Aims: To eliminate unlawful discrimination and harassment

To promote equality of opportunity between men and women

What we will achieve

How we will achieve it

Whose job it is

When they will do it by

Implementation of the actions described in this scheme

Agree roles and responsibilities for implementing the plan and identify specific actions at departmental level - to then be agreed and monitored by the Equality & Diversity Action Group (EDAG)

EDAG plus Department Chief Officers

Raise awareness of the Gender Equality Scheme through staff briefings and communications with partner organisations

Review actions annually

Equality impact assessments to incorporate the gender equality duty

Current impact assessments to be checked for gender equality compliance

All future impact assessments to adequately measure impact on gender equality

A more representative gender balance across different jobs

Further detailed analysis of monitoring data to understand reasons for occupational segregation, lower female representation at senior management level.

Review and revise recruitment methods

Career progression *****TBD

Removal of potential sources of pay inequality Identification and removal of any gender pay gap which cannot be explained on grounds other than sex

Develop an Equal Pay Policy

Put in place arrangements for regular equal pay review

Staff are clear about their roles & responsibilities in promoting gender equality

Update the existing equality & diversity induction training to reflect the duty to promote gender equality.

All training courses to reflect the duty to promote gender equality.

Management behaviours and competencies to incorporate the duty to promote equality.

Individual Performance Plans to be used as a mechanism to ensure staff have necessary skills to deliver.

Ensure support for staff on maternity leave and staff with caring responsibilities

Promote guidance for managers to ensure effective management & support of maternity leave & caring leave

Monitor effectiveness

Flexible working arrangements are consistently applied

Raise awareness of `business case' benefits of flexible working arrangements

Review existing arrangements and explore potential for development and improvement

Staff have confidence that bullying and harassment procedures are robust and effective in dealing with gender issues

Review existing arrangements and revise as necessary

Ensure integration into existing training programmes

Main employment policies and procedures with no gender bias, including towards transsexual staff

Review existing policies and procedures and revise as necessary, particularly those concerning discipline, grievance, redundancy and retirement

Service delivery

******TBD

Monitoring users

Identifying non users

Promoting services in gender neutral way

consulting

Gender equality is included in all contracts and commissioning agreements

Tenders and contracts to require evidence of equality practice

Develop monitoring arrangements to ensure compliance

Contractors to be offered places on HCC equality courses as appropriate

Report against this Scheme on an annual basis to identify progress and achievements

Review this Scheme three years after implementation and publication and revise as necessary to ensure continued fitness for purpose