Corporate Equalities Scheme and Action Plan
2008 - 2011
Contents
Statement from the Chief Executive, Corporate Equalities Lead Officer and the
Portfolio Holder for Equality, Diversity and Cohesion
1
Introduction and background
2
Connections with other County Council initiatives
3
Our duties under equalities legislation
4
How we will meet the specific duties
5-8
Progress against actions stated in the previous Corporate Equalities Plan, 2005 - 2008
9-11
How this Scheme and Action Plan has been put together
12-13
Action Plan
15-18
Glossary
19-25
Our approach is clear: Somerset County Council adopts an anti-discriminatory and inclusive approach to everything that it does.
Action to support the development of this approach is explicitly addressed within this Corporate Equalities Scheme and Action
Plan for 2008-11 and all managers and staff have a responsibility to understand the implications for themselves, their colleagues
and the services they deliver.
Our vision is that through our work we will not only be able to make a difference to the lives of individuals and communities in
Somerset but will be able to make the optimum difference.
Chief Executive and Corporate
Corporate Equalities
Portfolio Holder for Equality,
Equalities Champion
Lead Officer
Diversity and Cohesion
1
Introduction and background
The following Corporate Equalities Scheme and Action Plan is the third to be developed by Somerset County
Council. Our Scheme aims to co-ordinate and support Equality of Opportunity within Somerset County Council
and across Somerset as a whole. It includes the requirements of the Race, Disability and Gender Equality Duties.
It also covers our responsibilities regarding Sexual Orientation, Faith and Belief and Age as defined in the Equality
Act 2006. Our Scheme covers the actions we need to take with regard to providing services and the well-being of
our staff. As a County Council we are also committed to, where appropriate, addressing issues that have been
identified and that are not covered within the current equality legislation.
Somerset County Council’s work surrounding equalities is led by 6 ‘frameworks’ or areas which are:
•
The Somerset County Council Equal Opportunities Policy or the ‘Promise’:
Equality and Fairness for All policy
•
The Equality Standard for Local Government covering Race, Gender,
Disability, Sexual Orientation, Faith and Belief and Age
•
The Race Relations Amendment Act 2000 (RRAA)
•
The Disability Equality Duty 2005 (DED)
•
The Gender Equality Duty 2006 (GED)
•
The Equality Act 2006
Our 3-year Scheme for 2008-2011 identifies what we will do in order to meet the statutory duties for all local
authorities in England and Wales (RRAA, DED, GED). It also identifies the action needed at both a corporate
(overarching) and departmental level to continue the council’s work on the Equality Standard for Local
Government. Finally, the Scheme identifies what Somerset County Council has committed to do so we can meet
our ‘Promise’. Our ‘Promise’ clearly sets Somerset County Council’s responsibilities in terms of service delivery
and employment on equality and diversity.
2
Connections with other County Council initiatives
Our Scheme is also written in line with four other key Somerset wide initiatives.
These are as follows:
•
Sustainable Community Strategy, 2008 - 2026 – This document focuses on the main challenges facing
Somerset and the necessary priorities needed to address them. The priorities are listed under six headings
which are; Making a Positive Contribution, Living Sustainability, Ensuring Economic Well-being, Enjoying
and Achieving, Staying Safe and Being Healthy.
•
Local Area Agreement, 2008 – 2011 - The Local Area Agreement sets out the priorities for Somerset as
a county and is overseen by the Somerset Strategic Partnership. It has strong links to the Sustainable
Community Strategy and equality and community cohesion are included throughout. Community Cohesion
appears in its own right within the LAA under the ‘Stronger Communities’ theme.
•
Community Cohesion Strategy, 2004 - 2014 – This Strategy links to both the LAA and the Sustainable
Community Strategy and also has many areas which cross over with the work of the Corporate Equalities
Scheme (for a fuller description of the Cohesion Strategy please see page 12)
•
Local Initiative Budget for Frontline Councillors (2008) – This will enable Councillors to spend their
councillor allowances on targets set within the Local Area Agreement and other community initiatives
or issues.
3
Our duties under equality legislation
Under the current equality legislation Somerset County Council has specific tasks and procedures that it has to complete.
Below are the requirements and the legislation it comes from:
General Duties
DES
GES
RES
Eliminate unlawful discrimination and harassment
✓
✓
✓
Promote equality of opportunity
✓
✓
✓
Promote good relations between…
✓
✓
Review of the scheme every three years and an assessment of performance in carrying out duties
✓
✓
✓
Promote positive attitudes towards disabled people
✓
Encourage participation by disabled people in public life
✓
Take steps to take account of a disabled person’s disabilities even when this means treating disabled
persons more favourably than other persons
✓
Specific Duties
DES
GES
RES
Prepare and publish an equality scheme
✓
✓
✓
Assess and consult on the likely impact of proposed policies on promotion of equality
✓
✓
Monitor existing policies for adverse impact on promotion of equality
✓
✓
Publish results of assessments and consultations
✓
✓
Ensure public access to information and services provided
✓
Involve disabled people in the development of the scheme and include a statement in the scheme
on how this has been done
✓
Train staff in connection with its duties
✓
Set out methods for Impact Assessments
✓
✓
✓
Set out arrangements for gathering information in relation to employees
✓
✓
✓
Set out arrangements for putting the information gathered to use in promoting equality
✓
✓
✓
Review the scheme every three years
✓
✓
✓
Monitor and review progress
✓
✓
✓
Develop, publish and regularly review on equal pay policy
✓
Key:
Disability Equality Scheme DES
Gender Equality Scheme GES
Race Equality Scheme RES
4
How we will meet the specific duties
Below you will find examples of how Somerset County Council will meet specific requirements that are laid out on
the previous page.
Assess and consult on the likely impact of proposed policies on promotion of equality
•
Equality Impact Assessments are used to assess the likely impact of proposed policies, strategies,
functions and services on promotion of equality of opportunity for staff and service users.
•
Service Delivery Board - this provides an opportunity to assess and consult on policies related to service
delivery which have an impact on the promotion of equality.
•
Employment Board – this provides an opportunity to assess and consult on policies related to
employment which have an impact on the promotion of equality.
Monitor existing policies for adverse impact on promotion of equality
•
The impact of all policies and service areas are monitored using the Equality Impact Assessment process.
This covers all aspects of equality and diversity.
Publish results of assessments and consultations
•
All completed Equality Impact Assessments are published on the council’s Internet and Intranet sites.
•
All consultations completed electronically are held on an Internet based system. This allows members of
staff to add their own consultations to the system and allows other members of staff and the public to
access the results.
5
Ensure public access to information and services provided
•
Our (Somerset County Council) website includes a ‘Welcome’ facility in nine core languages which links to
documents in those languages. We also contribute to the ‘New to Somerset’ website.
•
An Accessible Venues Database has been created and is available on the Somerset County Council
website. We have put plans in place to stop using premises that are not accessible.
•
We have a statement on all published documents to inform people of the alternative formats available.
We have measures in place to enable translation of documents into other languages, Braille/STC and the
interpretation of telephone calls and face to face conversations.
Involve disabled people in the development of the scheme and include a statement in the scheme on
how this has been done
•
Corporate Equalities Plan Consultation Event, 6th May 2008 – Disabled people in Somerset were
invited to take part in the consultation through Compass Disability Services in Somerset. Also invited
were other members from the diverse community. Their views were fed into the production of this
plan.
•
Disability Focus Group, November 2006 – This event was also organised by Compass Disability Services
and involved 20 delegates and informed Somerset County Council’s Disability Equality Scheme and
Action Plan, December 2006.
•
As detailed above, Somerset County Council have a formal service level agreement and a good working
relationship with Compass Disability Services who advise us on policy issues.
Train staff in connection with SCCs duties
•
The Corporate Equalities Team have produced an Equalities Good Practice Guide for managers. This sets
out what our responsibilities are in connection to Access to Employment, Access to Services, Fair
Treatment for All and Strong Leadership.
•
Induction and probation arrangements have been revised in order to ensure that staff are informed and
aware of the council’s commitment to equalities.
•
Management induction includes information on the importance of equalities and of taking an anti-
discriminatory approach. This provides managers with practical knowledge and support relating to the key
areas of equality and diversity.
•
Two day Equalities training is available to all staff via the Corporate Training Team.
6
Set out methods for Impact Assessments
•
We have produced an Equality Impact Assessment Guidance document, which is available to all staff on
the Intranet. This document sets out how to complete an assessment, the reasons behind it (legislation),
issues which should be addressed, and possible data sources to investigate.
•
We provide all members of staff completing an Equality Impact Assessment with fresh training the year
they are scheduled to complete their Impact Assessment.
•
A template for completing an Equality Impact Assessment is also published on the Internet together with
an action plan template in which to include any issues that need to be addressed and the equality area
they relate to.
•
A schedule for the completion of Equality Impact Assessments is also published on the Internet and
includes all service areas and policies, which need to be assessed in a three-year period. Assessments
are prioritised as either year 1, year 2 or year 3 depending on the relevance of the service area to the
General Duties.
•
The completion of Equality Impact Assessments is an ongoing process. The issues identified by the
assessments are fed into Directorate Equality Plans and Group Service Plans in order that actions
can be put into place and the issues resolved. These plans are then able to be used to inform subsequent
Equality Impact Assessments.
Set out arrangements for gathering information in relation to employees
•
Somerset County Council is currently in the process of implementing a new employee database. It will
hold not only basic employment data but will also hold equality data so the council can make sure that it
meets the needs of its staff in a more proactive manner.
•
Somerset County Council also monitors equality information of people applying for our jobs. The
information is kept separate from application forms and provides the council with information about who
is applying for its jobs and if any group is less likely to. Knowing this will mean that we can establish if
there is a barrier to staff applying to work at Somerset County Council or if there is a gap in our
recruitment strategy.
7
Set out arrangements for putting the information gathered to use in promoting equality
•
Somerset County Council currently produces a workforce monitoring report every year. The report
provides an overview of equalities monitoring relating to employment. It reports on and analyses the data
in relation to workforce composition, recruitment and selection, training and development and casework.
Review the Scheme every three years
•
The Corporate Equalities Team work with Directorate Equality Leads and Co-ordinators to review the
Equality Impact Assessment Scheme every three years. The review process looks at whether or not the
service is still in existence, whether there is still a need to complete an Equality Impact Assessment,
whether there are any new services, policies, partnerships or functions that require an Equality Impact
Assessment. Once this has been done, the identified list is prioritised into High, Medium and Low a
timescale is assigned accordingly for their completion.
Monitor and review progress
•
This will be carried out through the action plan, which is part of this document. Progress on the actions will
be monitored as per the timescales included in the plan by the Corporate Equalities Board.
•
Equality Impact Assessments are monitored each year for both the percentage that are completed and
also for quality.
Develop, publish and regularly review on (Gender) Equal Pay Policy
•
Somerset County Council currently completes an Equal Pay Audit on an annual basis. This will result
in a wider group of Senior Managers, Equality Leads and Champion agreeing a set of actions to take the
conclusions from the audit forward. These actions will then be reviewed on a regular basis to make sure
that they are being completed and that they are making a difference.
8
Progress against actions stated in the previous
Corporate Equalities Plan, 2005-2008
Our previous Corporate Equalities Scheme and Action Plan was completed in 2008. As part of the review process, before
the new Scheme and Action Plan was created, an assessment was completed. From this assessment we established that
75% of actions from the Corporate Equalities Plan 2005 – 2008 have either been completed or have had significant
progress made towards them. 5 key pieces of work which were achieved over this period include:
•
Gender and Employment in Local Labour Markets (GELLM) Research Project – Following on from the
GELLM Research Programme which looked into employment opportunities for women in Somerset, a project
was set up between the Voluntary Sector Training Alliance (VISTA) and Somerset County Council using
European Social Funding to provide work experience opportunities for women.
•
Community Cohesion Strategy and Action Plan, 2004-2014 – This builds on the work of the previous
Equalities Vision and Community Cohesion Strategy, 2004 – 2014 and aims to incorporate current issues.
This has been adopted by the Somerset Strategic Partnership in 2008.
•
Equalities Good Practice Guide for Managers - This provides details of what managers need to know and
what they need to do in regard to Access to Employment, Access to Services, Fair Treatment for All and
Strong Leadership. This is used and promoted in Somerset County Council’s Corporate Management
Induction.
•
Being Positive about Fair Treatment Leaflet – A Somerset Total Communication version of this leaflet has
been developed. This uses a combination of words and symbols in order to make the policy easier to
understand. This was made available to Somerset County Council employees with a learning disability.
•
Accessible Venue Database – Somerset County Council and Somerset Access and Inclusion Network (SAIN)
completed a small audit of venues within Somerset with the aim of providing information on their accessibility.
SAIN conducted a postal survey of identified venues and the results of their survey are available on the
database. Levels of access have been identified for wheelchair users, people with mobility impairments and
hearing impairments.
The following table provides more details of actions from the previous three-year plan. Parts of these actions have been
carried forward to the current plan.
9
Priorities in previous Corporate Equalities Plan
Progress made on these priorities
New priority for 2008-2011 (if appropriate)
2005 - 2008
Actively promote and develop an Anti-
Corporate Code of Practice for Bullying,
Review and equality impact assess the
discriminatory approach within and outside
Harassment and Discrimination written and
Somerset County Council (SCC) Fair
Somerset County Council.
promoted. This document is a guide for
Treatment Policies to identify improvements
managers, staff, council members and service
to reporting and monitoring procedures.
users of what to do if they witness or are
Feed into the work that is being conducted
subject to an incident of Bullying, Harassment
by the multi-agency Strategic Partnership
or Discrimination.
Against Hate Crime (SPAHC) in the
development of cross-agency procedures.
Publicise availability of accessible venues and
An Accessible Venues Database has been set
Further develop and maintain the Access
portable equipment.
up and is available on the County Council’s
Venue Database as a resource for all. Explore
Internet site. An audit of County Hall and Shire
the feasibility of a joint (Districts and County)
Hall meeting rooms with regard to hearing
purchase of ‘DisabledGo’ with the Somerset
loops has been undertaken and improved
Local Authority Equality Officers’ Group and
hearing loops have been installed in the major
Compass Disability Services.
meeting rooms.
Implement recommendations in the Gender
This research led to a project, in partnership
Further implement the recommendations in
Employment in Local Labour Markets
with the Voluntary Sector Training Alliance, to
the Gender Employment in the Local Labour
research studies that relate to SCC to
provide vocational training for women in the
Markets research studies that relate to SCC
promote Gender equality.
Voluntary and Community Sector and raise
to promote Gender Equality.
awareness among employers of the barriers to
employment for women. 40% of the project
was targeted at women from Black and
Minority Ethnic communities.
Equalities and Diversity component included in
A programme for this training has been set up
Further develop guidance and mandatory
Customer Care Training at Service Level.
and delivered. The amount of take up for the
training for new Councillors and Councillors
training has been monitored in order to gauge
with key responsibilities for equality, diversity
how many staff have been trained.
and community cohesion.
10
Priorities in previous Corporate Equalities Plan
Progress made on these priorities
New priority for 2008-2011 (if appropriate)
2005 - 2008
Continue Media Strategy promoting
All Somerset County Council Public Relations
Further develop the range of materials and
Equalities and Cultural Diversity including the
staff have had equalities training and briefings
information for staff which guide and inform
promotion of Voluntary Sector publications.
with key media have been completed on
them of their responsibilities around equality,
equalities issues. Articles have been published
diversity and community cohesion. Develop a
in ‘Your Somerset’ and included in the
marketing plan to promote these materials.
council’s weekly staff newsletter.
Somerset Strategic Partnership and
The original Cohesion Strategy was agreed by
Secure support for the’One Somerset’ event
members sign up to the Equalities Vision and
the SSP in July 2005. It has now been
which promotes community cohesion through
Community Strategy and agree in principle
updated to include current issues and will be
the Somerset Strategic Partnership. Promote to
how it will be delivered.
presented to the SSP for sign off on 30th July
all staff and encourage participation.
2008.
Evaluate accessibility and impact of all
This is an on-going priority which has moved
Equality Impact Assessment Guidance to be
equalities related policies and improve
to the 2008-2011 Action Plan.
updated in order to make it more accessible.
access to information.
All Equalities policies to be re-branded in line
with the corporate guidelines and promoted.
Consult with diversity groups and businesses
Joining up of consultation and engagement
Develop more open and trusting relationships
on the best methods of communicating
activity between partner organisations is being
with diverse groups and involve local Councillors
policy and information.
carried out through the Somerset Intelligence
to:
Network.
•
create more effective and meaningful
engagement and consultation
channels,
•
feed into service improvement,
•
meet our requirements to reduce
discrimination and promote equality
of opportunity.
11
How this Scheme and Action Plan has been put together
Sources
Internal Sources
Equality Impact Assessments – These are carried out by Somerset County Council services as part of the general duties
(Somerset County
under the Race Relations Amendment Act, the Disability Equality Duty and the Gender Equality Duty. The timetable for
Council based)
carrying out Impact Assessments (which are done over a 3 year rolling period) is published on the Internet.
Directorate Level Equality Action Plans – These are produced by each Somerset County Council Directorate on an
annual basis and help to inform the overall Corporate Equalities Scheme and Action Plan.
Employee Support Networks – Including Network for Employees with a Disability, the Black and Minority Ethnic Employee
Network, 4U Joint Network Group for Lesbian, Gay, Bi-Sexual and Transgender Employees and the Carers Network.
Service Delivery Board – This meeting takes place four times a year and focuses on equalities issues within service
delivery. The meeting is attended by representatives from Internal Employee Networks, external voluntary and community
organisations connected to each equality strand, Directorate Equality Lead Officers and the Corporate Equalities Team.
Employment Board – This meeting also takes place four times a year and focuses on equalities issues within employment.
The meeting is attended by representatives from Human Resources, Internal Employee Networks and the Corporate
Equalities Team.
External Sources
Community Cohesion Strategy and Action Plan, 2004 – 2014 – This document sets out Somerset’s approach to
promoting good community cohesion through tackling areas such as; low pay, barriers to transport, occupational
segregation, rural isolation and racial harassment and discrimination. Many of these areas cross over with the aims of the
Corporate Equalities Scheme and Action Plan.
District Council Corporate Equality Schemes and Action Plans – Somerset County Council and the District Councils
within Somerset are committed to working closely together with regard to equality and diversity and we used issues which
were included in the District Councils’ plans in order to inform our plan.
Gender and Employment in Local Labour Markets Research Programme – This project was undertaken by Sheffield
Hallam University – Centre for Social Inclusion in close partnership with Somerset County Council. The aim was to use
statistical analysis, local intelligence and expertise and qualitative investigations to address policy concerns and inform
policy decision making around the area of Gender and Employment in Local Labour Markets.
12
Sources
Consultation
Corporate Equalities Plan Consultation Event, 6th May 2008 – This event was held specifically to inform the three yearly
update of our scheme and action plan and was undertaken in conjunction with the five District Councils with a view to
incorporating actions which we can carry out jointly. Delegates were invited from the Internal Equality Networks within
Somerset County Council which cover Race, Disability, Sexual Orientation and Caring responsibilities, from the Voluntary
and Community Sector via the Forum for Equality and Diversity in Somerset and an invitation was also sent out
countywide through Equality South West. Those who attended undertook workshops which helped us to identify any gaps
in our proposed actions and to prioritise our actions. Feed back from the day has been used in producing this Scheme
and the Action Plan, which accompanies it.
On-going dialogue
Annual Equalities Conference – Involvement of all of Somerset County Council’s partners that have a part to play in the
Equalities work of the County Council. The outcomes from this Conference inform or strengthen the actions within the
Corporate Equalities Action Plan found within this document. Other more focussed pieces of consultation may also be
carried out to inform the Action Plan – for example around employment or a particular theme like ‘access to services’ or
even by strand – working with disabled people on aspects of disability equality.
Employee Network Conferences – These are annual events held by the Network for Employees with a Disability and the
Black and Minority Ethnic Employee Network. A combined conference is planned for autumn 2008 which will also include
the 4U Network and the Carers Network.
Equality Lunches – These are held by the Corporate Equalities Champion (the Chief Executive of Somerset County
Council) and provide an opportunity for employees and representatives from external equality organisations to raise and
discuss any equalities issues.
Forum for Equality and Diversity – Somerset County Council is part of this forum and also provides funding for it. The
forum brings together representatives from each of the six equality and diversity strands in order to address equality issues
within the county. The Forum is currently being facilitated by Compass Disability Services.
13
Corporate Equalities Action Plan
2008 - 2011
The Corporate Equalities Action Plan 2008 – 2011
Objective 1: Policy, Planning & Performance Management
Make sure that equality and diversity issues are included in everything that the council does at the planning stage
Action
Completion Date Lead Officer
1.1
Review and monitor Strategies and Service Plans for their equality and diversity content and talk
April 2009
Liz Payne-Ahmadi
to relevant service areas about our findings. Recommend amendments to the Service Planning
template if necessary.
1.2
Liase with those responsible for the staff survey to ensure that it develops so as to continue to
September 2008
Liz Payne-Ahmadi
comprehensively and effectively record staff perceptions of equality and diversity. This will
contribute to the Council’s understanding of how policy and practice is experienced in the
workplace and what further action may be needed.
1.3
Continue to put the recommendations of the Gender Employment in the Local Labour
June 2009
Liz Payne-Ahmadi
Markets research studies in place, when they are about SCC, to promote Gender equality.
Objective 2: Partnerships and Contract Compliance
Make sure that all contracts and partnerships that the council are part of have equality and diversity issues included in them as part of the process
Action
Completion Date Lead Officer
2.1
Ensure equality and diversity content is included in SCC’s Procurement Strategy.
October 2009
Liz Payne-Ahmadi
2.1.1
Review procurement procedures to make sure they are not discriminatory and/or have a
negative effect upon any one group, individual or community (equality impact assess).
2.1.2
Identify and train Contract Managers in the above.
2.1.3
Monitor the top fifty contracts for compliance against SCC’s Partnership Equality Standard
and use results.
2.2
Put information into the Partnership Toolkit (Guidance document giving information regarding
December 2008
Liz Payne-Ahmadi
best practice when working in partnership) and other guidance about Equalities Strategy
requirements.
2.2.1
Make sure that the way things are monitored for Partnerships, through the Partnership Register,
takes equality and diversity requirements into account considering Level 4 of the
Equality Standard for Local Government.
15
Objective 3: Internal Communication
Exercise community leadership and influence, be open and explicit in encouraging and challenging those we work with to address inequality and
discrimination
Action
Completion Date Lead Officer
3.1
Continue to develop a range of materials and follow best practice models to tell staff and
May 2009
Richard Crouch
managers about their responsibilities for equality, diversity and community cohesion and guide
their practice.
3.1.1
Continue to use all appropriate channels of internal communication to encourage staff to
effectively address equality, diversity and community cohesion.
3.1.2
Ensure the continuing effectiveness of the Equalities Board in addressing matters related to,
equality diversity and community cohesion and ensure that this is communicated.
3.2
Continue to promote membership and support the development of all employee networks to
On-going
Richard Crouch
maintain their effectiveness as self-support groups and forums for consultation. Consider the
need for further networks.
3.3
Gain support for the ‘One Somerset’ event internally. Promote to all staff and support involvement.
September 2009
Richard Crouch
Objective 4: External Communication
Communicate the value of equality and diversity to the people who live and work in Somerset
Action
Completion Date
Lead Officer
4.1
Increase the numbers of articles in publications such as ‘Your Somerset’ about the work that
On-going
Paul Denny
Somerset County Council does around equality and diversity with partners.
4.2
Involve Parish Councils in the work of Somerset County Council and seek their
On-going
Trevor Gillham
advice/ support in carrying out actions.
4.3
Maximise opportunities for external communication with the public on equality and diversity
On-going
Liz Payne-Ahmadi
issues through the Forum for Equality and Diversity in Somerset (FEDS).
16
Objective 5: Access
Improve access to council services for both employees and service users including access to buildings, information and facilities
Action
Completion Date Lead Officer
5.1
Find out if it is possible to have a local authority consortium approach to translation and
December 2008
Liz Payne-Ahmadi
interpreting services that includes a set of standards that everyone agrees to use for using the
service (for example, statements, symbols, customer standards about what is expected of the
service and the people who are using it). Begin to put in place.
5.2
Continue to develop and maintain the Access Venue Database as a resource for everyone.
On-going
Liz Payne-Ahmadi
Find out whether it is possible to have a joint (Districts and County) purchase of ‘DisabledGo’
with the Somerset Local Authority Equality Officers’ Group and Compass Disability Services.
5.3
Support the development of the ‘New to Somerset’ website through working in a small
On-going
Liz Payne-Ahmadi
multi-agency steering group to identify funding streams and promotional material.
5.4
Promote buildings and other appropriate assets owned by the County Council so that diverse
May 2009
Liz Payne-Ahmadi
communities can use them.
Paul Denny
5.5
County and District Councils to develop a Project Initiation Document (PID) regarding
May 2011
Liz Payne-Ahmadi
‘Changing Places’ so that every town in Somerset has a ‘Changing Place’ standard facility
within agreed timescales.
Objective 6: Fair Treatment
Encourage the public, service users, staff and managers to report and challenge incidents of bullying, harassment, discrimination or abuse
Action
Completion Date
Lead Officer
6.1
Review and ‘equality impact assess’ the Somerset County Council (SCC) Fair Treatment Policies July 2009
Richard Crouch
to see if there is a need for improvements to reporting and monitoring procedures. Be part of the
Liz Payne-Ahmadi
work that is being done by the multi-agency Strategic Partnership Against Hate Crime (SPAHC)
developing how we work with other agencies.
6.1.1
Review the effectiveness of the Fairness and Dignity at Work procedure in finding resolutions to
December 2008
individual concerns.
6.1.2
A survey questionnaire has been developed and is in the process of being implemented which
December 2009
invites anonymous feedback from staff on how they felt about the effectiveness of the process
in resolving concerns they have raised under the Fairness and Dignity at Work Policy.
6.2
Further develop and support the Somerset Faith and Belief Forum and participate in its activities.
December 2009
Liz Payne-Ahmadi
17
Objective 7: Consultation and Monitoring
Gather and use data to ensure that any inequality or poor service can be addressed
Action
Completion Date
Lead Officer
7.1
Use research about Migrant Workers and other diverse communities (for example, disability
May 2009
Liz Payne-Ahmadi
and carers) in Somerset to see how it affects the delivery of services. Find out what things local
authorities and partners will need to do together as a result.
7.2
Develop more open and trusting relationships with diverse groups and involve Councillors to:
On-going
Liz Payne-Ahmadi
• create more effective and meaningful engagement and consultation channels,
Julian Gale
• feed into service improvement,
• meet our requirements to reduce discrimination and promote equality of opportunity under Law.
7.3
Discuss with Directorates how Equality Scorecards may need to change in the light of the
September 2009
Liz Payne-Ahmadi
Government’s new National Performance Framework. Consult with Directorates regarding how
equalities monitoring needs to change because of the review.
7.3.1
Make recommendations as to how the new Council system (SAP) will record information about
our customers and employees.
7.4
Make sure we have better review and monitoring procedures for the Equality Impact Assessment May 2009
Liz Payne-Ahmadi
(EIA) process by setting up a small monitoring and validation group. This group should consist
of Voluntary and Community Sector (VCS) partners from outside SCC and internal networks to
act as ‘critical friends’.
Objective 8: Training
Train and develop staff and Members to raise awareness of equality issues in order to improve service delivery
Action
Completion Date
Lead Officer
8.1
Continue to develop guidance and required training for new Councillors and Councillors with
On-going
Julian Gale
key responsibilities for equality, diversity and community cohesion.
8.2
Continue to review staff learning about equality and diversity to ensure it remains relevant
On-going
Richard Crouch
and effective.
8.3
Continue to provide appropriate materials to support effective and relevant learning
On-going
Richard Crouch
and development.
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Glossary of Terms – please see below an explanation of any terms used within the Scheme and Action Plan
Anti-discriminatory Approach
An approach which does not disadvantage any particular group and provides equality of
opportunity for all
Black and Minority Ethnic Group
BME
Black and Minority Ethnic persons or groups, the preferred umbrella term used in official
circles in Britain
Black and Minority Ethnic Employees Network
BMEEN
To offer support and networking opportunities to members;
To provide a forum in which to discuss racial equality issues;
To assist the organisation in building effective methods of consultation and
communication;
To ensure the views of Black and minority ethnic employees are represented;
To challenge institutional racism;
To assist with the development of policy initiatives regarding both employment and
service delivery to bring about positive cultural change at Somerset County Council
‘Changing Places’
Toilet facilities which provide enough space for disabled people and their carers and the
right equipment including a height adjustable changing bench and a hoist
Community Cohesion Strategy
This document sets out Somerset’s approach to promoting good community cohesion
through tackling areas such as low pay, barriers to transport, occupational segregation,
rural isolation and racial harassment and discrimination
COMPACT
The aim of this COMPACT is to improve the relationship between the voluntary and
community sector and public bodies. It is an agreement to move away from a
relationship based on grant-giving and grant-taking, towards one of mutual
understanding and respect.
It will provide a foundation for working together and provide the basic ground rules for
negotiations
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Corporate Equality Board – Employment Board
A board which takes place four times a year and focuses on equalities issues within
employment. The meeting is attended by representatives from Human Resources,
Internal Employee Networks and the Corporate Equalities Team
Corporate Equality Board –
A board which takes place four times a year and focuses on equalities issues within
Service Delivery Board
service delivery. The meeting is attended by representatives from Internal Employee
Networks, external voluntary and community organisations connected to each equality
strand, Directorate Equality Leads and the Corporate Equalities Team
Corporate Equality Lead Officer
The strategic lead for Equality, Diversity and Cohesion within the Directorates
Disability Equality Duty
DED
Disability Equality Scheme
DES
A legal requirement through the Disability Equality Duty. The scheme should show how
an organisation will promote a positive environment and make positive changes to
services and working conditions
Equality Act 2006
An act which imposes a duty on public bodies to eliminate discrimination and promote
equality between men and women
Employment Equality Network
Support, guidance and lobbying groups for employees of Somerset County Council
Equality Coordinator
The Equalities coordinators within Somerset County Council work in conjunction with the
Equality Leads to make sure that all work that needs completing within the directorate is
completed
Equality Harassment Advisor
EHA
This role exists to ensure that staff are supported and correct procedures are followed
during cases of Bullying, Harassment or Discrimination
Equality Impact Assessment
EIA
An Equality Impact Assessment - also known as an Impact, Needs and Requirement
Assessment (INRA) - is a way to make sure individuals and teams think carefully about
the likely impact of policies or procedures, strategies, functions and services, to identify
any unmet needs and to provide a basis for action to improve services where
appropriate.
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Equality Impact Assessment (continued)
It systematically assesses and records the actual, potential or likely impact of a service,
policy or project – or a significant change in a service, policy or project - on different
groups of people. The consequences of policies and projects on particular groups are
analysed and anticipated so that, as far as possible, any negative consequences can be
eliminated or minimised and opportunities for ensuring equality can be maximised
Equality Impact Assessment Schedule
A priority led schedule which places impact assessments as per their level of impact on
service users and employees
Equal Opportunities Policy or the ‘Promise’
Sets out what Somerset County Council is committed to achieving in relation to Equality
and Diversity for employment and service delivery
Equality South West
ESW
A regional organisation working on policy development, capacity building, best practice,
awareness raising, training and research. ESW also administers Regional networks for
each of the equality strands
Equality Standard for Local Government
The Equality Standard is a long-term process and framework that will help the council to
remove barriers which create disadvantage and discrimination. It encourages the
development of proactive and anti-discriminatory practice appropriate to local
circumstances and provides a basis for tackling forms of institutionalised discrimination.
The Standard helps remove discriminatory barriers that prevent equal access to services
and employment.
All six key strands of equality have to be addressed across all parts of the council
There are five levels within the Standard:
Level 1: Commitment to a comprehensive policy
Level 2: Assessment and consultation
Level 3: Setting equality objectives and targets
Level 4: Information systems and monitoring against targets
Level 5: Achieving and reviewing outcomes
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Equality Strands
Equality strands are groups of people who experience particular forms of discrimination,
whether or not the discrimination is intentional. These are most commonly; Ethnicity,
Faith and Belief, Disability, Gender, Sexual Orientation and Age. Somerset County
Council also recognises the Carers as a strand
Equality Vision and Community Strategy
This document will be replaced by the Sustainable Community Strategy as listed below
European Social Funding
The European Social Fund (ESF) was set up to improve employment opportunities in the
European Union and so help raise standards of living. It aims to help people fulfil their
potential by giving them better skills and better job prospects.
As one of the EU's Structural Funds, ESF seeks to reduce differences in prosperity across
the EU and enhance economic and social cohesion. So although ESF funding is spread
across the EU, most money goes to those countries and regions where economic
development is less advanced
Forum for Equality and Diversity in Somerset
FEDS
The Forum is established as a network to promote Equality and Diversity in the
community of Somerset and provide consultation, monitoring and facilitation support to
public, business and voluntary sector bodies
Gender and Employment in the
GELLM
A 3 year research programme undertaken by Somerset County Council in conjunction with
Local Labour Market
Sheffield Hallam University addressing the subjects of ‘Addressing Women’s Poverty in
Somerset: Local Labour Market Initiatives’, ‘Ethnic Minority Women and Access to the
Labour Market’ and ‘Local Challenges in Meeting Demand for Domiciliary Care in Somerset’
Gender Equality Duty
GED
Gender Equality Scheme
GES
A legal requirement through the Gender Equality Duty. The scheme should show how an
organisation will promote a positive environment and make positive changes to services
and working conditions
Human Resources
HR
Human resources is a term with which many organisations describe the combination of
traditionally administrative personnel functions with performance management, Employee
Relations and resource planning
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Lesbian, Gay, Bisexual and
4U
The network provides members with a safe and confidential forum to discuss equalities
Transgender Employee Network
issues and meets outside of normal working hours. Membership is voluntary and strict
confidentiality is maintained at all times
Local Area Agreement
LAA
The Local Area Agreement sets out the priorities for Somerset as a county over the next
three years and is overseen by the Somerset Strategic Partnership. It has strong links to
the Sustainable Community Strategy and equalities and community cohesion is
mainstreamed throughout
Network for Employees with a Disability
NED
This group aims to act as a confidential forum for discussion of disability issues, a
consultation group for the Council on corporate initiatives and as a support mechanism
for employees with a disability
Portfolio Holder for Equality, Diversity
The strategic lead for Equality, Diversity and Cohesion within the Councillors
and Cohesion
Race, Disability and Gender Equality Duties
The three main duties laid down by central government that all public authorities
(Police, Fire and Rescue, Primary Care Trusts and local government) have to adhere to
Race Relations Amendment Act
RRAA
Scrutiny (Scrutiny Committee)
The principles of public scrutiny are to:
• Provide a 'critical friend' challenge to executive policy-makers and decision-makers
• Support and ensure the voice and concerns of local people and the wider community
are heard
Service Level Agreement
SLA
A Service Level Agreement is an informal contract between a provider and a customer
that explains the terms of the providers responsibility to the customer
Somerset Access and Inclusion Network
SAIN
SAIN works with the local government, the Health Service, Social Services and anyone
else who can benefit from their knowledge and expertise. By actively involving disabled
people, their carers and disability organisations, SAIN is improving inclusion in the
decision-making and policy-formation processes within various bodies in the County
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Somerset Black Development Agency
SBDA
Somerset Black Development Agency (SBDA) is an organisation for developing the black
voluntary sector infrastructure for the county.
SBDA is an umbrella organisation for all black and minority ethnic (BME) groups and
assists them in becoming constituted, independent self-help associations by providing
training and advice on a variety of topics
Somerset County Council
SCC
Somerset Intelligence Network
SINe
This network aims to work together to enhance the well-being of Somerset and its people
through the sharing and use of information
Somerset Strategic Partnership
SSP
This is a partnership formed by Local Government, other public services, businesses and
voluntary and community groups in order to ensure that everyone who lives or works in
Somerset should enjoy the highest quality of life, and have access to joined-up services
that provide good value for money
Somerset Total Communication
STC
Somerset Total Communication (STC) is a multi-agency partnership led by Somerset
County Council and Somerset Health Community. STC is a process by which anyone
can learn how to use gestures, signing, symbols, photos and other means to support
spoken and written language
Somerset Racial Equality Council
SREC
Somerset Racial Equality Council works mainly in three activity areas: Casework in Racial
Harassment and Discrimination, Policy Development and Training and Public Education
and Community Development. SREC works in these activity areas to the following CRE
objectives by giving due regard to the need to:
1. Eliminate racial discrimination.
2. Promote equality of opportunity.
3. Promote good race relations between people of different racial groups.
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South West Regional Observatory
SWO
The South West Regional Observatory is a regional information gateway. Here you can
access a network of analysts and information across a broad range of demographic,
environmental and economic services
Sustainable Community Strategy
SCS
A Somerset Strategic Partnership document outlining the main challenges facing
Somerset and the priorities we have to address them
Sub-Scrutiny (Scrutiny Sub Committe)
These are sub-committees of the main scrutiny committee which scrutinise specific
aspects of the council’s work. There is a committee for each of the 4 directorates plus
a comittee for health
Voluntary Sector Training Alliance
ViSTA
ViSTA is the training and development service of the Somerset Voluntary Sector Network
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Contact details:
If you require further information or support with this document please contact the
Corporate Equalities Team on either,
01823 356728
or
equalities@somerset .gov.uk
or write to us at:
The Corporate Equalities Team,
Somerset County Council, County Hall,
Taunton, Somerset, TA1 4DY
“Working together for equality”
We can supply this document in large print, on cassette, audio, arrange translation and
provide a member of staff to discuss the details. Please call Somerset County Council
on 01823 356728
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