A SINGLE EQUALITIES SCHEME for Barking and Dagenham to 2016

Transcription

1 A SINGLE EQUALITIES SCHEME for Barking and Dagenham 2013 to

2 Contents Section Page Section Page Foreword 1 3 Monitoring evaluation and review Introduction 2 4 Equality considerations Objectives 3 6 Resourcing the Strategy Links to other strategies and plans 4 8 Delivery Plan Principles of this Single Equalities Scheme 5 10 National context 6 11 Local context 7 12 How we arrived at our objectives 8 13 Governance arrangements

3 Foreword 1 I am delighted to write this foreword to our second Single Equalities Scheme (SES). As the councillor with overall responsibility for equalities I want to make sure we can deliver appropriate services for local people. In Barking and Dagenham we are facing huge challenges particularly with the coalition government s austerity measures and changes to welfare benefits that are affecting so many residents. We also have a rapidly changing population so we will use this SES to help us ensure that our services meet the needs of all the communities we serve. Peace tree 2012 made by local School children 3

4 Introduction 2 The Single Equalities Scheme (SES) sets out the Council s equalities objectives. Setting these objectives is part of our Public Sector Duties under the Equality Act 2010 and gives strategic direction for the Council. The SES sets out what the Council has done, and what it plans to do, to ensure equality is embedded into everything we do. It captures key issues that people have said are important to them. It is critical for us to continue to consult with people and encourage active participation, as this helps the organisation shape and deliver the services they require. The Public Sector Equality Duty puts an obligation on public authorities to positively promote equalities, not just to avoid discrimination. It also places a duty on local authorities to eliminate discrimination, advance equality of opportunity and foster good relations between people who share a protective characteristic and those that do not share it. Religion and belief Sex Sexual orientation Race Pregnancy and maternity We will continue to include Socio Economic Inequalities (as in our previous SES) as this is such an urgent concern for local people. The only equalities definitions used will be the ones from the Equality Act 2010 We produced our first SES in 2010 which replaced three separate equalities schemes for disability, race and gender. This helped us both comply with equalities legislation and focus on the equalities objectives that are most relevant to the people of Barking and Dagenham. The SES is a strategic and corporate document. The Equality Act 2010 identifies nine characteristics that are protected under the new legislation. The protection means that the Act specifically prohibits acts of discrimination (direct, indirect, by association and by perception) against any of these groups. They are:- Age Disability Gender reassignment Marriage and civil partnership 4

5 Objectives 3 The key objectives for the delivery our SES in 2016 will be: 1: To ensure that best practice in equality is rooted in all aspects of the Council s functions and is supported by a strong evidence base This includes measures to tackle hate crime and harassment, support residents in austere times, invest in social housing and an array of measures to promote better health and wellbeing and reduce health inequalities. 2: To ensure that the work of the Council is informed by effective and inclusive consultation, engagement and communication with service users It is essential to consult and engage with all local people and to take action to ensure we listen to the diverse needs of local people, whilst at the same time ensuring that we use a range of methods to communicate with people making sure that it is easy to find out information about the Council. It will also be essential to support local people particularly disabled and older residents to contact us using new online services. 3: To ensure that the promotion of equality and human rights and elimination of discrimination and harassment are embedded in all LBBD practices through leadership and organisational commitment We need to make sure that all the services we provide, or contract with others to provide, have taken on board all equalities considerations as set out in the Equality Act Also that we carry out Equality Impact Assessments when appropriate, take mitigating actions to redress any adverse impacts identified and publish the results of this process. 4: To ensure the development of an effective and diverse workforce that is representative of the communities served by the Council. Our staff need to reflect the diversity of the local people in Barking and Dagenham and be equipped to be able to integrate all equalities considerations into their day to day work. Where we are reducing our workforce we need to ensure that the process is fair and not discriminatory. 5

6 Equality Week 2012 I International Day of Disabled People Awards ceremony Olympic Volunteers Peace Awards 2012 Older people enjoying trying out Tai Chi 6

7 Links to other strategies and plans 4 National:- Equality Act 2010 consolidates all previous equalities legislation and details nine equalities protected characteristics everyone should consider (please note section 6 of this document for more information) Equalities Public Duties 2011 sets out everything a public body needs to address in terms of equality (please note section 6 of this document for complete details) Local:- Community Strategy explains partners ambitions. The strategy was written in consultation with partners at the Annual Conference in 2012 and by combining the plans and strategies of the existing partner boards (Children and Young People s Plan , Community Safety Partnership Plan , Health and Wellbeing Strategy and draft Economic Regeneration Strategy ). Partners are responsible for helping to achieve the shared vision and priorities within their individual organisations. Corporate Plan sets out the Council s role in achieving the Community Strategy vision and priorities and how this will be monitored. Together: a community cohesion strategy for Barking and Dagenham this document has three key themes to ensure we can ensure we are a place where people respect one another and enjoy safe and peaceful lives with opportunities to meet together and to be a united community with fair access to services. Fuel Poverty and Affordable Warmth Strategy - this sets out how we will visit vulnerable households such as elderly and disabled people to accesses the installation of heating and insulation works. Children and Adults in Poverty Strategy aims to reduce adult and child poverty and mitigate its effects and focuses on children in poverty reflecting the need to break the cycle of disadvantage. We know from demographic data that poverty unequally effect on certain equalities groups and this strategy puts in place measures to address these disadvantages. Health and Wellbeing Strategy and Delivery Plan this sets out 10 key health priorities and details a raft of actions to improve the health of local people such as initiatives with children and young people to promote healthy eating and discourage smoking, improve the numbers of older people participating in physical activity and other measures. Joint Strategic Needs Assessment this addresses the health and wellbeing needs of local people in addition to the general needs it concentrates on the rising birth rate and numbers of children, increasing ethnic diversity and deprivation. Housing Strategy sets out how we will improve existing housing stock, provide new homes, improve supported housing for elderly and disabled people using these programmes to provide skills training to local people who are out of work. Homelessness and Supported Housing Strategy this aims to prevent homelessness, to give people a range of good quality housing options and to ensure that, wherever necessary, we provide high quality support services to facilitate people to live as independently as possible. 7

8 Children and Young Peoples Plan sets out a raft of actions to improve educational attainment, engagement of children and young people, deprivation and health needs of the boroughs growing population of children and young people. Domestic Violence Prevention Strategy a document that comprehensively addresses all equalities protected characteristics and domestic violence looking a actions to address the needs of older women, teenagers, people from different black and minority groups disabled women and the lesbian gay bisexual and transgender communities. Regeneration Strategy looks at how to improve the local economy with specific initiatives to provide young people with more skills and to promote cohesive communities. Procurement Strategy and Contract Strategy sets out how the council will buy in services it includes how we will include all equalities issues in service specifications and contracts. People Strategy and Management Information our aim is to have a workforce at all levels that better reflects the community it serves and sets out specific measures to ensure we achieve this. Our management information gives guidance on many issues pertinent to equalities and are regularly updated 8

9 Principles of this Single Equalities Scheme 5 We have based our SES on the following principles:- Making sure our decision making and services are fair and accessible Continuing to provide services that meet the needs of the whole community Equality analysis is part of all our service planning processes Community engagement will continue to be central to our work We will continue to work towards a workforce that reflects our community All our contracting processes will have equalities considerations built in Equalities will always be an essential thread running through everything we do We will work in partnership with colleagues, strategic partners and community groups to achieve our equalities objectives Consultation with local people 9

10 National context 6 Equalities Legislation The 2010 Equality Act gives a detailed legislative context to underpin equalities throughout the UK. The Equalities Public Duties Act 2011 places a duty on all public organisations to promote equalities and to avoid discrimination. The Equality Act 2010 consolidates all previous equalities legislation. At the same time central government are reducing the amount of some welfare benefits. These combined changes will disproportionally affect local people especially as we have higher than average number of disabled people, high birth rate and a large number of job seekers. The new Equality Act started to come into force on 1 October 2010, bringing together over 116 separate pieces of legislation into one single Act. Combined, they make up a new Act that will provide a legal framework to protect the rights of individuals and advance equality of opportunity for all. Austerity The UK, alongside many other national governments is facing an uncertain economic future. Central government has reduced the amount of funding available for local services. The council and all our strategic partners are facing huge financial challenges and having to make unprecedented budget savings. Celebr Celebrating the contribution of Carers 10

11 Local context 7 Knowing our community The second round of Census Data released in December 2012 has show that Barking and Dagenham has experienced significant demographic change between 2001 and 2011, especially in terms of age, ethnicity, religion, tenure and household composition as follows: The population of the borough has increased by 22,000 between the 2001 and 2011 Census. This is a 13.4% increase The borough has the highest population percentage of children and young people aged 0 to 19 at 31% in England and Wales. There has been almost a 50% growth in 0-4 year olds. There has been a 20% decrease in the 65+ age group, and this accounts for one of the smallest percentages of the borough population in England and Wales. There has also been a small increase in the number of people aged over 85 between 2001 and There has been a large decrease in the white population from 80.86% in 2001 to 49.46% in 2011 The Black African population has risen from 4.44%to 15.43%. There has been a significant rise in the Bangladeshi population from 673 in 2001 to 7,701 in There has been an increase in numbers for all religious groups in the borough, except Christian and Jewish religions. The number of Muslims has seen the most significant growth with the proportion rising from 4.36% to 13.73%. There are now significantly less people with no qualifications representing a 14.4% drop in numbers between 2001 and Lone parent households with dependent children have seen a large increase with Barking and Dagenham now having the highest percentage of lone parent households in England and Wales at 14.3%. This is much higher than London and England. There has been a big rise in Private Renting from 5.19% in 2001 to 16.59% in % of Barking and Dagenham residents aged believe that their day to day activities are limited a lot because of a health problem or disability including problems related to old age, which is slightly higher than the London average of 5.6% 51% of the population are women. Between 5-7 % of the population are Lesbian, Gay or Bisexual The 2011 Census recorded 138 Same Sex Civil Partnerships; this represents 0.2% of the borough s population. Unfortunately we do not have accurate statistics for gender reassignment; however we do know that some local people are accessing gender reassignment services. Barking and Dagenham still experiences higher than average levels of deprivation ranking 7 th most deprived in London and 22 nd most deprived nationally and our residents are not as healthy as they should be. Compared to other parts of the country they do not live as long. The borough is currently predicted to have a population count of 230,000 in 2021 which is an increase of 43,000 people (ONS SNPP 2011) 11

12 Olympic Volunteers representing our community 12

13 How we arrived at our objectives 8 The original SES was developed through a process of internal consultation and with relevant equalities groups in the borough and strategic partners. The SES was designed to enable the Council to meet its legal duties relating to equality and diversity, and to continue to deliver further real improvements in equality for people living and working in the borough. This helped the Council maintain level 5 of the Equality Standard for Local Government in 2009 (and its equivalent under the new revised Equalities Framework). In March 2012 Cabinet agreed that we should update the SES and delivery plan keeping the four main objectives from the original SES. It was agreed that these objectives would help the Council deliver the SES at this time, especially in view of the challenges facing the borough due to the government s austerity measures and the considerable changes in the demographics of the local population. We then started consulting on refreshing the SES, through a process of internal consultation and with relevant equalities groups in the borough. The delivery plan which has been developed in parallel with the SES brings together current and future actions and is designed to be realistic in terms of the financial constraints and any subsequent changes as a result because of these budget changes. It is important to consider all equalities implications when making difficult decisions and to consider any mitigating actions that can be put in place to reduce adverse impacts and our delivery plan takes this into account. 13

14 Governance arrangements: How the Single Equalities Scheme will be delivered 9 In order to achieve this SES, the Council will: Responsibility Encourage a positive approach to celebrating the diversity of the people of the borough and the Council s workforce. Seek to eliminate discrimination and harassment in all its forms. Allocate services on the basis of need, and deliver them in a manner that incorporates individual needs. Carry out equality impact assessments where appropriate ensuring all possible mitigations have been considered and summaries of EIAs are easily available to all. Use equalities monitoring and Census data to identify areas of need. Work with partners to deliver the equality and diversity objectives. Every Member of the Council is responsible for implementing the Single Equalities Scheme. Managers will be directly responsible for implementing equality outcomes and will be responsible for addressing equality and diversity issues - including equality monitoring and equality impact assessments. Everyone employed by or providing services for the Council will be responsible for their own behaviour, and will be expected to actively address the equality issues. Monitoring, evaluation and review 10 The success of the SES very much depends on regular and robust monitoring, evaluation and review, to ensure that the delivery outcomes are on target or have been achieved. If for any reason, slippages occur in our delivery plan we will take action to ensure we deliver on all the priority areas. Monitoring will be current throughout the life of the SES and will be undertaken quarterly by the Equalities, Diversity and Inclusion Board or its equivalent and by the Cabinet who will receive an annual report to enable them to monitor and evaluate progress against delivery outcomes. 14

15 Equality considerations 11 It is essential in these times of austerity that we continue to deliver our equalities objectives and ensure that the principal of fairness is a central tenet of our equalities approach and reflected in our Single Equalities Scheme. We intend in this scheme to ensure that all nine protected equalities characteristics are considered with the addition of socio-economic inequalities. We are committed to carrying out robust Equality Impact Assessments and ensuring we can use any mitigations identified to reduce adverse impacts and if possible to achieve positive impacts. Resourcing the strategy 12 The SES and the delivery plan has been developed in agreement with colleagues, partners and community groups to include actions which can be carried out within current and future budgets and it is essential that we continue to do this. Therefore we have had to be pragmatic whilst being creative to devise deliverable objectives and outcomes which make a difference and can be achieved during times of nationwide and local austerity. 15

16 Single Equality Scheme Delivery Plan 13 Objective 1: To ensure that best practice in equality is rooted in all aspects of the Council s functions and is supported by a strong evidence base PRIORITY AREA DELIVERY ACTIONS BY WHEN LED BY OUTCOME EVIDENCE FOR REVIEW 1.1. Continuing to improve the collection of appropriate equalities monitoring data Services to review collection mechanisms and ensure that all relevant data is collected Ongoing All services Reduction in the gaps in the local evidence base Data is used and evidenced to inform decision making 1:2.Working with partner agencies and community to tackle hate incidents making it easier to report all incidents / crimes in the borough Review and disseminate a simplified reporting form within schools Establish mechanisms using Governing Bodies in schools to effectively use information from reported incidents to improve relationships within school April 2013 December 2013 Divisional Director Strategic Commissioning and Safeguarding Group Manager Adult Safeguarding guarding Increase in the number of reported incidents from all protective characteristic helping to support the tackling of victimisation, discrimination 16

17 PRIORITY AREA DELIVERY ACTIONS BY WHEN LED BY OUTCOME EVIDENCE FOR REVIEW communities and the wider community and improve the recording of bullying Review effectiveness of simplified reporting form December 2014 Increase the number of Third party reporting sites operational including some for disability and LGBT December :3 Making sure we have the mechanisms in place to support residents in austere times Effective forward scanning for legislative and national policy direction changes and consultation, and a coordinated approach to the Council s consideration of their potential impact on the borough Ongoing Group Manager - Policy and Performance All residents are fully informed of the changes and are supported to mitigate this impact with good quality 17

18 PRIORITY AREA DELIVERY ACTIONS BY WHEN LED BY OUTCOME EVIDENCE FOR REVIEW Information available in various formats on the benefits and support services residents are entitled to Support the borough s residents in tough times and manage the impact of wider welfare reforms changes such as Universal Credit and the housing benefit gap by From April 2013? April 2013 April 2015 Corporate Finance (client) and Revenues and Benefits (Elevate) Group Manager Adult Commissioning advice and opportunities to access appropriate financial services. Credit Union showing an increase in membership salary deductions and loans. Working with the voluntary and community sector to ensure advice and support is targeted to those in most need Increase the provision of additional affordable housing for families and older people at Wood Lane and Lawns sites 1:4 Continuing to invest in social housing Review allocations policy to ensure implemented in a fair and accessible way March 2014 April 2014 Group Manager Housing Strategy Group Manager Housing Strategy Councils approach to housing is fair and accessible helping to close the gap in outcomes for different protective characteristics. 18

19 PRIORITY AREA DELIVERY ACTIONS BY WHEN LED BY OUTCOME EVIDENCE FOR REVIEW Ensure Area Forums are more representative- key priority areas for increasing representation will be young people and Black and Minority ethnic groups April 2014 and ongoing Group Manager Housing and Neighbourhoods Improved engagement with all groups at a local level leading to more effective local decision making 1.5 Working with partner agencies to address and reduce heath inequalities across the borough Encourage participation of women in sport by providing a varied programme across the borough as part of the Active Sport programme building on Olympic legacy Review Annually Women s Sport Development Officer and Divisional Director of Culture & Sport Increase in the number of women participation in sport Volunteering strategy for older people developed December 2013 Divisional Director Culture and Sport Increase in the number of older people volunteering 200 local spaces signed up for Love Mum space December 2013 Divisional Director Environmental Health Services Breast feeding prevalence at 6-8 weeks Healthy Child Programme for 5-19yrs commissioned April 2013 Divisional Director Adults Commissioning % of children with health review 19

20 Objective 2: To ensure that the work of the Council is informed by effective and inclusive consultation, engagement and communication with service users PRIORITY AREAS DELIVERY ACTIONS BY WHEN LED BY OUTCOME EVIDENCE FOR REVIEW 2:1 Promoting participation of all groups Ensure voluntary and community groups working with each protected characteristic including faith organisations are invited to the annual community/partnership conference and other partner wide events to share information and views and help inform the development of the Community Strategy Capture contact details of new and emerging organisations in the borough, keeping the database of equalities groups up to date Ensure the Council s online consultation and engagement tool provides a channel for consulting with individuals and groups representing each of the equalities characteristics December 2013 From December 2013 July 2013 Group Manager Policy and Performance Equalities and Engagement Officer, Policy and Performance Group Manager Policy and Performance Increased opportunity for a wider range of people to be involved in decision making. Council and other strategic partners have a better understanding of residents needs. Priorities are informed by effective engagement with individuals and groups 20

21 PRIORITY AREAS DELIVERY ACTIONS BY WHEN LED BY OUTCOME EVIDENCE FOR REVIEW Current equality fora encouraged to work with the Local Infrastructure Organisation to identify sources of funding or routes for sustaining their roles Development Control review of process for consulting on faith related planning applications to ensure an appropriate range of faith leaders are consulted where appropriate Ensure ongoing meaningful engagement activity with children and young people reflects participation from all protected characteristic groups, and that this is monitored and specifically reported on as part of the Headline Engagement Report December 2013 CVS representing the protective characteristics and evidenced such as in the December 2013 April 2013 Group Manager Development and Planning Group Manager Integrated Youth Services, Children s Services Headline Engagement Report. Improved access and support to LGBT young people Develop a pathway for LGBT young people to improve support and access to service provision March 2013 Divisional Director Targeted support and Consultant Public health 21

22 PRIORITY AREAS DELIVERY ACTIONS BY WHEN LED BY OUTCOME EVIDENCE FOR REVIEW 2:2 Ensuring the public website provides relevant equalities information Review the equalities information on the Council s website then review and update every 6 months From April 2013 Equalities and Engagement Officer, Policy and Performance Team Website is up to date and local residents, community groups, staff councillors and businesses can access information on the website to provide support and information and enable effective challenge of the council s approach 22

23 Objective 3: To ensure that promotion of Equality and Human Rights and the elimination of discrimination and harassment are embedded in all LBBD practices through leadership and commitment PRIORITY AREAS DELIVERY ACTIONS BY WHEN LED BY OUTCOME EVIDENCE FOR REVIEW 3:1 Robust monitoring of this delivery plan to ensure outcomes are met Performance outcomes of SES monitored at EDI quarterly The impact and outcomes of SES Delivery Plan to be reported to Equalities Diversity and Inclusion Board and CMT Quarterly starting June 2013 Annually starting March 2014 EDI Board Group Manager Policy and Performance SES outcomes are met Achievement report to go to cabinet and be published annually May Group Manager Policy and Performance 3:2 Taking proactive steps to ensure that procurement tackles discrimination in the provision of services Develop a guide which is compliant with the guidelines from Equalities and Human Rights Commission when published June 2013 Strategic Procurement Officer - Elevate Procured services meet the required standards 3:3 Ensuring that community cohesion is promoted to support local people to foster and improve Annual report on cohesion actions and outcomes to the CSP to monitor impact Annually from June 2013 June 2016 Chief Executive, CVS Increase in understanding and mutual respect between 23

24 PRIORITY AREAS DELIVERY ACTIONS BY WHEN LED BY OUTCOME EVIDENCE FOR REVIEW good relations between all communities different sections of our community 3:5 Take reasonable steps to ensure that services are accessible, responsive to risk, physically accessible and provided through the most efficient and effective channels available. Front line staff fully trained in Equalities including the social model of disability Monitoring use of the translation and interpreting shared service by front line staff reported to EDI or appropriate board On going Annually May Head of Customer Services - Elevate Group Manager Adult Commissioning Improved customer satisfaction for all protective characteristics Increase in accessibility to services for different communities in line with the changing population Monitoring of complaints by protective characteristics reported to EDI or appropriate board Annually May Head of Customer Services - Elevate Nos of people trained End of year Customer Survey to include accessibility question and analysed using protected characteristics reported to EDI Annually April Head of Customer Services - Elevate 24

25 PRIORITY AREAS DELIVERY ACTIONS BY WHEN LED BY OUTCOME EVIDENCE FOR REVIEW Provide mediated support in One Stop Shops and Contact Centres to ensure accessibility and ensure internet access is available in libraries, schools and Children s Centres with assistive technologies available to disabled people Annually from April 2013 Head of Customer Services - Elevate Services provided at the one stop shops remain accessible to all, particularly disabled people, local residents who do not have the internet at home and people who speak community languages. 25

26 Objective 4: To ensure the development of an effective and diverse workforce that is representative of the community it serves PRIORITY AREAS DELIVERY ACTIONS BY WHEN LED BY Outcome Evidence for Review 4:1 Ensure that as the Council s resources reduce, this is managed in a way that is fair to staff from all equalities groups employed by the Council Ensure managers are aware of their responsibility to consider the workforce profile as part of the process of developing budget savings proposals for consultation and complete an EIA on the impact on staff Monitor the redeployment process to ensure that there is equality of opportunity for those on the redeployment register to remain in employment with the Council Review and analyse staff sickness data by equality strands and absence type to improve awareness and support March 2013 Sept 2013 then annually Quarterly reports to DMTs All Managers and HR HR All Divisional Directors Staff groups have confidence in the process. Fairness in the council s approach can be demonstrated Improved management of redeployment and absence processes 4:2 Cyclical review of training programme to ensure that staff are appropriately trained on equalities matters All staff trained to an appropriate level for their grade, role identified through the induction, staff supervision and appraisal processes Annual review Dec 2013 and ongoing All Managers Appropriate training provided allowing staff to deliver services in line with legislation and customer care 26

27 PRIORITY AREAS DELIVERY ACTIONS BY WHEN LED BY Outcome Evidence for Review guidelines Review of programme conducted annually at EDI Board or its replacement and with stakeholders to ensure training is relevant and helps delivery of the Corporate priorities. Review of attendance at programme at EDI Board, including feedback from managers and staff. Managers and staff kept updated on changes to legislation and best practice in case law via briefings and/or e-learning as appropriate. The Council is fully compliant with its statutory duties under the Equality Act; all training accessible to part time and disabled employees Training content updated to include relevant guidance and/or information on equality in employment issues, e.g. changes to legislation or case law. Annual review Dec 2013 and ongoing Ongoing March 2013 and annual review thereafter March 2013 and annual review thereafter HR and EDI Board HR and EDI Board HR and EDI Board HR and EDI Board 27

28 PRIORITY AREAS DELIVERY ACTIONS BY WHEN LED BY Outcome Evidence for Review 4:3 Ensure the workforce at all levels, better represents the community it serves Develop workforce targets, using the information from the workforce profile reports and local demographic data, to identify actions and initiatives to: achieve a more representative workforce at all levels within the organisation including the percentage of women, BAME and disabled staff in management posts to reflect the overall percentage of the workforce recruit and retain more people from the local community, especially into difficult to recruit to posts Annual review Dec 2013 and ongoing Annual review Dec 2013 and ongoing HR Divisional Director - HR The council can demonstrate that is has taken reasonable steps to ensure that our workforce is representative of our community Develop recruitment and retention initiatives to meet agreed workforce targets, including: 1. Work experience 2. Apprentices 3. Career development and pathways - including work related training, mentoring and secondment, as well as succession planning to develop staff to become managers Proposals to come forward by September 2013 HR and Children s Targeted Support Team Provide EDI Board or its replacement with quarterly report on employment targets in Organisational Development and Workforce Development Plans Annual review Dec 2013 and ongoing Divisional Director - HR 28

29 PRIORITY AREAS DELIVERY ACTIONS BY WHEN LED BY Outcome Evidence for Review Continue with IIP and DWP Disability Two Tick employers accreditation:- 1. IIP reviewed every three years 2. Two-tick reviewed annually Review due in 2014 July / Aug Divisional Director -HR Staff support networks consulted on the development of equality plans and employment policies, including; Ongoing Divisional Director -HR 1. Review of employment policies 2. Equality impact assessments. 3. IIP/Two-tick accreditation processes Ongoing July (yearly) ongoing Review HR polices Agree programme to review and update employment policies ongoing, including equality impact assessment Employment policies and practices kept up to date and reflect changing legislation, case law and best practice by ongoing updates and annual review Ongoing Ongoing and annual review Divisional Director - HR Divisional Director - HR Human Resources policies and practices to meet all requirements highlighted in the Equality Act and Public Duties The Council is fully compliant with its statutory duties, under the various equality legislation Ongoing and annual review Divisional Director -HR 29

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