Equality and Diversity Strategy
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Introduction
Welcome to the Transport for Greater Manchester (TfGM) Equality and Diversity Strategy.
TfGM continually work to deliver a world class integrated transport network for Greater
Manchester. In doing so, we strive to be recognised as an equality and diversity champion and
leader. We are committed to promoting of equality and diversity and this commitment
underpins our organisation’s vision and values and our activities as an employer, provider and
commissioner of services.
The following strategy is linked to our people strategy and lays out how we will promote
equality of opportunities for all and meet our legal obligations under the Equality Act 2010.
Our Communities
Greater Manchester in context
At the time of the 2012 census around 2.68 million people were recorded as living in Greater
Manchester. Our region has a dynamic and increasingly diverse population. TfGM views this as
an exciting environment in which to operate as well as understanding the challenges that this
creates.
Overview of our communities
Disability

Over 20% of people living in Greater Manchester have a limiting long-term illness or
disability.
Ethnic minorities


20.2% of all people in Greater Manchester are from ethnic minority groups, including the
‘White Other’ and ‘Irish’ categories (2011 Census).
The largest ethnic minority groups in Greater Manchester are Pakistani (4.83%), White
Other (2.6%), Indian (2.00%) and Irish (1.3%) (2011 Census).
Age


About 13% of people in Greater Manchester are young people aged between 16-24 years
(2011 Census).
Over 20% of people in Greater Manchester are aged 60 and over (2011 Census).
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Sex
Men make up 49.4% and women make up 50.6% (2011 Census) of the population of Greater
Manchester. Women are more likely than men to have responsibility for children and care of
dependents. Significant numbers of women work unsocial hours or on a part-time basis. Their
transport choices are informed by a range of things including the waiting environment; access to
services; reliability; affordability (for dependents as well as themselves); safety and security (on
and off vehicle); and vehicular accessibility to accommodate prams, buggies, wheelchairs and
driver and passenger behaviour.
Religion or belief
The profile of different religions/faiths in Greater Manchester is as follows (2011 Census):

Christian 61.8%

Sikh 0.2%

Buddhist 0.4%

Other 0.3%

Hindu 0.9%

No religion 20.8%

Jewish 0.9%

Religion not stated 6.1%

Muslim 8.7%
Sexual Orientation
The 2011 Census information for this category has not yet been published and therefore no
precise figures are currently available for Greater Manchester. However, Stonewall, a charity
which promotes equality and justice for lesbians, gay men and bisexuals, states on their website
FAQs (January, 2013):
“The Government is using the figure of 5 to 7% of the population, which Stonewall feels is a
reasonable estimate. However, there is no hard data on the number of lesbians, gay men and
bisexuals in the UK as no national census has ever asked people to define their sexuality”.
Trans people
Accurate population data about trans people is unavailable. However, the Equalities Review
(2007) estimated that 1 in 11,500 of the adult population is transsexual – which is defined as
those who have or are undergoing gender reassignment.
The Equality Duty
TfGM is committed to meeting requirements under the Equality Act 2010 to:
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 Eliminate unlawful discrimination, harassment, victimisation and other forms of conduct
prohibited by the Act.
 Advance equality of opportunity between people who share a protected characteristic
and those who do not.
 Foster good relations between people who share a protected characteristic and those
who do not.
TfGM has made tremendous progress in embedding equality and diversity into the culture of
this organisation. We need to continue making improvements and we will do this by a
combination of identifying gaps in our service provisions and listening to stakeholders, including
local businesses, local authorities, community groups and our service users.
In developing the work programme for 2012-2013, TfGM has taken account of the public sector
guidance issued by EHRC. TfGM will follow the guidance as closely as possible and in some areas
the guidance has been tailored to make it appropriate for TfGM.
TfGM’s equality and diversity work programme is grouped under the following themes,
supported by the action plan on the following pages:
a) Assess for potential impact – Equality impact analysis will be carried out on all new
policies, procedures and functions to identify potential impact on the protected
characteristics.
b) Collecting and using equality information – Monitoring data will be collated and
analysed to identify patterns and or trends with a view to making improvements
where appropriate.
c) Meeting the equality duty in policy and decision making – Managers will consider
equality issues in reaching decisions on a day-to-day basis.
d) Community Engagement – TfGM will engage with people in our communities to seek
their views on TfGM activities.
e) Procurement – TfGM will use procurement as a vehicle for spreading good practice
amongst businesses and organisations it does business with.
f) Training & awareness raising – Colleagues working for TfGM will be offered a range
of training to increase their knowledge and awareness.
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g) Improving workforce diversity – TfGM will look at ways of increasing the diverse
make up of its workforce.
h) Project specific work – This work will support projects teams in incorporating
equality and diversity into their project implementation programmes.
i) Compliance – The Equality and Diversity team will support TfGM in complying with
current equality legislation.
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Equality and Diversity Delivery Plan Priorities and Actions – 2012/13
a) Assess for
potential
positive/adverse
impact on
protected
characteristics.
Objectives (values & business Timeframe
outputs)
What are milestones? Interdependencies
1. Carry out equality analysis
on all new policy procedures
and functions as and when
they are being developed to
establish equality impact on
protected characteristics.
1. Toolkit is available
to everyone who is
required to carry out
equality analysis so
that they can identify
positive/adverse
impact and take
appropriate action
On-going
2. Raise awareness of
availability of the
equality impact
analysis toolkit.
3. Monitor whether
equality impact
analysis is being
done, thereby
demonstrating
compliance with
S149.
4. E&D team
validating completed
equality analysis to
ensure consistency,
quality and to
identify possible
adverse effects that
may have been
missed.
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All colleagues carrying
out equality impact
analysis as policies,
procedures and
processes are being
developed across
TfGM.
b) Collecting and
using equality
information.
Objectives (values & business Timeframe
outputs)
What are milestones? Interdependencies
2. To monitor whether
colleagues are carrying out
equality impact analysis
having reviewed existing
policies, procedures,
processes and strategies to
ensure that possible adverse
impact on the revised
policies, procedures,
processes and strategies can
be addressed.
On-going
Review templates
being completed so
as to indicate that
the need for EIA has
been considered and,
where necessary,
been undertaken.
3. Compile an annual list of
all equality analysis carried
out in the preceding 12
months (Apr-Mar).
June 2013
List compiled to
provide an overview
of the number of
EIAs that have been
undertaken.
4. Support Senior
Management teams and in
particular PMS and Transport
Strategy to carry out equality
impact analysis so that new
projects/initiatives can be
impact analysed at an early
stage.
On-going
PMS and Transport
Strategy
directorates’ senior
management team
given training in how
to carry out equality
impact analysis.
1. Obtain six-monthly
monitoring report on
customer complaints and
compliments and consider if
there are any
trends/patterns relating to
any of the protected
characteristics.
On-going
1. Reports obtained.
2. Information
contained in the
report analysed.
3. Appropriate action
taken.
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Colleagues
completing the
corporate template.
Customer Services
department supplying
data on a regular
basis.
c) Meeting the
equality duty in
policy and
decision making.
Objectives (values & business Timeframe
outputs)
What are milestones? Interdependencies
2. Obtain six-monthly
monitoring report on
recruitment and selection
and consider if there are any
trends/patterns relating to
any of the protected
characteristics.
On-going
1. Reports obtained.
1. Attend departmental
senior management team
meetings to share
information on how the
equality duty can be
incorporated into decision
making on a day-to-day
basis, thereby enabling
management teams to
consider E&D issues as part
of their day-to-day activities.
July 2013
2. To monitor that all reports
going to Executive Group
have the equalities
implications section filled in,
thereby ensuring that the
Executive Group has, at
least, the E&D implication
information at hand when it
is making decisions.
On-going
2. Information
contained in the
report analysed.
HR team supplying
data on a regular
basis.
3. Appropriate action
taken.
1. Number of
departmental senior
management team
meetings attended.
2. PowerPoint
presentation
developed for
departmental senior
management team
meetings.
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All departments
having this item on
their senior
management team
meeting agenda.
1. Establish a
mechanism with
Performance and
Planning team for
receiving Executive
Group papers on a
regular basis.
1. All departments
completing equalities
implications section
and the Executive
Group acting on
recommended
actions.
2. Six-monthly
monitoring of
Executive Group
reports and
decisions.
2. Performance and
Planning team
supplying the
Executive Group
papers on a regular
basis.
d) Community
Engagement.
e) Procurement.
Objectives (values & business Timeframe
outputs)
What are milestones? Interdependencies
1. Support Stakeholder
Engagement team in
implementing community
engagement programme
with people representing
protected characteristics so
that TfGM can seek views on
existing work being done, as
well as identify emerging
needs so that they can be
incorporated, as
appropriate, into TfGM work
programme.
On-going
Implementation of
engagement
programme.
Stakeholder
Engagement team
organising and
delivering the
community
engagement
programme.
2. Consider the
recommendations from
community engagement
programme and take
appropriate action with a
view to making
improvements in policy
implementation and service
delivery.
On-going
Recommendations
considered and take
appropriate action.
Customer Services
department collating
the recommendations
and forwarding them
to equality and
diversity team.
Establish a mechanism for
assessing E&D information
supplied by
contractors/suppliers to
ensure that suppliers have
equal opportunities policies
and are an equal
opportunities employer
January
2013
Mechanism
established.
Procurement team
involvement.
Agree with Procurement
team a process for carrying
out regular checks on
suppliers’ and contractors’
adherence to E&D
obligations to ensure
consistency and effective
working of the mechanism in
place.
March
2013
Programme of
checks agreed with
Procurement team
(Jan 13).
Procurement team
involvement.
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f) Roll out
training &
awareness
raising sessions
for all protected
characteristics to
improve
understanding
amongst all
TfGM colleagues
of the groups of
people who
make up TfGM’s
customers.
Objectives (values & business Timeframe
outputs)
What are milestones? Interdependencies
1. Customer Focused
Training.
1. Training material
developed.
March
2013
2. Trialled and
agreed with senior
management
leadership group.
3. Ten sessions
delivered.
2. Values and Behaviours
March
2013
Ten sessions
delivered.
3. Disability Awareness
Training.
March
2013
1. Training material
developed.
3.1. An Introduction to
Creating an Inclusive
Environment.
4. Gender Awareness.
2. Ten sessions
delivered.
3. Two cohorts
trained.
July 2013
1. Training material
developed.
2. Two sessions
delivered.
5. Cultural and Religious
Awareness.
Throughout
2012
Lunchtime seminars
on:
- Christianity
- Islam
- Judaism
6. Develop training material
for raising awareness of
sexual orientation and age.
March
2012
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Training material
developed.
Colleagues being
available to deliver
the sessions.
Colleagues being
available to deliver
the sessions or
external expertise
being available to
lead the sessions.
g) Improving
workforce
diversity.
Objectives (values & business Timeframe
outputs)
What are milestones? Interdependencies
1. Ensure that all recruitment
campaigns are positive and
progressive in their approach
to attracting candidates from
protected characteristics,
working with colleagues in
HR to review our
Recruitment and Selection
policy and practice.
December
2012
Looked at adverts
within a period and
consider how they
can be improved to
make them more
appealing to a wider
pool of people.
2. Ensure that all people
management activity is
progressive in its approach
to include colleagues from
protected characteristics,
working with colleagues in
HR to develop an inclusive
engagement agenda.
On-going
1. Monitoring system
in place to collect
data.
3. Advertise vacancies
widely to attract job
applicants from a broader
and diverse background.
On-going
4. Review existing workforce
targets and consider
whether to expand them or
not to have them at all.
March
2013
Options considered.
5. Develop proposals to
increase workforce diversity
including reviewing current
practice(s).
September
2013
Options available for
consideration.
2. Data is available
for analysis.
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Establish links with
GMCVO in order to
be able to send
information to
community groups
using GMCVO
contacts.
HR team supplying
data on a regular
basis.
h) Project
specific work.
Objectives (values & business Timeframe
outputs)
What are milestones? Interdependencies
6. Support delivery of
‘Transporting-Ability’
component of EPP in
partnership with DWP to
develop pilot scheme to help
support the ‘Let’s Get Britain
Working’ agenda in Greater
Manchester.
On-going
Number of people
recruited to the PEP
programme.
7. Continue to engage with
Total Reward project to
ensure that the programme
is fully inclusive in line with
Section 149 requirements.
On-going
Equality and
Diversity issues
accounted for in all
stages of the Total
Reward Project.
1. Promote travel by public
transport and cycling
amongst targeted
communities where car
ownership is on the
increase, thereby raising
awareness of public
transport and encouraging
people to travel by public
transport where possible.
September
2013
1. Promotional
campaigned
developed.
2. Continue to develop
DDRG to inform accessrelated solutions in line with
Metrolink work.
On-going
2. Delivery
programme
developed.
1. Maintaining ongoing dialogue.
2.Recommendations
picked up for
improvements.
3. Recommendations
implemented to
achieve
improvement.
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DWP Commission for
New Economy
contributing to
addressing
worklessness across
Greater Manchester.
Marketing and
promotions team
developing the
campaign.
DDRG meeting
regularly and making
recommendations.
Objectives (values & business Timeframe
outputs)
What are milestones? Interdependencies
3. Develop and expand
further Travel Training
related work streams.
1. Work started with
DfT to acquire staff
support to establish
a NAITT.
-
-
On-going
NAITT.
GMTTF.
North West Antibullying
Network.
AGMA.
2. Continued
quarterly support
provided to Greater
Manchester Travel
Training Forums.
3. Continue to host
NWABN to develop
initiatives in relation
to the duty to
promote equality.
Support BTP; CPS;
GMP and TfGM to
deliver a ‘Hate Crime
on Public Transport’
conference in
November 2012.
4. Continued support
to AGMA and
districts to further
develop Travel
Training initiatives.
4. Develop equality focussed
work programme in line with
Customer Smart Project.
Timeframe
aligned to
customer
smart
project.
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Objectives (values & business Timeframe
outputs)
What are milestones? Interdependencies
5. Develop project specific
work to address transport
issues and concerns for deaf
and learning disabled
community in Greater
Manchester.
On-going
Use Customer Smart
and Smart Ticketing
projects to start to
review solutions in
relation to concerns
raised by deaf
communities across
Greater Manchester.
6. Continue to develop and
utilise high level
collaborative working
relationships to define
potential accessibility
related solutions to support
TfGM to meet KBP’s
(Inclusive Mobility Interest
Group; Royal National
Institute of Blind People).
On-going
7. Support on-going review
into carriage of mobility
scooters on public transport
in partnership with
Transport Strategy team.
On-going
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Work alongside key
stakeholders to
review potential
means of carriage of
mobility scooters on
public transport in
Greater Manchester.



DfT
PTEs
Academic
Sector
Objectives (values & business Timeframe
outputs)
What are milestones? Interdependencies
8. Support NFAW work in
partnership with NHS and
Age Concern/UK.
Work to progress
proposal to:
On-going
1) Understand and
support training for
bus drivers in
partnership with NHS
and bus sector.
External organisation
and TfGM’s Safety
and Compliance
team.
2) Scope out whether
TfGM could lead on
education
programme in
relation to safe travel
for passengers
training.
2) Work with a range
of stakeholders at
national level to
review whether
PSVAR and RVAR
could be improved to
take into account
slips, trips and falls of
older people making
journeys on public
transport.
9. Monitor ENCTS renewals
project through start-up
phase to conclusion.
On-going
ENCTS incorporating
E&D issues.
ENCTS Renewals
Project team.
10. Continue to support
TfGM colleagues involved
with capital project work.
On-going
Number of capital
projects supported.
Capital programmes
being initiated.
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Objectives (values & business Timeframe
outputs)
What are milestones? Interdependencies
11. Continue work to inform
equality related solutions in
relation to protected
characteristics in the form of
BPG at national level in
partnership with other PTE’s,
DfT, PTEG, CPT and broader
transport sector.
On-going
Issues considered
and solutions
identified.
12. Ensure that all
recommendations as
highlighted in the Audit
report 1 November 2012 are
implemented.
December
2012
Recommendations
incorporated into the
equality and diversity
work programme.
13. Represent TfGM at
appropriate meetings to
address issues affecting
groups from protected
characteristics.
On-going
Bring equality related
feedback into TfGM
for consideration.
14. Ensure that the Executive
Group is updated on the
progress being made against
the E&D work programme
and make recommendations
as appropriate.
On-going
Update(s) produced.
15. Review and, where
necessary, update the
published information on
TfGM’s website to comply
with provision of the Equality
Act 2010.
January
2013
Published
information
reviewed and
updated.
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i) Compliance.
Objectives (values & business Timeframe
outputs)
What are milestones? Interdependencies
1. Ensure that TfGM is
compliant with provisions
under the Equality Act 2010
and in particular Section 149
in relation to all protected
characteristics.
On-going
Periodic review of
arrangements in
place for TfGM
complying with
provision of the
Equality Act 2010
being conducted.
2. Review whether the
Dignity at Work Procedure
requires updating to bring it
in line with current
legislation.
March
2013
Policy reviewed and
action
recommended.
3. To support departments
across TfGM on specific E&D
issues as and when the need
arises so that E&D issues can
be effectively dealt.
On-going
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HR-Business Partners
acting on the
recommendations.