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1 |
Summary |
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1.1 |
A report containing the draft revised Race Equality Scheme (RES) was submitted to the Human Resources Committee on 1 February 2005 and to the Hampshire Fire and Rescue Authority on 9 February 2005, as part of the consultation process with Service stakeholders which closed on 12 March 2005. This report (Appendix 1) is to confirm the outcome of this, and attaches a copy of the Race Equality Scheme 2005 - 2008. The amendments have also taken account of comments received regarding shared best practice and advice subsequently obtained from the national group focusing on equality issues in the fire service and the Commission for Racial Equality, as part of that consultation process. |
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2 |
RecommendationError! Bookmark not defined. |
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2.1 |
That the Committee approves the Amended Race Equality Scheme (2002-2005) and endorses the actions contained therein. |
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3 |
Introduction Error! Bookmark not defined.and Background |
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3.1 |
It is intended that the implementation of this RES will ensure that race equality will be mainstreamed throughout our organisation and will build on the significant work and activities already undertaken by the Service. This includes the various project boards and advisory groups that are already established, our on-going training programmes, our process of impact assessment, the progress we have made in raising awareness and further development of our positive action initiatives. |
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3.2 |
As part of this revision, we have addressed all the issues identified by the Commission for Racial Equality (CRE) and has been further improved in some of the good practice areas also recommended by the Commission. It should be noted that we remain under close scrutiny from the CRE in terms of the duties we discharge under the Race Relations (Amendment) Act. |
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4. |
Amended Race Equality Scheme |
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4.1 |
The amended Race Equality Scheme complies with our statutory duty under the Race Relations (Amendment) Act 2000 to promote diversity and equality. This Scheme summarises the Authority's approach to fulfilling this legal requirement and outlines our plan of action to achieve this. |
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4.2 |
Specifically, the Scheme sets out how we are going to achieve our duties to promote race equality. It identifies our plans for assessing, consulting on and monitoring our activity and policies for impact on race equality; publishing results of our assessment and consultations, ensuring the public has access to our services and for training our employees. |
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4.3 |
We will review this RES every three years, but will report on progress made, and refine, review and, if required, amend it annually. |
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5 |
Contribution to Corporate Aims and Objectives |
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5.1 |
The Race Equality Scheme and the Equality and Diversity Strategy underpin the requirements identified in the Corporate Equality Policy and Plan. They also form part of the measures required for the Service to progress to the Levels identified in the Local Government Equality Standard and the Comprehensive Performance Assessment Process. As the RES directly impacts on the quality of service we provide to the public, it aligns with our Corporate aim to be one of the top performing Fire and Rescue Services in the UK. |
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6 |
Risk Analysis |
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5.1 |
Failure to comply with the RRA(A) places the Service in a high risk category for potential litigation and the associated time and resource constraints of prosecuting such cases in court. This remains included in the Strategic Risk Register until such times as the CRE makes further comment on the compliance of our amended Scheme. |
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7 |
Resource/Financial Implications |
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7.1 |
Human Resources The identified new permanent posts of Fairness and Dignity Trainer and Administrative Assistant and the three temporary posts of community outreach workers are being submitted to the grading review panel in line with the job descriptions and person specifications now prepared. The recruitment process will then commence to fill these posts. |
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7.2 |
Physical Resources It is envisaged that the three outreach workers will be based at Basingstoke, Southampton and Portsmouth. The Fairness and Dignity Trainer and Administrative Assistant will be based at HQ. There are implications for office space and IT equipment. A uniform would be required for four post holders (although non-operational posts, this would be in line with other volunteer community outreach team workers and volunteer fairness and dignity trainers). |
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7.3 |
Financial Resources These posts will attract casual user allowance as they will be required to provide a wide range of support and it is likely they will be required to travel on a regular basis. Short term funding has been identified within existing budget for 2005/06 and it is likely a growth bid will be made for 2006/07 onwards. |
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8 |
Equality Impact Assessment |
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8.1 |
An Equality Impact Assessment has been carried out. The contents of this are relevant to the General Duty under the RRA(A) and initial screening has indicated a differential impact for racial groups. The differential impact is positive for minority groups and is therefore desirable. Consequently, the assessment will not proceed to partial or full assessment. |
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9. |
European Convention on Human Rights and the Human Rights Act 1998 |
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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. |
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10 |
Consultation |
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The amended RES has been developed through an internal group chaired by the Deputy Chief Officer in consultation with the Local Diversity Group and the Equalities Team. Also in consultation with the external Equality and Diversity Advisory Group, and individuals and organisations across Hampshire, representative bodies, members of the HFRA and other Fire and Rescue Services. |
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11 |
Conclusion |
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11.1 |
The Service fully upholds the principles of diversity and equality and believes that our approach, reflected in this document, demonstrates our commitment to improving the diversity of our service to reflect the community we serve. |
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Background Information (Section 100D of Local Government Act 1972) |
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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; and (2) documents that disclose exempt or confidential information defined in the Act. |
