TUNBRIDGE WELLS BOROUGH COUNCIL OVERVIEW AND SCRUTINY COMMITTEE 17 APRIL 2007 REPORT OF HEAD OF COMMUNITY & CORPORATE PLANNING

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1 17 TUNBRIDGE WELLS BOROUGH COUNCIL OVERVIEW AND SCRUTINY COMMITTEE 17 APRIL 2007 REPORT OF HEAD OF COMMUNITY & CORPORATE PLANNING *ADOPTION OF THE COMPREHENSIVE EQUALITY POLICY AND SCHEME Executive Summary (070417/OS003) Following consultation on the draft Comprehensive Equality Policy and Scheme, changes have been made to the document and members are now asked to approve and formally adopt the following: Comprehensive Equality Policy Comprehensive Equality Scheme Race Equality Disability Equality FOR DECISION Background 1. Members will recall that the draft Comprehensive Equality Policy & Scheme (including race and disability action plans) were recommended for approval for consultation purposes by Cabinet on 16 th November 2006 [061116/CAB004] and by Overview and Scrutiny Committee and Policy and Development sub-committee on 7 th December 2006 [061207/PDOS002]. 2. The Comprehensive Equality Policy sets out the Borough Council s commitments to eliminating discrimination and promoting equality in its roles as a community leader, service provider and employer. 3. The Comprehensive Equality Scheme shows how we will deliver the policy and focuses on delivering outcomes for improving and shaping our services. The Scheme includes sections on delivering outcomes for race equality and disability equality. 4. The development of the Comprehensive Equality Scheme has taken a phased approach. The policy, scheme and race equality and disability documents have been revised following consultation and will be published on 30 th April 2007, following approval by Full Council. 5. In addition, the gender, age, religion/belief and sexual orientation equality documents have now been drafted and will be consulted on following approval by Cabinet on 10 th May Consultation (policy, scheme, race and disability documents) 6. Consultation on the Policy and Scheme took place over a six-week period between 8 th January 16 th February Responses from community and voluntary organisations and staff were received. The majority of the feedback: Agreed that our commitments were clearly set out in the policy

2 18 Agreed with our vision and priorities for race equality and disability equality Agreed that the right actions had been identified in our action plans 7. Suggestions for amendments to existing actions or new actions were also highlighted in a number of cases. Key Amendments to the Comprehensive Equality Policy and Scheme An executive summary has been added to clarify the links between the documents the terms ethnic group and ethnic minorities have been clarified in the race equality document. the definition of a disability has been clarified in the disability equality document. There have been additions, amendments and deletions to the race equality and disability equality action plans, in response to issues raised, where appropriate. Delivery of the Comprehensive Equality Policy & Scheme 8. Development of a Corporate Equality Plan will commence shortly. This highlevel document will set out our corporate equality objectives for ensuring equalities is integrated throughout the authority and will show how we will: consult and collect information about the profile of our service users monitor and promote the outcomes we achieve ensure the information we provide is accessible provide appropriate training and briefings to staff and councillors 9. Following adoption of the policy and scheme, delivery of our service-level equality action plans for race equality and disability equality will commence. The Borough Council will monitor progress against the action plans and report and promote the outcomes we achieve. Regular reports will be brought to Cabinet, through the newly established Corporate Equalities Monitoring Group. RECOMMENDED That the Overview and Scrutiny Committee recommends the Comprehensive Equality Policy & Scheme for adoption by Full Council. Contact Officer: Sarah Andrews, Equality Policy Officer Nazeya Hussain, Head of Community & Corporate Planning Appendices: Appendix A: Executive Summary Appendix B: Comprehensive Equality Policy Appendix C: Comprehensive Equality Scheme Appendix D: Race Equality Appendix E: Disability Equality

3 19 Appendix A Executive Summary The Council s plans for promoting fair treatment and equal access to services and employment opportunities are set out in a series of documents, known collectively as the Comprehensive Equality Scheme. The scheme aims to promote understanding of equalities issues, build positive attitudes and counter all forms of disadvantage, particularly in relation to race, disability, gender, age, religious belief and sexual orientation. A brief summary of each individual document within the scheme is provided below: Comprehensive Equality Policy Comprehensive Equality Scheme Overview Corporate Equality Plan Race Equality Disability Equality Gender Equality Age Equality Religion/Belief Equality Sexual Orientation Equality Sets out the Council s commitments for ensuring that people who live, work, learn and enjoy leisure time in the borough are not excluded from opportunities or experience discrimination. Briefly describes each of the processes we will use to deliver our commitments. Details the actions we will take to ensure the commitments set out in the policy will be applied throughout the Council. Each document sets out the Council s vision for equality in the Borough, which will result from delivering against our commitments, and the actions that will be taken to improve and shape each Council service to meet the needs of our customers.

4 20 Appendix B Draft Comprehensive Equality Policy

5 21 Introduction Tunbridge Wells Borough Council believes that diversity is a strength. We are committed to eliminating discrimination on the grounds of race, disability, gender, age, religion and belief and sexual orientation. This policy, together with our Comprehensive Equality Scheme sets out how the Council will eliminate discrimination and promote equality in our roles as community leader, service provider, employer and purchaser of goods and services. As a community leader the Council is uniquely placed to lead by example, promoting equality, valuing diversity and combating unfair treatment. The Council will: work in partnership to improve the quality of life for all those who live, work, learn and enjoy leisure time in the borough treat all people with dignity and respect seek to eliminate discrimination and promote community cohesion and social inclusion encourage and support people to exercise their democratic rights listen to and respond to the views of our communities through public consultation and participation maintain our commitment to equality when working with our partners and contractors As a service provider the Council believes that all our customers have a right to expect and receive high quality services that are appropriate and relevant to their needs. In order to ensure that services are independently accessible, the Council will be proactive in considering what barriers may exist to users and seek to eliminate those barriers. The Council will: continuously strive to improve customer service and satisfaction ensure that our services (including those delivered on our behalf) are equally accessible to all residents and customers work with partners in consulting all sections of the community on service needs and provision As an employer the Council is committed to the establishment, maintenance and promotion of equal opportunities for all of its employees. The Council will: aim to employ a workforce that reflects the community we serve provide fair and independent access to learning and development opportunities, encouraging all staff to develop and fulfill their potential provide a safe, accepting, respectful and independently accessible working environment provide fair and transparent pay and reward systems

6 22 Why have a policy? Discrimination and inequality still occur in our society and it is important to find ways to tackle discrimination and promote equality. Exclusion from opportunities not only disadvantages those who experience discrimination and harassment, but also deprives the wider community of the full contribution of their talents and energies. This Council believes that empowering people to contribute positively to the community enriches that community. Among those groups most at risk of social inclusion are children and young people, ethnic minorities, disabled people and older people. By eliminating discrimination and promoting equal opportunity for these groups, the Council will develop safer, stronger and more inclusive communities. How will we deliver the policy? We will: test all our policies, strategies, projects and initiatives against this policy to ensure that we are upholding its principles through equality impact assessment, consultation, monitoring, scrutiny and audit champion and promote good practice challenge and seek to eradicate poor practice not tolerate inappropriate or offensive language or behaviour from or to our Councillors, staff and customers provide training and development opportunities for all our staff and Councillors to ensure that they are equipped with the skills to provide services appropriately and respond positively to a diverse range of needs implement and monitor recruitment processes to ensure that they provide equality of opportunity monitor take-up and evaluate services to identify and seek to remove any practices which discriminate against or exclude people deal with breaches of the policy via the Council s Complaints Procedure (for our customers), the Bullying and Harassment Procedure (for our staff) and the Code of Conduct (for our Councillors) work with our partners and our own employees to ensure this policy is implemented The Council is developing a Comprehensive Equality Scheme that outlines the Council s plans for promoting fair treatment and equal and independent access to services and employment opportunities for everyone. The scheme will include detailed action plans of how we will eliminate discrimination and promote equality in relation to race, disability, gender, age, sexual orientation, religion and belief. Key Targets and Initiatives The Council has adopted the Equality Standard for Local Government which provides a framework to help local authorities introduce a comprehensive and systematic approach to dealing with equality issues. We will publish a

7 23 Corporate Equality Plan showing how we will work towards the levels of achievement set out in the Equality Standard for Local Government, by monitoring ourselves and demonstrating measured outcomes. The Council will be developing its Comprehensive Equality Scheme in stages: the scheme, including action plans for race and disability will be published, and implementation will start, in April 2007 action plans for gender, age, religion/belief and sexual orientation, and our Corporate Equality Plan, will be published in draft format for consultation in May 2007 and implementation will commence in July 2007 Responsibilities & Resources The elected Council Members, acting through Full Council, have overall responsibility for this policy. The policy will be championed by the Portfolio Holder for Organisational Development, Productivity and ICT. The Head of Community and Corporate Planning, acting on their behalf, has overall responsibility for its implementation. Line managers will ensure that areas under their control are run in accordance with the principles set out in this policy. Each member of staff and each Councillor has responsibility to read, understand and implement this policy and to take responsibility for their own behaviour. Racial and homophobic incidents TWBC funds two freephone reporting lines, one for racial incidents and one for homophobic or transphobic incidents. The two lines are manned 24 hours a day, seven days a week by trained staff from Lifeline, which is based in Shepway. The majority of the districts in Kent subscribe to the service. The telephone numbers for the two lines are: Kent Racial Incident Reporting Line: Kent Homophobic Incident Reporting: Line If you require this information in large print, Braille, on audiotape or in any other format, please contact us on

8 24 Appendix C Draft Comprehensive Equality Scheme Overview

9 25 Contents Page Number 1. Welcome Introduction Community Plan Council Priorities & Objectives Legal Responsibilities How the scheme will be developed 14

10 26 Welcome Welcome to Tunbridge Wells Borough Council s first Comprehensive Equality Scheme. This scheme, together with our Comprehensive Equality Policy, sets out how the Council will eliminate discrimination and promote equality in our role as community leader, service provider, employer and purchaser of goods and services. By promoting equality, valuing diversity and combating unfair treatment of people based on their race, disability, gender, age, religion/belief or sexual orientation, we aim to improve the quality of life for all who live, work, learn and enjoy leisure time in the borough. This scheme contributes to our commitment to developing safer and stronger communities. As well as complying with our legal duties, we have set out actions that will make real, positive changes to the lives of people in the borough. In our first three-year scheme, we aim to build on what we know about the characteristics of people who live in the borough and the discrimination some may face. This scheme will start the process of integrating equality issues into all our policies, service planning arrangements and performance management frameworks. Every member of staff has a responsibility to apply our equality aims to their daily work. As the scheme develops and our knowledge grows, we will be able to put more actions in place to tackle discrimination. We are keen to ensure that this scheme is owned by and reflects the changing needs of people who live and work in the borough. With continued involvement from stakeholders, partners and staff, we can assess ourselves to confirm that we are meeting the needs of local communities and achieving our aims. To ensure that everyone can monitor our progress, the results of our assessments will be made available to the public annually. We welcome comments and suggestions throughout the development of the scheme. Details of how to contact us are on the back cover. Sheila Wheeler Cllr Melvyn Howell Cllr Peter Bulman Chief Executive Leader of the Council Portfolio Holder for Organisational Development Productivity and ICT

11 27 Introduction What is a Comprehensive Equality Scheme? The scheme supplements our Comprehensive Equality Policy, which sets out our commitments as a community leader, service provider, employer and purchaser of goods and services. This document sets out the Council s plans for promoting equality and countering disadvantage or discrimination and is divided into the following equality themes: race disability gender age religion/belief sexual orientation This scheme is centred on putting robust action plans in place showing how we will take steps to ensure people are treated fairly. Within each theme, you will find details of our legal responsibilities, statistics for the borough (where available) and a detailed action plan. Sustainable Community Plan Enhancing the Quality of Life for All The new Sustainable Community Plan for Tunbridge Wells Borough has been developed by our multi-agency strategic partnership the Community Plan Partnership and sets out the long-term direction for the borough and underpins the Council s work. One of the key themes of the Community Plan is Promoting Social Inclusion by Promoting Independence. Furthermore the Partnership recognises that we must address inequalities in terms of aspirations, opportunities and outcomes for all parts of our community. This scheme works towards the aspirations in our Community Plan. Council Priorities and Objectives The Comprehensive Equality Scheme will support and supplement the Council s corporate priorities to: promote and maintain a thriving and diverse local economy care for our environment have housing suitable for local people develop safer and stronger communities

12 28 We will achieve this through: delivering high quality services to our customers improving customer service and satisfaction ensuring that we are well managed, proactive and deliver value for money services This scheme will also help us work towards many of our corporate objectives, such as: improving public access to our services improving how we communicate with our public involving the public and our partners in consultation exercises on major plans and policies ensuring that local Councillors are in touch with the communities they represent working with partners to improve the efficiency of the transport system developing a range of options to prevent homelessness and support independence for vulnerable people, including to increase funding for Disabled Facilities Grants through partnership and collaboration, instigating and managing projects and initiatives to address inequalities in health, education and employment encouraging participation by children and young people in youth cultural and community activities As the scheme develops, it will also influence and complement other strategies, plans and policies. The Council s Social Inclusion Policy recognises that, among those groups most at risk of social exclusion are children and young people, ethnic minorities, disabled people and older people. The Social Inclusion Policy aims to tackle inequalities, which may contribute to social exclusion by: involving communities and paying particular attention to the needs of those most at risk of social exclusion integrating equality of opportunity into all aspects of local authority activity conducting impact assessments in strategy development providing equal access to all service users and potential service users according to need The development of this Comprehensive Equality Scheme will involve and promote equality for those groups most at risk from social exclusion and will complement the aims of our Social Inclusion Policy. This scheme incorporates and replaces our Race Equality Scheme, Disability Strategy and Corporate Access Action Plan.

13 29 Legal Responsibilities The Council must comply with its legal responsibilities in respect of race and disability equality. In developing this scheme, the Council has applied the principles of these responsibilities across all equality themes. In summary the Council s legal responsibilities for development of equality schemes in relation to race and disability are: Race The Race Relations (Amendment) Act 2000 requires local authorities to set out those functions and policies that are relevant to race equality and to monitor their employment procedures and practices. The Act places specific duties on the Council to: assess and consult on the likely impact of our policies or proposed policies monitor our policies for any adverse impact publish results of assessments and consultation ensure public access to information and services train staff in connection with the duties imposed by the Act review the relevance of our functions and policies to race equality every three years Disability The Disability Discrimination Act (2005) requires the Council to: involve people with disabilities in the development of the scheme state our methods for assessing the impact of our policies and practices, or the likely impact of our proposed policies and practices, on equality for disabled persons provide an action plan to show how we will meet our duties imposed by the Act state our arrangements for gathering information in relation to employment and delivery of functions state our arrangements for putting the information gathered to use, in particular in reviewing the effectiveness of our action plan and in preparing subsequent schemes within three years of the scheme being published, take the steps set out in our action plan and publish a report containing a summary of steps taken under the action plan, the results of our information gathering and the use to which we have put the information The Council must also comply with legislation relating to gender, age, religion/belief and sexual orientation. More information about our specific legal responsibilities for these equality themes will be published in 2007.

14 30 How the scheme will be developed Relevant Functions and Policies The Race Relations (Amendment) Act 2000 places a general duty on the Council to: eliminate unlawful racial discrimination promote equality of opportunity; and promote good relations between people of different racial groups The Council has considered this duty across all equality themes. We have, therefore, checked our functions and policies to see how relevant they are to eliminating discrimination, promoting equal opportunity and promoting good relations for members of the public and our own employees. We have checked our full range of duties and powers (including statutory and nonstatutory) and internal and external functions. We have also checked Council policy documents, which set out the basis for making future decisions. Equality Impact Assessments Those functions and policies that have been checked and identified as relevant to promoting equality, will be assessed to find out whether they take into account the different needs and experiences of people in relation to their race, disability, gender, age, religion/belief or sexual orientation. This process is known as Equality Impact Assessment. These assessments will help us to identify and respond to actual and possible differences. As well as assessing our existing functions and policies, all new policies will be subject to the process. Consultation and Involvement The scheme and the individual actions plans for each equality strand have been developed in consultation with the public, voluntary and community organisations and our own employees. Further consultations will take place as part of the Equality Impact Assessment process, once the scheme is established. Monitoring and Reviewing The scheme and progress against the action plans will be monitored and reported on annually. The action plan outcomes will be available on the Council s website ( and in other formats. We will also publish the results of our Equality Impact Assessments annually. The scheme and action plans will be reviewed and revised every three years.

15 31 Performance Management The Council has adopted the Equality Standard for Local Government, which provides a framework to help local authorities introduce a comprehensive and systematic approach to dealing with equality issues. The Equality Standard for Local Government sets out five levels of achievement: level 1: commitment to a Comprehensive Equality Policy level 2: assessment and consultation level 3: setting equality objectives and targets level 4: information systems and monitoring against targets level 5: achieving and reviewing outcomes We will work towards these levels of achievement by monitoring ourselves against these targets and by demonstrating measured outcomes. Training We will ensure that our staff and Borough Councillors receive appropriate training. We will develop a training programme, which will reflect our duty to eliminate discrimination, promote equality of opportunity and promote good relations. This will include awareness training focusing on the legislation and responsibilities in relation to each of the equality themes. Staff members from each of the Council services will also be trained on how to carry out impact assessments. Integrating Equality Our first Comprehensive Equality Scheme will start the process of mainstreaming equality issues by: integrating equalities into all our policies, service planning arrangements and performance management framework ensuring that the borough s Community Plan and our Corporate Priorities contribute towards this scheme ensuring that arrangements are in place to monitor and report on our progress against our action plans, as well as our progress on mainstreaming equality issues ensuring that we engage effectively with stakeholders and local communities in developing and monitoring the scheme

16 32 Appendix D Draft Comprehensive Equality Scheme Race Equality

17 33 Race Equality Legal responsibilities Under the Race Relations Act (2000) the Council has a duty to: eliminate unlawful racial discrimination promote equality of opportunity; and promote good relations between people of different racial groups The Council must also meet the requirements of the specific duty which is detailed on page 13 of the Comprehensive Equality Scheme overview. In addition, as an employer, the Council has a specific duty to monitor, by reference to the racial groups to which they belong, those who: are currently employed by the Council apply for employment, training and promotion receive training benefit or suffer detriment as a result of the Council s performance assessment procedures are involved in the Council s grievance procedures are the subject of disciplinary procedures cease employment with the Council The Council has already put its employment monitoring arrangements in place and will continue to publish annual reports to Cabinet which are available on the Council s website ( and in other formats on request. Ethnicity in the borough The following table shows the ethnic groups to which people in the borough belong. The categories used are based on the census Ethnic Group Borough % Kent % England % (total population: 104,030) White Mixed Asian or Asian British Black or Black British Chinese or other Ethnic Group Ethnic groups and ethnic minorities The term ethnic group, as used by the Census, is defined as a group that regards itself, or is regarded by others, as a distinct community by virtue of certain characteristics (including a long shared history and a cultural tradition

18 34 of its own) that will help to distinguish the group from the surrounding community. The Council acknowledges that the borough has a relatively small minority ethnic population when compared with Kent and national averages. Ethnic minorities include all those who belong to an ethnic group other than White British. The classifications used in the Census data do not reflect the full diversity of ethnic groups in the borough and the population changes in recent years. There are indications that the borough also has large Gypsy and Traveller, and Central European ethnic minority populations. Traditionally, minority ethnic groups have been more likely to experience disadvantage and social exclusion. It is therefore all the more important that we do not overlook or neglect the needs of individuals and local communities, or the contribution that they make to the borough. The Council takes its obligations and duties seriously and will take active steps to combat and redress racial discrimination and promote equal opportunities. Although statistics are available indicating the number of people in the borough from minority ethnic backgrounds, we do not have detailed information on their experiences of the services that the Council provides. For the Borough-wide Survey conducted in 2005, we attempted to gain a better understanding of the views and experiences of residents from minority ethnic backgrounds in relation to a range of local issues and services. Of the 1,346 interviews carried out, 118 (9%) were with people who considered themselves as being from a minority ethnic background. The survey focused on general awareness, use and satisfaction levels with various Council services (rather than identifying the specific problems that people from minority ethnic backgrounds faced). The findings from the survey indicated that, people who considered themselves as being from a minority ethnic background: are more likely than others to live in larger households are much less likely to speak English as their first language at home are more likely to consider health and housing needs, education and community safety as the most important themes in the Community Plan are less likely than others to have used Council services in general the preceding year are more aware of and more likely to use the Housing services provided by the Council are less likely to agree that the Council treats all types of people fairly are less likely to be satisfied with the way the Council runs things Involving people from minority ethnic backgrounds Over the past few years the Council has made progress in consulting and involving people from minority ethnic backgrounds in the development of various plans and strategies. Groups and organisations from minority ethnic

19 35 communities have taken an active part in the Council s Stakeholder Conferences and contributed to the development of the borough s Community Plan through the Community Development Forum and the West Kent Minority Ethnic Advisory Group. In developing this Race Equality Scheme and action plan, we have: received views from local groups and organisations on the priorities we should adopt for promoting racial equality publicised the scheme on the Council s website received views from our staff on the priorities we should adopt for promoting racial equality Our vision for racial equality Our vision for racial equality in Tunbridge Wells borough is that: everyone should expect to have an opportunity to lead a fulfilling life, free from discrimination and harassment, regardless of their racial, cultural or ethnic background long-lasting changes that meet the needs, and improve the quality of lives, of people from minority ethnic groups are identified barriers to social inclusion are removed cultural diversity is celebrated people from all ethnic backgrounds experience equality of opportunity when applying for employment and working for the Council all services delivered by us, and on our behalf, are appropriate and relevant to the needs of people from all ethnic backgrounds Priorities for the next three years We have produced an action plan that shows what each of the Council s services intends to do to eliminate discrimination and promote racial equality over the next three years. We will also be working, with partners where appropriate, to achieve the following priorities: actively promote the involvement of local communities in the further development of this scheme gather more evidence to gain a better understanding of the needs of our diverse communities increase awareness and use of Council services within minority ethnic communities ensure all information is provided in alternative formats and languages as required

20 36 The Council s performance in certain areas is monitored nationally through Best Value Performance Indicators (BVPIs), set by government. Over the next three years we will aim to: improve our level against the Equality Standard for Local Government improve our performance against our duty to promote race equality increase the percentage of Council employees from a minority ethnic background who are in the top 5% of earners increase the percentage of Council employees from a minority ethnic background so that our workforce is more representative of the community increase the percentage of those from a minority ethnic background who are economically active in the borough

21 37 Race Equality Action Plan Ref Objective Action Outcome/monitoring information and targets Directorate of Change and Business Support Customer Access and Business Transformation Date for Completion Implemented by R1. Ensure that reception areas are accessible and provide comfortable and confidential surroundings. Accommodation review will identify access improvement programme. Reception areas will be renovated. August 2007 Head of Customer Access and Business Transformation R2. Ensure that services are delivered equitably. Update guidance and information on equality issues in the customer service handbook. Staff will be aware of their customer service responsibilities in relation to equality issues. August 2007 Customer Service Manager R3. Promote positive images of diverse cultures. Include examples in the Council newsletter, ilocal, of how local minority ethnic individuals or groups contribute to the local community. One example per year will be included in ilocal. Annually Publications Manager

22 38 Ref Objective Action Outcome/monitoring information and targets Legal & Democratic Services Date for Completion Implemented by R4. Ensure that internal clients within Council Services are aware of and comply with all relevant equalities legislation. Create checklists and toolkits which include guidance on legislation on relevant equalities legislation. Lawful actions will be taken by Council Services. July 2007 Principal Solicitor R5. Ensure/promote public access to ballot box. Review buildings used consider alternative arrangements where deficiencies are identified. Review processes and revise if required. Buildings and processes will comply with best practice. Buildings and processes will be audited. Deficiencies and alternatives will be identified. August 2007 Democratic Services Manager

23 39 Ref Objective Action Outcome/monitoring information and targets R6. Encourage a diverse Hold informal information range of people to events for people to find out become Councillors. about becoming a Councillor. Human Resources Promote the events towards targeted communities by attending meetings of representative organisations/groups and advertising in specialist publications and media. The Councillors reflect the diversity of the community they serve and act as role models for other individuals who want to become Councillors. Date for Completion Annually (February/ March) Implemented by Head of Legal, HR and Democratic Services R7. Ensure the recruitment process does not disadvantage any group of the community or prevent them from applying for employment at the Council. Review recruitment policy in line with e-recruitment project, including reviewing and revising the information provided to applicants. Consider advertising in specialist publications and websites and media for people from minority ethnic backgrounds. Review to be completed. Applicants will have full information about the Council. Procedure will be legally compliant. Number of applications received from all ethnic backgrounds will continue to be monitored. December 2007 Human Resources Manager

24 40 Ref Objective Action Outcome/monitoring information and targets R8. Ensure that the Council Take steps to ensure that the A representative workforce will be employs a workforce Council meets BVPI targets employed. which is representative of for employing people from the community. minority ethnic backgrounds. BVPI targets will be met. Ethnicity of staff members will continue to be monitored. Date for Completion December 2008 Implemented by Human Resources Manager Directorate of Services to the Community Leisure Services R9. To promote positive images of diverse cultures and ensure that venues are welcoming and accessible to all. Provide culturally diverse shows at the Assembly Hall Theatre. Three culturally diverse shows will be provided a year. March 2009 Assembly Hall Theatre Manager R10. To promote positive images of diverse cultures and ensure that venues are welcoming and accessible to all. Develop inclusive community led exhibitions at the Museum and Art Gallery (including ethnic communities but not exclusively). Two exhibitions will be provided which are owned by the community and reflect their identity. Annually Museum Manager

25 41 Ref Objective Action Outcome/monitoring information and targets R11. Promote positive images Provide a multi-cultural day of Mela will take place. of diverse cultures. music, dance and food (Mela). Date for Completion July 2007 and annually Implemented by Leisure Development and Projects Manager Invite additional services to be part of Mela. Additional services will take part in and be promoted at the Mela. R12. Effectively market the Museum & Library Service to targeted groups. Develop an Audience Development Plan for the Museum and Library. Audience Development Plan will be produced. April 2007 Museum Development Manager R13. Promote inclusive communities. Identify ways of working effectively with one target group through sports or arts development (including ethnic groups but not exclusively). One project will be undertaken. Annually Leisure Development and Projects Manager R14. Address inequalities in leisure provision. Target grant support at projects that address inequalities (including racial inequalities, but not exclusively). Three grants per year will be awarded. Annually Leisure Development and Projects Manager

26 42 Ref Objective Action Outcome/monitoring information and targets R15. Promote active, healthy Promote informal participatory Revised leisure guide will be and inclusive leisure activities. published. communities. Environment and Street Scene Date for Completion April April 2010 Implemented by Leisure Development and Projects Manager R16. Ensure the consistent investigation and application of environmental health requirements. Review and update the existing enforcement policies. A new enforcement policy will be produced which will provide a framework for the consistent use of enforcement powers. September 2007 Head of Environment and Street Scene R17. Ensure the needs of bereaved families continue to be met through the provision of services at the Council s crematorium and cemetery. Maintain and understanding of the needs of local people through a dialogue with funeral directors, faith leaders and bereaved families. Services available for bereaved families will be continually improved. April April 2010 Head of Environment and Street Scene R18. Ensure that racist graffiti is removed quickly. Continue to promote the Council s graffiti hotline, highlighting that the target for removing racist graffiti is 24 hours. Reporting of graffiti incidents will be improved. Racist graffiti will continue to be removed within 24 hours of being reported. April April 2010 Head of Environment and Street Scene

27 43 Ref Objective Action Outcome/monitoring information and targets Housing Services Date for Completion Implemented by R19. Ensure services are accessible to all. Develop and adopt a Minority Ethnic Housing Strategy. The housing needs of minority ethnic groups will be identified and met. September 2007 Head of Housing Services A strategy will be produced. R20. Ensure services are accessible to all. Undertake a Gypsy & Traveller Housing Needs Assessment and revise the Minority Ethnic Housing Strategy. Housing needs of minority ethnic groups, including Gypsies & Travellers, will be identified and met. A revised Minority Ethnic Housing Strategy will be produced. March 2010 Head of Housing Services R21. Increase awareness and accessibility of Housing Services Provide Housing Services Awareness Sessions with minority ethnic community groups. Produce an advice leaflet (jointly with Sevenoaks District Council) aimed at migrant communities, to raise awareness of housing advice and home safety. Marketing and access to key Housing services will be improved. Use of key Housing services will be monitored. Annually April 2008 Head of Housing Services Housing Policy and Research Manager

28 44 Ref Objective Action Outcome/monitoring information and targets Revenues and Benefits Date for Completion Implemented by R22. Increase awareness and accessibility of Revenues and Benefits Services. Be an active partner in the Kent Benefits and Training Partnership. Awareness of entitlement to benefits across all ethnic groups will be improved. Take-up of benefits will be monitored. April April 2010 Head of Revenues and Benefits, Kent Benefits and Training Partners Directorate of Planning and Development Community and Corporate Planning (see also Community Plan actions) R23. Support vulnerable members of minority ethnic communities. Provision of a Racial Incident Reporting Line. Crime and fear of crime in the minority ethnic community will be reduced. No Racial incidents will be recorded per 10,000 of the population. April April 2010 Community and Corporate Planning Team, Kent Districts, Shepway Lifeline If any racial incidents are reported, follow-up action will be taken in 100% of cases.

29 45 Ref Objective Action Outcome/monitoring information and targets R24. Active officer Attendance at meetings by Information will be followed up and representation on the Council Officer. actions taken as appropriate. West Kent Minority Ethnic Advisory Group. Percentage of Council officer attendance at meetings. Date for Completion April April 2010 Implemented by Community Liaison Officer, Access Officer, West Kent Police, Kent County Council, Health, Registered Social Landlords, Residents R25. Reduce fear of crime. Deliver the Community Safety Partnership Action plans relating to anti-social behaviour, children and young people, drugs and alcohol, priority neighbourhoods, the rural area and the town centre. Contribute to a 10% reduction in fear of crime across Kent. Delivery and monitoring of the outcomes as detailed in the Community Safety Action Plan. March 2008 Community Safety Coordinator and members of the Community Safety Partnership R26. To assist minority ethnic groups and organisations with their funding needs. Liaise with minority ethnic groups and organisations to establish and support their funding needs. Funding will be assisted with, as appropriate. April April 2010 Head of Community & Corporate Planning

30 46 Ref Objective Action Outcome/monitoring information and targets Planning Services Date for Completion Implemented by R27. Ensure that all users or potential users are able to fully access services in a way that is appropriate to their needs. Review and update the Statement of Community Involvement. Access to service functions and processes will be increased. The Statement of Community Involvement will embrace relevant equality and diversity issues. Annually Policy Team Leader Review and adjust policies of the Local Development Framework, to reflect the needs of minority ethnic groups. The Development Plan will contain policies that reflect the needs of people from minority ethnic backgrounds. Use of service functions and process will be monitored. Actions from the Sustainable Community Plan for Tunbridge Wells Borough Tunbridge Wells Borough Council will also be seeking to promote racial equality through its contribution to the Sustainable Community Plan. Actions contained in the Community Plan document Enhancing the Quality of Life for All that are relevant to promoting racial equality are detailed below. These actions will be monitored and reported on separately from the Council s Race Equality Action Plan.

31 47 Action Outcome Timesc ale Lead organisation Partner organisations Monitoring information and targets Develop and implement an action plan to enhance local enterprise development and entrepreneurial initiatives in schools/colleges/ community Deliver enterprise and start-up training courses to young people, people from minority ethnic backgrounds, women, and those living in deprived areas To encourage more people to be more entrepreneurial and learn about business start-up Tunbridge Wells Borough Council Schools, Colleges, KCC, West Kent Partnership Skills Group, Learning and Skills Council, EAWK Develop two enterprise and business start-up training courses by 2008 Number of people in each category receiving enterprise and start-up training Ensure the identified housing needs of minority ethnic groups including Gypsies/ Travellers are met Housing needs of minority ethnic groups including Gypsies/ Travellers met Tunbridge Wells Borough Council Registered Social Landlords (RSLs) To be monitored by Tunbridge Wells Borough Council and reported to Borough Housing Partnership Identified needs met/planned for Hold an annual Tunbridge Wells Mela multi-cultural event Increased volunteering activity and additional community led project Tunbridge Wells Borough Council North West Kent Race Equality Council, KCC, West Kent YMCA, TCHG, Churches, Voluntary Organisations Multi-cultural event delivered and number of volunteers involved (LAA Outcome 13)

32 48 Appendix E Draft Comprehensive Equality Scheme Disability Equality

33 49 Disability Equality Legal responsibilities Under the Disability Discrimination Act 2005, the Council has a general duty in carrying out its functions to have due regard to the need to: promote equality of opportunity for disabled people eliminate unlawful discrimination against disabled people eliminate harassment that is related to a person s disability promote positive attitudes towards disabled people encourage participation by disabled people in public life (such as standing for public office, being represented on residents associations and neighbourhood forums) take steps to take account of a disabled person s disability, even where that involves treating a disabled person more favourably than others The Council also has a specific duty to produce and publish a Disability Equality Scheme explaining the measures we will take to meet the requirements of the general duty. The requirements of the specific duty have been detailed previously on page 13 of the Comprehensive Equality Scheme overview. As an employer the Council will monitor, with reference to staff who declare themselves to have a disability, those who: are currently employed by the Council apply for employment, training and promotion receive training benefit or suffer detriment as a result of the Council s performance assessment procedures are involved in the Council s grievance procedures are the subject of disciplinary procedures cease employment with the Council The Council already has employment monitoring arrangements in place relating to its race equality duties and will continue to publish annual reports to Cabinet which will be available on the Council s website ( and in other formats on request. Disability in the borough Under the Disability Discrimination Act, disability is defined as a mental or physical impairment that has a long-term and substantial adverse effect on a persons ability to carry out normal day-to-day activities. This definition therefore covers mobility difficulties, visual or hearing impairments, mental health conditions, learning disabilities and long-standing illness or health conditions.

34 50 Although statistics are available indicating the number of people in the borough who have a limiting long-term illness or are receiving disability related benefits, we do not have detailed information on their specific impairments and how these impact on their experiences and the services the Council provides. Also, these statistics do not necessarily give a true reflection of the number of people who can be defined as having a disability under the Disability Discrimination Act. For the Borough -wide Survey conducted in 2005, we attempted to gain a better understanding of the views and experiences of disabled residents in relation to a range of local issues and services. Of the 1,346 interviews carried out, 131 (10%) were with people who considered themselves as having a limiting disability or long-term illness. The nature of impairment of those interviewed was as follows: Impairment Percentage Mobility 74% Visual 9% Hearing 7% Diabetes 3% Mental health problem 3% Learning disability 2% Other 9% [Note: 9 (7%) respondents indicated more than one category of impairment] (Source: Borough -wide Survey 2005) The survey focused on general awareness, use and satisfaction levels with various Council services (rather than identifying specific problems that disabled people faced), but findings from the survey indicated: those with disabilities are much more likely to be in the age group 65+ and/or live alone meeting the health and housing needs of older and disabled people were highlighted as the most important themes in the Community Plan those with disabilities are less likely to, and also less likely to want to, take part in sport or fitness activities levels of use and satisfaction with Council services are broadly similar for those with disabilities and those without levels of satisfaction with the way the Council runs things are similar for those with disabilities and those without Involving people with disabilities Over the past few years the Council has made much progress in consulting and involving disabled people in the development of various plans and strategies. Disabled groups and organisations have taken an active part in

35 51 the Council s Stakeholder Conferences and contributed to the development of the borough s Community Plan through the Community Development Forum. In developing this Disability Equality Scheme and action plan, we have also involved disabled people in the following ways: publicising the scheme to voluntary sector organisations and the public through media articles and the Council s website receiving views from local disability groups and organisations, and selfselecting disabled people, on the priorities we should adopt for promoting disability equality receiving views from our staff on the priorities we should adopt for promoting disability equality through a seminar and focus group, organised by the Kent Disability Equality Scheme Partnership, involving disability groups and organisations from the voluntary sector through focus groups with local disability organisations the Access Group, Speaking Up Group (Learning Disability), Disability and Sensory Impaired Group Our vision for disability equality Tunbridge Wells Borough Council believes that people with disabilities have a right to be able to participate fully in the economic, learning, social and cultural opportunities that the borough has to offer. Services that work better for disabled people are more likely to work better for all service users. Our vision for disability equality in Tunbridge Wells borough is that: everyone should expect to have an opportunity to lead a fulfilling life, free from discrimination and harassment, regardless of their disability or impairment physical, social and attitudinal barriers that people with disabilities face are removed inclusive and accessible environments are promoted long-lasting changes that meet the needs and improve the quality of lives of people with disabilities are identified and implemented people with disabilities experience equality of opportunity when applying for employment and working in the Borough all services delivered by us and on our behalf are appropriate and relevant to the needs of people with disabilities This vision reflects the social model of disability, which was developed by disabled people and provides a basis for the successful implementation of the duty to promote disability equality. Under the social model, the poverty, disadvantage and social exclusion experienced by many disabled people is not as a result of their impairments or medical conditions, but stems from attitudinal and environmental barriers. These barriers need to be removed to enable disabled people to participate fully in society.