Equality and Diversity
Policy and Statement
March 2014
www.barrheadha.org
0141 881 0638
[email protected]
If you have difficulty with sight or hearing, or if you require a translated
copy of this policy, we would be pleased to provide the information in a
format that suits your needs.
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Our Mission:
Creating opportunity for growth and opportunity
Our Values
 INTEGRITY - to be honest, respectful and trustworthy in
all that we do
 EFFICIENT - to strive for competence and professionalism
as individuals and as an organisation
 RESPONSIBLE - to be accountable for all our actions
 DEPENDABLE - to be reliable as individual people, to one
another and to our customers
 DEDICATED - to care about our particular purpose
Our Strategic Objectives
What we want to do:
 Create desirable neighbourhoods that fit the needs and
aspirations of our communities
 Deliver excellent services across the organisation
How we want to do it:
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Empower our people to lead the changes we need to make
Deliver value for money and sound finances
Deliver personal services to our customers in a ‘can do’ way
Be flexible and adaptable to our changing environment
Prepare for new opportunities
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Contents
Part 1
Introduction
Part 2
Purpose of the Strategy
Part 3
What is equality and diversity?
Part 4
Strategic Objectives
Part 5
Our commitment
Part 6
Roles and responsibilities
Part 7
Legislative and Statutory context
Part 8
Local context
Part 9
Where are we now
Part 10
CIH equality and diversity Charter and Action Plan
Part 11
BHA specific Action Plan 2014/15
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1. Introduction
This policy and strategy has been adopted by our governing Board following
a period of consultation with a range of stakeholders including staff, tenant
and resident groups through our Tenant Scrutiny Panel, as well as a range of
diverse local community groups and organisations working in the voluntary
third sector.
The policy and strategy supports the Association in meeting the equalities
outcome in the Scottish Social Housing Charter: ‘social landlords perform all
aspects of their housing services so that every tenant and other customer
has their individual needs recognised, is treated fairly and with respect, and
receives fair access to housing and housing services’. It also ensures we are
meeting legislative and best practice requirements.
We recognise that there are specific groups and individuals in society who
experience discrimination, harassment and exclusion as a result of
different aspects of their identity. This can have a profound impact on their
lives and adversely affect the opportunities open to them.
We want to eliminate social exclusion, direct, indirect and institutional
discrimination and believe it is right that we should tackle such matters on
behalf of our staff, customers and the communities we serve. We see the
diverse identifies and needs of our community and workforce as a real
strength and believe people should be treated fairly. This includes
recognising that treating people fairly and equally does not necessarily
mean treating them the same. We also want to promote social cohesion
and comply with all equality and employment legislation and regulations.
We will ensure these principles are reflected in all policies, practices and
services.
We will use our influence and purchasing power to encourage others to do
the same. This includes encouraging the contractors and agencies we work
with share our commitment to be fair to all. The way we procure goods and
services will be central to this.
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2. Purpose of the Policy and Strategy
Barrhead Housing Association is committed to ensuring that staff, tenants,
residents, Board, community and resident groups and other customers have
the same opportunities regardless of their background.
We are committed to equality and diversity and embed this commitment in
all that we do, in our policies and practices, in our vision, values and
strategic direction. We understand the importance of incorporating a
culture of equality and diversity across all aspects of what we do to ensure
that we provide excellent services to our customers and promote the
Association as an employer of choice.
This Policy and Strategy represents our commitment to promote equality in
terms of services we provide as a registered social landlord and also as an
employer.
This policy will enable the Association as an employer, housing and service
provider to:
 Treat all customers and colleagues fairly and with respect
 Value, understand and respond to the diverse needs of individuals
and communities
 Foster effective community relations
 Take proactive and reasonable steps to eliminate all forms of
harassment, hate crime and discrimination
 Ensure compliance with the relevant legislation, best practice
standards as a landlord, employer and in the procurement of goods,
facilities and services.
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3. What is Equality and Diversity
Diversity is defined as ‘difference’. Taking a representative sample of our
population is likely to reveal that there is a wide range of individuals with
different and diverse characteristics.
Diverse organisations recognise and embrace the different groups and
cultures of the people within their communities, ensuring people are valued
for their differences and that they provider everyone with the opportunity
to participate.
Equalities can be described as all the work individuals and organisations
carry out to promote equal opportunities and tackle discrimination. Equality
is about recognising that inequalities exist and making sure that everyone is
treated fairly.
Equalities work is wider than equal opportunities work. We believe the aims
of equalities work are top make sure that:
 Equality is central and embedded in all policy development and
practice
 Employment and other services are accessible to everyone
 Everyone has individual needs and the right to have these respected
without discrimination
 Discrimination is identified, challenged and stopped.
Overall, equalities are about developing a framework within which people
are treated differently according to their needs but with equal respect and
fairness.
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4. Strategic Objectives
What we want to do:
 Create desirable
How we will do it:
Continue to gather information
to understand the needs and
aspirations of our customers to
shape continuous improvement
neighbourhoods that fit
the needs and
aspirations of our
communities
 Deliver excellent services We offer personal, one stop
across the organisation services adopting a ‘can do’
attitude to provide the services
required by our customers
How we want to do it:
 Empower our people to
lead the changes we
need to make
 Deliver value for money
How we will do it:
Ensure that we continue with
our comprehensive
development training
programmes for all staff,
governing Board.
Work within budgets and
resources set
and sound finances
 Deliver personal services Continue to review feedback
from customers to develop this
to our customers in a
personal service and be flexible
‘can do’ way
 Be flexible and
adaptable to our
changing environment
 Prepare for new
opportunities
to adapt to change
Proactively adopt change
through our feedback, our
policies and procedures to meet
the demands of our slow
growing diverse community
Work with our partners to
promote fairness and equality of
opportunity
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5. Our Commitments
In developing this policy, we have focused on our compliance with
legislation and regulatory requirements and expectations, and also on the
core valued of our organisation. Moving beyond compliance will focus
our attentions on delivering excellence on equality and diversity issues.
Our commitments apply to our work as an employer, service provider,
contractor of services, funding body and in our community role. Our
Board members, staff and tenant representatives are all expected to
support these commitments. We will encourage our partners and
contractors we use to do the same.
We will embed the equality and diversity commitment throughout the
organisation in the following ways:
Service Delivery
 By providing services which are accessible to all our customers,
tailored to meet their needs and shaped by their views
 By monitoring who is accessing our services
 By using equality and diversity profile information and other data we
have collected to specifically tailor our services to match the diversity
profile of our customers
 Updating our profile information to understand the particular needs
of our customers and to use it to inform how we provide our services
 Ensuring our communications and documents are available in a
number of alternative and easy to understand formats which reflect
the diverse need of our customers
 By developing ongoing communication with customers to ensure that
our services are known, understood and accessible
 Actively consult and engage with our staff, customers, partners and
contractors to help shape our policies and improve services we
provide
 By challenging all forms of discrimination where it is found in the
community, and support victims of hate crime, domestic abuse,
bullying, harassment and discrimination
 meet the needs of our customers with a disability by reviewing how
we deal with aids and adaptations, and making changes as required.
 Fostering links with voluntary groups, and organisations to advance
equality and diversity objectives
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 Ensuring our Association is welcoming, open and inclusive to a
diverse range of customers and that our premises are accessible to
all.
Strategic Planning and Governance
 providing leadership and strong commitment to our equality and
diversity policy and directing resources to support our objectives and
actions
 ensuring comprehensive profile information of our governing Board,
staff, customers is obtained, and targets set where appropriate
 providing governing Board members with training and development
on equality and diversity to allow them to provide leadership
 ensure policies, procedures and strategies recognise the diverse
needs of our customers and consider the impact that they have on
our customers, staff and stakeholders
 new and reviewed policies and practices take account of equality
impact assessments upon customers before they are implemented
 ensure we fulfil our statutory obligations and recognise best practice
towards continually improving our approach to equality and diversity
Procurement
 ensure our contractors and partners are aligned with our equality and
diversity objectives and strategic objectives
 have effective systems in place to monitor the performance of
contractors and partners in relation to equality and diversity issues
 use our customer profile information to ensure that our contractors
recognise the diverse requirements of our customers
 use our influence and purchasing power to drive forward our vision
to help eliminate prejudice, discrimination and disadvantage
 by considering the equality and diversity commitment of contractors
and partners in tendering and selection processes
Staff and employment
 staff are recruited and promoted solely on their own merit,
experience, ability and potential
 providing an environment appropriate to the needs of staff, making
reasonable adjustments and adaptations where appropriate
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 promoting a culture that respects and values each others’ differences
and promotes dignity, equality and diversity
 providing effective equality and diversity training to all staff
 by advertising and promoting our vacancies to encourage
applications from individuals from protected characteristic groups
who are marginalised or are currently under-represented within the
Association
Performance Monitoring
 promoting engagement which recognises the diverse profile of our
customers and developing new ways to consult with customers who
are difficult to engage
 developing effective indicators to measure performance against our
objectives for equality and diversity
 through self assessment and equality impact assessment
 reporting regularly to our governing Board on outcomes of
performance monitoring including recommendations for
improvements
 analyse customer and staff satisfaction surveys to measure
satisfaction levels across diverse groups
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6. Roles and Responsibilities
It is the responsibility of all employees and governing Board members to
mainstream equality and diversity, and to work towards embedding
equality and diversity into everything the Association does as a registered
social landlord. These key responsibilities are outlined as follows:
Governing Board members
 Have ultimate responsibility for equality and diversity within the
Association and consider electing a Board equality and diversity
champion who will lead on equality and diversity issues
 will monitor to ensure that statutory and regulatory obligations are
met
 approve an annual equality and diversity Action Plan and monitor this
 ensure compliance with this policy and strategy
Managing Director, and Departmental Directors
 will implement the policy and strategy and Action Plan
 review progress against the Strategy and Action plan
 ensure through the development of equality impact assessments,
that policies clearly identify any adverse equality and diversity
implications against any protected characteristics
 ensure adequate resources are available for implementation of the
policy and strategy, the Action Plan to continue to develop the
organisational culture on equality and diversity
 promote a working culture that respects and values differences and
promotes dignity, equality and diversity
Managers
 will promote a culture of equality and diversity for staff and
communicate the importance of adherence with the equality and
diversity provisions
 implement the policy and strategy ensuring all actions within the
Action plan are achieved
 ensure all aspects of their area of service comply with the equality
and diversity policy and strategy
 challenge discrimination in their area of service
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Staff
 will ensure that they comply with the principles, aims and objectives
outlines in this policy and strategy in order to encourage diversity and
eliminate discrimination, victimisation and harassment
 will promote equality and diversity and ensure that their actions do
not contribute to the unfair or discriminatory treatment of others
 will challenge and report any unfair, discriminatory or unwelcome
treatment to their line manager, or Director responsible for their
business area
 will use tenant profiling data to proactively meet the needs of
customers
Tenant and Resident Groups
 members will comply with the Association’s equality and diversity
principles and objectives as outlines in this policy and strategy
 will promote equality and diversity and ensure that their actions do
not contribute to unfair or discriminatory treatment of others
Contractors and partners
 will operate in accordance with the Association’s Equality and
Diversity principles and objectives
 will operate in line with equality and diversity legislation
 demonstrate policy and procedures consistent with our Equality and
diversity Policy and strategy and ensure services are delivered in a
way that is consistent with our principles
 will have a workforce trained in equality and diversity issues
 will promote equality and diversity and ensure that their actions do
not contribute to the unfair or discriminatory treatment of others
Customers
 will treat all other BHA stakeholders with fairness, dignity and respect
and avoid behaviours which are discriminatory.
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7. Legislative and Regulatory Context
The Equalities Act 2010
This policy and strategy has been produced in line with the Equalities Act
2010, which replaced equalities legislation and harmonised protection
against discrimination for all groups protected by the legislation. The Act
introduced the term ‘protected characteristics’ to describe the groups that
are protected by the law. Definitions:
 Age – refers to a person belonging to a particular age or range of ages
 Disability – a person has a disability or s/he has a physical or mental
impairment which has a substantial and long term adverse effect on
that person’s ability to carry out normal day-to-day activities
 Gender re-assignment – the process of transitioning from one gender
to another
 Marriage and civil partnership – marriage is defined as ‘ a union
between a man and a woman’. Same sex couples can have their
relationship recognised as ‘civil partnerships’. Civil partners must be
treated the same as married couples on a wide range of legal matters
 Pregnancy or maternity – pregnancy is the condition of being
pregnant or expecting a baby, maternity refers to the period after the
birth, and is linked to maternity leave in the employment context. In
the non-work context, protection against maternity discrimination is
for twenty six weeks after giving birth, and this includes treating a
woman unfavourably because she is breastfeeding.
 Race- refers to the protected characteristics of race. It refers to a
group of people defined by their race, colour, and nationality
(including citizenship) ethnic or national origins
 Religion and belief – religion has the meaning usually given it but
belief includes religious and philosophical beliefs including a lack of
belief (eg atheism). Generally a belief should affect your life choices
or the way you live for it to be included in the definition
 Sex – man or woman
 Sexual orientation – whether a person’s sexual attraction is towards
their own sex, the opposite sex or to both sexes
The Equality Act 2010 came into effect on 5th April 2011 and introduces a
public sector equality duty upon all organisations that carry out a public
function, and therefore applies to almost all of the services that we
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provide. The Equality Act, section 149, outlines the general duty which
an organisation like Barrhead HA must comply with. The general duty
requires BHA to have due regard to the need to eliminate unlawful
discrimination which may take the form of:
 Direct discrimination – treating someone less favourably than others
based on a protected characteristic
 Discrimination by association – discrimination against a person
because they have an association with someone with a particular
protected characteristic
 Discrimination by perception – discrimination against a person
because the discriminator thinks the person possess that
characteristic, even if they do not in fact do so
 Indirect discrimination – is a policy, practice, procedure, provision or
criteria that applies to everyone in the same way but might
disadvantage a particular protected characteristic, and which cannot
be objectively justified in relation to the job
 Harassment – is unwanted conduct, relating to a protected
characteristic, which has the purpose or effect of violating a person’s
dignity or creating an intimidating, hostile, degrading, humiliating or
offensive working environment. The intention of the perpetrator is
irrelevant. It is the impact on the individual which determines
whether harassment has taken place.
 Victimisation – is treating someone less favourably and discriminating
against them because they have pursued or intend to pursue their
rights relating to alleged discrimination, complained about the
behaviour of someone harassing them or given evidence in someone
else’s discrimination complaint.
The general duty also required BHA to
 Advance equality of opportunity between people who share a
protected characteristic and people who do not share it
 Foster good relations between people who share a protected
characteristic and people who do not share it
In order to meet the general duty specified by the Equalities Act, BHA when
carrying out a public function is required to identify and tackle persistent
and long standing disadvantage within that function. The public functions
carried out by the Association are extensive and encompass allocations of
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housing, rents, tenant consultation, development of policies, complaint
procedures and many more facets of the work of a registered social
landlord.
The Housing Scotland Act (2010)
This Act sets out the provision for a Scottish Social Housing Charter to set
outcomes and indicators for what a registered social landlord should be
achieving. The Charter came into effect in April 2012 and contains a specific
equalities outcome:
‘Every tenant and other customer has their individual needs recognised, is
treated fairly and with respect, and received fair access to housing and
housing services’
BHA has an obligation to meet the equalities standard and outcome
outlined in the Scottish social housing charter and produce an annual
return to the Scottish housing Regulator from May 2014.
Human Rights Act 1998
This Act provides for an individual to have the right to own and enjoy
ownership of property, the right to respect for private life, the right to
respect for family life and the right for respect for your home. The Human
Rights Act legislates to ensure the right not to be discriminated against with
regard to any of these rights.
Scotland Act 1998
The Scotland Act 1998 provided a wider equal opportunities definition as:
‘..the prevention, elimination or regulation of discrimination between
persons on the grounds of sex and marital status, on racial grounds, or on
grounds of disability, age, sexual orientation, language or social origins, or
of other person attributes, including beliefs or opinions such as religious
beliefs or political opinions..’
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8. Local Context
Barrhead is a town within the East Renfrewshire area, to the South West of Glasgow and
bordering Renfrewshire. It is now becoming a more diverse community than previously
with the influx of varied ethnic groups including Polish, Russian, and black mixed races.
The Levern side of the local authority which includes Barrhead and Neilston has a
different ethnic mix from the Eastwood side which is more diverse and vibrant. Barrhead
Housing Association has been a registered social landlord and an important community
anchor organisation in the community since 1986. The Association’s geographical area of
operation has grown over the years to include stock transfer and BHA now manages
almost 900 properties including 27 properties as part of our sheltered housing complex
and a range of supported projects including young homeless provision, support for
women facing domestic abuse, support for people with a wide range of disabilities. We
operate across Barrhead, Neilston, Newton Mearns and Thornliebank.
We have been collating a wide range of profile information recently and the most recent
information was collated through our 2014 resident’s satisfaction survey where we
interviewed 350 tenants, about 40% of our total properties.
Gender – 65% (227) interviewed were females; 35% (123) males
Age – 18-24 years – 3.7% (13)
25-34 years – 20% (70)
35-44 years – 22.6% (79)
45-54 years – 17.1% (60)
55-64 years – 12.3% (43)
65-74 years – 11.4% (40)
75+ years - 12.9% (45)
Ethnicity – Scottish –
94.9% ( 332) tenant 20.6% partner
Other British – 1.4% (5)
0.3%
Polish 2.3% (8)
2.0%
Other white
0.6% (2)
0.3%
African, African Scottish or African British - 0.6% (2) tenant 0.3% partner
Other group
0.3% (1)
Disability – 39% indicated they or a member of their household had some form of health
condition which has lasted or expected to last at least 12 months. Majority said this
was a physical disability. Breakdown:
Deafness or partial hearing loss
0.6% (2)
Blindness or partial sight loss
0.6% (2)
Learning disability (eg downs syndrome)
0.9% (3)
Learning difficulty (eg dyslexia)
0.6% (2)
Developmental disorder (eg autism)
0.3% (1)
Physical disability
28.3% (99)
Mental health condition
5.4% (19)
Long term illness, disease, condition
5.7% (20)
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We have made a commitment to expand this level of profile information gathering and
include other indicators of discrimination monitoring such as religion or belief, sexual
orientation, language.
Staff profile 31.03.14: (tbc)
Gender - Males – 5
Females – 13
Age band
Disability – yes - No – 18
Religious belief:
Sexual orientation:
Ethnic Origin – White Scottish - 18
Governing Board members profile 31.03.14: (tbc)
Gender: Males - 7
Age Band:
Disability:
Yes Religious belief:
Sexual orientation:
Ethnic Origin:
Scottish White – 9
White Irish – 1
Asian mixed - 1
Females - 4
No –
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9. Where we are Now
We annually commit to the production of a Action Plan on equality and diversity and we
will use the results of our satisfaction survey questionnaire and new computer system to
generate more information for monitoring purposes.
Over recent years, here are areas we have made improvements to:

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
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
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


Commenced tenant profiling and a commitment to carry this forward to
including the protected characteristics
Monitor race, gender and disability for staff recruitment, housing applications
and allocations of housing, as well as recording existing customer profiles for
ethnic origin and disability
Embed equality and diversity statements within our policy framework
Registered with happy to translate and have provided interpreters for our Polish
customers
March 2014 - launch a new website with translation facilities via google
Can identify patterns of complaints to specific characteristics including ethnic
origin, disability, etc
Provided training for equality impact assessments to senior staff
Report outcomes on recruitment to the governing Board
Participated in the PATH traineeship which promotes housing as a career to
people from a minority ethnic background – we did this in partnership with
Linstone HA
Created an Equalities for All leaflet 2014
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10. Action Plan
We have adopted the Charter Institute of Housing’s Equality and Diversity Charter as
set out below.
Who we are: inclusive leadership and organisational culture
Core commitment
Equality and diversity
is driven from the
top
Equality and diversity
informs our
business planning
We can demonstrate:
 There is strong
leadership from our
governing Board, senior
officer and
management team
endorsing a strategic
commitment to equality
and diversity across all
nine protected
characteristics: age,
disability, gender
reassignment, marriage
and civil partnership,
pregnancy and
maternity, race, religion
or belief, sex and sexual
orientation; and to
supporting an
understanding of the
role of human rights in
housing
 Equality and diversity
lies at the heart of our
business planning
process and informs our
investment decisions,
how we design and
deliver value for money
services, how we
procure services; and
how relationships with
Actions to be taken
Continue to embed equalities in
our policies and procedures.
Ensure partners and contractors
demonstrate their commitment
to equality of opportunity.
Organise specific equalities and
diversity training for Board
Members and Staff.
Adopt an action plan from our
2014 customer satisfaction survey
to determine whether more
needs to be done to meet the
needs of our growing diverse
communities.
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

Equality and diversity
shapes our
organisational
culture


partners, suppliers,
contractors, customers
and communities are
sustained
We undertake equality
analyses which show
how equality and
diversity informs our
business objectives and
equality analyses are
transparent, monitored,
reported and acted
upon
We are committed to
on-going improvement
in providing fair and
accessible services to
our existing customers
and to future customers
Equality and diversity
informs recruitment
and staff development the staff we employ
represent the
communities we serve.
Diversity is represented
at all levels of the
organisation and our
staff in their diversity y.
are satisfied with us
Our commitment to
equality and diversity is
public, clear and
transparent – all
language, imagery,
policies, procedures
and publicity are
inclusive and
representative of our
diverse communities.
Develop a poster in a range of
different languages which
states our commitment to
equalities and diversity.
Work with our communities to
shape improvement where
required.
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Equality and diversity
is supported
through staff
training,
development and
engagement
Information is provided
in alternative or
accessible formats
where this is required
 Our organisation
communicates a zero
tolerance approach to
discriminatory attitudes
or practice from staff,
partners, contractors,
suppliers, customers
and from individuals in
the communities in
which we work
Arrange specific training for staff
 Staff at all levels are
supported to gain
appropriate knowledge
and skills to deliver
equal services to our
staff and our customers
in their diversity
 Staff in their diversity
have an opportunity to
shape and influence the
delivery of fair and
accessible services
Who we serve: involved and empowered customers in the communities where
we work
We know who our
customers are
 We proactively use
customer profiling to
develop customer
insight information to
help us develop fair and
accessible services
 Staff and customers
clearly understand how
customer profiling can
improve our
Use the customer satisfaction
survey to better understand
who our customers are.
Participate and understand the
wider context including a
review of the Council’s
Housing Needs and
Demand Analysis
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



We involve our
customers in
shaping and
scrutinising
services

organisation and where
service improvements
have been made – we
will share our successes
We will develop our
capacity to understand
and respond to the
housing needs and
aspirations of migrants
and new arrivals in the
communities which we
serve
We will develop our
capacity to understand
and respond to the
housing needs and
aspirations of future
customers in their
diversity
Customer insight
information is regularly
reviewed, monitored
and refreshed and
measured against our
strategic plan and
business objectives for
equality and diversity
Customer profiling is
informed by best
practice, is undertaken
confidentially and in line
with the Data Protection
Act 1998
We actively encourage
and proactively seek the
involvement of
customers in their
diversity across all nine
protected
characteristics: age,
Seek to encourage
representation across our
diverse communities on our
Tenant Scrutiny Panel.
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disability, gender
reassignment, marriage
and civil partnership,
pregnancy and
Ensure that there is sufficient
maternity, race, religion
customer representation on
or belief, sex and sexual
the Association’s Board
orientation, in the
shaping and delivery of
fair and accessible
services
 We provide structures,
resources, training and
capacity building
opportunities for
customers to enable
them to contribute to
delivery of fair and
accessible services
Continue to review and discuss
 We effectively empower
the range of accessible
our tenants to
information required from
scrutinise, monitor and
our communities.
review our services for
equality and diversity we provide our
customers with regular,
robust and appropriate
information in
accessible formats
which have been agreed
with them and
customers are
encouraged to challenge
our performance in
relation to equality and
diversity. We will report
to our customers on our
progress
We represent the
Continue to promote the work of
 We build visible links
communities which
Positive Action for Training in
with local, diverse and
we serve
Housing (PATH)
representative
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community groups and
community advocates to
strengthen our
relationships with the
communities which we
serve and to build trust
Actively promote the work of the
 We work openly with
voluntary third sector
partners and other
organisations to raise equality
service providers in the
and diversity issues.
community to ensure
that our services are
representative and
diverse and to ensure
that the diverse
customers which we
serve are safe and
secure in their homes
and communities
We support the
Continue to support our partners
 We will work with the
communities which
at local level including support
communities which we
we serve
agencies, ERHR partners, ERC
serve and with
housing and CHCP colleagues
community partners to
across a range of services.
advance equality of
opportunity and foster
good relations between
different groups.
 We will work with the
communities which we
serve and with
community partners to
eliminate discrimination,
tackle harassment, hate
incidents and hate crime
and domestic violence
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Part 11 BHA specific Action Plan 2014/15
We would propose to up-date this after a period of consultation with our
customers and stakeholders.
No.
Task
Deadline
Lead Officer
Comments
Draft
approve
d March
2014
1.
Complete
Equal
and
diversity policy review
following consultation.
June
2014
MD/DCS
2.
Ensure
training
identified/programme in
place for staff and
committee.
Review
separate
monitoring for EO issues
for complaints – record
and reports
Using
statistical
information for Resident
satisfaction survey and
ARC, discuss outcomes
and agree targets for
positive action where
required to re-dress inbalances.
Develop and complete
equalities
impact
assessments for all key
policies due for review.
Sept
2014
MD/SMT/GB
2014/15
QCSM
August
2014
MD/DCS/DPSr
2014/15
DCS/DPS
Engage with local ethnic
groups, disability forums
etc. and ensure provision
of
materials
in
appropriate
formats,
particularly for ERHR in
partnership with ERC and
Arklet
Housing
Association. Languages
to include Polish and
Russian.
In reviewing our Equal
Opportunities
Policies,
assess outcomes from
community engagement
works for all externally
funded projects.
2014/15
DCS
2014/15
DPS
3.
4.
5.
6.
7.
25
8.
Review any issues using
“Happy to Translate”
translation/interpreting
services.
2014/15
CSQM
9.
Review
and
monitor
practices of external
contractors.
Following
engagement
with community groups,
set clear and achievable
targets for service usage
to reflect local needs for
remaining period for
2014/15 AND 2015/16.
Oct 2014
DPS
Oct 2014
DCS
10.
26