Brighton & Hove City Council
race
equality
Contents
Page 4
Statement
by Ken Bodfish, Leader of the council andDavid Panter, Chief Executive
Page 6
Introduction
Page 7
What is the Race Equality Scheme
Page 8
Aims
Page 9
Strategy
Page 12
Race is an issue in Brighton & Hove
Page 14
Brighton & Hove City Council’s
vision, priorities and Structure
Page 15
Brighton & Hove Race Equality Scheme – objectives
Page 29
Appendices
Page 29 Implementation: Roles and Responsibilities
Page 30 Impact Assessment – Directorate Action Plans
We are proud to introduce this Race Equality Scheme for Brighton & Hove City Council and believe it will make a real difference addressing the root causes of discrimination in our communities, employment and services.
We understand changes that will be needed to make this Scheme really work and are fully committed to leading the process. Many of the responses to the consultation on the draft scheme asked us to recognise the need to improve relationships with communities to further promote race equality. We appreciate that there have been many frustrations and blocks to progress and acknowledge that many Black & Minority Ethnic People (including Refugees) regard our systems and our services as not meeting their appropriate needs. We know that here, as in other parts of England, Black and Minority Ethnic people experience discrimination in the workplace, in our communities and in our schools. We also know that organisations have not always pulled together as well as they could have to address these problems. For example, the Council’s work force does not reflect the diversity of peoples who live in our city.
However, there have been some excellent examples of joint working between the community and local agencies, and some of these are outlined in this Scheme. Not least, being measures to record and address racial harassment in Brighton and Hove, lead by the Anti-Victimisation Initiative and we look forward to a new racial
equality service for the City. Last year’s Celebrating Diversity Campaign was a great success engaging people across the City in celebrations of the diversity of our communities and debates on how to tackle race equality. Now it’s time for action.
There is a genuine will in the City Council and the community to make things work – the response to producing and commenting on the scheme has been excellent with managers and staff across the council and members of the community, working really hard to turn this around quickly. We want to extend our thanks to them and build on that enthusiasm. You will see that the Scheme is an ambitious
programme of change: from training staff, to improved community
Statement
From: Ken Bodfish, Leader and David Panter, Chief Executive, Brighton & Hove City Council
action for every department to review their services and identify inequalities. We will be talking to race equality experts, locally and nationally about how we can make the necessary improvements.
We look forward to working with you to make this happen and thank you for taking the time to read our plans.
David Panter, Chief Executive
Ken Bodfish, Leader
David Panter, Chief Executive
Introduction
The murder of Stephen Lawrence (1993), and the following enquiry (1997)
led to changes in people’s understanding of good race relations.
The Stephen Lawrence Enquiry Report analysed the impact of institutional racism
in our public organisations, describing it as ‘a corrosive disease’, contributing to
injustice and racial disharmony. It defined institutional discrimination as:
‘collective failure of an organisation to provide an appropriate and
professional service to people because of their colour, culture or ethnic origin.
It can be seen in processes, attitudes and behaviour through unwitting prejudice,
ignorance, thoughtlessness and racist stereotyping which disadvantages minority
ethnic people.’
(Stephen Lawrence Enquiry Report 1999)
The Race Relations (Amendment) Act 2000 is a response to this, strengthening the Race
Relations Act 1976 by giving public authorities, including Brighton & Hove City Council the general duty to promote race equality.
The aim of the duty is to make race equality central to the way the council works by putting race equality at the heart of our strategic planning, policy making, service delivery and employment practice.
Under the general duty we must:
• eliminate unlawful racial discrimination
• promote equal opportunities
• promote good race relations between people from different racial groups
There are specific duties to support this general duty. One of these is to produce a Race Equality scheme (RES) setting out our plans to implement the Act.
What is a Race Equality scheme
(RES)?
Brighton & Hove’s RES is a strategic and timetabled three year plan which
summarises our vision and corporate priorities. It sets out how we plan to
improve our delivery on race equality so that we can meet the requirements of
the Act by April 2005, meeting each of the following specific duties:
• assessing, consulting on, and monitoring our functions and policies for adverse
impact on race equality
• publishing the results
• making sure the public have access to our services
• training staff
• ensuring our contractors also meet the requirements of the Act
• ensuring our employment practice is fair and promotes race equality
Specific Duties on Employment
To ensure we meet the specific duties as an employer we will monitor by ethnic group:
• existing staff, applicants for jobs, promotion and training
• grievances
• disciplinary action
• performance appraisals
• training
• dismissals
Brighton & Hove Race Equality scheme
Aims
• to eliminate discrimination from all our policies, practices and services
• to remove barriers for all Black and minority ethnic communities to our services
• to improve the well-being and safety of Black and minority ethnic communities living in Brighton & Hove
• to ensure that all members of communities living in Brighton & Hove can play a full part in the social, cultural, political and economic life of the local area
• to ensure that Brighton & Hove City Council’s race equality agenda is taken forward in partnership with the business, community and voluntary sectors
• to measure the Council’s progress by a robust system of monitoring information and publication of the results
• to engage the Council and the Black and minority ethnic communities in a positive equal partnership for
mutual benefit
Brighton & Hove Race Equality scheme
Strategy
The core principle underpinning our race equality strategy is
mainstreaming,
which means that council members, managers and staff will be required to be
proactive and consider race equality issues in their daily work, amending policies
and practices accordingly.
Information and training will increase understanding of the nature of institutional discrimination and individual roles and
responsibilities in tackling this. To address this issue the council will work closely with service users, local communities and staff to gather base data.
By the second year of the scheme we plan to incorporate the RES into the other main
strategies that the council adopts on a yearly basis. This will include the Departmental
Equalities Action Plans, Directorate Development Plans and Best Value Performance Plan. The Community Strategy and plans for regeneration will also incorporate race equality objectives in order that all sectors of the city can engage with us in developing an economically thriving,
cohesive and ethnically diverse community.
The council acknowledges that
• change must be managed appropriately and be sustainable
• resources will need to be identified to support some of these changes
• engaging knowledge and experience from local communities and the expertise of national organisations will help us develop new ways of working
• the council may need to make representations to central government where other legislation or duties contradict aspects of the Race
Relations (Amendment) Act and make it difficult to achieve the objectives of the scheme.
How to complain to us
You can complain in person to a member of the council staff, who will take a note of your comments. Or you can put your comments in writing. Leaflets about complaints are available form all council premises and contain a form for you to use.
If you use the Complaints form, the council will record any equalities information you provide for us (ethnic group, age, disability and gender). This information will be monitored to ensure that all sections of the community are given fair and equal access to the
complaints system.
Where to send your complaint
All complaints regarding race equality issues should be sent to the Standards and Complaints Team at:
Brighton & Hove City Council
Standards & Complaints FREEPOST SEA2560
Bartholomew House, Bartholomew Square Brighton, BN1 1JP
Telephone: 01273 291229
The Commission for Racial Equality (CRE)
The Race Relations (Amendment) Act gives the CRE the power to investigate and take legal action on unlawful discrimination. If you are not satisfied with our complaints procedure or you would prefer to send your complaint direct to the CRE you can contact them at the
following address:
Commission for Racial Equality
Head Office, Customer Services Elliot House, 10-12 Allington Street London SW1E 5EH
Telephone: 0207 828 7022 website: www.cre.gov.uk
How will we carry out this strategy?
• A three-year programme of Impact
Assessmentswill reveal where our policies, duties and functions have an adverse effect on race equality and ensure that race equality measures are integrated in all council activity.
• Impact Assessments will be carried out by managersresponsible for the policy, service or function, with advice and guidance from the Equalities Implementation Officers,in accordance with the policy of mainstreaming.
• Mainstreaming underpinned the scheme from the start as managers identified polices with relevance to race equality that have been included in Directorate Action Plans (appendix 2).
• Consultation guidelines will advise staff on reaching formal and informal communities. Community groups,and staff will be
consulted on progress through staff forums, the intranet, trade unions, the ESJCFwith the formation of an Advisory Group.
• Council decisions in relation to race equality will be taken openly and information about them will be made available to local people.
• Information about services and about this scheme will be made available to all in appropriate languages.
• Our staff will receiveinformation and trainingas appropriate to enable them to undertake impact assessments; write reports for the council which incorporate race equality objectives; consult the public; deliver services appropriately; and recruit, supervise and appraise staff within the spirit of the scheme.
• Monitoring systems will be put in place to ensure we can gather the right information to assess whether we are meeting our general and specific duties which will be integrated with existing performance management information (including performance appraisal) with the aim of providing for continuous improvements.
How will you know if the Race Equality scheme is working?
Brighton & Hove City Council’s Race Equality scheme is a public document. We will also make public the results of our consultations,
assessments and the monitoring information we gather each year. Community groups and Staff Forums will be circulated with information through the Equalities and Social Justice
Consultation Forum; an Advisory Group for the RES; and Trade Unions. We will also publish documents on the Intranet and the council website.
Profile of Brighton & Hove City Council workforce
Race is an issue in
Brighton & Hove
Before looking at the detail of our scheme, it is worth reflecting on how
our local circumstances reflect the national picture, described in the
Stephen Lawrence Enquiry Report.
Institutional Racism
“My son for a period (at a secondary school in Brighton & Hove) was constantly racially harassed….The school acknowledged that this was a racist incident …but the
harassment continued. However, I felt that the incidents were not adequately dealt with by the teachers due to a lack of racial awareness”
(Celebrating Diversity campaign guide)
“Last summer I went to 40 bars and clubs in Brighton & Hove looking for work. I hear it is easy to get temporary, casual work in this city….I can only imagine there was some objection to the colour of my skin.”
(Black man, 33, Brighton)
A shopkeeper has constant racist verbal abuse from young men at weekends. He has been assaulted and his shop windows have also been damaged on a number of occasions forcing his insurance premiums up. He has called the police on many occasions but the youths cannot be identified. He has no confidence in the police to solve this problem.
(Provided by the Racial Harassment Caseworker)
Black and Minority Ethnic (BME) people in the City
The BME population of Brighton & Hove is made up of diverse communities and individuals. A Census of primary school children aged
between five and 11 years showed that there were 910 (6.2%) black and minority ethnic pupils (2001). The 2001 Census results (available in February 2003) will clarify the picture for people of all ages.
In addition to Black British citizens, there are refugees/asylum seekers who are settling or seeking temporary accommodation in the city. The Sudanese community is one of the largest settled refugee communities of some 3000 people. There are also communities and
individuals from Iran, Portugal, Eastern Europe, China or Hong Kong and many others.
The Interpreting Service provides interpreting and translation for more than 35 languages. The Black African and Bangladeshi communities are also of a significant size.
This does not include the significant number of Black and minority ethnic visitors, foreign students and commuters to Brighton & Hove, which is currently not recorded. It is estimated there are 35,000 foreign students who visit and stay in Brighton & Hove each year.
Many people from these communities express a common experience of poor housing,
high unemployment, poverty and exclusion, and harassment in schools, work and where they live, (SRB5 and BHRES Research reports). This unjust situation undermines the potential for this city to be an economically thriving and socially cohesive community.
Racial Crime
Jimmy Abatan, 42, father of two, who was known as Jay, was killed on January 24, 1999 in Brighton. He had been celebrating a recent promotion at Pricewaterhouse Coopers with his brother.
This crime is still unsolved
Source: Brighton & Hove City Council Staff Census 2000
Brighton & Hove City Council’s Staff Census 2000 showed that 3.7% of the workforce was made up of Black and minority ethnic people, although this number dropped for senior posts. As discussed above, the Black and minority ethnic population of the city may have increased to around 6%. Since the last Staff Census in 2000 the number of Black and minority ethnic employees has risen – a full analysis of this will be carried out this year.
Racial Harrassment
A family with young children who live in council rented accommodation have been exposed to verbal racial abuse from their neighbour because of general household noise. They are unable to enjoy their home-life because they feel they cannot move from room to room, vacuum, or wash their clothes without being subject to abuse from their neighbour. They feel intimidated and frightened.
(Provided by the Racial Harassment Caseworker)
Chinese or other ethnic group - Chinese 3% Chinese or other ethnic group - other 3%
Black British - African 17% Black or Black British - Caribbean 18% Asian or Asian British
- Bangladeshi 3% Asian or
Asian British - Pakistani 3%
Mixed - other 11%
Asian or Asian British - other 17% Mixed
- White Asian 14% Asian or Asian British - Indian 11%
White - Irish 3% White - other 3%
Black & Minority Ethnic 4%
Brighton & Hove City Council’s
Vision, Priorities and Structure
The council has six priorities:
•
improving quality of life
•
sustainable economic growth
•
social well-being of our citizens
•
improving quality of and access to our services
•
leading the city
•
ensuring the council can deliver
We want our services to be accessible to all the communities we serve, and our workforce to be representative. We consult with communities through the Equalities and Social Justice Consultation Forum, a sub-group reporting to the Policy and Resources Committee. The lead Member for Equalities sits on the Policy and Resources Committee.
We will deliver the RES in the context of our priorities and the improvement activities they generate. All our committees will ensure that decisions take equalities implications into account. We intend to use the scheme to build on our existing improvement and equality infrastructure.
Our Equalities Policy sets out aims and
expectations and is the basis of the introduction of the Generic Equality Standard (GES). Service improvements for the RES and the GES are led and co-ordinated through our Equalities
Programme Board (headed by the Deputy Chief Executive). All directorates are represented. These are:
•Corporate Services
•Children, Families & Schools
•Adult Social Care
•Culture & Regeneration
•Environment
•City Services
Brighton & Hove Race Equality scheme
Objective 1
Ensuring the RES is put into practice
Key to successful implementation will be the commitment and leadership of the
scheme by the council’s Leadership Team and Management Team.
Accountability for the scheme
Accountability is mainstreamed through the council’s political and operational structures. The Policy and Resources Committee,
is supported and advised by the Equalities and Social Justice Consultation Forum (ESJCF), and is responsible for the scheme.
Overview and Scrutiny Organisation Committee will appraise progress annually and investigate areas of inactivity. The ESJCF will receive quarterly reports on progress.
Within the council, the Equalities Programme Board (EPB) and Equalities Implementation Officers (EIO) will co-ordinate assessment, consultation and monitoring on behalf of The Management Team (TMT). The EPB, chaired by the Deputy Chief Executive, includes senior management representation from all directorates, the Head of Law, the Head of Human Resources and the Equalities Implementation Officers.
The Management Teamwill ensure the
scheme is properly resourced and integrated into the core work of the council by ensuring
directorates have the capacity to respond to the outcomes of Impact Assessments (See Appendix 1, Organisation Chart)
Through these structures, the council will bring together work on race equality, such as the results of:
• impact assessments
• monitoring information
• departmental Equality Action Plans
• Directorate Development Plans
• Best Value Performance Plan
and indicators
• any other performance targets
The Equalities Implementation Officers will report results of activity within the scheme on quarterly basis to the ESJCF and EPB/TMT. An annual report will be presented to Policy and Resources Committee and Overview and Scrutiny Organisation Committee. This will be published, meeting the obligations of the Act, to be
available to community organisations in hard format and be on the council’s website.
Communication of the scheme
Genuine dialogue with BME staff, communities, councillors and managers about their day-to-day experiences will ensure a successful RES and enable the same groups to hold the council to account. BME staff and communities must have the opportunity for dialogue and debate on the results of our assessments, consultation and monitoring. (See Objective 3)
In the past, the council has reported on race equality work through the ESJCF (Equalities Action Plans and Reviews), the Best Value Performance Plan, articles in City News, the staff magazine, and on the Wave (the council’s intranet).
Now the council has a duty publish the results of the RES, too. This is to ensure that staff are well informed about good practice, and areas that need further improvement, and to allow the public to monitor our activity, and become more confident in the council’s commitment to race equality.
The council must tell people about:
• Assessments
What is being assessed and how, what the results are, what will change as a result.
• Consultation
Why consultation is happening; how people have been consulted, what was said, what will happen as a result of the consultation.
• Monitoring
What monitoring systems/methods are used, the results including evidence of
discrimination, how results will inform future policy and practice.
Our plans
We will publish the full results of impact
assessments, consultations and monitoring each June, report them to council members and community representatives, and include them in the annual Best Value Performance Plan.
We will ensure that best practice is followed in regard to the availability of results in
community languages.
We will also publish information in
• City News
• local press
• council website
• community press
• schools and youth group bulletin
• and through the ESJCF, Staff Forums, Racial Harassment Forum and
Brighton & Hove Refugee Forum
Complaints
The council is committed to ensuring that complaints about the RES, as well as gender, disability, sexuality or any other reason, are thoroughly and fairly investigated and properly monitored and reported.
Information on the outcome of these investigations will be included in the annual complaints report to the council’s Policy & Resources Committee.
• the Corporate Standards & Complaints Team will record, refer and monitor all complaints. Complaints about discrimination will be recorded and reported on consistently.
Reporting
We will report on complaints about discrimination showing:
• the subject of the complaint
• the service area
• whether the complaint was upheld or not
• the action taken to resolve the complaint
• any recommendations for future action
•a complaints leaflet detailing the process can be translated into community languages.
•an Impact Assessment of the complaints system will identify any other barriers.
Brighton & Hove Race Equality scheme
Objective 2
Establishing relevant Policies,
Duties and Functions (PDFs)
Policies means the full range of formal and informal decisions that are made in
carrying out the duties and functions of the council. This includes ‘custom and
practice’ and management/member decisions to exercise a power as well as
written policies.
Functions means the full range of the Council’s duties and powers.
A three-year plan to assess all the council’s PDFs has been drawn up, prioritising those areas that appear most critical to race equality, following their assessment as relevant. This plan includes joint-commissioned services. It has been adjusted following consultation with community groups, Trade Unions, council forums and staff forums. RES Departmental Action Plans have been updated as a result of this consultation. (See Appendix 2, RES Impact Assesment Timetables)
Brighton & Hove Race Equality scheme
Objective 3
To assess and consult on the impact of Brighton & Hove
City Council’s Policies, Duties and Functions
Assessment
The council will now require
•Directorates to carry out comprehensive Impact Assessment on all existing policies, duties and functions assessed as relevant to race equality according to the established criteria (Appendix 2, RES Impact Assesment
Timetables).
•Officers assess the impact on race equality of all new policies. Should the policy be assessed as relevant full consultation and assessment must be carried out.
•Details of relevance to race equality must be included in all written reports to the council. By April 2005 only officers trained in race equality impact assessment may complete reports to council.
•Copies of Impact Assessments on
existing policies, duties and functions, or on any new policies, to be sent to the EIOs.
•Assessments that conclude ‘no relevance to race equality’ to be sampled by the EIOs. Assessments to be carried out if they are then found to be relevant.
Consultation Arrangements
Interim Arrangements to June 2003
The council proposes to consult the following groups as key partnerships, forums and umbrella organisationswhich smaller organisations are linked to:
• new policies for the first 12 months of the scheme
• longer-term arrangements for consultation on Impact Assessments and new policies.
Brighton & Hove Racial Harrassment Forum
Brighton & Hove Refugee Forum
Equalities and Social Justice Consultation Forum
Black Workers Forum – Brighton & Hove City Council
Black and Minority Ethnic Community Partnership
Ethnic Minorities Representative Council
Trade Unions Mosaic
Interfaith Contact Group Sahara
Brighton & Hove Race Equality scheme
Objective 4
Monitoring our policies for adverse impact on Race
Equality
Monitoring the effect of our policies is a specific duty in the Race Relations
(Amendment) Act.
Definitions
CRE guidance identifies the monitoring of service delivery in four main areas of activity:
•Ongoing contact – over a period of time. This will show how different ethnic groups are treated at different stages – for example, homeless applications, time spent in temporary accommodation, type and quality of housing offered to different groups.
• ‘Episodic’ contact – short term or occasional, – for example, Application for planning
permission
•‘Usage’ – profiles of service use and the needs of different groups. This can help to assess the resources that will be needed in future, their allocation, and develop service delivery methods that meet the needs of different ethnic groups.
Our plans
The council will set up a consistent approach to monitoring its services using the definition of BME people described in the Race Relations (Amendment) Act and using the categories of the 2001 census. Council officers can break these down further if it is relevant to the local population. Additional questions such as immigration status, religion and first language will also be used.
We will monitor:
• service applicants
• service users
• levels of access and use
• satisfaction rates
• contracts
• funding allocations
• satisfaction and complaints
In addition to information provided by people themselves (self classification), departments will also be required to set up additional systems (other classification) to add any missing information if this is necessary.
Council officers will:
• send documents to chairs of organisations, with a reasonable period for response
• hold public meetings or discussion groups
in local areas
• take part in consultation exercises with partner agencies,to avoid duplication of effort by community organisations
• have access to a toolkit of guidanceon roles and responsibilities and methodology in
consultation processes
What will happen then?
• results of consultations will be included in the Impact Assessment report and attached to reports to Council committees
• appropriate amendments will be made at the end of the consultation and the results shared with those who were consulted and any member of the public who requests it
• changes will be made at the earliest opportunity. The council will include the
actions in corporate Equalities Action Plans and Directorate Development Plans
Consultation from June 2003:
The council aims to design an inclusive, targeted consultation process that takes account of the variety of needs different groups may have, based on information gathered in the first 12 months of the scheme.
In addition to the formal BME leaders and associations it is important for the council to hear from people who may not previously have been consulted, for example:
• black and minority ethnic businesses
• young people
• refugees and asylum seekers
• women’s groups
• commuters and students
• gypsies and travellers
Support and resources that would help people give us their views will be available, including interpretation and translation.
The posibility of the Voluntary Sector
consulting on our behalf will be explored.
A specialist advisory body will be investigated, made up of community representatives, who could meet regularly for a set term, to assess and advise on all new policies and practices, and the results of the Impact Assessments.
Following comments on the first draft of this scheme, the council will also investigate the option of establishing a community-owned Monitoring Panel, to be a shared resource with key partners such as the Police, Crown
Brighton & Hove Race Equality scheme
Objective 5
Meeting the specific duties of an employer
Monitoring employment
This specific duty requires us to monitor by racial group staff who:
•are currently working for us
•receive training
•benefit or suffer from performance appraisal
•are involved in grievances
•are the subject of disciplinary action
•end their service with us
•apply for employment, training and promotion
We must publish the results of this annually.
The Human Resources Equalities Action Plan (2001) set a series of targets for recruitment of BME people and disabled people at all grades and women at senior grades. The target for recruitment of BME people was an increase of 1.5% annually. This was in response to work by the Equalities and Social Justice Forum, with strong representation from the Black and Minority Ethnic Community Partnership.
Yes No Some Target
Staff who work for us ✓
Applicants for jobs ✓
Internal promotions ✓
grievances ✓
Disciplinary action ✓
Applicants for training/development ✓ All applicants to be monitored by
opportunities courses January 2003
Participants on internal training courses or ✓ All applicants to be monitored by
development opportunities January 2003
Participants on external courses/ ✓ All applicants and participants to be
development opportunities monitored by January 2003
Staff who benefit or suffer from appraisal ✓ To be monitored by racial group by May 2004
Staff who leave ✓ To be monitored by racial group by
What do we monitor by racial group? Racial Harassment
The Pan Sussex Racist Incident Report Form will be used throughout the council. All departments working with clients will be required to send all incidents immediately to the Racial Harassment Caseworker. A summarised return will be made on a quarterly basis to the Racial Harassment Forum Co-ordinator.
Reporting our progress
Brighton & Hove Race Equality scheme
Objective 6
Meeting the specific duties of an employer
Training staff
Our plans
•information briefings will be provided for The Management Team and the Senior Managers Forum
•council officers who develop policies and write committee reports will have specific training
•elected members will have training to support their role in policy making and decision-making
• managers responsible for Impact Assessments, consultation and monitoring will receive training as their needs are identified
•staff with responsibility for specific duties eg employment, procurement,
complaints, will receive specific training
•all staff will be able to access a
Race Equality Toolkit of guidance notes and Team Briefing packs to ensure they are aware of their responsibilities. Managers will identify development needs for their teams
•general equalities training will continue to be offered to managers and staff
•competence in understanding and acting on equalities issues will be incorporated into the Performance Appraisal systems
•a programme of positive action will support the learning and development of BME employees
All staff need a good, basic knowledge of the Act and the general duties so that they can carry out their work without unlawfully discriminating. Some will need specialist knowledge that will help them to meet certain specific duties.
What have we done so far?
•briefings on the Act have been provided for some managers
•general equalities training has been provided for staff – last year this was offered on a team basis,
including an ‘equalities week‘ at the Refuse and Cleansing Service
• the top three tiers of management in the Social Care & Health
Directorate received Racial Equality training in 2001
Our Plans
• to put in place full monitoring systems
• to publish all information annually
• to identify areas of discrimination, and take action to remedy this
• to establish a Human Resources Equalities Group, chaired by the Head of Human Resources, with
responsibility for reviewing monitoring information, identifying trouble spots and co-ordinating remedial action
• to support the Black Workers Group and gather further monitoring information from them
• to establish a similar support group for staff from other minority ethnic groups and support and consult this group in the same way
• to find other ways to consult staff to verify our statistical monitoring
• to develop a comprehensive
performance appraisal system across the council and incorporate competence in equalities into this framework
Brighton & Hove Race Equality scheme
Objective 7
Improving public access to information and services
As well as a specific duty, improving
’Access to Services’
is one of the
six Key Priorities for the council this year. The council has also committed to
improving access to information and services for BME communities through its
Equalities Policy.
What are the likely barriers?
•not knowing about council services
•the council not providing the services that Black and minority ethnic people want
•alienation because of the way services are provided
•English not being first language
•confidence to use services
•having had a bad experience of services in the past
(CRE guidance)
These national findings are backed up by local consultation (SRB5 Participation Programme)
Our plans
In accordance with our mainstream approach, all managers have a responsibility to ensure that the services and information they provide are accessible. Monitoring service use by racial group will reveal who is and isn’t able to access them.
This approach needs to be backed up with continuing action in key areas:
Information
• Interpreting, translation and transcribing (ITT)services will be provided
• Information to staff on how they can access interpreting and translation services will be provided on the Wave (intranet)
• Contractual arrangements for interpreting, translation and transcribing(ITT) will be reviewed to ensure we are getting the best services
• A new translation and interpreting script
(which offers translations in different community languages) has been drafted. This will be reviewed, revised and its use will be promoted and monitored.
• Community Press, Community Groups and Community Leadersin the BME communities will be encouraged to help distribute
information
• Electronic contact: telephone and web
communications. The council will increase and improve accessibility for Black and minority ethnic communities
• Training on how information can be made more accessible is already being produced in the form of a leaflet and web page. This will include good practice guidance and clear corporate standards and will be incorporated in the Race Equality Tool Kit
Services
Neighbourhood access
• Three new City Direct Shops will ensure the public have consistently good information about all the council’s services, streamlined access to them and a personal service. We will ensure that BME citizens receive an equally helpful and fair service. A race equality Impact Assessment will be carried out in developing the shops.
• The next step may be the development of
Local Area Forums (area based consultative forums for communities). The involvement of BME communities in these will be essential to reflect the range of interests and needs across local areas
• An out-posted multi-disciplinary community safety teamis also being developed which aims to improve access to community safety services
• The city council’s Recruitment Shop will continue to run workshops to ensure equality of access to employment opportunities
• Customer Care– all front line services will be impact assessed over the course of the three-year scheme. Staff training and
development needs will be assessed against customer service standards
• Refugees and Asylum Seekers
the council has recently developed a statutory compact for refugees, containing 19 principles for the development, operation, funding or consultation on activities affecting refugees. It is hoped the compact will be adopted by the other main statutory agencies and
Brighton & Hove Race Equality scheme
Objective 8
Ensuring contractors also comply with the RES
The council must ensure that services provided on its behalf by
private companies or voluntary organisations also meet the general duty
to promote racial equality and the specific duties about access,
information and employment.
The council’s Procurement Team have regard to the council's existing Equalities Policies for both internal and external customers. They encourage Directorate Contract Teams to work with existing contractors to improve their understanding of equalities issues. The council’s procurement
strategy will support the selection of new
contractors who will further the council’s overall objectives, which include “stronger social well-being of the city”.
Our Plans
• existing contracts. The Procurement Team will support service managers to assess whether arrangements are sufficient to meet the general and specific duties. Change will be implemented
immediately if possible or at the contract renewal stage if not
• new contracts/ renewed contracts. A Code of Practiceon equality will be produced, including a contract clause enabling the council to monitor compliance with the Race Relations
(Amendment) Act
• the Procurement Team will develop an equalities specialist whose responsibility will be to keep up to date with issues and developments and feed them back into the procurement process
(i.e. briefings, discussions and development of procurement and contracting policy).
• staff training.Procurement staff will be trained in all aspects of the Equalities Policy, including the Race Relations (Amendment) Act, by trainers who have undertaken to include relevant information
• influencing other key staff.The Procurement Team will advise staff who have responsibility for procurement in their service area.
• monitoring system. The Procurement Team will establish a system of ethnic monitoring of companies that apply for contracts and those that are successful in being awarded a contract.
• In addition to the above, the procurement function will undergo a full Impact Assessment
and as a result further actions may follow.
Brighton & Hove Race Equality scheme: August 2002
Appendix 1
Implementation: Roles and Responsibilities
Policy & Resources
TMT
Equalities Programme Board
Equalities
Implementation
Officers
Directorates
Overview &
Scrutiny
Committee
(OSOC)
Equalities & Social Justice
Consultation Forum
RES Advisory Group
Ensure:
Implementation – Ownership
reports on
progress 6 weekly
reports Annual
reports
for public
consultation
Advice and
support,
sampling and
monitoring
and reporting
Annual
report
Exception
reports
Monitoring Quarterly Reports
on Impact Assessments
Scrutiny of outstanding actions
Impact Assessments
Action Planning
and change
Monitoring of
All areas with an * are jointly commissioned or run with the PCT – Discussions required to facilitate joint assessment.
Brighton & Hove Race Equality scheme: August 2002
Appendix 2
Impact Assessments – Directorate Action Plans
ADULT SOCIAL CARE
No. Policies, Duties and Functions (PDF’s) Directorate & Department 1 Comments, Complaints and Information Line Customer Services Unit 2 Information, Access & Assessment – Carers* Care Management 3 Information, Access & Assessment – Physical Disability Care Management 4 Information, Access & Assessment – Older People Care Management 5 Information, Access & Assessment/ Occupational Therapy &
Occupational Therapy/Sensory Loss Sensory Services 6 Eligibility Criteria (Fair Access to Care Policy) Care Management 7 Financial Assessment Home Care & Community
Care Services (Fairer Charging Policy)
8 Older People with Mental Health Needs* Care Management 9 Mental Health Services Working Age Adults* Care Management
10 Learning Disability Services* Care Management
11 Substance Misuse* Care Management
12 HIV* Care Management
13 All others Care Management
14 Residential Commissioning
15 Home Care* Commissioning
16 Specialist Service Provision (including community meals) Commissioning
17 Direct Payments Commissioning
18 Carers Spot Purchasing Budget Commissioning
19 Home Care Direct Service Provision
20 Day Care* Direct Service Provision
21 Residential Care Direct Service Provision
22 Daily Living Equipment (DLE) & Adaptations Direct Service Provision
23 Disabled Parking Badges Direct Service Provision
24 Intermediate Care 25 Professional Support
26 Better Care Higher Standards* - A Charter for Adults aged 18+
27 Health Improvement and Modernisation Plan (HIMP) 28 Joint Investment Plan (JIP)*
29 National Service Framework – Mental Health* 30 National Service Framework – Older People*
31 Valuing People: A New Strategy for Learning Disability*
Year
Year 1 2002-3
Year 2 2003-4
Year 3 2004-5
CITY SERVICES
No. Policies, Duties and Functions Directorate & Department 1 Benefits
2 Housing Management Neighbourhood Services
3 Housing Repairs Neighbourhood Services
4 Pilot Impact Assessment on Development of
City Direct Neighbourhood Services
5 Web site ICT
6 Social Justice Customer Services
7 Travel Concessions Customer Services
8 Full Impact Assessment on Implementation of
City Direct Neighbourhood Services
9 Electoral Services Customer Services
10 Bereavement Services Customer Services
11 Local Taxation Customer Services
12 Coroner’s Service Customer Services
13 Registration of Births, Deaths and Marriages Customer Services
14 Property Services Property & Design
15 Environmental Health & Licensing Neighbourhood Services
16 Trading Standards Neighbourhood Services
17 Inspection Services Neighbourhood Services
18 Local Land Charges Customer Services
19 Town and Country Planning Customer Services
20 Building Control Customer Services
21 Internal ICT Service ICT
Year
Year 1 2002-3
Year 2 2003-4
37 Crime and Disorder Act 1998 duties Miscellaneous 38 Making exemptions to usual fostering limits under
the Children’s Act 1989 Children Services
39 Responses to resident orders Children Services
40 Authorisation to receive education through F/HE Assistance to Pupils & Students
41 Access to personal files (Social Services) Children Services 42 Approval of plans re. capital projects Buildings/Premises
43 Maintenance of premises Buildings/Premises
44 Transfer of sites to trustees of voluntary schools Buildings/Premises 45 Contribution to aided school projects Buildings/Premises 46 Variations in numbers of places at Social Services
establishments Children Services
47 Waiving contribution to adaptations to homes and
provision of equipment Children Services
48 Consultation re. varying curriculum statements General
49 Recoupment Assistance to Pupils & Students
50 Resolutions passed at annual meetings of
parents/governors General
51 Instruments and Articles of Governors General 52 Consultation with other bodies eg LSC, F/HE institutions General
53 Inter-agency partnerships General
54 Charitable Trusts and proposals for trusts Miscellaneous
55 School terms and holiday dates General
Year 2 Contd.
Year 3 2004-5
CHILDREN, FAMILIES & SCHOOLS
No. Policies, Duties and Functions Directorate & Department 1 Management of education services and securing the
provision of quality education in schools General
2 Special Educational Needs General
3 Information, training and advice for childcare
providers/provision of children’s information service Children Services
4 Attendance at school General
5 Fostering of Children under the Children’s Act 1989 Children Services 6 Powers in relation to children in care/looked after Children Services
7 Adoption Children Services
8 Boarding and tuition allowances, student support Assistance to Pupils & Students
9 Private fostering under the Children’s Act 1989 Children Services
10 School exclusions General
11 School Admissions General
12 Asylum Team
13 Quality Protects Action Plan Children Services 14 Children in Need of Protection Policy Children Services
15 Operational Instructions Children Services
16 Bullying and Harassment Policy in Schools 17 Family Centres
18 Family Resource Centre 19 Youth Justice Team
20 Children’s Disability Services
21 Early Years Development and Healthcare 22 Teenage Pregnancy*
23 Child and Adolescent Mental Health Services Strategy*
24 Provision of Guardians Guardians and Litem
25 Specifications for cleaning, grounds maintenance and
school meals Miscellaneous
26 Removing children under the Adoption Act 1976 Children Services 27 Director’s Section 532 (Education Act 1996)
responsibilities General
28 Attending appointments of headteachers, deputy
headteachers, other teachers Personnel Functions 29 Lettings and their cancellation Buildings/Premises 30 Exercising council’s functions under the Crime and
Disorder Act 1998 in interests of children Children Services 31 Attending dismissal hearings etc. Personnel Functions
32 Home to School Transport Assistance to Pupils & Students
33 Exercise of powers of removal (Section 547
Education Act 1996) Buildings/Premises
34 Licenses for children’s public performances Miscellaneous 35 Appeals to student awards and support Miscellaneous
ENVIRONMENT
No. Policies, Duties and Functions (PDF’s) Directorate & Department 1 Travellers and Gypies Services
2 Community Safety
3 Countryside, parks and open spaces 4 Allotments and smallholdings
5 Sustainability and environmental awareness 6 Traffic management
7 Local Transport Plan
8 Grounds Maintenance & Planned Maintenance 9 Waste control
10 Prepare and review Local Plan
11 Prepare and review Structure Plan (with ESCC) 12 Conservation & Design
13 Highways
Year Year 1 2002-3
Year 2 2003-4
Year 3 2004-5 Year
Year 1 2002-3
Year 2 2003-4
CORPORATE SERVICES
No. Policies, Duties and Functions Directorate & Department
1 Recruitment & Selection Policy Human Resources 2 Grievance Procedure Human Resources 3 Disciplinary Policy Human Resources 4 Exit Policy (monitoring reasons for leaving) Human Resources 5 Bullying & Harassment Policy Human Resources 6 New Draft Equalities Policy Strategy Team 7 Area/Neighbourhood Forums Strategy Team 8 Collection of Best Value Performance Indicators and
reporting on behalf of whole council, particularly BV174 (No. of racial incidents recorded) and BV175 (Percentage of recorded incidents which
resulted in further action) Performance Team 9 Complaints Legal Services 10 Community Strategy Strategy Team 11 Procurement Function Procurement Team 12 Equalities Programme Board Strategy Team 13 Equalities Action Plans Strategy Team 14 Development of Local Strategic Partnership Strategy Team 15 Best Value Performance Plan – formulation and
publication Performance Team 16 Training & Development Policy Human Resources 17 Review of Citizen’s Panel Research Team 18 Research Guidelines & Consultation Strategy Research Team 19 Common Database Research Team 20 Probationary Policy Human Resources 21 Redundancy & Redeployment Policy Human Resources 22 Capability Policy Human Resources 23 ‘Well for Work’ Absence Management Policy Human Resources 24 Health & Safety Policy Human Resources 25 Court Proceedings Legal Services 26 Risk Management Strategy Performance Team 27 Insurance – responding to claims made against the
council Corporate Finance 28 Debtors/Creditors Corporate Finance 29 Local Public Service Agreement Strategy Team 30 Provision of Corporate and Departmental advice and
support Internal Audit
31 Provision of internal consultancy Corporate Services- Internal Audit
32 Co-ordinating the National Anti-Fraud Network (South)
33 Resource Forecasting Strategic Finance 34 Financial Planning Strategic Finance 35 Financial Advice Strategic Finance
* Policies, Duties and Functions included in the scheme as Directorate has assessed them as not being relevant to Race Equality. A review of these assessments will be undertaken by the Equalities Implementation Officer and if results change will be incorporated into the plan.
37 Under the Accounts and Audit Regulations 1996 to provide an effective and adequate internal audit
service Internal Audit
38 Undertaking systems and probity audits to provide
assurance on internal control and governance processes Internal Audit 39 Special investigations into fraud and corruption Internal Audit 40 Research & Information Group Research Team
41 Census 2001 Research Team
42 Relationship Management Project & Financial Services Team
43 Project Management Project & Financial Services 44 Improving Performance Project & Financial Services Team
45 Financial Advice Project & Financial Services Team
46 Business Planning Process Performance Team
47 Performance Framework Performance Team
48 Payroll/Pensions Corporate Finance
49 Accounting Function eg stewardship, accounting
statements and grant claims Corporate Finance
50 Research Register Research Team
51 Budget Monitoring* Project & Financial Services Team
52 Invoice Processing* Project & Financial Services Team
53 Accounting* Project & Financial Services Team
Year 3 2004-5
CULTURE & REGENERATION
No. Policies, Duties and Functions Directorate & Department
1 Letting council housing stock Housing
2 Deal with (private) tenancy relations, harassment
and illegal evictions Housing
3 Assessing housing need & maintaining housing register Housing 4 Provide advice on housing options for homeless and
threatened homeless Housing
5 Arranging temporary accommodation for homeless
households owed a duty Housing
6 Recruitment & Selection – Specialist YET & CASTLEHAM Adult Learning 7 Provide and support employment Adult Learning
8 Publicity of Services Adult Learning
9 Tourism Strategy (Head of Division) Tourism
10 Visitor Information Service Tourism
11 Kingswood & Milner NRG Programme 1 Neighbourhood Work
Year
Year 1 2002-3 Year
Year 1 2002-3
13 Arranging nominations Housing 14 Approve discretionary home improvement grants Housing 15 Deal with housing conditions in the private rented sector Housing 16 Providing adaptations in council housing Housing
17 Supporting private tenancies Housing
18 Management of CDU Staff Neighbourhood Work
19 Community Development Strategy Project Neighbourhood Work 20 Leisure facilities including Prince Regent Swimming Pool,
King Alfred Leisure Centre, Moulsecoomb Leisure Centre, Stanley Deason Leisure Centre, St. Luke’s Pool and
Withdean Sports Complex Leisure
21 Global Grants Programme Global Grants Programme
22 Gas Pipeline Programme Global Grants Programme
23 Personnel/Client Files – Maintenance & Access Global Grants Programme
24 Business Support Groups Economic Development
25 Workforce Development – employment and training Economic Development 26 Training & Development for users of the Service Adult Learning
27 Contracting with employers Adult Learning
28 Health & Safety in Work Placements Adult Learning
29 Development Team – Sports Adult Learning
30 Destination Sales and Marketing Tourism 31 Golf Courses – Hollingbury & Waterhall Leisure
32 Seafront Services Leisure
33 Outdoor Events Leisure
34 Volks Railway Leisure
35 EU funding (Corporate EU Strategy) Europe Team 36 Bidding and Tendency for external funds Adult Learning 37 Approve mandatory disabled facilities grants Housing
38 To implement city wide registration scheme for houses
in multiple occupation Housing
39 Issue statutory notices to improve housing conditions
in private rented sector Housing
40 Providing a community alarm service Housing
41 Queens Park & Craven Value Project 5 Neighbourhood Work
42 Research and Information Economic Development
43 Take enforcement action to abate nuisance Housing
44 Industrial Grants Project Economic Development
45 Sites & Premises Development Economic Development
46 Economic Partnership Economic Development
47 Inward investment and aftercare activity Economic Development
Year 2 2003-4
Year 3 2004-5
COMMUNICATIONS & DEMOCRATIC
No. Policies, Duties and Functions Directorate & Department 1 To develop an interpreting and translation service and
guidelines for all council services, to be delivered in conjunction with the health authority
2 To develop guidelines, to publish clear information for staff and to review current contractual arrangements relating to the accessing of interpreting, translating and transcribing services (including a joint project with the health authority)
3 Media Relations 4 Campaigning 5 Members Services
6 Internal Communications 7 Leaders’ Office
8 Mayoral Office
9 Publication of City News, a magazine for residents 10 Celebrating Diversity
11 To provide a range of internal communications materials 12 Publications – general
13 Distribution of information 14 Event Management
15 New Media 16 Signage
Year
Year 1 2002-3
Year 2 2003-4
Year 3 2004-5
Brighton & Hove Race Equality scheme: August 2002
Appendix 3
Objective 1:
To ensure that good race relations are
promoted and Brighton & Hove Race Equality scheme
(RES) is put into practice
Result
Identified roles and responsibilities are discussed and owned by senior managers
Result
• Up to date RES agreed with council, partners, communities of interest and other stakeholders, monitoring progress on RE. • Progress within the Generic Equality Standard
Abbreviations for Who column
TMT The Management Team CE Chief Executive
HofS Head of Strategy DCE Deputy Chief Executive EPB Equalities Programme Board EIO Equalities Implementation Officer HR Human Resources
C&DS Communications and Democratic services CST Community Safety Team
S&G Strategy and Governance RESG Race Equality Steering Group CT Communications team
C&ST Complaints and Standards team
Key Tasks Target Dates Who How will we know it has been done?
Ensure that results inform future policy Jan-July S&G Council's priorities Directorate Development and practice 2003 Plans and Action Plans incorporate results.
RES mainstreamed into planning process Ensure that complaints about the RES and July 2002 RESG Information about how to complain about discrimination are investigated the RES included in the public document and monitored
Sept 2002 CT Complaints form and leaflet provided in community languages
March 2002 C&ST Information on complaints about
& annually Discrimination /RES to be included in the annual report to the council's Policy and Resources Committee
Report to Equalities Programme Board members on issues for their directorates, to inform action planning and Impact Assessment’s (IA’s)
Review RES 2002-5 and introduce revised May 2005 TMT/ Annual reports on progress 2002-5 plans for following three years DCE/ and publication of next RES in 2005
HofS/ EIO
Key Tasks Target Dates Who How will we know it has been done?
To establish roles and responsibilities for March 2002 TMT/ Minuted decision at The Management implementing the plan CE Team
Sept 2002 DCE Minuted discussion at Equalities HofS Programme Board
DCE Responsible Directorate for Community Consultation identified
Identify lead/ co-ordinating officer April/May HofS and recruit to post 2002
Equalities Implementation Officer
Equalities Programme Board (EPB) members August 2002 EPB/ Targets and tasks are included in work ensure Directorates make provision for the DCE programmes and team action plans implementation of the RES
eg: in relation to monitoring and ensuring impact assessments are carried out to agreed standards
Communicate the RES by publicising the Oct 2002 EIO/ Quarterly reports made to ESJCF results of Assessments, Consultations HR
and Monitoring:
Prepare organisation to publish results Annual report to ESJCF, P&R, TMT, and of monitoring, consultation and published on council website
Impact Assessments (IA)
Ensure all managers follow guidelines Dec 2002 EIO Information on processes in RES Toolkit on requirements, published at Senior managers forums and on the intranet Inform BME communities and staff June 2003 EIO Results published in: Best Value Plans on progress C&DS/ Performance plan, City News,
CST Equalities Website, Community press, schools and youth group bulletins Provide opportunity for dialogue May/June EIO RES results presented for comment to
2003 C&DS proposed Advisory/Scrutiny body, Staff Forums, on the intranet
Target
Target
Target Result
Clear information about progress on the RES is published and informs revised Year three Plan
Objective 2:
To Establish Brighton & Hove City Council's
Relevant Policies, Duties and Functions
Result
RES agreed at Policy and Resources
Result
Clear information about progress on the RES is published and informs revised Year two Plan
Result
Objective 3:
To assess and consult on the impact
of Brighton & Hove City Council's Policies,
Duties and Functions
Key Tasks Dates Who How will we know it has been done?
Establish the functions and policies of the June 2002 RE Steering Grids received by group council by reference to the scheme Group Team
of Delegation
Assess for relevance to race equality EPB & Consultation on results leads to Relevant amendments and additions Prioritise over three years Managers
Prioritised lists incorporated into
Departmental Action Plans July 2002 RES to Policy and Resources
Joint commissioned services cross- June-Sept EIO & Assessments to take place across both referenced for relevance to race equality 2002 Directorates agencies
and assessment agreed with partners
Ensure all tasks are covered in August EIO Up-dated Action Plans distributed to Departmental Action Plans for cross- 2002 directorates.- via Equalities Programme referenced functions and statutory duties Board members
Incorporate comments from the RES is updated over time, incorporating consultation exercise new information
Review functions and policies identified Complete Relevant Reviews produced for action within year one – and put by May Managers/
necessary actions in place 2003 with EPB Results monitored by EIO Results published
Policies and functions addressing RE issues revised
Review functions and policies identified Complete Relevant Reviews produced for action within year one – and put by May Managers/
necessary actions in place 2003 with EPB Results monitored by EIO Results published
Policies and functions addressing RE issues revised
Key Tasks Dates Who How will we know it has been done?
Summary of RES distributed to staff Aug EIO Summary in paper and electronic and members 2002 CT form distributed
Consultation: Interim Arrangements
1. Approach proposed agencies to clarify Jan 2003 EIO Letters distributed, replies received, that they are able to participate in the agencies agreed about their role in Interim Consultation arrangements for advising on impact assessments, and impact assessments ( Nov 02- June 03) the methods of consultation
(written form, meetings etc) 2. Produce guidance for staff on
consultation methods when assessing a Dec 2002 EIO Written guidance on PDF for impact on race equality – above to staff available in Nov 02 - June 03 writing & electronically 3. Assess financial impact of the use of
translated materials, interpreters. Present Jan 2003 CT/EIO Report to EPB / P+R to council decision makers/EPB Budgets identified
4. Give advice to managers/EPB members Nov-June EIO/EPB Advice to staff on accessing
when necessary on consultation processes 2003 members interpreting and translating facilities
Key Tasks Dates Who How will we know it has been done?
Review functions and policies identified Complete Relevant Reviews produced for action within year two – and put by May Managers/
necessary actions in place 2004 with EPB Results monitored by EIO Results published
Key Tasks Dates Who How will we know it has been done?
Future plans for community consultation:
Design and run community discussion From Culture & Post-holder is able to advise and lead sessions/workshops in local community Jan 2003 Regeneration on consultation strategies, supporting venues on how best to engage communities Directorate Impact Assessments
in commenting on the race impact of new policies.
Research the feasibility of an Advisory June 2003 EIO Plan in place for establishing an Group and/or monitoring panel on race Advisory Group or Monitoring Panel. equality issues. Make recommendations, Partner agencies signed up to it. with associated timetable.
Produce and publish a new Code of July 2003 RCT + Consultation, with timetable for Culture &
implementation for the council Regeneration
Review consultation methods with May 2004 Culture &
stakeholders and implement changes - Feb 2005 Regeneration
as appropriate
Assessment:
Full impact assessments carried out From Directorates Assessments allocated to work programmes
by directorates Jan 03 EPB reps
Advice to assessing managers as needed On-going EIO/EPB Results of assessment and consultation published
Assessments and consultation results Mar 2003 EIO Equalities Programme Board members returned to DMT’s and EIO’s for evaluation +quarterly receives quarterly reports from EIO EIO’s sample PDF’s assessed as not relevant EIO
to race equality: routine review
Joint commissioned services assessments: Nov 02 + EIO/EPB EPB members receives report from EIO outcomes agreed with partners quarterly as above
Target
Target
Objective 4:
To monitor Brighton & Hove City Council’s
policies for adverse impact
Result
Information monitoring in place to review RES in June 2003
Key Tasks Dates Who How will we know it has been done?
Ensuring areas of council functions relevant to RRAA are monitored:
Establish areas to be monitored across Sept 2002 EIO/PMT directorates to cover:
Service applicants, Service users, levels of access/use, satisfaction rates, complaints, 'Business to Business' episodes
(contractors, funding allocations)
Against census categories (2001). Directorates
Establish other additional questions /PMT (immigration status, religion, and
first language) to use where appropriate.
Identify gaps in monitoring EIO/PMT eg communities’ perceptions of services + EPB reps Establish how to meet monitoring needs
Set monitoring systems in place Dec 2002
Up-date staff and Members on new duties Sept / Oct EIO/PMT Guidance document produced and 2002 disseminated to Directorates Dec 2002 EIO’s Members seminar on RES + scrutiny Dec 2002 EIO’s/HR Staff training on guidance doc Review monitoring categories, ensuring Sept 2002 EIO/HR Guidance includes information of it is consistent with good practice and filling in 'other' category.
local needs
EIO/PMT Guidance has been consulted on within consultation guidelines
Monitoring systems for client services Feb 2003 AD’s/EPB Reports to EPB detail systems developed, approved and set up approval (Feb + Mar 03)
Target
Target
Objective 5:
To meet the specific duties for employers –
monitoring employment
Key Tasks Dates Who How will we know it has been done?
Mainstreaming the Pan-Sussex Aug 2002 RHF Production of council protocol for Racist Incident Reporting Form Co-ordinator PSRIR Form
Oct 2002 Training taken place on use of the form July 2002 Racist incident returns are made by
directorates Review results of monitoring end of year one May 2003
Review priorities for monitoring next year Produce summary of results with amended targets for Year two as appropriate
Repeat in Year three May 2004
Progress of scheme communicated to June 2003 EIO/CT Documents, briefings, interactive events public in relevant languages and formats held to publicise progress and plans Ensure monitoring becomes a corporate May 2004 EIO/PMT Monitoring Policy produced, approved objective by production of a council wide and published
policy
Provide training on policy Nov 2004 EIO/PMT
Key Tasks Dates Who How will we know it has been done?
Targets for meeting employment duties are Sept 2002 EPB/HR Existing staff profile compiled annually monitored as set out in Human Resources
Equalities Action Plan (HREAP) 2001 and incorporates new duties set out in RRAA
Monitoring reports include: Progress on recruitment of Black and Staff in post minority ethnic (BME) people
Applicants for jobs, monitored by racial group (2001 census including internal applicants categories) and compared to 2000 Applicants for promotion results. Reporting sets out baseline
picture by directorate and work teams Grievances Jan 2003 EPB/HR
Disciplinary and capability proceedings Dismissals
Reasons for leaving EPB/HR
Development of, and monitoring of Dec 2002 EPB/HR The existing systems of one-to-one, Corporate one-to-one supervision and /PMT supervisory processes and performance Performance Appraisal processes, appraisals extended across the council, to include assessing the competence of with integral RES monitoring procedures staff and managers in incorporating
action on equalities into their work Dec 2002 EIO/HR Equalities Competencies are incorporated into What Do Good Leaders Do? and Performance Compacts
An Equalities Toolkit for staff and managers to use in supervision, one-to-ones and performance appraisal
available in hard copy/electronic formats. Jan 2003 H&SM Dignity at Work Policy in place,
incorporating bullying and harassment policy and procedures
Monitoring of applicants for training Jan 2003 EPB/HR A new nomination form will be in and training activity: place for all Learning and
Development activity across the council • internal and external training (L+DT)
• coaching Learning development activity will be monitored by 2001 census categories • mentoring schemes
