Contact: Jane Goodwin - 01962 846458

1. Introduction

1.1 This report informs Cabinet of progress since the Council adopted the Equality Standard for Local Government (ESLG) and published the Corporate Equality Plan and Race Equality Scheme in May 2002. It summarises the results of assessments undertaken by departmental equalities group and presents a proposed plan for action that will be necessary to achieve level 5 of the Standard by March 2006. Details of the different levels of the Standard are attached as appendix 1.

2. Background:

2.1 The Equalities Standard for Local Government (ESLG) replaced the Commission for Race Equality (CRE) Standard as the best value performance indicator (BVPI 2) from April 2002. The measurement for year 2002/2003 asks for evidence that the standard has been adopted by the authority and the level achieved.

2.2 The guidance from the audit commission regarding this indicator for the year 2003/2004 is far more prescriptive. Auditors will also seek evidence that authorities have taken the appropriate steps to publish a Race Equality Scheme.

2.3 A report was presented to Cabinet last May advising members of our duties under the Race Relations Amendment Act. The Corporate Equality Plan and Race Scheme was approved by Cabinet and published on 31^st May 2002.

2.4 The CPA report stated that `with respect to equalities, the Council has some way to go to meet its aspirations.. a newly agreed equalities policy is yet to be fully embedded and effective.' One of the recommendations is that corporate cross cutting priorities (such as equalities and crime and disorder) are given the attention and central resources necessary to help meet targets.

3. The Role of the Equalities Strategic Action group

3.1 Departmental groups have continued to work hard to implement their action plans. The Equalities Strategic Action Group (ESAG) has continued to provide the focus for this work. Councillor Susan Glasspool as Executive Member for Personnel and Training takes responsibility for equality and diversity as part of her duties and was involved with the equalities assessment day.

3.3 The group is focussed on the following key objectives as required by the Equality Standard:

· To ensure that the Council makes progress through the levels of the standard

· To propose the most effective way to respond to the requirements of the Race Relations (Amendment) Act in particular to ensure that all policies, practices and procedures are assessed for the impact on race equality.

4. Assessment Process

4.1 Best Value reviews have continued to assess the equalities elements of services. The results have contributed to a greater understanding of equality and diversity issues and have led to some key service improvements.

4.2 Each departmental equalities group assessed its achievements and identified areas for further development based on the departmental equality plan. The results of the assessments were presented to Councillor Susan Glasspool and members of all departmental groups at the Equalities feedback day on 7^th March 2003.

4.3 The outcome of this exercise provides the evidence required by auditors in support of the assessment that the Council has achieved Level 1 of the Equality Standard and is currently working towards Level 2. This compares well with other authorities who are working to a similar level, as expected because the standard is a new performance measure (see Appendix 2).

5. Key points from the assessments

· There are over 50 people actively acting as equalities champions across the Council.

· Each department was able to report a number of successful achievements.

· There is limited knowledge and understanding amongst staff of their own responsibility within the equalities strategy.

· In general equality and diversity issues are still not included in mainstream planning and review systems.

· Although most departments include equalities in their induction programmes current training records show that very few staff have received equalities training. This is of concern as it potentially exposes the Council to legal challenge. Whilst other methods have been used to communicate key equalities messages e.g articles in Spotlight, Chief Officers have a key role to ensure that staff receive relevant equalities training and accurate records are kept.

· Attempts to engage with minority ethnic groups have improved following the MORI survey with `hard to reach groups'. A joint project to build capacity in the minority ethnic community has begun in partnership with other agencies. The Council's contribution to this project has been funded by Social Services.

· Corporate Communications plan to increase the contribution of minority ethnic residents to the Citizens panel. Links will be made with the capacity building project to ensure the most effective outcomes are achieved.

· The Community Strategy work has attempted to influence partners to widen participation in Local and County Strategic Partnerships (LSP). The annual Compact meeting with the voluntary sector reported increased participation from minority ethnic communities.

· The workforce audit is currently underway and will ensure that the Council can report improved staff data.

· The Leadership project explicitly includes equality and diversity measurements.

6. Progress through the levels of the equality standard

6.1 The aim of progression through the different levels is intended to help authorities to gradually move towards the inclusion of equality and diversity in all aspects of their employment and service delivery practices. Details of levels are attached.

6.2 To achieve level 1 a policy framework is in place and a basic assessment of the current situation has been undertaken. The Council has been working within an established framework for 3 years but is unable to claim a higher level because there is inconsistent practice across departments.

6.3 Due to the many other pressures in departments and the current approach to use departmental champions as change agents it is advised that the Council aims to work through each level on a gradual and annual basis. This will result in achievement of level 5 by April 2007. Achievement of an earlier date is possible but is dependant on increased resources and time across the council.

7. Actions required to reach Level 2 by April 2004

7.1 Assessment

Departments have identified areas for improvement which includes further use of the assessment framework.

7.2 Consultation with stakeholders

The results of the latest staff and resident's surveys will be used to identify further work to improve consultation with minority ethnic and other excluded members of the community and staff. Community Strategy and Compact development work must also be aimed at the consultation element of the Standard.

7.3 Staff training

Training of staff is a key element of the Standard and is essential to ensure legal compliance. A revised approach to training will be agreed through the Equalities Group.

7.4 Information and Monitoring

The workforce planning process and SAP must provide the foundation for employment monitoring. Further work is required to improve monitoring of service provision and this needs to be included as part of departmental equalities plan.

7.5 Impact Assessment in Service Plans

The Standard (ESLG) requires evidence that the authority has engaged in impact/needs/requirements assessments of policies and procedures in terms of equalities. The new service planning process will be the most effective way and is currently being designed to respond to this requirement.

7.5.1 Cabinet and Policy Review Committee processes are subject to the same requirement. From October 2003 all reports will need to show evidence that the impact on equality and diversity issues (particularly race equality) have been assessed. It is recommended that the current front sheet be changed to include a relevant statement.

8. Actions required to achieve Level 3

8.1 Following discussion with Performance Management Team a best value review of equality, diversity and social inclusion is proposed next year (2004/05). A full and challenging assessment will enable the Council to reach level 3 and to set Equality and Social Inclusion objectives and targets. It will also identify steps necessary to meet the next 2 levels of the Standard by including a rigorous review and monitoring system.

9. The Role of Elected Members

9.1 It is important that Members are aware of their legal responsibilities in particular the statutory duty to promote race equality. A range of flexible learning opportunities will be made available. This will assist Members to ensure that equality and diversity issues are included in their work within the Council and their constituency.

10. Resource/Budget Implications

10.1 Apart from staff time, a small training budget and the access improvement budget there is no central budget available to fund projects or initiatives. Chief Officers have agreed an approach to ensure that some funds are made available for training and publicity.

10.2 Further capacity building projects are needed to support future development of capacity building projects in other districts (partnership with other public authorities). This will need to link with Community Strategy work and a detailed plan will be presented to the Executive Member for Community Engagement.

10.3 This work is necessary to support the work in achievement of the Equality Standard and Race Scheme. The outcomes will also support other cross cutting corporate initiatives i.e. Crime and Disorder, Sustainability (social inclusion in particular), E.government and Best Value.

11. Recommendations:

It is recommended that Cabinet:

· Agree the proposed plan for progress annually through the

levels of the Standard

· Agree that reports to Cabinet and Policy Review Committees show how equality and diversity has been assessed

· Require regular reporting of progress with the Equality Plan and Race Scheme to Cabinet

· Ensure that all elected members are fully aware of their role to support the implementation of the Equality Plan and Race Scheme