Corporate Equality Strategy
2012-2016
CONTENTS
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
Foreword
Executive Summary
Definitions
Vision
The Purpose of the Corporate Equality Strategy
Linkages to National, Local and Corporate Priorities
Linkages to other Strategies and Policies
Corporate Requirements
Equality Analysis
Background and Context
Outcomes
Implementation and Resource Implications
Arrangements for Monitoring, Evaluation and Review
Appendix A Definitions Related To Equality
Appendix B Statutory Equality Objectives 2012-2016
1.
Foreword
East Riding of Yorkshire Council recognises that disadvantage and discrimination exists in
society, and that people may experience more than one form of discrimination at some
stage. The Council is committed to striving to eliminate these inequalities and aims to be
fair, reasonable and just in its responsibilities to its workforce, residents and those who are
visiting the East Riding.
The Corporate Equality Strategy is effectively a continuation of the Council’s Single Equality
Scheme 2009-2012, but has been refreshed to include the duties imposed by the Equality Act
2010 and the Human Rights Act. This strategy outlines the actions the Council will be taking
to;
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Eliminate discrimination, harassment and victimisation of East Riding residents and
visitors
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Advance equality of opportunity for all people in the East Riding
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Foster good relations between people in the East Riding
The Council has committed itself to making its services, facilities and resources accessible to
residents and visitors to the East Riding. The Council will also work towards ensuring that
individual Human Rights are supported within its decisions, policies and practices and that
people are not discriminated against on the basis of age, disability, gender, gender
reassignment, race, religion, pregnancy and maternity, marriage and civil partnerships and
sexual orientation.
Through the progression of the equality objectives that complement this strategy, the
Council will ensure all our diverse communities receive Council services that are truly
responsive to their needs and treat everyone fairly and with dignity and respect.
The strategy will continue to provide a focus for promoting equality in all aspects of the
Council’s functions, policies and services. This is a working document and we would
welcome your views and comments to help us to learn and improve our services.
Councillor Jackie Cracknell
Nigel Pearson
Portfolio Holder for Community Partnerships
Chief Executive
East Riding of Yorkshire Council
East Riding of Yorkshire Council
2.
Executive Summary
The Corporate Equality Strategy has been developed as a continuation of the Single Equality
Scheme, and it highlights the Council’s commitment to eliminating discrimination, harassment
and victimisation, advancing equality of opportunity and fostering good relations in the
workforce and for residents and visitors to the East Riding. Through the progression of the
equality objectives that complement this strategy, the Council will ensure all our diverse
communities receive Council services that are truly responsive to their needs and treat
everyone fairly and with dignity and respect.
3.
Definitions
For the purposes of this strategy, the definitions related to equality at the Council can be
found in Appendix A.
There are other policies which provide protection against discrimination, harassment and
victimisation if they are not incorporated in these definitions.
4.
Vision
Despite the challenging financial climate, the Council continues to have high ambitions for
the future of the East Riding, as the area has significant opportunities and potential. The
Council also remains highly ambitious for the organisation itself and strives to remain one of
the top councils in the country. To focus on this aspiration the Council established, in 1996,
a simple and powerful vision for the East Riding:
“To improve the quality of life for our community; earn the respect of the people we serve and build
pride in belonging to the East Riding of Yorkshire.”
The strategy contributes to the Council’s vision by aiming to eliminate discrimination,
harassment and victimisation, advancing equality of opportunity and fostering good relations
which will improve the quality of life for the East Riding community.
5.
The Purpose of the Corporate Equality Strategy
In light of the vast legislative changes and the specific duties for the Council, it is apparent
that a corporate approach is required to ensure that equality legislation is adhered to and
equality is embedded within Council services, policies and procedures.
Through the delivery of the ‘Our East Riding 2006-2016 East Riding Community Plan’ the
LSP strives to ensure equality of access and a fair society. Furthermore, the Corporate
Equality Strategy also incorporates the LSP Migrant Worker Action Plan and LSP Gypsy and
Traveller Strategy to ensure that all activity related to equality and diversity is delivered with
an integrated and co-ordinated approach.
6.
Linkages to National, Local and Corporate Priorities
The Strategy supports the Council’s Priorities by contributing to;
Supporting Vulnerable People, Reducing Inequalities - supporting in times of
need, protecting from harm and improving the quality of life
Promoting Health, Wellbeing and Independence – helping people to stay
healthy, strong and fit for the future
Reducing Costs, Raising Performance – working with our partners to provide
excellent service, effective governance and value for money
The Strategy contributes to the reduction of crime and disorder as it incorporates the
reporting and monitoring of hate crimes and discriminatory incidents.
The Council will at all times recognise and respond to its legal obligations with regard to
equalities and the Human Rights Act 1998.
7.
Linkages to other Strategies and Policies
This Strategy links to other Council policies including;
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Anti-Social Behaviour Policy
Disabled Adaptations Policy
Domestic Violence and Abuse Policy
Feedback Policy
Housing Allocation Policy
This Strategy links to Council strategies including,
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8.
Human Resources Strategy
Customer Contact Strategy
Recruitment and Retention Strategy
Workplace Strategy
Workforce Placement Strategy
Adult Education Strategy for Managing Diversity
Health and Wellbeing Strategy
Older People’s Strategy
Promoting Independence Plan for Adults and Older People
Children and Young People Strategic Plan
East Riding Disabled Children’s Service Strategy
East Riding Strategy for Children and Young People with Autistic Spectrum
Disorder
East Riding Young Carers Strategy
Domestic Violence and Abuse Strategy
Corporate Requirements
East Riding Community Plan
Revised in 2012, ‘Our East Riding’ is the East Riding Local Strategic Partnership’s (LSP) third
Community Plan and provides a blueprint for the area over the period 2006 - 2016.
The LSP is an umbrella partnership which brings together organisations from all sectors to
work toward a common goal – our ambition for the area. The LSP provides a strong platform
for joint working to stimulate innovation; it is also a vehicle for ensuring that public services
are delivered in a strategic, cost effective and timely way.
As partners, we are working together to ensure that the East Riding is a place where;
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Children and young people have a brighter future
Older people enjoy a healthy independent lifestyle
Communities are healthy, thriving, prosperous and safe
Regeneration transforms deprived areas and reduces health and other inequalities
We value and care for the diverse character of the area.
9.
Equality Analysis
An Equality Analysis has been completed for the Corporate Equality Strategy and it has been
found that the strategy does not negatively impact on any protected group and that no
major change is required as the strategy is robust and meets the equality duties.
10.
Background and Context
THE CURRENT LEGAL FRAMEWORK
The Council recognises that disadvantage and discrimination exists in society, and that
people may experience more than one form of discrimination at some stage. The Council is
committed to striving to eliminate these inequalities and aims to be fair, reasonable and just
in its responsibilities to its workforce, residents and those who are visiting the East Riding.
This commitment is enforced by the Equality Act 2010.
The Equality Act 2010
During 2011, the Equality Act 2010 was enacted by the Government. The general duty
requires the majority of public bodies, including councils, to pay ‘due regard’ to;
 Eliminating discrimination, harassment and victimisation
 Advancing equality of opportunity
 Fostering good relations
This duty covers nine protected groups, defined by law as;
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Age
Disability
Gender
Gender reassignment
Race
Religion, faith or belief including lack of belief
Sexual orientation
Marriage and civil partnership
Pregnancy and maternity
Public Sector Equality Duty
The Council, as well as other public bodies, is also subject to the Public Sector Equality Duty
(PSED) whereby the Council by law has to publish information to demonstrate its
compliance with the equality duty and develop and publish one or more equality objectives.
ABOUT THE EAST RIDING OF YORKSHIRE
East Riding of Yorkshire covers an extensive rural area of approximately 1,000 square miles
which includes the coastal strip from Spurn Point to Bridlington across Holderness,
Haltemprice and Goole and Howdenshire. The area has diverse communities ranging from
rural villages in the Wolds and urban living around Hull, rural farming areas, market towns in
Driffield, Goole, Beverley, Hessle, Market Weighton and Pocklington and the coastal towns of
Bridlington, Hornsea and Withernsea. There is a population of around 334,200 people
(Census 2011).
Within the East Riding
Age
There is a growing population of people aged over 65, which results in higher levels of age
related challenges including Long Term Conditions, general frailty associated with ageing and
deteriorating cognitive functions (dementia). There is a lower than average birth rate. The
population of children and working age groups is projected to decline due to employment
opportunities outside of the East Riding, whilst a rise in the number of elderly people with
chronic conditions will be a major challenge.
Percentage change between Census 2001 and Census 2011
30%
25%
20%
15%
10%
5%
0%
Total population
Total Households
Age 0-14
Age 15-64
Age 65+
Males
Females
-5%
-10%
East Riding
England & Wales
Disability
It is estimated that approximately 48% of the East Riding population lives with a disability
including physical disabilities, hearing impairments, poor mental health and autism. (Source:
Projecting Older People Population Information System and Projecting Adult Needs and
Service Information.)
Gender
The gender split in the East Riding is approximately 50% men and women. Whilst life
expectancy continues to increase in the East Riding, there is still a gap between life
expectancy of males (79.2) and females (82.5) with people living longer in some parts of the
East Riding than others.
Census
2001
Males
153,050
Percentage
of
Population
48.7%
Females
161,050
51.3%
Census
2011
Percentage
change
163,400
Percentage
of
Population
48.9%
170,800
51.1%
6.1% 
6.8% 
Race
Compared with the East Riding 2001 Census, the 2007 mid-year estimate shows that the
Black and Minority Ethnic (BME) population has risen from 2.4% to 4.9%, and has increased
again to 9.3% according to the 2009 mid-year estimates, showing that migration is increasing
in the East Riding. The maps below are based on School Census data and show the change
in the number of pupils who speak English as a second language from May 2009 to May 2012.
There has been an increase of new migrants from Poland, Latvia and Lithuania, particularly in
Goole, the West Wolds and Driffield areas. Furthermore, since 2009 there appears to have
been an increase in Asian and Middle Eastern including Filipino migrants in the Haltemprice
area.
Religion and Belief
According to the 2001 Census almost 80% of the population have identified themselves as
Christian and 1.2% of the population is made up of other religions. The remainder of the
population did not state anything or stated ‘no religion’.
Sexual Orientation
There are no local statistics for how many Lesbian, Gay or Bisexual (LGB) people live within
the East Riding however, nationally, the Government estimates that 5% of the population are
LGBT. Issues which affect those who are lesbian, gay or bisexual include substance abuse
and perceived discrimination from service providers including doctors, housing providers
and social care.
Transgender
There are no official statistics nationally or regionally regarding transgender populations,
however GIRES (Gender Identity Research and Education Society) estimates that 1% of the
population are gender variant to some degree (i.e. seeking or receiving treatment or
undergoing or undergone transition). Currently within the East Riding there are
approximately twenty residents who are undergoing the gender reassignment process
(source: Leeds and York Partnership NHS Foundation Trust).
Marriage and Civil Partnership
During 2011/12 the East Riding saw 948 marriages and 22 civil partnerships take place. This
increase in marriages and civil partnerships follows the trend nationally, whereby there has
been a 4% increase in marriages and a 2% increase in civil partnerships.
East Riding Workforce
The Equality Act 2010 ensures that the Council eliminates discrimination, harassment and
victimisation within its workforce. The Council’s Workforce Survey is a key tool in ensuring
that the Council is meeting its duties under equalities legislation.
Age
Of the total workforce, 50.3% are over 45 years old. Of the number of people aged 24-54
only 26.1% of women work full time compared with 73.9% of men.
Disability
Of the 98.5% who answered the question, 4.24% of the Council’s workforce indicated that
they had a disability. Overall, members of staff who have a disability are well represented in
the higher pay scales however they are under-represented within the schools workforce.
Gender
Of the total workforce, 62.9% of women make up the non-schools workforce whilst 84.6%
of the schools’ workforce are women. 81.2% of women are paid on a scale point 14 and
below. 55.3% of men are paid on a scale point 42 and above. 75.6% of all teachers are
women.
Race
1.85% of the Council‘s workforce declared themselves Non-White British, which is
considerably lower than the national average of 3.93%. The Non-White British workforce
consists of 0.75% White other, 0.25% Irish, 0.12% Indian and 0.11% Mixed Other as well as
other ethnic minority backgrounds.
Religion
Of the 43% of staff who completed the 2011 Workforce Survey, 57.1% declared themselves
as Christian and 31.5% declared themselves as having no religion. 2.6% indicated that they
followed an ‘other’ religion.
Sexual Orientation
Of the 43% of staff who completed the 2011 Workforce Survey, 2% of the workforce
identified themselves as being lesbian, gay or bisexual.
Transgender
There is no current information regarding transgender members of staff.
Marriage and Civil Partnerships
Of those who answered the 2011 Workforce Survey, 59.2% indicated that they were
married and 0.5% indicated they were in a civil partnership.
11. Outcomes
By looking at the demographics of the East Riding it is evident that there are many
challenges which the Council faces in order to ensure that it meets the needs of the diverse
community of the East Riding and its own workforce and also ensuring that the duties under
the Equality Act 2010 are met.
The Corporate Equality Strategy seeks to ensure that the Council is committed to
eliminating discrimination, harassment and victimisation, advancing equality of opportunity
and fostering good relations in the workforce and for residents and visitors to the East
Riding.
Outcome 1 – Statutory Duties are met
All public bodies, including the organisation, have specific duties as stated in the Public Sector
Equality Duty. As part of the duty, public bodies must publish information to demonstrate
their compliance with the equality duty, and update this annually, and develop and publish
one or more equality objectives and update these objectives at least every four years.
Publication of Information
All public bodies must produce information relating to people who share relevant protected
characteristics who are:
a) Its employees (for authorities with more than 150 staff)
b) People affected by its policies and practices, for example service users.
Employee Information
The Equality and Human Rights Commission has suggested that an equality work profile
could be developed in order to meet the needs of the duty. Additionally, further information
such as recruitment and promotion and grievances should be disaggregated by protected
groups in order to meet the Equality Duties.
Information on Service Users and Functions
Information on service users and functions of the Council must be disaggregated by
protected characteristics as far as possible. This will ensure that decisions regarding policy
and practices are based on clear information and not assumptions. Such information
includes;
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The number of people accessing the service or participating in specific
projects or programmes
Customer satisfaction with services
Performance information for functions and services relevant to the three
aims, for example a school considers its key stage results and its exclusions
broken down by protected characteristics
Complaints about discrimination
Details of and feedback from engagement with service users
Quantitative and qualitative research with service users
Records of how the Council has shown due regard to the three aims of the
duty in terms of decision making, including equality analysis
Details of policies and programmes that have been put in place to address
equality concerns
Equality Objectives
The Council has prepared and published four equality objectives, which are specific and
measurable. The purpose of setting such objectives is to help the Council, and other public
bodies, better perform the general equality duty, focusing on the outcomes to be achieved.
Equality objectives will help focus the Council’s attention on the priority equality issues in
order to deliver improvements in policy making, service delivery and employment, including
resource allocation.
Outcome 2 – Partnership Working is maximised.
The Council is committed to working in partnership across the range of public, private and
voluntary agencies to promote equality, diversity and human rights. However, due to the
changes occurring in the public sector and the ensuing scarce resources, new and innovative
ways need to be explored to ensure that this partnership working continues resulting in the
same successes which have been evidenced in previous years.
Local Strategic Partnership (LSP)
The Local Strategic Partnership (LSP) is a partnership that brings together organisations
from public, private, community and voluntary sectors in a local authority area. The key
objective of the LSP is to improve the quality of life in that area. Founded in 2001, the East
Riding LSP is comprised of partner organisations from the public, private, voluntary and
community sectors. Its key function is to develop and deliver a plan for the ongoing
sustainable development of the area. Through this jointly developed Sustainable Community
Plan, partners work together for the benefit of all East Riding residents and visitors, both
now and in the future.
LSP Action Groups
In order to maintain partnership working, an equality adviser sits on the five LSP action
groups (as shown below) and provides support and guidance on any equality issues which
may arise when specific projects and work-streams are being discussed. Another aspect of
the role is to challenge, progress and evidence areas where inclusion may be compromised
by resourcing decisions. Such pieces of work have included;
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Domestic violence referrals from BME and LGBT communities
Breastfeeding initiation rates in BME communities
Equality Analysis of LSP strategies
Any actions or issues related to equality and diversity work arising from the groups will be
communicated to equality and diversity leads of partner organisations via the already
existing virtual network, and the forming of time limited task and finish groups, as
appropriate.
Response to the ‘Hidden in Plain Sight’ Review
Following the publication of the ‘Hidden in Plain Sight’ Review, the Council assessed that hate
crime was probably being under-reported across all protected groups therefore making this
a local priority. The Council, with its partners, understands that work is needed to be
undertaken to recognise the extent and impact of harassment and abuse of all protected
groups and take suitable action to prevent it from happening and intervene when it does
happen. By working in partnership with other organisations, there will be a co-ordinated
approach in minimising the impact of hate crime.
Outcome 3 - Equality is embedded within Council services, policies and
procedures.
Embedding equality practice and procedure within Council functions will demonstrate to
employees, residents and service users that these practices and procedures are no longer a
‘tick box’ exercise but is mainstreamed within all Council policies, practices and key
decisions, and also Council functions meet the duties set out in the Equality Act 2010.
Corporate Reporting
Quarterly reports are presented at Directorate Management Team meetings, as well as
Senior and Corporate Management Team meetings which discuss;
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Changes in legislation
Update on Equality Analysis, including guidance in completing Equality
Analyses, for example, for the Budget Reduction Strategy
Update on discriminatory incidents
Financial implications from the Translation and Interpretation Service
Feedback from consultation and engagement events
Updates on local demographic intelligence
However, further work is to be undertaken to ensure that the right information is being
reported in the correct way, and that this information is being used to inform decision
making.
Equality Analysis (EA)
The Equality Act states that a local authority should record how it has shown due regard to
the three aims of the duty in terms of decision making, which implies EAs should be
completed. Although completing an EA is not an explicit legal duty, the Council believes that
completing this process is critical in assessing the impact of key decisions and policy changes
on protected groups and therefore has chosen to retain this process.
It has been agreed in line with the new guidance that EAs need to be conducted for;
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A new or refreshed policy or strategy
New or changed functions
Service reviews, including transformation projects
Major budgetary decisions
It is important that the Council’s decision makers assess, understand and manage the impact
of any key decisions that they make through the Equality Analysis (EA) process. As previous
case law has shown that the courts may make local authorities repeat the decision making
process again if an assessment of impact has not been completed or is seen to be a ‘tick box’
exercise, it is important that this process is completed properly and is robust in its
conclusions. Further work is also required in monitoring any potential negative impact on
protected groups, and allowing community groups to have their say on EAs.
Equalities Monitoring
As part of the Public Sector Equality Duty requirement to publish information showing how
the Council is meeting the aims of the Equality Act 2010, it is clear that monitoring of who is
or is not using our services is work which the Council needs to improve. The Council
already knows that specific protected groups including economic migrants, Gypsies and
Travellers and the Lesbian, Gay, Bisexual and Transsexual (LGBT) community and the disabled
community often do not know what services are available to them or do not know how to
access services even if they are aware of them.
Improving knowledge of our residents through monitoring who is accessing our services will
aid the Council in identifying protected groups who may not be accessing services or have
specific barriers to accessing our services. By further monitoring the usage of services the
Council will provide more accessible and appropriate services based on need.
Clear and easily accessible information
Making sure that all Council publications and documents are clear and easy to understand is
a local priority based on feedback from several consultation events.
Following consultation on the Equality Objectives it was felt by a number of groups that
Council publications and documents could be written and communicated in a more
simplified way. Feedback also showed that when documents had been requested in an
alternative format such as Braille they were often not provided. By working with the various
community groups, the Council seeks to identify appropriate communication channels and
implement these within Council practices.
12.
Implementation and Resource Implications
The Corporate Equality Strategy will only be effective if all commitments and actions
identified are implemented.
Appendix B highlights the statutory and non-statutory objectives that the Council has
prepared and published in order to meet the duties set out in the Equality Act 2010. It is
envisaged that delivery of planned actions will address the objectives set out in this strategy.
The Health, Diversity and Information Team will lead on the implementation the Corporate
Equality Strategy throughout the Council, with the support from all Council officers and
through Council processes including Service and Performance Planning. Work is currently
under way to develop service ‘equality advisors’ and these officers will lead on driving
forward the outcomes of the strategy. Furthermore, consultation and engagement will be
resourced by contributions from partners.
13.
Arrangements for Monitoring, Evaluation, and Review
The Corporate Equality Strategy will be monitored, evaluated and reviewed as follows;
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Quarterly reports to Corporate Management Team and Senior Management Team
highlighting corporate equality issues and barriers to progress
Quarterly reports to Directorate Management Teams highlighting directorate specific
equality issues
Quarterly reports to the LSP Resource Advisory Group highlighting progress and key
issues relating to partnership equality work
Half yearly reports to Corporate Management Team, Corporate Issues Overview and
Scrutiny Sub-Committee and Cabinet highlighting performance against the statutory
Equality Objectives
The Health, Diversity and Information Team will revise the Corporate Equality Strategy in
July 2016.
Appendix A
The Council has adopted the following definitions:
Protected Characteristic – these are grounds upon which discrimination is
unlawful. The characteristics are;
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Age
Disability
Gender
Gender reassignment
Race
Religion, faith or belief including lack of belief
Sexual orientation
Marriage and civil partnership
Pregnancy and maternity
Direct Discrimination – treating one person less favourably based on their
protected characteristic.
Indirect Discrimination - the use of an apparently neutral practice, provision or
criterion which puts people with a particular protected characteristic at a
disadvantage compared with others who do not share that characteristic, and
applying the practice, provision or criterion cannot be objectively justified.
For example, a blanket policy requiring all job applicants to hold a full driving licence,
even for jobs where no driving is required, could result in indirect discrimination
against disabled people because;
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A considerably smaller proportion of disabled people hold driving licences
compared with non-disabled people
It is to the disadvantage of disabled people because they cannot apply for
employment, and
It cannot be justified as there is no genuine occupational requirement to
drive in the particular role.
Institutional Discrimination – this occurs when “an organisation’s processes,
attitudes and behaviour amounts to discrimination through unwitting prejudice,
ignorance, thoughtlessness and stereotyping, which disadvantages identifiable groups
or individual people” (based on Institutional Racism within the Lawrence Inquiry
Report, 1999).
Harassment - unwanted behaviour that has the purpose or effect of violating a
person’s dignity or creates a degrading, humiliating, hostile, intimidating or offensive
environment.
Victimisation - subjecting a person to a detriment because they have done or
there is a belief that they have brought an admission under equality legislation.
For example, bringing proceedings under the Equality Act; giving evidence or
information in connection with proceedings under the Equality Act; doing any other
thing for the purposes or in connection with the Equality Act; making an allegation
that a person has contravened the Equality Act.
Advance Equality of Opportunity – this includes removing or minimising
disadvantages suffered by people due to their protected characteristics and ensuring
steps are taken to meet the needs of people from protected groups where these are
different from the needs of other people.
Fostering Good Relations – this is encouraging people from protected groups to
participate in public life or in other activities where their participation is particularly
low.
Discriminatory Incident – where the victim or any other person believes
someone is treated less favourable or is party to unwanted or uninvited behaviour
that is offensive, embarrassing, intimidating or humiliating because of their race,
gender, sexual orientation, age, religion, faith or belief or disability.
The Human Rights Act 1998 - the Human Rights Act came into effect in the UK
in October 2000. The Act enabled people in the UK to take cases about their human
rights to a UK court. Previously they had to take complaints about their human
rights to the European Court of Human Rights in Strasbourg.
Appendix B
STATUTORY EQUALITY OBJECTIVES 2012 - 2016
Objective 1
Ensure that the Council’s decision makers assess,
understand and manage the impact of their key decisions
on protected groups.
Rationale
It is important that the Council’s decision makers assess, understand
and manage the impact of any key decisions that they make through
the Equality Analysis (EA) process. Key decisions include the impact
of new or revised policies and strategies; introduction of new or
changes in service and budget reductions. As previous case law has
shown that the courts may make local authorities repeat the
decision making process again if an EA has not been completed or is
seen to be a ‘tick box’ exercise, it is important that this process is
completed properly and is robust in its conclusions.
Consultation
In setting this objective, consultation has shown that both service
users and staff feel that this objective is of the most importance.
Having a robust process whereby the impact of decisions is carefully
considered will help the Council in seeking to eliminate any
discrimination in the decisions that they make and reassure residents
that the full implications of decisions on protected groups are
known and addressed.
Equality Act aim(s)
met
Protected
Affected
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Eliminating discrimination, harassment and victimisation
Advancing equality of opportunity
Fostering good relations
Groups All protected groups.
Previous EAs have shown that the majority of decisions across the
Council, including changes in policy and budget reductions, have an
impact on;
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Older People (over 65) – 70, 824 (source: ONS 2010)
People with disabilities – 15,950 on DLA (source: DWP Q2
2011)
38,900 self-declared (source: Annual Population Survey
2010)
 Women – 171,510 (source ONS 2010)
Corporate Priority, Supporting Vulnerable People, Reducing Inequalities
Corporate
Value, Maximising Our Potential
relevant Strategy
Reducing Costs, Raising Performance
Equality Strategy
Performance
INTI PSP 03 - Number of formal challenges to key decisions made
Indicator used to via Equality Analysis
measure
progress
against this outcome
Key Risks
Legal/Regulatory
Reputational
Objective 2
The Council improves its knowledge of its residents to
better provide accessible and appropriate services.
Rationale
As part of the Public Sector Equality Duty requirement to publish
information showing how the Council is meeting the aims of the
Equality Act 2010, it is clear that monitoring of who is or is not
using our services is an issue on which the Council needs to
improve.
The Council already knows that specific protected groups including
economic migrants, Gypsies and Travellers and the Lesbian, Gay,
Bisexual and Transsexual (LGBT) community often do not know
what services are available to them or do not know how to access
services even if they are aware of them. By improving knowledge of
our residents through monitoring who is accessing our services this
will aid the Council in identifying other protected groups who may
not be accessing services or have specific barriers to accessing our
services. By further monitoring the usage of services the Council
will provide more accessible and appropriate services based on
need.
Consultation
In setting this objective, both service users and staff felt that this
objective was of high importance as providing accessible services is
key to eliminating discrimination, and also allowing people to
participate in every day life thereby advancing equality of
opportunity.
Equality
met
Protected
Affected
Act
aim(s)
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Eliminating discrimination, harassment and victimisation
Advancing equality of opportunity
Fostering good relations
Group All protected groups.
Current evidence suggests that economic migrants, Gypsies and
Travellers and the LGBT community have difficulty accessing Council
services.
Economic migrants – 6,700 (source: ONS 2009 based on ‘White
Other category)
Gypsies and Travellers – TBC
LGBT Community – 20,321 (source: Government figures based on
6% of population of East Riding 2010)
Corporate
Priority, Supporting Vulnerable People, Reducing Inequalities
Corporate
Value, Maximising Our Potential
relevant Strategy
Reucing Costs, Raising Performance
Equality Strategy
Performance Indicator INTI PSP 01 - Percentage of staff who believe that the Council is
used
to
measure committed to equalities and valuing difference
progress against this
outcome
Key Risks
Legal/Regulatory
Customer
Objective 3
The Council, working with its partners, seeks to minimise the impact
of hate crime.
Rationale
Following the publication of the Pilkington Review, the Council assessed that hate
crime was probably being under-reported across all protected groups therefore
making this a local priority. From April 2011 to December 2011, the East Riding
area (C Division) had 147 reported hate crimes and incidents, as shown in the
table below. This is the second lowest number of reported hate crimes and
incidents in the Humber area.
Total Racial Religious Homophobia Transphobia Disability
C
Crimes 77
60
Division
Hate
70
54
incidents
Total
147 114
1
14
1
1
0
14
0
2
1
28
1
3
The Council, with its partners, understand that work is needed to be undertaken
to recognise the extent and impact of harassment and abuse of all protected
groups and take suitable action to prevent it from happening and intervene when
it does happen. By working in partnership with other organisations, there will be
a co-ordinated approach in minimising the impact of hate crime.
Consultation
Following consultation on the objectives, it was found that this objective was a
priority for service users, particularly those from disabled communities who felt
that this affected them the most. Therefore, achieving this objective will provide
better reporting and feedback processes for victims of hate crimes and ultimately
build confidence for victims to report such abuse and harassment. This will allow
the Council and its partners to become more effectively engaged and to get to
the root of such issues.
Equality Act
aim(s) met



Eliminating discrimination, harassment and victimisation
Advancing equality of opportunity
Fostering good relations
Protected
Group
Affected
All protected groups.
Corporate
Priority,
Corporate
Value,
relevant
Strategy
Supporting Vulnerable People, Reducing Inequalities
Promoting Health, Wellbeing and Independence
Anecdotal evidence suggests that disabled people are most affected by hate
crimes in the East Riding currently.
 Disabled people – 15,950 on DLA (source: DWP Q2 2011)
38,900 self-declared (source: Annual Population Survey 2010)
Equality Strategy
Performance
INTI PSP 04 - Number of discriminatory incidents reported to the Council
Indicator used
to
measure
progress
against
this
outcome
Key Risks
Partnership
Legal/Regulatory
Reputational
Objective 4
Ensure that all Council publications are clear and easily
understood.
Rationale
Making sure that all Council publications and documents are
clear and easy to understand is a local priority based on feedback
from several consultation events.
Following consultation on the Equality Objectives, it was felt by a
number of groups that Council publications and documents
could be written and communicated in a more simplified way.
Feedback also showed that when documents had been requested
in an alternative format such as Braille they were often not
provided.
Consultation
From feedback from consultation, this objective is a priority for
service users especially those who have a disability and those
from an ethnic minority background. Providing publications and
documents in the requested and correct format will allow
service users to access information easily, advancing equality
opportunity and eliminating any potential discrimination.
Equality Act aim(s)
met



Protected
Affected

Group
Eliminating discrimination, harassment and victimisation
Advancing equality of opportunity
Fostering good relations
Disabled people – 15,950 on DLA (source: DWP Q2
2011)
38,900 self-declared (source: Annual Population Survey
2010)
 BME - 23,500 (source: ONS 2009)
Golden thread link Supporting Vulnerable People, Reducing Inequalities
to:
Corporate
Priority, Corporate Equality Strategy
Value,
relevant
Strategy
Performance
INTI PSP 05 - Percentage of service users satisfied with the
Indicator used to translation and interpretation service
measure
progress
against this outcome
Key Risks
Legal/Regulatory
INTERNAL EQUALITY OBJECTIVES 2012 - 2016
Objective 1
Statutory duties are met.
Performance
INTI PSP 03 - Number of formal challenges to key decisions made via
Indicator used to Equality Analysis
measure progress
against
this
outcome
Key Risks
Legal/Regulatory
Reputational
Key Delivery Actions
Completion Services/Teams
Date
Involved
Publication of Information
Ensure that the Publication of Information is updated
1.1 annually.
March 2013
Ensure that there is regular reporting on progress December
1.2 with the Publication of Information duty.
2012
Equality Objectives
Ensure that Equality Objectives are fit for purpose
1.3 and relevant to the Council.
March 2013
Ensure that progress with the Equality Objectives are December
1.4 reported six monthly to SMT, CMT and Members.
2012
Horizon Scanning
Respond to all changes in equalities legislation, as
1.5 appropriate.
On going
Objective 2
Partnership working is maximised.
Performance Indicator INTI PSP 01 - Percentage of staff who believe that the Council is
used
to
measure committed to equalities and valuing difference
progress against this
outcome
Key Risks
Key Delivery Actions
Completion
Date
The Joint Equality and Diversity Board
2.1
Develop a process for an Equality representative from
ERYC and NHSERY to attend the LSP Action Group
meetings for Health, Care and Wellbeing, Community December
Safety Partnership and the Children’s Trust to provide 2012
support and guidance on equality issues.
2.2
Develop a process for all equality issues identified at
the LSP Action Group to be reported to other partners March 2013
and the LSP Resource Advisory Group.
2.3
Develop a model for an annual Partners Equality and
March 2013
Diversity ‘Working Together’ Workshop.
Humber Network
2.4
Ensure that the Humber Network is fit for purpose.
March 2013
Consultation and Engagement
2.5
Continue to strengthen the role of the Disability
January 2013
Advisory and Monitoring Group.
2.6
Explore the feasibility of developing other consultation
March 2013
and engagement groups, for example BME Panel.
2.7
Evaluate the effectiveness of the quarterly resident’s
March 2013
Equality and Diversity Newsletter
2.8
Work with the Performance Team to develop the December
Consultation and Engagement Strategy.
2012
Services/Teams
Involved
Objective 3
Equality is embedded within Council services, policies and
procedures.
Performance
Indicator used
to
measure
progress
against
this
outcome
INTI PSP 01 - Percentage of staff who believe that the Council is
committed to equalities and valuing difference
INTI PSP 02 - Percentage of staff who feel that they are treated with
fairness and respect by the Council
Key Risks
Partnership
Legal/Regulatory
Reputational
Key Delivery Actions
Completion
Date
Equality and Diversity Programme Team
Revitalise the Equality and Diversity Programme
3.1 Team.
January 2013
Ensure
there
are
appropriate reporting
mechanisms between the new Equality and
3.2
January 2013
Diversity Programme Team and senior managers
and partners.
Strengthening Links
Strengthen reporting of equality and diversity
3.3 issues to SMT, CMT and Members.
January 2013
Strengthen links to corporate policies
3.4 strategies that have equality implications.
and
March 2013
Staff Development
Explore the feasibility of staff forums based on a
3.5 protected category.
June 2014
Develop and publicise a staff equality and diversity
3.6 newsletter.
June 2014
Develop equality training appropriate for all
3.7 Council staff.
June 2014
Services/Teams
Involved