Archived decisions

Outcome 1:

a) There are effective organisational arrangements in place to enable the County Council to meet its statutory requirements on human rights, race, age, sexual orientation, gender, disability and religion.

b) There are effective arrangements in place to enable the County Council to meet the specific duties under the Race Relations Amendment Act e.g. A Race Equality Scheme

Performance Indicators

Current performance

Target Performance

User focus and diversity elements of the CPA.

Excellent

Maintain excellent status.

Equality related Best Value Performance Indicators;

BV2 a -Equality standard for Local Government.

(Leadership and Corporate Commitment)

Level 2

Level 3 - externally validated by April 2006

BV2 b - progress with the Race Equality Scheme

61%

66% (05/06)

Published data on the race equality employment duty

Minimum data published

Targets set based on analysis of the data

Lead Officer: Jane Goodwin; Mohammed Mossadaq

Accountability: Approval and responsibility of the Corporate Equality Group, Corporate Management team and Cabinet

Action

Additional Resources

Target Date

Responsibility

Clarify reporting and accountability structure for Equality and Diversity Manager and Race Policy Advisor to highlight focus on service delivery

June 2005

Directors of Human Resources, Social Services and Chief Executive

Revise structure of Corporate Race and Equality Group to include members and agree Corporate and Member `champion'

Officer time

July 2005

Jane Goodwin, Mohammed Mossadaq, Corporate Management Team, Cabinet

Clarify the role of the group in:

a)setting future targets

b)agreeing projects to deliver outcomes

c) monitoring and scrutinising performance

July 2005

Corporate Equality Group

Secure adequate funds to support projects of the Corporate Equality Group

Set annual limit (to be discussed)

Principle by June 2005

CMT/Cabinet

Clarify the role of departmental equality groups. Revise terms of reference for departmental equality groups.

Officer Time

September 2005

Corporate Equality Group

Establish staff and community reference mechanisms / groups.

To be identified through scope of a project

December 2005

Corporate Equality Group, Human Resources, Corporate Communications, Jane Goodwin, Mohammed Mossadaq

Ensure equality and diversity vision is embedded in Council major change programmes e.g. Children's Services

Ongoing

Project steering group

Clarify linkages with other key corporate policies and mechanisms to deliver them in order to avoid duplication of effort e.g. Corporate Procurement Group, Risk Management Board, Sustainable Development Group.

Make arrangements for external validation in February 2006

£7,000

March 2006

Jane Goodwin

Outcome 2: To have in place an equalities strategy and policy framework which:

- reflects the latest and anticipates future legal changes

- reflects the vision and objectives agreed in the Best Value Review

- feeds into and flows from the Corporate Strategy

- clearly identifies action in response to the general and specific duties of the Race Relations (Amendment) Act

Performance Indicators

Current performance

Target Performance

Revised framework in place

By Dec 2005

Revised plan in place which clearly identifies the Race Equality Scheme

By March 206

Clear Equality aims in Corporate Strategy

Some under aim 4

Clearly in all aims by March 2006

Performance on BVP2 a - Equality Standard, (Leadership & Corporate Commitment)

Level 2

Level 3

Performance on BVP2 b Race Scheme

61%

66% (05/06)

Lead Officer: Jane Goodwin, Mohammed Mossadaq

Action

Additional Resources

Target Date

Responsibility

Revise the equalities strategy and policy framework

Officer time

October 2005

Corporate Equality Group, Jane Goodwin, Mohammed Mossadaq

Ensure that Race and Equality Impact Assessment is carried out on all service / business plans and new or revised policies / strategies.

Officer time

February 2006

CMT, Cabinet

Revise corporate equality plan, race equalities scheme and disability equality scheme.

March 2006

Corporate Equality Group with Jane Goodwin, Mohammed Mossadaq

Outcome 3: There are effective communications to ensure that staff are aware of their statutory duties and that members of the public are aware of how the County Council is responding to the requirements to ensure fair and equal access to services and employment

Performance Indicators

Current performance

Target Performance

Equality questions in staff survey to assess level of awareness

Unknown, some question in 2002 Mori staff survey

% awareness level = benchmark for target setting

Numbers of staff completing equality e.learning module

Unknown, new course

100% of staff completed

Equal access questions in residents survey

Unknown

Benchmark for target setting

Lead facilitators: Jane Goodwin, Corporate Communications Unit

Action

Additional Resources

Target Date

Responsibility

Redesign web site to provide information to staff and public

£4,000 plus project group officer time

October 2005

Corporate Equality Group, Jane Goodwin, Mohammed Mossadaq, Corporate Communications, IT Services

Design database to record evidence of achievement against targets.

To be identified by project group and linked to performance management information systems

December 2005

Corporate Equality Group, Jane Goodwin, Mohammed Mossadaq, Corporate Performance Team

Implement the training strategy to ensure that staff have the knowledge and skills to meet statutory requirements and provide fair and equal access to jobs and services

Extension of Diversity Learning Consultant post from 1 year to 3 years, cost to be identified by HLC

January 2006

Hampshire Learning Centre, CMT, Cabinet

Agree and implement an internal and external communications strategy.

Annual budget required, estimated £4,000

September 2005

Corporate Equality Group, Corporate Communications

Staff survey to measure awareness of statutory duties

To be identified

November 2005

Corporate Equality Group, Human Resources, Corporate Communications