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1 |
Summary |
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1.1 |
Hampshire Fire and Rescue Service achieved Level 3 of the Equality Standard for Local Government (ESLG) within the timeframe set, in November 2008. |
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1.2 |
A timeframe to achieve Level 4 by April 2010 has been agreed. |
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1.3 |
This paper establishes the action plan required by the Service to help achieve Level 4 within that timeframe. |
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2 |
Recommendations |
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2.1 |
That the HR Committee recommend to the Authority that commitment is made to adopt the action plan to achieve Level 4 of the ESLG. |
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2.2 |
That the timeframes for achieving Level 4 by April 2010 be accepted. |
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2.3 |
That the HR Committee note the resources required to ensure HFRS achieve Level 4, and that further financial consideration may be needed in due course. |
3 |
Introduction and Background |
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3.1 3.1.1 |
Achievement of Level 3 November 2008 The Peer Assessment completed by the Innovations and Development Agency (IDEA) satisfied the requirements of the Equality Standard for external assessment at Level 3. The Peer Assessment was designed to validate HFRS' own self-assessment at Level 3 as well as the documentary evidence feedback from interviews and focus groups that substantiated that self-assessment. |
3.1.2 |
Following the Peer Assessment the IDEA considered that HFRS had successfully achieved Level 3 of the Standard. Feedback was provided in a detailed findings report and this has been subsequently presented to Fire Authority Members, Senior Management Team and the Leadership Forum to cascade to all areas of the organisation. |
3.2 3.2.1 |
Action Planning for Level 4 Using the criteria of the Standard for Level 4, the feedback report provided by the Peer Assessors, the National ED Strategy as well as our own Corporate Equality Plan, an action plan has been drafted. This details the work that the Service anticipates that it needs to undertake to demonstrate progress from Level 3 to Level 4. |
3.2.2 |
Essentially, at Level 4 the Service will need to be able to demonstrate that the achievements at Levels 1 - 3 have been fully embedded into the Service. At Level 4 we should be able to demonstrate that equality and diversity actions have made a difference in the way we perform our business. Furthermore we should be able to demonstrate tangible outcomes and a difference as a result. |
3.2.3 |
The Service will only be able to demonstrate these achievements through monitoring, reporting and review against the actions we committed to take at Levels 1 - 3. We already have a number of mechanisms in place to support this, and what is required is a period of consolidation, refinement and embedding in order that equality and diversity is further mainstreamed into every day thinking and actions. |
3.2.4 |
The action plan for Level 4 is attached at appendix 1. |
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3.3 |
Implementing the Action Plan |
3.3.1 |
The action plan will be the responsibility of those who have a lead role for a specific action as highlighted by the action plan. In our endeavours to mainstream Equality and Diversity every department has a role to play and therefore the action plan is a Service wide plan. |
3.3.2 |
The Equality and Diversity Team (EDT) has been restructured and the new team will be in place by April 2009. The EDT will act as facilitators and will support, guide and advise directorates as their partners within the business on the actions specific to them. The EDT has been structured with the establishment of two new team members; one to give support to our HR and employment processes with regard to ED, and the other giving support to service delivery and community engagement principles. |
3.3.3 |
The new structure of the EDT will provide the Service with an enhanced service and capacity to support managers to achieve the Service's commitment to equality and diversity and especially the achievement of the Action Plan for Level 4 and beyond. |
3.3.4 |
The Action Plan will be supported by structured communication processes and consultation across the Service. It will be circulated to enable the wider management team to respond and consider how the actions relevant to their own areas will be effectively implemented which will be vital if we are to firmly embed such work within the organisation. Achievement of the delegated actions will be monitored via the scrutiny and self assessment process detailed within the plan. |
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4 |
Contribution to Corporate Aims and Objectives |
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4.1 |
Our commitment to achieving the Standard is implicit within our objectives to mainstream equality and diversity, and this is in accordance with our most recent and proposed Service Plans. |
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5 |
Risk Analysis |
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5.1 |
Failure to progress our actions in accordance with the requirements of the ESLG will impact upon our achievement of our Service Plan, as well as undermine our credibility and reputation when measured against our local and regional partners. |
5.2 |
The ESLG supports corporate governance and compliance under equality legislation. Non compliance carries the risk of litigation, financial penalties and damage to reputation. |
5.3 |
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. |
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5.4 |
These risks would collectively undermine our core values, our status as an employer of choice and the quality of our service delivery. These would lead to an increase risk to the fundamentals of effective operational diversity. |
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6 |
Resource Implications |
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6.1 |
Human Resources |
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In order that HFRS demonstrate its full commitment to achieving Level 4 ESLG by 2010 adequate resources will be required. These will include the following: |
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a. Commitment and support from the Senior Management Team and Elected Members to endorse the fundamental principles of the Level 4 Action Plan and to take the lead in holding department managers accountable for progressing the achievement of ESLG related activity. |
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b. The requirement of all departments to make explicit their intentions for achieving the action(s) to which they have lead responsibility as highlighted by the action plan. |
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c. The EDT to lead, facilitate, support and guide managers to ensure each action is fulfilled at the time of the Service Self Assessment to claim Level 4 in April 2010. |
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7 |
Financial Implications |
7.1 |
At this stage, the above list of resources provides and outline of the key areas of work that will be required to support our achievement of Level 4. 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 departments progress the stated actions. |
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8 |
People Impact Assessment |
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8.1 |
Each distinct action will be subject to our People Impact Assessment process |
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9 |
Conclusion |
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9.1 |
Achieving Level 4 of the ESLG is an important benchmark in ensuring our continued progress towards becoming the best performing Fire & Rescue Service in the country. |
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9.2 |
Overall, the Standard aims to ensure that equality becomes mainstreamed and is implicit within our day to day activities and how we do business. It supports the primary principles of operational diversity. |
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9.3 |
A planned and strategic approach is fundamental in identifying activities, assessing their impact and measuring, reporting and reviewing progress. Being able to report on outcomes and measuring difference is a pivotal requirement of the ESLG |
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Background Information (Section 100D of Local Government Act 1972) |
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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: - Equality Standard for Local Government - Reviewed October 2007 - Diversity Peer Challenge Report - Improvement and Development Agency - 25th November 2008 - Fire and Rescue Service Equality and Diversity Strategy 2008-2018 - Communities and Local Government - 20th May 2008 - Fire and Rescue Service Equality and Diversity Report 2009 - Communities and Local Government - 30th March 2009
Note: The list excludes: (1) published works; and (2) documents that disclose exempt or confidential information defined in the Act. |
