RACE EQUALITY SCHEME

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RACE EQUALITY SCHEME

LONDON BOROUGH OF HILLINGDON

31 MAY 2002

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1. Contents

1. CONTENTS 2

2. GLOSSARY 3

3. FOREWORD BY CHIEF EXECUTIVE 4

4. BACKGROUND TO THE SCHEME 5

5. MEMBER COMMITMENT – DECLARATION AGAINST RACIAL

HARASSMENT 7

6. ORGANISATIONAL STRUCTURE AND DECISION MAKING PROCESS 8

7. … THOSE OF ITS FUNCTIONS AND POLICIES, OR PROPOSED POLICIES WHICH THAT PERSON HAS ASSESSED AS RELEVANT TO ITS

PERFORMANCE OF THE DUTY IMPOSED BY SECTION 71 (1) OF THE RACE

RELATIONS ACT 9

7.1. The duty on the LBH 9

7.2. Where do I go now 9

8. ASSESSING AND CONSULTING ON THE LIKELY IMPACT OF ITS

PROPOSED POLICIES ON THE PROMOTION OF RACE EQUALITY 10

8.1. The duty on the LBH 10

8.2. Assessing Proposed Policies 10

8.3. Internal Consultation 11

8.4. External Consultation 12

9. ARRANGEMENTS FOR MONITORING IT’S POLICIES FOR ADVERSE

IMPACT ON THE PROMOTION OF RACE EQUALITY 13

9.1. The duty on the LBH 13

10. ARRANGEMENTS FOR PUBLISHING ASSESSMENTS CONSULTATION AND MONITORING REPORTS. 15

10.1. The duty on the LBH 15

11. ARRANGEMENTS FOR MAKING SURE THE PUBLIC HAVE ACCESS TO INFORMATION AND SERVICES 17

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12. TRAINING STAFF IN CONNECTION WITH THE DUTIES IMPOSED BY

SECTION 71(1) OF THE RACE RELATIONS ACT 18

12.1. The duty on the LBH 18

13. THE COUNCILS DUTY AS AN EMPLOYER 20

13.1. The duty on the LBH 20

13.2. Framework and monitoring 21

13.3. Grievances 22

14. DUTY AS AN EDUCATION AUTHORITY – RELATIONSHIP TO SCHOOLS 23

14.1. Complaints 23

15. REVIEW OF THE SCHEME 25

15.1. The duty of the LBH 25

16. APPENDIX 1 AUDIT AND PRIORITISATION OF FUNCTIONS, POLICIES AND

SERVICES 26

2. Glossary

LBH London Borough of Hillingdon RR(A)A Race Relations (Amendments) Act RES Race Equality Scheme

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3. Foreword by Chief Executive

This Government has always made it clear that it wants the public sector to set the pace in the drive for race equality, to lead by example in the process towards achieving a society where there is respect for all, regardless of their race, colour or creed, and a society which celebrates its cultural richness and ethnic diversity.

Race equality is a moral imperative - that is why the council has been working to adopt the right legislative and administrative frameworks to help achieve race equality in the London Borough of Hillingdon (LBH). The Corporate Racial Harassment Policy, Equalities Policy and comprehensive training package to all senior managers represents a snapshot of some of the initiatives launched over the last two years.

The Race Relations (Amendment) Act 2000 placed a statutory duty on some 40,000 public bodies to have due regard to the need to promote race equality in carrying out their functions. The order subsequently laid late last year set out specific duties intended to help public bodies meet the general duty. One of these duties is the publication of a race equality scheme setting out how we will meet our new obligations.

Publication of this Scheme represents a very significant step forward. It is not,

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4. Background to the Scheme

The Race Relations (Amendment) Act was the legislative response to the recommendations of the Stephen Lawrence Inquiry Report.

The Act strengthens and extends the Race Relations Act 1976, without replacing it. There are two major changes:

• Extension of protection against discrimination by public authorities. This prohibits discrimination, making it unlawful for a public authority to

discriminate on racial grounds - either directly, indirectly or by victimisation, in carrying out any of its functions.

• Placing a new, enforceable positive duty on public authorities.

There is a general duty requiring the LBH and all other listed public authorities, to have due regard to the need, in everything we do, to:

• tackle racial discrimination

• promote equality of opportunity; and

• promote good relations between people from different racial groups.

The Act came into force on the 2nd April 2001; the LBH became subject to the General Duty as of 3rd December 2001.Specific duties have also been placed on some or all of the public authorities already bound by the general duty, so that authorities responsible for delivering important public services have to make arrangements that will help them to meet their general duty.

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The order which sets out the specific duties states, A Race Equality Scheme shall state, in particular –

(a) those of its functions and policies, or proposed policies, which that person has assessed as relevant to its performance of the duty imposed by section 71(1) of the Race Relations Act; and

(b) That person’s arrangements for –

(i) assessing and consulting on the likely impact of its proposed policies on the promotion of race equality;

(ii) monitoring its policies for any adverse impact on the promotion of race equality;

(iii publishing the results of such assessments and consultation as are mentioned in sub-paragraph (i) and if such monitoring as is mentioned in sub-paragraph (ii)

(iv) ensuring public access to information and services which it provides; and

(v) training staff in connection with the duties imposed by section 71(1) of the Race Relations Act and this Order.

(3) Such a person shall, within a period of three years from 31st May 2002 and within each further period of three years, review the assessment referred to in paragraph (2)(a).

Failure to comply with the requirements of the RR(A)A will lead to

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5. Member Commitment – Declaration against Racial Harassment

In June 2001 the Policy Committee endorsed the Councils Equalities Policy which built on previous work agreed under the Councils Racial Harassment Policy. The Equalities Policy set out the LBH commitment to equality for Race, Gender, Disability, Age and Sexuality. On March 17th 1999 the 3 party leaders signed the following tri- party declaration against racial harassment.

We the undersigned in the name of the residents of the London Borough of Hillingdon declare our determination to oppose all forms of racial harassment wherever they occur within our community.

The Council commits itself to do everything possible within its powers to support victims of racial harassment, to tackle causes of racism within the Borough and to work with the Police and other agencies in dealing quickly and firmly with

perpetrators.

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6. Organisational structure and decision making process

The LBH consists of 65 Councillors (Conservative 31, Labour 27 and Lib Democrats 7), who are elected every four years. Three Councillors represent each of the 22 wards. All Councillors meet together regularly as the Council, to decide the Council’s annual budget and key plans which make up the Council’s policy framework. The Council also appoints the Cabinet. This includes the Leader and nine other

Councillors. The Cabinet has responsibility for day-to-day decisions which are in line with the Council’s overall policies and budget.

An Overview and Scrutiny Committee and its Scrutiny sub-Panels, support the work of the Cabinet and Council.

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7. … those of its functions and policies, or proposed policies which

that person has assessed as relevant to its performance of the

duty imposed by section 71 (1) of the Race Relations Act

7.1.

The duty on the LBH

Section 2 (2) of the Race Relations Act (Statutory Duties) Order 2001 requires local authorities to prioritise all functions and policies which are relevant to the general duty to promote race equality. To meet this duty, we need to decide whether our functions and policies are relevant to the general duty to promote race equality and if so how relevant they are.

Note a function means ‘ the full range of the LBH duties and powers, this includes internal and external functions. Policy means ‘the full range of formal decisions that the authority makes in carrying out its duties.

7.2.

Where do I go now

Appendix 1 Lists all the council functions which will be used to assess their relevance and degree of relevance to the general duty. I have graded these functions in order of priority, using table 1 for the forthcoming impact

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8. Assessing and consulting on the likely impact of its proposed

policies on the promotion of race equality

8.1.

The duty on the LBH

This part of the scheme requires that the LBH sets out the arrangements we have made to assess the likely affects of policies we are proposing to introduce before they are adopted so that we ensure we meet the general duty (see above) and avoid indirect discrimination.

Our consultation on proposed policies will consist of both internal and external consultation. This means proposed policies will in future be assessed to establish the possible impact on all racial groups.

8.2.

Assessing Proposed Policies

The Council will consider the impact of each current or new policy and apply the following criteria:

• Is there any evidence of higher or lower uptake or participation by different groups?

• Is there any evidence that different groups have different needs, experiences, issues and priorities in relation to the particular policy?

• Is there an opportunity to promote equality of opportunity or good relations by altering the policy?

• Have consultations with relevant groups, organisations or individuals indicated that particular policies, functions or duties create problems that are specific to them?

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consistent with the requirements of the RES and the Equalities Standard for Local Government.

If the answer to any of these questions is yes or don’t know, and hence the proposed policy is likely to have an adverse impact on some sections of the community the Council must;

• Consider alternative policies or;

• Find ways of reducing the impact of the policies proposed

To establish the impact of a function or policy on the minority ethnic community, it will be necessary to use some or most of the

following:

• Existing research and statistics; • Specially commissioned research

• Consult individuals and established interest groups including specialist • BAME groups

• Connecting communities consortium

• Consultation with front-line Council staff who are part of the function or affected by the policy.

• Survey data

Consultation will take place internally and externally and will begin following the publication and approval of this scheme.

8.3. Internal

Consultation

• All policies should be published on the councils Intranet and invite comment from all relevant staff

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• Go through departments for assessment, in co-ordination with the Management Board sponsor for that particular policy and agreed structure for consultation

8.4. External

Consultation

The LBH will consult with the Commission for Race Equality, Hillingdon Race Equality Council, Connecting Communities Consortium, Racial Harassment Forum, Police and other London Borough Race Equality Councils. Where relevant the LBH will consider consulting with umbrella organisations, partners and stakeholders.

In consulting on matters to which the scheme relates, the Council will normally write to the relevant bodies and, if necessary, follow up by telephone. The Council will then work with representative groups in order to identify how best to obtain their views. This may involve face-to-face meetings, focus groups,

surveys, panels, Internet discussions and other innovative ways of consulting, as there will be different means of consultation for different groups. It is intended that barriers to proper consultation will be removed by ensuring accessibility of language and making material accessible in appropriate formats. The LBH needs to ensure it is culturally sensitive. This means the LBH will respect differences between different cultures, create access for the whole community and ensure we consult with all our communities.

The Council considers it particularly important that sufficient, timely and

appropriate information is provided to enable all affected groups and individuals to consider the full implications of proposals.

Specific training will be provided for those engaged in consultation exercises to ensure that those facilitating consultations have the necessary skills, and awareness of individual differences.

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9. Arrangements for monitoring it’s policies for adverse impact on

the promotion of race equality

9.1.

The duty on the LBH

This part of the scheme requires the LBH to set out the arrangements it has made to monitor the impact of all relevant functions and policies. This is vital to establish whether there is any adverse impact on the promotion of race equality.

All nominated officers within LBH must regularly consider whether their existing monitoring arrangements are suitable and proportionate and, if not, take

appropriate steps to rectify the situation, seeking advice if required.

If this monitoring identifies that a policy has, or is likely to have, an adverse impact on those from a monitory ethnic community, then, those responsible for that policy or service will need to consider how best to react to that impact.

The council will establish or improve systems to monitor the impact of functions/policies on the minority ethnic communities, taking into account resource implications and the sensitivity of information. It follows that the LBH, through the mechanism of the CEG / (alternative option outlined above),

Connecting Communities Consortium or Racial Harassment Forum will need to constantly monitor what people from all ethnic backgrounds think of our policies and services.

Other data sources that may be used for the purposes of monitoring include the Census 2000, (legal services report) Crime and disorder audit.

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Ways of monitoring the impact include; • Satisfaction Surveys

• Keeping records

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10. Arrangements for publishing assessments consultation and

monitoring reports.

10.1.

The duty on the LBH

This part of the duty requires the LBH to set out our arrangements for publishing the results of any assessments, consultation and monitoring that we conduct to identity adverse impacts on race equality. This applies also for policies we are about to introduce.

For assessments, we should ensure we clearly describe the policy we are proposing to introduce and provide an account of how we assessed the likely effects of the policy.

The CEG in co- ordination with the Personnel department assist in the

production of an annual report. The report will endeavour to document the results of the assessments. In addition the report will provide information on staff in post, grievances, training, disciplinary procedures and employees leaving the council. This will be distributed to Chief Officers, Senior Managers and the CEG.

With regards to consulting, staff we will follow a 4 step procedure. This is;

1. Consultation, 2 Analysis 3. Publication * 4. Appropriate action

Details of any consultation will be published stating why and how the consultation was carried out; a summary of the replies received from those consulted, and what action will follow the consultation.

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11. Arrangements for making sure the public have access to

information and services

11.1.

The duty on the LBH

All local authorities must set out their arrangements for making sure that the public have access to information and the services they provide. This means we need to ensure that everyone, regardless of race can access information about the LBH and its services.

This is important as unequal access to information can lead to substantial disadvantage. We will consider the general principle of access broadly. This means we will consider the timing of events so that they do not coincide with religious observations.

The LBH will assess its arrangements and consider how public access to information can be better improved by providing information in a variety of accessible formats which is jargon free, does not coincide with religious observations and takes into account an individuals social or physical circumstances.

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12. Training staff in connection with the duties imposed by

section 71(1) of the Race Relations Act

12.1.

The duty on the LBH

The LBH are required to set out their arrangements for training their staff in on the issues that are relevant to the general duty. The duty aims to make sure that staff working on this area have the skills required to ensure that public authorities meet their general duty to promote race equality.

The LBH has included equalities training as part of the nine “core competencies.” We will ensure this training includes those points mentioned below.

The LBH has recently undertaken a training programme for the benefit of all 1st, 2nd, and 3rd tier officers. This needs to be extended to all council officers. This focused largely on putting the Corporate Racial Harassment Policy into practice by using current relevant legislation. It also covered many of the requirements laid down by the codes of practice. The codes require that training should cover the following areas;

• A general understanding of race equality issues as they affect public authorities, including the idea of ‘institutional racism’

• How to introduce policy in large organisations

• The general and specific duties, and the importance of them

• The concept of the Race Equality Scheme and how to develop and put it into practice

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individual’s responsibilities. The development plan will aim to achieve the following objectives:

• To raise awareness of current legislation to promote racial equality. This will include an explanation of the duties and their implications for all employees, and will form part of the induction training for new staff.

• To provide representatives of the CEG or those staff who have responsibilities for managing and introducing the Council’s Race Equality Scheme with the necessary skills to do this work effectively.

• To provide senior managers of the Council with the necessary skills to enable them to effectively ensure that staff in the organisation are aware of their responsibilities in relation to the legislation to promote racial equality.

• To ensure that staff understand the significance of an approach which recognises and values difference.

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13. The Councils duty as an employer

13.1.

The duty on the LBH

The LBH must have in place by 31st_{May 2002 arrangements for meeting its}

employment duties under the act including:

• Collecting and monitoring information on staff including, staff in post, applications, receipt of training, grievances, disciplinary procedures and employees leaving the council

• Analysing of data to establish patterns of inequality

• Action to remove barriers to promote equality of opportunity

Current position and context

The annual survey of the Council’s workforce indicates that including schools, 16% of the workforce are from the minority ethnic community.

The Council believes that the quality of the Council’s services depends on the performance of its diverse workforce and the way in which they are treated. The Council’s HR Policies and Procedures identifies the standard of treatment of the Council’s employees, and aims to give them pride and satisfaction in their work. Involvement, consultation, and communication are recognised as essential aspects of employees’ motivation and policy development and implementation.

The Council has a Personnel Unit (Group Services) that provides services to Council Departments. There is a Schools Personnel unit in the Education Youth and Leisure Group. The Corporate Personnel Unit i is responsible for the

development and monitoring of HR policies across the Council Groups.

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Resource Strategy, service level agreements and the policies and procedures set out in the Personnel Manual.

13.2. Framework

and

monitoring

The Council will take a range of actions to meet its specific duty on employment. This will include the review of, and further development where necessary of existing ethnic monitoring processes and procedures in relation to the Council’s workforce; the analysis of monitoring information and feedback from employee consultation using mechanisms such as employee surveys and focus groups, to identify patterns and trends of inequality within the Council’s workforce; the setting of race equality targets; the annual reporting of this information; and the publication of the workforce survey and summary monitoring information.

Employment monitoring information, with reference to ethnicity, will include details of the numbers of staff who:

• are in post and at what grades;

• are applicants for, and successful in application for employment, promotion and training;

• raise grievance procedures;

• are the subject of disciplinary procedures; • Cease employment with the Council.

The Council is e-enabling its HR systems and will is seeking to improve the arrangements it has for the collection storage and analysis of this data. Ethnicity of staff is achieved through assessment. A current review to ensure self-certification is both accurate and complete is under way. Staff who have not classified themselves are being approached for a declaration. The use of visual classification (by Managers) will be kept under review.

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13.3.

Grievances

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14.

Duty as an Education Authority – relationship to schools

Section 71 (1) of the Act places a general and specific duty on local authority functions and services. The Education authority is required to fulfil the obligations of the Race Equality Scheme in the same way as other departments within the Council. However the amended act places specific duties on schools which include; (i) Prepare a written statement of its policy for promoting race equality and (ii) Have in place arrangements for meeting these duties, as soon as is reasonably practicable.

This includes;

• Maintaining a copy of the statement

• Fulfil those duties in accordance with such arrangement

• Assessing the impact of its policies, including it’s race equality policy, on pupils, staff and parents of different racial groups including, in particular their impact on attainment levels of such pupils, and

• Monitor, by reference to their impact on such pupils, staff and parents, the operation of such policies, including, in particular, their impact on the attainment of such pupils.

14.1. Complaints

The Council will ensure that its procedure for handling complaints in relation to the Race Equality Scheme is accessible to all.

Where a person believes she/he has been affected by a failure of the Council to comply with the Race Equality Scheme, she/he should, in the first instance, bring their complaint to the attention of the responsible line manager and if necessary the relevant Corporate Director. Where the complainant remains dissatisfied with the outcome she/he may ask for a review of the complaint by the Chief

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the procedure for pursuing the complaint further with the Commission for Racial Equality. In any subsequent investigation by the CRE, the Council will co-operate fully, providing access to any information the Commission requires.

Complaints Co-ordinators for each department will inform the Lead Equalities Officer of any complaints involving the RES so that he can monitor the number and nature of complaints and the action taken in response. Reports on the pattern of complaints will be considered by the Corporate Equalities Group.

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15. Review of the scheme

15.1.

The duty of the LBH

Part 3 of the Statutory order requires that the LBH reviews within a period of 3 years from May 31st 2002, and within each further period of 3 years, a review of the contents of the scheme above.

The CEG will conduct a general review by May 2003 and a comprehensive review of the Scheme by May 2005. We expect our review to be continuous and will always ensure we comply with any statutory guidance. The review will take account of any guidance issued by the Commission for Racial Equality.

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File loc: LBH-RES Page: 26 of 63

Doc owner: A. Batra Date: 30th April 02

16. Appendix 1 Audit and Prioritisation of Functions, Policies

and Services

Departmental Guidance

Deciding if the function has any relevance to the general duty

You will need to conduct the same exercise with your policies and so I would advise you do this at the same time.

Using the grid below;

1. Look at the list functions and decide how relevant they are to the three elements of the general duty. You can then insert 1, 2 and 3 if it relates to all three elements of the general duty.

2. In the second column decide if there is any reason to believe some Racial groups could be differently effected. You can insert either 0, 1 or 2 or 3.

Deciding the degree of relevance

3. In column 3 state your perception of the degree of relevance to the General duty. You will base this on how much evidence you have eg, from complaints, consultation etc. You can insert either 0, 1 or 2 or 3.

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Priority

I have attempted to assess which function should have the highest priority for mainstreaming race equality. I based this on personal perception and would expect departments to adjust this accordingly. Please use the table below as a guide. The reason for separating functions and policies is a practical one. The CRE suggest that by looking at them separately will allow greater priority to certain functions and policies.

Criteria for prioritisation

Priority Criteria Characteristics

High • Evidence of negative outcomes on different racial groups

• Evidence of significant public concern on how different

groups are treated or services delivered

• Front line outward services which exercise

considerable power/influence over different groups or individuals

• Strategic planning functions with direct impact on how

services with a race dimension are organised

Medium • Some evidence that different racial groups could be treated differently

• Evidence of some public concern

• Front line services with day to day contact with

residents but where there is less scope/evidence for or evidence of discriminatory outcomes

• Strategic functions which could influence how different

groups are treated

Low • Little or no evidence that different groups could be

discriminated against

• ‘Back-office’ support functions which support other

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Race Equality Scheme Assessment Grid - Education Youth & Leisure

Function/Policy Priority Relevant to the

general duty?

Relevant to the general duty?

What is the degree of relevance?

Which of the 3 aspects does it relate to.

1. Eliminating discrimination? 2. Promoting EOP? 3. Promoting good

race relations?

Potential to affect racial groups differently.

0. None 1. A little 2. Some A lot

Data available for analysis?

0. None 1. A little 2. Some 3. A lot

Is there any evidence of public concern that functions/policies are being operated in a discriminatory manner?

0. None 1. A little 2. Some A lot

Standards and Effectiveness H 1 2 3 3 3 2

• Annual School Review 1 2 3 3 3 2

• Education Development Plan 1

N/A N/A N/A N/A N/A

• Education Development Plan 2

H 1 2 3 3 3 2

• Ethnic Minority & Traveller Achievement Group Plan

H 1 2 3 3 3 0

• Literacy Strategy H 1 2 3 3 2 2

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Standards and Effectiveness cont’d….

• Post Ofsted Action Plan

H 1 2 3 3 3 2

• Education Personnel H 1 2 3 2 2

• ICT Development Plan M 1,2,3 2 1 2

Finance and Resources

• School Asset

Management Review

L 2 1 3 0

• Class Size Plan L 2 1 3 0

• Fair Funding Scheme M 1, 2 2 3 1

• School Organisation Plan L 2 1 3 0

Lifelong Learning H 1,2,3, 3 2 2

• Adult Learning Plan H 1,2,3 3 2 2

• Connexions Plan H 1,2,3 3 2 2

• Early Years Development

and Childcare Plan H 1,2,3 3 2 1

• EBP Business Plan

• Sure Start H 1,2,3 3 3 1

• Training Plan H 1,2,3 3 1 2

Libraries Arts & Information H 1,2,3, 3 2 2

• Cultural Strategy N/A

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Pupil Support H 1,2 3 2 2

• Behaviour Support Plan H 1,2,3, 3 3 3

• Inclusion/SEN Strategy H 1,2,3 3 2 2

• Home to school transport

policy M

2 2 3 1

• Admissions Policy M 2 3 3 1

Youth and Leisure H 1,2,3 3 2 1

• Sports and Recreation Strategy

H 1,2,3 3 2 1

• Asset management Review

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Race Equality Scheme Assessment Grid – Social Services

Function/Policy Priority Relevant to the general duty?

Relevant to the general Duty?

What is the degree of relevance?

What is the degree of relevance? Which of the 3

aspects does it relate to

1. Eliminating discrimination?

2. Promoting EOP?

3. Promoting good race relations?

Potential to affect racial groups differently

0. none 1. a little 2. some

3. a lot

Data available for analysis?

0. none 1. a little 2. some 3. a lot

Is there any

evidence of public concern that functions/policies are being operated in a discriminatory manner?

0. none 1. a little

2. some

3. a lot

Community Care Division M 1,2,3 1 1 1

Adult Protection M 1, 2,3 2 0 0

Charging for Services M 1,2,3 1 1 0

NHS Continuing Care M 1 2 0 0

Business Plans L 1, 2, 3 2 1 1

Concessionary Fares M 2 1 2 0

Taxicard M 2 1 1 0

Complaints M 1, 2, 3 2 0 0

CTPLD Assessment & Care Management

M 1, 2,3 2 2 1

Purchasing M 1, 2,3 3 3 2

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JIP for LD M 1, 2,3 2 2 0

LDA Residential & Accommodation Services.

* BVR of Accommodation & Residential Care for Adults with Learning Disabilities.

* Joint Investment Plan

M 1, 2, 3

2 2 2 3 1 1 0 LDA Day Care

• BVR of Day &

Employment Services for Adults with Learning Disabilities

• Joint investment Plan

• Welfare to Work JIP

M 1, 2

1, 2,3 1 2 2 3 2 2 1 0 0 Mental Health Residential Care

H 1, 2,3 2 0 0

Homecare In- house H 1, 2,3 1 0 0

Best Value 1, 2,3

Day Services (OPS/Adults)

H 1, 2,3 1 0 0

Meals Service H 1, 2 1 0 1

Commissioning & Performance Mgt

Human Resources H 1,2 3 1 0

Finance L 1,22 1 1 0

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Performance Information H 1,2,3 3 1 0

Public Information H 1,2,3 3 1 1

Children and Families

Assessment, Planning and Reviewing

H 1,2,3 3 1 1

Child Protection H 1,2,3 3 3 1

Children’s Placements H 1,2,3 3 1 1

Children with Disabilities H 1,2,3 2 3 0

Children Leaving Care M 1,2,3 2 3 1

Early Years Services M 1,2,3 3 3 0

Young Offenders H 1,2,3 3 2 2

Asylum Services H 1,2,3 3 3 3

Finance

Accounting & Budgeting L 1 0 0 0

Financial Assessments L 1,2,3 1 0 0

Income Collection L 1,2,3 0 0 0

Grant Claims L 1,2,3 0 0 0

S46 PHA (no next of kin) L 1 2 0 0

Payments L 1 1 0 0

Asset Management L 1 0 0 0

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Race Equality Scheme Assessment Grid – Environmental Services

RICHARD WINTER – FLEET MANAGEMENT, BUSINESS SERVICES DIVISION

Race Equality Scheme Assessment Grid

Function/Policy Priority Relevant to the general

duty?

Vehicles

Which of the 3 aspects does it relate to

Eliminating discrimination? Promoting EOP? Promoting good race relations?

Potential to affect racial groups differently none a little some a lot

Data available for analysis?

none a little some a lot

Is there any

none a little some a lot

1. Vehicle Maintenance 0 0 0 0 0

2. Vehicle Hire 0 0 0 0 0

3. Insurance Administration 0 0 0 0 0

4. Taxation of vehicles/vehicle cleaning

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BRYAN JOSEPH – SAFETY SERVICES, BUSINESS SERVICES DIVISION

Race Equality Scheme Assessment Grid

1. Emergency Planning L 2, 3 1 0

2. Road Safety Training M 2, 3 2 0

3. Health and Safety Training M 1, 2, 3 3 0

4. Safety Advice L 1, 2 1 0

5. CCTV M 1, 2, 3 3 0

GROUP SUPPORT SERVICES, BUSINESS SERVICES DIVISION Race Equality Scheme Assessment Grid

1. Admin Support L Work does not provide

opps to do this

0 0 0

2. Training M 1, 2 2 2 2

3. Health and Safety L 1, 2, 3 2 1 1+

4. Reception Area M 1, 2, 3 3 ? Not known

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JAYN NEWMAN – GIS AND MAP RESEARCH, BUSINESS SERVICES DIVISION

Race Equality Scheme Assessment Grid

1. Mapping Research L 0 0 0 0

DAVID REYNOLDS – FINANCIAL SERVICES, BUSINESS SERVICES DIVISION

Race Equality Scheme Assessment Grid

1. Exchequer Function L 2 0 - 1 0 0

2. Financial Advice L 2 0 0 0

3. Financial Strategy and

Standards

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LEE ATALLA – CUSTOMER CONTACT CENTRE, BUSINESS SERVICES DIVISION

Race Equality Scheme Assessment Grid

1 Parks and open spaces and trees

2.3 3 Not known 1

2 Ground Maintenance 1 2 Not known 1

3 Refuse and Recycling 1.2 2 Not known 1

4 Highways 1.2 3 Not known 1

5 Abandoned vehicles 1.2 2 (3) Not known 1

5 Street Lighting 2 3 Not known 1

Council was concerned over public

usage of system

7 Fly Tipping 2 1 Not known 1

8 Street Cleaning 2 1 Not known 1

9 Customer ?? 1.2.3 1 1 1

10 Computer systems ?? website

1.2.3 2 2 1

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MARTIN ROBINSON – PASSENGER SERVICES, BUSINESS SERVCES DIVISION

Race Equality Scheme Assessment Grid

1. Social Services drivers & escorts.

M 1.2 1 0 0

2. Education drivers. Special schools

M 1.2 1 0 0

3. Escorts for private contractor driver’s education.

M 1.2 1 0 0

4. Client role for coaches/minibus to drive children from North to South of Borough

L 0 0 0 0

5. Courier Services L 0 0 0 0

CHERYL EVA – BREAKSPEAR CREMATORIUM, CONSUMER PROTECTION DIVISION

Race Equality Scheme Assessment Grid

1. Cremation

Chapels can be used by all religions

Customs to re: witnessing cremation

Dealing with remains

M M M 1.2.3 1.2.3 1.2.3 3 3 3 0

0 0

0

2. Access to chapels M 1.2. 0 0 1

3. Memorials

Suitable for all religions

M

1.2.3 3

0 0

(39)

COLIN RUSSELL – WASTE SERVICES, CONSUMER PROTECTION DIVISION

Race Equality Scheme Assessment Grid

Waste Management

1. Domestic Refuse M 1,2 2 0 0

2. Trade Refuse M 0 1 0

3. Recycling

4. Curbside M 0 1 0 0

5. Recycling Banks M 0 0 0 0

6. Civic Amenity Tips L 0 0 0 0

7. Special Collections L 0 1 0 0

(40)

SUE POLLITT – TRADING STANDARDS, CONSUMER PROTECTION

Race Equality Scheme Assessment Grid

1. Routine Inspection M 3 0 - 1 1 0

2. Investigation M 3 0 – 1* 0 0

3. Project Work M 3 0 - 1 0 0

4. Duty Desk H 2, 3 2 2 0

Notes

(41)

PEGGY LAW - ENVIRONMENTAL PROTECTION – CONSUMER PROTECTION DIVISION

Race Equality Scheme Assessment Grid

1. Environmental Protection Unit

M 2 1 - 2 1 0

2. Animal Control Unit L 2 None 0 0

3. Environmental Enforcement Team

M 2 1 0 1

WENDY REID – HEALTH CONTROL UNIT, CONSUMER PROTECTION DIVISION

Race Equality Scheme Assessment Grid

1. Health Control Unit L to M 2 3 3 2

(42)

SHABEG NAGRA - ENVIRONMENTAL HEALTH, CONSUMER PROTECTION DIVISION

Race Equality Scheme Assessment Grid

1. Imported food control H 1.2.3 3 3

(held by Central Government)

2

2. Premises inspections M 2 1 1 0

3. Control of infections & diseases.

M 2 2 1 2

4. Issue of licences L 2 0 0 0

JANET RANGELY – TRANSPORTATION & PLANNING POLICY – PLANNING SERVICES

Race Equality Scheme Assessment Grid

1. Development Planning Policy

1.1 UDP Consultation M 2.3 2 0 0

1.2 UDP House Extension Policy M 1.2.3 3 0 0

2. Environmental Policy L 2 1 0 0

2.1 LA 21 L 0 1 0 0

2.2 Trees/Landscape L 2 2 0 0

2.3 Conservation L 1 1 0 0

(43)

KELVIN WILLIAMS AND DAVID CASSALS – PLANNING SERVICES

Race Equality Scheme Assessment Grid

1. Development Control M 1 1 1 1

2. Enforcement L 1. 2 1 0 0

3. Land Charges L 0 0 0 0

(44)

GEOFF ELLIOTT – MAJOR DEVELOPMENTS, PLANNING SERVICES

Race Equality Scheme Assessment Grid

1. T5 M 2, 3 1 - 2 0 0

2. Aviation M 2, 3 1 - 2 0 2

3. Protection and

Implementation

M 2, 3 1 - 2 0 2

4. Major Application M 2, 3 1 - 2 0 2

LINDA ARLIDGE, CRYSALIS PROJECTS, PLANNING SERVICES

Race Equality Scheme Assessment Grid

1. Parks and Open Space L 1,2 0 0 0

2. New Paths L 1,2 0 0 0

3. Gardens L 1,2 0 0 0

4. Reduce fly tipping L 1,2 1 0 0

(45)

JACK WEBSTER – TRAFFIC SECTION, HIGHWAY SERVICES

Race Equality Scheme Assessment Grid

1. Junction improvement schemes M 2 0 0 0

2. Traffic Regulation orders L 0 0 0 0

3. Temporary traffic Regulation orders

L 0 0 0 0

4. Suitability of Bus routes L 2 0 0 0

5. Road safety advice Accident Investigations

L L

2 2

1 0 0

6. Disabled parking spaces M 2 0 0 0

7. Footway parking exemptions L 2 0 0 0

8. Traffic signing L 0 0 0

9. Direction signing L 0 0 0 0

10. Waiting Restrictions L 0 0 0 0

11. Permitted parking schemes L 2 1 0 0

12. Heavy goods vehicles haul routes L 0 0 0 0

13. AA/RAC temporary signing L 0 0 0 0

14. Special events approval L 3 1 0 0

15. Pedestrian facilities L 2 0 0 0

16. Cycle routes L 2 0 0 0

17. Traffic Management Liaison meetings

L 0 0 0 0

18. Road marking schemes L 0 0 0 0

(46)

21. Commercial vehicles in residential areas

L 0 0 0 0

22. Commuter traffic in residential roads

L 0 0 0 0

23. Highway register L 2 1 0 0

24. Street furniture L 0 0 0 0

25. Speed limits L 1 0 0

26. Traffic signal faults L 0 0 0 0

(47)

TIM EDWARDS – PUBLIC LIGHTING, HIGHWAYS SERVICES DIVISION

Race Equality Scheme Assessment Grid

1. Street Lighting maintenance.

M 2 0 0 0

2. Client for new works to street lighting.

L 2 0 0 0

3. Maintain road signs and markings

L 0 0 0 0

4. Consulted on Planning advice

L 0 0 0 0

5. Re-lighting and illuminated

(48)

DOUG WILLIAMSON – PARKING SERVICES, HIGWAY SERVICES DIVISION

Race Equality Scheme Assessment Grid

Parking Services

1. Off Street Car Parks L 1 1 0

2. On Street Parking Bays L 0 0 0

3. Parking Envforcement M 1 1 0

4. Appeals and Processing L 1 1 0

5. Abandoned Vehicles M 1 1 0

JON WESTELL – HIGHWAY MAINTENANCE, HIGHWAY SERVICES DIVISION

Race Equality Scheme Assessment Grid

Highways and Drainage Maintenance and

Management

0

1. Footway and carriage

repair M 2 0 0 0

2. Highways drain

repair/maintenance L 0 0 0 0

3. Winter maintenance L 0 0 0 00

4. Street furniture

repair/maint

L 0 0 0 0

5. Accident Investigation M 1 1 0 0

6. Enforcement of Highways 1 0 0 0 0

7. Accident invest.

Higway Maintenance, cont..

M 2 1 0 0

8. Co-ord & enforce for

public utilities

(49)

9. Maintain public right of way free of obstructions

L 0 0 0 0

10. Vehicle crossing of

footway

(50)

E BALA – ENGINEERING CONTRACT, HIGHWAYS SERVICES DIVISION

Race Equality Scheme Assessment Grid

Function/Policy Priority Relevant to the general duty?

What is the degree of relevance? Which of the 3

Potential to affect racial groups differently

3. a lot

0. none 1. a little 2. some 3. a lot

Is there any

2. some

3. a lot

1. Engineering Contracts L 0 0 0 0

2. Procurement of

Engineering

L 0 0 0 0

3. Contract Management L 0 0 0 0

4. Select List L 0 0 0

(51)

STEVE BELL – ENGINEERING CONSULTANCY, HIGHWAY SERVICES DIVISION

Race Equality Scheme Assessment Grid

1. Bridges maintenance L 0 0 0 0

2. Bridges Strengthening L 0 0 0 0

3. Contact with Bridge

Owners

L 0 0

4. Extensions to

schools/flats

L 2 1 0 0

5. Council multi-storey car

parks

L 0

6. Checking abnormal loads L 0 0 0 0

7. Structural investigations L 0 0 0 0

PAUL LONG – HIGHWAY DESIGN, HIGHWAY SERVICES DIVISION

Race Equality Scheme Assessment Grid

1. Maintenance schemes L 0 0 0 0

2. Carriageway reconstruction

L 0 0 0 0

3. Footway reconstruction L 0

4. New traffic schemes L 2 1 0 0

5. Junction improvements L 2 1 0 0

6. Traffic calming L 0 0 0

7. Signals L 0 0 0 0

(52)

MARY WORRALL (has only been in office since 1st May 2002),GREEN SPACES, HIGHWAY SERVICES DIVISIONRace Equality Scheme Assessment Grid

1. Parks H 1.2.3 2 0 0

2. Cemetery M 1.2.3 2 0 0

3. War Memorials L 2 1 0 0

4. Play Areas M 1.2. 2 0 0

5. Allotments L 2 1 0 0

6. Roadside Trees L 0 0 0 0

7. Woodlands L 0 1 0 0

8. Conservation Areas M 2 1 0 0

9. Ground Maintenance L 0 0 0 0

(53)

Race Equality Scheme Assessment Grid – Chief Executive’s Office

Function/Policy Priority Relevant to the

general duty? Relevant to the general Duty? What is the degree of relevance? What is the degree of relevance? Which of the 3

3. a lot

0. none 1. a little 2. some 3. a lot

Is there any

2. some

3. a lot

Chief Executive/Business Support

L N/a 0 0 0

Legal services H 1 2 3 3 0 0

Democratic services H 1 2 3 3 0 0

Policy H 1 2 3 3 1 0

Regeneration H 1 2 3 3 2 1

Grants H 1 2 3 3 2 1

Communications H 1 2 3 3 1 1

Best Value H 1 2 3 2 2 0

Registras H 1 2 2 0 0

(54)

Training H 1 2 3 3 2 0

E.Government / IT H 1 2 3 3 0 0

Race Equality Scheme CEO - Finance

Treasury Management L - 0 0 0

Budgeting L - 0 0 0

Internal Audit L 1 0 0 0 (Auditing of the

people) Service Area Financial

Support

L - 0 0 0

Systems L - 0 0 0

Insurance L 1 2 1 0

Cash Control L - 0 0 0

Corporate Accounting L - 0 0 0

Creditors L - 1 0 0

Council Tax - Collection M 1,2,3 1 0 0

Council Tax - Recovery M 1,2,3 2 0 0

Cashiers M 1,2,3 2 0 1(comments,

complaints and compliments forms)

NNDR M 1,2,3 2 0 0

Payroll L - 0 0 0

Pensions L - 0 0 0

Support Services L - 0 0 0

(55)

Race Equality Scheme CEO - Personnel

Contracts of Employment

Function/Policy Relevant to the general duty?

Which of the 3

aspects does it relate to

1. Eliminating discrimination? 2. Promoting EOP? 3. Promoting good

race relations?

0 none 1 a little 2 some 3 a lot

Is there any evidence of public concern that functions/policies are being operated in a discriminatory manner?

0 none 1 a little 2 some 3 a lot

Access to Personnel Files (committee decision) & Access to Personal/Private Data held on Information Systems (Guidance Note)

1, 2, 3 3 1 0

Conditions of Service

Handbook 1, 2, 3 2 0 0

(56)

Redeployment & Leaving Service

Ill Health Retirement – Guidance for Occupational Physicians

1, 2, 3 0 1 0

Redeployment Policy & Procedure

1, 2, 3 3 2 0

Redeployment Form 1, 2, 3 3 2 0

Redundancy – Guidelines for Managers

1, 2, 3 3 2 0

Redundancy Policy & Procedure

1, 2, 3 3 2 0

Redundancy & Early

Retirement – Information & support for Employees

1, 2, 3 3 2 0

Policy Statement on

Redundancy & Compensation Payments

1, 2, 3 0 0 0

Lump Sum Compensation 1, 2, 3 0 2 0

Redundancy Payments 1, 2, 3 0 2 0

Health, Safety & Welfare

Access to Medical Reports 1, 2, 3 3 1 0

Alcohol & Drugs Policy & Procedure

1, 2, 3 3 1 0

Alcohol & Drugs Policy & Procedure – Guidance Notes

1, 2, 3 3 1 0

Health & safety at Work 1, 2, 3 3 2 0

(57)

Smoking at Work Policy 1, 2, 3 3 0 0 Well Women Screening – Time

off for 1, 2, 3 3 0 0

The Occupational Health Unit 1, 2, 3 3 1 0

VDU Eye Tests 1, 2, 3 3 2 0

Violence at Work 1, 2, 3 3 2 1

Welfare Counselling Policy & Procedure

1, 2, 3 3 2 0

Working House & Leave Entitlements

Annual Leave (including part time & job share

1, 2, 3 3 1 0

Carryover of Annual Leave

1, 2, 3 3 1 0

Career Break Scheme – Application Form

1, 2, 3 23 1 0

Career Break Scheme – Guidelines

1, 2, 3 3 1 0

Compassionate &

Bereavement Leave 1, 2, 3 3 1 1

Flexible Working Hours

(old) 1, 2, 3 3 1 0

Flexible Working Hours (new)

1, 2, 3 3 1 0

Maternity Pay & Leave 1, 2, 3 3 2 0

Parental Leave 1, 2, 3 3 1 0

Paternity/Nominated Carers Leave

(58)

Day

Pay & Benefits

Function/Policy Relevant to the general duty?

Changes to Pension Regulations on Ill Health Retirement

1, 2, 3 0 1 0

Employment of Council

Staff at Elections 1, 2, 3 3 2 0

Ex-Gratia Payments 1, 2, 3 3 1 0

Long Service Awards 1, 2, 3 0 2 0

Market Supplements 1, 2, 3 0 2 0

Protection of Earnings Guidelines

1, 2, 3 0 2 0

Pay Scales for 2001/2002

1, 2, 3 0 3 0

Recovering Salary

(59)

Allowances

1. 0 0 0

Car Allowances 1, 2, 3 0 3 0

Excess Travel Allowances

1, 2, 3 0 3 0

Relocation Allowance 1, 2, 3 0 3 0

Employee Relations

Acting/Secondment Guidelines

1, 2, 3 3 3 0

Ad Hoc Consultative

Committee 1, 2, 3 0 2 0

Code of Conduct 1, 2, 3 3 1 0

Capability Policy & Procedure

1, 2, 3 3 1 0

Whistleblowing – Confidential Reporting Policy

1, 2, 3 3 2 0

Disciplinary Procedure 1, 2, 3 3 2 2

Employment Tribunal

Preparation 1, 2, 3 3 2 2

Grievance Procedure 1, 2, 3 3 2 2

Guidelines for dealing with Capability, Long Term absence, short term absence & Alcohol

(60)

Officer & Trade Union

Consultative Forum 1, 2, 3 0 3 0

Client Willis – Policy for Employee’s Involvement in

1, 2, 3 0 2 0

Restructuring &

reorganisation Guidelines

1, 2, 3 0 1 0

Trade Union Duties Agreement & Procedure

1, 2, 3 0 1 0

Travel to work during Transport Difficulties – Guidance Notes

1, 2, 3 0 2 0

Absence

First Case Review letter 1, 2, 3 3 2 0

First formal absence management interview

1, 2, 3 3 2 0

Second formal absence management interview

1, 2, 3 3 2 0

Absence review

discussion 1, 2, 3 3 2 0

Managing attendance

Policy & Procedure 1, 2, 3 3 2 0

Return to work from 1, 2, 3 3 2 0

Managing Attendance Guidance notes

(61)

Training

Induction Guidelines 1, 2, 3 3 2 0

Training & Development:

Terms & Conditions 1, 2, 3 3 2 0

Training & Development 1, 2, 3 3 2 0

Miscellaneous/Other’s Who in Personnel

1, 2, 3 3 3 0

(62)

Race Equality Scheme Assessment Grid –HOUSING

Relevance Degree of Relevance Housing Services Function/Polic y Does function relate to: 1. Eliminating discriminati on? 2. Promoting EOP? 3. Promoting good race relations? Is there evidence that some equalities groups could be differently affected? 0 none 1 – a little 2 – some 3- a lot

How much evidence is there? 0 None 1 A little 2 Some 3 A lot

Is there any public concern about discrimination in this area?

0 None 1 A little 2 some 3 A lot

Housing needs 1,2,3 3 2 2

Private Sector s

1,2,3 3 1 2

Housing Strategy

1,2,3 3 2 2

Supporting People

1,2 2 2 2

Business Planning

(63)

Housing

Management 1,2,3 3 2 2

Repairs and Maintenance

1,2 2 1 1

Supported Housing Services

1,2 2 2 1

Housing Benefits