TUNBRIDGE WELLS BOROUGH COUNCIL OVERVIEW AND SCRUTINY COMMITTEE 17 APRIL 2007 REPORT OF HEAD OF COMMUNITY & CORPORATE PLANNING

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TUNBRIDGE WELLS BOROUGH COUNCIL

OVERVIEW AND SCRUTINY COMMITTEE – 17 APRIL 2007

REPORT OF HEAD OF COMMUNITY & CORPORATE PLANNING

*ADOPTION OF THE COMPREHENSIVE EQUALITY POLICY AND SCHEME

Executive Summary (070417/OS003)

Following consultation on the draft Comprehensive Equality Policy and Scheme, changes have been made to the document and members are now asked to approve and formally adopt the following:

• Comprehensive Equality Policy • Comprehensive Equality Scheme • Race Equality

• Disability Equality FOR DECISION

Background

1. Members will recall that the draft Comprehensive Equality Policy & Scheme (including race and disability action plans) were recommended for approval for consultation purposes by Cabinet on 16th November 2006 [061116/CAB004] and by Overview and Scrutiny Committee and Policy and Development sub-committee on 7th December 2006 [061207/PDOS002]. 2. The Comprehensive Equality Policy sets out the Borough Council’s

commitments to eliminating discrimination and promoting equality in its roles as a community leader, service provider and employer.

3. The Comprehensive Equality Scheme shows how we will deliver the policy and focuses on delivering outcomes for improving and shaping our services. The Scheme includes sections on delivering outcomes for race equality and disability equality.

4. The development of the Comprehensive Equality Scheme has taken a phased approach. The policy, scheme and race equality and disability documents have been revised following consultation and will be published on 30th April 2007, following approval by Full Council.

5. In addition, the gender, age, religion/belief and sexual orientation equality documents have now been drafted and will be consulted on following approval by Cabinet on 10th May 2007.

Consultation (policy, scheme, race and disability documents)

6. Consultation on the Policy and Scheme took place over a six-week period between 8th January –16th February 2007. Responses from community and voluntary organisations and staff were received. The majority of the feedback:

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• Agreed with our vision and priorities for race equality and disability equality • Agreed that the right actions had been identified in our action plans

7. Suggestions for amendments to existing actions or new actions were also highlighted in a number of cases.

Key Amendments to the Comprehensive Equality Policy and Scheme

• An executive summary has been added to clarify the links between the documents

• the terms ‘ethnic group’ and ‘ethnic minorities’ have been clarified in the race equality document.

• the definition of a disability has been clarified in the disability equality document.

• There have been additions, amendments and deletions to the race equality and disability equality action plans, in response to issues raised, where appropriate.

Delivery of the Comprehensive Equality Policy & Scheme

8. Development of a Corporate Equality Plan will commence shortly. This high-level document will set out our corporate equality objectives for ensuring equalities is integrated throughout the authority and will show how we will: • consult and collect information about the profile of our service users • monitor and promote the outcomes we achieve

• ensure the information we provide is accessible

• provide appropriate training and briefings to staff and councillors

9. Following adoption of the policy and scheme, delivery of our service-level equality action plans for race equality and disability equality will commence. The Borough Council will monitor progress against the action plans and report and promote the outcomes we achieve. Regular reports will be brought to Cabinet, through the newly established Corporate Equalities Monitoring Group.

RECOMMENDED – That the Overview and Scrutiny Committee recommends the Comprehensive Equality Policy & Scheme for adoption by Full Council.

Contact Officer: Sarah Andrews, Equality Policy Officer

Nazeya Hussain, Head of Community & Corporate Planning

Appendices:

Appendix A: Executive Summary

Appendix B: Comprehensive Equality Policy Appendix C: Comprehensive Equality Scheme Appendix D: Race Equality

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Appendix A

Executive Summary

The Council’s plans for promoting fair treatment and equal access to services and employment opportunities are set out in a series of documents, known collectively as the ‘Comprehensive Equality Scheme’.

The scheme aims to promote understanding of equalities issues, build positive attitudes and counter all forms of disadvantage, particularly in relation to race, disability, gender, age, religious belief and sexual orientation.

A brief summary of each individual document within the scheme is provided below:

Comprehensive Equality Policy

Sets out the Council’s commitments for

ensuring that people who live, work, learn and enjoy leisure time in the borough are not excluded from opportunities or experience discrimination.

Comprehensive Equality Scheme – Overview

Briefly describes each of the processes we will use to deliver our commitments.

Corporate Equality Plan Details the actions we will take to ensure the commitments set out in the policy will be applied throughout the Council.

Race Equality Disability Equality Gender Equality Age Equality

Religion/Belief Equality Sexual Orientation Equality

Each document sets out the Council’s vision for equality in the Borough, which will result from delivering against our commitments, and the actions that will be taken to improve and shape each Council service to meet the needs of our customers.

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Appendix B

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Introduction

Tunbridge Wells Borough Council believes that diversity is a strength. We are committed to eliminating discrimination on the grounds of race, disability, gender, age, religion and belief and sexual orientation.

This policy, together with our Comprehensive Equality Scheme sets out how the Council will eliminate discrimination and promote equality in our roles as community leader, service provider, employer and purchaser of goods and services.

As a community leader the Council is uniquely placed to lead by example, promoting equality, valuing diversity and combating unfair treatment. The Council will:

• work in partnership to improve the quality of life for all those who live, work, learn and enjoy leisure time in the borough

• treat all people with dignity and respect

• seek to eliminate discrimination and promote community cohesion and social inclusion

• encourage and support people to exercise their democratic rights

• listen to and respond to the views of our communities through public consultation and participation

• maintain our commitment to equality when working with our partners and contractors

As a service provider the Council believes that all our customers have a right to expect and receive high quality services that are appropriate and relevant to their needs. In order to ensure that services are independently accessible, the Council will be proactive in considering what barriers may exist to users and seek to eliminate those barriers. The Council will:

• continuously strive to improve customer service and satisfaction

• ensure that our services (including those delivered on our behalf) are equally accessible to all residents and customers

• work with partners in consulting all sections of the community on service needs and provision

As an employer the Council is committed to the establishment, maintenance and promotion of equal opportunities for all of its employees. The Council will:

• aim to employ a workforce that reflects the community we serve

• provide fair and independent access to learning and development opportunities, encouraging all staff to develop and fulfill their potential

• provide a safe, accepting, respectful and independently accessible working environment

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Why have a policy?

Discrimination and inequality still occur in our society and it is important to find ways to tackle discrimination and promote equality. Exclusion from

opportunities not only disadvantages those who experience discrimination and harassment, but also deprives the wider community of the full contribution of their talents and energies. This Council believes that empowering people to contribute positively to the community enriches that community.

Among those groups most at risk of social inclusion are children and young people, ethnic minorities, disabled people and older people. By eliminating discrimination and promoting equal opportunity for these groups, the Council will develop safer, stronger and more inclusive communities.

How will we deliver the policy? We will:

• test all our policies, strategies, projects and initiatives against this policy to ensure that we are upholding its principles through equality impact

assessment, consultation, monitoring, scrutiny and audit

• champion and promote good practice

• challenge and seek to eradicate poor practice

• not tolerate inappropriate or offensive language or behaviour from or to our Councillors, staff and customers

• provide training and development opportunities for all our staff and Councillors to ensure that they are equipped with the skills to provide services appropriately and respond positively to a diverse range of needs

• implement and monitor recruitment processes to ensure that they provide equality of opportunity

• monitor take-up and evaluate services to identify and seek to remove any practices which discriminate against or exclude people

• deal with breaches of the policy via the Council’s Complaints Procedure (for our customers), the Bullying and Harassment Procedure (for our staff) and the Code of Conduct (for our Councillors)

• work with our partners and our own employees to ensure this policy is implemented

The Council is developing a Comprehensive Equality Scheme that outlines the Council’s plans for promoting fair treatment and equal and independent access to services and employment opportunities for everyone. The scheme will include detailed action plans of how we will eliminate discrimination and promote equality in relation to race, disability, gender, age, sexual orientation, religion and belief.

Key Targets and Initiatives

The Council has adopted the Equality Standard for Local Government which provides a framework to help local authorities introduce a comprehensive and systematic approach to dealing with equality issues. We will publish a

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Corporate Equality Plan showing how we will work towards the levels of achievement set out in the Equality Standard for Local Government, by monitoring ourselves and demonstrating measured outcomes.

The Council will be developing its Comprehensive Equality Scheme in stages:

• the scheme, including action plans for race and disability will be published, and implementation will start, in April 2007

• action plans for gender, age, religion/belief and sexual orientation, and our Corporate Equality Plan, will be published in draft format for consultation in May 2007 and implementation will commence in July 2007

Responsibilities & Resources

The elected Council Members, acting through Full Council, have overall responsibility for this policy. The policy will be championed by the Portfolio Holder for Organisational Development, Productivity and ICT.

The Head of Community and Corporate Planning, acting on their behalf, has overall responsibility for its implementation.

Line managers will ensure that areas under their control are run in accordance with the principles set out in this policy. Each member of staff and each

Councillor has responsibility to read, understand and implement this policy and to take responsibility for their own behaviour.

Racial and homophobic incidents

TWBC funds two freephone reporting lines, one for racial incidents and one for homophobic or transphobic incidents. The two lines are manned 24 hours a day, seven days a week by trained staff from Lifeline, which is based in Shepway. The majority of the districts in Kent subscribe to the service. The telephone numbers for the two lines are:

• Kent Racial Incident Reporting Line: 0800 138 1624

• Kent Homophobic Incident Reporting: Line 0800 328 9162

If you require this information in large print, Braille, on audiotape or in any other format, please contact us on 01892 526121.

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Appendix C

Draft Comprehensive Equality Scheme

2007-2010

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Contents

Page Number

1. Welcome 10

2. Introduction 11

3. Community Plan 11

4. Council Priorities & Objectives 11 5. Legal Responsibilities 13 6. How the scheme will be developed 14

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Welcome

Welcome to Tunbridge Wells Borough Council’s first Comprehensive Equality Scheme. This scheme, together with our Comprehensive Equality Policy, sets out how the Council will eliminate discrimination and promote equality in our role as community leader, service provider, employer and purchaser of goods and services.

By promoting equality, valuing diversity and combating unfair treatment of people based on their race, disability, gender, age, religion/belief or sexual orientation, we aim to improve the quality of life for all who live, work, learn and enjoy leisure time in the borough. This scheme contributes to our commitment to developing safer and stronger communities. As well as complying with our legal duties, we have set out actions that will make real, positive changes to the lives of people in the borough.

In our first three-year scheme, we aim to build on what we know about the characteristics of people who live in the borough and the discrimination some may face. This scheme will start the process of integrating equality issues into all our policies, service planning arrangements and performance

management frameworks. Every member of staff has a responsibility to apply our equality aims to their daily work. As the scheme develops and our

knowledge grows, we will be able to put more actions in place to tackle discrimination.

We are keen to ensure that this scheme is owned by and reflects the

changing needs of people who live and work in the borough. With continued involvement from stakeholders, partners and staff, we can assess ourselves to confirm that we are meeting the needs of local communities and achieving our aims. To ensure that everyone can monitor our progress, the results of our assessments will be made available to the public annually.

We welcome comments and suggestions throughout the development of the scheme. Details of how to contact us are on the back cover.

Sheila Wheeler Cllr Melvyn Howell Cllr Peter Bulman Chief Executive Leader of the Council Portfolio Holder for

Organisational Development Productivity and ICT

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Introduction – What is a Comprehensive Equality Scheme?

The scheme supplements our Comprehensive Equality Policy, which sets out our commitments as a community leader, service provider, employer and purchaser of goods and services.

This document sets out the Council’s plans for promoting equality and countering disadvantage or discrimination and is divided into the following equality themes:

• race

• disability

• gender

• age

• religion/belief

• sexual orientation

This scheme is centred on putting robust action plans in place showing how we will take steps to ensure people are treated fairly. Within each theme, you will find details of our legal responsibilities, statistics for the borough (where available) and a detailed action plan.

Sustainable Community Plan – Enhancing the Quality of Life

for All

The new Sustainable Community Plan for Tunbridge Wells Borough 2006-2011 has been developed by our multi-agency strategic partnership –the Community Plan Partnership and sets out the long-term direction for the borough and underpins the Council’s work.

One of the key themes of the Community Plan is ‘Promoting Social Inclusion by Promoting Independence’. Furthermore the Partnership recognises that we must address inequalities in terms of aspirations, opportunities and outcomes for all parts of our community. This scheme works towards the aspirations in our Community Plan.

Council Priorities and Objectives

The Comprehensive Equality Scheme will support and supplement the Council’s corporate priorities to:

• promote and maintain a thriving and diverse local economy

• care for our environment

• have housing suitable for local people

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We will achieve this through:

• delivering high quality services to our customers

• improving customer service and satisfaction

• ensuring that we are well managed, proactive and deliver value for money services

This scheme will also help us work towards many of our corporate objectives, such as:

• improving public access to our services

• improving how we communicate with our public

• involving the public and our partners in consultation exercises on major plans and policies

• ensuring that local Councillors are in touch with the communities they represent

• working with partners to improve the efficiency of the transport system

• developing a range of options to prevent homelessness and support independence for vulnerable people, including to increase funding for Disabled Facilities Grants

• through partnership and collaboration, instigating and managing projects and initiatives to address inequalities in health, education and employment

• encouraging participation by children and young people in youth cultural and community activities

As the scheme develops, it will also influence and complement other strategies, plans and policies.

The Council’s Social Inclusion Policy recognises that, among those groups most at risk of social exclusion are children and young people, ethnic

minorities, disabled people and older people. The Social Inclusion Policy aims to tackle inequalities, which may contribute to social exclusion by:

• involving communities and paying particular attention to the needs of those most at risk of social exclusion

• integrating equality of opportunity into all aspects of local authority activity

• conducting impact assessments in strategy development

• providing equal access to all service users and potential service users according to need

The development of this Comprehensive Equality Scheme will involve and promote equality for those groups most at risk from social exclusion and will complement the aims of our Social Inclusion Policy.

This scheme incorporates and replaces our Race Equality Scheme, Disability Strategy and Corporate Access Action Plan.

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Legal Responsibilities

The Council must comply with its legal responsibilities in respect of race and disability equality. In developing this scheme, the Council has applied the principles of these responsibilities across all equality themes.

In summary the Council’s legal responsibilities for development of equality schemes in relation to race and disability are:

Race

The Race Relations (Amendment) Act 2000 requires local authorities to set out those ‘functions’ and ‘policies’ that are relevant to race equality and to monitor their employment procedures and practices. The Act places specific duties on the Council to:

• assess and consult on the likely impact of our policies or proposed policies

• monitor our policies for any adverse impact

• publish results of assessments and consultation

• ensure public access to information and services

• train staff in connection with the duties imposed by the Act

• review the relevance of our functions and policies to race equality every three years

Disability

The Disability Discrimination Act (2005) requires the Council to:

• involve people with disabilities in the development of the scheme

• state our methods for assessing the impact of our policies and practices, or the likely impact of our proposed policies and practices, on equality for disabled persons

• provide an action plan to show how we will meet our duties imposed by the Act

• state our arrangements for gathering information in relation to employment and delivery of functions

• state our arrangements for putting the information gathered to use, in particular in reviewing the effectiveness of our action plan and in preparing subsequent schemes

• within three years of the scheme being published, take the steps set out in our action plan and publish a report containing a summary of steps taken under the action plan, the results of our information gathering and the use to which we have put the information

The Council must also comply with legislation relating to gender, age, religion/belief and sexual orientation. More information about our specific legal responsibilities for these equality themes will be published in 2007.

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How the scheme will be developed

Relevant Functions and Policies

The Race Relations (Amendment) Act 2000 places a general duty on the Council to:

• eliminate unlawful racial discrimination

• promote equality of opportunity; and

• promote good relations between people of different racial groups

The Council has considered this duty across all equality themes. We have, therefore, checked our functions and policies to see how relevant they are to eliminating discrimination, promoting equal opportunity and promoting good relations for members of the public and our own employees. We have checked our full range of duties and powers (including statutory and non-statutory) and internal and external functions. We have also checked Council policy documents, which set out the basis for making future decisions. Equality Impact Assessments

Those functions and policies that have been checked and identified as relevant to promoting equality, will be assessed to find out whether they take into account the different needs and experiences of people in relation to their race, disability, gender, age, religion/belief or sexual orientation. This process is known as Equality Impact Assessment. These assessments will help us to identify and respond to actual and possible differences. As well as assessing our existing functions and policies, all new policies will be subject to the process.

Consultation and Involvement

The scheme and the individual actions plans for each equality strand have been developed in consultation with the public, voluntary and community organisations and our own employees. Further consultations will take place as part of the Equality Impact Assessment process, once the scheme is

established.

Monitoring and Reviewing

The scheme and progress against the action plans will be monitored and reported on annually. The action plan outcomes will be available on the Council’s website (www.tunbridgewells.gov.uk) and in other formats. We will also publish the results of our Equality Impact Assessments annually.

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Performance Management

The Council has adopted the Equality Standard for Local Government, which provides a framework to help local authorities introduce a comprehensive and systematic approach to dealing with equality issues. The Equality Standard for Local Government sets out five levels of achievement:

• level 1: commitment to a Comprehensive Equality Policy

• 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

We will work towards these levels of achievement by monitoring ourselves against these targets and by demonstrating measured outcomes.

Training

We will ensure that our staff and Borough Councillors receive appropriate training. We will develop a training programme, which will reflect our duty to eliminate discrimination, promote equality of opportunity and promote good relations. This will include awareness training focusing on the legislation and responsibilities in relation to each of the equality themes. Staff members from each of the Council services will also be trained on how to carry out impact assessments.

Integrating Equality

Our first Comprehensive Equality Scheme will start the process of mainstreaming equality issues by:

• integrating equalities into all our policies, service planning arrangements and performance management framework

• ensuring that the borough’s Community Plan and our Corporate Priorities contribute towards this scheme

• ensuring that arrangements are in place to monitor and report on our progress against our action plans, as well as our progress on

mainstreaming equality issues

• ensuring that we engage effectively with stakeholders and local communities in developing and monitoring the scheme

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Appendix D

Draft Comprehensive Equality Scheme

2007–2010

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Race Equality

Legal responsibilities

Under the Race Relations Act (2000) the Council has a duty to:

• eliminate unlawful racial discrimination

• promote equality of opportunity; and

• promote good relations between people of different racial groups The Council must also meet the requirements of the specific duty which is detailed on page 13 of the Comprehensive Equality Scheme overview. In addition, as an employer, the Council has a specific duty to monitor, by reference to the racial groups to which they belong, those who:

• are currently employed by the Council

• apply for employment, training and promotion

• receive training

• benefit or suffer detriment as a result of the Council’s performance assessment procedures

• are involved in the Council’s grievance procedures

• are the subject of disciplinary procedures

• cease employment with the Council

The Council has already put its employment monitoring arrangements in place and will continue to publish annual reports to Cabinet which are available on the Council’s website (http://www.tunbridgewells.gov.uk/equality) and in other formats on request.

Ethnicity in the borough

The following table shows the ethnic groups to which people in the borough belong. The categories used are based on the census 2001.

Ethnic Group Borough %

(total population: 104,030)

Kent % England %

White 97.5 96.9 90.9

Mixed 0.9 0.8 1.3

Asian or Asian British 0.6 1.4 4.6 Black or Black British 0.3 0.4 2.3 Chinese or other Ethnic Group 0.7 0.5 0.9 Ethnic groups and ethnic minorities

The term ethnic group, as used by the Census, is defined as a group that regards itself, or is regarded by others, as a distinct community by virtue of certain characteristics (including a long shared history and a cultural tradition

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of its own) that will help to distinguish the group from the surrounding community.

The Council acknowledges that the borough has a relatively small minority ethnic population when compared with Kent and national averages. Ethnic minorities include all those who belong to an ethnic group other than White British. The classifications used in the Census data do not reflect the full diversity of ethnic groups in the borough and the population changes in recent years. There are indications that the borough also has large Gypsy and Traveller, and Central European ethnic minority populations.

Traditionally, minority ethnic groups have been more likely to experience disadvantage and social exclusion. It is therefore all the more important that we do not overlook or neglect the needs of individuals and local communities, or the contribution that they make to the borough. The Council takes its obligations and duties seriously and will take active steps to combat and redress racial discrimination and promote equal opportunities.

Although statistics are available indicating the number of people in the borough from minority ethnic backgrounds, we do not have detailed

information on their experiences of the services that the Council provides. For the Borough-wide Survey conducted in 2005, we attempted to gain a better understanding of the views and experiences of residents from minority ethnic backgrounds in relation to a range of local issues and services. Of the 1,346 interviews carried out, 118 (9%) were with people who considered themselves as being from a minority ethnic background.

The survey focused on general awareness, use and satisfaction levels with various Council services (rather than identifying the specific problems that people from minority ethnic backgrounds faced). The findings from the survey indicated that, people who considered themselves as being from a minority ethnic background:

• are more likely than others to live in larger households

• are much less likely to speak English as their first language at home

• are more likely to consider health and housing needs, education and community safety as the most important themes in the Community Plan

• are less likely than others to have used Council services in general the preceding year

• are more aware of and more likely to use the Housing services provided by the Council

• are less likely to agree that the Council treats all types of people fairly

• are less likely to be satisfied with the way the Council runs things Involving people from minority ethnic backgrounds

Over the past few years the Council has made progress in consulting and involving people from minority ethnic backgrounds in the development of various plans and strategies. Groups and organisations from minority ethnic

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communities have taken an active part in the Council’s Stakeholder

Conferences and contributed to the development of the borough’s Community Plan through the Community Development Forum and the West Kent Minority Ethnic Advisory Group.

In developing this Race Equality Scheme and action plan, we have:

• received views from local groups and organisations on the priorities we should adopt for promoting racial equality

• publicised the scheme on the Council’s website

• received views from our staff on the priorities we should adopt for promoting racial equality

Our vision for racial equality

Our vision for racial equality in Tunbridge Wells borough is that:

• everyone should expect to have an opportunity to lead a fulfilling life, free from discrimination and harassment, regardless of their racial, cultural or ethnic background

• long-lasting changes that meet the needs, and improve the quality of lives, of people from minority ethnic groups are identified

• barriers to social inclusion are removed

• cultural diversity is celebrated

• people from all ethnic backgrounds experience equality of opportunity when applying for employment and working for the Council

• all services delivered by us, and on our behalf, are appropriate and relevant to the needs of people from all ethnic backgrounds

Priorities for the next three years

We have produced an action plan that shows what each of the Council’s services intends to do to eliminate discrimination and promote racial equality over the next three years.

We will also be working, with partners where appropriate, to achieve the following priorities:

• actively promote the involvement of local communities in the further development of this scheme

• gather more evidence to gain a better understanding of the needs of our diverse communities

• increase awareness and use of Council services within minority ethnic communities

• ensure all information is provided in alternative formats and languages as required

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The Council’s performance in certain areas is monitored nationally through Best Value Performance Indicators (BVPIs), set by government. Over the next three years we will aim to:

• improve our level against the Equality Standard for Local Government

• improve our performance against our duty to promote race equality

• increase the percentage of Council employees from a minority ethnic background who are in the top 5% of earners

• increase the percentage of Council employees from a minority ethnic background so that our workforce is more representative of the community

• increase the percentage of those from a minority ethnic background who are economically active in the borough

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Race Equality Action Plan 2007-2010

Ref Objective Action Outcome/monitoring information

and targets

Date for Completion

Implemented by

Directorate of Change and Business Support

Customer Access and Business Transformation

R1. Ensure that reception areas are accessible and provide comfortable and confidential surroundings.

Accommodation review will identify access improvement programme.

Reception areas will be renovated. August 2007 Head of

R2. Ensure that services are delivered equitably.

Update guidance and

information on equality issues in the customer service

handbook.

Staff will be aware of their

customer service responsibilities in relation to equality issues.

August 2007 Customer Service Manager

R3. Promote positive images of diverse cultures.

Include examples in the Council newsletter, ‘iLocal’, of how local minority ethnic individuals or groups contribute to the local community.

One example per year will be included in ‘iLocal’.

Annually Publications Manager

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Ref Objective Action Outcome/monitoring information and targets

Date for Completion

Implemented by Legal & Democratic Services

R4. Ensure that internal clients within Council Services are aware of and comply with all relevant equalities legislation.

Create checklists and toolkits which include guidance on legislation on relevant equalities legislation.

Lawful actions will be taken by Council Services.

July 2007 Principal Solicitor

R5. Ensure/promote public access to ballot box.

Review buildings used – consider alternative arrangements where deficiencies are identified. Review processes and revise if required.

Buildings and processes will comply with best practice. Buildings and processes will be audited.

Deficiencies and alternatives will be identified.

August 2007

Democratic Services Manager

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Date for Completion

Implemented by

R6. Encourage a diverse range of people to become Councillors.

Hold informal information events for people to find out about becoming a Councillor. Promote the events towards targeted communities by attending meetings of representative

organisations/groups and advertising in specialist publications and media.

The Councillors reflect the diversity of the community they serve and act as role models for other individuals who want to become Councillors.

Annually (February/ March)

Head of Legal, HR and

Democratic Services

Human Resources

R7. Ensure the recruitment process does not

disadvantage any group of the community or prevent them from applying for employment at the Council.

Review recruitment policy in line with ‘e-recruitment’ project, including reviewing and revising the information provided to applicants. Consider advertising in specialist publications and websites and media for people from minority ethnic backgrounds.

Review to be completed.

Applicants will have full information about the Council.

Procedure will be legally compliant.

Number of applications received from all ethnic backgrounds will continue to be monitored.

December 2007

Human Resources Manager

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Date for Completion

Implemented by

R8. Ensure that the Council employs a workforce which is representative of the community.

Take steps to ensure that the Council meets BVPI targets for employing people from minority ethnic backgrounds.

A representative workforce will be employed.

BVPI targets will be met. Ethnicity of staff members will continue to be monitored.

December 2008

Directorate of Services to the Community

Leisure Services

R9. To promote positive images of diverse

cultures and ensure that venues are welcoming and accessible to all.

Provide culturally diverse shows at the Assembly Hall Theatre.

Three culturally diverse shows will be provided a year.

March 2009 Assembly Hall Theatre Manager

R10. To promote positive

images of diverse

cultures and ensure that venues are welcoming and accessible to all.

Develop inclusive community led exhibitions at the Museum and Art Gallery (including ethnic communities but not exclusively).

Two exhibitions will be provided which are owned by the

community and reflect their identity.

Annually Museum Manager

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Date for Completion

Implemented by

R11. Promote positive images

of diverse cultures.

Provide a multi-cultural day of music, dance and food

(Mela).

Invite additional services to be part of Mela.

Mela will take place.

Additional services will take part in and be promoted at the Mela.

July 2007 and annually

Leisure

Development and Projects Manager

R12. Effectively market the

Museum & Library Service to targeted groups.

Develop an Audience Development Plan for the Museum and Library.

Audience Development Plan will be produced.

April 2007 Museum Development Manager

R13. Promote inclusive

communities.

Identify ways of working effectively with one target group through sports or arts development (including ethnic groups but not exclusively).

One project will be undertaken. Annually Leisure

Development and Projects Manager

R14. Address inequalities in

leisure provision.

Target grant support at projects that address

inequalities (including racial inequalities, but not

exclusively).

Three grants per year will be awarded.

Annually Leisure Development and Projects Manager

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Date for Completion

Implemented by

R15. Promote active, healthy

and inclusive communities.

Promote informal participatory leisure activities.

Revised leisure guide will be published. April 2007-April 2010 Leisure Development and Projects Manager Environment and Street Scene

R16. Ensure the consistent

investigation and application of

environmental health requirements.

Review and update the

existing enforcement policies.

A new enforcement policy will be produced which will provide a framework for the consistent use of enforcement powers. September 2007 Head of Environment and Street Scene

R17. Ensure the needs of

bereaved families continue to be met through the provision of services at the Council’s crematorium and

cemetery.

Maintain and understanding of the needs of local people through a dialogue with

funeral directors, faith leaders and bereaved families.

Services available for bereaved families will be continually improved. April 2007-April 2010 Head of Environment and Street Scene

R18. Ensure that racist graffiti is removed quickly.

Continue to promote the Council’s graffiti hotline, highlighting that the target for removing racist graffiti is 24 hours.

Reporting of graffiti incidents will be improved.

Racist graffiti will continue to be removed within 24 hours of being reported. April 2007-April 2010 Head of Environment and Street Scene

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Date for Completion

Implemented by Housing Services

R19. Ensure services are

accessible to all.

Develop and adopt a Minority Ethnic Housing Strategy.

The housing needs of minority ethnic groups will be identified and met.

A strategy will be produced.

September 2007

Head of Housing Services

R20. Ensure services are

accessible to all.

Undertake a Gypsy & Traveller Housing Needs Assessment and revise the Minority Ethnic Housing Strategy.

Housing needs of minority ethnic groups, including Gypsies & Travellers, will be identified and met.

A revised Minority Ethnic Housing Strategy will be produced.

March 2010 Head of Housing Services

R21. Increase awareness and

accessibility of Housing Services

Provide Housing Services Awareness Sessions with minority ethnic community groups.

Produce an advice leaflet (jointly with Sevenoaks District Council) aimed at migrant communities, to raise awareness of housing advice and home safety.

Marketing and access to key Housing services will be improved. Use of key Housing services will be monitored.

Annually

April 2008

Head of Housing Services

Housing Policy and Research Manager

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Date for Completion

Implemented by Revenues and Benefits

R22. Increase awareness and

accessibility of Revenues and Benefits Services.

Be an active partner in the Kent Benefits and Training Partnership.

Awareness of entitlement to benefits across all ethnic groups will be improved.

Take-up of benefits will be monitored.

April 2007-April 2010

Head of

Revenues and Benefits, Kent Benefits and Training Partners

Directorate of Planning and Development

Community and Corporate Planning (see also Community Plan actions)

R23. Support vulnerable

members of minority ethnic communities.

Provision of a Racial Incident Reporting Line.

Crime and fear of crime in the minority ethnic community will be reduced.

No Racial incidents will be recorded per 10,000 of the population.

If any racial incidents are reported, follow-up action will be taken in 100% of cases.

Community and Corporate Planning Team, Kent Districts, Shepway Lifeline

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Date for Completion

Implemented by

R24. Active officer

representation on the West Kent Minority Ethnic Advisory Group.

Attendance at meetings by Council Officer.

Information will be followed up and actions taken as appropriate. Percentage of Council officer attendance at meetings.

Community Liaison Officer, Access Officer, West Kent Police, Kent County Council, Health, Registered Social Landlords,

Residents

R25. Reduce fear of crime. Deliver the Community Safety

Partnership Action plans relating to anti-social behaviour, children and young people, drugs and alcohol, priority

neighbourhoods, the rural area and the town centre.

Contribute to a 10% reduction in fear of crime across Kent.

Delivery and monitoring of the outcomes as detailed in the Community Safety Action Plan.

March 2008 Community Safety Co-ordinator and members of the Community Safety Partnership

R26. To assist minority ethnic

groups and organisations with their funding needs.

Liaise with minority ethnic groups and organisations to establish and support their funding needs.

Funding will be assisted with, as appropriate.

Head of Community & Corporate Planning

(30)

Date for Completion

Implemented by Planning Services

R27. Ensure that all users or

potential users are able to fully access services in a way that is appropriate to their needs.

Review and update the Statement of Community Involvement.

Review and adjust policies of the Local Development Framework, to reflect the needs of minority ethnic groups.

Access to service functions and processes will be increased. The Statement of Community Involvement will embrace relevant equality and diversity issues. The Development Plan will contain policies that reflect the needs of people from minority ethnic backgrounds.

Use of service functions and process will be monitored.

Annually Policy Team Leader

Actions from the Sustainable Community Plan for Tunbridge Wells Borough 2006 - 2011

Tunbridge Wells Borough Council will also be seeking to promote racial equality through its contribution to the Sustainable Community Plan. Actions contained in the Community Plan document ‘Enhancing the Quality of Life for All’ that are relevant to promoting racial equality are detailed below. These actions will be monitored and reported on separately from the Council’s Race Equality Action Plan.

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Action Outcome Timesc ale

Lead

organisation

Partner organisations Monitoring information and targets

Develop and implement an action plan to enhance local enterprise

development and

entrepreneurial initiatives in schools/colleges/ community

Deliver enterprise and start-up training courses to young people, people from minority ethnic

backgrounds, women, and those living in deprived areas

To encourage more people to be more entrepreneurial and learn about business start-up 2006-2011 Tunbridge Wells Borough Council Schools, Colleges, KCC, West Kent Partnership Skills Group, Learning and Skills Council, EAWK

Develop two enterprise and business start-up training courses by 2008

Number of people in each category receiving enterprise and start-up training

Ensure the identified housing needs of minority ethnic groups including Gypsies/ Travellers are met

Housing needs of minority ethnic groups including Gypsies/ Travellers met 2006-2011 Tunbridge Wells Borough Council Registered Social Landlords (RSLs)

To be monitored by Tunbridge Wells Borough Council and reported to Borough Housing Partnership

Identified needs met/planned for Hold an annual ‘Tunbridge

Wells Mela’ multi-cultural event

Increased volunteering activity and additional community led project

2006-2011 Tunbridge Wells Borough Council

North West Kent Race Equality Council, KCC, West Kent YMCA, TCHG, Churches, Voluntary Organisations

Multi-cultural event delivered and number of volunteers involved

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Appendix E

Draft Comprehensive Equality Scheme

2007–2010

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Disability Equality

Legal responsibilities

Under the Disability Discrimination Act 2005, the Council has a general duty in carrying out its functions to have due regard to the need to:

• promote equality of opportunity for disabled people

• eliminate unlawful discrimination against disabled people

• eliminate harassment that is related to a person’s disability

• promote positive attitudes towards disabled people

• encourage participation by disabled people in public life (such as standing for public office, being represented on residents associations and

neighbourhood forums)

• take steps to take account of a disabled person’s disability, even where that involves treating a disabled person more favourably than others The Council also has a specific duty to produce and publish a Disability Equality Scheme explaining the measures we will take to meet the

requirements of the general duty. The requirements of the specific duty have been detailed previously on page 13 of the Comprehensive Equality Scheme overview.

As an employer the Council will monitor, with reference to staff who declare themselves to have a disability, those who:

• are currently employed by the Council

• apply for employment, training and promotion

• receive training

• benefit or suffer detriment as a result of the Council’s performance assessment procedures

• are involved in the Council’s grievance procedures

• are the subject of disciplinary procedures

• cease employment with the Council

The Council already has employment monitoring arrangements in place

relating to its race equality duties and will continue to publish annual reports to Cabinet which will be available on the Council’s website

(www.tunbridgewells.gov.uk/equality) and in other formats on request. Disability in the borough

Under the Disability Discrimination Act, disability is defined as a mental or physical impairment that has a long-term and substantial adverse effect on a persons ability to carry out normal day-to-day activities. This definition therefore covers mobility difficulties, visual or hearing impairments, mental health conditions, learning disabilities and long-standing illness or health conditions.

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Although statistics are available indicating the number of people in the

borough who have a limiting long-term illness or are receiving disability related benefits, we do not have detailed information on their specific impairments and how these impact on their experiences and the services the Council provides. Also, these statistics do not necessarily give a true reflection of the number of people who can be defined as having a disability under the

Disability Discrimination Act.

For the Borough -wide Survey conducted in 2005, we attempted to gain a better understanding of the views and experiences of disabled residents in relation to a range of local issues and services. Of the 1,346 interviews carried out, 131 (10%) were with people who considered themselves as having a limiting disability or long-term illness. The nature of impairment of those interviewed was as follows:

Impairment Percentage Mobility 74% Visual 9% Hearing 7% Diabetes 3% Mental health problem 3%

Learning disability 2%

Other 9%

[Note: 9 (7%) respondents indicated more than one category of impairment] (Source: Borough -wide Survey 2005)

The survey focused on general awareness, use and satisfaction levels with various Council services (rather than identifying specific problems that disabled people faced), but findings from the survey indicated:

• those with disabilities are much more likely to be in the age group 65+ and/or live alone

• meeting the health and housing needs of older and disabled people were highlighted as the most important themes in the Community Plan

• those with disabilities are less likely to, and also less likely to want to, take part in sport or fitness activities

• levels of use and satisfaction with Council services are broadly similar for those with disabilities and those without

• levels of satisfaction with the way the Council runs things are similar for those with disabilities and those without

Involving people with disabilities

Over the past few years the Council has made much progress in consulting and involving disabled people in the development of various plans and strategies. Disabled groups and organisations have taken an active part in

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the Council’s Stakeholder Conferences and contributed to the development of the borough’s Community Plan through the Community Development Forum. In developing this Disability Equality Scheme and action plan, we have also involved disabled people in the following ways:

• publicising the scheme to voluntary sector organisations and the public through media articles and the Council’s website

• receiving views from local disability groups and organisations, and self-selecting disabled people, on the priorities we should adopt for promoting disability equality

• receiving views from our staff on the priorities we should adopt for promoting disability equality

• through a seminar and focus group, organised by the Kent Disability

Equality Scheme Partnership, involving disability groups and organisations from the voluntary sector

• through focus groups with local disability organisations – the Access Group, Speaking Up Group (Learning Disability), Disability and Sensory Impaired Group

Our vision for disability equality

Tunbridge Wells Borough Council believes that people with disabilities have a right to be able to participate fully in the economic, learning, social and cultural opportunities that the borough has to offer. Services that work better for disabled people are more likely to work better for all service users. Our vision for disability equality in Tunbridge Wells borough is that:

• everyone should expect to have an opportunity to lead a fulfilling life, free from discrimination and harassment, regardless of their disability or impairment

• physical, social and attitudinal barriers that people with disabilities face are removed

• inclusive and accessible environments are promoted

• long-lasting changes that meet the needs and improve the quality of lives of people with disabilities are identified and implemented

• people with disabilities experience equality of opportunity when applying for employment and working in the Borough

• all services delivered by us and on our behalf are appropriate and relevant to the needs of people with disabilities

This vision reflects the ‘social model of disability’, which was developed by disabled people and provides a basis for the successful implementation of the duty to promote disability equality. Under the social model, the poverty, disadvantage and social exclusion experienced by many disabled people is not as a result of their impairments or medical conditions, but stems from attitudinal and environmental barriers. These barriers need to be removed to enable disabled people to participate fully in society.

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Priorities for the next three years

The priorities of disabled people, and areas in which we can improve or develop our services, have been incorporated in the action plan. The action plan shows what each of the Council’s services intends to do to eliminate discrimination and promote disability equality over the next three years. We will also be working, with partners where appropriate, to achieve the following priorities:

• actively promote involvement of disabled people in the further development of this scheme

• gather more evidence to gain a better understanding of the needs of disabled people in the community

• ensure that disabled people have equal access to information in a format that suits their needs

• improve independent access for disabled people to the public transport and pedestrian infrastructures

• improve independent access for disabled people to employment and educational opportunities

• improve independent access for disabled people to health services The Council’s performance in certain areas is monitored nationally through Best Value Performance Indicators (BVPIs), set by government. Over the next three years we will aim to:

• improve our level against the Equality Standard for Local Government

• increase the percentage of Council employees with a disability who are in the top 5% of earners

• increase the percentage of Council employees with a disability so that our workforce is more representative of the community

• increase the percentage of those with a disability who are economically active in the borough

• continue to improve the accessibility of our buildings and facilities for disabled people

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Disability Equality Action Plan 2007 -2010

Ref Objective Action Outcome/monitoring

information and targets

Date for Completion

Implemented by

Directorate of Change and Business Support

Customer Access and Business Transformation D28 Ensure that reception

areas are accessible and provide comfortable and confidential

surroundings.

Accommodation review will identify access improvement programme.

Reception facilities will be more accessible, in line with the requirements of the Disability Discrimination Act.

August 2007 Head of

Customer Access and Business Transformation / Property

Services. D29 Ensure services are

delivered equitably.

Update guidance and

information on equality issues in the customer service

handbook.

Staff will be aware of their customer service

responsibilities in relation to equality issues.

August 2007 Customer Service Manager

D30 Provide technology that ensures the equality of working practices for all staff.

Provide technology to staff as required, in line with disability policy and health and safety procedures.

Staff and customer satisfaction will be improved.

Staff with disabilities will be able to work effectively.

Head of

(38)

Date for Completion

Implemented by D31 Promote positive

images of people with disabilities.

Include examples in the Council newsletter, ‘iLocal’, of how people with disabilities contribute to the local community.

One example per year will be included in ‘iLocal’.

Annually Publications Manager

Legal and Democratic Services D32 Ensure that internal

clients within Council Services are aware of and comply with all relevant equalities legislation.

Create checklists and toolkits which include guidance on relevant equalities legislation.

Lawful actions will be taken by Council Services.

July 2007 Principal Solicitor

D33 Ensure appropriate public access to Council and Committee

meetings.

Review access to meetings for people with physical and sensory impairments and address any deficiencies identified.

Meeting rooms will comply with best practice on accessibility.

Review will be conducted. Remedial action plan will be produced if required.

June 2007

Democratic Services Manager &

(39)

Date for Completion

Implemented by D34 Ensure/promote public

access to ballot box

Review buildings used – consider alternative arrangements where deficiencies are identified. Review processes and revise if required.

Buildings and processes will comply with best practice. Buildings and processes will be audited.

Deficiencies and alternatives will be identified.

August 2007

Democratic Services Manager

D35 Encourage a diverse range of people to become Councillors.

Hold informal information events for people to find out about becoming a Councillor. Promote the events towards targeted communities by attending meetings of representative

organisations/groups and advertising in specialist publications and media.

The Councillors reflect the diversity of the community they serve and act as role models for other individuals who want to become

Councillors.

Annually (February/ March)

Head of Legal, HR and

Democratic Services

(40)

Date for Completion

Implemented by Human Resources

D36 Ensure the recruitment process does not

disadvantage any group of the community or prevent them from applying for employment at the Council..

Review recruitment policy in line with ‘e-recruitment’ project, including reviewing and revising the information provided to applicants. Consider advertising in specialist publications and websites and media for people with disabilities.

Review to be completed. Applicants will have full information about the Council.

Procedure will be legally compliant.

Number of applications received from people with disabilities will be monitored.

December 2007

D37 Ensure that the Council employs a workforce which is representative of the community.

Take steps to ensure that the Council meets BVPI targets for employing people with disabilities.

A representative workforce will be employed.

BVPI targets will be met. Number of staff with

disabilities will be monitored.

December 2008

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Date for Completion

Implemented by D38 Promote equal

opportunities in

employment for people with disabilities.

Work with disability

representative groups and organisations to develop work placements for people with disabilities.

Relationships with disability representative groups and organisations and work placements will be developed.

Work placements will be offered to people with disabilities.

Number of placements offered and taken up will be monitored.

June 2007

September 2007

Financial & Property Services D39 Increase uptake and

flexibility of

concessionary travel scheme.

Increase awareness of scheme through promotion / advertising.

Develop a policy for considering discretionary cases.

Lobby the Department for Transport to improve provision of concessionary fares to people who develop disabilities in adulthood.

All eligible customers will be aware of and able to make use of concessionary travel scheme.

The provision of

concessionary fares will be impartial and

non-discriminatory.

March 2008 Acting Chief Accountant

(42)

Date for Completion

Implemented by Investigate alternatives for

disabled people who are unable to access free bus travel, such as taxi vouchers, increase eligibility for train vouchers.

Produce a report on alternative options and develop further actions, if appropriate.

Monitor and publish reports on the number using

scheme. D40 Improve accessibility

and flexibility of payment options.

Investigate the introduction of payment cards for use at pay point and pay zone networks.

All customers will be able to pay their bills conveniently and on time through cost effective methods.

April 2007 Acting Chief Accountant

D41 Improve access to Council buildings and facilities.

(1) Include access appraisals in quinquennial property survey programme (2) Access improvements

identified which address a range of impairments, will be put in Planned

Maintenance Programme. Ensure Southborough Town Council Offices are included in the

programme as a high priority.

Built environment more accessible to people with disabilities.

Monitored through property survey and BVPI targets.

Head of Financial & Property

(43)

Date for Completion

Implemented by

Directorate of Services to the Community

Leisure Services

D42 Improve accessibility of Assembly Hall

productions to people with hearing

impairments.

Introduce “Stage Text” to appropriate selection of Assembly Hall shows.

Training will be arranged for appropriate individual in stage text skills.

The first show with “Stage Text” will be piloted.

April 2007

Assembly Hall Theatre Manager

D43 Improve accessibility of Assembly Hall

backstage area for people with mobility disabilities.

Undertake audit of dressing room and back stage areas.

Audit will be undertaken and further actions identified, as appropriate.

April 2008 Assembly Hall. Business Manager

D44 To promote positive images of diverse groups and ensure that venues are welcoming and accessible to all.

Develop inclusive community led exhibitions at the Museum and Art Gallery (including the disabled community but not exclusively).

Two exhibitions will be provided which are owned by the community and reflect their identity.

Annually Museum Manager

(44)

Date for Completion

Implemented by D45 Effectively market the

Museum & Library service to targeted groups, including people with disabilities.

Develop an Audience Development Plan for the Museum and Library.

Audience Development Plan will be produced.

April 2007 Museum Development Manager

D46 Improve physical access to Tunbridge Wells Museum & Art Gallery & Tunbridge Wells Library.

Works programme to improve physical access to ground floor of Library & Museum building.

Works will be completed. April 2007 Museum Manager (with KCC Libraries)

D47 Promote inclusive communities.

Identify ways of working effectively with one target group through sports of arts development (including disabled groups but not exclusively).

One project will be undertaken.

Annually Leisure Development and Projects

Manager.

D48 Address inequalities in leisure provision.

Target grant support towards projects that address

inequalities (including

disability but not exclusively).

Three grants per year will be awarded.

Annually Leisure Development & Projects Manager

(45)

Date for Completion

Implemented by D49 Continuously improve

accessibility of Museum & Art Gallery service.

Apply for Heritage Lottery funding for a series of

improvements to physical and intellectual access.

Review and revise Museum & Art Gallery Access Action Plan every six months.

Application will be submitted.

Plan to be updated.

April 2007

Museum Manager

D50 Develop opportunities for children with special needs to engage in competition.

Assist with Special Schools Sportshall Athletics

competition.

One event per annum. Annually Sports

Development Officer

D51 Provide opportunities for young people with

disabilities and their families to enjoy sport and leisure activities.

TW Sports & Indoor Tennis Centre to deliver Holiday Fun sessions for young people with disabilities

and their families.

Yearly programme will be provided.

Annually (in August)

TW Sports & Indoor Tennis Centre Manager

D52 Provide opportunities for people with learning disabilities to enjoy sport and leisure activities.

TW Sports & Indoor Tennis Centre to work with Pagoda Day Centre to provide suitable activities for service users.

Monitor number of sessions and activities provided – number of people taking part.

TW Sports & Indoor Tennis Centre

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Date for Completion

Implemented by D53 Provide and promote

healthy opportunities for adults with disabilities.

Physiotherapists promote ‘drop in’ aqua exercise classes for adults with disabilities at TW Sports & Indoor Tennis Centre.

Increase in numbers of adults with disabilities taking up service – numbers

monitored.

TW Sports & Indoor Tennis Centre

D54 Improve accessibility of parks for people with disabilities.

Consultant to carry out access audits on town parks: initially Calverley Grounds, The Grove and Dunorlan Park.

Access audits will be completed (first phase).

Results to feed into parks management plans.

April 2007

Parks Manager

D55 Improve accessibility of parks for elderly / mobility impaired.

Parks Service to increase the number of benches in parks.

Fifteen new benches will be installed.

March 2009 Parks Manager

D56 Ensure people with disabilities have access to relevant tourist information.

Promote tourism operators’ facilities for disabled people through Heart of Kent Partnership literature and website, and Tourist

Information Centre services.

People with disabilities will have access to relevant information.

Marketing & Tourism Officer