051129-firepe-R1124174538

Hampshire Fire and Rescue Authority Item 7
Human Resources Committee
15/03/200529 November 2005

Error! Bookmark not defined.Endorsement of the HFRS Equality and Diversity Strategy and Comprehensive Equality Policy
Report by the Chief Officer

Contact: Divisional Officer Andy Kettle Tel: 023 80 644 000 Ext 5416
email: andy.kettle@hantsfire.gov.uk

1

Summary

1.1

This report explains the purpose and importance of our Equality and Diversity Strategy and Comprehensive Equality Policy (Appendix 1). The strategy and policy documents state our commitment to, and set out the arrangements that we have put in place so we can performance manage equality and diversity. This report seeks the support of the Human Resources Committee in making a recommendation to the Hampshire Fire and Rescue Authority that they should endorse the two documents.

2

RecommendationError! Bookmark not defined.s

a)

That the Human Resources Committee makes recommendations to the Fire Authority that they should endorse the Equality and Diversity Strategy and Comprehensive Equality Policy.

3

Introduction Error! Bookmark not defined.and Background

3.1

The threat of legal action by the Commission for Racial Equality (CRE) in January 2005 resulted in a shift of priorities for HFRA and HFRS and recognition of the need for a greater commitment to equality and diversity issues. As a result, the Equality and Diversity Project Board, made up of senior Officers and Members chaired by the Chief Officer, provides a steering role of progression of equality and diversity matters. An analysis of our position at that time based upon feedback from the CRE resulted in the production of a more comprehensive Race Equality Scheme and the introduction of a comprehensive performance management system which sought to achieve continuous improvement in the field of equality and diversity. Progress was made by bringing the Service back into legal compliance and laying the foundations for the performance management system and we now need to ensure that sufficient resources are provided to maintain capacity and enable continuous improvement

3.2

The Equality & Diversity Strategy and Comprehensive Policy set out our arrangements for continuous improvement.

4

Performance indicators

4.1

Our performance for equality & diversity is measured by several Best Value performance indicators, specifically :-
BVPI 2 - Equality Standard for Local Government (ESLG)
BVPI 11 % of top 5% of earners are women
BVPI 17 - % Black & Minority Ethnic (BME) make up of workforce
These indicators are likely to be expanded in the near future and we expect to see more performance targets to include BME and disabled employees being introduced. Our performance across the range of indicators at the end of 2005 was limited and the increased activity through the provision of additional resources is only now starting to effect change. We are making progress towards achieving the levels of the ESLG and a significant increase in the number of BME people applying to join the Service through our positive action strategies will undoubtedly result in changes to the make up of our workforce. However, we need to ensure that this progress is sustained over a long period of time if it is to have any real impact on improving our overall performance.

5

Comprehensive Performance Assessment

5.1

Equality and diversity is one of the diagnostic tools within the CPA Framework. Future performance assessments are expected to focus more closely on this subject and we should bear this in mind as we strive to become an "excellent" Authority.

6

Future Performance

6.1

As our performance on equality and diversity issues becomes ever closely scrutinised it is vitally important that we have effective strategies and policies in place and that we provide sufficient resources to enable us to deliver.

7

Contribution to Corporate Aims and Objectives

7.1

The two documents contribute indirectly to the corporate aims through the resourcing function. However, it should be noted that good equality and diversity practices can contribute to all of our corporate aims and assist functions to improve service delivery. There is already evidence available of improvements to service delivery through the equality impact assessment process.

8

Risk Analysis

8.1

The Committee will be aware that the threat of legal action by the CRE earlier this year and the risk associated with non compliance of equality & diversity legislation was categorised as being "high" on the Corporate Risk Register. As the CRE are taking an increasingly adversarial approach to organisations who they deem to be non compliant with the Race Relations (Amendment) Act 2000, this risk should be noted.

9

Resource Implications

9.1

Human Resources

The Equality and Diversity Project Board agreed to the temporary appointment (one year contract) of additional human resources, and the formation of an Equality and Diversity Team within the HR Function in January 2005. Funding to date for the new posts has been found from within existing resources and a growth bid has been submitted to the Finance and General Purpose Committee for permanent funding.

The new Equality and Diversity Team consists of one Divisional Officer (temporary secondment to project from within existing establishment), one Equality and Diversity Advisor (existing established post), one Equality and Diversity Trainer, one Team Administrator and three Community Outreach Workers (one of whom is an existing seconded Firefighter). The additional human resources identified above are an essential component of the arrangements set out within the Comprehensive Equality Policy.

9.2

Physical Resources

There are some additional physical resource requirements associated with travelling and a separate business case has been prepared and submitted for the provision of two vehicles (vans) as part of a wider growth bid for additional vehicles to the Finance and General Purposes Committee.

9.3

Information and Communications Technology Resources

There are additional ICT resource requirements associated with the provision of five new workstations.

9.4

Financial Implications

There are significant additional costs, associated with the additional human resources associated with this paper and a growth bid for £120K will be submitted to the Fire Authority in December as part of a draft budget bid.

10

Equality Impact Assessment

10.1

An equality impact assessment has been completed for the policy documents. This has identified positive benefits for all six equality strands (gender, race, disability, age, religion/belief and sexuality).

10.2

The proposals within this report are considered compatible with the provisions of the European Convention on Human Rights, the Human Rights Act 1998, and the Race Relations (Amendment) Act 2000.

11

Consultation

11.1

The policy documents have been through normal internal consultation process. External consultation has taken place with our External Consultative and Advisory Group. Feedback has indicated that there is recognition of the positive impact that these documents will have on equality and diversity within the Service.

12

Conclusion

12.1

The threat of legal action by the CRE resulted in a shift of priorities for HFRS and recognition of the need for a greater commitment to equality and diversity issues. Excellent progress has been made in bringing the Service back into legal compliance and laying the foundations for an effective performance management system in the future but we need to ensure that this progress continues. The Equality and Diversity Strategy and Comprehensive Equality Policy set out our arrangements for continuous improvement and need to be supported and resourced effectively if we are to continue improving in the future

Background Information (Section 100D of Local Government Act 1972)

The following documents disclose the facts or matters on which this report, or an important part of it, is based and has been relied upon to a material extent in the preparation of the report:
Service Order 1/6/3 - Equality & Diversity Strategy and Appendix A - Comprehensive Equality Policy - which can be found at : http://www.hantsfire.gov.uk/theservice/serviceorders.htm?id=12713
Note: The list excludes: (1) published works; and (2) documents that disclose exempt or confidential information defined in the Act.

Secretarial/WP/Corporate/HFRA/HR Committee/29 November 2005/Comp Equalities PolicyError! Bookmark not defined.

16 November 2005


1	Summary

1.1	This report explains the purpose and importance of our Equality and Diversity Strategy and Comprehensive Equality Policy (Appendix 1). The strategy and policy documents state our commitment to, and set out the arrangements that we have put in place so we can performance manage equality and diversity. This report seeks the support of the Human Resources Committee in making a recommendation to the Hampshire Fire and Rescue Authority that they should endorse the two documents.

2	RecommendationError! Bookmark not defined.s

a)	That the Human Resources Committee makes recommendations to the Fire Authority that they should endorse the Equality and Diversity Strategy and Comprehensive Equality Policy.

3	Introduction Error! Bookmark not defined.and Background

3.1	The threat of legal action by the Commission for Racial Equality (CRE) in January 2005 resulted in a shift of priorities for HFRA and HFRS and recognition of the need for a greater commitment to equality and diversity issues. As a result, the Equality and Diversity Project Board, made up of senior Officers and Members chaired by the Chief Officer, provides a steering role of progression of equality and diversity matters. An analysis of our position at that time based upon feedback from the CRE resulted in the production of a more comprehensive Race Equality Scheme and the introduction of a comprehensive performance management system which sought to achieve continuous improvement in the field of equality and diversity. Progress was made by bringing the Service back into legal compliance and laying the foundations for the performance management system and we now need to ensure that sufficient resources are provided to maintain capacity and enable continuous improvement

3.2	The Equality & Diversity Strategy and Comprehensive Policy set out our arrangements for continuous improvement.

4	Performance indicators

4.1	Our performance for equality & diversity is measured by several Best Value performance indicators, specifically :- BVPI 2 - Equality Standard for Local Government (ESLG) BVPI 11 % of top 5% of earners are women BVPI 17 - % Black & Minority Ethnic (BME) make up of workforce These indicators are likely to be expanded in the near future and we expect to see more performance targets to include BME and disabled employees being introduced. Our performance across the range of indicators at the end of 2005 was limited and the increased activity through the provision of additional resources is only now starting to effect change. We are making progress towards achieving the levels of the ESLG and a significant increase in the number of BME people applying to join the Service through our positive action strategies will undoubtedly result in changes to the make up of our workforce. However, we need to ensure that this progress is sustained over a long period of time if it is to have any real impact on improving our overall performance.

5	Comprehensive Performance Assessment

5.1	Equality and diversity is one of the diagnostic tools within the CPA Framework. Future performance assessments are expected to focus more closely on this subject and we should bear this in mind as we strive to become an "excellent" Authority.

6	Future Performance

6.1	As our performance on equality and diversity issues becomes ever closely scrutinised it is vitally important that we have effective strategies and policies in place and that we provide sufficient resources to enable us to deliver.

7	Contribution to Corporate Aims and Objectives

7.1	The two documents contribute indirectly to the corporate aims through the resourcing function. However, it should be noted that good equality and diversity practices can contribute to all of our corporate aims and assist functions to improve service delivery. There is already evidence available of improvements to service delivery through the equality impact assessment process.

8	Risk Analysis

8.1	The Committee will be aware that the threat of legal action by the CRE earlier this year and the risk associated with non compliance of equality & diversity legislation was categorised as being "high" on the Corporate Risk Register. As the CRE are taking an increasingly adversarial approach to organisations who they deem to be non compliant with the Race Relations (Amendment) Act 2000, this risk should be noted.

9	Resource Implications

9.1	Human Resources

	The Equality and Diversity Project Board agreed to the temporary appointment (one year contract) of additional human resources, and the formation of an Equality and Diversity Team within the HR Function in January 2005. Funding to date for the new posts has been found from within existing resources and a growth bid has been submitted to the Finance and General Purpose Committee for permanent funding.

	The new Equality and Diversity Team consists of one Divisional Officer (temporary secondment to project from within existing establishment), one Equality and Diversity Advisor (existing established post), one Equality and Diversity Trainer, one Team Administrator and three Community Outreach Workers (one of whom is an existing seconded Firefighter). The additional human resources identified above are an essential component of the arrangements set out within the Comprehensive Equality Policy.

9.2	Physical Resources

	There are some additional physical resource requirements associated with travelling and a separate business case has been prepared and submitted for the provision of two vehicles (vans) as part of a wider growth bid for additional vehicles to the Finance and General Purposes Committee.

9.3	Information and Communications Technology Resources

	There are additional ICT resource requirements associated with the provision of five new workstations.

9.4	Financial Implications

	There are significant additional costs, associated with the additional human resources associated with this paper and a growth bid for £120K will be submitted to the Fire Authority in December as part of a draft budget bid.

10	Equality Impact Assessment

10.1	An equality impact assessment has been completed for the policy documents. This has identified positive benefits for all six equality strands (gender, race, disability, age, religion/belief and sexuality).

10.2	The proposals within this report are considered compatible with the provisions of the European Convention on Human Rights, the Human Rights Act 1998, and the Race Relations (Amendment) Act 2000.

11	Consultation

11.1	The policy documents have been through normal internal consultation process. External consultation has taken place with our External Consultative and Advisory Group. Feedback has indicated that there is recognition of the positive impact that these documents will have on equality and diversity within the Service.

12	Conclusion

12.1	The threat of legal action by the CRE resulted in a shift of priorities for HFRS and recognition of the need for a greater commitment to equality and diversity issues. Excellent progress has been made in bringing the Service back into legal compliance and laying the foundations for an effective performance management system in the future but we need to ensure that this progress continues. The Equality and Diversity Strategy and Comprehensive Equality Policy set out our arrangements for continuous improvement and need to be supported and resourced effectively if we are to continue improving in the future

Background Information (Section 100D of Local Government Act 1972)

The following documents disclose the facts or matters on which this report, or an important part of it, is based and has been relied upon to a material extent in the preparation of the report: Service Order 1/6/3 - Equality & Diversity Strategy and Appendix A - Comprehensive Equality Policy - which can be found at : http://www.hantsfire.gov.uk/theservice/serviceorders.htm?id=12713 Note: The list excludes: (1) published works; and (2) documents that disclose exempt or confidential information defined in the Act.