EQUALITY AND DIVERSITY FRAMEWORK

Transcription

1 EQUALITY AND DIVERSITY FRAMEWORK Version 2.2 Corporate Services Tai Calon Community Housing Tel:

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3 CONTENTS Introduction 5 Legislative and regulatory responsibilities 7 Policy statement 12 Objectives 14 Governance, responsibilities and monitoring 16 Appendix: Key statistics 18 3

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5 INTRODUCTION Tai Calon Community Housing is the major provider of social housing in Blaenau Gwent. We own and manage more than 6,000 homes, and have a workforce of around 300, mostly working on the frontline delivering services to tenants and communities. Our aim is to provide homes and neighbourhoods where people want to live but we also want to be a sustainable social business, and to be fair and responsible in our dealings with staff, tenants, leaseholders and other stakeholders. At Tai Calon, we are committed to the principles of equality and diversity. Morally, these principles are about social justice and fairness but there are also sound business reasons for a commitment to equality and diversity Better governance a diverse Board offers a depth and breadth of insight, perspective and experience that leads to increased creativity and more effective problem-solving Customer care and service improvement - knowing customers and tailoring services to meet their diverse needs Changing society - the world is changing and a forward-thinking organisation must recognise and respond to these changes to remain successful Recruitment and retention - a workplace embracing equality and diversity will be an employer of choice in competitive markets, attracting and retaining the best talent and reducing staff turnover Competitive edge - diverse teams bring different talents and can recognise the different requirements of new customers and new markets Reputation - inclusive work environments encourage loyalty, teamwork and maximise personal contribution Risk management - we recognise there are risks associated with noncompliance. These risks include legal challenge, the impact on our reputation and financial cost implications. 5

6 This framework sets out our policy statement on equalities and diversity and sets objectives for the organisation to achieve with regard to our policy principles. As a social housing provider working in Wales, we are also required to ensure that we comply with the requirements of the Welsh Language Commissioner with regard to the Welsh language. This framework also includes our response to Welsh language duties. 6

7 LEGISLATIVE AND REGULATORY RESPONSIBILITIES Equality and Diversity The Equality Act 2010 is a crosscutting legislative framework to protect the rights of individuals and to advance equality of opportunity for all. It updated, simplified and strengthened the previous legislation, delivering a simple, modern and accessible framework of discrimination law which protects individuals from unfair treatment and promotes a fair and more equal society. The Act outlaws unlawful discrimination against a person - or group of people -because of protected characteristics. These are age disability (or because of something connected with their disability) gender reassignment marriage and civil partnership pregnancy and maternity race religion or belief sex sexual orientation. We are subject to the public sector Equality Duty enshrined in the Act because we carry out public functions. This means that we must, as a minimum, have due regard to the following when we carry out our functions- the need to eliminate unlawful discrimination and harassment the need to advance equality of opportunity the need to promote good relations and positive attitudes. The 2010 Act sets out that we can achieve this by removing or minimising disadvantages suffered by people due to their protected characteristics 7

8 taking steps to meet the needs of people from protected groups where these are different from the needs of other people encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low. The Welsh Language The Welsh Language (Wales) Measure was passed by the National Assembly for Wales and given royal assent on 9 February The measure gives the Welsh Language official status which means that, in Wales, Welsh should be treated no less favourably than the English language. The Measure also established the role of the Welsh Language Commissioner whose job it is to promote the Welsh language and improve the opportunities people have to use it. The Measure introduces Welsh Language Standards which will gradually replace the system of Welsh language schemes, introduced by the Welsh Language Act The duties associated with the standards mean that relevant persons (organisations) must not treat the Welsh language less favourably than the English language, and must also promote or facilitate the use of the Welsh language. This is in accordance with the two principles that form the basis of the Welsh Language Commissioner s work - in Wales, the Welsh language should be treated no less favourably than the English language persons in Wales should be able to live their lives through the medium of the Welsh language if they choose to do so. The Welsh Language Commissioner recently carried out a standards investigation in relation to housing associations in Wales and published a standards report setting out the conclusions of the investigation, and the reasons for reaching them. The Commissioner determined that Welsh Ministers should ensure that regulations provide for service delivery standards in relation to the activities below to be specifically applicable to providers of social housing - 8

9 Ø correspondence sent by a body Ø telephone calls made and received by a body Ø a body holding meetings that are not open to the general public Ø meetings arranged by a body that are open to the public Ø public events organised or funded by a body Ø a body's publicity and advertising Ø a body displaying material in public Ø a body producing and publishing documents Ø a body producing and publishing forms Ø a body's websites and on-line services Ø a body's use of social media Ø self-service machines Ø signs displayed by a body Ø a body receiving visitors at its buildings Ø official notices made by a body Ø a body awarding grants Ø a body awarding grants Ø raising awareness about Welsh language services provided by a body Ø a body's corporate identity Ø courses offered by a body Ø public address systems used by a body. ensure that regulations provide for making policy making standards specifically applicable to providers of social housing ensure that regulations provide for operational standards in relation to the activities below to be specifically applicable to providers of social housing Ø standards relating to the use of the Welsh language within a body's internal administration Ø standards relating to complaints made by a member of a body's staff Ø standards relating to a body disciplining staff Ø standards relating to a body's information technology and about support material provided by a body, and relating to the intranet Ø standards relating to a body developing Welsh language skills through planning and training its workforce 9

10 Ø standards relating to recruitment by a body Ø standards relating to signs displayed in a body's workplace Ø standard relating to audio announcements and messages in a body's workplace. ensure that regulations provide for making record keeping standards specifically applicable to providers of social housing. ensure that regulations provide for promotion standards to be potentially applicable and specifically applicable to Tai Ceredigion Cyf. specify alternative promotion standards, ensuring that they are suitable and appropriate to the functions of the persons concerned. ensure that regulations provide for making supplementary matters specifically applicable to providers of social housing. Welsh Ministers must have due regard to a standards report and will, in due course, produce draft regulations and associated documentation in relation to individual social housing providers. There will be a debate and vote on approval of the draft regulations in the National Assembly s plenary session and a vote on approval of the regulations will make the standards specifically applicable to each organisation and enable the Commissioner to publish a compliance notice. The First Minister confirmed in a Plenary Meeting of the National Assembly for Wales on 20 October 2015 that it would not be possible to develop regulations before the end of the current Assembly term, and therefore this would be a matter for the next Assembly. As a result, there is, at time of writing, no timetable for introducing regulations in relation to the social housing sector. Welsh Government Regulatory Framework As a provider of social housing, Tai Calon is regulated by the Welsh Government whose approach is guided by the Regulatory Framework for Housing Associations Registered in Wales. The Regulatory Framework includes Delivery Outcomes (standards of performance) that social 10

11 landlords are expected to meet. Under these outcomes, all housing associations must ensure that their activities and services reflect the diversity of the communities where they operate, are free from discrimination and promote equality of opportunity. 11

12 EQUALITIES AND DIVERSITY POLICY STATEMENT To make clear our commitment to equality and diversity, as a landlord, service provider and employer, we have adopted an equality and diversity policy statement. We will Treat all individuals fairly and not discriminate on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation Not discriminate on the grounds of language choice with regard to the Welsh language Oppose, eliminate and ensure zero tolerance towards all forms of unlawful discrimination, harassment and victimisation Advance equality of opportunity and foster good relations between people from different equality groups Ensure services reflect and are informed by the diverse nature of our tenants and leaseholders, their individual needs and the communities in which they live Identify and remove barriers preventing or restricting access to services and activities, and demonstrate equality of opportunity in all areas of service provision Actively promote activities and services throughout the communities in which we work, identifying and engaging with minority and hard to reach groups Gather and maintain information that enables us to understand the needs and preferences of tenants and leaseholders and use this to shape policies and services Engage contractors, consultants and partners that can demonstrate a robust commitment to equality and diversity through upholding the values of respect, fairness and understanding Strive for a representative and diverse workforce, which helps maintain an organisational culture that respects and values difference Provide a working environment that recognises the individual needs of staff, where each employee feels respected and able to give of their best. 12

13 Train and equip staff to respond to specific individual needs of tenants, leaseholders and other customers, in order to provide the best possible customer service Ensure our governance, participation and scrutiny arrangements are inclusive and representative Meet our moral and social obligations, complying with legal requirements, fulfilling regulatory expectations, taking account of and implementing good practice Openly publicise this policy statement, clearly communicating our commitment to equalities and diversity to all staff, tenants, leaseholders, other customers and stakeholders. 13

14 OBJECTIVES The key aim of the framework is to embed equality and diversity across Tai Calon. To achieve this, we have set the following specific objectives. To develop and implement effective leadership and governance arrangements to scrutinise performance on equalities and diversity and to make sure that this framework is delivered - Develop and implement a strong policy framework that complies with legislation with regard to equality and diversity and the Welsh language Make equality and diversity and language awareness a mandatory aspect of Board and employee training Effectively communicate this framework across Tai Calon, making sure that key actions are coordinated, delivered and scrutinised effectively To provide excellent services which are responsive, non-discriminatory and seek to deliver continuous improvement - Provide accessible services that do not discriminate Understand our communities so that we can improve and tailor our services more appropriately Use customer profiling to drive service improvements Involve a wide range of tenants and other customers in shaping services To develop and implement a robust framework for understanding, monitoring and improving services in relation to equality and diversity - Ask residents about themselves and their household, to understand their needs, tailor our services and help us comply with regulatory and legislative requirements Deliver our services fairly and equitably, assessing them for their impact on protected characteristics 14

15 Collect, analyse, review and verify information to make sure we meet regulatory and legislative requirements Act responsibly with the information we hold and comply with data protection law To be an employer of choice by recruiting, supporting and retaining an effective, talented and motivated workforce that broadly reflects the communities we serve - Recruit from the widest talent pool to make sure we get the best candidate for a job Recognise the contribution that a diverse workforce brings to improve innovation and creativity Treat everyone fairly, making sure that people can be themselves at work so they can be more productive and have less absence To promote and encourage equality and diversity in all areas of our work - Make sure that our values are reflected in our procurement processes and contract management Work with partners to identify and share good practice Promote the values of equality and diversity and Welsh language choice to the widest possible audience Challenge discriminatory attitudes and behaviours from anyone involved with Tai Calon, including contractors, tenants and employees 15

16 GOVERNANCE, RESPONSIBILITIES AND MONITORING This framework will operate over a three year time frame and everyone at Tai Calon has a responsibility for delivering it. Oversight of the framework will be carried out by the Equalities Forum which is made up of no more than ten people representing senior managers from across the business, employees, tenants and relevant community representatives. The Forum will meet at least twice a year. The remit of the Forum is to - receive evidence that the key objectives in this framework are being met receive and consider reports on changes in legislation and the implications for Tai Calon, its tenants, leaseholders, customers and other stakeholders keep up to date with external best practice through expert and independent speakers keep this framework under review and recommend updates to Board, for example to ensure compliance with legislative changes, if required oversee a full review of the framework after three years. There are a number of other specific responsibilities with regard to equalities and diversity and this framework - The Board is responsible for making sure that this framework is delivered and will receive an annual report on delivery from the Equalities Forum. The Board will also receive quarterly performance monitoring reports which will include equality and diversity and Welsh language key statistics. The Executive team has overall responsibility for delivering the key actions that flow from this framework and will own the delivery of the associated action plan, dealing promptly with any areas of underperformance. The Executive team will receive quarterly updates on the action plan All managers are responsible for actively championing and promoting equality and diversity and Welsh language choice in all areas of their work and for delivering the action plan. 16

17 The Corporate Services team will be responsible for providing support to the Equalities Forum, preparing progress bulletins from the Equalities Forum for Board and employees, and ensuring that tenants are updated on progress against this framework through social media, neighbourhood newsletters and annual reports. The team will also be responsible for preparing monitoring reports, horizon scanning with regard to equalities and diversity and the Welsh language and collecting, collating and verifying statistical, contextual and profiling information. Our key outcome for this framework is - There is no significant variation in satisfaction with our services from tenants, customers and staff with protected characteristics(s) that we cannot explain; To monitor this outcome, we aim to have the capability to analyse all customer satisfaction data by protected characteristic and Welsh language preference by 31 March As well as these quantitative methods, we will use case studies and tenant and staff experiences to illustrate the impact we have had. 17

18 APPENDIX KEY STATISTICS Blaenau Gwent is one of the least diverse areas in the UK, with an ageing population and relatively high levels of disabilities. Age By 2023, the Welsh Government estimates that the number of people aged 65 and over will rise by over 20% with falls forecast in the under 15 age group (down by over 10% by 2023) and the age range (decreasing by more than 6% in the same period). The number of residents aged 80 and over in the county borough has seen a consistent increase since By 2023, the number of Blaenau Gwent residents in this age group is projected to increase by 36% to 4,875. Health and disability The average life expectancy for both men and women in Blaenau Gwent is the lowest in Wales at 75.7 years for men and 79.9 for women. This compares with 78.2 (men) and 82.2 (women) for Wales as a whole. Whilst life expectancy has increased for women, life expectancy for men has decreased over the period from % of residents described themselves in the 2011 Census as being either in good or very good health. However, residents report that they are more overweight and obese, smoke more and eat less fruit and vegetables than the average for Wales. Levels of poor health are higher in ageing populations - over two-thirds (69%) of people aged 85 and over in the UK have a disability or limiting longstanding illness. In Blaenau Gwent, 8.2% of residents were recorded as having bad health and 2.5% as having very bad health - greater than the national average of 5.8% and 1.8% respectively. 27.2% of residents said they 18

19 suffer from a limiting long-term illness, higher than the Welsh average of 23% and higher than any English region. 35% of households have health problems which mean they require special housing adaptations. Problems identified by residents 1 include Climbing stairs (75%) General mobility (50%) Bathing/showering (49%) Access to toilet facilities (27%) Getting dressed/undressed (16%) Preparing food (13%) Ethnicity and origin Blaenau Gwent has the lowest number of international migrants in the UK, standing at 2.2% according to the 2011 Census. ONS figures published in 2013 showed that Blaenau Gwent was estimated to have a foreign-born population of just 1,000 the joint lowest in the UK. 98.4% of the population in the county borough define themselves as White, ranking first out of all Welsh local authorities. More than 72% identify themselves as Welsh only, in comparison with Wales as a whole at 57.5%. The largest ethnic group is Mixed Ethnicity at 0.6% of the population followed by Asian or Asian British at 0.5%. Language The vast majority (98.7%) of all people aged 16 and over in Blaenau Gwent households have English as their main language. Welsh is not spoken customarily or to any great degree in the local area. The 2011 Census reported that 5.5% of the Blaenau Gwent population can speak, read and write in Welsh - the lowest percentage in Wales. The majority of Blaenau Gwent residents who say they can speak Welsh are aged between ten and 14 years old. 1 Blaenau Gwent County Borough Council

20 Sexuality There are no official statistics for the number of lesbian, gay and bisexual (LGB) people in Blaenau Gwent. However, based on the estimate that LGB people comprise roughly 6% of the UK population, it can be assumed that there are approximately 4,200 LGB people currently living in the county borough. Religion Almost half (49.9%) of people in Blaenau Gwent classed themselves as Christian in the 2011 Census. This has fallen considerably from 2001 Census levels when 64% of Blaenau Gwent residents identified themselves as Christian. A large proportion (41.1%) of people in Blaenau Gwent reported that they have no religion, the highest level in Wales. 20