Single Equality Scheme
Stoke-on-Trent City Council
Single Equality Scheme
Single Equality Scheme
Directorate/
division/team
Chief Executives Department
Document
Single Equality Scheme
Date Created
26 May 2009
Version
4.8 updated September 2012
Author
Address
Becky Jones
Stoke-on-Trent City Council
Civic Centre
Status
Version Control
Document agreed by CDB in June 2009
Document updated by the Council’s Equality and Diversity Policy Officer in May 2010 to encompass changes
brought about by the Equality Act 2010
Document updated by the Council’s Equality and Diversity Manager in June 2011
Document updated by the Council’s Equality and Diversity Manager in November 2011
Document updated by the Council’s Equality and Diversity Manager in September 2012
This is a living document and will be updated as and when necessary to reflect current changes in legislation
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Single Equality Scheme
Table of Contents
VERSION CONTROL ............................................................................................................................ 1
1. PURPOSE AND SCOPE .................................................................................................................... 3
2. INTRODUCTION ............................................................................................................................... 4
3. COMMUNITY ENGAGEMENT ............................................................................................................. 4
4. RESPONSIBILITIES .......................................................................................................................... 5
5. EQUALITY IMPACT ASSESSMENTS ................................................................................................... 6
6. CONSULTATION.............................................................................................................................. 7
7. TRAINING....................................................................................................................................... 7
8. RESOURCES .................................................................................................................................. 7
9. SERVICE DELIVERY ........................................................................................................................ 7
10. CORPORATE EQUALITIES PLANNING FRAMEWORK ......................................................................... 9
11. STANDARDS AND MONITORING ..................................................................................................... 9
12. WORKING WITH PARTNERS ........................................................................................................... 9
13. PROCUREMENT AND CONTRACT MANAGEMENT .............................................................................. 9
14. HOW THE COUNCIL WILL MEASURE ITS’ COMMITMENTS................................................................. 10
15. CONTACT DETAILS ..................................................................................................................... 10
APPENDIX 1 ..................................................................................................................................... 11
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Single Equality Scheme
Policy Statement
•
Stoke-on-Trent City Council is committed to the equality and diversity agenda as
defined by the protected characteristics of age, disability, gender, gender
reassignment, marriage and civil partnerships, pregnancy and maternity, race,
religion/belief and sexual orientation.
•
Our aim is to:
o make Stoke-on-Trent a great working City
o promote equality and diversity both internally within the Council and
externally for citizens, businesses and visitors.
o eradicate unlawful discrimination and harassment
o support all of our employees in carrying out their responsibilities to the
equality and diversity agenda through providing training and guidance
o promote a fair, equal and inclusive workforce that is representative of the
community
The Single Equality Scheme is a public commitment of how Stoke-on-Trent City Council
plans to meet the duties placed upon it by equality legislation. The Council’s Chief
Executive is responsible for ensuring this Scheme is effectively embedded throughout the
Council.
1. Purpose and Scope
1.1
The purpose of having a Single Equality Scheme is to minimise duplication and to
provide a coherent strategic approach to tackling equality and diversity across all the
protected equality characteristics. It also aims to make the Equality and Diversity
agenda central and integral to the way that Stoke-on-Trent City Council works in
order to create:
•
•
•
•
•
•
1.2
Better informed decision-making and policy development
A clearer understanding of the needs of Stoke-on-Trent citizens and service
users
Excellent quality services which meet varied needs
More effective targeting of policy and resources that will do the most to increase
equality.
Better outcomes and greater confidence in public services
A more effective use of talent in the workforce
The Single Equality Scheme sets out how the Council will fulfil on its commitment by
ensuring:
• members, employees, partners and the community as a whole are aware of the
Council’s equality and diversity approach
• all members and employees of the Council understand their responsibilities in
working towards an equal and diverse community
• effective monitoring arrangements are developed and maintained to track
progress
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•
1.4
the public and other agencies are enabled to hold the Council to account for
progress.
The Single Equality Scheme covers all members, and employees of the Council.
There is a specific Scheme for schools that the Council recommends to school
governors for adoption.
2. Introduction
2.1
Stoke-on-Trent City Council is committed to promoting and valuing diversity in all its
roles as community champion, service provider and employer.
2.2
It is important to understand the key differences between equality and diversity.
Equality without diversity is treating everyone the same, which leads to confusion
and political correctness without common sense. Diversity without equality on the
other hand, would result in the survival of the privileged to the exclusion of others.
Neither can be truly effective without the other.
2.3
Diversity occurs naturally. We all differ as human beings, and therefore we all have
unique requirements, abilities and motivations. We have different identities within the
social groups in which we are classified. For example: male, female (gender), black,
white (race), English, Asian, African, Caribbean (nationality).
2.4
The key is to embrace these differences whilst maintaining the Council’s core values
and requirements to enable the corporate vision and priorities to be achieved.
Equality and diversity principles apply to everyone. It is therefore a paramount need
to ensure that we have an equal, diverse and fairly treated workforce.
2.5
Every individual is affected either by moral issues, such as dignity and privacy, by
practical concerns, such as accessibility or capability; or both. It is crucial that we
assess any situation correctly in order to succeed in our aim of having a competent
and confident workforce that delivers effective, required and accessible services to
the community.
2.6
The Equality Act 2010 has replaced and superseded all previous equalities
legislation. This Scheme reflects the requirements of this Act.
3. Community Engagement
3.1
The Council recognises its responsibilities to the community, residents and
businesses of Stoke-on-Trent. We are determined to deliver our services fairly to all.
We will do this by engaging with the community. However, it also recognises that not
all sections of the community are treated the same. There are always going to be
groups within the communities that are hard to engage with for a wide variety of
reasons. The Council’s Community Engagement Guide and Tenant Engagement
Guide clearly states its approach to community engagement and cohesion and
should be referred to for more information on these reasons and how we will be
working towards ensuring they are addressed.
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4. Responsibilities
4.1
The Council has a duty to promote equality of opportunity and an understanding of
diversity within the workplace and to engage effectively with the community to
ensure that the needs and requirements of employees and residents are understood
and considered when making policy changes and decisions. The responsibility to
ensure this outcome lies with all employees to ensure they consider the equality and
diversity implications of all that they do. To facilitate this, the Council will provide a
policy framework, as set out by this Scheme, and will support this with specific
objectives and training to ensure that its’ commitment to equality and diversity is
effectively delivered.
4.2
To ensure this is achieved, the Council:
4.3
4.4
•
will work to achieve social justice
•
will oppose and prevent discrimination against all employees and members,
setting an example for the community
•
will treat the citizens of Stoke-on-Trent with dignity and respect at all times
•
recognises the rights of individuals to participate fully in the democratic, social
and economic life of the City
•
believes that by working in an inclusive environment, employees will feel more
able to contribute effectively
•
will play an active role in assessing what obstacles or barriers may exist through
monitoring, and where necessary, work with others to encourage or facilitate
genuine equal opportunity
•
is committed to fostering a diverse and inclusive community which encourages all
employees and members to fulfil their potential
•
will value each individual because of their differences
Managers must:
• carry out Equality Impact Assessments as and when required and publish the
completed forms on the Council website
•
be mindful of their responsibilities to the equality and diversity agenda when
carrying out recruitment and selection, including for example, using the
Stonewall and Two Ticks logos on adverts
•
ensure an equal standard of service delivery is given to all service users at all
times, taking into account the wide range of needs and requirements that exist
Employees must:
• comply with this Scheme and associated policies
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Single Equality Scheme
4.5
•
ensure that any visitor to the Council who they are responsible for complies with
the principles of the policy
•
treat others with respect at all times
•
actively discourage and report any discriminatory behaviour/practices
•
co-operate with Managers and participate in training to eliminate prejudice and
promote good practice
Each employee is responsible for complying with the Scheme and for ensuring that
the workplace is free from discrimination, harassment and intimidation. Particular
responsibility is placed on management at all levels in implementing and monitoring
procedures and practices to ensure that improvements are being made and that
employees are provided with the necessary education and training.
5. Equality Impact Assessments
5.1
Stoke-on-Trent City Council recognises that information gathering and monitoring
form the foundation of informed, evidence based policy making, and commits the
Council to using such tools to develop policy that meets the needs of the citizens of
Stoke-on-Trent.
5.2
The Council will undertake Equality Impact Assessments of all relevant existing and
proposed policies, procedures and practices to ensure they do not have a
disproportionately adverse impact on particular sections of the community.
5.3
The aim of these assessments will be to ascertain whether service provision is not
only consistent with legal obligations, but caters for the needs of people from
different racial/ethnic backgrounds, women, men, disabled people, those who are
pregnant or on maternity leave, those with care responsibilities, trans people and
younger and older people regardless of their sexual orientation and marital or civil
partnership status.
Specific issues that Equality Impact Assessments will seek to address include:
•
whether existing management information systems capture sufficient data on
who accesses a particular service and who does not
•
gauging the opinions of all customers who use the service and assess how
existing provision impacts on minority groups
•
whether users, particularly from historically disadvantaged groups, are provided
with appropriate information about the service
5.4
Guidance on undertaking Equality Impact Assessments has been issued to all
Heads of Service and is located on the Council’s intranet.
5.5
Equality objectives and targets arising from these assessments will be set
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6. Consultation
6.1
The Council will consult with members of the public through various methods
including: focus groups, discussions with interested parties, supporting a Youth
Forum/Parliament, awareness raising through the local press and the Council’s
website and ‘Our City’ magazines as well as, where relevant, through
questionnaires.
7. Training
7.1
Equipping members, managers and Council employees with the knowledge and
skills around the equality and diversity agenda is essential if the Council is to ensure
that the equality and diversity agenda is central and integral to its service delivery.
Training will be focused at a range of levels including:
• General awareness training for all staff on the equality and diversity agenda. This
will also form part of the induction programme for all new staff.
• Refresher training every 3 years to ensure employees are up-to-date with
changes to the genre and legislation
• Recruitment and Selection training for all staff involved in the recruitment of staff
or volunteers.
• Training for senior managers to ensure an ongoing awareness of the changes in
legislation and best practice and their roles and responsibilities under the
legislation in promoting the equality and diversity agenda.
7.2
Equality and diversity principles will be embedded in all Council training
programmes, ensuring that materials, case studies and exercises appropriately
reflect the equality and diversity agenda.
8. Resources
8.1
The Council recognises that commitments are hollow unless there is true, financial
backing and commitment to ensuring the vision’s become a reality. This is why the
Council has a dedicated budget which it can use for achieving our equality and
diversity aims to ensure that we have the relevant funds to deliver against our
promises and commitments.
8.2
The Council will use the outcomes of the completed Equality Impact Assessments to
help decide what its priorities are, thus ensuring a fair and balanced approach to the
Council’s financial decisions in the budget setting process.
8.2.1 Furthermore, by having objectives that link in with existing work streams, the
relevant funds required to deliver against promises and commitments can be
established.
9. Service Delivery
9.1
The Council provides direct services, regulates, funds and commissions services. In
all these roles and activities the Council is committed to fair and equitable access to
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Single Equality Scheme
services, whether they are provided directly by Council employees, in partnership
with other agencies or indirectly through external contract, funding or commissioning
arrangements. All departments and directorates will take steps to ensure that
Council functions and policies are carried out in a way that complies with statutory
requirements, minimises adverse impact on any section of the community and meets
the needs of all local people as appropriately as possible.
9.2
9.3
The Council aims to:
•
Ensure equal access, fair treatment and appropriate provision to the whole
community regardless of age, disability, gender, gender reassignment, marital or
civil partnership status, pregnancy or maternity status, race, religion, nationality,
social background or sexual orientation, and any other reason not connected to
entitlement and availability
•
Provide quality services that are designed to meet a wide range of different
needs in the community and regularly review them to ensure that no customers
are disadvantaged
•
Provide appropriate services, adapting them to meet the needs of the whole
community promoting equal access to services, including producing clear
information about how to access our services (for example in large print). The
Council is reviewing its community language provision services as it aims to
promote a strong culture based on the same values and principles, where the
most popular spoken language is English
•
Provide and publicise clear information on how customers can complain about
the services they have received and respond efficiently to complaints
•
Ensure that wherever practicable, all services and buildings are accessible to
everyone
In addition the Council will:
•
Assess organisational and individual requirements to achieve compliance with
legislation
•
Establish mechanisms for responding to harassment
•
Ensure equal access to services
•
Ensure that all its functions and policies are carried out in a way that complies
with statutory requirements, minimises adverse impact on any section of the
community and meets (as appropriately as possible) the needs of all local people
•
Set equality and diversity objectives within each directorate as part of the regular
business planning process, in accordance with corporate performance planning
guidelines
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•
Develop and implement a framework that enables and supports a regular
process of self- assessment, scrutiny and audit
10. Corporate Equalities Planning Framework
10.1
The Council’s business planning processes allows for a corporate embedding of the
agenda by having clear equality and diversity targets in all business plans, together
with the Equality Impact Assessment process which is an integral part of the
Council’s Committee reporting structure, restructures and decision making
processes.
11. Standards and Monitoring
11.1
The Council has key objectives which link into existing work streams of each
directorate.
11.2
Each directorate has a lead and support lead to ensure equality and diversity
continues to be mainstreamed throughout the Council
11.3
The progress against each level is audited on an annual basis and the results are
published on the Council’s webpage
12. Working with Partners
12.1
In order for this Scheme to be a success, there needs to be effective partnership
working to ensure active contributions are received and added to the Council’s own,
to improve life within the City.
12.2
The Council works closely with key stakeholders, on numerous issues and will take
a leading role on strategic and policy issues to drive the equality and diversity
agenda forward across the City.
12.3
Other key partners are the community and voluntary groups. These provide an
excellent way of communicating and consulting with the people of the City as well as
acting as an excellent monitoring forum on how the Council is delivering.
13. Procurement and contract management
13.
The Council will take into account in its tender evaluation and contracting processes,
a potential contractor’s approach to equalities in terms of its employment practices
and service delivery. It will do this by asking potential contractors relevant questions
and include appropriate provisions in its contract documents relating to these
matters. The impact of its procurement strategy with regard to the promotion of
equalities will also be monitored and managed during the life of each contract.
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14. How the Council will measure its’ commitments
14.1
The Council’s equality and diversity objectives provide a clear direction against
which to travel. Please see appendix 1 for these objectives.
15. Contact details
For further information or if you would like this document in large print, Braille or audio
format, contact Becky Jones or Donna Hammersley on:
[email protected], [email protected]
01782 234044
Chief Executives,
Fourth Floor,
Civic Centre,
Glebe St,
Stoke-on-Trent,
ST4 1HH
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Appendix 1
Equality and Diversity Objectives 2012-16
Ensure high level objective is in business plan
“The service will carry out the required actions to deliver on the agreed Equality and
Diversity targets”
Knowing your community and equality mapping
• Understands equality profile of service users
o Breakdown of service users per directorate
•
Use this to inform future decisions i.e. to consult with representative groups, focus
on areas with less users to improve in these groups
•
Can see how service users/communities are changing overtime and consider
implications of this
•
Based on equality profile analysis, service understands all service users and has
methods in place to improve usage take up of service amongst groups with minimal
usage currently
•
The requirements of service users form service priorities and these are carried out,
where possible, with partners
Place shaping, leadership, partnership and organisational commitment
• EIAs are carried out as part of all potential restructures and processes with budget
implications. The outcomes of which help to form priorities
•
Appropriately considered and funded priorities form a fundamental part of Council
policies, in the sense that e and d is an embedded part of all Council policies and
processes
•
Priorities are managed and publicly reported against
Community engagement and satisfaction
• Regular consultation with service users in accessible venues/formats on all potential
changes to services
Responsive services and customer care
• EIAs are an embedded part of potential service changes
•
Service user needs are understood, with particular respect to the vulnerable
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•
Progress against targets is fed back to DMTs and Councillors
Modern and diverse workforce
• Link to staff equality data
•
Based on staff equality profile, work towards making workforce more representative
of local labour market
•
Equality and Diversity embedded in the PDR process
•
Learning and Development opportunities offered
•
Harassment and bullying incidents monitored and analysed regularly.
o Appropriate action is taken to address the identified issues
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