Race Equality Scheme

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Race Equality Scheme

Contact: Equalities Unit

0207 527 3054/3433

London Borough of

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BENGALI

ARABIC GUJARATI

CHINESE URDU

This document is about what Islington Council is doing to tackle racial

discrimination and promote race equality. It also explains how the council plans to meet its statutory duties under the Race Relations (Amendment) Act 2000. If you want to find out more about this document or the shorter executive summary of the plan, please contact the Equalities Unit;

telephone Joy Walton on 0207 527 3054.

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This document is about what Islington Council is doing to tackle racial

discrimination and promote race equality. It also explains how the council plans to meet its statutory duties under the Race Relations (Amendment) Act 2000. If you want to find out more about this document or the shorter executive summary of the plan, please contact the Equalities Unit;

telephone Joy Walton on 0207 527 3054. ENGLISH

Iwe yi je nipa akitiyan ti ile ise ijoba

agbegbe Islington nse nipa oro

eleyameya ati fun idagba soke

gbogbo eya. O tun nso ero ile ise na

lori oro asepo gbogbo eya labe ofin

Asepo gbogbo eya ti nse (Race

Relations Amendment Act 2000). Ti

e ba fe mo si nipa iwe yi e ba Joy

Watson soro lori 0207 527 3054.

YORUBA

Bu belge, Islington Belediyesi’nin ırk ayrımcılığıyla mücadele ve ırk eşitliğini teşvik çalışmaları hakkındadır. Belgede 2000 Tarihli (Yeni Değişiklikler Getirilmiş) Irk İlişkileri Yasası uyarınca, belediyenin görevlerini yerine getirmek için nasıl bir planlama yaptığı da açıklanmıştır. Belge hakkında ayrıntılı bilgi ya da plan özetini edinmek isterseniz, lütfen 0207 527 3054’

den ‘Equalities Unit, Joy Walton’ ile bağlantı kurun.

TURKISH

Ky dokument tregon se çfarë po bën Këshilli i Islington-it për të luftuar diskriminimin racial dhe për të nxitur barazinë raciale. Ai shpjegon edhe planet e këshillit për zbatimin e detyrimeve ligjore në bazë të Ligjit (Ndryshimit) të vitit 2000 për Marrëdhëniet Raciale. Nëse doni të dini më shumë për këtë dokument ose për përmbledhjen e shkurtër mbi zbatimin e planit, ju lutemi kontaktoni Seksionin për Barazi; telefononi Joy Walton në 0207

527 3054. ALBANIAN

Τοέγγραφοαυτόσχετίζεται µετοτικάνειτο ∆ηµαρχείοτου Islington γιανααντιµετωπίσει τιςφυλετικέςδιακρίσειςκαιναπροαγάγειτην φυλετικήισότητα. Επίσηςεπεξηγείγια τοπώς το∆ηµαρχείοπρογραµµατίζειναικανοποιήσει τιςνοµικέςτουυποχρεώσειςβάσειτουπερί ΦυλετικώνΣχέσεων (Τροποποιηµένου) Νόµου του 2000. Ανθέλετενα µάθετεπερισσότεραγι αυτότοέγγραφοήτησυντοµότερηεκτελεστική περίληψητου σχεδίου, παρακαλώ

επικοινωνήστε µετοΤµήµαΙσοτήτων, (Equalities Unit), τηλεφωνώνταςστην

Joy Walton στο 0207 527 3054.

GREEK

Dukumentigani wuxu ku saabsan yahay waxa Kownsalka Islington samaynayo si uu wax uga qabto midabtakoorka oo uu u horumariyo sinaanta ummadda. Waxa kale ooy sharaxaysaa si uu kownsalku u qorsh-eeyo si uu u gaadho shaqooyinkiisa qayn-uuniga ee hoos yimaada xidhiidhka umm-adda (Wax-ka-bedelid) Xeerka 2000. Haddii aad rabto inaad wax badan ka oga-ato dukumentigan ama qorshaha oo ka

kooban, fadlan la xidhiidh Unugga Sinaan-ta; ka wac Joy Walton 0207 527 3054

SOMALI

Este informe trata sobre lo que la

Municipalidad de Islington está haciendo para abordar la discriminación racial y promover la igualdad de oportunidades. También explica cómo planea el Municipio cumplir con sus obligaciones legales bajo la Ley de Relaciones Raciales (Enmienda) 2000. Si desea saber más sobre este

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Contents Page

Section

Title

Page

Number

1

Foreword by the Chief Executive

Introduction

2

4

2

What the council has been doing to tackle racial

discrimination and to promote race equality

7

Organisational structure and decision making process:

flow chart

8

3

Organisational structure and decision-making process

12

4

Ensuring we implement the requirements of the Race

Relations (Amendment) Act 2000

14

5

How we will meet the general duty

15

6

How we will meet the specific duties

16

7

Our race equality performance indicators and targets

20

8

How we will deal with complaints about the Race

Equality Scheme

21

Appendix

A

Race Relations (Amendment) Act 2000 action plan

22

Appendix

B

Specific duties implementation timetable

30

Appendix

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Foreword

Islington Council is committed to tackling discrimination.

We believe that race equality should be a natural part of everything that the Council does both as a service provider and employer. Our staff are key to ensuring that this happens and that race equality is “mainstreamed” – in other words - considered whenever we take forward policies, procedures and our day to day practices and delivery of services.

We have done a lot over the last year or so to address many race equality issues and the action we have taken is set out in this document. Even so, we know that we still have a long way to go. We are determined to change the organisational culture, by rooting out and tackling any examples of inequality or discrimination in the delivery of our services or employment.

Islington Council values diversity by recognising and respecting people for the contribution that they make to life in the borough and we are determined to ensure that black and minority ethnic communities have a real voice in Islington. We have recently set up a small race equality external advisory group, made up from local black and minority ethnic residents and representatives from local community groups. We are working with this group to help steer the Council’s race equality agenda and, most importantly, to help us put in place a much wider consultative framework.

We welcome the introduction of the Race Relations (Amendment) Act 2000. This Race Equality Scheme has been written as a result of the act. We will use it as a tool to help us to improve the delivery of services to the borough’s black and minority ethnic communities.

We regard the detail set out in this scheme as being very much a starting point. We will review the scheme each year to ensure it becomes less about setting out arrangements and process and far more about taking action and achieving solid results. This scheme is a “living document” which we will adapt and amend as local circumstances change and new issues arise. We will re-publish it every year, together with the results we have achieved and progress we have made to take forward race equality.

We want to make sure that our Race Equality Scheme is about making services

accessible, appropriate and effective for all communities. We will have robust assessment and monitoring systems in place to ensure we are accountable and committed to

promoting racial equality in our service delivery and employment.

We are very keen to work with our partners, including local black and minority community organisations, to promote equality of opportunity and good relations between persons of different racial groups. We will be working closely with our staff race diversity forum and external advisory group to ensure this happens.

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Section One:

Introduction

1.1 Over the past few years, Islington Council has been taking forward a range of measures aimed at tackling racial discrimination and achieving race equality in both employment and service delivery.

Our values and strategic aims

1.2 The council adopted the Stephen Lawrence inquiry definition of institutional racism and applies this in its widest sense, extending it beyond racism to all individuals, when working to remove discrimination on any grounds.

1.3 The council’s values and strategic aims are set out in its Equalities policy “Dignity for All”. This makes clear that we will not tolerate processes, attitudes and behaviour that amount to discrimination, including harassment, victimisation and bullying through prejudice, ignorance, thoughtlessness and stereotyping. We strive to demonstrate this commitment from top management and throughout the council.

1.4 This ethos is reflected in key corporate and departmental strategies. Islington’s

Community Strategy, owned by the Islington Strategic Partnership of which the council is a key member, comprises six themes, one of which is “a safer, more inclusive Islington” where “Islington will be a place where everyone can feel supported by each other and the local community and able to contribute towards the development of their local area”. The Community Strategy sets out the overall vision for the future of the borough.

1.5 Islington Faith Communities Network was established to address the issues of faith groups in the borough and to ensure they have a strong voice in strategic planning processes e.g. through the Islington Strategic Partnership. Following the events in America in September 2001, the Network issued a press release which said:

"The events, causes and consequences of the terrorist attacks on September 11 give us all a challenge to uphold a society where people of different faiths can live together in harmony. We affirm and celebrate the diversity of our community here in Islington. We reject prejudice and discrimination based upon race, colour or religion. We affirm our commitment to respect each other's human rights and live and work together for a peaceful and just society both here in Islington and in the wider world".

1.6 The Crime and Disorder reduction strategy, owned by the Islington Crime Reduction Partnership, links closely to the Community Strategy in relation to crime priorities. It acknowledges the diversity of the borough and highlights the commitment to maintain and enhance local accountability and equity both in terms of how we address crimes and how we communicate with our communities.

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1.8 It is a government requirement that Islington have a Neighbourhood Renewal Strategy in place by September 2002, focusing on improving the quality of life for all Islington’s communities. One of the vision statements for this is “an increased sense of community, with improved private and public behaviour, greater integration of minority groups, greater recognition and tolerance of social diversity.”

1.9 Islington’s Neighbourhood Renewal Strategy is expected to be ambitious and far reaching with a focus on the causes of poverty and social exclusion. Strategically it sits within the wider framework of the recently launched Islington Community Plan.

1.10 In late 2001, District Audit carried out an audit focussed on assessing the council’s

practice in providing services for asylum seekers. The overall conclusion was that the council has a generally well-managed service in place but that it is still developing its good practice in a number of areas. A full best value thematic review on refugee and asylum seeker services has now been set in motion, the first of its kind in the country.

1.11 In addition to the five national EDP (Education Development Plan) priorities on

raising educational achievement, CEA@Islington has developed three local priorities and an action plan to implement these. The three local priorities are:

• Improving the impact of school leadership on raising standards • Improving the impact on ICT on school effectiveness, and standards

• Improving the arrangements to recruit, retain and maximise the potential of all staff who impact on pupil attainment.

1.12 At Islington, we are actively using “E-government” to enable us to be more

inclusive towards, and responsive to, our diverse community structure. An example of this is digital TV for which a pilot is currently underway. Digital TV is significant because it directly benefits our communities thus:

• The use of video to communicate, which is a powerful vehicle as it circumvents issues of literacy (e.g. how to fit a smoke alarm in Turkish)

• Access to the internet is far more achievable through broadband digital TV than it is through leveraging home PCs. An example of a website accessible through the community TV channel is “paperboy.com” which enables you to access world-wide local language newspapers.

Of the 56 households taking part in the pilot, 12 represent different ethnic groups. The results from the pilot will determine feedback directly from these groups, and will draw out new ideas in which this medium can be even more effective for ethnic communities.

1.13 The council is committed to ensuring that equality is part and parcel of everything it

does, whether through council officers or partners or contractors, to deliver its services.

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1.15 The RR(A)A came about as a result of the Stephen Lawrence Inquiry. It strengthens and extends the Race Relations Act 1976.

1.16 The RR(A)A came into force from 2 April 2001. It is aimed specifically at public

authorities and introduces a general statutory duty to promote race equality. This means that in everything a local authority does it shall have due regard to the need to:

• eliminate unlawful racial discrimination • promote equality of opportunity and

• promote good relations between persons of different racial groups.

1.17 To ensure the general duty is met, specific duties were put in place on the 3

December 2001 and public authorities must comply with these by 31 May 2002. In broad terms, they cover:

• carrying out an assessment of all our policies and functions across the council to identify which are relevant to the general duty and the degree of relevance and • preparing and publishing a Race Equality Scheme (RES) which sets out our

assessment of policies and functions that are relevant to the general duty, and our arrangements for meeting the general duty through:

• assessing and consulting on the likely impact of proposed policies

• monitoring and reviewing our existing policies and service delivery for adverse impact on race equality

• publishing results of monitoring, assessment and consultation • ensuring public access to information and services

• training staff on the general duty and

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Section Two:

What the council has been doing to tackle racial discrimination

and promote race equality

2.1 Following the Stephen Lawrence inquiry, the council held a one-day conference

attended by members of local community groups and the public. Each council department then drew up an action plan to take forward issues identified.

Commission for Racial Equality (CRE) Standard

2.2 The council subsequently adopted the CRE Standard for local authorities. Any issues outstanding from its Stephen Lawrence action plans were incorporated into departmental action plans for taking forward the CRE standard. The aim of the Standard was to bring racial equality into the mainstream of local government, providing a tool with which to identify achievement and plan for improvement in local authority services in relation to service delivery and employment practices. In March 2002, the council achieved level 3 of the CRE standard which is about using the results of ethnic monitoring and consultation to improve policy and service delivery. Work that the council has been doing so far provides a sound basis for taking forward the RR(A)A 2000.

Equality Standard

2.3 From April 2002, a new Equality Standard for local authorities was introduced which replaced the CRE standard. The new standard covers three aspects of equality - race, gender and disability. The purpose of the Equality Standard is to enable local authorities to mainstream these aspects into council policy and practice at all levels and provide a basis for tackling forms of institutional discrimination. The council has taken a decision to anticipate forthcoming legislation covering sexuality, religion, belief and age by also including these aspects in the implementation of the Equality Standard.

2.4 The council has formally adopted the new standard and has committed to achieving Level 1 of the standard by April 2003 and Level 2 by April 2004. Level 1 is about having in place a comprehensive equality policy and planning process that contains a specific

commitment to action and developing good practice in race, gender and disability equality. To do this, we will be starting with an audit of these areas of equality. Level 2 is

concerned with assessment and consultation, including having a robust population and staffing profiles in place.

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ORGANISATIONAL STRUCTURE AND DECISION MAKING

PROCESS: FLOW CHART

Executive

Leader of the council and councillors from the majority party

Corporate Management Board/Executive

Corporate Management Board Chief Executive and all departmental directors

Equalities Steering Group Chief Executive, four directors, chair of the staff Race Diversity Forum and the Head of

Equalities

External Advisory Group Equalities Unit Race Diversity Forum

Local residents and community Staff group with

representatives. representatives from each Human department.

Resources

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Making sure equality features in everything we do

2.5 The council has in place comprehensive guidance to ensure equalities aspects are covered in all its best value reviews of services and all reports going to council

committees.

2.6 New democratic arrangements are currently being put in place and the council will be ensuring equalities aspects remain a strong feature of the revised reporting and decision-making process.

Harassment policy

2.7 The council will not tolerate harassment on any grounds. We have in place clear policy and procedures for tackling harassment and complaints in both the workplace and service delivery.

2.8 The council monitors closely the number and type of cases reported and follows up action taken. Information on racial cases, based on the person’s perception when

reporting the case, is used to inform the council’s performance indicators (see Section7).

2.9 A borough-wide strategy for tackling racial harassment is being developed to ensure that effective multi-agency procedures are established to encourage greater reporting of racist incidents. The strategy, which builds on action taken so far to address harassment issues and hate crimes, will set out how borough agencies will work together to ensure racial harassment continues to be tackled robustly.

Race Diversity Forum (see flow chart on page 7)

2.10 The Race Diversity Forum is a council-wide black and minority ethnic staff group with

representatives from each council department. The group meets about every two months. Its chair is also a member of the council’s Equalities Steering Group (see paragraph 3.1).

2.11 In addition to the Race Diversity Forum, staff in each council department are being

encouraged to set up a departmental black and minority ethnic group to ensure issues on the ground are brought to the attention of the Race Diversity Forum. Housing and Social Services already have black and minority ethnic staff groups in place.

Positive Action Schemes

2.12 There are staff development training schemes throughout the council which are open

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2.13 Having adopted the 2001 census categories, and adopted additional categories to reflect Islington’s local communities, the council has recently carried out an information gathering exercise aimed at establishing the make-up of all its employees and its overall workforce. This information is essential to enable the council to identify and address under-representation issues. A new “HR Pro” computer system has been introduced and will enable an accurate picture of employees to be maintained (see paragraph 6.22 for more details). Currently, about one third of the council’s employees are from black and minority ethnic communities.

Services users

2.14 The council has information from the 1991 census, local community groups, a variety

of consultation and monitoring carried out and various population studies. In addition, we are awaiting information from the 2001 census, where it’s estimated that between 60-70% of people returned their forms. (This is the postal return rate and this should improve with follow-ups. This final return rate is not yet available.) The number of Islington residents from black and minority ethnic communities was estimated, in 2001, to be about 27% of the borough’s population of around 177,500 residents. 1

2.15 If the council is to ensure fair access to services and to promote good relations

between different racial groups, it is vital that we have a really reliable and in depth understanding of all communities including any hidden communities (e.g. those not covered by the census categories in the borough). The information on Islington’s communities also needs to be kept up-to-date to ensure newly arriving and growing communities are recognised and people’s needs established. With this goal in mind, the council is currently arranging for a community mapping exercise to take place which, it is hoped, will provide a more detailed picture of our service users.

Setting up a race equality advisory group (see flow chart on page 7)

2.16 The council has recently formed a small advisory group made up, predominantly, of

local residents from black and minority ethnic communities and community groups and local agencies. This group also includes the council’s Chief Executive, Leader of the council, local councillors and the Head of Equalities. The overall aim of the group is to help steer the council’s race equality agenda and positively promote race equality in Islington. The group will be advising the council on how best to establish a wider consultative framework between Islington council and the borough’s black and minority ethnic communities to take forward race equality and diversity issues.

Islington Strategic Partnership

2.17 The Islington Strategic Partnership is an accredited local strategic partnership formed

in early 2002. The purpose of the partnership is to lead on action to improve the quality of life for all residents in Islington, particularly those in disadvantaged neighbourhoods. Membership is drawn from local public and private sectors, voluntary and community sectors, including the local voluntary sector black and minority ethnic network. Islington council is a key member. Equalities is an explicit theme of the partnership’s work reflected in its membership and structure.

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Voluntary Sector Compact

2.18 The council is developing a Local Compact agreement with voluntary and community

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Section Three:

Organisational structure and decision making process

Please see the flowchart on page 8 to see how policy development flows through these structures:

Equalities Steering Group

3.1 To ensure equalities issues are at the forefront of the council’s agenda, the council has an Equalities Steering Group. The group is chaired by the Chief Executive and is made up of 4 directors, the chair of the staff Race Diversity Forum, and the Head of Equalities. Key issues from the Equalities Steering Group are subsequently discussed and agreed at Corporate Management Board meetings.

Corporate Management Board

3.2 The Chief Executive oversees the work of departments through the Corporate Management Board, made up of directors from each department. The board is responsible for the corporate management of the council.

Chief Executive

3.3 The Chief Executive is responsible for providing strategic direction and advice to the council, for the day to day management of services and the longer term planning and allocation of resources.

Council decisions

3.4 Under the new democratic arrangements, from May 2002, key decisions, such as those on policy and service delivery, will be made by an executive (see flow chart on page 7), led by the Leader of the council and consisting of councillors from the majority party. The executive will meet every three weeks. A list of forthcoming key decisions will be published and updated monthly, available on the council’s website and in hard copy at the town hall.

Equalities Unit

3.5 The council has a small equalities unit, which is responsible for driving equalities forward at a strategic level. It is the responsibility of each department and all the staff employed across the council to ensure they adhere to the council’s equalities policy.

Human Resources

3.6 The Human Resources function has equalities in employment as an integral part of its brief. They are responsible for the monitoring of policies and their impact on different groups and the development and review of employment policies and training activities relating to specific equalities initiatives.

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3.7 Increasingly the council delivers services through partnership arrangements through partners and contractors. The Council will ensure duties under the RR(A)A are cascaded to partners and contractors delivering services on behalf of the Council. The Council will also develop robust monitoring to ensure that its partners and contractors fulfil RR(A)A requirements. Negotiations with existing partners will be undertaken to seek to ensure RR(A)A requirements are fulfilled.

Schools

3.8 Schools are included in the general duty and certain specific duties in the Race

Relations (Amendment) Act to promote race equality. There are specific requirements for schools. They must prepare and publish a written statement of their policy for promoting race equality. They must also make arrangements to assess and monitor the impact of their policies on pupils, staff and parents of different ethnic groups, in particular on pupil attainment.

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Section Four:

Ensuring we implement the requirements of the RR(A)A 2000

4.1 Through implementing the arrangements set out in this “Race Equality Scheme”, Islington Council will ensure its responsibilities under RR(A)A 2000 are met.

4.2 Richard Hill, Director, Customer Focus, is responsible for the overall management of the Race Equality Scheme.

4.3 Progress reports on implementing arrangements set out in this Scheme will be made to the Equalities Steering Group, chaired by the Chief Executive, which meets every two months.

4.4 Richard Hill will be supported by the council’s Head of Equalities, presently Angela Homsy, who can be contacted at:

Equalities Unit, Room G03, Town Hall, Upper Street, London N1 2UD

Telephone :020 7527 3330/3241 Email: [email protected]

4.5 To ensure good progress is made in implementing the Race Equality Scheme, an assistant director level strategy group has been formed and representatives will ensure their respective departments progress their responsibilities under the scheme. The new Equality Standard for all local authorities (see paragraph 2.3) is intended to underpin implementation of the Race Relations (Amendment) Act 2000. The council also has a working group, with representatives from each department taking this forward.

How we will review our action plan and timetable

4.6 The council will ensure that, on an ongoing basis, both its (staff) Race Diversity Forum and the Race Equality Advisory group are regularly consulted on implementing the Race Equality Scheme.

4.7 We will review the Race Equality Scheme annually. Each year, it will be updated to provide plans for the forthcoming three years, providing an ongoing rolling three-year programme.

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Section Five:

How we will meet the general duty

In carrying out our functions, we will have due regard to eliminate unfair racial

discrimination, promote equality of opportunity and good race relations between people of different racial groups.

The council’s functions and policies

5.1 To meet the general duty, the council has identified and assessed its functions and policies to check how relevant each is to each part of the general duty.

5.2 A list of the council’s functions and policies is shown at Appendix C. Each item has been assessed and assigned to one of three categories – high, medium or low. Those assessed as high (H) will be reviewed in year 1 (i.e. by 31 May 2003); medium (M) in year 2 (i.e. by 31 May 2004) and low (L) in year 3(i.e by 31 May 2005).

5.3 We have assigned H, M or L using the following definitions, set out in the CRE Guide for Public Authorities:

High Priority – Year 1 – by 31 May 2003

5.4 Those functions and policies that are relevant to all or part of the general duty, and for which there is some or substantial evidence that different racial groups are (or could be) differently affected, or about which there is a public concern, should have the highest priority for mainstreaming race equality and be addressed in the first year.

Medium Priority – Year 2 – by 31 May 2004

5.5 Those functions and policies that are relevant to part of the general duty, and for which there is little or some evidence that different racial groups are (or could be) differently affected, or about which there is a public concern, should have medium-term priority for mainstreaming race equality and should be addressed in the second year.

Low Priority – Year 3 – by 31 May 2005

5.6 All other functions and policies should be scheduled for mainstreaming race equality in the third year. Some functions may have very limited relevance to the general duty, but should still be addressed and reconsidered every three years.

5.7 We will be reviewing our policies and services, to ensure that race equality is

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Section Six:

How we will meet the specific duties

Assessing and consulting on the likely impact, on the promotion of race equality, of policies the council is intending to adopt

6.1 When making a decision to implement a proposed policy, in relation to either service delivery or employment, the council will carry out an impact assessment to establish its relevance to the three parts of the general duty (listed at paragraph 1.13) and identify whether there is any reason to believe people from some racial groups are being or could be adversely affected by the policy and, if so, which groups. A record of the impact assessment and consultation carried out will be included in the record of the decision on the policy.

Consultation

6.2 The council will use a range of consultation methods for consulting on its proposed policies including, for example:

• consultation meetings; • focus groups;

• reference groups; • citizen’s juries; • public scrutiny;

• survey questionnaires.

6.3 The council will seek to ensure that its consultation does not just concentrate on formal ethnic minority associations and community leaders. We will include some or all of the following in our consultation, depending upon the relevance and proportionate impact of the proposed policy:

• groups new to the borough e.g. refugees and asylum seekers

• established groups, targeting those not regularly involved in consultation • black and minority ethnic businesses

• women

• young people.

6.4 The council will also be reviewing its own key corporate consultation mechanisms, such as the annual residents survey, to ensure that they are a suitable tool for hearing from minority ethnic communities and monitoring their views on the council and its services.

6.5 The council will work closely with its (staff) Race Diversity Forum and Race Equality Advisory group to identify proposed policies most likely to impact on race equality and, as a consequence, the level and focus of consultation required.

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public consultation undertaken by the council takes place in a properly planned and co-ordinated way, and to a consistently high standard.

6.7 The council will produce a consultation strategy and a set of standards for services, which will give guidelines on how to ensure that consultation is inclusive and hears from all relevant groups.

6.8 As with existing policies, new policies will be given a review date based on the initial assessment of their relevance to the general duty. (see paragraph 5.1).

Monitoring and reviewing for any adverse impact on race equality our existing policies and functions

6.9 As part of achieving its target to meet Level 3 of the CRE standards, the council has developed a range of ethnic monitoring across both service delivery and employment. The council will be reviewing these arrangements and subsequent results in the light of the initial impact assessment (see Appendix C) and extending and improving monitoring wherever gaps or concerns are identified. Baseline monitoring information and subsequent results will be reviewed on an annual basis.

Publishing results of monitoring, assessment and consultation

6.10 Results of individual assessments and consultation on proposed policies in relation to

both service delivery or employment will be available from departmental lead officers and a summary of results published annually as part of the Race Equality Scheme.

Ensuring public access to information and services

6.11 The council is committed to effective communication with all of its service users. We

recognise that there are potential barriers which may prevent some people being able to access information and we will continue to ensure that information is available in a variety of ways to meet different needs.

6.12 Information on the services provided by the council is available on the council’s

website www.islington.gov.uk; in the residents’ newsletter “Islington”; in the council’s annual performance plan and in a range of leaflets produced by different sections of the council.

6.13 The council is developing a communications strategy which will set out in more detail

how it will ensure access to information by all communities. The communications strategy is being prepared and will be finalised by March 2003.

6.14 The communications strategy will include a policy on good practice for producing

information in different languages and in alternative formats.

6.15 The Interpreting and Translation service is a support service to front line council

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Members of the council. Interpreters are booked directly by all officers and translations are organised by the co-ordinator. The service is based in the Social Services department but is a resource for the entire council. A review of the Translation and Interpreting service and its impact on taking forward race equality will be carried out by 31/5/03.

Training staff

6.16 All job specifications require understanding of, and commitment to the council’s

equalities policy. This is part of the contractual obligations for council employees. The council has also given a commitment to ensure that performance appraisals now include equalities issues as a standard item.

6.17 The council will continue to ensure that race equality training is included in its

induction training for new staff and Equalities training modules for more experienced staff and managers.

6.18 In addition, to make sure all staff across the council have a good understanding of the

key points from the RR(A)A 2000, the council will be producing and distributing a short guide to be issued to all staff. The information from this guide will also be available on the council’s intranet and internet sites. The council will also ensure that key staff responsible for managing and introducing the council’s Race Equality Scheme receive training on the RR(A)A and their roles.

6.19 The council has delivered to Assistant Directors from all its departments a series of

briefings on various aspects of the RR(A)A.

6.20 To ensure that the council’s Race Equality External Advisory group and staff (Race

Diversity Forum) are familiar with the requirements of the RR(A)A, the council will be arranging training and briefing sessions for these groups.

6.21 The council will also ensure that senior officers and councillors across the council

have access to the RR(A) training.

Monitoring employment related aspects, publishing results and acting upon them

6.22 The council will monitor, analyse and publish every year, as part of the Race Equality

Scheme, by racial group, details of:

•

staff in post – type of work; grade; department

•

applicants for employment; promotion

•

applicants for training and that given

•

grievances and results

•

disciplinary action including outcomes

•

performance appraisal

•

staff leaving the council’s employment and reasons for this.

6.23 The council has just completed a survey of all its employees to find out their racial

groups. To ensure this picture is kept up-to-date, the council will invite all new staff

(22)

so, the council will follow the advice recommended in the Commission for Racial Equality’s Guide for local authorities, and explain to the individual concerned that their manager will be asked to estimate the individual’s racial group. The council gives an assurance that personal information will remain confidential under the Data Protection Act.

6.24 The council’s HRPro system will provide heads of department reports on the racial

(23)

Section Seven:

Our race equality performance indicators and objectives

2001/02 Achievements and

performance indicators

2002/03 Objectives and

performance indicators

Established an external advisory group to help steer the council’s race equality agenda

Through the External Advisory Group, put in place a wider consultative mechanism, by end March 2003.

Introduced council-wide Race Diversity

Forum for staff Using feedback from the Race DiversityForum to address race equality issues. This is ongoing.

Achieved level 3 of the Commission for Race Equality Standard. Equality Standard adopted. (Please see definition at

paragraph 2.2)

Ensuring the council achieves at least level 1 of the Equality Standard for local government by April 2003 and level 2 by 2004. (Please see definition at paragraph

2.3) Reviewed existing positive action schemes

being piloted within the council and agreed a plan for extending these during 2002/03

Extend positive action schemes as one means of tackling under-representation.

Introduced comprehensive guidance to ensure equalities issues are built into best value reviews and also committee reports. Number of racial incidents (best value

performance indicator) Number of racial incidents (best valueperformance indicator) Number of racial incidents follow up action

(best value performance indicator) (best value performance indicator)Number of racial incidents follow up action % of black and minority ethnic workforce

compared with percentage of the economically active black and minority ethnic population (34.5%, against the target of 28%).

% of black and minority ethnic workforce compared with percentage of the

economically active black and minority ethnic population (best value performance indicator)

% of top 5% of council workforce earners from black and minority ethnic communities (best value performance indicator)

Implementing the Race Relations (Amendment) Act 2000, and as part of this, producing a Race Equality Scheme by 31/5/02

Taking action to address equalities issues arising from the council’s 2001 Staff Attitude Survey. The action plan to be in place by 31/7/02.

Putting in place by 30th July 2002 a strategy to address under-representation in

management grades

(24)

Section Eight:

How we will deal with complaints

Complaints about services

8.1 If anyone is unhappy about a particular service or wants to make a suggestion, they should raise it first with the relevant local office or departmental staff. They will do their best to try and sort out the problem as soon as they can. Sometimes it may not be

possible to solve problems immediately but we will let the complainant know how long it is expected to take.

8.2 If the complainant doesn’t know who is the right person to contact, they should ask a member of staff or a departmental complaints officer. There is a full list of departmental complaints officers in the leaflet “How to comment or complain about a council service”. These are available at all council outlets. One can be obtained by phoning 020 7527 3007.

Complaints about the Race Equality Scheme

(25)

Appendix A

RACE RELATIONS (AMENDMENT) ACT – IMPLEMENTATION PLAN

ACTION

PERFORMANCE

INDICATORS

WHO

WHEN

2_{Equalities Steering Group to approve outline}

paper for implementing Race Relations (Amendment) Act

Minuted decision _{Equalities Steering}

Group 2/2002

Senior officer responsible for managing Race Equality Scheme to be appointed

Richard Hill (Director, Customer Focus) appointed in charge of the Race Equality Scheme

As above As above

Race Equality Scheme steering group identified Equalities Steering Group to be steering group

Equalities Steering Group

As above

Assistant Director level strategy group to be formed

Minuted decision Equalities Steering

Group

As above

Corporate Management Board to endorse outline paper and recommendations for

implementing Race Relations (Amendment) Act

Minuted decision Corporate

Management Board

As above

Partnership Committee to agree way forward for

implementing Race Equality Scheme Minuted decision PartnershipCommittee 3/2002

Assistant Director strategy group to meet Meeting held Briefing given

Equalities Unit Assistant Director Group

12/3/2002

Equalities Unit AD Group

25/3/2002

(26)

Carry out impact assessments Impact assessments Equalities Unit & all Departments

9/4/2002

Produce draft Race Equality Scheme Draft Race Equality Scheme Equalities Unit 9/4/2002

Equalities Unit AD Group

9/4/2002

Incorporate in Race Equality Scheme Departmental impact assessments

Departmental impact assessment in Race Equality Scheme

Equalities Unit 17/4/2002

Circulate draft Race Equality Scheme to key partners and local community groups & invite comments

Draft Race Equality Scheme circulated

Progress updates to Equalities Steering Group Minutes of meeting Equalities Unit 18/4/2002

Race Equality External Advisory Group to be briefed on Race Relations (Amendment) Act & consulted on Race Equality Scheme

Meeting held Advisory Group 29/4/2002

Assistant Director strategy group to meet3 Meeting held Equalities Unit Assistant Director group

30/4/2002

Revise draft Race Equality Scheme in the light of comments received

Draft Race Equality Scheme Equalities Unit 3/5/2002

(27)

joint meeting of Corporate Management Board and the Executive

Management Board/Executive Final Race Equality Scheme to be agreed by

Executive

Minuted decision Executive 23/5/2002

Race Equality Scheme to be ready for publication

Finalised Race Equality Scheme Equalities Unit 24/5/2002

Arrange Race Equality Scheme publication Race Equality Scheme to be published on the internet

Progress update, on actioning Race Equality Scheme, to Equalities Steering Group

Group

7/6/2002

Guide to Race Relations (Amendment) Act 2000 to be published on the internet

Guide published Equalities Unit 7/2003

Progress update, on actioning Race Equality Scheme, to Equalities Steering Group

Group

2/8/2002

Human Resources to provide managers with quarterly employment monitoring statistics and managers to take action to rectify/address any concerns

Report Human Resources 9/2002

Update on actioning Race Equality Scheme to

Equalities Steering Group Minuted decision Equalities SteeringGroup 4/10/2002

Update on actioning Race Equality Scheme to External Advisory Group

Minuted decision External Advisory

Group

12/2002

staff Race Diversity Forum Minuted decision Race DiversityForum 12/2002

Equalities Steering Group Minuted decision Equalities SteeringGroup 6/12/2002

(28)

quarterly employment monitoring statistics and managers to take action to rectify/address any concerns

Through the External Advisory Group, put in place a wider consultative mechanism

Wider consultative mechanism agreed

External Advisory Group

31/3/2003

Council communications strategy prepared and finalised

Strategy in place Communications

Unit

3/2003

Group

3/2003

Update on actioning Race Equality Scheme to staff Race Diversity Forum

Minuted decision Race Diversity

Forum

3/2003

Update on actioning Race Equality Scheme to Equalities Steering Group

Group

3/2003

Achieve Level 1 of the Equality Standard for local government

Level 1 achieved Equalities Unit 4/2003

Finalisation of Voluntary Sector Compact Compact in place Community

Development 4/2003

Training needs analysis carried out for staff in

relation to Race Relations (Amendment) Act Report Human Resources 4/2003

Year 1 reviews completed (see Appendix C) Reports produced Lead officers 31/5/2003 Human Resources to provide managers with

quarterly employment monitoring statistics and managers to take action to rectify/address any concerns

(29)

Yearly review of Race Equality Scheme Scheme reviewed Equalities Unit 7/2003 Publish annual report on the progress against

the Race Equality Scheme on the internet Report published Equalities Unit/Communications 7/2003 Put in place a strategy to address

under-representation in management grades.

Strategy in place. Human Resources/

Equalities Unit

30/7/2003

Group

9/2003

Equalities Steering Group Minuted decision Equalities SteeringGroup 9/2003

Six-monthly progress report to lead members Report Equalities Unit 12/2003

Group

12/2003

Forum

12/2003

Minuted decision Equalities Unit 12/2003

Group

3/2004

(30)

Minuted decision Equalities Unit 3/2004

Achieve Level 2 of the Equality Standard for local government

Level 2 achieved Equalities Unit 4/2004

Year 2 reviews completed Reports produced Lead officers 31/5/2004

Group

6/2004

Yearly review of Race Equality Scheme Scheme reviewed Equalities Unit 7/2004

Publish annual report on the internet Report published Equalities Unit/ Communications

7/2004

Group

9/2004

Forum

9/2004

Group

(31)

External Advisory Group Group Update on actioning Race Equality Scheme to

Group

12/2004

Group

3/2005

Year 3 reviews completed Reports produced Lead officers 31/5/2005

Group

6/2005

Forum

6/2005

Group

6/2005

Yearly review of Race Equality Scheme Scheme reviewed Equalities Unit 7/2005

Publish annual report on the internet Report published Equalities Unit/

(32)

Group

9/2005

Forum

9/2005

Group

9/2005

(33)

APPENDIX B

RES (SPECIFIC DUTIES) YEAR 1

OBJECTIVE

ACTION

WHO

WHEN

Policy and Service Delivery

• Monitor existing functions and

policies for any adverse impact on the results

Review of existing ethnic monitoring arrangements to be carried out by each service, to identify gaps in existing

monitoring, and put in place further monitoring to address gaps

All Departments End December 2002

• Conduct assessments of the proposed policies related to any of the prioritised functions and policies and consult

Monitor and assess all future policies and committee reports for their impact on different racial groups in the borough

All Departments On going from May 02

• Publish results of the

monitoring, impact assessment and consultation

Publish annual progress report on Islington Council’s internet and in summary form in residents’ newsletter, “Islington

Equalities / All departments

July 2003

• set out arrangements for ensuring ethnic minorities have access to information and to services they require

• Arrangements are set out in RES document, (section 6) • Develop communication

strategy which sets out how public can have access to information

Communications

(34)

• Train staff responsible for managing and delivering the RES

• Produce a staff guide on RR(A)A 2000

• Departments to identify key staff for training

• Provide training for relevant departmental staff and managers

• Provide briefing/training for members

• Provide training / briefing for Race Diversity Forum (staff) • Provide training / briefing for External Advisory Group on race equality HR/Equalities All Departments HR/Equalities HR/Equalities HR/Equalities Equalities July 2002 June 2002 By December 2002 July 2002 September 2002 Ongoing EMPLOYMENT

• Ethnically monitor and analyse grievances, disciplinary action, performance appraisal (when this results in benefits and sanctions), training, and dismissals and other reasons for leaving

HR Pro (computerised data system) to provide detailed information on grievances, disciplinaries, performance appraisal, training, dissmissals, other reasons for leaving, for all departments

All departments to monitor HR Pro information and action plan to deal with any issues arising

Human Resources

All Departments

July 2002, then end of each quarter

(35)

Appendix C

High Priority Items

To be reviewed by end of Year

1

(36)

Policy/Function High/Medium/

Low (H/M/L) Lead Officer Time-scale forreview

Housing

Performance management (best value performance indicators) H Strategy and Commissioning Manager

5/2003

Communications H As above 5/2003

Regeneration initiatives H Principal Officer –

Regeneration and Partnerships

5/2003

Supporting People (assisting people to live independently) H Supporting People Manager

5/2003

Anti-social behaviour H Principal Policy

Officer – Housing Management

5/2003

Rent arrears H As above 5/2003

Allocations and rehousing H Rehousing

Manager

5/2003

IT Projects H Assistant Director

– Housing Needs

5/2003

Recruitment, selection and retention H HR Manager 5/2003

(37)

Law and Public Services

Registration of deaths H Superintendent

Registrar

5/2003

Attesting (Witnessing) of Notices of Marriages. H As above 5/2003

Debt recovery H Assistant Director

(Litigation)

5/2003

Employment law H Assistant Director

(Corporate Law and Community services)

5/2003

Corporate Human Resources

Organisational development

– organisational reviews (including redundancy)

H Head of HR 5/2003

Employee relations

– Management of employment tribunals

– Complaints

H As above 5/2003

Recruitment policy and practice H As above 5/2003

Probation policy H As above 5/2003

Appraisal policy H As above 5/2003

Disciplinary policy H As above 5/2003

(38)

Communications and Consultation

Corporate consultation exercises H Senior Research

and Consultation officer

5/2003

Consultation best practice policy and advice to services H As above 5/2003

Communications best practice policy on information H Internal

Communications officer

5/2003

Social Services

Assessment and care management for looked after children and children in need

H Assistant Director

(Children and Families)

5/2003

Services for disabled children H Assistant Director

5/2003

Child protection H Assistant Director

5/2003

Residential services H Assistant Director

5/2003

Family placement (fostering and adoption) H Assistant Director

5/2003

Leaving care H Assistant Director

5/2003

(39)

Services for asylum seekers H Assistant Director (Community Services)

5/2003

Welfare rights H Assistant Director

(Support Services)

5/2003

Complaints H Assistant Director

(Support Services)

5/2003

(Corporate) interpreting and translation service H Head of Strategy

and

Commissioning

5/2003

Regeneration and Education (R&E)

Schools services (

CEA@ISLINGTON

) (R&E)

To allocate and monitor the spending of specific grants the LEA receives, such

as those under the Standards Fund. H Assistant Director(Pupil Services)

(CEA) Director of Education

5/2003

a) To review the composition of governing bodies of schools;

b) To make arrangements for the appointment of parent and teacher governors; and

c) To appoint governors where the LEA has the duty to do so.

H As above 5/2003

To ensure that LEA functions relating to the provision of education are exercised with a view to promoting high standards.

H As above 5/2003

To prepare an education development plan setting out the LEA’s proposals for raising the standards of education for children, to submit the plan to the

Secretary of State; and to comply with any modification required.

H As above 5/2003

To select an accredited baseline assessment scheme which the LEA considers suitable to be adopted by the primary school it maintains.

H As above 5/2003

To take steps to ensure that any sex education is given in such a way as to encourage pupils to have due regard to moral considerations and family life.

H As above 5/2003

To make arrangements for appeals by parents against a permanent exclusion to be heard by an appeal panel.

H As above 5/2003

(40)

(including pupil referral units), or otherwise than at school, for children of compulsory school age who, by reason of illness, exclusion from school or otherwise, will not receive a suitable education without those arrangements. To take such steps as necessary to prevent the breakdown, or continuing breakdown, of discipline at a maintained school.

H As above 5/2003

To prepare and review a plan relating to children with behaviour difficulties. H As above 5/2003

Regeneration and Education – Early Years

Children’s Information Service H Head of Early

Years service

5/2003

Admission (Nursery education playcare) H As above 5/2003

Regeneration

Strategy and policy development H Head of

Regeneration

5/2003

Community partnership H As above 5/2003

Regeneration key priority H As above 5/2003

Neighbourhood Renewal Strategy H As above 5/2003

Compact H As above 5/2003

Voluntary sector funding H As above 5/2003

Community Safety

Crime audit/strategy/action plan H Head of

Community Safety

5/2003

Domestic violence strategy H As above 5/2003

Borough-wide racial harassment strategy H As above 5/2003

Central Complaints Unit

Stage 3 and Ombudsman complaints H Principal

Complaints Officer

5/2003

(41)

Finance and Property services

Cashiers H Principal Client

Officer

5/2003

Training H As above 5/2003

Complaints H Development and

Quality officer

5/2003

Contracts H Principal Client

Officer 5/2003

Communication H Assistant Head of

Service

5/2003

Medium term financial strategy H As above 5/2003

Capital strategy H As above 5/2003

Service plan H As above 5/2003

Team plans H As above 5/2003

(42)

Appendix C

Medium priority items

To be reviewed by end of Year

2

(43)

Policy/Function High/Medium/ Low (H/M/L)

Lead Officer Time-scale for review

Communications and consultation

Media relations M External

communications manager

5/2004

Residents newsletter M External

communications manager/

Internal

5/2004

Website M Internal

5/2004

Housing

Equalities strategies M Principal Equalities

Officer 5/2004

Complaints procedure M Principal Officer –

Complaints

5/2004

Tenant participation – Tenant management organisations and Tenants’ associations

M Strategy and

Commissioning Manager

5/2004

Tenancy management M Principal Officer –

Housing Management

5/2004

Leasehold management M As above 5/2004

Caretaking M As above 5/2004

Housing Aid centre/homelessness M Principal Housing

Officer – Housing aid centre

(44)

Emergency accommodation M Assistant Director (Housing needs)

5/2004

Energy advice/Design (presentations, leaflets, promotions) M Admin and

Business Support Manager

5/2004

Housing Benefits M Principal Client

Officer – Quality

5/2004

Rent restructuring policy – streamlining social housing rent M Assistant Director – Finance

5/2004

Tenants Compact M Strategy and

Commissioning Manager

5/2004

Community centres management M As above 5/2004

Housing Strategy/Network M As above 5/2004

Best value reviews and inspections M Procurement and

commissioning manager

5/2004

Business planning M Business Planning

project officer

5/2004

Local Authority Social Housing Grant M Principal Officer –

Regeneration and Partnerships

5/2004

Nominations M As above 5/2004

Affordable housing M As above 5/2004

Staff complaints M Human Resources

Manager 5/2004

Organisational review (and early retirement) M As above 5/2004

(45)

Environment and Conservation continued

Communications M 5/2003

Law and Public Services

Administrative and Corporate law M Assistant Director

(Corporate Law and Community Services)

5/2004

Education M As above 5/2004

Human Rights, Data Protection and Freedom of Information M As above 5/2004

Social Services M As above 5/2004

Council house sales M Assistant Director

(Commercial and Environment)

5/2004

Other property work M As above 5/2004

Contracts M As above 5/2004

Procurement advice M As above 5/2004

Electoral services – registration at annual canvass M Electoral Services

manager

5/2004

Rolling registration (all-year round registration) M As above 5/2004

Registrations of Births/Stillbirths M Superintendent

Registrar

5/2004

Squatters M Assistant Director

(Litigation)

5/2004

Possession proceedings: residential M As above 5/2004

(46)

Corporate Human Resources

Equalities

- Training

- HR Equalities Project

M Head of HR 5/2004

Managing Attendance policy M As above 5/2004

Organisational development - Training and development

M As above 5/2004

Secondment policy M As above 5/2004

Social Services

Older people M Assistant Director

(Community Services)

5/2004

Services for people with learning disabilities M Assistant Director

(Community Services)`

5/2004

Physical disabilities M Assistant Director

5/2004

Home care M Assistant Director

5/2004

Strategy and commissioning M Assistant Director

(Support Services)

5/2004

Transport M Assistant Director

(Support Services)

5/2004

Learning and development M Assistant Director

(Support Services) 5/2004

(47)

Regeneration and Education (R&E)

Schools services (

CEA@ISLINGTON

) (R&E)

To provide the required information to governors, free of charge, and to provide the training for governors which the LEA thinks necessary.

M Assistant Director,

Pupil services (CEA)

Director of Education

5/2004

To act in accordance with employment law and to seek to ensure that governing

bodies of schools where the LEA employs the staff also do so. M As above 5/2004

Through the CEO, to offer advice on the appointment of head teachers and deputy head teachers of schools where the LEA employs the staff.

M As above 5/2004

To give advice, where requested to do so by governing bodies of schools, where

the LEA employs the staff on the appointment of teachers. M As above 5/2004

To appoint and dismiss teaching and other staff in schools where the LEA employs the staff, acting, where required, on the directions of governing bodies and, where appointing staff, doing so when potential employees meet the staff qualification requirements.

M As above 5/2004

To have regard to the Code of Conduct on LEA – School Relations. M As above 5/2004

To exercise its function with a view to securing that the curriculum for each maintained school is

a) Balanced and broadly based, promotes the spiritual, moral, cultural, mental and physical development of pupils at the school and of society, and

prepares pupils for the opportunities, responsibilities and experiences of adult life;

b) Provides the National Curriculum;

c) except in special schools, provides for religious education and religious worship; and

d) in secondary schools, provides for sex education.

M As above 5/2004

To exercise its functions with a view to securing that community schools provide for religious education and collective worship.

M As above 5/2004

To forbid the pursuit of partisan political activities by pupils of primary school age and the promotion of partisan political views in the teaching of pupils of any age, and to take steps to ensure that where political issues are brought to the

(48)

attention of the pupils they are offered.

To make arrangements for the consideration of complaints about the curriculum and related matters in the schools the LEA maintains.

M As above 5/2004

a) in exercising the LEA’s functions in relation to children with special educational needs, to have due regard to the provisions of the Code of Practice on special educational needs;

b) in accordance with the Code of Practice, to establish a policy on special educational needs;

c) to provide written statements about the rights and duties of parents; and d) to keep under review the arrangements made for special educational

provision.

M As above 5/2004

To have regard to the need for special educational provision to be made for those who need it, identifying and assessing those children with special

educational need which call for the LEA to determine the provision that should be made for them, and issuing guidance to schools on the assessment

procedures to be used.

M As above 5/2004

a) To take action in relation to a request from a parent to assess whether a pupil has special educational needs; and

b) to assess the special educational needs of a child under the age of two if requested by the parents.

M As above 5/2004

To educate a pupil for whom the LEA maintains a statement of special

educational needs in an ordinary school, as long as account has been taken of parents’ views, the pupil received the right provision, and resources are used and education provided efficiently for other pupils.

M As above 5/2004

To maintain a statement and to review each statement of a pupil’s special educational needs annually.

M As above 5/2004

To ensure that schools in its area are sufficient in number, character and

(49)

Where the LEA is the admissions authority, to fix the admissions numbers to maintained schools.

M As above 5/2004

To publish information about admission arrangements for maintained schools in the LEA area and to give parents in its area the opportunity to say which school they would like their children to attend.

M As above 5/2004

To meet parents’ wishes for the attendance of their children at particular

schools, where possible and where consistent with efficient education or the use of resources at the schools, and with the admission criteria of selective schools and any agreement on maintaining a school’s distinctive character.

M As above 5/2004

To make arrangements for parents to appeal against decisions on admissions to schools where the LEA is the admissions authority.

M As above 5/2004

a) To make arrangements for encouraging and assisting pupils to take

advantage of provision for medical and dental inspection and treatment; and b) To ensure cleanliness of pupils.

M As above 5/2004

Race Equality Scheme