Equality and Diversity

Equality and diversity policy

We are committed to equality and social inclusion as an employer, service provider and as a strategic partner both locally and regionally. Equalities is an important part of our work and as such we have processes within the organisation to make sure it is active and always in our thinking.

Community Consultation and Engagement

As part of our equality analysis, where appropriate, we actively engage with our community networks, stakeholders and wider community.

Strategic Support

As we continue to make difficult and challenging financial decisions the proposals for change are rigorously assessed. The Strategic Support Team ensures that consultation with the relevant stakeholders and the wider community takes place. The Strategic Support Team also ensures that an Equality Analysis report is completed and that all council members understand the equality implications prior to them making budgetary decisions. 

Equal Pay

The Council strives for equal pay. An equal pay audit has been completed for employees covered by the National Joint Council pay and conditions of service. The Council has been working closely with the trade unions and the pay grades relating to NJC staff were jointly agreed between the Council and the trade unions. 

Training

As part of our on-going commitment we also have a comprehensive training programme to ensure all of our staff have an awareness and an understanding of the principles and performance associated with delivering of services in a fair and supportive manner. 

Equality Act 2010

The main provisions of the Equality Act 2010, which provide the basic framework of protection from discrimination, victimisation and harassment, came into force from 1 October 2010.The Act replaces all existing anti-discrimination laws, and extends protection across a number of ‘protected characteristics’. From 5 April 2011 the public sector equality duty came into force

Publishing Equality Information

The specific duties of the public sector equality duty require public bodies, including Councils, to publish certain types of information, for example information in relation to the protected characteristics of employees, and persons who share a relevant protected characteristic who are affected by our policies and practices. They also require the publication of one or more equality objectives that we think achievable in relation to the public sector equality duty.

Equality Objectives

Under the terms of the Equality Act 2010 (Specific Duties) Regulations 2011, public bodies were required to publish equality objectives no later than 6 April 2012.

Equality Impact Assessments

Equality Impact Assessments (EIAs) are an important tool in demonstrating how we as a Council have paid, and are paying, due regard to the public sector equality duty.
Equality assessments form part of the information provided to decision makers within the Council and are available as part of the relevant committee report.


Last Updated on 29 September 2017