Archived decisions

Hampshire Fire and Rescue Authority

Human Resources Committee Item 6

10 June 2005

Local Diversity Group - Representation from HR Committee

Report by the Chief Officer

Contact: Jennifer McNeill (Tel: 023 8064 4000) (Email: [email protected])

1

Summary

A Local Diversity Group has been established within Hampshire Fire and Rescue Service to drive forward the Service's equality agenda by monitoring and reviewing the implementation of our Corporate Equality Strategy. It plays a scrutiny role regarding how we progress our Equality Impact Assessments for all our functions and a key focus is to provide a rigorous and structured approach for promoting continuous improvement against our Race Equality Scheme, the Equality Standards for Local Government and the Corporate Equality Action Plan. The Group meets on a 6-weekly basis and comprises function heads, our Equal Opportunities Adviser, a representative from the Performance Review Team, representative bodies and an external community representative. The group is chaired by a principal officer. It has been recommended that the group would benefit from the involvement of an elected member as a key stakeholder group. Elected members are currently represented on the Fairness and Dignity Committee meetings and the Equality and Diversity Project Board.

2

Recommendation

2.1

That a nomination be sought for the appointment of one HR Committee member to sit on the Local Diversity Group.

3

Introduction and Background

3.1

The terms of reference for the Local Diversity Group are as follows:

· To provide a rigorous and structured approach to for promoting continuous improvement against the Race Equality Scheme, the ESLG and the Corporate Equality Action Plan.

· To provide a forum for sharing and exploring good practice.

· To provide a means for benchmarking progress both internally and externally.

· To assess the development of functional level objectives and targets.

· To request regular progress reports on the implementation of function equality action plans.

· To set priority equality workloads for the functions.

· To oversee employment and service delivery monitoring systems including HR monitoring as set out in the Race Equality Scheme.

· To require members of the group to act as equality and diversity champions for their respective functions.

· To invite relevant community, employee and stakeholder groups to scrutinise the role of the group.

· To engage External Auditors periodically (propose 3 yearly) to audit HFRS performance against its Diversity, Equality and Fairness Action Plans.

· To provide progress reports to SMT on a quarterly basis.

· To ensure the Fairness and Dignity Committee is achieving its terms of reference.

4

Contribution to Corporate Aims and Objectives

4.1

The activities of the Local Diversity Group underpin the Corporate Equality and Plan and through their scrutiny role, ensure that best practice is achieved.

5

Risk Analysis

5.1

No significant risks identified.

6

Resource/Financial Implications

6.1

Human Resources

Not applicable.

6.2

Physical Resources

Not applicable.

6.3

Information and Communications Technology Resources

No additional resources identified.

7

Equality Impact Assessment

7.1

Individual Equality Impact Assessments are carried out as part of each activity. The inclusion of an elected member will not require any additional EIA to be carried out.

7.2

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.

8

Consultation

8.1

This proposal is to be consulted at the Human Resources Committee meeting 10 June 2005. No further consultation is required.

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:

None

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