CROYDON COUNCIL
RACE EQUALITY SCHEME
2002 – 2005
CONTENTS PAGE
Foreword 1
Our Strategic Aims and Objectives for Race Equality 2
Introduction 3
Our arrangements for publishing assessment, consultation and monitoring reports
10
Croydon As A Service Provider 11
How we will meet the general duty 11
How we will meet the specific duties for service delivery - introduction i. Assessing and consulting on proposed policies
ii. Making arrangements for monitoring policy for adverse impact iii. Arrangements for ensuring the public have access to information and services
iv. Duty to train staff in connection with the general and specific duties
14 15 17 18
21
Croydon As An Employer 22
How we will meet our General and Specific Duties 23
Aims of the Race Equality Scheme for Employment 23
Learning and Development of Workers 23
Policies and procedures impacting on race equality 24
Equalities in Employment Forum 25
Staff Survey – Focus Groups 25
Best Value 25
Departmental Targets 25
Black and Minority Ethnic Workers in Senior Management Posts 25 Black and Minority Ethnic Workers represented by Grade 26
Labour Market Participation 26
Stephen Lawrence Inquiry Action Plan - Employment 27
Investors in Equality 28
Publication of the Race Equality Scheme 30
Review of the Race Equality Scheme 30
Corporate Action Plan For Service Delivery 31
Assessment of Departmental Functions, Policies and Strategies 39
FOREWORD
Croydon Council welcomes the introduction of the Race Relations (Amendment) Act (“RRAA”) and is committed to working towards the elimination of racial discrimination; the promotion of racial equality and the promotion of good race relations within Croydon. Working towards implementing the provisions of this Act will assist the Council and its Senior Management Team in leading the cultural change necessary to deliver modern public services that are in line with rising public expectations and our belief in equal citizenship.
The Council notes the Government’s commitment to the implementation of the European Community Directive on Employment and Race which will make discrimination on the grounds of religion and belief unlawful in employment and training by 2nd December 2003. The Council therefore plans to include religion and belief into its Race Equality Scheme over the next year. Our workforce monitoring currently includes religion and belief.
Strong partnerships with the local community have led to considerable achievements in service provision that have been nationally recognised. Our commitment to quality is evidenced by our wining beacon status for both our town centre regeneration and health strategies.
We aim to deliver high quality services that are equally accessible to all our customers and to implementing robust policies to ensure equality in the recruitment, training and development of our workers. This is founded on the belief that in order to fully
understand and communicate effectively with our customers and meet their services needs, we must reflect the local community within our workforce. Croydon Council is therefore working to ensure that the composition of its workforce is representative of its diverse population.
We are committed to continuous improvement and in achieving consistency of quality and equality across all our functions.
Hugh Malyan
Our Strategic Aims and Objectives for Race Equality
The Council has adopted a generic approach to equal opportunities and considers that equality shall be founded on respect for the dignity of every person irrespective of their personal characteristics. Race equality cannot be considered in isolation from other equality areas, as was so poignantly demonstrated by the death of Stephen Lawrence and the events leading to the Inquiry.
The Council’s Equal Opportunities Policy states that it “will treat all People with dignity and respect, recognising the value of each individual. The Council is committed to eliminating all forms of discrimination in service delivery and employment on the grounds of race, gender, disability, age, sexual orientation and religion”.
This Race Equality Scheme will form part of a wider strategy for building cohesive communities, tackling social and economic exclusion, the elimination of unfair discrimination, and the promotion of equality of opportunity and outcome.
This Race Equality Scheme is complementary to the Best Value Performance Plans, Community and Neighbourhood Renewal strategies and builds on the Stephen
Lawrence Inquiry Action Plans for Service Delivery and Employment. It is consistent with the new Equalities Standard developed by the Commission for Racial Equality, Disability Rights Commission, Equal Opportunities Commission and the Employers Organisation for Local Government.
INTRODUCTION
The Race Relations (Amendment) Act 2000 places a new general duty on all public authorities. When we carry out our duties we must have “due regard to the need” to:
· Eliminate unlawful discrimination;
· Promote equality of opportunity and
· Promote good race relations between people of different racial groups
The aim is make race equality a central part of the way the Council works in carrying out its functions and delivers its services. Promoting race equality will improve the way we deliver services to everyone.
To help local authorities meet this general duty the Secretary of State has also issued an order setting out specific duties covering policy making, service delivery and
employment.
The order requires us to:
· publish a scheme which states the functions and policies we have assessed as being relevant to achieve the general duty
· publish the results of assessment, monitoring and consultation
· set out the arrangements for meeting the duty by;
- monitoring policies for adverse impact on race equality
- assessing and consulting on the impact of proposed policies
- making arrangements for ensuring access to information and services
- training staff in connection with the general and specific duties
Croydon Council’s Race Equality Scheme
The Council’s Race Equality Scheme sets out how we intend to meet the general and specific duties placed upon us to eliminate racism and racial discrimination, promote race equality and promote good race relations.
The scheme sets out clear action points for meeting the specific duties which will assist the council in all aspects of meeting the general duty. All Chief Officers will be
responsible for ensuring the general and specific duties are integrated into existing performance management and policy development systems. The ongoing consultation and review of the scheme will inform the Council on progress in meeting the general duty.
In drawing up the scheme we have examined existing plans and strategies for promoting race equality namely:
· The Stephen Lawrence Action Plan
· The Equality Standard
· Best Value Action Plans
considered. The scheme is designed to integrate the actions necessary to implement the Race Relations (Amendment) Act into these existing performance systems.
The scheme also has an annual review system built in to the action plan to ensure that the action plans are meeting our objectives and to make changes where necessary. This will also allow for ongoing consultation with staff and the community.
Croydon Council’s Values
Croydon’s Race Equality Scheme is founded on its values of:
· Putting the ‘Customer’ first
· Recognising the importance of staff
· Valuing Democracy and Community Involvement
· Achieving Quality and Best Value
· Promoting Equality and Valuing Diversity
· Working in Partnership
· Better and fairer access to services
In developing our Race Equality Scheme we have endeavoured to be realistic about what can be achieved within the timescale and resources available. Deeply held
prejudices and attitudes and beliefs are not easily overcome. The Council has set clear standards of behaviour for its workers and is working to break down barriers between groups through education and training, encouraging community participation and dialogue.
The Council is mindful of the rise in racist incidents since the Stephen Lawrence Inquiry Report and is actively working in partnership locally to combat racism. A robust Racial Harassment Policy is in place, which is supported by training for our workers.
Achieving equality of outcomes involves meeting the challenge of treating people differently, but fairly. This is a challenge for managers, in delivering quality services, in managing a diverse workforce and developing a culture that truly values difference.
Race Equality Statement
Our Aims
The Council commits itself to providing
· Services that are accessible according to need
· Equal opportunities in recruitment and employment
· Effective partnerships with all sections of the community
Principles
In achieving these aims the Council will be guided by the following principles:
· Placing good equalities practice at the core of all Council activities
· Challenging past and continuing discrimination
· Listening and responding to individuals, communities and staff
· Fairly allocating appropriate resources and being openly accountable to the community
· Ensuring that its commitment is an on going process
In service delivery the Council will recognise diversity for example in language, diet, dress or faith and will respond sensitively to the different needs of different groups of people and promote the positive value of that diversity within the community.
In employment the Council recognises that there is still under–representation of Black and Minority Ethnic workers, particularly in senior positions. The Council will develop policies and practices to address the under-representation of Black and Minority Ethnic workers
The Council will also work in partnership with other agencies to combat racial
harassment and other racist incidents in the community by taking preventative measures and prosecuting wherever possible.
The Council will also do its duty to ensure that refugees living in the borough are given the support they need to settle and challenge discrimination when it occurs.
The Equal Opportunities policy will be reviewed during the first year of the scheme to assess its compliance with the general and specific duties contained within the Race Relations (Amendment) Act 2000
Croydon Council’s Organisational structure
A Cabinet formed of 10 Councillors from the majority party meets to formulate
recommendations to the Council about new, amended, or revised policies relating to any plan or strategy within the Council’s Policy Framework.
As well as the Cabinet’s own committees there a four Council committees:
· The Licensing Committee is a quasi-judicial committee dealing with licensing matters such as entertainment licences for new bars and clubs
· The Development Control Committee deals with all Planning applications and other development control matters that require approval by councillors
· The Scrutiny Committee holds the Cabinet to account through questioning Cabinet members and Chief Officers
· The Corporate Services Committee mostly deals with tenders and contracts.
The Chief Executive is the most senior Council Manager who has overall responsibility for ensuring the Council carries out its powers, duties and policies.
The Council is divided into nine Departments each with a Chief Officer. The Chief Officer is responsible for ensuring the Council’s functions and policies are carried out to Best Value and Equalities standards within their departments. The nine departments are:
· Corporate Services is responsible for a range of mainly internal operations including preparing tenders and contracts, legal services and personnel arrangements
· Cultural Services operates the boroughs Libraries, Museums, Arts and Leisure facilities (e.g. swimming pools and parks) as well as organising cultural events such as the annual Mela.
· The Education Department has responsibility for schools which is delegated to governing bodies. The department has a wider remit to plan, promote and deliver a wider range of services including those for early years education and child care, the youth service, after school education services and adult and community learning.
· Environmental Services includes, environmental health, trading standards, highways maintenance and refuse collection.
· The Executive Office is mainly responsible for corporate policy development and economic strategy.
· The Finance & IT Department is responsible for the proper administration of the Council’s financial Affairs. This includes the collection of Council Tax and the administration of Housing and Council Tax Benefits. It is also responsible for the development and implementation of the Council’s Customer Focus and E-Services strategies.
· The Housing Department has statutory duties and powers in relation to
well as rent collection, allocation of housing and provision of sheltered housing for older people.
· Planning and Transportation Department advises on and administers planning applications, building control, prepares the Councils Unitary Development Plan and develops the Council’s transportation policy.
· The Social Services Department supports and protects members of the community who may be vulnerable due to age, disability or ill health through a range of social work, day care and residential services. Increasingly such services are provided in partnership with other agencies such as the Health Authority.
Corporate Equalities Group
The Council’s Corporate Equalities Group, made up of senior departmental managers from every department, co-ordinates the Council’s equal opportunities work for both service delivery and employment. The group meets every two months and has a major role in ensuring that equalities issues are mainstreamed in the Council’s policy
development, service delivery and employment practices.
Demographic Profile of Croydon’s Communities
Croydon is an outer London Borough covering an area of 33 square miles. It is the UK’s sixth largest business and commercial centre and many leading national, international and global companies are based in Croydon. Croydon Council is one of the largest local employers employing just over 10,000 people of the 133,000 people working in the borough.
The demographic profile of Croydon shows a substantial and growing proportion of the population who are of mixed race. Many of our minority ethnic and black communities are third or fourth generation brought up and thriving in a culturally diverse environment. Their expectations, views and aspirations will have a profound impact and influence on race relations in the future and this must be taken into account in planning service delivery and in employment.
Knowing and understanding our customers is important to us as it enables us to plan and develop quality services that are relevant to the communities we serve.
Based on projections from the 1991 census, twenty-two per cent of the population are from Black and Minority Ethnic groups. Black Caribbean people (5.81%) are the largest minority ethnic group, followed closely by Indian people (5.25%) and ‘other’ Black and Asian people (3.6%) These projections do not include the refugee community who have settled in Croydon in recent years.
The 2001 census will provide information on newer communities who have been attracted to Croydon since 1991.
especially the case for ‘Black Other’ where just under 80% of this group is aged under 30 years).
The economically active Black and Minority population, aged between 16 to 64 years represents 25 per cent of the total population.
The proportion of people from Black and Minority Ethnic groups aged
· under 15 is 30 per cent of the population within that age group
· 15 to 29 it is 28 per cent of the population within that age group
· 30 to 64 it is 23 per cent of the population within that age group
· over 64 is 1.4 per cent of the population within that age group
Service planning will need to take account of these variations – for example in planning services for the under 14s or over 65 presuming a Black and Minority representation of 22 per cent could result in under or over provision.
Much of the growth in the working population will come from Black and Minority Ethnic groups. This will have implications for the labour market and in particular the
recruitment and retention of a diverse workforce. Managing diversity can no longer be considered an option, but a necessity.
The location of Black and Minority Ethnic Communities
Minority ethnic communities in Croydon are largely concentrated in the most deprived wards in the north and south east of the borough. These wards have the highest incidence of unemployment, poorer health and life expectancy and poor housing. For example, around 44.5 per cent of the residents of West Thornton are from Black and Minority Ethnic communities compared to 5.44 per cent in more affluent wards such as Coulsdon East.
The Council acknowledges its role as a major local employer in setting a good example locally and to working towards employing a workforce that is representative of the local labour market.
Promoting Accountability and Transparency
Arrangements for Consultation on the Operation of the Scheme and
its Review
Workers will be able to access information about the scheme through their Departmental Personnel Sections, the Unions, and Staff Support Groups.
Complaints and compliments about the Scheme, its operation or suggestions for its improvement can be made to the Equalities Unit for service issues and to Personnel Services for employment issues.
Customer and Staff Surveys and Focus Groups will be used to obtain feedback on the operation of the scheme and suggestions on how the Council can better meet its general and specific duties.
ARRANGEMENTS FOR PUBLISHING ASSESSMENT, CONSULTATION
AND MONITORING REPORTS
The Council will publish its arrangements through three forums:
1. Assessment, monitoring and consultation reports will be reported in detail to the Cabinet Committee for Equalities and Community Partnerships and Corporate Services Committee.
2. The Best Value Performance Plan Annual Report, which is posted on the Council’s Web Site
3. A synopsis will appear in Croydon reports which is delivered free to homes in Croydon with details of how to access the report in the two above formats and how to obtain the report in community languages and accessible formats.
The full annual report will be available from:
· All libraries in the borough
· Race Equality Partnership Croydon
· Council reception/contact areas
· Equalities Unit
· Personnel Services
· On the Internet
· On the intranet
CROYDON AS A SERVICE PROVIDER
How we will meet the General Duty
The Race Relations (Amendment) Act 2000 is welcomed as an opportunity to build on our existing initiatives to promote race equality through the Stephen Lawrence Action Plan, the Best Value Performance Plans and the Equalities Standard.
Councils objectives for effective partnership within the community
The Council’s Equal Opportunities Policy of March 1999 states the following objectives:
· To work in partnership with all sections of the community.
· Listen and respond to communities’ views through widespread consultation and participation in a non-judgmental way within a safe environment.
· Encourage and support people to be active in community life.
· Celebrate the variety of lifestyles and cultures in the borough.
· Work with others to provide an environment free from discrimination, harassment and violence.
· Encourage others to adopt this policy, including those who contract to provide goods and services for the Council.
Stephen Lawrence Action Plan For Service Delivery
Croydon Council had started work on a Race Equality Action Plan before the McPherson report from the Stephen Lawrence Enquiry was published. The service delivery action plan contains a range of strategies and initiatives, some of which are included below.
· Over a five year period all services will have been monitored for equality and a comprehensive corporate system introduced. This process will continue during the period of the Race Equality Scheme.
· Ethnic monitoring of housing allocations is reported to Council Cabinet Committee annually and Benefit application forms request information on ethnicity.
· Equalities monitoring has also been extended to Council contractors and workshops have been arranged and guidance forms issued.
·
The Holocaust is remembered annually in January with an integral theme being the promotion of good race relations.How the Race Equality Scheme is to be integrated with the Equality
Standard for local government.
Building on the Race Equality Standard, the CRE, the Equal Opportunities Commission, the Disability Rights Commission and the Employer's Organisation for local government have jointly developed the Equality Standard.
The new Standard will enable the Council to assess its performance on the three equality dimensions of race, gender and disability and will assist Croydon to comply with its general duty to promote race equality. These levels cover all aspects of policy- making, service delivery and employment outlined under the Race Equality Scheme.
From April 2002 the CRE Standard for Race Equality has been replaced by the Equality Standard for local government. The Equality Standard has been adopted as a Best Value corporate health performance indicator. Croydon is a pilot authority on the implementation of the new standard.
The Council’s high level Corporate Equality Group will be responsible for developing and implementing the Equality Standard and associated corporate Equality Plans. The
Corporate Equalities Group will address these new requirements.
We will provide training to trainers in the Council so that they can give direction to their own departments in meeting the requirements of both the Equality Standard and the Race Relations (Amendment) Act, in an integrated way, that mainstreams equality into existing business performance management systems. Many departments provide cultural
awareness and other equalities training for their workers.
Racial Harassment Policy
The policy is “a framework to ensure that all Council departments respond with speed and sensitivity to protect and support people experiencing racial harassment. This includes taking prompt and effective action against the perpetrators of racist crimes.”
The policy commits the Council to:
· accepting the victim’s perception that the incident is racially motivated · carry out an urgent investigation
· involve the victim in agreeing and discussing an action plan
· ensure that we take the most effective action to remove the threat and provide a lasting solution
· taking the strongest action against perpetrators, (recent action includes evicting
perpetrators from Council housing, obtaining injunctions, issuing warnings and assisting the police to take criminal action).
ensure a co-ordinated strategy across statutory, voluntary and community agencies in the borough.
Best Value Reviews and Performance Plans
Best Value Reviews
The Council agreed that the best way to integrate equalities and achieve continuous improvement into the work of the Council is through the Best Value Reviews. Departments are requested to identify the intended equalities work within the review and asked to
address the following fundamental questions:
· How does the review team address equalities within the Best Value Review? · What are the equalities implications?
· How would we consult with residents from the equalities target groups? · Have we considered the adequacy of the service for different target groups? · Have we developed specific equality indicators for the service?
The format takes account of the Best Value Performance Indicators and the Equality Standard, which will form the basis for assessing the Council’s progress towards meeting the general and specific duties of the Race Relations (Amendment) Act. These will be augmented as appropriate.
Each review team has been allocated an Equalities Adviser for providing support and guidance to the Project Manager/review team on equalities issues.
Best Value Performance Plans
Under the Council’s Best Value review programme, services have to be tested under Best Value criteria. Since the start of this process all services being reviewed have had to be tested against the (CRE) Equalities standard.
An integral theme adopted by the Council when assessing services for Best Value is Better and Fair access to services. This incorporates 2 core values – promoting equality and diversity and putting the customer first. In carrying out each review it is necessary to assess whether the service is appropriate and accessible to all sections of the community and where this cannot be demonstrated to draw up an action plan to achieve it.
From June 2002 Best Value Reviews will be required to consider how services under review comply with the General Duty and meet the specific duties. In addition all action plans, new policies, strategies etc will need to be screened in accordance with the Council’s Race Equality Scheme.
MEET HOW WE WILL THE SPECIFIC DUTIES
Introduction
To help meet the general duty to promote race equality, the Race Relations (Amendment) Act 2002 places specific duties upon local authorities:
i. Assess and consult on proposed policies
ii. Make arrangements for monitoring policy for adverse impact on the promotion of race equality
iii. Make arrangement for ensuring the public have access to information and services iv. Train staff in connection with the general and specific duties
In addition the Act places specific duties on the Council as an employer.
Each of these specific duties will be incorporated into existing performance management systems such as the Best Value Review. For example all actions plans will be subject to the screening and impact assessment process and consultation will be conducted in
accordance with revised consultation guidelines.
i.
Assessing and consulting on proposed policies
The Race Relations (Amendment) Act requires that we assess all proposed policies to ensure consultation with those people who are likely to be affected by the proposed policy.
All proposed/new policies will be screened for likely impact on race equality. A full impact assessment may not be necessary in every case. Policies will be prioritised at the initial screening as:
· HIGH – must have a full impact assessment · MEDIUM – full or partial impact assessment
· LOW- impact assessment not necessary but will be reviewed after 3 years
A fullimpactassessment will include the results of external consultation, a final recommendation and arrangements for monitoring and evaluating the assessment.
A partialimpactassessment will build on the initial screening assessment, outline risks and benefits and will include the advice of experts and interested groups.
Data for assessing impact
To assess the impact we will use all or most of the following information;
· Demographic data including census findings · Available research findings
· Best Value data
· Equalities monitoring data
· Specially commissioned research
· One off data gathering exercises (e.g. customer satisfaction surveys) · Outcomes of consultation meetings
· Equalities monitoring reports
Consultation
Consultation will be built into each stage of the policy development and planning process. All consultation will be conducted in accordance with the Council’s guidance “ Community Involvement – Consultation guidelines”.
Between the 1st June 2002 and 31st December 2002 the existing consultation guidelines will be reviewed to assess their compliance with the Race Relations (Amendment) Act 2002. Updated guidelines will be available from 1st April 2003. This review will take into account
Methods of consultation
Croydon has a range of methods for consulting with the community and groups within the community. Below are some of the methods used by the Council:
· Croydon’s Citizens Panel (Talkabout) is made up of around 1000 local residents who have been randomly selected to give their views about local issues on a regular basis. The panel is generally representative of the local adult population in terms of age, gender and ethnic origin. Surveys are used to inform the council on local concerns and identify priorities.
· Neighbourhood partnerships are open to all people living within one of the specific areas of Croydon. They have been established to allow residents to get involved in the debate about issues affecting their local community.
· Community forums including the Race Equality Partnership enable the Council to consult with representatives of specific target groups on a regular basis. These groups are particularly important in informing our Best Value Reviews.
· Customer Satisfaction Surveys enable the Council to receive feedback on the appropriateness and effectiveness of services and identify areas for improvement.
· Stakeholder workshops bring together a range of people who have an interest in a service review or proposed policy. These have been regularly used to inform Best Value Reviews.
· Focus groups bring together a small representative section of the community to discuss a specific initiative. These are more informal and allow a cross section of people to participate.
· Public meetings are an open form of consultation giving people an opportunity to ask questions before giving their views.
Action
· All best value action plans and strategies will be subject to the impact assessment process
· All Council and Cabinet Committee reports will contain a paragraph which sets out the assessment process used and outcomes of consultation and assessment
· A screening grid will be used to determine the degree of relevance of policies for race equality impact assessment
ii.
Arrangements for Monitoring Polices for Adverse Impact
Policy
“Croydon Council will use Equalities monitoring of services as a means to measure the effectiveness of its policies and the quality of its services and to ensure that these are delivered in a consistent and equitable way” ( Monitoring Equality in Service delivery).
Quality and equality cannot be separated. Changing unfair or discriminatory practices will improve the quality of services we offer. Monitoring is essential when planning, targeting and measuring development in service provision.
The methods used for monitoring for race equality include:
· Ethnic monitoring data
· Croydon Talkabout (Citizens Jury) · User satisfaction surveys
· Consultation meetings · Focus groups
· Complaints monitoring
The Council Guidelines “Monitoring Equality in Service Delivery” provide comprehensive and detailed guidance on how to plan, carry out and report results of monitoring services for race equality. These guidelines were written well before the publication of the Race
Relations (Amendment) Act 2000. These will be updated to ensure compliance with the enhanced duties now placed on councils to promote race equality.
Action
· Review all departmental and corporate complaints procedures by 31 December 2002 · All staff with responsibilities for equalities monitoring will have a copy of the Equalities in
Action guide “Monitoring Equalities in Service Delivery”.
· Staff involved in equalities monitoring will have their training needs assessed.
· Review Guidelines for “Monitoring Equalities in Service Delivery” by 31 December 2002 to ensure meet requirements of the RR(A)A.
· Publish revised guidelines by 31st March 2003
iii.
Arrangements for making sure the public have access to
information and public services.
Objectives for accessible services
The Council’s Equal Opportunities policy states the following objectives
· Aim to achieve all levels of the Council’s Equalities Standard and ensure that services meet Best Value principles
· Review all council services from the perspective of the Council’s Equality Principles to ensure they meet the differing needs of individuals and groups
· Provide clear information about council Services in ways that are accessible and meet the communities’ needs
· Work together and consult with all sections of the community on service needs and provision
· Monitor and evaluate services to ensure they do not discriminate
· Ensure equal access to the Council’s complaints procedure.
Making Information accessible
We will aim to inform all people about the Council’s functions, policies, services, powers, duties, decisions, benefits, facilities or activities. To achieve this we will use a variety of formats community languages and interpreters, as appropriate.
Information can be provided through a range of sources. These include:
· Croydon Reports · Leaflets
· Press releases · Public Meetings
The Council has a clear policy of ensuring that information about services, functions, policies etc is accessible to all. In brief this includes;
· Ensuring printed material is available to people from Black and Minority Ethnic communities.
· All printed material is available in a range formats e.g. Large Print, Audio Tape, Braille, computer diskette.
· Information is presented in a clear jargon free manner in plain language.
· Where cultural, religious or other practices may exclude some people from Black and Minority Ethnic groups (e.g. women) separate meetings will be offered
Action
· Key documents in reception areas, and other access points, is openly available in community languages other than English. These documents to also be available and on display in accessible formats, such as large print, Braille and audio tape versions, and in some community languages by 1 June 2003.
· Review the most appropriate methods of making information more readily accessible to people from Black and Minority Ethnic groups e.g. via community groups
· All printed material provides details of how it can be obtained in other community languages and formats.
· Investigate providing Information and training to Black and Minority Ethnic groups within the community, and voluntary organisations, on the Council’s decision making
processes and how to access them.
· User surveys to assess services are being accessed by racial groups, and whether women and disabled people within those groups are accessing services on a proportionate basis when compared to Census output data.
· Equalities monitoring of consultation processes to ensure that people from all racial groups (and women and disabled people from within those groups) are proportionately involved.
· Development of staff competencies in delivering equal access to services
Translating and Interpreting Services
The Translation and Interpreting Service (TIS) aims to bridge any communications gap that may exist between council service providers and their customers/clients. Our expertise covers most languages as well as sign language and Braille. To help bridge the language communication gap we provide:
· Interpreters for meetings, home visits, interviews, case conferences, consultation meetings.
· Translation of individual correspondence, leaflets, posters, consultation documents, statements.
· Advice on alternative methods of communication such as surgeries, group meetings and the use of audio/video cassettes.
· Advice on how to disseminate information.
· Training for the users of the service as well as interpreters and translators
· Courses for food businesses in other languages, for example, Cantonese, using interpreters
All interpreters and translators are required to abide by respective Codes of Practice and Service Guidelines for interpreters and translators
The service is also provided to other agencies in the community such as Housing
Associations, Police, Voluntary Organisations Job Centres, Health Authority, Benefit Offices and Courts.
Action
· Development of language surgeries whereby interpreters will be available for specific languages on certain days at Council reception/public contact areas. A scheme for language surgeries to be in place by 31 December 2002.
· Development of a Translating & Interpreting web site which will include an access form in several languages. To go live by December 31 2002.
· Creation of audio taping service in a range of community languages. House Services to have identified suitable accommodation for taping by 31 December 2002. Readers to be identified by 31 December 2002. Service to be live from 2 January 2003.
· Assist Customer Focus team in setting up appropriate language interpretation within the contact centre.
iv.
Duty to train staff on the issues relevant to the general and specific
duties
The Council will train its staff to meet the new duties contained within the Race Relations ( Amendment) Act 2002. A detailed learning and development action plan for staff is
contained within the action plan for the Council’s specific duties in relation to employment.
Briefly this provides:
· A training needs analysis of senior managers to establish their race equality training needs, including implementation of the Race Relations (Amendment) Act .
· Development of a range of training based on the outcome of the training needs assessment.
· Introduction of a competency framework.
· Review existing target of 15% of employees to have received equalities training · Review existing race equality training
CROYDON COUNCIL AN EMPLOYER
Introduction
The quality of services to our customers is determined by the people employed to deliver them. For our customers to have confidence that they are being fairly treated and that all communities have fair access to services, it is essential that our workforce is representative of the community and for them to believe the Council adopts fair recruitment practices that are free from unlawful discrimination.
Croydon Council recognises that as a major public sector employer, employing over 10,000 people it has a leadership role in demonstrating best practice in employment within the local area.
Promoting equal opportunities in employment is an important part of Croydon Council’s strategy for employment. Croydon is an important regional economic centre and the
location for many large private sector companies and central government offices. Croydon Council faces the same challenges as other local employers resulting from the changing demographic profile of the local population and skill shortages in several key areas.
Competition for skilled and knowledge workers is intensifying. Developing robust strategies for recruiting, rewarding, retaining, developing and valuing people will become critically important if the Council is to be perceived as an employer of choice. In competing for workers the organisation faces many challenges
· Croydon Council’s workforce is currently around 10 years older than the
economically active population of Croydon - 33.9 per cent of workers are aged over 50.
· Succession planning and attracting skilled workers is becoming increasingly important
· Growing skill shortages across a number of occupations is increasing the difficulty in recruiting
· Black and Minority Ethnic and mixed origin groups will account for half the growth in the working age population over the next ten years. (Population Trends 105, Office for National Statistics, Autumn 2001).
· The successful management of diversity will become of critical importance in attracting and retaining skilled workers.
The Council has put in place policies and procedures to support this aim and encourages workers to use these policies. The Council acknowledges its wider role in promoting respect between races through education and opportunities for dialogue between different ethnic groups.
Promoting equal opportunities and eliminating unfair discrimination in the workplace will enhance the working environment for all workers and not just those from Black and Minority Ethnic communities. Expectations about fairness in the workplace are rising and in order to attract and retain the best people it is important for the Council to reflect the expectations of workers in its policy and practice. It will also increase the effectiveness of the organisation in delivering quality and accessible services to our customers.
How we will meet our General and Specific Duties Under the Race
Relations (Amendment) Act for Employment
We set out below in our Action Plan how we will meet our general duties under the Act to eliminate unlawful racial discrimination, promote equality of opportunity and promote good race relations between people of different racial groups, and the specific duties to monitor by reference to racial groups to which they belong the numbers of
- in post
- receiving training
- receiving Benefits or suffering detriments as a result of performance assessments
- involved in grievance procedures
- subject to disciplinary procedures; or
- leave employment with the Council
- Applicants for employment, training and promotion
Arrangements for publishing the results of our monitoring are set out on page 12 above.
Aims Of The Race Equality Scheme For Employment
1. To work towards ensuring that Croydon Council’s workforce reflects the composition of the working age population of Croydon.
2. To mainstream race equality into employment policy and practice.
3. To create a working environment that is free from racial discrimination in which all workers have an equal opportunity to progress and develop and where difference is valued and celebrated.
Learning and Development of Workers
learning and development opportunities they need in order to effectively discharge their responsibilities.
The Action Plan for Employment below sets out how the Council will meet this requirement, based on individual training needs.
Much learning and development to promote race equality and race relations has already been put in place under the Stephen Lawrence Inquiry Action Plan for Employment. This will be reviewed to ensure its consistency with the Race Relations (Amendment) Act 2000.
Policies and Procedures impacting on Race Equality
The following policies have been identified as being relevant to our duty to promote race equality:
High Priority
- Dignity at Work
- Discipline
- Equal Opportunities
- Grievance
- Managing Performance
- Job Evaluation - Staff Consultation
- Managing Sickness and Ill Health
- Violence Against Staff - Code of Conduct - Health and Safety
- Reorganisation and Restructuring
- Rewarding Additional Duties
MediumPriority
- Special Leave
- Departmental Training and Development Policies
- Temporary Workers
- Time off for Attendance at Courts and Tribunals
- Time off for parental leave
- Flexible Working Scheme
- Time off for Trade Union Activities Duties and Activities - Redeployment
Other personnel policies, such as the Successful Staff Selection policy and procedure, have recently been reviewed for their impact on equal opportunities.
Equalities in Employment Forum
The Equalities in Employment Forum is made up of representatives from Staff Support Groups, Trade Unions, Corporate Equalities Group and Personnel Officers. It meets once a quarter. Its remit is to bring up the concerns of under-represented groups and to equality proof personnel policies during the development stage and prior to implementation.
Staff Survey - Focus Groups
A comprehensive Staff Survey conducted last year highlighted the different perceptions of the Council as a fair employer between workers from different ethnic backgrounds.
Following on from this a Focus Group made up of Black and Minority Ethnic Workers was set up chaired by an external consultant to examine the reasons for this disparity and to consider ways this it could be addressed. The event highlighted the need for further
opportunities for Black and Minority Ethnic workers to meet and work constructively to help the organisation address the concerns of Black and Minority Ethnic workers.
Best Value
The Council is currently undertaking a Best Value Review of Croydon as an Employer. Equality of opportunity will be an important part of this review. The Best Value Review will cover recruitment and retention (including job evaluation and grading), performance
management, learning and development and health and welfare. The review will be completed by December 2002.
Departmental Targets to Achieve a Workforce
Reflecting the Economically Active Population
All Departments have set targets to help work towards having a workforce that reflects the economically active population. The targets aim to be realistic. Clear milestones have been set to ensure that steady progress is made over a three to five year period. There is particular concern about the serious under-representation Asian workers. Early action will be identified and taken to close this gap.
Black and Minority Ethnic Workers in Senior Management Posts
Black and Minority Ethnic Managers make up 13 per cent of senior managers above grade PO4. Individual departments have undertaken positive action measures to increase the representation of Black and Minority Ethnic Managers. Measures range from support for a Senior Managers Network to a Management Development Programme. It is important for Departments to share good practice in developing strategies to address the
Representation of Black and Minority Ethnic Staff at Senior Level PO4 and above (excluding School Based Staff at 6th March 2001)
GRADE WHITE BLACK
and ME TOTAL
CHIEF OFFICER 29
94%
2 6%
31
SPECIAL RANGE (or equivalent) 38 90%
4 10%
42
PO7 - PO8 87
89%
11 11%
98
PO4 - PO6 195
84%
37 16%
232
TOTAL 349
87%
54 13%
403
Black and Minority Ethnic Workers Represented by Grade Across the
Organisation
Black and Minority Ethnic workers have a stronger representation in the lower grades. This could partly be explained by the fact that Black and Minority Ethnic workers have a younger age profile and have fewer years’ service than their White colleagues. The reasons for this disparity need to be identified and measures taken to address the disparity over time.
Labour Market Participation Between Different Ethnic Groups
In order to develop effective strategies to close gaps between groups it is important to have an understanding of the labour market profile of different ethnic groups by age and gender.
The reasons for differences between ethnic groups are complex and need further analysis and research. Discrimination within the labour market is one dimension, but it does not fully explain the differences between different ethnic groups. Women from the Bangladeshi and Pakistani community experience the lowest employment rates whilst the employment rates overall from men from those communities are comparable with other Black and Minority Ethnic groups. The employment rates for younger and older men from those communities are lower. The employment rates of White men and Indian men aged 25 to 44 show the smallest gap.
Labour Market economic activity data (which include both the employed and jobseekers) shows that White people are much more likely to be in employment than Black and Minority Ethnic groups. (The only exception being 'Black Other' women, who are more economically active than White women).
The unemployment rate for White women is generally lower than for White men. This is also true for Black and Minority Ethnic groups, although the differences in the
unemployment rates are smaller than for Black and Minority Ethnic men.
There is much greater difference in women’s employment across different Black and Minority Ethnic groups than among Black and Minority Ethnic men. Economic activity rates for women range from less than a fifth for Bangladeshi and Pakistani women to almost four- fifths of the working- age population for Black-other women.
Black Caribbean graduates are more than twice as likely to be unemployed than White graduates. One survey found that African men with degrees were seven times more likely to be unemployed than White male graduates.
The Youth Cohort Study, DfEE 2001, shows that staying on in full-time education at age 16 is more common among Black and Minority ethnic groups (over 85%) than White young people (67%). In contrast, a higher proportion of White 16 year olds are in full-time
employment (10%) and Government supported training (12%) than their Black and Minority Ethnic minority peers (3% and 4% respectively). The Youth Cohort Study shows that this pattern continues from age 18.
To a great extent, patterns of employment of Black and Minority Ethnic workers within the organisation mirrors the national data, except for the employment of Asian workers. For example, whilst Labour Market information shows that there is almost parity in employment between White and Indian men there is under-representation of Indian men within the organisation’s workforce.
Stephen Lawrence Inquiry Action Plan - Employment
Following the publication of the Stephen Lawrence Report the Council adopted the definition of institutional racism contained in that report
“The collective failure of an organisation to provide an adequate and professional service to people because of their colour, culture and ethnic origin. It can be seen or detected in processes, attitudes and behaviour which amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and racist stereotyping which disadvantages minority ethnic people” (Macpherson, 1999, para 6.34)
Action Plans for service delivery and employment were drawn up to assist the Council in taking forward some of the recommendations of the Stephen Lawrence Inquiry Report.
This Race Equality Scheme seeks to consolidate and build on work already started through the Stephen Lawrence Inquiry Report Action Plan. Key achievements
include:-· Revision of the Harassment and Bullying Policy, and the implementation of the Dignity at Work – Policy and Procedure on Bullying and Harassment.
· Systems have been established for equalities monitoring on a range of
the organisation faces as a result of the age composition of the workforce and the target of moving towards parity of outcome for different groups of workers
· A network for Black And Minority Ethnic Recruitment Panel Members has been established. The Network aims to ensure that recruitment panels are balanced and have due regard to equal opportunities.
· A Staff Survey was carried out in February 2001 the results of which are being used to inform policy and practice. The Staff Survey demonstrated the
Council’s commitment to valuing staff and their views. It also provided essential information about the different perceptions of Black and Minority Ethnic workers compared to White workers, of the Council as an equal opportunities employer.
· The Council has achieved the Investors in People Standard. Substantial progress has also been made by Departments in achieving the locally developed Investors in Equality Standard. (See below).
· The staff selection policy has been reviewed and revised to ensure that fair selection and recruitment practices are in place that will help the organisation to recruit on merit, protect vulnerable service users and build a workforce that reflects the economically active population. The policy was developed
following extensive staff consultation and training.
· The Equalities in Employment Forum has been established enabling wider consultation on personnel policies. The Forum will help to ensure that equalities in employment is delivered through all personnel policies by checking them for adverse impact on disadvantaged groups and removing barriers to progression within the organisation.
· The recruitment of an Equalities Adviser (Personnel Policy)
· A successful training programme to support the implementation of the Racial Harassment policy has been rolled out.
Investors in Equality
As an important part of the Stephen Lawrence Inquiry Action Plan for Employment, Croydon Council has made steady progress towards achieving Investors in Equality.
In addition to the actions implemented under the Stephen Lawrence Inquiry Report Action Plan for employment, many departments have undertaken positive action initiatives to promote racial equality.
Croydon Council’s Race Equality Action Plan - Employment
The Race Equality Action Plan for Employment is set out below.
PUBLICATION OF THE RACE EQUALITY SCHEME
The scheme will be published on the Council’s web site www.croydon.gov.uk In addition the scheme will be available through a variety of sources and venues including:
- Croydon Libraries
- Croydon Council Reception Offices
- Croydon Voluntary Action
- The Race Equality Partnership
- Education Voluntary Groups
- Croydon Council consultation forums
- Groups in the community
- Croydon Council Staff Groups and Trade unions
To make the scheme as accessible as possible a summary will be available in a range of formats and in languages other than English. A summary of the scheme will alsobe published in Croydon Reports.
REVIEW OF THE RACE EQUALITY SCHEME
The Council is concerned to ensure the widest possible participation in the scheme. The scheme will be subject to annual review and ongoing consultation throughout the 3 year period of the scheme. The review in the third year will be with a view to producing a new scheme to operate from 1st June 2005.
The Council welcomes comments and suggestions on the scheme, and how it is achieving its aims, from groups and individuals in the community and from its staff.
If you wish to comment on this Race Equality Scheme please contact:
In relation to service delivery
Ros Hardie- Ejiohuo Head of Equalities Croydon Council Room 6.19 Taberner House Park Lane
Croydon CR9 3JS
Tel: 020 8686 4433 Ext. 2966
In relation to Employment
Elaine Anderton
Head of Personnel Services Croydon Council
Room 8.08 Taberner House Park Lane,
Croydon CR9 3JS
Corporate Action Plans - Service Delivery and Employment
We set out below our Corporate Action Plans for service delivery and employment. In developing this Race Equality Scheme each Department has screened their functions and policies for relevance to the general duty.
The Assessment timetable sets out the year of the scheme when each department’s functions/policies will be reviewed. These reviews will be part and parcel of the development of each department’s service plans, best value reviews and/or other
performance management planning processes. These reviews are integral to putting the promotion of race equality at the centre of the Council’s functions.
All new policies, plans and strategies will be screened to assess priority for impact
assessment using research data. In future, policies will be tested prior to implementation to assess their impact on race equality, achieving equality of opportunity and promoting race relations.
· High priority – those policies, plans, strategies that are relevant to all or part of the general duty and for which there is some or substantial evidence that different racial groups are (or could be) affected differently or about which there is public concern will be priorised for early action . All high priority policies will have a full impact assessment
· Medium priority – where the policies, plans, strategies are relevant to part of the general duty and where there is little or some evidence or about which there is public concern. Departments will decide whether a full or partial assessment is required and prioritise actions accordingly.
· Low priority – where there is no evidence of adverse impact or public concern, an impact assessment will not be necessary. However all policies will be regularly monitored using equalities monitoring of complaints, surveys as appropriate and re-assessed after 3 years.
The outcome of impact assessments will report in all Council/Cabinet Committee reports. Where a policy has been assessed as having a low priority the reasons and evidence for not carrying out an impact assessment will reported.
The Race Equality Scheme will be reviewed in year 3 or earlier. This will enable the
CROYDON COUNCIL RACE EQUALITY CORPORATE ACTION PLAN 2002 - 2005
ACTION OUTCOMES AND
MILESTONES
TIMESCALE RESPONSIBILITY AACHIEVEMENTS TO DATE
Duty to train staff in connection with the general and specific duties
Choose trainers and design training programmes
2003 Personnel Services
Assess training needs and carry out training of staff involved in full impact assessments
2002 Departmental
Training Co-ordinators Monitor and review effectiveness of
training
Make any necessary changes to training programmes for year 2 priority
2002-2005 Personnel Services
Identify all staff who have not had
general equality training At least 50% of staff to havehad general equality training 2002-2005 DepartmentalTraining Co-ordinators All staff to have had general
equality training
2005 Departmental
Training Co-ordinators Training for key staff on
implementing change, monitoring and producing/ publishing reports
2005 Departmental
Training Co-ordinators
All staff to have been trained to meet
requirements of Race Equality Scheme
2005 Departmental
CROYDON COUNCIL RACE EQUALITY CORPORATE ACTION PLAN 2002 - 2005
ACTION OUTCOMES AND
MILESTONES
TIMESCALE RESPONSIBILITY AACHIEVEMENTS TO DATE
Policies, plans, strategies for meeting the general duty
Review equal opportunities policy for compliance with RR(A)A. Consult with Trade unions, Staff Groups and community
Produce amended Equal opportunities Policy
2003 Head of Equalities
Personnel Services
Carry out review of the Race equality scheme and report to Equalities and Community
Partnerships Cabinet Committee with any proposals for change
Carry out review of Race Equality Scheme and report to Equalities and community Partnerships Cabinet
Committee with proposals for change
2002-2005 Annual Reporting
Corporate
Equalities Group
Consult on and produce new
scheme Full consultation with allstakeholders
Revised Race Equality Scheme
2003 Corporate
Equalities Group Personnel Services
Introduce new race equality scheme Race Equality Scheme
introduced 2003 CorporateEqualities Group
Personnel Services Develop training for trainers in
departments on the Equalities standards and integration with the Race Equality Scheme
Training developed and implemented
2002-2005 Corporate
CROYDON COUNCIL RACE EQUALITY CORPORATE ACTION PLAN 2002 - 2005
ACTION OUTCOMES AND
MILESTONES
TIMESCALE RESPONSIBILITY AACHIEVEMENTS TO DATE
Specific duties - service delivery
Assessing and consulting on proposed policies
Implement changes and monitor for impact Departments to carry out full impact
assessment on year 1 priorities and make recommendations for
change Review and publish report
of monitoring outcomes
2003
2002-2005
Chief
Officer-Report to Equalities and Community Partnerships
Cabinet Committee Annually
Full impact assessments on year 2 priorities and
recommendations for change
2003 Chief
Officer-Report to Equalities and Community Partnerships
Cabinet Committee Annually
Implement changes and monitor for impact. Report on progress
2003 Corporate
Equalities Group
Partial impact assessments on year 3 priorities to
assess relevance for next scheme
2005 Departmental
Section Heads and Corporate
Equalities group Include on all Council and Cabinet
Committee Agendas, a paragraph for reporting the outcome of impact assessments or reasons for not conducting an assessment.
Report on the outcome of impact assessments included on all committee reports
2002 Head of Democratic
CROYDON COUNCIL RACE EQUALITY CORPORATE ACTION PLAN 2002 - 2005
ACTION OUTCOMES AND
MILESTONES
TIMESCALE RESPONSIBILITY AACHIEVEMENTS TO DATE
Review corporate consultation guidelines and issue amended guidelines to relevant staff
Corporate consultation guidelines reviewed
2003 Head of Equalities
Departments to screen all new policies, plans, strategies using the departmental assessment grid, to assess priority for impact
assessment
All new policies screened 2002-2005 Department Section
heads – as Relevant
Outcomes of impact assessments to be included on relevant
committee reports
2002-2005 Chief Officer
Arrangements for monitoring policies for impact on the promotion of race equality
Review of Council Guidelines on Monitoring and Consultation to ensure compliance with Race Equality Scheme
Guidelines on Monitoring
and Consultation reviewed 2003 Head of Equalities
Distribute revised guidelines to all staff with responsibilities for specific duties under the scheme and
complaints officers.
Monitor use and effectiveness of the guidelines.
Review monitoring reports and make any amendments to
Guidelines distributed.
Effectiveness of guidelines monitored
Amendments made to guidelines.
CROYDON COUNCIL RACE EQUALITY CORPORATE ACTION PLAN 2002 - 2005
ACTION OUTCOMES AND
MILESTONES
TIMESCALE RESPONSIBILITY AACHIEVEMENTS TO DATE
guidelines
Implement review recommendations Review Procedures for
departmental and corporate
complaints to be monitored by racial group and for women and disabled people within each racial group. Review to also assess ways of monitoring verbal and phone complaints
Publish report of outcome of first twelve months
monitoring since
implementation of review
2002-2005 Corporate
Equalities Group
Assess training needs of staff who handle complaints
Devise and implement any new training to meet review recommendations
2004 Training and
CROYDON COUNCIL RACE EQUALITY CORPORATE ACTION PLAN 2002 - 2005
ACTION OUTCOMES AND
MILESTONES
TIMESCALE RESPONSIBILITY AACHIEVEMENTS TO DATE
Arrangements for ensuring the public have access to services and information
Assess availability of key
documents in range of community languages and formats
2002-2005 Corporate
Equalities Group
Set up audio taping service and start transcription onto tape of key documents into key community languages
All reception areas/contact points to have key
documents in text and large print and audio tape in a number of key community languages on display
2002-2005 T&I Service Policy
Manager & Policy Adviser Disability
Consult with communities on how they wish to access information and develop new approaches to access to information and services
Consultation with community undertaken
2004 Corporate
Equalities Group
Develop competencies for staff on
delivering equal access to services Develop training for equalaccess competency 2002-2005 CorporateEqualities group
Staff training actioned 2005 Corporate
Equalities Group
Develop a scheme for language surgeries in reception/public contact areas
Introduce surgeries and monitor for user level and satisfaction
2002-2005 T&I Service Policy
Manager
Review and publish report on level of usage and user satisfaction
2003 Corporate
CROYDON COUNCIL RACE EQUALITY CORPORATE ACTION PLAN 2002 - 2005
ACTION OUTCOMES AND
MILESTONES
TIMESCALE RESPONSIBILITY AACHIEVEMENTS TO DATE
Develop Translation and Interpretation web site
Translation and
Interpretation web site developed
2002-2003 T&I Service Policy
Manager
Update Newcomers Guide and translate into 10 community languages
ASSESSMENT OF DEPARTMENTAL FUNCTIONS, POLICIES AND STRATEGIES FOR RELEVANCE TO THE
DUTY TO PROMOTE RACE EQUALITY
All departments have screened their functions, policies and strategies for their degree of relevance to the duty to promote race equality. As a result of this screening the policies listed will be reviewed over the three years of the Race Equality Scheme.
The scheme years 2002 – 2005 run from 1st June to 31st May
ASSESSMENT OF DEPARTMENTAL FUNCTIONS, POLICIES AND STRATEGIES FOR RELEVANCE TO THE
DUTY TO PROMOTE RACE EQUALITY
CORPORATE SERVICES
SERVICE AREA/FUNCTION POLICY/STRATEGY YEAR OF
REVIEW Democratic Services
Electoral Register
Neighbourhood partnerships School appeals Service Democratic Decision Making Complaints Service
3 3 3 3 3
Civic Offices and Facilities
Security Services
Accommodation Introduction of multi-faith venue in civic offices
2 2
Procurement
Tendering
Supplier liaison Objective and fair contract award processImproving information for suppliers 11
Development and support
Departmental complaints
Registrars Marriage ceremonies
1 2
Legal Services
External legal advice External legal advice Prosecution approval
Via counsel
Via contractors 12
ASSESSMENT OF DEPARTMENTAL FUNCTIONS, POLICIES AND STRATEGIES FOR RELEVANCE TO THE
DUTY TO PROMOTE RACE EQUALITY
Personnel Services
Recruitment Providing information to potential employees
Provision of jobs circular
1 1
CULTURAL SERVICES
SERVICE AREA/FUNCTION POLICY/STRATEGY YEAR OF
REVIEW Cross department functions
Departmental charges Review of fees and charges
Local cultural strategy
2
3
Arts
Programming
Facilities
Advocacy and advice
Grant Aid
Development
Programming policy – targeted dance classes Clocktower Arts programme
Facilities strategy – conduct audit for community use
Grants programme assessment
Development programme
2 3
3
3
3 3
ASSESSMENT OF DEPARTMENTAL FUNCTIONS, POLICIES AND STRATEGIES FOR RELEVANCE TO THE
DUTY TO PROMOTE RACE EQUALITY
Facility and equipment hire
Service plan
Information and training
3
3
3
Libraries
Annual Library Plan Annual review and report 1
Libraries service plan
Free access to information
Literacy support
Education and lifelong learning
Social inclusion
Annual review
Regular reviews
Regular reviews – literacy, reading and personal growth
Regular reviews
Regular reviews – community development and diversity
1
2
2
2
2
Museums and Heritage
Heritage development
Education
Exhibitions
Collections management
Access
Support sustainable local projects
Deliver lifelong learning
Deliver exhibitions
Preserve and add to collections
Access policy
2
3
3
3
ASSESSMENT OF DEPARTMENTAL FUNCTIONS, POLICIES AND STRATEGIES FOR RELEVANCE TO THE
DUTY TO PROMOTE RACE EQUALITY
Annual Service Plan 3
Sports Parks and Recreation
Sports provision
Events
Lifelong learning
Annual service plan
Strategy to provide opportunities to diverse community
Promote use of parks for events
Deliver lifelong learning
2
3
3
3
EDUCATION DEPARTMENT
SERVICE AREA/FUNCTION POLICY/STRATEGY YEAR OF
REVIEW Corporate LEA functions
Prepare and implement an Education Development Plan
Duties in relation to support for school improvement
Duties on school governance
Action Plan
Promote high standards in schools
Secure a curriculum for each school which promotes cultural development
Actions to strengthen the role of the Education Department in monitoring schools
Work towards ensuring that Croydon’s school governors reflect the pupil composition in schools
1 1 1
1
ASSESSMENT OF DEPARTMENTAL FUNCTIONS, POLICIES AND STRATEGIES FOR RELEVANCE TO THE
DUTY TO PROMOTE RACE EQUALITY
Special Education Needs
Provision of school places
Duties on admissions and attendance
Health Safety and Welfare
Mainstream race equality issues in LEA statutory functions and policies
Build capacity to offer fulltime education to excluded pupils Improve quality of schools in disadvantaged communities
Further develop quality of provision to pupils out of school because they are excluded
Continue monitoring effects of all forms of exclusion on disadvantaged groups
Improve community provision for pupils out of school
Cultural Sensitivity in panning and offering school meals Implement Healthy Schools award scheme
1
1 1 1
1
1 1
Early years education
Other duties related to schools
Lifelong learning
Strategic overview for refugees and unaccompanied minors Plans for addressing behavioural needs
Initiatives that promote raised achievement among under achieving groups
Implement quality Mark and Healthy Schools Standard
Disseminate good practice on the community use of schools Monitor access to school transport
Adult learning plan CETS strategic plan
