RACE EQUALITY
SCHEME
FOR
LONDON BOROUGH OF
REDBRIDGE
Contents
Foreword by the Leader of the Council.
1. Introduction
2. How will the Race Equality Scheme be delivered?
3. Assessing the impact of functions and policies on the promotion of Race Equality
4. New Policies
5. Publication of Assessment and Monitoring
6. Consultation
7. Monitoring
8. Employment
9. Training
10. Public Access to Information and Services
11. Procurement
12. Publishing the Scheme
13. Complaints
14. Partnerships
Appendix A The Council’s Vision and Values
Appendix B Council Services
Appendix C Assessment of relevance of Functions and Policies
Race Equality Scheme
Foreword by the Leader of the Council
I am delighted to be able to introduce the Race Equality Scheme for the London Borough of Redbridge. The Scheme represents the Council’s undertaking to the borough’s residents, our partners and our employees to take positive steps to eliminate discrimination and promote equality of opportunity and good race relations.
The Race Relations (Amendment) Act 2000 places a specific duty on the Council to produce a Race Equality Scheme. The Council first published its Race Equality Scheme in April 2002 setting out arrangements to assess our functions and policies for their impact on race equality. It also explained how we would consult with the public, our employees, partners and stakeholders. Since that time we have revised the Scheme in accordance with comments we have received and taking into account new duties that we have on procurement and partnership arrangements.
We are proud that Redbridge is a multi-cultural and multi-faith borough. With that come the responsibility and challenge of making sure that everyone is treated equally and can play a full part in the life of the borough.
Publication of the Scheme represented a significant step forward and much has been done to implement the action it contains. I recognise that there is still much to be done. The Scheme is a living document and comments are welcomed, they will be considered when the Scheme is reviewed. We will also publish a regular report on our progress in implementing the Scheme.
As Leader of the Council, I will be doing all in my power to ensure that the Council delivers race equality as a service provider, a policy maker and as an employer
Councillor Laurence Davies, Leader of the Council
1. Introduction
1.1 This is the Council’s Race Equality Scheme and its purpose is to set out how the Council will meet its duties under the Race Relation Act 1976 as
amended 2000. The Council’s general duties under the Act are to:
Eliminate unlawful racial discrimination Promote equality of opportunity; and
Promote good relations between people of different racial groups
when carrying out its functions
1.2 The Council has made a positive commitment to valuing diversity and ensuring that its services meet the needs all of the borough’s communities. (See Appendix A) We have implemented measures intended to promote Race Equality through our Equality Standards which incorporate the Commission for Racial Equality’s Standard for Race Equality. This Race Equality Scheme will build on that work and the work required to implement it will be incorporated in the Equality Standards.
1.3 The Council believes in delivering good quality services which meet the needs of the people of the borough. We believe that mainstreaming equality into all that we do will enhance the quality of our services and help to deliver Best Value.
1.4 The purpose of the Race Equality Scheme is to set out:
How the Council will decide which of its functions and policies are relevant to the general duty
How the Council will assess and monitor its functions and policies, including policies it is proposing to introduce, to make sure that they’re not affecting some groups negatively, and that all communities are satisfied with them
How the Council will deal with evidence that its functions and policies are not in line with the general duty
How the Council will consult the general public and, particularly, involve ethnic minorities at all stages
How the Council will deal with complaints about the way it is meeting the duties, or other complaints about racial equality
How the Council will make sure that everyone, whatever the ethnic background, has access to information about the authority and its services
How the Council will make sure that its entire staff understands their responsibilities under the duty
How often the Council will review the scheme
2. How will the Race Equality Scheme be delivered?
2.1 Implementation Structure
A robust structure will be required to ensure that the Race Equality Scheme is developed and implemented. The structure must provide for the oversight of the scheme by elected Members and Senior Managers, the effective implementation in Council services, effective consultation, monitoring and review.
2.2 Members
Overall responsibility for the scheme will fall within the remit of the Leader of the Council. A scrutiny committee will monitor implementation of the scheme.
2.3 The Steering Group
This group will guide the development and implementation of the scheme. We are fortunate to have the participation of the Commission for Racial Equality and Redbridge Race Equality Council in the steering group along with key Council officers.
2.4 The Project Team
The actual delivery of the scheme will take place in services. An
appropriately senior person for each service will take lead responsibility for the scheme in that service. The scheme will be incorporated in the service plan.
2.5 Senior Management
The Council’s Management Board will call for regular reports on the
progress of the scheme. Directors will incorporate the implementation of the scheme into performance management of Chief Officers.
2.6 The Council’s Management Board has a agreed an improvement plan which identifies areas for action to improve the Council’s overall performance on Equalities.
Action Required Who By? When By?
Include Race Relations Act and Race Equality Scheme in Member Training Member Induction
Equalities and Organisational Development
On going
Training for Management Board and Chief Officers on General and specific duties of Council
Equalities and Organisational
Development Ongoing Each Service Area to designate an
officer as responsible for equalities
All Services
In improvement plan
Training for Service Area equalities representative on general and specific duties of the Council
Organisational Development and Equalities
Equality Impact Assessment
Training from Jan 2004.
3 Assessing the Impact of Functions and Policies on the Promotion of Race Equality
3.1 Each of the Council’s Services has a number of functions. Each function must be screened to assess its relevance to:
• Eliminating unlawful racial discrimination • Promoting equality of opportunity; and
• Promoting good relations between people of different racial groups
This will enable us to determine the priority of each relevant function and policy to be subject to an impact assessment.
3.2 The Council will consider the impact of each relevant current or new policy and apply the following criteria:
I. Is there any evidence of higher or lower uptake or participation by different groups?
II. Is there any evidence that different groups have different needs, experiences, issues and priorities in relation to the particular policy? III. Is there an opportunity to promote equality of opportunity or good
relations by altering the policy?
IV. Have consultations with relevant groups, organisations or individuals indicated that particular policies, functions or duties create problems that are specific to them?
assessments will be conducted in accordance with the procedure set out in the Commission for Race Equality’s statutory guidance.
3.3 Action
Action Required Who By? When By?
Each service to produce a list of functions and policies and to assess their relevance to the general duties
All Services May 2002
Done
Each service to prioritise its relevant policies for full impact assessment
All Services and Race Equality Scheme Steering Group
In improvement plan
Each service to list policies intended for adoption in the next 12 months
All Services
Annually from now – in improvement plan
Services to carry out Equality Impact Assessments to functions and Policies identified as high priority (IE first tranche)
ALL SERVICES In improvement plan
4 New Policies
4.1 New policies and changes to existing functions will be assessed for their impact on Race Equality.
5 Publication of Assessment and Monitoring
5.1 The Council will make publicly available the outcome of any equality impact assessment and of any monitoring undertaken. This material will be accessible on the Council’s website. It will also be available in printed form and on request in accessible formats such as Braille, large print, audiocassette and minority ethnic languages.
5.2 Published documentation on an equality impact assessment will include:
The aims of the policy;
Details of the outcome of the assessment; Associated monitoring data;
6 Consultation
6.1 The Council has made a commitment to involving local people and increasing their influence in the Council’s decision making process (Appendix E). Included in this commitment is the principle of community consultation.
6.2 Consultation in a vital component of the process of assessing policies and functions. The Council will set up consultation processes (or use those it has in place) and incorporate the outcomes into the assessment process.
We will try to ensure that:
People from all ethnic backgrounds are consulted and their views taken into account
A range of consultation methods are used We avoid using the same groups
In addition we will endeavour to consult all relevant stakeholders
6.3 Action:
Action Required Who By? When By?
Review the consultation strategy and ensure it is in line with the general duties
The Council has consultation best practice guidance on ensuring the inclusion of all communities in the borough.
The guide is on the intranet website at: Guides and
Resources>Corporate resources>consultation toolkit
Review profile of the “Citizens Panel”
Panel was refreshed in April 2004 to ensure correct representation in terms of age, gender and ethnicity.
Done. Keep under review
Check all questionnaires for accessibility by all members of the community
A Best Value Review on access to information and services has been carried out.
Questionnaires can be produced in various formats and community
languages.
Service will be further enhanced pending the award of the contract for future translation services.
Undertake community consultation
and policies Assessment has been produced and
includes guidance on consultation as an intrinsic part of the process.
Consult with all employees,
recognised Trade Unions and Black and Asian workers support group on employment issues related to Race Equality
Personnel and All Services
Ongoing
7 Monitoring
7.1 The Council recognises the importance of implementing effective monitoring systems and will set up systems to monitor the impact of policies on relevant groups.
7.2 Action:
Action Required Who By? When By?
Develop monitoring systems in employment (see 8)
Systems are now in place to report data on the workforce in all the categories required by the Race Relations Act with the exception of training.
Ongoing
Maintain data by racial group on the take up of services relevant to the general duty.
All public Services collect this data
Ongoing
Obtain relevant demographic data on ethnic groups in the borough
This data is collated and published by Strategic Services
Ongoing
Consult relevant groups to assess
satisfaction levels All Public Services. This requirement is incorporated in the Equalities Impact Assessment guidance.
8 Employment
8.1 Employment has a very significant role to play in the promotion of Race Equality. As an organisation we are better placed to meet the needs of a diverse community if we have a similarly diverse workforce.
8.2 The Council has in place a number of measures to make the workforce more representative of the community. We have monitored the ethnic profile of the Council’s workforce for some time but recognise the need to improve and broaden the monitoring that takes place and to take positive action where necessary to redress inequalities
8.3 Action:
Action Required Who By? When By?
Training for managers on the detailed
implications of the equalities agenda An Equalities Training Strategy has been developed and included in the Organisational Development Strategy.
Ongoing
Put in place systems for monitoring by race:
Staff in post
Applicants for employment
Applicants for training Staff receiving training
Staff involved in the grievance procedure
Staff subject to disciplinary procedures
Staff who cease employment with the Council
Personnel
In place
April 2005
In place
Publish the outcome of monitoring annually
Personnel
Published in form of committee report annually.
Take remedial action to address under representation including positive action where appropriate
All Services &
It should be noted that the Local Education Authority has a duty to monitor staff by racial group for all the maintained schools in the borough. Specifically the duty requires the LEA to monitor:
1 Staff in post
2 Applicants for employment, training and promotion;
3 For schools with 150 or more full time staff or equivalent, the number of staff
A receiving training
B benefiting or suffering a detriment as a result of performance assessment procedures
C involved in grievance procedures D subject to disciplinary procedures; and E ending employment with the schools.
The Local Education Authority also has a duty to take reasonably practicable steps to publish each year, the results of this monitoring, In Redbridge the LEA will meet these duties as part of the Council’s overall implementation of its specific duties under the Act and through the action set out in this scheme. Local Education Authority to
ensure that maintained schools provide appropriate data
Education Annually
9 Training
9.1 The Council will ensure that all of its staff will receive a programme of relevant communication and training on the Council’s general duties under the Act, the requirements of the Race Equality Scheme and the arrangements for equality impact assessment appropriate to their grade and responsibilities. This is currently being developed through the Organisational Development Strategy.
9.2 Action:
Action Required Who By? When By?
Provide awareness training on general duties and implications for Council for all staff
All Services & Organisational Development & Equalities
Ongoing
Provide staff involved in screening and assessment of functions and policies with knowledge and skills to work effectively
All Services & Organisational
Development Ongoing Provide staff engaged in consultation
with skills and knowledge to work effectively
All Services & Organisational Development
Ongoing
Provide staff involved in
implementing and monitoring the
All Services &
Race Equality Scheme with skills and knowledge to work effectively
Development
Provide members with awareness training on their duties and responsibilities under the Act
Strategic Services & Organisational
Development In improvement plan
Provide Management Board with awareness training on their duties and responsibilities under the Act
Strategic Services & Organisational
Development In improvement plan
10 Public Access to Information and Services
10.1 The Council is committed to effective communication with the public. It recognises that some sections of the public may not enjoy equality of
opportunity in accessing information provided by the Council. For example: Members of minority ethnic groups whose first language is not
English may have difficulty with information provided only in English;
Some sections of the community may feel reluctant to engage in exchanges with the Council (particularly hard to reach groups and Youth).
The Council will assess its arrangements and consider how improving arrangements for providing information in different accessible formats and languages can better ensure public access to information.
The Council intends that all of its services are fully accessible to all parts of the community in a way that ensures equality of opportunity. Equality impact assessments will highlight any factors that create differential impact by making a service linked to a particular function, policy or duty less accessible to
particular groups. The Council will monitor access by all sections of the community to information about its policies and access to its services.
In those of its offices open to the public, the Council will ensure that no section of the community is deterred from visiting for whatever reason.
10.2 Action:
Action Required Who By? When By?
Monitor take up of services by different racial groups
All Public Services Ongoing
Provide interpreting and translation when required
All Services
Assess effect of community consultation on service delivery
All Public Services April 2005
Use demographic data to establish targets and plan services
All Public Services Ongoing
11 Procurement:
Where an external supplier carries out one or more of the Council’s functions, the Council remains responsible for meeting the duty. We will, therefore, build relevant race equality considerations into the procurement process.
Action required Who by By when?
Include race equality considerations in procurement strategies and link to the Race Equality Scheme
The Council will develop a strategic procurement function
April 2005
Make clear to Chief Officers and strategic policy officers what the Race Relations Act requires in terms of how the authority purchases goods, works and services.
The Council will develop a strategic procurement function
April 2005
Ensure that contractors delivering relevant functions meet the
commitments in the Race Equality Scheme and Equalities policies.
The Council will develop a strategic procurement function
April 2005
Produce guidance fro staff involved in procurement work about the impact of the new legal duties on their area of work.
The Council will develop a strategic procurement function
April 2005
12 Publication of the Scheme
12.1 This Race Equality Scheme will be made available to relevant community groups and organisations and to the Council’s employees.
12.2 When the Scheme is revised and reviewed the updated version will similarly be made available.
13 Complaints
13.1 The Council will ensure that its procedure for handling complaints in relation to the Race Equality Scheme is accessible to all.
13.3 Action:
Action Required Who By? When By?
Review Council’s existing complaints procedure to ensure it fully complies with the Race Relations Act as amended
Customer Help and Information Services & Equalities
Done.
Develop a system for monitoring the racial group of those making
complaints and monitor this information
Monitoring is in place for the
Council’s Corporate Complaints
Procedure.
April 2005 for monitoring in services.
14. Partnership:
The Council increasingly works in partnership with other organisations to deliver services to the community. The commission for Racial Equality have also issued non-statutory guidance on partnership work.
Some examples of partnerships in which the Council is involved include:
Local Strategic Partnership Crime reduction partnership Community Safety Partnership
