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:
- publish information to show their compliance with the Equality Duty annually;
- set and publish at least one measurable equality objective that furthers the three aims of the Equality Duty and then again at least every four years.
The Council has met these specific duties. The Council's overall approach to equality and diversity is set out in its Statement of Commitment to Equality and Diversity.
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.
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.
The Council had three corporate equality objectives for 2016-17. These objectives were identifed from local statistical data, feedback from partner organsiations, customers and staff. Progress toward acheiving these objectives is regularly monitored. Background information and progress notes against a set of milestones for each objective are set out in the Corporate Equality Objectives 2016-2017 Summary Report . One existing objective will be retained for 2017-18.
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 with partners 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, when considering significant changes to existing policies and strategies and when considering financial decisions.
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 firstname.lastname@example.org
or ring the Corporate Policy and Community Safety Section on 023 9254 5695.