2. Achievement at the appropriate level is demonstrated as follows - Level 1 commitment to a comprehensive Equality Policy (Equality Plan)

Transcription

1 MEETING Human Resources, Equalities and Health and Safety Panel AGENDA ITEM 6 MEETING DATE 30 June 2005 DOCUMENT NUMBER HRE 184 SUBJECT REPORT Equality Standard for Local Government progress ( ) by the Head of Equalities Summary This sets out progress made by the Authority in achieving the requirements of the Equality Standard for Local Government. RECOMMENDATION That the be noted. BACKGROUND 1. As previously ed, the Equality Standard for Local Government provides a generic framework for local government to address and exceed its legal obligations under anti-discrimination laws, which prohibits discrimination in the delivery of services and employment. The Standard also complements the Authority s duties under the Race Relations Act and GLA Act to have regard to equalities issues. The Standard entails measuring performance against overall objectives and to demonstrating and providing evidence of performance on race, gender and disability specifically. It also acknowledges that the objectives can be adapted to include performance on sexuality, faith and age diversity, which are part of our GLA Act duty. 2. Achievement at the appropriate level is demonstrated as follows - Level 1 commitment to a comprehensive Equality Policy (Equality Plan) 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. 1

2 CURRENT POSITION ON LEVEL ACHIEVED 3. Progress on the Standard is ed annually to the Human Resources and Equalities Panel. At their meeting on 16 July 2004 (HRE 144), Members noted that the Authority had reached level 2 (which for our purposes is defined as in the level as opposed to completed and signed off). The Panel also noted that significant progress had been made in completing levels 2 and 3 and work was in progress beyond. 4. In addition BVPI 2(a) enables us to measure our progress in conforming to the Equality Standard. We have achieved our self assessment target of level 3 by March 2005 and are aiming to attain level 4 by end March 2006 and level 5 by Level 4 of the Standard relates to Information systems and monitoring against targets. The Authority already has a high level of information systems in place and further mechanisms are being established for smarter recording processes to capture equalities monitoring data. Positive examples of this are monitoring of Home Fire Risk assessments, fitting of smoke alarms, incident recording and HR data. 6. We continue to work with the GLA Equalities Network meetings attended by representatives of the other GLA Groups to attain level 5 and recognise that in demonstrating continuous improvement it is important to also review the work and processes achieved at each level. 7. Appendix A to this summarises the Authority s current position in meeting the requirements of the Standard; signs off levels 1 and 2 and identifies gaps at level 3. THE EQUALITY STANDARD ES@T SYSTEM 8. As ed in FEP 708 (Race Equality Scheme Three Year Review), Equalities have been working closely with other Fire and Rescue Services (FRSs) through the CFOA Equalities National Professionals Group to collectively buy in a software system called es@t through Diversity in Action in Local Government (DIALOG). This is an on-line performance management and planning tool designed specifically to help with the self assessment process associated with the Equality Standard. The tool (which will require a bespoke version for FRSs to ensure consistency in interpretation) will help benchmark, assess and monitor in a more sophisticated and consistent way application of the Standard against all the equality strands. The project planning aspects of the system will allow for charting of tasks enabling users to produce s which both show performance information against the Standard and show timescales for implementation of Improvement Plans. 9. The benefit of es@t for this organisation is that it complements and re-enforces the Authority s corporate commitment and approach to effective performance and project management. Application of the product will further help us to mainstream the equalities agenda and may in the future highlight a need to adapt the Equality Action Plan to incorporate any gaps being identified in the Standard. 10. Whilst there has been much enthusiasm from other FRSs, progress on commitment for joint purchase of es@t has been somewhat slow. Therefore to avoid any unnecessary further delay, it is intended that London will proceed with purchase of the system for itself and as soon as practicable. Costs will be met within existing resources and is likely to be in the region of 2-4k (including training). FORMAL VERIFICATION 11. It is becoming increasingly clear that whilst we have assessed ourselves at level 3, it would be advantageous to consider formal verification. Discussions are currently taking place on suitable verifiers. GAP ANALYSIS 12. Identifiable gaps at level 3 (also shaded in the Appendix A) are as follows: 2

3 13. Conduct an equal pay review and plan for equal pay adjustment; and Start action on all employment and pay targets (Points3.4.3 and in Appendix A refers) Complying with the Equal Pay Act is a requirement of level 1 of the Standard, but it is recognised that undertaking an equal pay review is essential if the Authority is to meet its target of achieving Level 5 of the Equality Standard. Following approval by the Authority in March 2005 on the on the Pay and Grading Review Consultancy Support (FEP 683), CMB agreed at their meeting on 8 June that, following the pilot exercise on job evaluation, a full evaluation be undertaken of all non-uniformed posts including Principal Officer/Main Grade posts and craft and manual posts. This will tie in with the review of the pay and grading structure which will be conducted by consultants. The terms of reference for this review includes the undertaking of an equal pay audit. Tenders have been submitted for this work and a tenderer selected, subject to references and contract. 14. Equality Objectives and targets developed within each department and service area; Start action on departmental and service area targets; Build equality objectives and targets into management appraisal mechanisms (Points 3.3.2, and 3.4.8, Appendix A refers) Some service area equality targets are in place e.g. Human Resources and Home Risk Fire Assessments targets. There is a need however for further work to be developed on internal departmental target setting although this is currently loosely addressed by departments as part of individual service plans. In addition, the CFOA Equality and Diversity Professionals Group on which the Head of Equalities is a member has recommended the need for a suite of sophisticated targets for selection, recruitment. development and retention, which should be applied to uniformed and non-uniformed staff. 15. Training on the Standard (Points 3.4.5, 3.4.6, and and Appendix A refers) Given the intention to purchase the self assessment management tool ES@t (paragraph 10 refers), the training element will automatically be incorporated in the process. Departmental liaison officers will need to be nominated and Equality Services will work with departments to help progress and monitor under the requirements of the Standard and encourage where necessary that tasks be incorporated within individual departmental Service Plans. LONDON STANDARD 16. Consideration continues to be had by the GLA Equalities Network Group as to the functionality of a London Standard. BEST VALUE PERFORMANCE INDICATOR - BVP2B 17. BVPI 2a as referred to in paragraph 4 above enables authorities to measure their progress in conforming to the Equality Standard whilst the second part relates to the application of the RES. (Appendix B attached). Authorities get one point for each yes answer on the table. Originally scoring has always been out of a possible score of 18. The BVPI ODPM guidance indicated that this score is now out of 19. Taking this into account, the Authority s current position for remains more or less the same as ed in FEP 144 from 61% to 63%. Whilst moving in the right direction, progress is slow. The reason for this is that there are still concerns nationally on how certain points specifically relate to the work of FRSs. There is also discrepancy and wide inconsistencies across the Fire Service on how performance is measured with some organisations applying the indicator more rigorously than others. A paper has been agreed by the CFOA Equalities National Professionals Group for consideration by the ODPM for further clarification and alternatives to be provided. Some examples of the clarification/alternatives required are a follows 3

4 18. Indicator j - representation in the workforce at all levels of the range of ethnic groups in the local area and relevant labour markets Whilst FRSs are experiencing difficulties in meeting the Home Office set targets in relation to representation of the workforce and at all levels, the majority of FRSs are improving. Clarification is sought from the ODPM whether expectations are for progress to be achieved in all areas or signs of overall progress. 19. Indicators m and n satisfaction rates/reducing number of complaints from service users and reducing differences Survey completion (MORI) figures including complaints (complements and complaints) made are very low, particularly those received from ethnic groups. Mechanisms are being put in place and strengthened to encourage ethnic groups to participate. It would be a long while therefore before an analysis of meaningful data could be made. An alternative may be to ask questions such as whether there is a robust complaints procedure in place and following on from that improvement in identifying underrepresented/hard to reach communities. 20. Indicators q and r ing racial incidents/increasing satisfaction in the way racial incidents are handled In June 2003 officers wrote to the ODPM and sought clarification on the interpretation and relevance of these points for the Fire Service. ODPM s reply was as follows - it is racial incidents in the community that are the focus. Incidents involving fire-raising that is perceived as racist in intent should be ed and dealt with as such. The Fire Service will often be the first on the scene and their sensitivity to possible racist motivation will affect victims confidence in ing what they know or fear. The Service s co-operation with others police, local authority etc will also affect satisfaction in the way incidents are dealt with. 21. Whilst a great deal of work is in hand to develop closer working relationships and understanding between the police and FRSs, incidents with a racial aspect that are attended by the fire investigation team are passed onto the police. 22. Links with local housing representatives are also being gradually developed in London to try and tackle racial incidents that could potentially go uned to the Police. An example of this is where a small fire, with a racial motive, may have damaged the front door of a residential property and the FRS was not requested to attend. However, the only source of this information is likely to be the housing authority that will carry out the repairs. Working with London local authorities has proven more difficult than first thought, with particular problems having been encountered in relation to data protection in obtaining specific personal information. 23. There are concerns therefore on the relevance of points q and r and consideration needs to be given to either deleting these points for FRSs (given that there are difficulties in capturing accurate data) or by replacing them with more meaningful points resulting in more measurable outcomes. CONCLUSION 24. The Authority is committed with GLA partners to progress work on the Standard; has made good progress to date reaching its self assessment target of level 3 and aims to reach level 4 by Members will be kept up updated on progress made with the equal pay audit. 4

5 LOCAL GOVERNMENT (ACCESS TO INFORMATION) ACT 1985 List of background documents List the documents here Equality Standard for Local government HRE 144; Guidance: audit and selfassessment Proper Officer: Contact Officer: Patricia Oakley, Head of Equality Services Kush Saini, Equality Services FREEDOM OF INFORMATION ACT 2000 LFEPA Publication Scheme This document appears in the publication scheme under: It also appears in the publication scheme under: Category: Topic: Class: Category: Topic: Class: Management arrangements and decision making Authority, committee and panel meetings Panel agendas, minutes and s Working for LFEPA Equality and Fairness Equality Action Plan and race equality Scheme Information Access Team Contact: infoaccess@london-fire.gov.uk

6 ASSESSMENT AGAINST THE NEW EQUALITY STANDARD FOR LOCAL GOVERNMENT APPENDIX A LEVEL 1: COMMITMENT TO A COMPREHENSIVE EQUALITY POLICY (CEP) To achieve Level 1 of the Standard an authority must have adopted a Comprehensive Equality Policy that commits it to achieving equality in race, gender and disability. Code Indicator Achieved Evidence Comment 1.1 Leadership and corporate commitment Formulate and adopt a comprehensive equality policy for the authority covering race, gender and disability Ensure that the written policies are in line with current legislation (Race Relations Act and Race Relations (Amendment) Act, Sex Discrimination Act, Equal Pay Act, Disability Discrimination Act) and Codes of Practice issued by the three equality Commissions Make a corporate commitment to developing a Corporate Equality Plan (CEP) indicating how equality policy will be implemented. The CEP should incorporate or be consistent with the Authority's statutory Race Equality Scheme Make a corporate commitment to carrying out a process of equality impact and needs/requirements assessment including those assessments of organisational and individual requirements required for compliance with the DDA Make a corporate commitment to a fair employment and equal pay policy; Make a corporate commitment to earmark specific resources for improving equality practice; 1.2 Consultation and community development and scrutiny Corporate commitment to consult with designated community, staff and stakeholder groups on all aspects of equality policy; Each department and service area to make a commitment to contribute to the consultation and scrutiny section of the CEP; Make a corporate commitment to equality self-assessment, scrutiny and audit; YES Equal opportunities statement and policy Equality Action Plan (EAP) YES Best Value Review of Equalities (BV 52/ FEP 299) EAP Equality Policy EMB/CMB s on Disability Discrimination Act (DDA), sexuality, religion and belief YES BV Review of Equalities (BV 52/ FEP 299) EAP Equalities Budget Submission /Corporate Plan (CP) (FEP 253) YES BV Review of Equalities (BV 52/ FEP 299) YES CMB Report on future arrangements on EMB Equalities Budget Submission Service plans resources issue being refined for YES Support groups and staff side representation at EMB/HRE panel. EAP Community and Engagement Strategy (FEP 296) progress s Standard self assessment to Authority (FEP 529) 6

7 1.2.4 Each department and service area to commit to engage in consultation with designated community, staff and stakeholder groups on its service delivery; Make a corporate commitment to consult departments and service areas on equality objectives Each department and service area to commit to processes of equality self-assessment, scrutiny and audit on its service delivery Incorporate equality policy as a key theme within the 'Community Strategy' drawn up by the local authority and its partners Make a commitment to establish mechanisms for responding to discrimination and harassment on the grounds of race, disability and gender. 1.3 SERVICE DELIVERY AND CUSTOMER CARE Departmental and service area commitment to a comprehensive equality policy appropriate to its service delivery; Department and service area commitment to implementing the equality impact 'needs/requirements' assessment for its service delivery including those assessments of organisational and individual requirements required for compliance with the DDA Department and service area commitment to developing equal access service plan element of CEP, and to set targets within each department and service area as part of their Service Plans; Department and service area commitment to equality action planning and equality target setting within all departments and service areas; Department and service area commitment to allocate specific resources for improving equality practice. 1.4 EMPLOYMENT AND TRAINING Adopt recruitment procedures which use non-discriminatory practices Commitment to an employment equality assessment of the local labour market area, workforce profiling and equal pay review; Commitment to establish a fair employment and equal pay policy; Commitment to establish an equal employment section of the CEP incorporating the employment related issues from the Race Equality Scheme and including those assessments of organisational and individual requirements required for compliance with the DDA Community and Engagement Strategy (FEP 296) London Safety Plan YES Corporate Plan (CP) (FEP 530) and business plan process Revised EAP being drafted YES Self-assessment/audit to CMB N/A - Does not apply to LFEPA YES Policy being revised and being drafted for CMB Training to Succeed booklet Service Plans Equality Impact Assessment to CMB Service plans / CP/Business Planning Guidance YES Business planning process GLA Equalities Budget submission YES Business planning guidance and action plans YES Staff code/ Management Instructions Training to Succeed YES BV Review of Equalities (BV 52/ FEP 299) YES BV Review of Equalities (BV 52/ FEP 299) 7

8 1.4.5 Commitment to adopt procedures to ensure that publicity for vacancies does not unfairly restrict the range of applicants Commitment to produce a standard range of application forms and job descriptions that are clear and explicit Commitment to review personnel information system for monitoring suitability including underpinning the Council's statutory ethnic monitoring duties Commitment to make procedures consistent with Employment Codes of Practice Commitment to develop a programme of staff training in equality issues. LEVEL 2: ASSESSMENT AND CONSULTATION Recruitment strategy (FEP 42/ HRE 20/ FEP 85) YES HR Business Plan YES HR Digest quarterly s Statutory employment data for RES purposes HR Business Plan YES TTS programme EAP Progress Reports To achieve Level 2 of the Standard an Authority will need to demonstrate that it has engaged in an impact and needs/requirements assessment; that it has engaged in consultation with designated community, staff and stakeholder groups; that it has engaged in the development of information and monitoring systems; that it has engaged in an equality action planning process for employment, pay and service delivery; that it is developing a system of self-assessment, scrutiny and audit. Code Indicator Achieved Evidence Comment 2.1 LEADERSHIP AND CORPORATE COMMITMENT Publish draft Corporate Equality Action Plan Demonstrate corporate engagement in an impact and needs/requirements assessment process Develop corporate mechanism for assessing development of service level equality objectives and targets; Create corporate structure for overseeing development of information and monitoring systems; Ensure that mechanisms for responding to harassment on the grounds of race, disability and gender are in place. 2.2 CONSULTATION AND COMMUNITY DEVELOPMENT AND SCRUTINY Ensure that draft Corporate Equality Action Plan has been circulated to designated Community, staff and stakeholder groups with consultation timetable and is published in an appropriate range of languages and formats; Review equality content of Community Strategy YES Published 31 May 2002 EAP Progress Reports 7 Nov 2002 YES Report on EIAs to CMB/progress to HRE (HRE 169) Service Plans and guidance YES Service Plans and Guidance CMB/HRE s on publishing employment data.(hre 144 and HRE 159 Service Plans YES Comprehensive recording database EAP Progress Report (Nov 2002) refers to consultation under Race Equality Scheme 3 Year RES Review(FEP 708) Publishing in different languages is by request N/A - Does not apply to LFEPA 8

9 2.2.3 Engage in consultation with designated community, staff and stakeholder groups and the wider community on all aspects of equality policy; Engage in consultation with members, employee representatives, departments and service areas on impact and needs/requirements assessments and all aspects of the CEP Each department and service area to engage in consultation with designated community, staff and stakeholder groups on its impact and needs/requirements assessments and its service delivery Each department and service area to engage with equality self-assessment, scrutiny and audit on its service delivery Seek to ensure that the equality policy and objectives are incorporated in 'partnership' arrangements engaged in by the authority. 2.3 SERVICE DELIVERY AND CUSTOMER CARE Engage in department and service area impact and needs/requirements assessment; Engage in development of department/service level equality objectives and targets; Review of services should include the procurement function and all contracted services and partnership arrangements; Each department and service area to establish planning groups for monitoring and information systems. EMPLOYMENT AND TRAINING Develop and adopt fair employment and equal pay policy element of CEP; Engage in employment equality assessment of the local labour market area YES LSP2 (FEP 670) EIAs Borough projects CFS work HRFA/LIFE/Princes Trust and EAP progress s EMB/Department Management Boards (DMB) YES Screening exercise for potential EIAs continues to be undertaken- - Best Value Reviews on incident command; fire stations and emergency cover - EIAs via Business Planning Process - Review of Management Instructions YES Business planning and EAP process. Business planning guidance Self assessment and audit (FEP 529) EAP/EIA progress (HRE 169) and Review of RES (FEP 708) Equality representation at meetings YES Business planning and best value review process Best Value Reviews on incident command; fire stations and emergency cover; HSPP and BVPP YES BV Review of procurement includes equalities Equalities clauses in contracts (FEP 641) YES Business planning process YES Pay and Grading Review (FEP 683) YES Pay and Grading Review (FEP 683) Engage in an equal pay review; YES Pay and Grading Review Report (FEP 683) 9

10 2.4.4 Adopt procedures to ensure that publicity for vacancies does not unfairly restrict the range of applicants Produce a standard range of application forms and job descriptions that are clear and explicit Review personnel information system for monitoring suitability including supporting the council's statutory ethnic monitoring duties. YES HRE panel review of advertising (HRE 97) Advertising contract (FEP 556) YES Application packs YES Monitoring categories in application forms. Recruitment software captures details of all applicants, and is capable of producing comprehensive s on the data check order How all employment procedures have been made consistent with current legislation and Employment Codes of Practice. YES Family friendly policy 2003 (FEP 391) and related management instructions Recruitment strategy (FEP 42, HRE 20, FEP 85) Develop a programme of equality training to support the CEP and departmental service objectives. Ensure that the training programme is consistent with the training arrangements in the council's Race Equality Scheme. LEVEL 3: SETTING EQUALITY OBJECTIVES AND TARGETS YES Equality proofing for training courses template TTS 5 Training sessions held for Borough Commanders (BCs) on responsibilities under RES legislation in formulating partnerships at borough level as well as consulting with local communities. To achieve Level 3 of the Standard an authority will have to demonstrate: That it has completed a full and systematic consultation process with designated community, staff and stakeholder groups; that it has set equality objectives for employment, pay and service delivery based on impact and needs/requirements assessment and consultation; that equality objectives have been translated into action plans with specific targets; that it is developing information and monitoring systems that allow it to assess progress in achieving targets; that action on achieving targets has started. Code Indicator Achieved Evidence Comment 3.1 LEADERSHIP AND CORPORATE COMMITMENT Ensure that all departments and service areas set targets based on equality objectives Establish corporate guidelines/prescriptions for information gathering and equality monitoring Seek agreement on equality targets with partners in local 'partnerships' YES Equalities Budget submission and BVPP Budget submission meetings with GLA YES EMB terms of reference CFS 4 database being developed for consultation and engagement, service delivery and outreach Revising Information Strategy N/A Mechanisms and delivery to be tested Mechanisms exist to discuss methodology with partners if necessary 10

11 3.1.4 Establish mechanisms for ensuring that equality targets are met by contractors through contract management Ensure completion of equality action plans at department and service level incorporating performance indicators Adopt where appropriate national targets/performance indicators as prescribed by Government departments or by the Audit Commission Implement systems for reviewing progress and revising the CEP and departmental action plans; Members and senior officers to endorse action plans as appropriate; Link action planning to Best Value process Ensure that action on achieving targets has started. 3.2 CONSULTATION AND COMMUNITY DEVELOPMENT AND SCRUTINY Make public all service level and employment objectives and targets that are available for consultation and scrutiny Make provision of language services appropriate to designated consultation and scrutiny groups Completion of a full and systematic consultation process with designated community, staff and stakeholder Groups Consult on involving designated community, staff and stakeholder groups with scrutiny procedures Consultation on equality to be linked with the continuing development of the 'Community Strategy' Publicise how, where and when action on targets will start. 3.3 SERVICE DELIVERY AND CUSTOMER CARE Complete service element of the CEP and ensure consistency with Race Equality Scheme Equality objectives and targets developed within each department/service area; YES Clauses agreed by Authority (FEP 641) has enabled mechanisms to be set up. In addition, a workshop is being planned for contractors YES Service Plans YES BVPP YES Progress EAP s Business Plan monitoring and progress s Business Plan monitoring to CMB YES BVPP BV Reviews Corporate Action plans YES Service Plans and also as part of GLA budget process YES BVPP/ EAP/ RES YES BVPP/ EAP/ RES YES BV Reviews Staff side consultation/ support groups YES LSP2 consultation (FEP 670) N/A - / RES sent to designated groups BVPP sent to range of organisations and groups YES CEP/ RES NO In development. See paragraphs of main 11

12 3.3.3 Service plans to specifically address the importance of barriers, accessibility and reasonable adjustment in the provision of services Allocation of appropriate resources to achieve targets Establish structures of responsibility at departmental and service level to progress action plans; Set timetable within action plans for creating/adapting information and monitoring systems within service areas; For agencies delivering services on behalf of the local authority, include within contracts a requirement to deliver an effective and appropriate service, fairly and without unlawful discrimination; Establish monitoring of contracts to secure equal employment and equal service delivery targets; Start action on departmental and service area targets. 3.4 EMPLOYMENT AND TRAINING Complete employment section of the CEP and ensure consistency with the Race Equality Scheme; Set employment equality targets for recruitment, staff retention, workforce profiles Conduct an equal pay review and plan for equal pay adjustment progress Report Service Plans YES Budget and Equalities Business Planning Process YES Lead officers identified YES Business Planning process N/A (FEP 707) refers to 400 firms being approached YES Some service area targets in place e.g. HR, property disabilities and facilities for women; Home Risk Fire Assessments YES CEP/ RES YES Regular HR Strategy progress s to HRE Panel HR Digest NO Although there are many contracts under which agencies provide services to the Authority, there are none in which an agency delivers a service on the Authority s behalf. Work in progress More comprehensive suite of targets required. See paragraph 14 of main Work in progress. See paragraph 13 of main 12

13 3.4.4 Ensure that staff and members are aware of action plans and the implications for services and employment Provide training for managers on the implementation of the standard with contractors and partners Training for all staff involved in recruitment on the Equality Standard, setting service objectives, action planning, and monitoring, consistent with the training arrangements set out in the Race Equality Scheme Provide training for all staff on the detailed implementation of the Equality Standard including action plans and updates on legal and other developments Build equality objectives and targets into management appraisal mechanisms Provide information and appropriate training on action plans to support scrutiny process Establish a system of guidance and training on relevant equality issues to short-listing panels and interviewers; start action on all employment and pay targets Start action on all employment and pay targets YES Employment /pay Information regularly notified through to staff and published on Hotwire NO NO In development. See paragraph 15 of main In development. See paragraph 15 of main NO In development. See paragraph15 of main NO Appraisal Scheme to be piloted from autumn Will cover Equality objectives See also paragraph 14 of main NO Checks to be made as to whether LFEPA Members have received RES training through GLA/ Boroughs. See paragraph 15 of main YES Interview selection courses Guidance note re personnel reps NO Requires reviewing See paragraph 13 of main 13

14 Appendix B Analysis of Authority s position as measured against the Audit Commission performance indicators for the Equality Standard for Local Government BVPI 2 a. The level (if any) of the Equality Standard for Local Government to which the Authority confirms The Authority is currently at level 3. Target for 2005/6 is level 4 b. The duty to promote race equality 1 Does the Authority have a Race Equality Scheme? Yes 1* * New item for scoring (see paragraph 17 of main ) Indicator a. List the functions and policies that are relevant to the general duty? b. consist of a strategy, which addresses the general duty and each of the specific duties? c. contain clear priorities, targets and outcomes in order to fulfil the general and specific duties? Yes/ No Yes Yes Comment Covers areas of Fire & Rescue; Community and Fire Safety; Procurement; Employment of Staff; Resilience Identifies and prioritises current and proposed policies; reviews impact; reviews and updates policies; consults and monitor Yes Set out in RES Action Plan 1 score 1 1 Is the RES Indicator Yes/ Comment score No d. supported by a timetabled, Yes Set out in RES Action Plan 1 three-year action plan? e. clearly integrated in all corporate Yes Set out in Corporate Plan and 1 and service level plans and strategies? service plans f. clearly integrated in procurement Yes Set out in RES Action Plan 1 and partnerships? g. actively communicated to Yes Public libraries; outreach events; 1 14

15 members of the public and to staff? h. reviewed regularly by the Authority? i. owned by Council members and senior officers who share responsibility for ensuring outcomes are met and are involved in reviews of the scheme? RES Review consultation Yes 6 monthly s 1 Yes Considered through Corporate Management Board, and Member level decision making process. Process overseen/reviewed by Equalities Management Board as necessary 1 Note: Review of RES agreed by the Authority on 16 June 2005 (FEP 708). Scheme to be amended. 2 Are there continuing improvements for race equality from application of the RES Is there evidence of measurable improvements in respect of: Indicator j. the representation in the workforce at all levels of the range of ethnic groups in the local area and relevant labour markets? k. improving staff perceptions of equal opportunities for all ethnic groups and reducing any differences? l. widening the ethnic profile of service users having regard to the need and relative to the local population? m. improving satisfaction rates among service users of all ethnic groups and reducing any differences? n. reducing number of complaints from service users of all ethnic groups and reducing any differences o. providing services that meet the needs of all ethnic groups in the communities the Authority serves Yes/ No No 15 Comment Achieved in some areas but not proportionate at all levels. The Authority is developing a range of programmes to address this. Yes Training to Succeed programme 1 Yes No Borough structure and Community Fire Safety work has enabled the Authority to expand on ethnic profile Survey completion (MORI) figures made are very low, particularly those received from ethnic groups. Mechanisms are being put in place and strengthened to encourage ethnic groups to participate. Complaints made are very low, particularly those received from ethnic groups. Mechanisms are being put in place and strengthened to encourage ethnic groups to participate and put forward complaints Work in progress Impact Needs assessments; Arrangements for access to translation and interpretation services being improved GLA framework document near completion p. improving service outcomes for No Cannot implement this until o. has 0 score

16 all ethnic groups and reducing any differences q. increasing confidence in ing racial incidents r. increasing satisfaction in the way racial incidents resulting in further action are handled been achieved No See paragraph 19 of main 0 No See paragraph 19 of main 0 Score against PI = 63% HRE184 HRE 184 hre184 hre