Hampshire Fire and Rescue Authority Item 7

Human Resources Committee

15/03/200530^th November 2007

Error! Bookmark not defined.Equality Standards for Local Government

Report by the Chief Officer

Contact: Kathy Bowden-Ellis Equality and Diversity Manager. Tel: 023 80 626810. email: [email protected]

1

Summary

Improving performance against the Equality Standards for Local Government is a key target for the Regional Management Board's Business Plan 2007/2010 as well as Hampshire Fire and Rescue Service Integrated Risk Management Plan. The Standards are benchmarked at 5 Levels (appendix1). This report details progress to date to Level 2, with recommendations for attaining Level 3 and beyond.

2

RecommendationError! Bookmark not defined.(s)

2.1

The Service maintains its commitment and investment to progress the equalities agenda and in particular measure progress against the requirements of the Equality Standard.

2.2

The service implements the recommendations of the Diagnostic Report. This will be achieved through a review and reconciliation of existing actions plans and equality schemes consolidating all into one Corporate Action Plan. This will demonstrate how HFRS will progress the gap analysis, achieve level 3 and level 4 within the stated timeframes, and be in a position to demonstrate tangible difference and outcomes as a result of its investment.

3

Introduction Error! Bookmark not defined.and Background

3.1

The Integrated Risk Management Plan 2007 pledges our commitment to equality, our communities and internal culture through the achievement of the Equality Standard Level 2 by April 2007, and Level 3 by October 2007. Level 3 is required in order that the Service is awarded achievements over and above "fair" in the Comprehensive Performance Assessment.

3.2

Hampshire Fire and Rescue Service, on behalf of the South East Fire and Rescue Improvement Partnership commissioned the Improvement and Development Agency (IDEA) to audit nine Fire and Rescue Services against the Equality Standard.

3.3

Each of the nine services have requested a gap analysis of their service's progress towards the Standard, Level 3. The analysis consisted of a Baseline Diagnostic involving a desktop review of core corporate and equality documentation together with on site interviews with designated senior officers, elected Members, operational and non-operational employees as well as external stakeholders (see Appendix 2 and 3). The Service hosted its Baseline Diagnostic on 19^th September - the first to take place in the Region.

3.4

The outcome of the Baseline Diagnostic for the Service will be a detailed report that will consolidate our position at level 2 and include recommendations to progress an action plan to achieve Level 3.

3.4

Formal reporting via the Chief Officer and other significant corporate equality leads will be facilitated in November.

4

Early Indicators

4.1

The IDEA Consultant congratulated HFRS on infrastructures that support the Equality and Diversity agenda. He noted the buy-in across the organisation and a culture for taking Equality and Diversity forward. There existed valuable links with communities and external stakeholders.

The consultant provided an early indication of the work HFRS could focus on in order to achieve Level 3. Clearly these indicators will be embellished by the full report.

a) Member Development - developing the role of elected members on equality issues, through raising awareness of the complexity of issues and the processes and practices implemented to manage and respond to these.

b) Self Assessment - performance management of Equality and Diversity overall and at directorate level.

c) Equality Impact Assessment - critical assessment of our process.

d) Outreach Workers - development of the role and efficient use of .

e) Involvement of external advisors - progressing our actions towards effective participation and engagement.

f) Communication - sharing and celebrating Equality and Diversity successes across the organisation.

g) Monitoring Data - the implementation of objective measures to demonstrate progress against desired outcomes.

5

Contribution to Corporate Aims and Objectives

5.1

Ensuring we are on track with our Equality and Diversity Agenda supports the IRMP 2007 with regards to the Workforce Strategy, and in particular MR2 - cultural change and living our values. This is achieved through our Corporate Equality Policy, Action Plans and the achievement of the ESLG Level 2 by April 2007, followed by Level 3 in October 2007.

5.2

The IRMP for 2008 proposes our commitment to mainstream equality and diversity through a consolidated action plan and to achieve Level 4 of the Standard by end 2010.

6

Risk Analysis

6.1

Failure to progress our actions in accordance with the requirements of the ESLG will impact upon our progress to achieve IRMP objective, as well as undermine our credibility and reputation when measured against our regional partners.

6.2

The ESLG supports corporate governance and compliance under equality legislation. Non compliance carries the risk of litigation, financial penalties and damage to reputation.

6.3

An inability to demonstrate progress towards ESLG, and difference in our equalities agenda carries the risk to our reputation and credibility, together with an inability to objectively justify decisions and outcomes in order to demonstrate best value.

6.4

These risks collectively undermine our branding strategy, core values as well as our aspirations to be an employer of choice for potential applicants, and the retention of existing employees.

7

Resource Implications

7.1

7.2

HFRS have committed investment towards achieving its Equality and Diversity aims through the provision of a dedicated Equalities Team.

The action plan for progressing the equality agenda forward will include a review of this investment with recommendations for using the resources efficiently and effectively in order to be able to demonstrate added value.

8

Equality Impact Assessment

8.1

Any actions considered to progress the Equality and Diversity agenda forward will be subject to the corporate Equality Impact Assessment Process and will be considered compatible with the provisions of the European Convention on Human Rights, the Human Rights Act 1998, and the Race Relations (Amendment) Act 2000.

9

Consultation

9.1

Any actions considered to progress the Equality and Diversity agenda forward will be subject to consultation through the Local Diversity Group - including Trade Union participation, our External Advisory Group and the Service Management Team and the HR Committee.

9.2

All relevant stakeholders will be involved in all stages of progressing the actions.

10

Conclusion

10.1

The Baseline Diagnostic and resulting report will be timely for the Service - confirming our status at level 2 and providing an external perspective to help us set our direction to achieve Level 3 of the Standard and Level 4 by 2010.

10.2

The recommendations of the Baseline Diagnostic will set direction for our equalities agenda, firming up our priorities and stimulating revised actions.

10.3

Achieving the stated objectives will lead to improvements in employment practices and the culture in which we operate; accessible and inclusive service delivery as well as improved community relations.

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:

· The South East Fire Improvement Partnership Equality Standard Audit - May 2007

· The Equality Standard for Local Government - May 2007

· HFRS Authority Integrated Risk Management Plan 2007/2010

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

Name

Post Held

Mohammed Mossadaq

External Advisory Group

Cllr Roger Kimber

HFRA Member

Bob Ratcliffe & Geoff Howsego

Area Manager Strategic Projects/Specialist Response & Director of HR/Training

Rajni Bali

External Advisory Group

Rajinder Hayer/Karolyn Petcher/ Leanne Russell

HR Officer/Performance Review Officer/ HR Administrator

Rod Hammerton

Group Manager - Southampton

Dave Curry

Director Service Delivery

Tim Gates

Station Manager - Southsea

Greig Lorimer

Station Manager - St Mary's

Phil Udall/Amanda Hames

Solent Mind Employee/ Hampshire Coalition of Disabled People/ employee

Phil Webb

Performance Review Manager

St.Mary's Red Watch

Firefighters

OIC's

Stephen Tolley, Russ Ferrett, Chris George, Chris Lunn

Retained Officers

John Bonney

Chief Fire Officer

Wendy Lambert

Central Services Manager

Steve Hamm

Area Manager Service Delivery

Shanti Waas

Equality and Diversity Adviser

Kam Ip/Mr Haque

External Advisory Group

Emma Morgan

Networking Women In the Fire Service