Cyngor Sir
Ceredigion
County Council
RACE EQUALTIES
SCHEME
2005 – 2008
INDEX
Contents Page
About Ceredigion
3
The Council
4
Organisational Structure – Cabinet
4
Organisational Structure – Departments
5
Departmental Services
5
Community Strategy – Ceredigion 2020
7
Corporate Strategy – 2004-2008
8
Corporate Improvement Plan – 2004-2005
8
Review of the Equalities Scheme 2002/2005
9
Race Relations Scheme 2005/2008
12
Aims and Objectives
12
Step 1 – Identify relevant functions, services, policies
13
Step 2 – Impact Assessments
13
Step 3 – Monitoring Arrangements
14
Step 4 – Consultation and Publications
14
Step 5 – Employment Duties
14
Step 6 – Educational Establishments
15
Step 7 – Training
16
Step 8 – Review Process
16
Step 9 – Procurement
16
Step 10 – Partnerships
16
Action Plan
17
2
Ceredigion - The Council
1 The Council’s Functions
1.1 Ceredigion is seen to be one of the fastest growing Counties in Wales
with an increase in population of 15% since 1981 compared with the average
growth in Wales of 4%. On the evidence of the 2001 Census, Ceredigion had
a very low proportion of non-white ethnic population – 1.4% compared to the
City and County of Cardiff with a 8.4% non-white ethnic population. In
addition, within the County of Ceredigion the percentage of non-white ethnic
population resident within the County amounts to 0.52%. However, in any
event this does not lead to a conclusion that lesser weight should be given to
the question of race equality in such an area as Ceredigion, indeed the
Council needs to give consideration to the needs of all minority groups and to
ensure that they can easily voice their opinions or concerns.
1.2 The population figure of 77,000 is scattered around the County with the
main towns being Aberystwyth, Cardigan, Lampeter, Llandysul, Aberaeron
and Tregaron. The area of the County is approximately 179,500ha with a
panoramic coastline of 97km that is strategically located between both
Pembrokeshire’s and Snowdonia National Parks.
3
COUNCIL STRUCTURE
Cabinet
COUNCIL
Development
Licensing
Standards
Short-listing
Control
Committee
Committee
Committee
Committee
7 Scrutiny Committees
Overview and Scrutiny committess co-ordinating committee
Education, Culture and Leisure
Social Services
Highways, Property and Works
Environmental Services and Housing
Finance and Personnel
Economic Development, Tourism, Europe and Training
2 Leadership
2.1 Cyngor Sir Ceredigion County Council is currently made up of 42
Councillors who are elected every 4 years. It employs 3,700 members of
staff, in seven Departments who provide the services on a day-to-day basis.
2.2 The Council has adopted the “Cabinet” style of governance comprising
the Council Leader plus 7 portfolio members, each portfolio covers the
services provided by each of the Council’s Departments with the exception of
the Chief Executive and Finance Departments that are combined under one
portfolio. It is also recognised that there are important cross-cutting matters
to which all or some will contribute, which include:
♦ Community Safety and Crime Reduction
♦ Objective 1 and European Structural Funds
♦ Sustainability
♦ Youth Offending Strategies
♦ Health Improvements
♦ Social Inclusion
♦ Welsh Language Policy Development and Implementation
2.3 The work of the Cabinet is scrutinised by a series of Scrutiny
Committees, one for each portfolio, they generally meet 6 times per annum.
4
3 Organisational Structure – Departments
C y n g o r S ir C E R E D I G I O N C o u n t y C o u n c il
D e p a r t m e n t s o f t h e C o u n c il
C h ie f
E x e c u tiv e
P e r s o n n e l
C o r p o r a t e
D e p a r t m e n t
P e r fo r m a n c e
D ir e c to r o f
D ir e c to r o f
D ir e c to r o f
D ir e c to r o f
E n v ir o n m e n ta l
C o r p o r a te
D ir e c to r o f
E d u c a tio n a n d
H ig h w a y s ,
D ir e c to r o f
S e r v ic e s
a n d L e g a l
F in a n c e
C o m m u n ity
P r o p e r ty a n d
S o c ia l S e r v ic e s
a n d
S e r v ic e s
S e r v ic e s
W o r k s
H o u s in g
P r o fe s s io n a l
F a m ilie s a n d
F in a n c ia l
S e r v ic e s ;
E n g in e e r in g ;
C h ild r e n ;
P la n n in g ;
L e g a l;
S e r v ic e s ;
M a n a g e m e n t
B u s in e s s a n d
S e r v ic e s t o
E n v ir o n m e n t a l
E c o n o m ic
R e v e n u e s
S e r v ic e s ;
M a n a g e m e n t ;
A d u lt s ;
H e a lt h ;
D e v e lo p m e n t ;
a n d B e n e fit s ;
C u lt u r a l
B u ild in g s &
C o m m is s io n in g
H o u s in g
A d m in is t r a t io n
IT
S e r v ic e s
M a in t e n a n c e
S u p p o r t
A u d it
L e is u r e
S e r v ic e s
3.1 Departmental Functions:
3.1.1 Chief Executive
The Performance Unit has been established within the Chief Executive’s
Department to help take forward the Council’s corporate aims and objectives.
The Unit takes the lead on performance management and the development of
corporate policies across the organisation with our partners. The unit
develops operational processes that enable the Council to deliver and
monitor its corporate priorities together with business and performance plans.
The Personnel Section is a central resource that provides professional advice
in matters relating to human resources.
3.1.2 Environmental Services and Housing
The Environmental Services and Housing Department is the main regulatory
Department of Cyngor Sir Ceredigion. The Council’s Licensing function sits
within the Department’s function. The Department itself is structured into
three divisions:-
Town and Country Planning
Environmental Health, Trading Standards and Licensing
Housing (Private and Public Sector)
5
3.1.3 Corporate and Legal Services
The Department of Corporate and Legal Services has wide ranging
responsibilities including responsibility for Business Support Services which
includes indigenous and inward investment businesses, Tourism promotion
and information, Objective 1 and community regeneration advice on
European and community grants and Agri-food technology support. The
Department also provides full Legal Services and Democratic support to the
Council, translation, reprographics and receptionist services. The
Department also has responsibility for Local Land Charges, Electoral and
Civil Registration as well as Hyfforddiant Ceredigion Training.
3.1.4 Highways Property and Works
This is the Department that looks after the everyday services that the
population tends to take for granted, from emptying bins to clearing the roads
or repairing Council Houses or ensuring that new buildings are built to the
appropriate standards.
3.1.5 Education and Community Services
The Department of Education and Community Services, which includes
Education, Cultural and Leisure Services employs in the region of 2,000
people and is the largest of the County’s Departments. The administrative
headquarters for the education service in Ceredigion is based in Aberystwyth
and provides a focal point of contact for parents, pupils, and students, elected
members, staff and the general public. In addition to advice on the service, a
number of support agencies such as advisers, educational psychologists and
welfare officers are also located at the County offices.
3.1.6 Finance
The Finance Department supports the Director of Finance primarily in
providing a comprehensive range of financial services necessary for the
proper administration of the financial affairs of the Council in compliance with
the requirements of the Local Government Act 1972. The Department is also
responsible for the provision of Information and Communications Technology
to the whole Authority; and for the collection of Council Tax, Rates, Rents and
other debts, and the administration of Housing and Council Tax benefits.
3.1.7 Social Services
Social Services are responsible for the provision of personal social services
for adults and for children and families. In terms of adult services, they aim to
support elderly people and people with disabilities or who are sick. They
assist them to live in the community whenever possible and appropriate, or
help them to find suitable residential or nursing home accommodation if this is
their wish and meets their needs. In working with children and families,
Social Services aim to support families to bring up their children themselves
and work in partnership with parents and other carers. Where the child’s
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interest require Social Services to look after them, Social Services will assist
the family to keep in contact.
3.1.8 The County Council also represents the interests of the people of
Ceredigion on many occasions and it works in partnerships with many
individuals, organisations and businesses within the County and throughout
Mid Wales.
4 Community Strategy - Ceredigion 2020
4.1 The Community Strategy which was published in April 2004 sets out its
Strategy for the County of Ceredigion, developed in Partnership with key
organisations in the County. This Strategy sets out the Vision of how the
quality of life of the population of Ceredigion will be improved over the next 10
to 15 years. In addition to the overall Community Strategy there is a series of
action plans that highlights how the Council will achieve their targets set out
in the overarching strategy. The Action plans are reviewed on an annual
basis and are considered as working documents.
4.2 "Ceredigion in 2020 will be a self confident, healthy, caring, bilingual
community, supported by a strong local economy using the skills of its
people, making wise use of the resources of its high quality environment,
providing opportunities for all to reach their full potential."
4.3 This is the overarching Strategy for the County, encompassing all the
other Strategies in order to achieve improved quality of life. 5 Themes have
been identified to support and deliver the Vision:
• Active Wellbeing
• Economically Successful
• High Quality Environment
• Learning for Life
• Stronger Communities
4.4 These are underpinned by Cross-Cutting Themes
•
Welsh Language
•
Information and Communications
Technologies (ICT)
Mobility
•
Social InclusionSustainability
7
5 Corporate Strategy 2004-2008
5.1 The strategy is based on the principle of improving the quality of life of
Ceredigion’s residents, underpinned by a commitment to deliver better
education and training, increased employment opportunities, access to
affordable and better housing, better and safer roads, extending the provision
of care for the elderly and vulnerable within the County and providing a
cleaner and safer environment for our communities.
6 Improvement Plan – 2004-2005
6.1 The Improvement Plan is produced annually, and provides information on
how Council services are performing and steps to be taken to improve the
quality, efficiency and effectiveness of the way these services are delivered in
the forthcoming years.
6.2 The improvement plan will be used as a vehicle for reporting statistical
data with respect to the Race Relations scheme.
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Review of the Equalities Scheme – 2002-2005
7 Background
7.1 The Race Relations (Amendment) Act 2000 (RRAAct) has placed a duty
on local authorities to promote race equality when carrying out its functions.
This requirement, known as the General Duty, exists in 3 parts, all of which
have to be satisfied. Authorities are required to pay due regard to the need
to:
♦ Eliminate unlawful race discrimination;
♦ Promote equal opportunities; and
♦ Promote good relations between people from different racial groups.
7.2 Under the Specific Duties covering policy, service delivery, and
employment the Council must publish a race equality scheme. The scheme
must set out the council’s arrangements for meeting the general duty and
include:
♦ A list the functions and policies (including proposed policies) that you
have been assessed as being relevant to the general duty to
promote race equality.
♦ The arrangements to:
o Monitor our policies for any adverse impact on promoting race
equality
o Assess, and consult on, the impact that policies the authority you
are proposing to introduce are likely to have on promoting race
equality;
o Publish the results of the assessments, consultation, and
monitoring;
o Make sure that the public have access to information and
services; and
o Train the staff on the general duty and the specific duties.
7.3 The RRAAct required the Council to develop and publish a Race Equality
Scheme (RES) and action plan detailing how the authority will strive to meet
the General Duty and other Specific Duties outlined in the Act. The Council’s
original scheme covered a 3-year timeframe from 2002 to 2005. The Council
is required to review the RES and to publish a revised Scheme at least every
three years.
7.4 In view of this the Council decided to:
1. Review the RES using the existing Equalities Scheme to see if the
action points within that scheme had been carried out.
2. Update the review that was carried out in 2002, in identifying policies,
procedures and service areas that are relevant to the duty to promote
9
race equality. This revised race equality scheme will apply from June
2005 to May 2008.
3. Update the assessment of relevance and report on the monitoring
systems that are in place and the additional steps to be taken over the
course of the next RES
4. Prepare and publish the revised RES and action plan for 2005-2008 to
ensure that the Council’s progress towards implementing the General
and Specific Duties can be monitored effectively.
8 Review of the Equalities Scheme – 2002-2005
8.1 In 2002 Cyngor Sir Ceredigion County Council produced an Equalities
Scheme that was aimed at ensuring that the Council not only met with its
statutory duties in respect of the RRAAct, but also ensured that it played a
leading role in promoting equality of opportunity amongst its staff and more
generally within the community.
8.2 A thorough work schedule was undertaken and every department were
asked to examine their policies to ensure compliance with the Act. In addition
to the examination of the policies, every department was asked to undertake
an impact assessment on their policies to identify the risk of not complying
with the RRAA. Unfortunately, this was carried out on an adhoc basis,
which has led to inconsistency.
The following actions will be carried forward to new RES: Identification of
functions and policies, screen for relevance to the General Duty, timetable for
establishing monitoring systems depending on high medium or low relevance,
impact assessment process to be established.
8.3 Review of the Monitoring Process
8.3.1 It was found that there were some monitoring processes in place e.g.
monitoring of disciplinary cases grievance cases, employment tribunals, re-
grading applications etc. It was found that the Corporate Personnel Section,
Education Department and the staffing section of the Social Services
Department were recording job applications with respect of ethnicity, welsh
speaking and disabled, however, although this data was logged, no formal
reporting mechanism was undertaken as a result of the collation of the data.
However, it was found that other departments were not recording this
information at any level; therefore, it came apparent that there was a lack of
consistency within the departments in the monitoring and recording of data.
8.4 Training
Training sessions had been arranged covering only a small percentage of
staff. More training was needed to ensure that every member of staff was
aware of their responsibilities.
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8.5 Educational Establishments
8.5.1 Within the county of Ceredigion, there are 7 Secondary Schools and 76
primary schools. The Education Department plays a significant role in
promoting equalities within schools. As part of their continuous monitoring
several aspects relating to equality of opportunity are analysed and the data
collated is reported on an annual basis to the Wales Assembly Government.
In addition to this, pupils from ethnic backgrounds who are non-conversant in
neither English nor Welsh are given assistance in all key stages relating to
their development and to their learning environment.
8.5.2 On an annual basis a pupil census is carried out within each school,
and pupils/parents are given the opportunity of declaring their ethnicity.
8.5.3 The role of the Educations Advisory/Inspectorial Services advise and
inspects schools to ensure compliance in every matter concerning pupils
welfare and education within the educational establishments of Ceredigion.
On an annual basis, the link adviser will issue a questionnaire to each school
in order to collate data on equality and other matters within the school.
8.6 The Way Forward
8.6.1 Following this review, it was decided to reassess the scheme taking
into account the findings of the review. In order to take forward the points
made in the review, it was decided to re-write the scheme incorporating
action plans and performance indicators for each department to work
towards. This we believe will ensure that each department fully understands
the statutory requirements of the Act and in addition we would ensure
compliance across the Council.
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9 Race Relations Scheme 2005-2008
9.1 Aims
The development of a Race Relations Scheme is consistent with the
Council’s Corporate Strategy. The aim of the Council as outlined in the
Corporate Strategy is: -
To ensure the delivery of first class services provided on the basis of equality
with the rights of members of the public to deal with the Council in Welsh or
English being respected at all times.
9.2 Objectives
1. To maintain and improve the high educational standards already
achieved in Ceredigion
2. Provide better and safer roads to access services, employment and
tourism
3. Ensure that people live in or have access to good quality and affordable
housing and live a healthy life style in a high quality environment.
4. Promote economic development and regeneration for the benefit of the
local community.
5. Promote the well being of people with Social Care needs.
6. Ensure that services and initiatives that are cross cutting are effectively
managed and delivered to ensure performance management is
effective across the Authority.
7. Careful and responsible use of available financial resources
8. To ensure that systems are in place to support the delivery of high
quality services by the Council.
9.3 Leadership
9.3.1 An essential requirement in ensuring that the aims and objectives of
the new scheme are adhered to is the Leadership within the Council. It has
been endorsed by the Cabinet that an Equalities panel is to be developed
consisting of the Cabinet member in charge of Cross-cutting issues. The
panel consists of the following members of staff:
Chair: Cllr Carl Williams
Portfolio member – Cross-cutting
Dept. Highways Property and Works
Keith Morgan Assistant Director
Dept. Social Services
Ann Davies Operations Manager
Dept.
Finance Iain
Marshalsey
Assistant
Director
Dept. Chief Executive
Rhian H Evans Assistant Personnel officer
Dept Corporate & Legal Services
Mike Shaw – Business Services &
European Manager
Dept. Education & Community services
Christine Henshaw – Senior Educational
Adviser
Dept. Environmental Services &
Bryan Thomas –Director of Environmental
Housing
Services & Housing
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9.3.2 The role of the panel will be to monitor and promote equalities within
their respective departments. It is also envisaged that the panel will
eventually inspect impact assessment. It will be necessary for the panel to
receive training in order to clearly identify their role within the panel.
9.4 Step 1 – Identification of relevant functions, services and policies
9.4.1 In 2002 the Council undertook an assessment of its functions and
policies in relation to Race Relations. In February 2005 it was decided to
undertake this assessment again in order to ensure that each policy, function
and service was complying with the Act and any other new legislation that
has come into force since 2002.
9.4.2 A complete list of the functions, policies and services is seen in
Appendix 1. This list also illustrates the relevance and priority rating in order
for the Council to build up a monitoring process to ensure compliance in
accordance with the Act.
9.4.3 The functions, policies and services with a high risk factor will be
impact assessed during 2005-2006, with the medium risk factor to be impact
assessed during 2006-2007 and the low risk factors will be impact assessed
during 2007-2008. In addition to this, all new policies, functions or services
should integrate equalities as part of their structure. It is recommended that
new policies are impact assessed in relation to equalities in general before
publishing in order to ensure mainstreaming equalities within the Council.
9.4.4 It is evident that there are a number of strategies already in existence
within the Council such as the Health and Well Being Strategy, the BME
Housing Strategy and the Child and Youth partnership etc, which are
assessed in accordance with Race Relations. However, there is a strong
need to ensure that when developing policies, each department, section or
individual within the Council give consideration to all aspects within the Race
Relations Act and any other Act relating to Equalities.
9.5 Step 2 – Impact Assessments
9.5.1 In order to fully integrate and mainstream equalities into all of
Ceredigion’s services and functions, it has been decided that in order to fulfil
this it is necessary for all departments, sections or individual to carry out an
assessment when looking at new procedures. Over the next 6 months a
detailed assessment process will be produced in order to assess the impact
of proposed policies on all equalities issues. Each Departmental Head of
Service has the responsibility of ensuring that this procedure is carried out
prior to publishing.
9.5.2 During 2005 new guidelines will be developed stipulating that
assessments of the likely impact of proposed policies on equality matters
must be undertaken and presented in all reports regarding proposed or
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revised policies for the Council. This assessment is to be reported to the
Management Team and Council for approval. In addition training will be
provided to Managers on Impact Assessing. A panel of Senior officers and
managers has been set up in order to address policies and to inspect the
impact assessments. (see Action Plan). The Portfolio member in charge of
Cross cutting issues will chair this panel. The panel will also received training
on how to carry out impact assessments. It is suggested that the panel will
meet on a monthly basis in order to ensure that the impact assessments are
addressed and evaluated.
9.6 Step 3 – Monitoring Arrangements
9.6.1 Monitoring arrangements plays a crucial part for the Council in order to
fully understand our duty in accordance to the Race Relations Act. New
Performance Indicators will be introduced and reported on a quarterly basis to
the Cabinet. The new performance indicators will include:
♦ Employment details – current workforce
o Number of people who are welsh speaking as a percentage of the
workforce
o Number of people with a disability as a percentage of the
workforce
o Number of people from an ethnic minority background as a
percentage of the workforce
♦ Complaints
o Number of formal complaints of a racial nature
o Number of complaints in respect of the Welsh Language
9.7 Step 4 – Consultation and Publication
9.7.1 After Council approval, a consultation exercise will commence. The
review will be published on the Council’s Website.
9.8 Step 5 – Employment Duties
9.8.1 Under the specific duties of the RRAAct for employers, there are
specific duties for employment. As the Council employ more than 150 full-
time staff, the Council must monitor, by racial group, the number of staff who:
♦ Receive training
♦ Benefit or suffer from performance appraisal
♦ Are involved in grievances
♦ Are subjected to disciplinary action;
♦ End their service with the authority (for whatever reason)
♦ Publish the Council ethnic monitoring results on an annual basis
9.8.2 As part of the ongoing development of the Personnel function, the
personnel section will publish data in respect of ethnic origin on relevant
aspects of its employment practices. This will ensure compliance with
respect to the Race Relations Act. At present, data is collated on ethnicity,
14
disability, and the Welsh Language. The Personnel system has recently
incorporated this function into the Personnel/Payroll IT system. At present,
this data is not reported, however, as part of the Action Plan, data relating to
employment will be reported on a quarterly basis to the Cabinet (See Action
Plan)
9.8.3 A questionnaire will be issued to all staff encompassing questions such
as ethnicity, disability, nationality, gender etc. The results will be fed into the
Personnel IT system. This exercise was undertaken four years ago,
however, disappointingly only a small percentage returned the forms. We
have since revised the questionnaire and the final version will be circulated in
the summer months of 2005.
9.9 Step 6 – Educational Establishments
9.9.1 With regards to educational establishments and in particular schools
the Race Relations Act 1976 says that the governing body of a school must:
1. Before 31st May 2002
a. Prepare a written statement of its policy for promoting race
equality and
b. Have in place arrangements for fulfilling, as soon as is reasonably
practicable, its duties under paragraph (3)
2. Such a body shall,
a. Maintain a copy of the statement, and
b. Fulfil those duties in accordance with such arrangements.
3. It shall be the duty of [such] a body to
a. Assess the impact of its policies, including its race equality policy,
on pupils, staff and parents of different racial groups including, in
particular, the impact on attainment levels of such pupils; and
b. Monitor, by reference to their impact on such pupils, staff and
parents, the operation of such policies including, in particular,
their impact on the attainment levels of such pupils.
4. Such a body shall take steps as are reasonably practicable to publish
annually the results of its monitoring under this article.
9.9.2 Educational Establishments have a huge impact on Equalities in
general. Children are taught from an early age on the importance of a multi-
cultural society. Children from all backgrounds regardless of their colour,
gender, religion, nationality etc are integrated together from the reception
class age. Children are taught how to respect different religions and this
again is communicated to children in the primary school where children are
informed of the different religions and beliefs which this forms part of the
curriculum.
9.9.3 Each school within Ceredigion have a Race Relations policy and
monitoring of ethnicity is carried out within each school. The results of this
are forwarded to the Welsh Assembly Government on an annual basis. In
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addition, the Council’s Education Advisers visit the schools on a regular basis
and issues regarding ethnicity are discussed in as far as the requirement for
extra support. Some of the larger primary schools within the County have
designated a teacher in charge of monitoring ethnicity in order to ensure that
pupils are given the extra guidance and opportunity in relation to the pupils’
learning and development.
9.10 Step 7 - Training
9.10.1 Training plays a major role in educating the workforce. During 2002-
2005 a small percentage of training was delivered by the WLGA and other
providers on Equalities. With a workforce of approximately 3700 with a
limited budget, Ceredigion County Council has decided to buy into the
partnership with North Wales Consortium in providing training through E-
learning. There will be a series of modules based on the different aspects of
the Act such as the Welsh Language, racism etc. In addition, a member of
staff from the Personnel Section as been on the Train the Equality Trainer
course again provided by the WLGA.
9.10.2 Since 2002, a new Induction booklet has been produced. This
booklet has been sent to all existing staff and any new staff that join the
Council. Within the booklet staff are able to note each policy, which includes
the Code of Conduct, Equal Opportunities and Equalities.
9.11 Step 8 – Review Process
9.11.1 Constant reviewing of the Action plan will be required to ensure
compliance with the RRAAct. An equalities panel will be formed in order to
peer assess departmental and Council wide practices/services/policies and
procedures. Reviews of compliance will be extended to the quarterly
reporting of the ethnic monitoring results as they will be published on the
Council’s website
9.12 Step 9 – Procurement
9.12.1 Ceredigion County Council has a duty under the amended Race
Relations Act to take race equality into account when procuring goods, works,
or services from external providers. Ceredigion County Council has
developed a Procurement Strategy that includes a section on equal
opportunities and social inclusion.
9.13 Step 10 – Partnerships
9.13.1 Partnership working plays an integral part to the work of the Council.
In line with the guidelines issued by the CRE we need to look at developing
our ways of working in partnership giving full regard to the promotion of race
equalities and equalities in general. Information and guidelines on working in
partnerships needs to be developed and issued to members of staff who are
representing the Council on various partnerships.
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Ceredigion County Council
Action Plan
Action Description By
whom
By when
Outcome
Point
1 To
undertake
Equalities
June
To aid the
training on impact
Panel
2005
Equalities panel on
assessments
the methods of
impact assessing
2
Carry out impact
Equalities
April 2006 To carry out
assessment on all
Panel
reviews as
high relevance
required by the
policies/procedures
RRAA
3
Carry out impact
Equalities
April 2007 To review policies
assessments on all
Panel
in line with the
medium relevance
RRAA
policies/procedures
4
Carry out impact
Equalities
April 2008 To review policies
assessment on all
Panel
in line with the
low relevance
RRAA
policies/procedures
5
Carry out impact
Equalities
April 2005 To ensure that all
assessments on all
Panel
– March
new
new
Directors
2008
policies/procedures
procedures/policies
are complying with
etc
the RRAA
6
To formulise a
Personnel
August
To establish a
method of monitoring Section
2005
corporate
and reporting
approach to
ethnicity with respect
monitoring ethnicity
to Employment
7
To undertake an
Personnel
Quarterly
To establish a
audit of ethnic
Section
basis
database on ethnic
monitoring
monitoring which is
information collected
a requirement by
corporately &
RRAA
departmentally
8 To
incorporate
the
All
Quarterly
To ensure
new Performance
departments basis
compliance with
Indicators on
respect to
employment duties
reporting.
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9
To buy into the North Personnel
May 2005 All staff to be
Wales Equalities
Section
trained on Race
Network training
Relations and
packages
Equalities in
general by March
2008
To review the
Complaints
Sept 2005 To ensure that all
Complaints
officer
complaints whether
10
procedure with
formal or informal
respect to recording
are logged in order
informal complaints
to gain a better
understanding on
Race related
issues.
11
To ensure that all
Schools On-going
Regular
schools comply with
inspections of
the general duty and
schools in order to
the Specific Duties
ensure that all
as outlined in the
schools have a
RRAAct.
Race Relations
scheme or
equalities scheme
that cover Race
Relations.
12
To ensure that
Schools
On-going
All schools are to
schools are
ensure that
effectively monitoring
effective recording
racial incidents in
procedures are
schools.
implemented within
each school and
reported to the
LEA.
18
Document Outline
