Archived decisions

Equality Scheme - Improvement Plan January 2009 - April 20012

These improvement areas have been identified through consultation with staff and stakeholders, community focus groups, equality impact assessments and the departmental assessment of performance against the Equality Standard for Local Government. This sets the strategic aims and each department will identify service specific actions which will help to deliver these. The actions described will be taken for all equality groups with some targeted actions as described.


Aim 1: Build capacity & Confidence
What we will achieve	How we will achieve it		Who will make this happen	How we will measure this
1.1 Different communities are confident that the diversity of their views and needs are actively sought, understood and used to inform the Council's priorities and service delivery	Work with public sector partners to maintain a network of community development workers (CDW) building capacity with minority ethnic communities		Equality & Inclusion manager	There are CDWs in place
	Support diversity networks project (DNP) to become sustainable and a focal point for contact with diverse communities		Policy unit + Hampshire Voluntary Sector Consortium	The project is a secure service, stable funding
	Hampshire Action teams/Members working locally will establish links with local diverse groups		Policy Unit + elected Members	HATs can demonstrate that people from divrse backgrounds influence their agenda
1.2 Staff feel they are treated fairly, their behaviour reflects that they understand what equality and diversity means.	Raise awareness of Bullying & Harassment/dignity at work policy Scope options for a `buddy/mediation' system of support		HR	Annual staff monitoring report. Options report produced, decision made
	Establish mechanism for regular dialog with different staff groups		EDAG + HR	Dialog is established
	Use questions in Staff survey to measure perceptions		Corporate Communications + HR	Comparative staff survey data
Aim 2: Gather and use information more effectively
Outcome	Action	Responsibility		How we will measure this
2.1 There is good quality information which provides a clear picture of the diverse communities in Hampshire which informs the Council's understanding of the changing needs	Equality and Performance web sites to signpost range of equality data from across departments into a single shared data set	Corporate Policy and Performance teams together with departmental performance teams		Data available through the Observatory
2.2 Performance management and monitoring information is disaggregated by equality groups	Ensure performance management NI set includes analysis by equality groups & reporting of significant patterns	Corporate performance and departmental performance teams		Guidance in place. Indicators reported by equality groups.
2.3 Representatives of different equality interest groups are involved in monitoring the Council's progress with the Equality Scheme	Commission Diversity Networks Project to establish effective mechanisms to monitor equality scheme	Equality & 3^rd sector manager		External reference group established
	Support Hampshire Voluntary Sector Consortium (HVSC) to make sure that views of diverse communities across Hampshire are represented through the different networks	Equality & 3^rd sector manager		HVSC able to show they represent views from different groups
Aim 3: Implementing our plans
Outcome	Action		Responsibility	How we will measure this
3.1Actions in current schemes are taken and result in improved access.	Through the Disability Equality Scheme action plan - priority actions: · Improve accessible transport opportunities · Make sure our buildings and meeting venues are accessible · Inclusive education and learning opportunities for all ages · Provide accessible information		EDAG	Annual progress to be reported to CMT CYPP monitoring shows analysis
	Through the Race Equality Scheme action plan - priority actions: · Build capacity in BME communities · Support community events · Make sure that our consultation involves BME people · Provide appropriate support for other languages		EDAG	Annual report to CMT Local staff indicators
	Through the Gender Equality Scheme - priority actions: · Equal pay policy · Monitor equal pay · Apply flexible working policy consistently Monitor gender of services users where appropriate			Annual report to CMT Local staff indicators
3.2 Actions are taken to make sure that equality groups not covered by statutory schemes are treated lawfully and fairly	Age: ensure that Older people's wellbeing strategy includes actions to improve lives of older people of different equality groups as identified through the Equality impact assessment. Employment: staff monitoring report to highlight any age based differentials		Older Peoples Wellbeing Team	Monitoring of strategy shows improved outreach
	Religion & Belief: continue to support work of the Interfaith network. Ensure that needs of people with no religious belief are also considered Employment: engage with unions and staff of different faiths to explore option of monitoring religion of staff		EDAG	Annual report to CMT Link to 1.2
	Sexual Orientation: continue to work with Hampshire Constabulary LGBT advisory group. Support Diversity Networks Project to develop links with gay, lesbian and bisexual individuals groups. Employment: engage with staff and unions to explore option of monitoring staff sexuality		EDAG	Annual report to CMT Link to 1.2
3.3 The workforce reflects the community at all levels across the Council	Through analysis of the Staff monitoring data, identify areas for improvement.		EDAG + HR	Annual staff monitoring report
	Areas identified 2009-11: Improve numbers of BME & disabled staff in top 5% of earners Improve numbers of disabled people across the Council by 0.5% annually Include mentoring for BME and Disabled staff in Talent Management programme		EDAG + HR	Annual staff monitoring report Local staff indicators
3.4 Impact assessment is an established business process in each department and the outcomes lead to more inclusive service provision	Promote EIAs in Integrated planning and Decision making systems to ensure that the equality scheme influences service priorities and identifies service gaps		Performance teams	Services identify equality outcomes
	EDAG to scrutinise &monitor high profile/impact EIAs across authority		EDAG	Annual report to CMT
Aim 4: Promote Equality with partners
Outcome	Action		Responsibility	How we will measure this
4.1 Our work with partners through the Senate, Local Area Agreement and Third Sector promotes the Council's equality objectives	Each LAA theme to be subject to Equality impact assessment (EIA)		LAA Theme Leads	EIAs in place by April 2009
	Provide advice & support to members of Senate		Equality & 3rd Sector Manager	Hampshire equality network to agree approach
	Annual Equality Conference to be open include partners			Number of partners at conference
4.2 Where services are provided by contractors or third parties there will be an equality clause and they will be held accountable	Promote clause through procurement & grant network			Equality clause in grants
	Identify and Share good practice examples from different departments			Examples available
Aim 5: Promote culture change
Outcome	Action		Responsibility	How we will measure this
5.1 There is an effective mechanism within the Council which involves Members, Chief Officers and staff at all levels to agree improvement targets and monitor performance	Review current EDAG approach to ensure effective use of officer time and include external challenge. Clarify links between Equality group, CMT and corporate performance group		Equality & 3^rd sector manager	Revised approach agreed
5.2 People who live in Hampshire are confident that the increasing diverse communities get on well together	Use a range of ways to communicate the Council's equality scheme and aims to different communities across the County			Communication plan in place, implemented by april `09
5.3 Staff have the necessary skills & attitude to deliver inclusive services to the public	Use a range of ways to communicate the Council's equality scheme to all staff			Comms plan agreed
	Promote the equality training strategy and ensure that staff engage in appropriate learning activity			Annual activity report to EDAG
	Scope/commission a programme of `mystery shopping' to monitor customer experience			Programme scoped and agreed.
These activities can be measured in a range of different ways:-. · The Equality Framework for local Government includes evidence based measures. · The National Indicator set measures all authorities. · Hampshire County Council has chosen to keep some previous indicators as local measures
National Indicators	NI 4 - % of people who feel they can influence decisions in their locality NI23 - perceptions that people in the area treat one another with respect and dignity NI140 - Fair treatment by local services
Local Indicators	Number of disabled staff in the authority Number of BME, disabled and female staff in the top 5% of earners

This content is archived

Equality Scheme - Improvement Plan January 2009 - April 20012

Aim 1: Build capacity & Confidence

What we will achieve

How we will achieve it

Who will make this happen

How we will measure this

1.1

Different communities are confident that the diversity of their views and needs are actively sought, understood and used to inform the Council's priorities and service delivery

Work with public sector partners to maintain a network of community development workers (CDW) building capacity with minority ethnic communities

Equality & Inclusion manager

There are CDWs in place

Support diversity networks project (DNP) to become sustainable and a focal point for contact with diverse communities

Policy unit + Hampshire Voluntary Sector Consortium

The project is a secure service, stable funding

Hampshire Action teams/Members working locally will establish links with local diverse groups

Policy Unit + elected Members

HATs can demonstrate that people from divrse backgrounds influence their agenda

1.2

Staff feel they are treated fairly, their behaviour reflects that they understand what equality and diversity means.

Raise awareness of Bullying & Harassment/dignity at work policy

Scope options for a `buddy/mediation' system of support

HR

Annual staff monitoring report.

Options report produced, decision made

Establish mechanism for regular dialog with different staff groups

EDAG + HR

Dialog is established

Use questions in Staff survey to measure perceptions

Corporate Communications + HR

Comparative staff survey data

Aim 2: Gather and use information more effectively

Outcome

Action

Responsibility

How we will measure this

2.1 There is good quality information which provides a clear picture of the diverse communities in Hampshire which informs the Council's understanding of the changing needs

Equality and Performance web sites to signpost range of equality data from across departments into a single shared data set

Corporate Policy and Performance teams together with departmental performance teams

Data available through the Observatory

2.2 Performance management and monitoring information is disaggregated by equality groups

Ensure performance management NI set includes analysis by equality groups & reporting of significant patterns

Corporate performance and departmental performance teams

Guidance in place.

Indicators reported by equality groups.

2.3 Representatives of different equality interest groups are involved in monitoring the Council's progress with the Equality Scheme

Commission Diversity Networks Project to establish effective mechanisms to monitor equality scheme

Equality & 3rd sector manager

External reference group established

Support Hampshire Voluntary Sector Consortium (HVSC) to make sure that views of diverse communities across Hampshire are represented through the different networks

Equality & 3rd sector manager

HVSC able to show they represent views from different groups

Aim 3: Implementing our plans

Outcome

Action

Responsibility

How we will measure this

3.1Actions in current schemes are taken and result in improved access.

Through the Disability Equality Scheme action plan - priority actions:

EDAG

Annual progress to be reported to CMT

CYPP monitoring shows analysis

Through the Race Equality Scheme action plan - priority actions:

EDAG

Annual report to CMT

Local staff indicators

Through the Gender Equality Scheme - priority actions:

Monitor gender of services users where appropriate

Annual report to CMT

Local staff indicators

3.2 Actions are taken to make sure that equality groups not covered by statutory schemes are treated lawfully and fairly

Age: ensure that Older people's wellbeing strategy includes actions to improve lives of older people of different equality groups as identified through the Equality impact assessment.

Employment: staff monitoring report to highlight any age based differentials

Older Peoples Wellbeing Team

Monitoring of strategy shows improved outreach

Religion & Belief: continue to support work of the Interfaith network.

Ensure that needs of people with no religious belief are also considered

Employment: engage with unions and staff of different faiths to explore option of monitoring religion of staff

EDAG

Annual report to CMT

Equality & 3^rd sector manager

Equality & 3^rd sector manager

Equality & 3^rd sector manager