SOUTH RIBBLE BOROUGH COUNCIL
EQUALITY, DIVERSITY AND COMMUNITY COHESION
STRATEGY 2007-2010
OUTTURN REPORT 2008/9
Councillor Mrs Margaret Smith
Leader of the Council
Darren Crossley
Head of Policy and Community
Engagement
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1. Background
1.1
The purpose of this report is to give an update on the Corporate Equality, Diversity and
Community Cohesion Strategy and Level 3 Action Plan.
1.2
In February 2008, the Council published its single Equality, Diversity and Community
Cohesion Strategy. The Strategy set the context for bringing real, long-term change to
the integration of equality and diversity into our policies, services, spending plans and
organisational culture.
1.3
The following policy objectives were set in the Equality, Diversity and Community
Cohesion Strategy;



Recognising diversity in the Borough,
Ensuring equality and fair access to Council services and
Promoting community cohesion in the local community.
1.4
The Council is using the Equality Standard for Local Government to measure overall
progress against these high level policy objectives. The Council has also set key
indicators and targets as a way of establishing whether tangible outcomes have been
achieved.
1.5
In February 2009, the Council completed a self assessment using guidance from the
Improvement and Development Agency (IDeA) which concluded that we had reached
Level 3 of the Local Government Equality Standard. This can be accessed via
Members Online.
1.6
In May 2009, a Group of Peer Assessors from the IDeA visited the Council to validate
our evidence.
2. Summary of progress
Overall position
2.1
The Council has been successful in its application for Level 3 of the Equality Standard
for Local Government. The IDeA has provided the Council with feedback on its
strengths and areas for improvement. A copy of the feedback report is attached
(appendix 2.)
2.2
In addition to progress against the action plan (appendix 1), the following
developments have been made.
Areas of significant progress / achievement
2.3
Feedback from residents suggests that the Council is performing well and responding
to people with differing needs compared to other local authorities. This is against a
challenging backdrop of rising customer expectations and declining resources.
2.4
In March 2009, the Council was part of a consortium of Lancashire councils to be
recognised for its work with communities in the Government’s prestigious Beacon
awards scheme. Beacon awards are given for excellence and innovation and
encourage councils to learn from each other. Our award in the Cohesive and Resilient
Communities category recognises our work with South Ribble Partnership and our
communities in promoting equality, diversity and community cohesion.
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2.5
The Council has responded quickly to the emerging effects of the economic downturn
and taken action in partnership with other local agencies. For example, South Ribble
and Chorley Councils are leading a Redundancy Taskforce including representatives
from Jobcentre Plus and the Learning and Skills Council.
2.6
The Council has worked with Central Lancashire Primary Care Trust (PCT) to set up a
new Lesbian, Gay, Bisexual and Transgender (LGBT) Residents Forum which met in
January 2009. Following a successful first meeting another Forum was held in April to
plan the next stages of its development. The Group will help the Council and partners
to set more outcome focused equality and diversity objectives.
2.7
In June 2009, South Ribble Older People’s Partnership Board held a consultation event
for people aged over 50 to ascertain their views on local services and issues for the
future. Feedback from this event will be used to inform South Ribble Partnership’s new
Sustainable Community Strategy.
2.8
The Council has put extra investment into making council facilities more open and
accessible. Customer satisfaction with key services is consistently high, such as 98%
‘good’ and ‘excellent’ ratings in customer surveys for the Gateway service, which was
awarded the Customer Service Excellence (Chartermark) award in January 2009.
2.9
In December 2008, a ‘Consequences of Alcohol’ campaign was delivered, aimed at
parents of young people to manage the consequences of binge drinking and drinking in
the home.
2.10
South Ribble, Chorley and Preston Councils are conducting a joint scrutiny review of
affordable housing which will address the needs of young people and families, as part
of the development of a new Housing Strategy.
2.11
The Council’s new partnership with Chorley Borough Council for financial and
procurement services to both councils has enhanced our procurement practices and
adherence to equality and diversity policies.
2.12
Solid progress is being made on implementing the Council’s ‘Our People’ Plan. In
November 2008, the Council was successful in its reassessment for Investors in
People status. This recognises our People Policies, covering (amongst other areas)
equality and diversity.
2.13
A new Performance Appraisal Scheme, including our Values Framework has been
rolled out to all employees, delivering an equal approach to employee development.
Areas for action / next steps
2.14
Continue to develop data collection and intelligence gathering systems including
sharing data with the South Ribble Partnership and other stakeholders to ensure that
the Council knows it customers and their service needs now and in the future.
2.15
Ensure that current recruitment practices encourage applications from all sections of
the community to continue to assist the Council to be representative of the
communities it serves.
2.16
Continue to integrate equality and diversity activities (such as equality impact
assessments) into the Council’s service and work planning process.
2.17
Develop an action plan to continually improve our service to customers and deliver the
Corporate Plan.
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Appendix 1 Corporate Equality, Diversity Action Plan
Key Actions
1.0
1.1
1.2
Ensure that equality objectives and targets are based on
outcomes from the equality impact assessments and in
accordance with statutory requirements including
consultation.
Ensure that progress towards Level 3 has been verified
through self-assessment, audit and have been validated
externally through an accredited assessor.
Monitoring and Review
2.1
Develop and implement systems to monitor and review
service usage and non usage across the Council for each
Equality Target Group and analyse this data and use the
information as part of the corporate planning process
2.3
3.0
Timescales
Lead Officer(s)
Ensure that all relevant policies, functions and strategies
are equality impact assessed.
Introduce a quality assurance system for completing
equality impact assessments and the use of service
monitoring information.
Level 3
Ongoing
Heads of Service
Level 3
April 2008
Head of Policy
and Community
Engagement
Level 3
Ongoing
Heads of Service
Level 3
Ongoing
Heads of Service
Level 2
February
2008
Head of Policy
and Community
Engagement
Ongoing - Council services have set objectives and
targets for making services more accessible to people
with differing needs. Action has started on making the
necessary improvements.
Complete - the Council’s self assessment at Level 3 of
the Local Government Equality Standard has been
successfully validated by the IDeA.
Ongoing – work has begun to help the Council
understand the needs of its different communities and
customers. This will assist in identifying future service
delivery opportunities.
Complete – Equality Impact Assessments have been
carried out for all services.
Complete - all impact assessment have been quality
assured to ensure that they comply with corporate
guidance.
Consultation and Community Development
Develop proposals for existing and new mechanisms for
consulting with all Equality Target Groups.
3.1
3.2
Current position
Leadership and Corporate Commitment
2.0
2.2
Equality
Standard
Level
Implement the Corporate Consultation Plan to identify the
views of the Equality Target Groups in South Ribble and
ensure that the findings are analysed and fed into the
Service Planning Process.
Level 2
March 2008
Head of Policy
and Community
Engagement
Level 3
Completed
Head of Policy
and Community
Engagement
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Ongoing - the Council has worked in partnership with
other agencies to set up a Black/Minority Ethic (BME)
and LGBT Residents Forum. The Council’s Disability
Liaison Group also meets on a quarterly basis. The
Group conducts reviews / access audits into services
and informs the development of council policies. For
example, the Group has led accessibility audits into
council leisure facilities and the multi million pound
Heritage Lottery Fund bid of Worden Park and given
feedback on the designs for the Leyland regeneration
masterplan.
Complete – a number of consultation exercises are
carried out throughout the year via the equalities groups
identified above and findings are fed into service
planning. This will continue into 2009/10.
4.0
Service Delivery and Customer Service
4.2
Ensure that all Service Groups analyse equality
monitoring data and information as part of the corporate
and service planning process.
Build on existing systems to monitor the delivery of
contracts to secure equal employment and equal service
delivery targets.
5.0
Communications and Public Relations
4.1
5.1
Implement the recommendations arising from the Public
Relations Equality Impact Assessment and ensure that
the Council communicates effectively with each Equality
Target Group.
5.2
Promote equality, diversity and community cohesion to
council members and employees
6.0
Employment and Training
6.1
Complete an equality assessment of the local labour
market.
Level 2
March 2008
Heads of Service
Level 3
January
2008
Heads of Service
/ Procurement
and Partnerships
Manager
January
2008
Head of Policy
and Community
Engagement
Level 3
Ongoing
Head of Policy
and Community
Engagement
Levels 2
Completed
HR Manager
Level 2
January
2008
HR Manager
Level 3
Brief / train employees on the Equality Scheme and other
associated responsibilities as part of an internal
communications programme.
6.2
6.3
6.4
6.5
Ensure that monitoring systems are in place for sexual
orientation, religion or belief and age.
Carry out workforce profiling to allow meaningful actions
and targets to be set on eliminating any unlawful
discrimination on the grounds of age, religion or belief and
sexual orientation.
Complete an equality, diversity and community cohesion
training needs appraisal for members and council
managers.
Level 3
March 2008
Level 3
February
2008
Level 3
December
2007
HR Manager
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HR Manager
Ongoing – analysis of equality monitoring data is a key
aspect of the equality impact assessment process.
These are reviewed periodically.
Complete - equality and diversity is built into all stages of
the procurement cycle, including defining the
specification, contract prequalification, invitation to
tender, contract conditions, award of contract and
subsequent performance monitoring.
Complete - the Council has a range of communication
channels in place to engage with the public. Our Public
Relations and Communications Team has published a
Corporate Style Guide to ensure that communication
standards are maintained.
Council members and officers have received training
and briefings on various topics including equalities
legislation and community cohesion.
Complete - the impact assessment of the local labour
market has identified the key issues for ensuring that the
council is representative of the community it serves.
Complete - various mechanisms have been used to
raise the profile of equality and diversity in the council.
For example, a South Ribble Women in Leadership
Forum has been set up, to support female employees in
further developing their managerial skills.
We have also used innovative drama-based training for
all staff on equality and diversity, with scenarios and
coaching to challenge stereotypes.
Both actions are complete - a workforce profiling
exercise has been completed which will enable
personnel processes to be extended to age, religion or
belief and sexual orientation in accordance with
employment legislation.
Both actions are complete - the training needs of officers
and members have been identified. Member and officer
training and briefings has bee provided on areas such as
6.6
Develop and implement a training programme which
meets the needs of members and employees.
7.0
Performance Management
7.1
7.2
Ensure that effective corporate guidance is available to
Heads of Service for completing service level equality,
diversity and community cohesion actions plans as part of
the overall service planning process.
Ensure that all Service Level Actions Plans meet the
Corporate requirements.
Level 3
Level 2
Level 2
January
2008
Completed
February
2008
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equalities legislation and community cohesion.
Head of Policy
and Community
Engagement
Heads of Service
/ Head of Policy
and Community
Engagement
Complete - corporate guidance has been made available
to assist Heads of Service with completing service plans
and impact assessments.
Complete - All Service Level Action Plans (through the
completion of impact assessments) have set objectives
and targets for making services more accessible to
people with differing needs.
These Action Plans are monitored and reviewed in line
with the Council’s Performance Management
Framework. Individual Heads of Service are responsible
for the delivery of these actions within their service plans
and progress is monitored on a regular basis by the
relevant Corporate Director.
Progress on Key Targets and Performance Indicators - End of Year 2008/9
Table 1 - Council Services Key Targets and Performance Indicators
April 2009
Target
Apr 2009
Actual
3
April
2008
Actual
2
3
3
81%
83%
86%
87%
86.6%
86%
85%
85%
54.9%
50%
Place Survey
48%
final results due
67%
70%
62%
72%
out in late June
37.1%
40%
Place Survey
60%
16.36
61%
12.09
73%
12.81
43%
74%
11.42
12.51
April
2009 Target
April 2009
Actual
2.75%
3.5%
1.65%
0%
Indicator
March 2007
Actual
April 2008
Target
Local Government Equality Standard Level
% of residents who rate their neighbourhood as a
very good or fairly good place to live.
% of people who feel that their local area is a place
where people from different backgrounds can live
harmoniously.
% of people who feel that teenagers hanging round
the streets is a fairly or big problem.
% of people satisfied with the levels of street
cleanliness.
% of people who feel they can influence decisions
affecting their local area.
Citizens satisfied with overall service of the Council
Violent crime per 1,000 population
2
Place Survey
Table 2 - Employment Key Targets and Performance Indicators
Indicator
March 2007
Actual
April 2008
Target
Ethnic Minorities as a % of the workforce.
Top 5% earners that are from ethnic minorities.
% of public buildings that are accessible (compliant
with the DDA)
% of staff that have a disability
Top 5% of earners that have a disability.
Top 5% of earners that are women
1.34%
0%
2.5%
3%
April
2008
Actual
1.6%
0%
100%
100%
100%
100%
100%
4.29%
12%
32%
4.25%
9%
36%
5.60%
11.53%
42.03%
4.5%
9%
37%
4.67%
5%
40%
The above employment targets are monitored as good practice only. Each appointment is always made on merit and the Council
does not practice any form of affirmative action with regard to recruitment.
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