Hampshire Fire and Rescue Authority Item 5 Human Resources Committee 15/03/200520 April 2007 Error! Bookmark not defined.Publication of our Gender Equality Scheme Report by the Chief Officer

Contact: Andy Kettle Tel : 023 80 644000 Ext 3012 Email : [email protected]

1	Summary
1.1	Changes to the Sex Discrimination Act 1975 have placed a requirement on all public bodies to develop a scheme setting out how they will comply with the new gender equality duties by 30 April 2007.
1.2	The Equality & Diversity Team have drafted a Gender Equality Scheme (GES) (Appendix 1), consulted with a representative group of internal and external stakeholders in preparation for publication. The GES is presented for approval by the HR Committee, and formal adoption by the Fire Authority in June.
2	RecommendationError! Bookmark not defined.(s)
2.1	That the HR Committee recognises the legal requirement placed upon HFRA to publish a GES in order to comply with the Sex Discrimination Act 1975.
2.2	That the HR Committee accepts the GES as a mechanism for not only ensuring legal compliance, but also for promoting best practice in gender equality.
2.3	That the HR Committee makes recommendations to the HFRA to formally adopt the GES as its published scheme.
3	Introduction Error! Bookmark not defined.and Background
3.1	The Gender Equality Duty (GED) is last in a series of important new duties introduced in the UK and is aimed at promoting gender equality across the public sector. The GED, also referred to as the general duty, sets out what public authorities must have due regard to in order to promote equality of opportunity.
3.2	Most public authorities, including HFRA, are also covered by specific duties, which set out a framework to assist authorities in meeting their general duty. All public authorities covered by the specific duties must: · publish a Gender Equality Scheme (including within it an Action Plan) · involve stakeholders in producing the Scheme and Action Plan · demonstrate they have taken actions in the Scheme and achieved appropriate outcomes · report on progress · review and revise the Scheme.
4	How we have developed our scheme
4.1	The Equality and Diversity Team formed a stakeholder group, made up of people from both inside and outside of the Service. Involving people at an early stage has allowed traditional assumptions about gender equality to be challenged, and has greatly enhanced the quality of the final scheme. The draft scheme has yet to go through wider consultation with internal and external stakeholders and this will take place during April 2007.
5	How will we monitor our progress
5.1	The scheme contains an action plan with SMART deliverables that relate to every directorate / function within the Service. This plan contains a range of actions from setting a target % of workforce for employing men and women to undertaking a facilities audit for our premises. Once approved and published, this plan will be monitored by the Local Diversity Group who will make periodic progress reports to the Workforce Planning Steering Group.
5.2	Progress against the plan will ensure improved equality of opportunity and access to our services for all our service users. The scheme will also ensure all existing staff, both men and women are valued and supported in their work.
6	Contribution to Corporate Aims and Objectives
6.1	There are Best Value Performance Indicators relating to the % of women who are firefighters and the % of women who hold senior posts . Our DES will ensure that arrangements are in place to improve our performance against these targets in the future.
6.2	Our GES will ensure we have appropriate arrangements in place to provide equality of service to people from all our communities, contributing to our corporate aims to reduce fire deaths and injuries in the home by 20% by 2010 and working with others to reduce deaths and injuries on the road by 40% by 2010.
6.3	The DES will demonstrate a commitment to our organisational values on service, people diversity and improvement.
7	Risk Analysis
7.1	There is a legal imperative to produce a compliant gender equality scheme. Our scheme has gone through a rigorous process of development and consultation, following best practice guidance from the Equal Opportunities Commission. This should assure the Authority that the scheme is legally compliant.
7.2	The GES will also support our health, safety and welfare strategy as it seeks to support all our staff whilst at work.
8	Resource Implications
8.1	Human Resources
	There are no additional human resource requirements associated with this report. However, there are resource implications associated with the Action Plan.
8.2	Physical Resources
	There are no additional physical resource requirements associated with this report other than those identified as part of the equality audit set out in 8.4.
8.3	Information and Communications Technology Resources
	There are no additional ICT resource requirements associated with this report.
8.4	Financial Implications
	Many of our buildings have limited facilities for women. The Director of Corporate Services has commissioned an audit for all our premises and the results will be known shortly. Once we have a more detailed analysis of what improvements are required we will formulate a prioritised improvement plan and this is likely to require funding in the medium to long term. A further report will be submitted once the research has been carried out and detailed costs s have been identified.
9	Equality Impact Assessment
9.1	An equality impact assessment has been completed for the publication of the scheme and this has identified a positive differential impact for men and women. No adverse impact was identified for any other strand of equality.
9.2	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.
10	Consultation
10.1	The scheme is going through formal consultation with internal and external stakeholders. Feedback has already been received from a number of people & organisations and minor amendments have been suggested. These amendments have been incorporated into the scheme when appropriate.
11	Conclusion
11.1	Publication of this GES will ensure that HFRA comply with their legal obligations under the Sex Discrimination Act 1995.
11.2	Notwithstanding item 11.1 above, the GES provides an opportunity for both the Authority and the Service to demonstrate a commitment to its organisational values to People and Diversity.
11.3	The GES will also provide a mechanism for improving service delivery to men and women in Hampshire.
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: Draft Gender Equality Scheme Note: The list excludes: (1) published works; and (2) documents that disclose exempt or confidential information defined in the Act.

Secretarial/WP/Corporate/HFRA/HFRA HR Committee 20 4 07

10 April 2007

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GENDER EQUALITY

1 INTRODUCTION

1.1 Hampshire Fire and Rescue Service's (HFRS) strategy for implementing and delivering equality and diversity is set out in the Comprehensive Equality Policy (CEP) and the Comprehensive Equality Action Plan (CEAP). The CEP covers all 6 equality strands including race, gender, disability, sexual orientation, religion or belief and age.

1.2 Both the CEP and the CEAP are closely linked to our Equality Schemes, including the requirements for achieving the equality levels under the Equality Standard for Local Government (ESLG) and the best value performance indicators set by the Communities and Local Government (CLG) Department for measuring progress on a range of internal employment functions and the ESLG as noted in Appendix F5.

1.3 HFRS's approach to the delivery of its current equality duties is also closely aligned to our organisational vision to "make Hampshire safer". The achievement of this aim is set out in our Integrated Risk Management Plan (IRMP). The IRMP sets out our plans for managing risk and our corporate direction over a three year period. We believe that a commitment to equality is inextricably linked to improving the quality of service to our diverse communities.

1.4 In Hampshire we serve a population of 1,653,500, making us the seventh largest Fire and Rescue Service in the United Kingdom. In following the lead set by the amendments to the race equality and disability equality legislation, the passing of the Equality Act 2006 has now imposed a Gender Equality Duty on public sector organisations.

1.5 The Equality Act (2006),which amended the Sex Discrimination Act (1975) and the Equal Pay Act (1970) has placed a statutory duty on us that we must when carrying out our functions (what we do), to have due regard to the need to:

· Eliminate unlawful discrimination

· Eliminate harassment

· Promote equality of opportunity between men and women

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1.6 In order to comply with the above general duty, the Equality Act has placed a number of specific duties to assist organisations in planning, delivering and evaluating action and to report on progress through the production of this Gender Equality Scheme (GES) by 30 April 2007.

2 WHAT IS A GENDER EQUALITY SCHEME? (GES)

Like our other Equality Schemes, the GES is a strategy which includes a realistic time tabled action plan. It sets out our approach to gender equality and our corporate aims. The Scheme also includes how we plan to carry out each part of the specific duty, that is our arrangements for:

· Preparing and publishing a Gender Equality Scheme covering a 3 year period, setting out how we will meet the general and specific duties and our gender equality objectives

· Considering the need to include objectives to address the causes of any gender pay gap

· Gathering and using information on how our policies and practices affect gender equality in the workforce and in the delivery of our services

· For consulting stakeholders - employees, service users and others including trade unions and taking account of relevant information to determine its gender equality objectives

· Assessing the impact of our current and proposed policies and practices on gender equality

· Implementing the actions set out in our scheme within three years, unless it is unreasonable or impracticable to do so

· Reporting against the scheme every year and reviewing the scheme at least every three years

3 IDENTIFYING RELEVANT FUNCTIONS, POLICIES AND PRACTICES

3.1 As with the Race and Disability Equality legislation, we feel that the term `function' should encompass the full range of our duties and powers. This includes internal functions (such as policy development) as well as service delivery. Employing staff is a function that applies to all sections of our service, but will be monitored and assessed corporately through our Human Resources Department.

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3.2 Policy and practices too should be interpreted as having an equally wider meaning, including the full range of formal and informal decisions we make in discharging our business functions, and the way in which we use our powers or decide not to. Policies make the form of a clear written statement (for example a Service Order), or may be implicit in management decisions or `custom and practice'. It is important to include both written and unwritten policies, as the latter are less open to inspection and review and thus a greater risk of them contravening our duty to promote equality.

3.3 `Relevant' means having implications for (affecting) the General Duty. A function or policy will be relevant if it has, or could have, implications for promoting gender equality.

4 HAMPSHIRE FIRE AND RESCUE SERVICE (HFRS) STRATEGIC PRIORITIES

4.1 Our strategic objectives are:

· To reduce the number of fires by 20% by 2010

· To reduce deaths and injuries from accidental fires by 20% by 2010

· To reduce the number of deliberate fires by 20% by 2010

· To work with others to reduce deaths and serious injuries on the road by 40% by 2010

· To be in the top 10 fire and rescue services by 2010 in the country

4.2 Our vision is to make Hampshire safer by promoting greater understanding and responsible attitudes towards fire safety and by providing a responsive, caring fire and rescue service. In delivering against these priorities, we believe that creating the right organisational culture and values are critical for meaningful progress towards achieving gender equality. To support these aims we have embraced the following values:

4.3 People: We value our employees by practising and promoting:

· Fairness and respect

· Recognition of merit

· Honesty, integrity and mutual trust

· Co-operative and inclusive working

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4.4 Improvement: We value improvement at all levels of the service by:

· Accepting responsibility for our performance

· Being open minded

· Considering criticism thoughtfully

· Learning from our experiences

· Consulting others

4.5 Service to the community: We value service to the community by:

· Working with all groups to reduce risks

· Treating everyone fairly and with respect

· Being answerable to those we serve

· Striving for excellence in all we do

4.6 Diversity: We value diversity in the service and the community by:

· Treating everyone fairly and with respect

· Providing varying solutions for different needs and expectations

· Promoting equal opportunities in employment and progression within the service

· Challenging prejudice and discrimination

5 AIMS OF THE HFRS GENDER EQUALITY SCHEME

5.1 As with the Race and Disability Equality Duties, we welcome this new gender duty as further opportunity to strengthen the mainstreaming of equalities within our service. We will ensure that our Scheme includes the needs of our minority ethnic communities who can face multiple discrimination, ie, race, religion culture, language, gender, the needs of the gay and lesbian community and other groups such as Gypsies and Travellers, Asylum Seekers and Refugees. By implementing this scheme, we intend to deliver the following outcomes:

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· On-going involvement of all stakeholders, groups and individuals in the development and implementation of this Scheme

· Provide services that are accessible to both women and men which are based on their needs

· Ensure the involvement of women and men from all groups in decisions and policy making on matters and issues that have a direct effect on them

· Women and men are represented at all levels of the workforce and in all areas of work

· Have robust policies and procedures in place to deal with harassment and sexual harassment of employees, service users and others promptly and systematically within a culture of zero tolerance

· Eliminate any discrimination experienced by pregnant employees and employees returning from maternity and paternity leave

· Identify and remove any gaps between women and men's pay for like jobs, jobs rated as equivalent and jobs of equal value

· Provision of support for employees with caring responsibilities including flexible and part-time working opportunities at all levels of work

· Identify and remove barriers to the recruitment and retention of transsexual people including the creation an environment where they feel supported and valued as employees and potential employees

· Provision of appropriate training for all employees commensurate with their respective role and position within the service on their responsibility for the implementation of the gender duty

· Have systems in place to ensure that gender equality issues and their budgetary implications are considered at the beginning of policy making

· Make available a wide variety of data and information sources to assess the impact of certain actions on men and women

· Application of positive action initiatives to address under-representation of women and men in employment and service take up

· How this scheme is linked to our other equality policies, equality schemes, objectives and targets

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6 INVOLVEMENT OF STAKEHOLDERS

We have set up a stakeholder involvement group to assist us in the development of our Gender Equality Scheme. The involvement format included a series of meetings where the views of the stakeholder group were used to inform the contents of the scheme and associated action plan.

7 LEADERSHIP

7.1 The Hampshire Fire and Rescue Authority (HFRA) are responsible for ensuring Compliance with the Gender Duty.

7.2 The lead for gender equality lies with the Chief Officer who has overall responsibility for the delivery of equality across the service including the implementation of this Scheme.

7.3 A leadership project was set up in 2005, initially to support and complement the Race Equality Scheme in delivering improvements in leadership under equality and diversity. Following the publication of our Disability Equality Scheme in December 2006, disability issues have been incorporated into the programme. In line with corporate practice, gender equality will also be included in this programme.

7.4 In delivering the leadership programme, the Chief Officer, the Deputy Chief Officer (2) and the Director of Corporate Services will undertake an on-going series of `briefing road shows' to all employees at middle management level to ensure that they are:

· Aware of our vision and expectations of them as employees

· Understand leadership principles and why leadership is important in delivering our equalities agenda

· Clear about what they need to do and the role they can play in making a difference

7.5 These briefing are intended to deliver key messages on what our managers must do to meet their individual and organisational responsibilities under the Equality Duties and the Equality Standard for Local Government and how they can do this in their day to day work.

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8 SCRUTINY

8.1 Our corporate equalities scrutiny group - the Local Diversity Group (LDG) has the responsibility for monitoring the implementation and progress of all our equality schemes and action plans. The Deputy Chief Officer (HR, Training and Safety and Risk Management) chairs the LDG. The LDG consists of all the key stakeholders with responsibility for implementing the equality schemes within their respective function areas including representatives from the Fire Brigades Union (FBU), FBU Black and Ethnic Minority Section, The Fire Officers Association, UNISON, GMB, the Retained Fire Fighters Union and representatives from the our external Equality and Diversity Consultative and Advisory Group.

8.2 Formal external scrutiny will be undertaken by the Equality and Diversity Consultative and Advisory Group. The role of this group is to objectively and Critically scrutinise and evaluate our policies and practices as they apply to race, disability, gender, religion or belief, sexual orientation and age issues and their impact on our employment, training and service delivery functions. The groups role also includes giving specific advice on issues and developments as appropriate and at the request of the LDG.

9 THE HAMPSHIRE PROFILE

9.1 The Hampshire Profile

Some facts about our community in Hampshire

· The Hampshire Fire Authority serves a population of 1,653,500

· 51% of the residents are female and 69.7% of females from the age range of 16-59 are economically active (2001 census)

· 49% of the residents are male and 89.6% of males from the age range of 16-64 are economically active (2001 census)

· About 4% of the population are from a black and minority ethnic background (estimated)

· 10.86% of disabled residents are economically active (Audit Commission Area Profile)

· 28.8% of households have one or more persons with a limiting long term condition (2001 census)

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9.2 Hampshire Fire and Rescue Service Profile

To manage risk we have:

· 839 wholetime firefighters, 769 retained firefighters, 42 control room employees and 298 non operational employees

· 52 fire stations

9.3 Gender Breakdown of our Current Employees - Operational, Non Operational and Control

· Male operational - 1541 (96%)

· Female operational - 67 (4%)

· Male control - 14 (33%)

· Female control - 28 (67%)

· Male non operational - 132 (44%)

· Female non operational - 166 (56%)

9.4 Our recent monitoring statistics indicate that the number of employees from a black and minority ethnic background and those with an impairment are:

· 35 (2%) - Disabled

· 18 (0.92%) - Black and Minority Ethnic

10 OVERVIEW OF ACTIVITIES ALREADY IN PLACE OR PROGRESSING

Our Service is genuinely committed to making a real difference. We can demonstrate a number of achievements in the areas of race and disability equality. These are documented in our race and disability equality schemes. Similarly we already have in place a number of initiatives, including policies and procedures to progress gender equality within the Service. These include:

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· Ongoing positive action measures to encourage women to apply for firefighter vacancies

· Mentoring scheme for women and black and minority ethnic employees

· Support for the Networking for Women in the Fire Service (NWFS)

· Setting up a local NWFS

· Gender Equality Policy

· Job Share Scheme

· Career Break Scheme

· New Leave System for Operational Employees

· Flexible Hours Scheme

· Family Friendly Working Arrangements

· Audit of premises for improving welfare facilities for women and disabled people - facilities improvement plan in place

· Bullying and harassment training for all employees

· Equality Impact Assessment Training

· Equal pay review

11 OUR ARRANGEMENTS FOR MEETING THE GENDER EQUALITY DUTY

11.1 To maintain consistency across all our equality duties we have followed the same process for identifying relevant functions and policies. Our definition of what is a policy, function and relevance including informal aspects such as `custom and practice' is outlined in the introduction to this Gender Equality Scheme.

11.2 Therefore in line with the above approach, we consider the following functions to be relevant in meeting the general duty:

· Fire and Rescue

· Community Fire Safety

· Technical Fire Safety

· Employment of Staff

· Procurement

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11.3 The above functions are carried out by the following departments:

· Service Delivery (Response)

· Service Delivery (Prevention)

· Service Delivery (Protection)

· Corporate Services

· Human Resources and Training

12 RELEVANCE ASSESSMENT

12.1 We have developed a Relevance Assessment Matrix (Appendix F2) to assist functions to assess their activities or policies for their relevance and level of priority to meeting the Gender Equality Duty. All our functions are required to complete this assessment matrix through the application of the following questions to each activity or policy.

· Is this a statutory function or policy?

· Does this function or policy impact on the public?

· Does this function or policy eliminate unlawful discrimination against men and women from all backgrounds?

· Does this function or policy promote equality of opportunity between men and women?

· Does this policy or function promote the elimination of harassment?

· Is there evidence or belief that this function or policy could affect men or women adversely or differently/ (considering different impairments, people from minority ethnic groups, sexual orientation, age, transgender, religion or belief)

· Is there any public concern that this function or policy is being carried out in a discriminatory way?

12.2 The responses to the above questions should determine the level of relevance and priority. As a result, each function or policy will be graded high, medium or low in respect of both relevance to the Duty and the proportionality of the impact they may have. Functions or policies prioritised as `high' will have impact assessments done in year one. The remaining functions or policies graded as medium or low will be assessed in year two and three respectively. (See action plan at Appendix F1 for timelines).

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13 PROPOSED POLICIES

At the draft stage of proposed (new and revised) policies, all policy holders are required to assess the proposed policy for relevance to the General Duty using the Relevance Assessment Matrix. Any policy, function or activity identified as relevant will be impact assessed using the Impact Assessment Template (impact assessment process is explained in the next section).

14 FUNCTIONS AND POLICIES ASSESSED AS RELEVANT TO THE GENERAL DUTY

A list of our relevant functions and policies are listed in Appendix F3.

15 GENDER EQUALITY IMPACT ASSESSMENTS AND CONSULTATION

15.1 All policies assessed as relevant through the relevance assessment process are required to follow our impact assessment process. We have developed a generic Impact Assessment Template covering all the equality areas (race, disability, gender, sexual orientation, religion or belief and age). This process requires policyholders to consider the impact in general terms and specifically in relation to employment, training, communication and service delivery. This process also requires those carrying out the assessments to outline the monitoring, involvement of stakeholders and consultation arrangements.

15.2 Furthermore, our impact assessment process also places requirement to widen the equality assessment to consider black and minority ethnic communities, asylum seekers and refugees and Gypsies and Travellers. (Impact Assessment Template is attached at Appendix F4)

16 TRAINING ON IMPACT ASSESSMENTS

We already have in place a well-developed impact assessment training programme. This training programme commenced in 2004 and continuing. However in light of the new Gender Duty we will be reviewing this programme to ensure that we meet all the requirements of the Duty. We intend to offer training to any interested stakeholder both internal and external to enable their participation in the impact assessment process. The training programme currently covers the following areas:

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· A general knowledge of the General Duty and the Gender Equality Scheme

· Principles and purpose of impact assessments

· Our Impact Assessment Template and how to complete it

· How to conduct an impact assessment

· How to consult on a policy for impact assessment

· Purpose and importance of monitoring

· How to implement monitoring procedures

17 MONITORING IMPACT ASSESSMENTS

The completed impact assessment forms will be examined to ensure that they have been carried out in accordance with the set standards. A sub group of the Local Diversity Group will met as required to scrutinise the assessments and , if necessary to take appropriate action.

18 CONSULTATION

18.1 Engaging with our diverse communities and other stakeholders is a priority for us. We are committed to improving service delivery based on meeting needs, equality in employment and securing a safe and harassment free working environment. Comments about how we deliver services, the impact of our recruitment, training and development opportunities on men and women and how our employees conduct themselves are vitally important for us. In response to this commitment, we have established a range of consultation methods to meet the requirements of our impact assessments.

18.2 Details of consultation and any resulting outcomes will be scrutinised by the LDG who will ensure that those functions responsible for the policy have carried out the consultation exercise appropriately, ie, inclusion of those likely to be affected by the policy. The following groups will be included in our consultation exercises:

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INTERNAL

· The Black and Ethnic Minority Members Section (B&EMM) of the Fire Brigades Union

· Black and Minority Ethnic Employees

· Fairness and Dignity Committee

· Fire Brigades Union

· Fire Officers Association

· Local Diversity Group

· Retained Firefighters Union

· UNISON and GMB Trade Unions

· Inviting comments from all employees

EXTERNAL

· The Equality and Diversity Advisory and Consultative Group

· The new Equalities Commission

· Individuals and organisations representing the interests of men and women (local and national)

· Fire and Rescue Services in the South East Region

· Hampshire Public Bodies Equality Network

· Hampshire Interfaith Network

· Chief Fire Officers Association Equality Practitioners Group (South East Region)

· Chief Fire Officers Association National Equality Professionals Group

· Unity 101 Community Radio Station

METHODS OF CONSULTATION INCLUDE(THIS LIST NOT EXHAUSTIVE)

· Conferences, seminars and public meetings

· Citizens panels

· Focus groups

· Internet

· Research

· Surveys and questionnaires

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19 SCRUTINY AND MONITORING

All consultation undertaken will be noted in our Impact Assessment documentation. Details should include who was consulted, outcomes, actions and feedback given to those consulted. This will be assessed by the equalities team in conjunction with the external Equality and Diversity Advisory and Consultative Group and reported to the LDG who will ensure that:

· Consultation was with the appropriate stakeholders and individuals

· The methods used were appropriate to the needs of those stakeholders and individuals

· Those consulted with were provided with all the necessary information, so that the process was informed

20 MONITORING OUR POLICIES FOR ADVERSE IMPACT

20.1 Monitoring is a vital component of our Impact Assessment process. We are committed to monitoring specific areas of our activity and service delivery. This will inform us whether men or women, including those who belong to different minority groups, those with impairments etc experience equal treatment or level of service and also enable us to identify areas that need improvement or overhauling. We are in the process of developing a robust monitoring system capable of delivering the requirements of all the equality areas covering employment and service delivery.

20.2 Our monitoring system when fully developed will identify:

· Levels of usage

· Levels of satisfaction

· Levels of relevance

· Levels of appropriateness

20.3 We identified the following service delivery areas as relevant for monitoring:

· Community fire safety

· Technical fire safety

· Fire control

· Fire and rescue

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20.4 We will collect gender monitoring data for our relevant functions and policies by:

· Setting up monitoring systems for all relevant functions and policies

· Analysing monitoring data

· Taking action to address the issues arising from the monitoring data

· Change policies or functions as required

· Publish the results of monitoring

20.5 Each function or department responsible for a relevant policy or service will collate the data. Human Resource (HR) Directorate will collate all employment and training data, and the Employee Relations section within HR function will collate all complaints data, including disciplinary and grievance and bullying and harassment data.

20.6 All monitoring data will be passed on to the equalities team for analysis. If the findings identify any differential impact, a report will be submitted to the Local Diversity Group with recommendations for a full impact assessment to be carried out to enable appropriate policy change and practice.

21 PUBLISHING ASSESSMENT, CONSULTATION AND MONITORING RESULTS

21.1 We will publish a half yearly summary report that will include the following information obtained through the implementation of this Gender Equality Scheme:

· Details of policies and procedures that have been impact assessed for gender equality and the results of these assessments

· Actions taken to address adverse impact including any potential impact

· List of all policies previously assessed under this scheme

· Results of monitoring of policies identified as having an adverse impact or having the potential to impact on gender equality

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21.2 The results of public consultation on policies including brief details of:

· Why the consultation took place and how it was carried out

· The responses or views expressed by the consultees

· Policy options available

· What we are proposing to do following consultation

21.3 These half yearly summaries will be published annually as part of our annual progress report on the GES and published on our website www.hantsfire.gov.uk in the A-Z index on the home page.

21.4 Information will be put into various accessible formats on request, for example:

· Braille

· Audio- tape

· Translation into community languages

· Provision of community language interpreters including British Sign Language where required

22 ACCESS TO INFORMATION AND SERVICES

22.1 We believe that the success of all our equality initiatives depend on our ability to communicate with all sections of our diverse community about services and employment opportunities. We will do our very best to ensure that that the information and services we provide are accessible and appropriate to the needs of both men and women from all backgrounds.

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22.2 Therefore in meeting our commitment to providing equal and proper access to information and service, in addition to the above formats we will also use the following to provide information:

· IRMP extra bulletin

· Exchange Magazine - published quarterly

· Local and county wide organisations representing the interests of men and women

· Our partners and stakeholders

· Local press

· Our website

· Focus groups - IRMP consultation

23 TRAINING OUR STAFF

23.1 In response to meeting our duties under Race and Disability we put into place a generic training programme covering all the equality duties - race, gender and disability.

23.2 The training programme includes a range of training packages for staff to provide the required knowledge under race, gender and disability duties as relevant to individual roles and responsibilities and their position within the Service. Employees will then be matched to a particular training package. Attendance at these training sessions will be mandatory for all employees regardless of their respective positions within the Service. Appropriate training will also be offered to members of the Hampshire Fire and Rescue Authority who are ultimately responsible for ensuring that our Service is compliant with the Gender Duty.

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24 OUR EMPLOYMENT ARRANGEMENTS

24.1 We currently monitor employees by racial group, gender and disability the number of:

· Employees in post

· Applicants for employment, training and promotion

· Employees who receive training

· Employees who benefit or suffer from performance appraisals

· Employees who are involved in grievance procedures

· Employees who are subject to disciplinary action

· Employees who leave our employment

24.2 Equality monitoring of our employment practices and processes is essential to obtaining management information to inform policy direction and strategies for change. Our aim is to achieve a workforce that is representative of our diverse community. We have set a number of employment targets across race, disability and gender. The British Fire Service has set a national target of 15% for female firefighters by 2009 for each Fire Service to address the under-representation of women in operational positions. We have been making good progress in attracting female applicants over the last three years through our positive action initiatives. We have an on-going programme of positive action projects, which are reviewed annually.

25 ADDRESSING THE GENDER PAY GAP

25.1 The Gender Duty requires us to address any unlawful discrimination in the area of pay for women and men. The Gender Duty makes a particular reference to the need to meet the requirements of the Equal Pay Act 1970. National statistics show that full time women employees earn on average 81% of the hourly earnings of male full time workers. This gender pay gap is also evident amongst women working part time. They earn 41% of the hourly earnings of male full time workers.

25.2 Hampshire Fire and Rescue Service is committed to the principle of equal pay for all its employees. As part of this commitment we have just completed a job evaluation and an equal pay audit. We are on target to implement the results of this exercise in April 2007. Furthermore, three yearly equal pay reviews will feature as an action within this GES and all subsequent GES action plans.

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26 TRANSGENDER EMPLOYEES

Our Comprehensive Equality Policy sets out our commitment to addressing the needs and issues faced by transgender employees. We are working in partnership with Stonewall to develop our knowledge and understanding of the key issues to ensure equality of opportunity and protection from harassment. The needs of transgender employees or potential employees will also be considered through our impact assessment process. A number actions covering guidance to managers on how to deal with transition, development of robust harassment procedures, provision of support systems and monitoring will be undertaken through this GES.

27 GATHERING AND USING INFORMATION

Evidence gathering and using information effectively is important for achieving equality for women and men and also for meeting their particular needs. We will adopt a range of methods to gather information:

· Involving stakeholders

· Consulting our external equality and diversity advisory and consultative group

· Commissioning research

· Staff surveys

· Analysing recruitment/selection service delivery monitoring information

· Analysing monitoring data from our Race and Disability Equality Schemes

· Census information and local socio/economic statistics

· Best practice examples from other fire services and authorities

28 PARTNERSHIPS

We as a public authority will do our very best to ensure that the partnerships we are part of, take into account the Gender Duty, and most importantly, that all members of the partnership are aware of and support our obligations and responsibilities. We will therefore, encourage every partnership we are involved in to develop their own strategies for meeting all the equality duties.

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29 PROCUREMENT

29.1 We have a process in place to ensure that our policies and practices are not undermined or compromised by engaging suppliers that do not share our values and commitment to promoting equality of opportunity for all communities.

29.2 During a tendering exercise we will require all suppliers to provide us with evidence of their eligibility to be awarded a contract. This includes information on their equal opportunities policies and where they are/have been subject to formal investigations by any equality body.

29.3 All suppliers and contractors will be monitored throughout the contract period to ensure that they are complying with the responses they gave when tendering for our contracts.

30 REVIEW OF THE GENDER EQUALITY SCHEME

This Scheme will be reviewed and amended as necessary on a three yearly cycle. The responsibility for this happening will lie with the LDG.

31 COMPLAINTS

31.1 We shall do our best to meet the duties placed upon us under the Equality Act 2006. We are fully committed to implementing this gender Equality Scheme. But we do recognise that we may get things wrong or that people mat be dissatisfied with the way we are discharging our duties. We therefore intend to make sure that our communities know that they have a right to complain about how we are meeting the gender equality duty and they are given the information in the required formats about how to do this.

31.2 We will deal with any complaints about our performance in respect of this Scheme through our formal complaints procedure.

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32 COMPLAINTS PROCEDURE

32.1 Hampshire Fire and Rescue Service has a corporate procedure that allows service users to make complaints, compliments and suggestions on any aspect of its services or policies. Details of this procedure are set out in our website. We will ensure that details of our complaints procedure are widely publicised using appropriate formats.

32.2 A complaint can be made in person, by telephone, by post or by email.

T:023 8064 4000 and ask for our Employee Relations Team

F: 023 8064 3178 (FAO the Employee Relations Team)

E: [email protected]

Post to: The Manager, Employee Relations Team, Hampshire Fire and Rescue Service HQ, Leigh Road, Eastleigh, Hampshire SO50 9SJ

- End -

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GENDER EQUALITY SCHEME ACTION PLAN

Descriptions of our Functions

Corporate Management: The purpose of this management team is to ensure sound corporate governance and ensure that our organisation meets all its statutory duties and corporate aims to make Hampshire a safer place for all its diverse communities.

Corporate Services: The purpose of this function is to provide, develop and support good practice in corporate, information & financial management, procurement and property management throughout the organisation so that the Authority can achieve continuous improvement in pursuit of its corporate aims and key objectives.

Operational Delivery: The purpose of this functional department is to deliver the Emergency Fire and Rescue Service to all our communities.

Operational Support/Community Fire Safety: The purpose of this functional department is to provide a comprehensive range of equipment for use by the Operational Delivery Function and to provide safety initiatives to all our communities to drive down the incidence of fire and make the people of Hampshire safer.

Technical Fire Safety: This department is part of our Safety and Risk Management Function and its purpose is to ensure that HFRA undertakes its statutory duty to enforce fire safety legislation and to provide statutory fire safety advice. The department also contributes to the `Protection' element of the IRMP in a broader range of risk reduction initiatives.

Health and Safety: This department is part of our Safety and Risk Management Function and its purpose is to ensure the health, safety and welfare of all our employees and anyone else who is affected by our activities.

Business Education: This department is part of our Safety and Risk Management Function and its purpose is to raise awareness of and promote compliance with the regulation of public access buildings and how structural designs interact with human activities.

Marketing and Communications: This department is a Corporate Management Function and its purpose is to develop and implement a corporate communications strategy that raises the profile of HFRS and its objectives.

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Human Resources: The purpose of this function is to contribute to the infrastructure to enable the Service to achieve its corporate aims and deliver its Integrated Risk Management Plan. This contribution lies in the HR strategy and workforce plan; challenging issues around diversity, equality and culture change and actively driving performance management in liaison with other agencies.

Fleet Management and Workshops: The purpose of these 2 departments are to ensure that the vehicle fleet are procured and maintained in order to meet all the transport requirements of HFRS.

Training: The purpose of this function is to ensure that the skills, ability and potential of all our employees are recognised and developed in accordance with our Integrated Personnel Development System.

SO/1/6/3

GENDER EQUALITY SCHEME ACTION PLAN

1 IMPROVEMENT: LEADERSHIP AND CORPORATE COMMITMENT

Objectives

· Senior managers commit to the elimination of sex discrimination.

· To identify and challenge stereotyping of men's and women's roles and needs.

· To promote gender equality in the management of our contracts with other organizations.

1.1 Objective: Senior Managers Commit To The Gender Equality Duty

What We Have Already Done To Meet This Objective:

· Undertaken and implemented a review of equality and diversity in the organisation.

· Signed up to a Comprehensive Equality and Diversity Policy and Strategy.

· Nominated an Authority member champion for equality and diversity at the highest level of the organisation.

· Incorporated equality and diversity, and our core values into the Personal Development Review Process.

What We Have Agreed To Do:

Action to be taken	How we will measure success?	When we will do it by?	Manager who will be responsible
Carry out Equality Impact Assessment on policies and activities to identify and reduce any adverse impact for men and women	Completion of agreed Equality Impact Assessment	In line with EIA schedule already in place	Function Heads and LDG
Our Gender Equality Scheme is monitored at the highest level.	Progress against the improvement plan is reported annually.	April 2008	Director of HR LDG
Commitment to improvement through the Equality Standard for Local Government.	Achievement against level 3 of the Equality Standard for Local Government.	November 2007	Director of HR LDG
More women hold senior management positions.	A quarter of our senior management positions (which attract top 5% salaries) are held by women.	Ongoing	Director of HR LDG
Equality objectives are reflected in the action plans of function, group and station plans.	Individual managers demonstrate progress in promoting equalities.	31 March 2009	Director of Service Delivery LDG

1.2 Objective: To Identify and Challenge Stereotyping Of Men's And Women's Roles and Needs

What We Have Already Done To Meet This Objective:

· DCLG posters, aimed at attracting more women to a Firefighter career, are displayed in health and fitness centres across Hampshire.

· Support the local branch of Networking for Women in the fire and Rescue Service. Also support places for staff who wish to attend the Annual National and International Conferences.

What We Have Agreed To Do:

Action to be taken	How we will measure success?	When we will do it by?	Manager who will be responsible
Identify gender equality "champions" across the workforce.	Staff across the organisation develop a good awareness of gender equality.	30 December 2007	Function Heads LDG
Produce publicity material with images which promote the role of women in the Fire and Rescue Service.	Schools, colleges and careers advisors promote career opportunities for women in the Fire and Rescue Service.	30 December 2007	Comms and Marketing LDG

1.3 Objective: To Promote Gender Equality In The Management Of Our Contracts With Other Organisations

What We Have Already Done To Meet This Objective:

· All our contractors and suppliers have been made aware of their duty to promote disability equality.

What We Have Agreed To Do:

Action to be taken	How we will measure success?	When we will do it by?	Manager who will be responsible
Review of our processes for managing contracts.	Our contractors and suppliers are equal opportunity employers who will not discriminate on the grounds of gender.	31 March 2008	Procurement Manager

2 IMPROVEMENT: CONSULTATION, COMMUNITY DEVELOPMENT AND SCRUTINY

Objectives

· To take account of gender in the planning of services and in service delivery.

· To work with our business partners and to promote gender equality.

2.1 Objective: To Take Account Of Gender In The Planning Of Services And In Service Delivery

What We Have Already Done To Meet This Objective:

· Provided training to all our managers on how to undertake equality impact assessments (EIA's).

· Designed and implemented Customer Satisfaction Monitoring for Home Fire Safety Checks.

· Targeted Occupational Health promotions for the specific needs of both men and women.

What We Have Agreed To Do:

Action to be taken	How we will measure success?	When we will do it by?	Manager who will be responsible
Develop a working relationship with organisations which represent the unique interests of men, of women, and of trans people.	A network of organisations which can advise us on issues relevant to gender is established.	Sept 2008	Area Manager Service Delivery

2.2 Objective: To Work With Our Business Partners And To Promote Gender Equality

What We Have Already Done To Meet This Objective:

· Work in partnership with other Fire and Rescue Services in the South East, with a dedicated working group for equalities.

What We Have Agreed To Do:

Action to be taken	How we will measure success?	When we will do it by?	Manager who will be responsible
Share best practice and professional expertise with other public authorities in Hampshire.	Increased levels of support to men and women who may be at risk of injury.	Ongoing	Service Delivery

3 IMPROVEMENT: SERVICE DELIVERY AND COMMUNITY CARE

Objectives

· To maintain the dignity of all our staff and customers.

· To collect information which will help us check that we are meeting the needs of all our staff and customers.

3.1 Objective: To Maintain The Dignity Of All Our Staff And Customers

What We Have Already Done To Meet This Objective:

· Introduced a policy on Equality of Opportunity in Employment, which includes a statement on discrimination on the grounds of both sex and transgender.

· Introduced a Fairness and Dignity at Work Policy which sets out standards of behaviour for staff.

· Introduced a Domestic Violence Policy, to provide support for staff who may be abused at home.

· Funded improvements to toilet and shower facilities on specific fire stations.

· Research into the design of personal protective clothing. What we purchase must be appropriate for both men's and women's body shapes.

What We Have Agreed To Do:

Action to be taken	How we will measure success?	When we will do it by?	Manager who will be responsible
Review the harassment complaints procedure.	An increase in the number of cases of harassment satisfactorily resolved.	31 March 2008	Director of HR and Employee Relations Manager
All staff to understand the standards of behaviour expected at work. Staff should also learn how to challenge inappropriate behaviour effectively.	A record on the TAP's of all staff that they have undertaken equality and diversity training within the last 3 years.	31 March 2008	Area Manager for Training and Development
Continue to fund improved facilities on fire stations in line with our long term improvement plan.	The facilities on all Fire Stations adequately meet the needs of all our staff.	Ongoing	Director of Corporate Services Property Services Manager

3.2 Objective: To Collect Information Which Will Help Us Check That We Are Meeting The Needs Of All Our Staff And Customers

What We Have Already Done To Meet This Objective:

· Undertaken a cultural audit for all our staff.

· Reviewed our Complaints and Compliments Procedure, so that we monitor complaints by gender.

· Monitor cases of bullying and harassment by gender.

What We Have Agreed To Do:

Action to be taken	How we will measure success?	When we will do it by?	Manager who will be responsible
Undertake a "staff" survey.	We can assess the attitudes of staff to gender equality.	31 March 2008	Performance Review Manager
Monitor our formal system of "exit" interviews.	We can identify the reasons why staff may be leaving the organisation.	31 March 2008	Employee Relations Manager
Establish baseline information on gender by which to measure improvement.	Percentage targets are set for improvements in meeting staff and customer needs.	31 March 2009	All Managers

4 IMPROVEMENT: EMPLOYMENT AND TRAINING

Objectives

· To strive towards gender balance in all areas of work and at all levels.

· To ensure that men and women are paid the same for like work, equivalent work and work of equal value.

· To educate our staff on gender equality.

· To promote and manage supportive working arrangements for parents and carers.

· To support trans-sexual people who work for us or potential job applicants.

4.1 Objective: To Strive Towards Gender Balance In All Areas Of Work And At All Levels

What We Have Already Done To Meet This Objective:

· Removed restrictions in height and chest expansion for Firefighter recruits.

· Changed to a competency based approach to promotion, which has led to an increase in the number of women applying to join the Service.

· Trained women as mentors for women.

What We Have Agreed To Do:

Action to be taken	How we will measure success?	When we will do it by?	Manager who will be responsible
Develop a positive action strategy to increase the number of women who work in operational roles.	4.81% of Firefighters are women.	31 March 2009	Director of HR
Creative advertising to attract women to operational roles.	An increase in the number of women applying for operational jobs.	Ongoing	Equality and Diversity Manager and Head of Marketing and Communications
Develop working relationships with schools to change the perception of careers for women in the Fire and Rescue Service.	An increase in the number of young women leaving full time education who apply for operational jobs.	Ongoing	HR Strategy and Policy Manager
Introduce a fast track development programme for graduate managers.	A quarter of our senior management positions (which attract the top 5% salaries) are held by women.	31 March 2009	Director of HR
To carry out an employee survey to identify gender bias across the functions.	Measures put in place to address over representation of female and males.	April 2009	Director of HR and Local Diversity Group (LDG)

4.2 Objective: To Ensure That Men And Women Are Paid The Same For Like Work, Equivalent Work And Work Of Equal Value

What We Have Already Done To Meet This Objective:

· Introduced a job evaluation scheme, for professional staff, which is free from gender bias.

· The National Pay Structure has changed to minimise discrimination based on length of service.

· Authority members agreed on Equal Pay Policy statement.

· Undertaken an Equal Pay Audit across all staff.

What We Have Agreed To Do:

Action to be taken	How we will measure success?	When we will do it by?	Manager who will be responsible
Set objectives for achieving equal pay for men and women. Develop and monitor an action plan to support these objectives.	Closing of the "gender pay gap" between men and women.	March 2008	Director of HR

4.3 Objective: To Educate Our Staff On Gender Equality

What We Have Already Done To Meet This Objective:

· Trained Authority Members on Equality and Diversity

What We Have Agreed To Do:

Action to be taken	How we will measure success?	When we will do it by?	Manager who will be responsible
Host events for International Women's Day.	Staff are aware of their responsibilities under the gender equality duty.	8 March each year starting in 2008	Equality and Diversity Manager

4.4 Objective: To Promote And Manage Supportive Working Arrangements For Parents And Carers

What We Have Already Done To Meet This Objective:

· Introduced a suite of family friendly working practices - flexible working, job sharing, home working and career breaks.

· Improved our maternity, paternity and adoption leave arrangements.

What We Have Agreed To Do:

Action to be taken	How we will measure success?	When we will do it by?	Manager who will be responsible
Analysis of career development patterns for part time staff and those with caring responsibilities.	Career development patterns are not adversely affected by family care responsibilities.	31 December 2008	Employee Relations Manager
Monitor return rates of women from maternity leave.	More women return to work after maternity leave.	Ongoing	HR Workforce Planning
Analyse applications for family friendly working arrangements.	Both men and women carers benefit from appropriate working arrangements.	Ongoing	HR Workforce Planning Manager
To consider the introduction of a family friendly shift pattern within the current 2-2-4 shift system.	Job share/part time continuous shifts in place.	February 2010	Director HR, LDG, Area Manager Service Delivery

4.5 Objective: To Support Transsexual And Transsexual People Who Work For Us Or Potential Job Applicants

What We Have Already Done To Meet This Objective:

· Subscribed to stonewall "workplace champions" programme.

· Involved transsexual and transgender people in training for equality and diversity trainers.

What We Have Agreed To Do:

Action to be taken	How we will measure success?	When we will do it by?	Manager who will be responsible
Agree a Policy and Guidance on Gender Reassignment.	We have measures in place to support transsexual staff.	31 March 2008	Employee Relations Manager

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(AK 3/07)

Gender Equality Relevance Assessment Matrix

Business Function	Policy/Function	Is this a statutory policy/ function? (Y/N)	Does this policy / function impact on the public? (Y/N)	Does this policy / function promote equality of opportunity between men and women? (Yes/No/Partial/N/A)	Does this policy / function eliminate gender discrimination and sexual harassment? (Y/N/Partial/N/A)	Does this policy / function promote positive attitudes towards Disabled People and encourage their participation in public life? (Y/N/Partially /N/A)	Is there evidence/ belief that this function / policy could affect men and women differently or more favourably? (Y/N)	Is there any public concern that this policy / function is being carried out in a discriminatory way? (I = none, 2 = some, 3 = substantial)

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Appx F3

(AK 3/07)

OUR FUNCTIONS AND POLICIES

Function Policy Service

· Emergency Response Planning

· Dealing with Operational Incidents

· Fire Station non Operational

· Community Liaison

· Uniform and Equipment Development

· Liaison with other Agencies

· Operational Response Business Plan

· Service Orders - Series 7/3 Leave and Duty Systems

· Service Orders - Operational Procedures

· Service Orders - Operational Equipment

· Operations Web Pages

Operational Support / Community Fire Safety

· Schools Education Fire Challenge Unit (Key Stage 1, 2 and 3)

· Fire Setter Intervention Team (Arson Reduction)

· LIFE Community Engagement Project

· Work Experience Placements

· Duke of Edinburgh Award Scheme

· Post Incident Community Support Team

· Princes Trust Volunteers Franchise

· Local and National Community Fire Safety Campaigns

· Junior Citizen and Science Fairs

· Home Fire Safety Checks

· County Fairs

· Community Fire Safety Talks to the Community

· Local Arson Reduction Strategies

· Operations Support and Community Fire Safety Web Pages

· Community Fire Safety Advice Line

· Service Order 7/1 Series - Community Fire Safety

Technical Fire Safety

· Technical Fire Safety Website Pages

· Workplace Seminars

· Technical Fire Safety Advisory Leaflets

· Written Correspondence with Clients

· Publicity Campaigns

· Formal Partnerships with or without Formal Memorandum of Understanding with other Agencies

· Staff Training and Development Policy

· Risk Reduction Policy including Audit Inspections and Risk Management Planning

· Enforcement of Legislation

· Statutory Consultation

· Management and Administration Service Orders

· Legislation Service Orders

· Means of Escape and Firefighting Service Orders

· Business Education

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· Hazardous Materials Service Orders

· Miscellaneous Safety Standards Service Orders

Health and Safety

· Health and Safety Activities

· Legislation Service Orders

· Organisation Health and Safety Service Orders

Marketing & Communications

· Corporate Marketing and Communications Strategy

· Quarterly Magazine

· Management of Internal and External Publicity Events

· Proactive Public Relations Campaigns

· Website Structure and Content

· Partnership Campaigns

· Advertising

· Development of Corporate Marketing Materials

· Photography and Film

Corporate Services

· Consultation on Budget Proposals

· Preparing and Monitoring Special Budgets

· Contact with Public, Suppliers and Contractors

· Provision of ICT applications (hardware and software)

· Development and Maintenance of Public Website

· Reception and enquiry handling facilities

· Public Satisfaction Survey

· Post Incident Survey

· Public Focus Groups

· Development and Maintenance of list of Stakeholders and Partners

· Compilation and Publication of Best Value and Local Performance Indicators

· Best Value Reviews

· Employee Surveys including Cultural Audit and Consultation on Core Values

· National and Regional Procurement Strategies

· Local Procurement of Goods and Services

· Purchase of Specialist Equipment and Services

· Provision of new and adoption of existing buildings and accommodation

· Provision of fittings, furniture and signage

Human Resources

· Employee Health Screening

· Welfare Services

· Fitness Screening

· Criminal Disclosure Procedure and Guidelines

· Employee Induction non Uniformed Guidelines

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(AK 3/07)

· Probation Management Guidelines

· Relocation Assistance Policy

· Politically Restricted Candidate Guide

· Extension of Service Management Guidelines

· HR Strategy

· Workplace Plan

· Flexible Working Management Guidelines

· Structural Re-organisation Checklist

· Contract of Employment Shells

· Continuous Employment Guidelines

· Annual Leave Calculation Guidelines non Uniformed Employees

· Pensions/Redundancy Discretionary Powers

· Establishment Policy

· Uniformed Appointments, Transfers and Promotions Processes

· Recruitment Policy

· Career Progression

· Pay and Allowances Policies

· Job Grading non Uniformed Employees

· Exit Policy

· Outside Employment Policy

· Service Housing Provision

· Assessment and Development Centres Terms of Reference

· Fairness and Dignity Policy

· Comprehensive Equality Policy

Training

· Firefighter Training Delivery

· Driver Training Delivery

· Station Training Support

· External Training Providers

· Development Opportunities

· Service Order 9/4/ series - Training for Operational Duties

· Personal Development Plans

· Service Order 9/5 and 9/7 Series - Instructors, Examiners and Qualifications

· Service Order 9/7 Series - Further and Higher Education

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Appx F4

(AK 3/07)

FM/1/6/3/1

Page 1

(AK 6/05)

EQUALITY IMPACT ASSESSMENT - INITIAL SCREENING

Function/Department
Person responsible for the assessment
Name of the policy to be addressed
Date of assessment
Is this a new or existing policy

Note: For policy read policy/service/activity

1 Briefly describe the aims, objectives and purpose of the policy.
2 Are there any associated objectives of the policy, please explain.
3 Who is intended to benefit from the policy and in what way?
4 What outcomes are wanted from this policy?
5 What factors/forces could contribute/detract from the outcomes?

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6 Who are the main stakeholders in relation to the policy?
7 Who implements the policy and who is responsible for the policy?
8 Are there concerns that the policy could have a differential impact: - On racial groups? - Due to gender? - Due to disability? - Due to sexual orientation? - Due to their age? - Due to their religious belief? - Due to them having dependants/caring responsibilities? - Due to them being transgendered or transsexual?	Yes / No - What existing evidence (either presumed or otherwise) do you have for this?
9 Could the differential impact identified in 8 amount to there being the potential for adverse impact in this policy?	Yes / No / NA - Please explain

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10 Can this adverse impact be justified on the grounds of promoting equality of opportunity for one group? Or any other reason.	Yes / No - Please explain for each equality strand, if necessary use a separate piece of paper
11 Should the policy proceed to a partial impact assessment?	Yes / No
12 If yes, is there enough evidence of proceed to a full EIA?	Yes / No
13 Date on which partial or full impact assessment to be completed by

Completing Officer	Name:	Date:	Review Date:
Lead Officer	Name:	Date:

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EQUALITY IMPACT ASSESSMENT - PARTIAL IMPACT

Function/Department
Person responsible for the assessment
Name of the policy to be addressed
Date of assessment
Is this a new or existing policy

1 In what areas are there concerns that the policy could have a differential impact (please circle)?	Race / Gender / Disability / Age / Sexual Orientation / Religious Belief Transgendered or Transsexual
2 What are the concerns that the policy could have a differential impact on relevant groups.
3 What existing evidence (either presumed or otherwise) do you have for this?
4 What are the risks associated with the policy in relation to differential impact?
5 What are the expected benefits of the policy.
6 Are there any experts/relevant groups who you can approach to explore their views on the issues?	Yes / No - Please list the relevant groups/experts.

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7 How will the views of these groups be obtained (please circle)?	Letters / Meetings / Interviews / Telephone / Workshops / Questionnaires / Other (List):
8 Please list the date when each group/expert was contacted.
9 Please explain in detail the views of the relevant groups/experts on the issues involved.
10 Taking into account the views of the groups/experts, and the available evidence, please clearly state the risks associated with the policy, weighed against the benefits of the policy.
11 As a result of this assessment is a full impact assessment necessary?	Yes / No
12 Date on which the full assessment to be started.
13 Date on which the full assessment to be completed.

Completing Officer	Name:	Date:	Review Date:
Lead Officer	Name:	Date:

SO/1/6/3

Appx F5

(AK 3/07)

BEST VALUE PERFORMANCE INDICATORS

BV2a

The level (if any) of the Equality Standard for Local Government to which the Authority conforms.

BV2b

The duty to promote race equality (% of Equality Standard for Local Government implemented)

BV11a

Senior Management Posts - Women

BV11b

The percentage of top 5% of earners from black and minority ethnic communities

16a(i) % of Wholetime and Retained Duty System employees with a disability again 16b).

16a(ii) % of the economically active population in the Authority area who have a disability.

16b) % of control and non-uniformed employees with a disability, against % of the economically active population in the Authority area who have a disability.

BV17

Percentage of (a) minority ethnic uniformed staff and (b) minority ethnic community population of economically active (persons aged 18-54) in the brigade area.

BV210

% Women firefighters (Wholetime or Retained uniform operational staff)