Hampshire Fire and Rescue Authority

Personnel Committee Item 6

8 September 2004

The Equality Standard for Local Government

Report of the Chief Officer

Contact: Jennifer McNeill, Head of Human Resources - Tel: 023 80 644 000 ext 2348

1

1.1

Summary

This report summarises the legislative requirement placed on Fire and Rescue Services to work towards achieving the five levels defined in the Equality Standard for Local Government; the activities we are undertaking to ensure we comply, and how our activities will be evidenced and monitored. Although the criteria is defined and monitored at a national level against national comparators, it is for us to determine locally how we plan to achieve and deliver this. Equality Legislation is one of the key tasks for the HR function under the Diversity, Equality and Fairness 2004/05 timeline and a summary of the framework we are working towards is annexed to this report. Further, our work on achieving the Equality Standard is regularly reported as BVPI 2.

1.2

This report seeks approval from the Personnel Committee for the activities we are taking as we work towards the different levels.

2

Background

2.1

The Equality Standard for Local Government is a framework to assist us introduce a comprehensive and systematic approach to dealing with equality legislation. It is designed to ensure that local authorities consider gender, race and disability equality issues at all levels of our policy and practice in all areas of our work and service delivery.

2.2

Additionally, the standard complements our duty to promote race equality, provide fair and accessible services, improve equal opportunities in employment through comprehensive and systematic practices and actions.

2.3

This national standard has been developed in collaboration with the Employers' Organisation for Local Government, the Commission for Racial Equality (CRE), the Disability Rights Commission and the Audit Commission and builds on the previous CRE Race Equality Standard for Local Government framework.

2.4

The Equality Standard is designed to :-

· provide a systematic framework for the mainstreaming of equality

· assist local authorities to meet their obligations under the law

· integrate equality policies and objectives with Best Value

· encourage the development of anti-discrimination practice appropriate to local circumstances

· provide a basis for tackling all forms of institutionalised discrimination

· provide a framework for improving performance over time

3

What the Standard seeks to achieve

3.1

We are required to address equality issues strategically and systematically, taking account

of :-

· wide differences in the range of services offered by local authorities including those specialist services offered by fire services

· different levels of activity and experience in the area of equal opportunities

· specific local circumstances

3.2

It is designed to ensure a continuous cycle of management activity underpinned by a comprehensive equality policy to establish equality objectives and targets for each service.

3.3

We need to monitor, measure and evaluate progress made on the achievement of our objectives and targets. Ultimately we have to be able to show identifiable outcomes.

4

Achievement Levels

4.1

There are five levels on which we will be able to assess our progress :-

· Level 1 commitment to a comprehensive equality policy

· Level 2 assessment and consultation

· Level 3 setting equality objectives and targets

· Level 4 information systems and monitoring against targets

· Level 5 achieving and reviewing outcomes

4.2

The first task for us is to get the system in place. The Standard sets out a level-by-level checklist. This takes time, resources and commitment and fire and other authorities will make progress at different rates. This is why it is important that progress through the levels is monitored and audited in a way that measures our achievement at each level and this forms our reporting under Best Value Performance Indicator 2.

4.3

Once Level 5 is achieved, the system provides a continuous framework for reviewing policies and services as each level needs to be maintained on an on-going basis.

4.4

Successful implementation of the Standard will depend on a partnership between us and our community and this should involve :-

4.4.1

Members of the Fire Authority to:-

· provide leadership and support

· ensure resources are available

· engage with the local community

· provide a scrutiny role

4.4.2

Managers, employees and trade unions to:-

· work towards speedy implementation

· organise and participate in training

· challenge existing cultures and traditions

· engage with the community, other stakeholders and contractors

4.4.3

Community to :-

· work with the equality planning process

· participate in scrutiny

· extend knowledge of the implementation of the Standard and progress made

5

Indicators of Performance

5.1

Annexe A sets out the Assessment Framework for HFRS together with indicators of performance that need to be met to demonstrate achievement at Levels 1, 2 and 3 - the levels we are focusing on at the moment. The indicators under each level are divided into three performance categories :-

· leadership and corporate commitment

· consultation and community development and scrutiny

· service delivery and customer care

5.2

To achieve Level 1 requires us to demonstrate that we have adopted a comprehensive equality policy and that there is commitment to achieving equality in race, gender and disability. Our target is to achieve this in 2004/05, together with Level 2; Level 3 by the end of 2006 and Levels 4 and 5 by end of 2007.

5.3

For information, the criteria to demonstrate achievement at Levels 1 to 3 are outlined in the Assessment Framework in Annexe A.

6

Conclusion

6.1

The assessment framework we are working to shows the range of activities we need to complete to demonstrate that commitment to equality and diversity is supported at the most senior level.

6.2

Additionally, working towards the equality standard will assist us in meeting the performance standards prescribed under Best Value and Comprehensive Performance Assessment processes.

6.3

We are making significant progress in moving towards achieving Levels 1 and 2.

7

European Convention on Human Rights and the Human Rights Act 1998

7.1

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

Recommendation

1

That the report be noted and that the Personnel Committee endorse the work and targets set that are being carried out to achieve the Equality Standard within Hampshire Fire and Rescue Service.

Section 100D - Local Government Act 1972 - Background Papers

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.

None

Note: The list excludes:

(1) Published works

(2) Documents that disclose exempt or confidential information as defined in the Act

ASSESSMENT AGAINST THE EQUALITY STANDARD FOR LOCAL GOVERNMENT

LEVEL 1: COMMITMENT TO A COMPREHENSIVE EQUALITY POLICY

To achieve Level 1 of the Standard an Authority must have adopted a Comprehensive Equality Policy that commits it to achieving equality in race, gender and disability

Leadership and Corporate Commitment

· Formulate and adopt a comprehensive equality policy for the authority covering race, gender and disability

· Ensure that the written policies are in line with current legislation (Race Relations Act and Race Relations (Amendment) Act, Sex Discrimination Act, Equal Pay Act, Disability Discrimination Act) and Codes of Practice issued by the three equality Commissions

· Make a corporate commitment to developing a Corporate Equality Plan (CEP) indicating how equality policy will be implemented

· The CEP should incorporate or be consistent with the Authority's statutory Race Equality Scheme

· Make a corporate commitment to developing a Corporate Equality Plan (CEP) indicating how equality policy will be implemented

· The CEP should incorporate or be consistent with Authority's statutory Race Equality Scheme

· Make a corporate commitment to carrying out a process of equality impact and needs/requirements assessment including those assessments of organisation and individual requirements required for compliance with the DDA

· Make a corporate commitment to a fair employment and equal pay policy

· Make a corporate commitment to earmark specific resources for improving equality practice

Consultation and Community Development and Scrutiny

· Corporate commitment to consult with designated community, staff and stakeholder groups on all aspects of equality policy

· Each function and service area to make a commitment to contribute to the consultation and scrutiny section of the CEP

· Make a corporate commitment to equality self-assessment, scrutiny and audit

· Each function and service area to commit to engage in consultation with designated community, staff and stakeholder groups on its service delivery

· Make a corporate commitment to consult functions and service areas on equality objectives

· Each function and service area to commit to processes of equality self-assessment, scrutiny and audit on its service delivery

· Incorporate equality policy as a key theme within the `Community Strategy' drawn up by the local authority and its partners

· Make a commitment to establish mechanisms for responding to discrimination and harassment on the grounds of race, disability and gender

Service Delivery and Customer Care

· Function and service area commitment to a comprehensive equality policy appropriate to its service delivery

· Function and service area commitment to implementing the equality impact `needs/requirements' assessment for its service delivery including those assessments of organisation and individual requirements required for compliance with the DDA

· Function service area commitment to developing equal access service plan element of CEP, and to set targets within each department and service area as part of their business plans

· Function and service area commitment to equality action planning and equality target setting within all departments and service areas

· Function and service area commitment to equality action planning and equality target setting within all departments and service areas

Employment and Training

· Adopt recruitment procedures which use non-discriminatory practices

· Commitment to an employment equality assessment of the local labour market area, workforce profiling and equal pay review

· Commitment to establish a fair employment and equal pay policy

· Commitment to establish an equal employment section of the CEP incorporating the employment related issues from the Race Equality Scheme and including those assessments of organisational and individual requirements required for compliance with the DDA

· Commitment to adopt procedures to ensure that publicity for vacancies does not unfairly restrict the range of applicants

· Commitment to produce a standard range of application forms and job descriptions that are clear and explicit

· Commitment to review personnel information system for monitoring suitability including underpinning the Service's statutory ethnic monitoring duties

· Commitment to make procedures consistent with Employment Codes of Practice

· Commitment to develop a programme of staff training in equality issues

LEVEL 2: ASSESSMENT AND CONSULTATION

To achieve Level 2 of the Standard and Authority will need to demonstrate that it has engaged in an impact and needs/requirements assessment, that it has engaged in consultation with designated community, staff and stakeholder groups, that it has engaged in the development of information and monitoring systems, that it has engaged in an equality action planning process for employment, pay and service delivery, that it is developing a system of self-assessment, scrutiny and audit

Leadership and Corporate Commitment

· Publish draft Corporate Equality Action Plan

· Demonstrate corporate engagement in an impact and needs/requirements assessment process

· Develop corporate mechanism for assessing development of information and monitoring systems

· Ensure that mechanisms for responding to harassment on the grounds of race, disability and gender are in place

Consultation and Community Development and Scrutiny

· Ensure that draft Corporate Equality Action Plan has been circulated to designated community, staff and stakeholder groups with consultation timetable and is published in an appropriate range of languages and formats

· Review equality content of `Community Strategy'

· Engage in consultation with designated community, staff and stakeholder groups and the wider community on all aspects of CEP

· Engage in consultation with members, employee representatives and stakeholder groups and service areas on impact and needs/requirements assessments and all aspects of the CEP

· Each function and service area to engage in consultation with designated community, staff and stakeholder groups on its impact and needs/requirements assessments and its service delivery

· Each function and service area to engage with equality self-assessment, scrutiny and audit on its service delivery, seek to ensure that the equality policy and objectives are incorporated in `partnership' arrangements engaged in by the Authority

Service Delivery and Customer Care

· Engage in function and service area impact and needs/requirements assessment

· Engage in development of function/service level equality objectives and targets

· Review of services should include the procurement function and all contracted services and partnership arrangements

· Each function and service area to establish planning groups for monitoring and information systems

Employment and Training

· Development and adopt fair employment and equal pay policy element of CEP

· Engage in employment equality assessment of the local labour market area

· Engage in an equal pay review

· Adopt procedures to ensure that publicity for vacancies does not unfairly restrict the range of applicants

· Produce a standard range of application forms and job descriptions that are clear and explicit

· Review personnel information system for monitoring suitability including supporting the Services statutory ethnic monitoring duties

· Develop a programme of equality training to support the CEP and function service objectives

· Ensure that the programme is consistent with the training arrangements in the Services Race Equality Scheme

· Make all employment procedures consistent with current legislation and employment

· Codes of Practice

LEVEL 3: SETTING EQUALITY OBJECTIVES AND TARGETS

To achieve Level 3 of the Standard and Authority will have to demonstrate :-

that it has completed a full and systematic consultation process with designated community, staff and stakeholder groups; that it has set equality objectives for employment, pay and service delivery based on impact and needs/requirements assessment and consultation; that equality objectives have been translated into action plans with specific targets; that it is developing information and monitoring systems that allow it to assess progress in achieving targets; that action on achieving targets has started

Leadership and Corporate Commitment

· Ensure that all functions and services areas set targets based on equality objectives

· Establish corporate guidelines/prescriptions for information gathering and equality monitoring

· Seek agreement on equality targets with partners in local `partnerships'

· Establish mechanisms for ensuring that equality targets are met by contractors through contract management

· Ensure completion of equality action plans at function and service level incorporating performance indicators

· Adopt where appropriate national targets/performance indicators as prescribed by Government Department or by the Audit Commission

· Implement systems for reviewing progress and revising the CEP and function action plans

· Members and senior officers to endorse action plans as appropriate

· Link action planning to Best Value process

· Ensure that action on achieving targets has started

· Make public all service level and employment objectives and targets that are available for consultation and scrutiny

· Make provision of language services appropriate to designated consultation and scrutiny groups

Consultation and Community Development and Scrutiny

· Completion of a full and systematic consultation process with designated community, staff and stakeholder groups

· Consult on involving designated community, staff and stakeholder groups with scrutiny procedures

· Consultation on equality to be linked with the continuing development of the `Community Strategy

· Publicise how, where and when action on targets with start

Service Delivery and Customer Care

· Complete service element of the CEP and ensure consistency with Race Equality Scheme

· Equality objectives and targets developed within each function/service area

· Service plans to specifically address the importance of barriers, accessibility and reasonable adjustment in the provision of services

· Allocation of appropriate resources to achieve targets

· Establish structures of responsibility at function and service level to progress action plans

· Set timetable within action plans for creating/adapting information and monitoring systems within service areas

· For agencies delivering services on behalf of the local authority, include within contracts a requirement to deliver and effective and appropriate service, fairly and without unlawful discrimination

· Establish monitoring on contracts to secure equal employment and equal service delivery targets

· Start action on function and service area targets

Employment and Training

· Complete employment section of the CEP and ensure consistency with the Race Equality Scheme

· Set employment equality targets for recruitment, staff retention, workforce profiles

· Conduct an equal pay review and plan for equal pay adjustment

· Establish that policies and procedures associated with equality are part of staff handbook and are understood by staff

· Ensure that staff and members are aware of action plans and the implications for services and employment

· Provide training for managers on the implementation of the standard with contracts and partners

· Training for all staff involved in recruitment on the Equality Standard, setting service objectives, action planning and monitoring, consistent with the training arrangements set out in the Race Equality Scheme

· Provide training for all staff on the detailed implementation of the Equality Standard including action plans and updates on legal and other developments

· Build equality objectives and targets into management appraisal mechanisms

· Provide information and appropriate training on action plans to support scrutiny process

· Establish a system of guidance and training on relevant equality issues to short-listing panels and interviewers, start action on all employment and pay targets