Ongoing Equalities bodies continue to operate. Need to review
develop and have a clear, meaningful and Board, JH, NR current situation. Discussed the initiation and development
effective role in promoting and developing the of an Equalities Forum.
Council's equality and diversity objectives.
Review nature of support from Equalities & Ongoing Discussed at Team meetings. General Team input to
Diversity Team, recognising that such bodies are Equalities Board papers. Arranged monthly meetings of
top priorities but Equalities & Diversity Team Workers Groups Chairs with JH. Discussed possible
support to them is a medium priority. Equalities Forum with Chris Housden.
Support to the Equalities Board to include All Ongoing General Team input to Equalities Board papers.
preparing papers, planning, briefing Chair etc.
Support to the Equalities Task Group. Attendance at, and contribution to, meetings.
Support to Departmental Equalities Groups. Attendance at, and contribution to, meetings, when invited.
Support to Equality Champions. Review the role and function of Equality Champions.
Support to Workers Groups. Arranged monthly meetings of Workers Groups Chairs with
JH. Holding of Workers Groups budgets. Support to events.
Effective leadership of the agenda by Corporate Corporate Ongoing Paper on EIAs to be produced for CMT (January 2012).
Management Team (CMT), senior Managers and Management Team,
elected Members. Equalities Board,
Corporate Internal
Communications
Team
Support to Lead Member, including regular Chair of Equalities Monthly Monthly briefing meetings with Mrs Pendleton. Liaison with
updates and briefings. Board, Assistant Chief Mrs Pendleton with regard to issue of 'vulnerability' within
Executive, NR, JH equalities groups.
Review to consider training on specific Head of Democratic Ongoing Seminars on Mental Health, Gypsies and Travellers and
issues/processes e.g. EIA, Gypsy/Traveller Services & Asylum Seekers/Refugees to be organised as part of
issues, Asylum, Mental Health, so that Members Administration, Learning & Development Programme. Members and senior
have a good understanding of their role in Learning and Managers to be targeted for attendance?
promoting the equality and diversity agenda. Development, Cabinet
Lead Member, JH, SK
Equalities and Diversity to be more firmly Equalities Board, Ongoing Annual programme of CIS/Learning and Development and
embedded within the workings of the Authority. Equalities Task Group Equalities and Diversity team linked subjects and activities.
Regular use of Managers Digest which will now encompass
an 'Equalities and Diversity' section.
Resource pack to be produced for use by all All Nov-11 Work begun in identifying issues and associated images for
Departments. use in Resource Pack.
Monthly topic to be chosen by Equalities & All Departments, NR, Monthly To begin once Resource Pack has been completed and
Diversity Team and to be used for discussion JH circulated. To coincide with Annual programme mentioned
within Departments. above.
Equalities and Diversity principles and practice DR, NS Ongoing Issue of the future role and location of Leicestershire
are evident in all aspects of the work of Working Together discussed at the Stronger Communities
Leicestershire Together and the new integrated Board meeting on 04/10/2011. Meeting to discuss options
commissioning structure. required. Issue discussed at Equalities and Diversity Team
meeting
Identify opportunities to work with partners and Leicester Shire Ongoing Discussed issue of Tensions Monitoring and use of LSEF
agencies on specific equalities projects with an Equalities Forum, All with Chhaya McDonald and Lynne Woodward.
emphasis on the efficient delivery of the Equalities
and Diversity agenda.
Needs analysis framework produced and used to SK Sep-11 In progress - SK (Leicestershire County Council contact).
identify and prioritise the work of Leicestershire Project commissioned through De Montfort University. This
County Council in helping vulnerable will also add to the evidence base for EIAs (LGID
communities achieve equality of outcomes in recommendation).
Leicestershire.
Support the work of the LSEF. All Ongoing Equalities and Diversity Team to rotate attendance
(dependent on agenda items). SK and JH attended
December 2011 LSEF meeting.
Support to 'Vulnerable Communities' is an action JH Ongoing Ongoing engagement with members of 'vulnerable'
area in the Community Cohesion Framework. communities, e.g. Gypsies and Travellers, LGBT, Mental
Health etc.
Support to the Leicestershire Interfaith Forum is NS, AM, Assistant Ongoing Interfaith Forum meetings are quarterly. Interfaith Forum
part of the Interfaith Work in the Community Chief Executive met at County Hall in November 2011 as part of Equalities
Cohesion Framework. and Diversity Month.
Evidence of an increase in participation from JH, DR, Head of Ongoing
currently under-represented groups in the Democratic Services
decision-making process. & Administration
The information that people use is accurate, up-to- JH, SC Ongoing Factsheets already produced and published on the
date and addresses common myths, Community Cohesion pages of the Leicestershire Together
misconceptions and the use of deliberate website. Use of Email Information Service. Development of
misinformation. Make use of Email Information Resource Pack containing images that address myths and
Service and factsheets. misconceptions.
Annual Stop and Tell Campaign and event. Head of Youth Justice Jan-12 Agreed with Anita Chavda.
Continue to raise awareness across all partner and Safer
agencies. Communities,
Equalities Board
Increase the level of hate incident reporting Head of Youth Justice Mar-14 Agreed with Anita Chavda. A new Hate Awareness E-
across the County by 10% against base line set in and Safer Learning module piloted and launched.
2010/11 with a view to reducing hate incidents. Communities,
Equalities Board
Monitor, guide and advise work in this area. JH, NS Ongoing
Excellence' level of the Framework maintained. Equalities Board, Annually Discussions concerning the need to incorporate within the
Re-accreditation required in three years time. Corporate 2012-2013 Action Plan the need to prepare a Project Plan
Review annually the appropriate areas of the Management Team, to deal with the re-accreditation requirements in 2013-2014.
Framework with regard to their current status. NR, JH
Annual submission. Increase standing in the Equalities Board, NS, September Workplace submission for 2010/11 has been submitted.
Stonewall Diversity Champions Index/Top 100 SC (annually) 2012 Submission completed. 2013 Submission due in
Employers list - a) from 32nd to within top 30 in September 2013. Support and advice given to Leicester City
3rd year; b) to within top 20 in 4th year; c) to Council on submission. Participation in Stonewall
within top 10 in 5th year. Conference in April 2012.
Legacy to be used to strengthen ongoing SK Ongoing
Equalities and Diversity/Community Cohesion
work.
Community Engagement and Satisfaction
New strategy is promoted within Leicestershire JH, Group Manager Ongoing Progress to be checked with Communities and Places
County Council and its partners to ensure that Communities and Team.
people from the protected equality characteristics Places
are engaged and involved in decision-making
processes, strategies and initiatives.
Making use of the new Engagement, Involvement Communities and Ongoing Support to community groups, e.g. LGBT, Gypsies and
and Participation Strategy, experience of work Places Team, Travellers. Assisted with Consultation on Loughborough
with vulnerable communities and improved use of Communications Walk In Centre and on access and equality within
social media to ensure stakeholders are engaged, Teams, JH, SC healthcare.
involved and participating.
Review the way in which we communicate with Equalities Board, Ongoing JH attended and supported event held by Action Deafness
and provide information to disabled people, Disabled Workers and Action for Blind People. Development of Mental Health
particularly when organising events or Group, DR, JH Email Service linked to Citizens Eye 'HowRU? initiative.
undertaking communication and engagement Attended DWG Conference on 08/12/2011.
exercises, including issues such as access to
transport. Good practice to be embedded.
Part of new Engagement, Involvement and JH, DR, SC, Group Ongoing Ongoing use of Email Information Service.
Participation Strategy. Manager Communities
and Places
Workers Groups are able and empowered to play Equalities Board, Ongoing In place. HR advisers provide regular support. This is
an active role in policy development and service Corporate Human reviewed through quarterly meetings with Chairs of Workers
design/delivery. Review nature of Equalities and Resources, Workers Groups. Need to keep under review. Equalities Team
Diversity Team support to ensure that support is Groups, All provides support on an ongoing basis. Instigated monthly
both manageable as well as effective. meetings between Chairs of Workers Groups and JH.
Arranged meeting between Chairs and Mrs Pendleton re
issues of vulnerability. Regular and ongoing communication
between Equalities and Diversity staff and Workers Groups
Chairs. Meet and Greet session as part of Equalities and
Diversity Month.
Budget allocated for each of the current Workers Successful DWG Conference held on 08/12/2011, attended
Groups. Successful conferences held; measured by DWG, other staff and Managers (20% of attendees).
by % of evaluation forms received 'good' or 'very Theme of conference was 'reasonable adjustment'. LGBT
good'. WG Conference scheduled for 08/02/2012.
Equalities and Diversities Team to work closely Instigated monthly meetings between Chairs of Workers
with Workers Groups and Human Resources Groups and JH. Arranged meeting between Chairs and Mrs
(HR). Pendleton re issues of vulnerability. Regular and ongoing
communication between Equalities and Diversity staff and
Workers Groups Chairs. Meet and Greet session as part of
Equalities and Diversity Month.
Human Resources (HR) support is provided to the HR Advisers provide regular support, including attendance
workers groups on an on-going basis. at Worker Group meetings.
Need to provide sufficient and appropriate support JH, Kam Sisodia Ongoing Development of Mental Health Email Service linked to
to staff/workers across the organisation. Citizens Eye 'HowRU? initiative. Development of Mental
Health First Aiders initiative.
Inbox to be checked at least twice a week so that All Ongoing Rota produced. SK to facilitate everyone being able to
feedback is current as well as accurate. access the Inbox and to know where to locate it. Rota in
operation - working well.
Relevant, timely information (including Equalities NS, SC supported by Ongoing Updated for April-July 2011. Ongoing maintenance required.
and Diversity plans and schemes), is easily Website Team, Regular Equalities and Diversity Newsletter to be produced.
accessible from the Council's Website and Internal Significant updates for Equalities and Diversity Month
Intranet. Include key messages from Email Communications (November 2011).
Information Service onto the intranet. Team,
Managers are regularly informed of Equalities and JH, NR, Corporate Monthly / Regular input into Managers Digest.
Diversity issues, initiatives and developments. Internal fortnightly
Production of Managers Digest, which includes a Communications
section on Equalities and Diversity. Team
Also use of Email Information Service (to create Ongoing Heads of Department included in relevant information.
and include a Managers Outlook Group).
Events marked include: Equality & Diversity Corporate Internal Ongoing Hot topic about this to be launched at a later date.
Month; International Youth Day; International Day Communications Developed a Calendar of activities to link CIS updates,
of Disabled People; International Day Against Team, All Learning & Development opportunities and Equalities and
Homophobia; Black History Month; International Departments, JH, NS, Diversity information. Early development of faith-related
Women's Day; Gypsy and Traveller Month; SC commemorations building on seminar held in Equalities and
Holocaust Memorial Day. Diversity Month 2011.
Responsive Services and Customer Care
No one is disadvantaged in the way in which the DR, SC, SK Ongoing Using consultation on Action Plan and Community Cohesion
Council communicates and engages with Framework to provide an example of good practice - Easy
communities. Read version, use of Picture Bank.
Ensure that Customer Satisfaction Survey is up to Head of Shared July 2012 and Agreed.
date and includes the protected characteristics. Services, Corporate then annually
Identify any other action required. Complaints Manager,
DR
Ensure that PQQ is embedded within ESPO's Corporate Ongoing The new PQQ equality questions and associated evaluation
templates and guidance and those of any other Procurement Team, guidance have now been uploaded to the intranet
outsourced contractor. SK Purchasing Guide. The questions and guidance have been
forwarded to ESPO for inclusion within its standard PQQ
(core and member-specific supplementary questions), which
is currently being refreshed.
Ensure that the intranet Purchasing Guide makes This action is well progressed following an initial review of
appropriate reference to the Equality Act 2010, the intranet Purchasing Guide by Suzanne Kinder to ensure
including the change in terminology from 'equality appropriate reference to the Equality Act 2010, which led to
strands' to 'protected characteristics'. a number of amendments.
Disability Access Statement to be included in the Property Services To agree with John Lager.
PQQ process.
Availability of prayer/reflection/multi-faith facilities Head of Property Apr-12 This is being considered as part of the Corporate
that meet the needs of Leicester Shire's diverse Services, Head of Accommodation Review. Work nearing completion.
communities. Facilities
Management, NS
Fittings and facilities are not perceived to be JH, SC, John Lager Ongoing Discussions on possible work and input between SC and
discriminatory (however unintentionally). Make JH. Consultation on War Memorial statues.
recommendations and give guidance when
necessary.
A Modern and Diverse Workforce
Quarterly monitoring reports produced and used Department Ongoing / Equalities Board and Department Equalities Groups receive
by Department Management Teams (DMTs). Management Teams Quarterly quarterly performance data and consider appropriate
actions to meet targets.
Delivered pilot programme and evaluated the Head of Learning and Apr-12 Scheme currently being scoped.
impact of the scheme. Development
Production of six-monthly reports from Head of Human Ongoing / Six- Papers to be presented to Equalities Board every six
departmental Reasonable Adjustment Co- Resources, monthly months.
ordinators. Departmental
Management Teams
As part of the employment monitoring process to Equalities Board, Ongoing Oracle Self Service implemented – this will be used to
have increased the percentage of people Departmental encourage people to declare.
declaring sexual orientation, religion and belief Equalities Groups
and disability.
100% of all managers have attended the course. Equalities Board, Ongoing Being progressed, numbers regarding take-up to be
Departmental confirmed. All managers attend the course and then every 2
Management Teams years thereafter complete the Managing Diversity refresher
E-Learning (which has been updated). In addition, all staff
should complete the 'Introduction to Equality and Diversity'
E-Learning module (also updated).
100% of all staff have attended the course. Equalities Board, All Ongoing Being progressed, numbers regarding take-up to be
Managers confirmed.
Programme of courses/seminars linked to Learning & Discussions with regard to programme of courses/seminars
Equalities and Diversity developed and Development, JH have taken place between Learning & Development and
implemented. Equalities and Diversity staff. Agreed training on 'Equally
Yours'. Seminars to be based on those that took place
during Equalities and Diversity Month 2011.
All Action Plans to include an EIA. Department Ongoing Completed. Organisational Change action plans include
Management Teams, EIA's. Monitored regularly.
Departmental
Equalities Groups
Equal Pay review carried out. Head of Human Oct-12 Started and will be completed in March 2012.
Resources
Department.
Extra Information
To conform and meet the requirements of the
Equality Act 2010. Following April 2012 deadline,
requirement to publish information at intervals of not
greater than four years beginning with the date of
last publication.
Update required.
Quality Assurance role to be performed by
Equalities Task Group and Departmental Equalities
Groups.
Work involves Performance and Improvement Team
with support from Departmental Equality Groups and
the Head of Human Resources (HR).
Ensure that there is communication between HR
and Equalities & Diversity Team.
Communication from HR needed so that this can be
actioned immediately.
Link to Action Number 16.
Changed original wording from 'highest
unemployment' to 'social exclusion'. Social exclusion
to encompass deprivation, unemployment. Links to
community tensions and possible far right activity.
Links to Troubled Families and Access to Services.
Need also to review projects that arise out of this
work. .
All to be involved in this process.
To conform and meet the requirements of the
Equality Act 2010. Following January 2012 deadline,
requirement to publish information at intervals of not
greater than one year beginning with the date of last
publication.
Activities based around Samantha Sirisambhand's
existing work. All to be involved.
Other activities to which we are committed in 2011
include 'Ask Mick', Chairman's Evening
Celebration/Reception, Department-led and
Workers Groups-led activities, lunchtime seminars.
Scrutinise continuation of action/role.
Need to look at the functions and increasing
importance of the Equalities Board in
'mainstreaming' Equalities and Diversity (including
with respect to Lower and Middle Tier Managers).
Also, use of Departmental Equalities Groups with
respect to EIAs. Review of Equality Champions role.
Need to manage the expectations of the Equalities
Board bearing in mind the Equalities & Diversity
Team's new capacity. All to be involved in the
production of papers, depending on work area.
NR and JH to be involved as and when required.
Identified as an issue via the Level 3 Assessment.
May involve a specific piece of work undertaken by
the Equalities Task Group.
LSEF encompasses Leicestershire County Council ,
District and City Councils, NHS, Police, Prison and
Fire Services.
Need to ensure that LSEF is not a 'talking shop' but
an active body.
Need to be clear about the nature and extent of our
involvement. Need initially to review who goes to
LSEF meetings.
Links to Community Cohesion Framework.
Links to Community Cohesion Framework. NS to
assess the extent of our involvement and liaise with
Forum Chair.
Links to Community Cohesion Framework and
'Support to Vulnerable Communities' and
'Democratic Involvement' programmes. Work to
involve Full Council Meetings, use of social media
and Internet.
Specific action within the 'Address
Discrimination' area of the Community Cohesion
Framework.
Initial role would be to support the Equalities Board.
Obviously, when/if the process of re-accreditation
commences we will all need to be involved.
Links to Community Cohesion Framework and
'Support to Vulnerable Communities' and
'Democratic Involvement' programmes.
Make use of partners such as Leicestershire Centre
for Integrated Living (LCIL).
Make use of Email Information Service in addition to
more 'mainstream' communication mechanisms.
Ensure that feedback is not confined solely to use of
the Leicestershire County Council website. Ensure
that feedback is accessible in terms of the language
that it uses.
Will require input from Equalities Board and
Corporate HR (though obviously dependent on the
nature of the support given).
A weekly rota system to be implemented.
Requires at least one person to have responsibility
for ensuring that website and intranet pages are
kept updated.
Simply an add-on to Email Information Service.
Links to work concerning lower and middle tiers of
management.
Need to focus on whether we simply promote or in
some cases arrange events. Need to explore the
possibilities surrounding use of the International
and Interfaith Calendar produced annually (part
of 'Interfaith work' in the Community Cohesion
Framework).
Need to consider carefully how we balance the need
to cover community languages and the resource
implications.
PQQ questions to be compliant with Equality
Act2010.
Disability stipulations to be compliant with Equality
Act2010.
Ensure involvement of members of faith
communities both internally and, where necessary,
externally.
Need to promote Council buildings as reflective of
the communities that use them.
Links to Action Number 8.
Links to Action Number 37.
Links to Action Numbers 8, 10 and 11.
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