Archived decisions

Contact: Malcolm Rittman, County Youth Officer, Tel: 01962 846370

email: [email protected]

1. Report summary

1.1 The report summarises how the youth service is responding to and implementing the equalities agenda.

1.2 Responding pro-actively to the equalities agenda through the establishment of an Equalities Review Group (ERG), the youth service demonstrates a commitment to continuous improvement and the Corporate Strategy aims of improving services.

2. Objective

2.1 The aim of the report is to inform Members about the approach used in the youth service to respond effectively to the equalities agenda.

3. Contextual information

3.1 The corporate equalities strategy identifies a strategic framework for action to ensure there is equalities in employment, pay and service delivery. The strategy ensures statutory requirements are met and there is a commitment to eliminating both direct and indirect discrimination.

3.2 Fundamental to the development of youth provision is a commitment to equity and fairness and these principles are fundamental to the youth service's delivery and planning and underpin the strategic development plan.

3.3 In 2002, following the publication of the staff charter, a small working group was established to review how implementation should be developed in the youth service. One of the recommendations from the group led to an equalities workshop for youth work managers and subsequently the establishment of an Equalities Review Group (ERG). The group has twelve members from a variety of roles within the youth service with the County Youth Officer as chair.

3.4 The group initially explored approaches to equality. Following training and advice from the County Strategy Equalities and Diversity Adviser it was agreed to assess the performance of the youth service using the Excellence in Equalities toolkit developed for Hampshire County Council.

4. Identification of the issues

4.1 The Excellence in Equalities toolkit assessment framework identifies twelve standards. It was agreed to focus on two of the standards, leadership and staff and pilot a review of these standards in one district.

4.2 The review involved 45 minute interviews with staff from a range of roles and their views collated to identify emerging themes and patterns. The outcomes were fed back to the district team who identified and agreed three targets for action to inform future plans.

4.3 To progress the review across the service, equalities champions were identified in each district and the county team, who then carried out a review with their teams. The targets identified through the review are outlined in appendix 1.

4.4 Three themes emerging from the review were:

.1 district level training to be part of team meetings and related to local need

.2 equalities to be part of all meetings

.3 a consistent induction and probation review process to be in place to address equality issues and policy.

4.5 The following action has been implemented to address the emerging themes:

.1 equalities training has been built into the county training events and district teams

.2 meetings are including equalities issues

.3 a monitoring process has been put in place to ensure induction and probationary reviews are carried out.

4.6 Two further standards, 1 - policy and strategy and 2 - user results achieved will be reviewed during the summer using the same format and process. It is expected all standards will be reviewed by March 2007.

4.7 The ERG is establishing an equalities statement and guidelines for staff to be included in the induction pack and is beginning to carry out equalities impact assessments for the youth service.

4.8 The ERG has had a significant impact on the development of the youth service both for staff and in the delivery of work with young people. The role of equalities champions has helped to embed the values of equalities in teams. Through raising equalities issues staff have felt valued, been encouraged to reflect on their practice, engaged in further training and there has been a significant improvement in the learning culture of the organisation.

5. Impact assessment

5.1 Race and equality impact assessment has been considered in the development of this report and no adverse impact has been identified.

6. Personnel implications

6.1 Both membership of the ERG and equalities champion roles are seen as personal development opportunities for staff.

7. Crime prevention issues

7.1 The youth service actively supports crime prevention, supporting a number of initiatives in communities engaging with young people to divert them from in crime.

8. Financial Implications

8.1 The costs of the ERG and reviews are `hidden costs' but are effective use of staff time to ensure the service is continually improving and meeting its legal responsibilities to staff and young people.

9. Legal implications

9.1 None

10. Recommendations

That the work of the Equalities Review Group and the development of effective equalities practice in the Hampshire County Youth Service be acknowledged.

Section 100D - Local Government Act 1972 - Background Papers

The following documents disclose 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 this report.

N.B. The list excludes:

1. Published works

2. Documents which disclose exempt or confidential information as defined in the Act.

- Excellence in Equalities - a toolkit for organisations (big or small) to measure and improve performance in equalities

- Race quality Scheme - Hampshire County Council

- Staff Charter - Hampshire County Council

- Race Equality and Impact Process - Hampshire County Council.