The Corporate Equalities Action Plan 2008 – 2011 (2010 update)
Knowing your community and equality mapping
Local and national data is used to understand the profile of communities and measure inequalities. Priority outcomes are identified that can shape
strategic planning and service delivery as a result.
Action
Completion
Lead Officer/s
EFLG
Strand
Date
1.1
• Discuss with Directorates how Equality Scorecards may need to change in the
September
Jane Harris/
1.2
All
light of the Government’s new National Performance Framework. Consult with
2010
Stephen Barker
2.2
Directorates regarding how equalities monitoring needs to change because of
3.2
the review.
• Make recommendations as to how the new Council system (SAP) will record
Martin Walsh/
1.2
All
information about our customers and employees.
Completed
Stephen Barker
2.2
3.2
1.2
Work with new research unit to establish our intelligence needs. This will enable
August 2010
Jane Harris/
1.1
All
us to identify how our communities are changing and the impact this may have on
Stephen Barker/
2.1
service priorities.
Tom Rutland
3.1
1.2
2.2
3.2
1.3
Information and data is shared appropriately and as necessary across the
On-going
Jane Harris/
1.3
All
authority and with partners in order to achieve realistic and considered equality
Stephen Barker/
2.3
outcomes.
Tom Rutland
3.3
1
The Corporate Equalities Action Plan 2008 – 2011 (2009 update)
Place shaping, leadership, partnership and organisational commitment
Work with partners to challenge inequality, determine local priorities and work with strategic leadership to improve equality outcomes.
Action
Completion
Lead Officer/s
EFLG
Strand
Date
2.1
Continue to develop guidance and required training for new Councillors and
September
Julian Gale
2.4
All
Councillors with key responsibilities for equality, diversity and community
2010
cohesion.
2.2
Review and monitor Strategies and Service Plans for their equality and diversity
April 2010 –
Jane Harris/ Tom
1.7
All
content and talk to relevant service areas about our findings. Recommend
April 2011
Rutland
2.7
amendments to the Service Planning template if necessary.
3.7
2.6
3.6
2.3
• Put information into the Partnership Toolkit (Guidance document giving
Performance and
3.5
All
information regarding best practice when working in partnership) and other
Planning Group
3.8
guidance about Equalities Strategy requirements.
Completed
Jane Harris/ Tom
1.10
Rutland
2.10
3.10
• Make sure that the way things are monitored for Partnerships, through the
December
Performance and
3.5
All
Partnership Register, takes equality and diversity requirements into account
2010
Planning Group
3.8
considering the New Equality Framework.
Jane Harris/ Tom
1.10
Rutland
2.10
3.10
2.4
Work with businesses to look at market gaps in facilities/ products and access to
On-going
Jane Harris/ Martin
3.4
All
services. Ensure that businesses have access to information on equality and
Walsh
diversity best practice and encourage them to sign up to best practice standards
e.g. 2 ticks symbol. Link to the Accessible Somerset Awards.
2.5
Participation as elected members – ensure that people from the diverse
Jane Harris/ Julian
1.11
All
communities within Somerset are aware that the opportunity to stand as an
Completed
Gale
2.11
elected member exists. Provide them with the necessary information to do this.
3.11
2
The Corporate Equalities Action Plan 2008 – 2011 (2009 update)
Community Engagement and Satisfaction
Involve equality and community groups in decision making and assessing satisfaction.
Action
Completion
Lead Officer/s
EFLG
Strand
Date
3.1
Maximise opportunities for external communication with the public on equality and
On-going
Jane Harris
1.9
All
diversity issues through the Forum for Equality and Diversity in Somerset (FEDS).
2.9
3.9
3.2
Involve Parish Councils in the work of both County and District Councils and seek
Trevor Gillham
1.13
All
Completed
their advice/ support in carrying out actions.
1.16
3.3
Increase the numbers of articles in publications such as Your Somerset about the
On-going
Simon Clifford/
1.9
All
work that Somerset County Council does around equality and diversity with
Tom Rutland
2.9
partners.
3.9
3.4
Gain support for the ‘One Somerset’ event internally. Promote to all staff and
Jane Harris/
All
Completed
support involvement.
Stephen Barker
3.5
Develop more open and trusting relationships with diverse groups and involve
On-going
Jane Harris/ Julian
1.13
R
Councillors to:
Gale
2.13
A
• create more effective and meaningful engagement and consultation channels;
3.13
SO
• feed into service improvement;
3.15
D
• meet our requirements to reduce discrimination and promote equality of
1.14
F&B
opportunity under Law.
2.14
3.16
3.17
3.6
Further develop and support the Somerset Faith and Belief Forum and participate
Jane Harris/
F&B
Completed
in its activities.
Stephen Barker
3.7
Set up a small monitoring and validation group to review and monitor the Equality
October 2010
Jane Harris
1.17
All
Impact Assessment (EIA) Process. This group will consist of Voluntary and
Community Sector (VCS) partners from outside SCC and internal networks, to act
as ‘critical friends’.
3.8
Support the Voluntary and Community Sector (VCS) events that happen through
On-going
Stephen Barker/
All
out the year. Linked to Community Cohesion Action 1.4
Tom Rutland
3
The Corporate Equalities Action Plan 2008 – 2011 (2009 update)
Responsive services and customer care
Provide personalised services that meet the needs of people from differing backgrounds.
Action
Completion
Lead Officer/s
ELG
Strand
Date
4.1
• Ensure equality and diversity content is included in SCC’s Procurement
October 2010
Corporate
1.10
All
Strategy.
Procurement Unit/
2.10
Jane Harris/ Tom
3.10
Rutland
1.18
2.19
• Review procurement procedures to make sure they are not discriminatory
October 2010
Corporate
1.10
All
and/or have a negative effect upon any one group, individual or community
Procurement Unit/
2.10
(equality impact assess).
Jane Harris/ Tom
3.10
Rutland
1.18
2.19
• Identify and train Contract Managers in the above.
October 2010
Corporate
1.10
All
Procurement Unit/
2.10
Jane Harris/ Tom
3.10
Rutland
1.18
2.19
• Monitor the top fifty contracts for compliance against SCC’s Contract/
October 2010
Corporate
1.10
All
Procurement Equality Standard.
Procurement Unit/
2.10
Jane Harris/ Tom
3.10
Rutland
1.18
2.19
4.2
Find out if it is possible to have a local authority consortium approach to
December
Jane Harris/ Tom
2.18
R
translation and interpreting services that includes a set of standards that everyone
2010
Rutland
D
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.
4.3
Continue to develop and maintain the Access Venue Database as a resource for
On-going
Jane Harris/ Tom
2.18
D
everyone. Find out whether it is possible to have a joint (Districts and County)
Rutland
purchase of ‘DisabledGo’ with the Somerset Local Authority Equality Officer’s
Group and Compass Disability Services.
4
4.4
Support the development of the ‘New to Somerset’ Website through working in a
Jane Harris/ South
R
small multi-agency steering group to identify funding streams and promotional
Somerset District
Completed
material.
Council (Jo
Morgan)
4.5
Identify and promote buildings and other appropriate assets owned by the County
December
Jane Harris/ Steve
Council so that diverse communities can use them.
2010
Brown (Asset
Management rep.)
4.6
County and District Councils to develop a Project Initiation Document (PID)
May 2011
Jane Harris/
D
regarding ‘Changing Places’ so that every town in Somerset has a ‘Changing
Stephen Barker
Place’ standard facility within agreed timescales.
4.7
Monitor and promote good practice within the authority showing how we respond
January 2011
Jane Harris
to communities needs. This will ensure that we have an accurate picture of good
work.
4.8
Monitor whether Human Rights issues are considered and addressed when
On-going
Jane Harris
1.21
delivering services to customers.
2.23
3.25
5
The Corporate Equalities Action Plan 2008 – 2011 (2009 update)
A Modern, diverse workforce
Measure diversity of the workforce, set appropriate objectives to improve performance, equal pay and flexible working. Aim to have a modern,
diverse workforce where staff members feel that they are treated with dignity and respect.
Action
Completion
Lead Officer/s
EFLG
Strand
Date
5.1
Continue to review staff learning about equality and diversity to ensure it remains
On-going
Martin Walsh/
1.28
All
relevant and effective.
Stephen Barker
2.29
3.31
5.2
Continue to provide appropriate materials to support effective and relevant
On-going
Training and
1.28
All
learning and development around equality and diversity.
Development
2.29
3.31
5.3
Liaise with those responsible for the staff survey to ensure that it develops so as to
Deborah Porter/
1.31
All
continue to comprehensively and effectively record staff perceptions of equality
Tom Rutland/ Chris 2.32
Completed
and diversity. This will contribute to the Council’s understanding of how policy and
Brawn
3.34
practice is experienced in the workplace and what further action may be needed.
5.4
• Continue to develop a range of materials and follow best practice models to tell On-going
Richard Crouch/
1.28
All
staff and managers about their responsibilities for equality, diversity and
Martin Walsh
2.29
community cohesion and guide their practice.
3.31
• Continue to use all appropriate channels of internal communication to
On-going
Richard Crouch/
1.28
All
encourage staff to effectively address equality, diversity and community
Martin Walsh
2.29
cohesion.
3.31
• Ensure the continuing effectiveness of the Employment Equalities Board in
On-going
Richard Crouch/
1.25
All
addressing matters related to equality, diversity and community cohesion and
Martin Walsh
2.26
ensure that this is communicated.
3.28
5.5
Continue to promote membership and support the development of all employee
On-going
Richard Crouch/
1.31
R
networks to maintain their effectiveness as self-support groups and forums for
Jane Harris
D
consultation. Consider the need for further networks.
5.6
• Review and ‘equality impact assess’ the Somerset County Council (SCC) Fair
July 2010
Richard Crouch/
1.26
All
Treatment Policies to see if there is a need for improvements to reporting and
Martin Walsh
1.29
monitoring procedures.
2.30
•
3.32
6
• Be part of the work that is being done by the multi-agency Strategic
July 2010
Jane Harris/
1.26
All
Partnership Against Hate Crime (SPAHC) developing how we work with other
Stephen Barker/
1.29
agencies. This is in order to monitor levels of hate crime and satisfaction with
Lucy Macready
2.30
how incidents are dealt with.
(Community
3.32
•
Safety)
• Review the effectiveness of the Fairness and Dignity at Work procedure in
Martin Walsh
1.26
All
finding resolutions to individual concerns.
1.29
Completed
2.30
3.32
5.7
Implement the actions from the completed equality impact assessment of
Jane Harris/
1.26
All
Somerset County Council’s (SCC) Fair Treatment Policies.
Stephen Barker
1.29
Completed
2.30
3.32
5.8
Further promotion of what constitutes hate crime and the channels available to
July 2010
Jane Harris/
1.26
All
report it.
Stephen Barker/
1.29
Lucy Macready
2.30
(Community
3.32
Safety)
5.9
Staff are engaged positively in service transformation and in developing new roles. On-going
Martin Walsh
All
5.10 Continue to put the recommendations of the Gender Employment in the Local
Jane Harris/
1.27
G
Labour Markets research studies in place, when they are about SCC, to promote
Completed
Stephen Barker
2.28
Gender Equality.
3.30
7
