Contact: Jane Goodwin - 01962 846458 e/mail [email protected]

1. Introduction

1.1 This report informs Policy Review Committees of their role in compliance with the Equality Standard for Local Government and the Race Relations Amendment Act through the implementation of the Corporate Equality Plan and Race Scheme.

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.

2.3 A report was presented to Cabinet July 2003 advising members the Council's performance against the Standard and actions required by Members to support the progression through the levels in order to meet the target of level 5 by 2006. Cabinet agreed the recommendations and in addition agreed that all Councillors be made aware of their role to support the implementation of the Corporate Equality Plan and Race Scheme. It was also agreed that Members involved in interviewing panels should undergo appropriate training. The full Cabinet report is attached.

2.4 The Corporate Equality Plan and Race Scheme was approved by Cabinet and published on 31^st May 2002, a copy was sent to each member in March 2003.

3. The Equality Standard for Local Government

3.1 The Standard has been developed jointly by the Local Government Employers Association, The Equal Opportunities Commission (EOC), The Commission for Racial Equality (CRE) and the Disability Rights Commission (DRC). It describes an approach that aims to ensure that issues relating to gender, race and disability are included in all activities of local authorities. Action taken will ensure compliance with Equalities legislation and the statutory duty on placed on local authorities under the Race Relations Amendment Act to:

_ Eliminate unlawful race discrimination,

_ Promote equal opportunities, and

_ Promote good race relations

3.2 There are 5 levels of achievement:

_ Level 1 Corporate commitment and initial assessment

_ Level 2 Assessment and Consultation

_ Level 3 Target setting and monitoring systems

_ Level 4 Implement targets and monitor

_ Level 5 Review progress, re-assess, set new targets

3.3 These levels are measured in four specific areas:

_ Leadership and Corporate commitment

_ Consultation, community development and scrutiny

_ Service delivery and customer care

_ Employment and training

3.4 In March 2003 the Equality Strategic Action Group (ESAG) undertook an initial assessment and established that the Council had achieved Level 1. Each department is now working towards achieving level 2 by April 2004.

3.5 Steps to achieve level 2:

_ Engage in impact/needs assessment

_ Consult with community, staff, stakeholders

_ Develop information& monitoring systems

_ Equality action planning process - employment and service

delivery

_ Self assessment, audit and scrutiny systems

4. The role of Members

4.1 As community representatives:

_ Be aware of the diversity of your community

_ Identify ways to overcome socially exclusion

_ Ensure fair and equal access

4.2 As committee members:

_ All reports presented to show evidence that impact assessment has been undertaken.

_ Reports should show how policy decisions are likely to impact on equality and diversity and the steps being taken to overcome

4.3 Questions for Impact Assessment:

_ Is it likely that the policy/decision may be discriminating unlawfully?

_ Are some groups likely to be excluded from the benefits of this policy/decision?

_ Will there be fair and equal access resulting from this policy/decision?

_ If adverse impact has been identified what actions are proposed to rectify this?

4.4 Members have a statutory responsibility to ensure that the Council does not unlawfully discriminate and that the work of the Council is accessible to all residents and visitors. In order to support members to understand more about their role training courses will be available in January and February 2004 on the Disability Discrimination Act and Impact Assessment. An `on line' e.learning course that covers the legal requirements will also be available to Members later this year.

5. Achievements in Environment Department

During the past year significant progress has been made through the actions of the departmental equalities group:

_ Awareness training on equalities including commencement of a programme for `frontline' staff

_ Best Value Review on Policy Development and subsequent Action Plan included equalities

_ Championing equalities via departmental action group

_ Inclusion of equalities clauses in partnership arrangements and

contracts

_ Inclusion of equalities data in customer/user surveys

_ Revision of Departmental equalities policy to embrace minority groups and staff training.

6. Priority Actions for 2003-2004

_ Consolidation of training.

_ Inclusion of equalities issues in policy document e.g. Local Transport Plan/Subregional Strategies/Material Resources Strategy/Minerals and Waste Development Framework

_ Improve diversity of workforce

_ Adopt an `inclusivity' protocol

_ Review complaints procedure with reference to equalities issues Incorporate equalities as a `material consideration' for planning applications

7. Recommendations

It is recommended that:

_ Members be aware of the need to ensure that policy/decisions clearly show how equality impact assessment has been undertaken

_ Members attend the training courses available in early 2004