Redbridge Council - Equality and Diversity Strategy Action Plan 2016-2020
The Equality and Diversity Strategy Action Plan 2016-2020 supports the Council’s Equality and Diversity Strategy. It is a working document and
will be updated periodically to reflect changing borough needs.
The equality and diversity actions and milestones in the action plan have been developed around the following:
• Performance area – our objectives and milestones which have been grouped under 5 performance areas. These performance areas are
used in the Equality Framework for Local Government. This framework will be used to benchmark our equality successes.
• Equality and Diversity Objectives – having equality objectives is a requirement under the Equality Act 2010. The objectives are key areas we
want to focus on to further equality in the borough. Our objectives were identified through consultation with groups representing the
different protected characteristics.
• Equality and Diversity Outcomes – these are areas of good practice that will contribute greatly to furthering equality in Redbridge.
Performance Area
Responsive
services and
customer care
Knowing our
communities
Leadership,
partnership and
organisational
Equality and Diversity Objectives
Equality and Diversity Outcomes
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
Ensure that services are accessible and
welcoming to all communities

Support a fairer Redbridge by making equality
and diversity issues a key priority at all levels of
the Council as a key part of all decision making
processes
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
Promote equality through leadership across the
Council
Engage and work with local statutory and
voluntary, community and faith partners to
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Equality and human rights are integrated into all the
Council’s planning and delivery.
Services are shaped according to customers’ needs
Services are accessible and provided through the most
efficient and effective channels available
There is robust and comprehensive collecting of equality
information across the Council
The analysis and use of equalities information is consistently
informs service planning
Equalities information is shared across the organisation and
between partners
There is clear leadership of equality and diversity across the
Council
Local vision and priorities are shaped and achieved through
partnership and community engagement
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Performance Area
commitment
Equality and Diversity Objectives
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Involving our
communities
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A skilled and
committed
workforce
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further equality in Redbridge
During times of austerity continue to develop
services to those most in need (or at risk of
becoming so) and further equality through
commissioning and procurement
Foster greater community cohesion by creating a
borough where difference and diversity is
understood celebrated and valued
Promote a strong sense of community pride by
encouraging and empowering people from all
backgrounds to work together for the benefit
each other and the borough
Develop and sustain a diverse, skilled and
committed workforce able to meet the needs of
local people
Ensure that all staff are valued and account is
taken of their diversity
Staff are equipped with the knowledge and skills
required to meet the diverse needs of residents
Equality and Diversity Outcomes
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Monitoring and scrutiny uses community outcomes as the
measures of success
Communication with our partners and community is
effective
Partnership, commissioning and procurement promotes
good relations and drives equality outcomes
Effective engagement occurs at all levels of the council
Good relations between all communities are promoted and
community tensions are addressed
The value of diversity is celebrated across the whole
community
A place that people are proud of and play an active part in is
created
Engaging residents and communities in the co-designing, coproducing and co-delivering of services
An environment where employees’ health and wellbeing is
supported is created
Employees experience throughout their employment is
positive and will enhance productivity
Leadership capability is developed and enhanced to drive
culture change
All levels of the workforce reflects the diversity of the local
population
Each year the Corporate Equalities and Diversity Group will identify a priority theme(s) important to furthering equality in the borough.
Embedding equality is the priority theme for 2016/17 as the actions attributed are critical to success, and the measurement of all the objectives
contained in this plan . The Milestones linked to this are labelled on the action plan and include milestones targeted towards:
• Improving the Equality Impact Assessment process
• Providing equality training for staff/ members and partners
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•
Having good equality data which can be used to inform service planning
Improving service access
Equality and Diversity Priority Action Plan (2016-2020)
Fairness Commission projects with an equality and diversity focus have been put into a separate action plan.
Action
Lead
Milestones/
Critical Milestone for Embedding Equality
Review and improve the
Equality Impact Screening/
Assessment process
Corporate
Director of
Strategy Simon
Parker
New equality impact screenings and
assessment for:
• Budget proposals
• Committee reports
drafted, approved by CEDG / Management
Board and rolled out.
Critical Milestone for Embedding Equality
Quality assurance process for completed:
• Equality impact screenings
• Equality impact assessments
• Fairness considerations in
committee reports
drafted, approved by CEDG / Management
Board and rolled out.
Critical Milestone for Embedding Equality
Annual report written on collective impact
across protected characteristics of budget
proposals.
Timesc
ales
Aug
2016
Outcomes
Oct
2016
Management have better
ownership of EqIAs.
Quality of EqIAs is improved.
Content of fairness section
of all committee reports is
informative.
Mar
2017
Performance
Area
The Council has an EqIA
process that is embedded in
the budget and committee
processes.
Responsiveness
and customer
care
The Council will be able to
see the impact of all budget
decisions on each group
across the various protected
characteristics. This
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Action
Lead
Milestones/
Timesc
ales
Outcomes
Performance
Area
cumulative impact report
will be part of the budget
proposal report
Deliver improved Customer Directorate
Access meeting the needs
equality
of all communities
leads
Corporate
Director of
Resources –
Maria G.
Christofi
Critical Milestone for Embedding Equality
Services signed up to the Louder than
Words charter mark achieve the 3rd year
accreditation
Critical Milestone for Embedding Equality
The new one stop shop will be designed to
meet residents needs in particular
promoting disability access
Corporate
Director of Critical Milestone for Embedding Equality
Resources – Customer access centre staff are trained in
accessibility awareness
Maria G.
Christofi
Improve equalities data
collection and monitoring
to enable better
understanding of who
accesses our services
Critical Milestone for Embedding Equality
Ensure that equality is embedded in the
Council’s top 50 performance indicators
Corporate
Director of
Strategy Simon
Parker
Critical Milestone for Embedding Equality
Annual collation and publication of data
showing how the Council meets the Public
Sector Equality Duty
July
2017
Services are more accessible
for deaf and hard of hearing
residents
Apr
2017
A positive example of how
Redbridge looks at
accessibility and the needs
of its residents when redesigning services.
Apr
2017
Staff have a greater insight
into the various needs of
residents.
Dec
2017
Greater insight into the most
important issues in
Redbridge and how different
groups are impacted on.
Mar
2017
Our community and
workforce are kept informed
of our commitment and
work towards equality and
fairness.
Fulfils our legal requirement
Knowing our
communities
4
Action
Lead
Monitor achievement of
our equality objectives,
within an accountability
structure
Milestones/
Critical Milestone for Embedding Equality
6 monthly reporting on progress of action
plan to CEDG and annual equality report to
Cabinet
Become recognised as an
exemplar of good practice
on equality and diversity
Corporate
Director of
Strategy Simon
Parker
Directorate
Leads
Encourage community
participation and
volunteering in events and
initiatives to raise
awareness of equality and
diversity issues
Corporate
Director of
People –
Adrian
Loades
Critical Milestone for Embedding Equality
Create awareness and promote ownership
across the Council of the Equality and
Diversity Strategy.
Critical Milestone for Embedding Equality
‘Vision’ to produce an annual programme
of events promoting equality and diversity
e.g.
• Show Racism the Red Card
• Building open days – Mosques,
Churches etc.
Timesc
ales
Jun
2017
Apr
2017
Outcomes
under the Equality Act 2010
to publicise data showing
how we meet the General
Equality Duties.
Our community and
workforce are kept informed
of our commitment and
work towards equality and
fairness.
Fulfils our legal requirement
under the Equality Act 2010
to annually review our
objectives/action showing
how we meet the General
Equality Duties.
Redbridge has a transparent
equality reporting structure
with each service having an
equality group where
information can be shared.
Apr
2017
Increased involvement and
integration of all
communities within
Redbridge
May
Services can assess the
Performance
Area
Leadership,
partnership and
organisational
commitment
Involving our
communities
5
Action
Lead
Milestones/
Develop an understanding
of the workforce
demographics / review
equality impact of HR
processes and practice (e.g.
recruitment and selection)
Corporate
Director of
Resources –
Maria G.
Christofi
Critical Milestone for Embedding Equality
Ensure people with
protected characteristics
have a voice in Redbridge
Council
Improve equality and
diversity learning within
the workforce
Chief
Executive –
Andy
Donald
Corporate
Director of
Strategy Simon
Parker
All service areas to complete an annual
People Plan.
Plans to identify workforce equalities and
diversity issues and actions through
analysis of:
• Workforce information
• Corporate Key Performance
Indicators
Timesc
ales
2017
Embedding Equality - Priority Milestone
Develop a network of staff groups
representing the protected characteristics
Embedding Equality - Priority Milestone
The Council to have developed an
appropriate Equalities & Diversity training
structure that is tailored to specific groups
within the workforce
Dec 17
Apr
2017
&
Head of
Human
Resources
Develop an equalities learning and
development programme for Councillors
Apr
2017
Outcomes
impact of our HR processes:
• Recruitment
• Redundancy etc.
on the diversity of the
workforce.
Reviewing all plans enables
workforce issues across the
Council to be identified and
addressed.
Council services are
increasingly more in tune
with the needs of our
community
Performance
Area
A skilled and
committed
workforce
Staff feel valued and their
diversity is appreciated
This Council will be a more
open, inclusive and effective
organisation.
Staff and Councillors are
able to access equality
information more easily
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Action
Lead
Milestones/
Corporate
Director of
Strategy Simon
Parker
Critical Milestone for Embedding Equality
Corporate
Director of
Resources –
Maria G.
Christofi
Deliver improved Customer
Corporate
Access meeting the needs
Director of
of all communities
Place –
Caroline
Bruce
Corporate
Director of
People –
Adrian
Loades
Reduce inequality by
targeting service to
communities whose health Corporate
can benefit most from
Director of
participation in leisure and People –
culture etc.
Adrian
Loades
Timesc
ales
Apr
2017
Outcomes
Implement the improved customer offer
for digital contact, ensuring the needs of
the most vulnerable are met
(Transformation Customer Access
Programme)
Maintain the annual Council Access
Improvement Programme to widen
physical access improvements and report
annually on progression
Jul
2017
Digital mentors trained and
sessions run supporting
those groups identified as
‘digitally excluded)
Oct
2016
Disability access of Council
buildings is improved and
maintained
Further development of the First Contact
Team & Information and Advice Service.
Oct
2016
Complete the establishment of 4 locality
based multi-disciplined health and social
care teams.
Mar
2017
There is an integrated initial
contact service which
promotes wellbeing,
prevents deterioration and
reduces the need for care
and support.
Establish close collaborative
working with primary care,
voluntary and community
sector in each locality.
Develop an equality and diversity
communication plan to improve equality
communication with staff
Refresh the Redbridge Joint Strategic
Oct
needs Assessment (JSNA) building on the 4 2016
locality profiles and the Accountable Care
Performance
Area
Equality issues appear
regularly in E-news/
intranet/ team meetings
have regular equality articles
Responsiveness
and customer
care
The JSNA evidence is used as
an evidence base to inform
strategies, plans and
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Action
Lead
Milestones/
Timesc
ales
Organisation Business Plan.
Share Equality and
community data with
partners so that joint
identification of needs and
outcomes enables equality
priorities to be adjusted
Maximise benefit through
commissioning and
income generation
Develop an approach to
Co-production (involving
service users, carers and
residents in service
development) with adult
Chief
Executive –
Andy
Donald
Publication of the report.
Production and publication of Annual
Public Health Report focused on child
health
Jul
2016
Revitalise the Redbridge Strategic
Partnership – each protected characteristic
to be represented by a strategic partner
Nov
2016
Corporate
Director of
Place –
Caroline
Bruce
Working with Council departments and
other partners, support the development
and implementation of the Local Plan.
Dec
2016
Corporate
Director of
People –
Adrian
Loades
Review and refresh the Joint Health &
Wellbeing Strategy
Mar
2017
Outcomes
commissioning intentions
for the procurement of
services across the Council
and all partners.
The Annual Public Health
Report is accessible to
partners and residents.
Implementation of any
service developments
required for improvement.
Voluntary and community
sector groups representing
different protected
characteristics influence
decision and make sure
relevant needs are
considered.
Health and social care needs
are factored into
regeneration programmes;
estates, active travel, access
to quality housing,
worklessness and
employment opportunities;
and community health
facilities.
Residents, service users and
carers are integral partners
to developments and their
needs are
Performance
Area
Leadership,
partnership and
organisational
commitment
Leadership,
partnership and
organisational
commitment
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Action
Lead
Milestones/
Timesc
ales
Outcomes
Chief
Executive –
Andy
Donald
Corporate
Director of
Strategy Simon
Parker
Chief
Executive –
Andy
Donald
Corporate
Director of
Strategy Simon
Parker
Introducing a new Borough Plan which
provides the top level outcomes
framework for the Borough, Council and its
partners’
Self-assessment undertaken against the
excellent level of the Equality Framework
for Local Government
Apr
2017
Release Council statements showing
support for actions showing good
community spirit and standing against
local/ (inter)national hate/ terror crimes
Report to be written for CEDG researching
approaches for addressing and supporting
community cohesion in the borough.
On
Statements of Council
going recognition and support of
community issues
Performance
Area
social care and health.
Become recognised as an
exemplar of good practice
on equality and diversity
Identify best practice
around community
cohesion identified.
Oct
2017
Apr
2017
Members and Senior
Management publicly show
their commitment to
promoting equality:
The Council achieves the
Excellent level of the
Equality Framework for Local
Government
Increase the involvement of
all communities within
Redbridge
Involving our
communities
9
Action
Lead
Milestones/
Quarterly equality workforce reports are
published and reviewed by CEDG.
To include:
• Top 5% earners/ grade
• Profile of starters/ leavers/ staff in post
• Missing demographics
• Absence
• Disciplinary/ capability/ grievance/
sickness absence cases
• Redundancy
• Equality profile of apprenticeships
Develop an understanding
of the workforce
demographics and review
impact of Council HR
processes on promoting
equality
Corporate
Director of
Resources – Staff that have not disclosed their equality
Maria G.
details are encouraged to do so using
Christofi
ITrent self-service.
3 times a year reports are run on missing
demographic data Targeted work is
undertaken and, reminders are included in
e-news
Profile by protected characteristic of the
workforce composite of the 3 Rs processes
is reported to CEDG
All staff surveys to be analysed by
protected characteristics.
Timesc
ales
Plan
into
CEDG
forwar
d plan
Dec
2016
Jun
2017
Outcomes
Performance
Area
There are effective
workforce equality data
monitoring and reporting
processes are in place and
HR policy and practice is
externally scrutinised from
and equalities perspective.
The percentage of staff
disclosing their data will
increase after each initiative.
This will provide more
accurate data to inform
People Plans, Workforce
equality assessments etc.
The impact of HR processes
on the workforce is
understood.
Fulfils our legal requirement
under the Equality Act 2010
to publicise data showing
how we meet the General
Equality Duties.
Findings are used to inform
actions challenging under
representation in the
workplace
A skilled and
committed
workforce
10
Action
Lead
Milestones/
Timesc
ales
A feasibility report to be written for CEDG
Jul
setting out the requirements of Stonewall’s
2017
Workplace Index, the Council’s current
position and work involved in addressing
any gaps.
Corporate
Director of
Resources –
Maria G.
Christofi
Develop staff from underrepresented groups to
progress
Achieve excellent level of the Healthy
Workplace charter.
To include a programme of activities for
staff e.g. health checks, support telephone
line etc. which support staff mental and
physical health
Corporate
As part of the reward scheme/ terms and
Director of conditions, research the impact of a staff
Resources – volunteering schemes linking with a third
Maria G.
sector volunteer broker.
Christofi
Jun
2017
Corporate
Director of
Strategy Simon
Parker
Mar
2018
Feasibility report to CEDG on establishing
staff forums linked to protected
characteristic
Apr
2018
Outcomes
CEDG to decide if the
Council will take part in
Stonewall’s Workplace
Index.
Involvement would show
the Council’s commitment
to LGBT equality.
Excellent level of Healthy
Workplace Charter achieved
Employee Assistance
Programme supporting staff
with mental health issues.
Performance
Area
A skilled and
committed
workforce
Staff gain an insight into
community life whilst using
their skills to improve the
borough. The experience
would be a positive way to
establish and maintain
important relationships in
the community.
CEDG to decide if the
Council will introduce staff
forums linked to protected
characteristic.
Staff equality forums would
show the Council’s
commitment to equality.
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Action
Improve equality and
diversity learning within
the workforce
Lead
Milestones/
Timesc
ales
Corporate
Feasibility report to CEDG on establishing a
Apr
Director of mentoring scheme particularly for staff
2018
Resources – from underrepresented groups.
Maria G.
Christofi
Corporate
A skills needs assessment undertaken for
Dec
Director of staff supporting Adult Social Care, Public
2016
People –
Health and Wellbeing. Findings integrated
Adrian
into the Workforce Learning and
Loades
Development Plan for Adult Health and
Social Care Services.
Outcomes
Performance
Area
Involvement would show
the Council’s commitment
to equality in the workplace.
An integrated and adaptable
multi-skilled workforce
across health and social care.
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