Hampshire Fire and Rescue Authority Item 9

Human Resources Committee

1 December 2006

Publication of our Disability Equality Scheme

Report by the Chief Officer

Contact: Andy Kettle Tel : 02380 644000 Ext 3012 Email : andy.kettle@hantsfire.gov.uk

1

Summary

1.1

Changes to the Disability Discrimination (Amendment) Act 2005 have placed a requirement on all public bodies to develop a Scheme setting out how they will comply with the new disability equality duties that come into effect on 4 December 2006.

1.2

The Equality and Diversity Team, assisted by the Disability Involvement Group, have drafted a Disability Equality Scheme (DES) (copy attached) and consulted with internal and external stakeholders in preparation for publication. The DES is presented for approval by the HR Committee and plans are in place to present it to for formal adoption by the Fire Authority at their meeting in December 2006.

2

Recommendations

2.1

That the HR Committee recognises the legal requirement placed upon the Authority to publish a DES in order to comply with the Disability Discrimination (Amendment) Act 2005.

2.2

That the HR Committee accepts the DES as a mechanism for not only ensuring legal compliance, but also for promoting best practice in disability equality in line with our organisational values.

2.3

That the HR Committee makes recommendations to the Authority to formally adopt the DES.

3

Introduction and Background

3.1

The Disability Equality Duty (DED) is an important new duty aimed at promoting disability equality across the public sector. The DED, also referred to as the general duty, sets out what public authorities must have due regard to in order to promote equality of opportunity.

3.2

Most public authorities, including HFRA, are also covered by specific duties, which set out a framework to assist authorities in meeting their general duty.  All public authorities covered by the specific duties must :

· publish a Disability Equality Scheme (including within it an Action Plan)

· involve disabled people in producing the Scheme and Action Plan

· demonstrate they have taken actions in the Scheme and achieved appropriate outcomes

· report on progress

· review and revise the Scheme.

4

How we have Developed our Scheme

4.1

The Equality and Diversity Team formed a "Disability Involvement Group" earlier this year, made up of disabled people from both inside and outside of the Service. Involving disabled people at an early stage has allowed traditional assumptions about what disabled people want and need to be challenged, and has greatly enhanced the quality of the final Scheme.

4.2

The draft Scheme was agreed by the Disability Involvement Group in September and has been formally consulted upon by both internal and external stakeholders.

5

How will we Monitor our Progress

5.1

The Scheme contains an Action Plan with SMART deliverables that relate to every function within the Service. This Plan contains a range of actions from setting a target percentage of workforce for employing disabled people to undertaking an accessibility audit for our website. Once approved and published, this Plan will be monitored by the Local Diversity Group who will make periodic progress reports to the Workforce Planning Steering Group.

5.2

Progress against the Plan will ensure improved equality of opportunity in employment and access to our services for disabled people. The Scheme will also ensure existing disabled member of staff, or staff who may become disabled in the future are valued and supported in their work.

6

Contribution to Corporate Aims and Objectives

6.1

There are plans to introduce new Best Value Performance Indicators relating to the percentage of people in the workforce who have a disability. Our DES will ensure that arrangements are in place to improve our performance against future targets.

6.2

There is evidence that some disabled people are harder to reach than other members of our communities. Additionally, people with mobility, hearing or sight impairments may require a service tailored to their specific needs on fire safety related matters. Our DES will ensure we have appropriate arrangements in place to provide equality of service to disabled people, contributing to our corporate aim to reduce fire deaths and injuries in the home by 20% by 2010.

6.3

The DES will demonstrate our commitment to our organisational values on People and Diversity

7

Risk Analysis

7.1

There is a legal imperative to produce a compliant Disability Equality Scheme. Our Scheme has gone through a rigorous process of development and consultation, following best practice guidance from the Disability Rights Commission. This should assure the Authority that the Scheme is compliant

7.2

The DES will also support our health, safety and welfare strategy as it seeks to support disabled staff whilst at work.

8

Resource Implications

8.1

Human Resources

There are no additional human resource requirements associated with this report.

8.2

Physical Resources

There are no additional physical resource requirements associated with this report other than those identified as part of the equality audit set out in 8.4.

8.3

Information and Communications Technology Resources

Plans are underway to ensure that our website is accessible and arrangements are in place to provide disabled staff with any special equipment identified as reasonable adjustments to their job. There are likely to be relatively small resource requirements associated with carrying out the reasonable adjustments.

8.4

Financial Implications

Many of our buildings are inaccessible, or have limited facilities for disabled people. The Local Diversity Group has commissioned an equality audit for all our premises and the results will be known early in 2007. Once we have a more detailed analysis of what improvements are required we will formulate a prioritised improvement plan and this is likely to require funding in the medium to long term. A further report will be submitted to the Authority once the research has been carried out and detailed costs have been identified.

There are minor costs associated with auditing our website and these will be found from within the existing ICT budget.

9

Equality Impact Assessment

9.1

An equality impact assessment has been completed for the publication of the Scheme and this has identified a positive differential impact for people with disabilities. No adverse impact was identified for any other strand of equality.

9.2

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.

10

Consultation

10.1

The Scheme has gone through formal consultation with a wide range of internal and external stakeholders. Feedback has been received from a number of people and organisations and this has been overwhelmingly positive. Occasionally minor amendments have been suggested and these have been incorporated into the Scheme when appropriate.

11

Conclusion

11.1

Publication of this Disability Equality Scheme will ensure that the Authority complies with it's legal obligations under the Disability Discrimination (Amendment) Act 2005.

11.2

Notwithstanding item 11.1 above, the DES provides an opportunity for both the Authority and the Service to demonstrate a commitment to its organisational values to People and Diversity.

11.3

The DES will also provide a mechanism for improving service delivery to disabled people in Hampshire.

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:

Draft Disability Equality Scheme -

http://www.hantsfire.gov.uk/theservice/policies/equalitydiversity/equalityschemes.htm

Note: The list excludes: (1) published works; and (2) documents that disclose exempt or confidential information defined in the Act.