The Council is committed to furthering equal opportunities and values diversity. These pages provide information about how we demonstrate these commitments in our working practices. The Equality Act 2010
replaced many separate anti-discrimination laws with a single Act. It also strengthened the law in important ways and extends protection against discrimination on the basis of:
race, disability, sex, gender re-assignment, marriage and civil partnership, sexual orientation, age, religion or belief, and pregnancy and maternity.
Public bodies and other organisations carrying out public functions have an Equality Duty. This Duty consists of a general duty and specific duties. The general duty
has three aims which requires public bodies to have due regard to the need to:
- eliminate unlawful discrimination, harassment and victimisation;
- advance equality of opportunity between people from different groups; and
- foster good relations between people from different groups.
The specific duties
are requirements designed to help public bodies meet the general duty. They require public bodies to:
- have published information to show their compliance with the Equality Duty by 31 January 2012 and then again at least annually;
- have set and published at least one measurable equality objective by 6 April 2012 that furthers the three aims of the Equality Duty and then again at least every four years.
The Council met these requirements and now, one year on, has assessed new equality information it collects about its employees and customers and reviewed again its equality practices.
The Council's overall approach to equality and diversity is set out in its Single Equality Scheme 2011-2014
. The Scheme helped the Council to identify priority areas of equality to focus on in light of the three aims of the Equality Duty. Progress acheived toward these priorities is monitored in the Single Equality Scheme Action Plan Update
every six months.
As a public body and strategic partner to many other organisations in the Borough, the Council also collects and shares environmental, social and economic data related to the Borough using recent statistics from national, regional and local sources to help better understand and address the needs of the local community and identify areas of inequality. This Sustainability Profile
provides a shared source of information with partners and is used to help develop the Local Development Framework and Sustainable Community Strategy.
The Equality Monitoring Framework
sets out the Council's approach to the collection of equality monitoring information in order to better understand and respond to the needs of its customers. The Council collectsthis information where relevant to help inform its policies and practices and, above all, deliver good customer care. The Council's corporate approach to equality and diversity is coordinated by the Equality and Diversity Steering Group
, composed of officer representatives from all service units and from the trade union Unison.
The Council is an important local employer and values the contributions of its workforce. Information is collected and monitored by Personnel to ensure fairness at all stages of recruitment and employment. Information is also collected from regular staff surveys to help the Council understand and address any staff issues or concerns related to equality. All of this information is summarised in the Annual Personnel Information
The Council has adopted three initial equality objectives from the priorities identified within its Single Equality Scheme. These objectives are in effect from 1 April 2012 to 31 March 2014, the remaining period of the Scheme. Progress toward acheiving these objectives will be monitored and reported to the Council Management Team. Background information and progress notes against a set of milestones for each objective are set out in the Council's Equality Objectives Progress Update
The Gosport Diversity Profile
is a summary of the most recent statistical information about Gosport relating to the protected groups covered under the Equality Act 2010.
The Council works closely with many other service providers, both voluntary and public, across the Borough to understand the needs of service users from minority or marginalised groups. Sharing knowledge and experiences through the Gosport BME Wellbeing Network
improves understanding among local service providers of the needs of local people.
The resources below provide additional sources of information for understanding the needs of people based on individual characteristics such as age, disability and race, and contact details for local support offered. Equality Impact Assessments
The Council tries to understand the diverse needs of its staff and customers when developing and implementing policies and strategies and when making key decisions. To do this, equality impact assessments (EIAs) are valuable tools to help understand the affect these may have on different groups of people and to help us ensure no discrimination is taking place. The Council uses EIAs during the development stage of new policies and strategies and when considering financial decisions. Existing policies and strategies are also re-assessed at least every three years or when significant changes are being considered.
To find out more about the Council's EIA process and to view EIAs which have already been undertaken, please see below:
We are always interested in improving the information we provide on these pages and welcome any comments. If you have any enquires or comments you wish to make, please contact us on email@example.com
or ring the Corporate Policy and Community Safety Section on 023 9254 5695.