Hampshire Fire and Rescue Authority Item 9

Human Resources Committee

15/03/20051 February 2008

Corporate Equality Plan: A strategy for the achievement of Equality Standard for Local Government Level 3 and 4Error! Bookmark not defined.

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 (ESLG) is a key target for the Regional Management Board's Business Plan 2007/2010 as well as Hampshire Fire and Rescue Service (HFRS) Integrated Risk Management Plan (IRMP).

The IRMP 2008 (Our Plan) proposes the achievement of Level 4 by 2010. Following the Formal Assessment against the ESLG (September - November 2007) HFRS have confirmed achievement of Level 2.

This paper proposes the adoption of a draft Corporate Equality Plan (CEP) to achieve Level 3 by December 2008, and Level 4 during 2010.

2

RecommendationError! Bookmark not defined.(s)

2.1

That the HR Committee recommend to the Authority that commitment is made to the to the adoption of a Corporate Equality Plan.

2.2

That the timeframes for achieving Level 3 (December 2008) and Level 4 (December 2010) be accepted.

2.3

That the HR Committee note the financial implications that will be required to deliver on the CEP, and that further financial consideration will be needed.

3

Introduction Error! Bookmark not defined.and Background

3.1

Managing equality and diversity, and in particular demonstrating achievement of the ESLG requires the ability to address issues strategically and systematically. The ESLG is a standard that supports improvement and management of all equality processes. Both are fundamental to achieving results and demonstrating, through evidence, continuous improvement that is focussed on outcomes.

3.2

The Peer Review Assessment (19 September 2007) and subsequent Formal Assessment against ESLG report received on 21^st November 2007 (appendix 1) has confirmed that HFRS have achieved Level 2 of the ESLG. To have attained this level we have been able to demonstrate the implementation of Equality Impact Assessments (EIA); engagement and involvement with stakeholder groups; the use of outreach workers; recruitment targets and an equal pay review.

3.3

The draft CEP will provide a strategic response to the Improvement and Development Agency Formal Assessment against the ESLG report.

3.4

A draft CEP will provide a systematic approach to achieving the ESLG Level 3 by December 2008, followed by Level 4 in December 2010.

3.5

The draft CEP will integrate all the requirements of our three respective Equality Schemes into one consistent Plan and will cover all six equality strands. This will enable us to facilitate effective performance management of our progress towards our target and the achievement of the CEP within the timeframe.

3.6

In addition, a draft National Framework Fire and Rescue Service Equality and Diversity Strategy 2008-2010 proposed by Communities and Local Government (CLG) has been circulated for consultation (December 2007). Consultation ends February 2008. Early indications were that the National Strategy will not be far removed from the approach, core values and principles in Equality and Diversity adopted by the Service, nor the ESLG requirements. The ratification of a National Strategy is unlikely to compromise early work and progress on our own CEP and achievement of ESLG. However, the final requirements of the National Strategy will be integrated into the Service's own CEP.

3.7

Further the CEP will require flexibility and preparedness for any emerging changes regarding equality legislation and enforcement requirements. There is potential for this as a result of the Discrimination Law Review and the recent formation of the Equality and Human Rights Commission

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Strategy Format

4.1

The CEP will be founded on the principle that equality is integrated into our employment practices, service delivery as well as our work in the community so that our organisation is delivering a better service and recognising its responsibilities as a good employer.

4.2

A framework for the proposed CEP is attached at appendix 2.

The Framework is indicative of a planned approach to mainstreaming our Equality activity through:

a) Drafting and agreeing a CEP. Stakeholder engagement, involvement and consultation being a fundamental requirement to achieving shared understanding and joint ownership of the aims of the CEP.

b) Developing the membership of the External Advisory Group for greater diversity and to facilitate wider expertise in specific areas.

c) Developing the challenge and scrutiny role of Elected Members.

d) Identifying the range of existing equality activities, and developing centralised reporting aligned to self assessment and scrutiny. There will be the requirement to align activities against Group/Station Business Plans with a clear demonstration that the ESLG is attained corporately through commitment demonstrated by all stakeholders.

e) Facilitating training and awareness on the requirements of the ESLG and educating individuals on how it supports their PDRs, career progression and their ability to support Group and Station Business Plans.

f) Developing processes for reviewing and measuring activities. A revised EIA process will support this objectives as will Terms of Reference for the Local Diversity Group (LDG).

g) Demonstrating and reporting on outcomes through an annual Equality Statement of Progress.

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Contribution to Corporate Aims and Objectives

5.1

Reference IRMP 2008/2011 (Our Plan) objective 15 "we aim to achieve Level 4 ESLG by end of 2010". The proposed CEP supports the attainment of this aim.

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Risk Analysis

6.1

Fire and Rescue Authorities will not be assessed as improving strongly without reaching ESLG Level 3 in CPA assessments

6.2

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

6.3

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

6.4

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.

6.5

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

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Resource Implications

7.1

In order that HFRS demonstrate its full commitment to achieving the proposed CEP and the attainment of Level 4 ESLG by 2010 adequate resources will be required. To make the CEP work the following is to be considered:

a) Commitment and support from the Senior Management Team and Elected Members to endorse the fundamental principles of the CEP and to lead in holding business units accountable for progressing the CEP and the achievement of ESLG.

b) Support from Marketing and Communications department to effectively consult, involve and engage all stakeholders in the formation and ratification of a final CEP.

c) Skilled practitioners who are able to support the achievement of the CEP and are equipped to challenge, scrutinise and hold others to account for their actions.

d) Adequate resources that enable the delivery of effective and innovative training solutions across all levels of the Service.

e) The establishment of monitoring systems and use of quantitative and qualitative data to support EIAs and to enable demonstration of year on year improvements.

7.2

Financial Implications (3 Year Financial Plan)

At this stage, the above list of resources provides and outline of the key areas of work that will be required to support the CEP. It is not intended to be an exhaustive list nor does it specify the detail of how this resource will be used, developed and funded. . It is likely that the need for further resources will be identified as the CEP is developed and implemented.

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Equality Impact Assessment

8.1

The proposed CEP will be subject to our EIA process.

8.2

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.

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Consultation

9.1

Engagement on the content of the proposed CEP began on 21^st November, where the draft Formal Assessment Report was delivered by the Improvement and Development Agency (IDEA) Consultant. Focus groups were facilitated seeking stakeholder views on likely content. Additional Focus Groups and engagement activities will progress in the New Year

9.2

The draft CEP will be subject to the Service formal consultation process.

9.3

The Draft National Strategy for Equality and Diversity 2008-2010 has been circulated through the Service's formal consultation route. The consultation period for the Service will complete by end January 2008 in order that our feedback can be provided to the CLG by February 2008. The final National Strategy will be integrated into our overall Corporate Equality Plan

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Conclusion

10.1

To continue on our direction to become a high performing organisaiton, the CEP is an important step forward in supporting our equality agenda and the achievement of ESLG Levels 3 and 4.

10.2

Overall, the CEP aims to ensure that equality becomes mainstreamed and implicit within all roles across the Service as opposed to an additional and separate agenda facilitated by equality specialists.

10.3

A planned and strategic approach is fundamental in identifying activities, assessing their impact and measuring progress. Being able to report on outcomes and measuring difference is a pivotal requirement of the ESLG

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:

Improvement and Development Agency Formal Assessment against the Equality Standard for Local Government

Communities and Local Government fire and Rescue Service Equality and Diversity Strategy: 2008 - 2018

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