Reigate & Banstead Borough Council

Equality Scheme & Equality Objectives2012-2016

Our Equality Objectives are: To improve the Council’s equality data evidence base To communicate effectively, especially with regard to

accessibility

To actively encourage resident/customer involvement in service development /delivery especially with regard to accessibility

Fairness in employment

We are happy to provide information in other languages, large print, braille or on audio tape – please contact our Help Line 01737 276000 if you would like this service.

 

 

  

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1. Introduction

1.1. This Equality Scheme is a plan which outlines the actions Reigate & Banstead Borough Council will take to address aspects of the general equality duty placed on public authorities as outlined in equality legislation.

1.2. From 5 April 2011 there is no longer a requirement for public authorities to produce an Equality Scheme. However we have decided to retain an Equality Scheme to help us to develop, set and publish our Equality Objectives.

1.3. As part of the Equality Act 2010, a new general equality duty came into force on 5 April 2011 in order to harmonise the previous race, disability, gender and other duties and to extend protection to the new ‘protected characteristics’ listed in the Act:

age disability gender reassignment marriage and civil partnership pregnancy and maternity race religion and belief sex sexual orientation

(‘Protected characteristics’ is a new term; some of the above were previously known as equality strands or grounds.)

1.4. The general equality duty is set out in section 149 of the Equality Act 2010 and covers age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex and sexual orientation. Marriage and civil partnership are also covered, but not for all aims of the duty.

1.5. In summary, those subject to the general equality duty must have due regard to the need to:

Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.

Advance equality of opportunity between people who share a protected characteristic and those who do not.

Foster good relations between people who share a protected characteristic and those who do not.

1.6. Having due regard for advancing equality is explained in the Act as involving:

Removing or minimising disadvantages suffered by people due to their protected characteristics.

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Taking steps to meet the needs of people from protected groups where these are different from the needs of other people.

Encouraging people from protected groups to participate in public life or other activities where their participation is disproportionately low.

1.7. The Act advises that meeting different needs involves taking steps to take account of disabled people’s disabilities. It describes fostering good relations as tackling prejudice and promoting understanding between people from different groups. It states that compliance with the duty may involve treating some people more favourably than others.

1.8. The duty to have due regard to the need to eliminate discrimination also covers marriage and civil partnership.

1.9. The Act also includes specific duties for public authorities including setting Equality Objectives by April 2012. Setting Equality Objectives will help us better meet the general equality duty, focusing on the outcomes to be achieved. In preparation for setting our objectives we built on our previous work by:

Extending the ‘due regard’ provisions to all the protected groups

Ensuring key staff had refresher Equality training

Ensuring that all staff are aware of the implications of the general equality duty

Addressing gaps in the quantity and quality of our data collection and evidence and working towards maintaining information in a more structured way

Continuing to build the planning and subsequent completion of Equality Impact Assessments into our business planning so that we mainstream equality activities.

Providing ‘working’ Equality Objectives while we developed our objectives to strengthen our performance of the general equality duty. These ‘working’ objectives arose from past work and were: to improve our equality evidence base; to communicate effectively; to actively encourage resident/customer involvement in service provision and delivery; and fairness in employment. It was evident from our past and current work that we had insufficient equality data and that this affected the way in which we could determine accessibility, engagement and communication.

2. Equality Objectives

2.1. We consulted on our ‘working’ Equality Objectives via our website, staff intranet and in face to face discussions with representative groups, partners and stakeholders. Following the consultation outcomes, we amended the objectives and consulted on them again.

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2.2. Reigate & Banstead Borough Council’s Equality Objectives for 2012-2016 are:

To improve the Council’s equality data evidence base

(We need more information about our customers and residents by their protected characteristics so that we can make sure services are accessible.)

To communicate effectively, especially with regard to accessibility

(We need to make sure that customers and residents with protected characteristics know how to access our services and understand what services are available.)

To actively encourage resident/customer involvement in service development /delivery especially with regard to accessibility

(We want to make sure that our customers and residents can have input to and involvement in how we develop and deliver our services so that we do not unintentionally discriminate against protected groups or create barriers or prevent barriers from being overcome.)

Fairness in employment

(As well as having due regard to the equality needs of our customers we need to pay due regard to staff equality.)

2.3. These objectives are overarching and the tasks we need to undertake to achieve our objectives and ensure that they are SMART (specific, measurable, achievable, realistic and timely) form part of our Action Plan.

3. About the Borough of Reigate and Banstead

3.1. Reigate and Banstead is located immediately south of London. The borough enjoys a prime location within the Surrey Hills Area of Outstanding Natural Beauty. It has a number of commons and lowland heath including Sites of Special Scientific Interest. Residents and businesses benefit from good transport links into London and to the South Coast. As a result of these factors the borough has a strong and thriving economy.

3.2. Of the four principal settlements in the borough, Redhill is the largest with a population of around 25,700 and the population of the borough is 138,600 (2010 mid year estimate). Outside the large settlements of Banstead, Reigate, Redhill and Horley the borough has a number of smaller villages and outlying areas.

3.3. Of the population in the borough just over 10% class themselves as from ethnic minorities (2009 mid year estimate). Many of the borough’s residents generally enjoy good health and higher than average life expectancy however, 26% of households have at least one person with a long-term illness compared to the England average of 34% (Census 2001).

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3.4. The borough is a relatively affluent area with 2% of people aged 16-64 claiming Job Seekers Allowance (JSA). The borough has above average levels of economic activity, with 94% of men 71% of women aged 16-64 classed as economically active. The percentage of people with no qualifications (7%) is much lower than the national level (11%), whilst the percentage of people with the highest qualifications (40% NVQ4 and above) is significantly above the regional and national average.

3.5. Reigate and Banstead is an attractive area. With 70% of the area forming countryside much of which is of landscape value, a good local economy and excellent transport links, this a popular place to live and work. According to the Index of Multiple Deprivation 2010, the borough is one of the least deprived in the country ranked 292 out of 326. However, within Surrey Reigate and Banstead is the fourth most deprived borough out of 11. There are also some significant local variations, with 11 neighbourhoods in the borough (known as ‘lower layer super output areas’) in the most deprived 10% in Surrey; one of which is in the most deprived 20% in the country.

4. How the Borough Council is structured

4.1. Reigate & Banstead Borough Council currently operates Executive arrangements with a Leader and Cabinet model under the Local Government Act 2000, together known as the Executive, with support from Council officers. There are 51 Councillors who sit on a number of different committees. These comprise as follows:

Executive is comprised of the Leader of the Council together with up to nine other portfolio holders. The Executive carries out all the Council’s functions that are not the responsibility of other parts of the Council.

Overview and Scrutiny Committee: Comprising of 15 Councillors, this committee reviews and scrutinises decisions made by and the performance of the Executive, Committees and Officers in relation to policy objectives and performance targets. It assists in policy review and development and acts as the designated audit committee and crime and disorder committee. In addition, it undertakes wider reviews of public bodies delivering services to, and issues affecting the quality of life of, residents of the borough.

Standards Committee: Promotes high standards of conduct by Members of the Council and oversees the implementation of the Council’s anti-fraud and anti-corruption policy (5 Councillors).

Regulatory Committees and Sub-Committees: There are three main committees: Planning (19 Councillors), Regulatory (10 Councillors), Licensing (15 Councillors) and 5 Licensing sub-committees. These committees make decisions about regulatory matters such as planning permissions and liquor licensing.

Employment Committee: The Employment Committee (5 Councillors) is responsible for certain matters relating to individual employees.

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4.2. We have approximately 520 staff. The Chief Executive is the Head of Paid Service and has overall responsibility for the management of the Council. He is supported by a Deputy Chief Executive and 6 Heads of Service.

4.3. The Council is responsible for delivering the following services:

Building and Development Services

- Prepare all statutory plans regarding land use and development

- Provide expert advice to people making planning applications

- Scrutinise and decide planning applications and building regulations

- Investigate contraventions of planning approvals and building regulations and take appropriate action

Environmental Services

- The collection, recycling and disposal of domestic and clinical waste

- Cleaning of streets and public places

- Monitoring atmospheric pollution and noise and investigating complaints

- A range of public protection activities, e.g. safety of premises like petrol stations, entertainment centres, offices, warehousing and other consumer-based premises

- Licensing a range of activities e.g. taxis and private hire vehicles, alcohol and inspection of all food premises

- The provision of council run car parking, including charging for parking

- Controlling street parking using parking attendants

- Managing parks and open spaces - including playing fields, nature reserves, woodland and allotments

Housing Services

- Providing housing advice

- Dealing with applications from people requiring housing

- Providing grants for disabled adaptations to homes

- Providing advice on improving home energy efficiency

- Identifying and ensuring the current and future housing needs of local citizens are met

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Leisure Services

- Providing sports and leisure facilities in the borough

- Providing neighbourhood Community Centres

Revenues and Benefits Service

- Providing advice and administer housing benefit claims

- Providing advice and administer council tax benefit claims

- Billing and collection of local taxation (Council Tax)

Customer Services

- To provide easy access to, and deal with enquiries about, local authority services and local information through the following channels:

Face to face – Four Help Shops, one Help Shop surgery and Town Hall Reception

Telephone – Help Line, including the Council’s switchboard function

Online – Help online via the Council’s website, which deals with customer enquiries

Written – Managing e-mails sent to the Council and also handling the Council’s complaints handling processes

Corporate Development

- Providing Electoral Services

- Grant aid to local voluntary groups

- Web and information services

- Voluntary sector support

- Community liaison and community planning

- Handling complaints and access to information requests

Services which Support Service Areas

- Legal

- Human Resources

- Finance

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- IT

- Support Services

- Policy

5. Our Corporate Equality Policy

5.1. Under our Equality Policy, the Council is committed to fulfilling its role as an employer, service provider, purchaser of goods or services and community leader without discrimination in terms of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation or any other status.

5.2. All Members, employees and agents of the Council must seek to eliminate unlawful discrimination, harassment, and victimisation and promote equality of opportunity between different groups and foster relations between different groups.

5.3. We aim to:

Eliminate any form of unlawful discrimination, harassment and victimisation which are under the control and influence of Reigate & Banstead Borough Council.

Promote equality of opportunity and good relations between people of different races and groups and encourage a sense of community cohesion.

Recognise and value the differences between us (in both the Council and the community).

Comply with all our legal requirements and adhere to our responsibilities of providing community leadership.

Exercise community leadership role.

5.4. The Equality Policy aims to have the following desirable outcomes:

Services that are accessible by all members of the Reigate & Banstead Borough community.

Provision of information about Council services which is accessible by all members of the Reigate & Banstead Borough community.

Employment opportunities that are open to all applicants.

Training and development opportunities open to all employees.

Pay and conditions of services that are fairly applied to all employees.

Members and employees who are aware of their general and specific duties to equality in undertaking their duties within the Council.

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Agencies who carry out work on behalf of the Council can demonstrate a commitment to promote equal opportunity to all customers.

5.5. Our key message is the importance of understanding and respecting that we are all different but all have an equally valuable contribution to make to the success of the organisation and the community. Our commitment to diversity means that we recognise and value difference; we aim to provide services appropriate to people’s individual needs and not the same service to everyone irrespective of their needs.

5.6. We are committed to treating all members of the community and all employees with dignity and respect. Any Councillor, officer or member of the public with cause for concern has the right to complain. All complaints will be treated sympathetically and confidentially in accordance with our Fairness at Work and Complaints Policy. We recognise our responsibilities to stop unlawful discrimination, victimisation and harassment, on whatever grounds, as quickly as possible.

5.7. We will take appropriate action against any employee or elected member found to be guilty of harassment at work, on or off the premises. In all investigations or subsequent actions under our Fairness at Work Policy, emphasis will always be placed on how the alleged unlawful discrimination, victimisation and harassment makes the complainant feel, not what the harasser’s motives were.

6. Involving the community in developing elements of the Equality Scheme

6.1. In order to gain a real understanding of the issues related to equity of provision, those with the most firsthand experience and understanding of the previous areas under development were centrally involved in developing our initial scheme and continued to be involved in helping set our Equality Objectives.

6.2. A range of consultative methods was used to provide opportunities for individuals, groups, partners and stakeholder organisations to get involved and help shape the scheme. This collaborative approach helped to ensure we captured the key issues and problems particular groups faced and the consultation undertaken had the purpose of helping us determine the priorities for a related Action Plan. When hard to reach or seldom consulted groups were identified, additional measures were used to try to increase involvement. We will continue to involve the community in achieving our objectives.

7. Equality Impact Assessments

7.1. In order to have ‘due regard’ in the exercise of the functions of Reigate & Banstead Borough Council, we must ensure we mainstream equality into all our decisions and activities.

7.2. An Equality Impact Assessment is to be carried out on all new policies, those under review and all major decisions. Managers are required to identify the purpose and aims of the policy or decision; consider any information available in relation to the policy and what this information tells us about the impact on protected characteristics, particularly whether this information indicates an adverse impact or

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potential impact on protected characteristics. If an adverse impact is not identified, no further impact assessment work is required.

8. Equality in service provision

8.1. Equality in service provision is not about providing an equal service to all, but about providing services that are sensitive to difference and where individuals’ diverse needs are respected, accommodated and at the heart of the service. Individuals and groups in Reigate and Banstead may not receive equal access to services because facilities may not always be appropriate, accessible or sensitive to needs.

8.2. To improve the way in which Council services are delivered we have produced an Access Guide setting out various ways to respond to the service needs of the borough’s residents and customers with disabilities, as well as those for whom English is not their first language. The Council has also worked to secure a fully accessible environment for the benefit of all. All our Help Shops and the Town Hall are accessible to wheelchair users, with interview room tables and service desks at suitable levels, and all sites have Portable Induction Loops. Breast feeding facilities are available and appropriate signage is displayed.

8.3. We use specialist organisations to assist us with customers who are hearing or speech impaired or provide information in an appropriate medium.

8.4. We have access to translation facilities for members of the community for whom English is not their first language.

8.5. We encourage and welcome suggestions for improvements.

8.6. We are committed to providing accessible translation facilities so documentation is available in a variety of formats including Braille, Large Print and audio.

8.7. We provide Disabled Facilities Grants to help people live more comfortably in their homes and enable independent living.

8.8. We support a range of voluntary organisations providing services and advice to a wide range of groups.

8.9. However, we recognise that these are only first steps towards addressing accessibility for all.

8.10. We aim to ensure that customers will not have difficulty accessing our service because of disability, age, faith, race, gender, sexuality, understanding or language. Complementary to this, we aim to ensure our staff are trained in and able to deal effectively with equality and diversity needs whether for individuals or in the context of the service they are providing. This will enable us to provide the right level of assistance to those who may need additional help, for whatever reason. The outcome will be improved equality of access to our services and ultimately equal access for all people in the borough who need our services.

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9. Equality in employment

9.1. The Council wholeheartedly supports the principle of equality of opportunity in employment. It is in Council’s and the community’s interest that the staff we employ reflect the local community and ensuring that the attributes, talents and skills available throughout the community are considered when employment opportunities arise. The Council is not only committed to a robust equal opportunity policy in recruitment and selection but is also committed to equal opportunities through training and development, appraisal and promotion to retirement. Furthermore, the Council’s aim is to provide a working environment that respects the rights of each individual employee and where colleagues treat each other with fairness and respect. Any behaviour that undermines this aim is totally unacceptable, as outlined in our Fairness at Work policy.

9.2. The Fairness at Work Policy informs, guides and encourages fairness at work, including dignity at work, employment practices and relationships between employee, employer and clients/customers associated with the Council. Staff training and communication of the policy will raise awareness of the policy and provide a basis for best practice.

9.3. Through the policy the Council wants to achieve:

A harmonious working environment and culture based on fair working practices, dignity and respect.

An environment where equality complaints are taken seriously and dealt with quickly and efficiently without victimising the individual who made the complaint or those falsely accused.

A culture where it is known that discrimination, harassment, victimisation and bullying are unacceptable and are not tolerated.

An environment where individuals or groups are aware of this policy and procedure and feel confident enough to bring complaints without fear of reprisal.

A position where everyone has a responsibility to challenge discrimination, harassment, victimisation and bullying within the Council.

Recruitment of Staff

9.4. The Council’s Recruitment & Selection Policy states:

The Council recognises its staff as being fundamental to its success. A strategic and professional approach to recruitment processes help enable the Council to attract and appoint staff with the necessary skills and attributes to fulfil its strategic aims, and support the Council’s values.

9.5. The Council is committed to ensuring that the recruitment and selection of staff is conducted in a manner that is systematic, efficient, effective and promotes equality of opportunity.

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9.6. Applicants are asked to complete an application form. This form has a separate Equal Opportunities Monitoring section, where we ask for personal information including information on the applicants’ sex, age, race and disability. This form is separated from the main body of the application form, so that when managers shortlist they do not have any personal data regarding the applicant and select for interview purely on how well the applicant meets the criteria for the job.

9.7. We are proud to display the two-tick disability symbol on our recruitment adverts. The symbol demonstrates and communicates our positive approach to employing people with disabilities. For prospective employees, job details are available in alternative formats if requested. Applicants with disabilities are identified through the Equal Opportunities Monitoring Form, which is sent out with every application form. Special arrangements are offered, if necessary, for the interview and selection process. For the successful applicant, reasonable adjustments and adaptations can be made, sometimes in collaboration with Access to Work. Indeed, conditions of employment may be varied, for instance by giving the employee greater flexibility with regard to the hours of work, thus allowing greater flexibility with travel arrangements.

9.8. All employees will have equal access to training and opportunities for promotion and other aspects of career development based solely on their abilities. To enable equal access to training, adjustments will be made, where necessary.

9.9. Employees will be asked every two years through the Staff Audit exercise to confirm that information held is correct and annual monitoring reports will be run from this information. If an employee becomes disabled during their employment with the Council, appropriate levels of support will be investigated. All reasonable measures will be taken to retain employees with disabilities. More usually it is through the employee’s line manager or a referral appointment to the Council’s Occupational Health Specialist that this information becomes apparent. Occupational health advice will be sought regarding suitable reasonable adjustments required for disabled employees.

10. Statistics

The Council keeps equalities statistical data about its workforce, for example:

10.1. As at 1 November 2011 our records showed:

- That 9% of the Council’s workforce has a disability as defined by the Equality Act. This compares to 6.1% of the economically active population within Reigate and Banstead, who have a disability (from the 2001 Census information).

- That 41% of our staff were female. This compares to the ONS 2009 mid-year estimate for females in the borough standing at 51%.

- That 11% of the Council’s workforce declare they are from black and minority ethnic backgrounds, compared to the ONS mid-year estimate of just over 10% for the borough.

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11. Equality in procurement

11.1. We do not just value diversity and equality within our own working practices and the services we provide, but also expect those supplying services on our behalf to adhere to those values.

11.2. Our Procurement Strategy and procedures reflect that we will respect and value good employment practice; equality and diversity principles in procurement decisions and seek to ensure our provider markets meet the same duty and standards. In particular, we will ensure that all contracts are delivered in a way that are non-discriminatory and which promote equality of opportunity for staff, the public and businesses.

11.3. We will have due regard to equality considerations in meeting our obligations to comply with the general equality duty in the timing and undertaking of procurement including those that are contracted out. Where the duty does not directly apply to the external contractor we may need to include obligations relating to equality in the contract relating to the service, in order to comply with the duty. This requirement will apply regardless of the value of the contract; however the value may influence the relevance and proportionality of equality considerations.

11.4. We will analyse the effect of our procurement and commissioning policies, if relevant to the aims of the duty. To meet the general equality duty we shall embed equality considerations into our corporate strategies or procurement and commissioning policies. We will also engage with existing service users and use equality information. We will also remind and assist our external contractors of their obligations.

11.5. Furthermore, our Contract Conditions stipulate that all contractors must comply with all applicable legislation relating to data protection.

11.6. Further details on our procurement procedures are available from the Council’s central procurement team.

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12. Equality Objectives Action Plan

Objective Actions Outcome

To improve the Council’s equality evidence data base

1. Purchase Mosaic to provide targeted demographic data.

From consultation and service function plans it is clear we have insufficient data about people in protected groups. Provision of this data will enable us to engage, involve and communicate more effectively and should improve accessibility.

2. Equalities Group to monitor monthly functional services that have committed to providing service equality data by 2013.

3. Equalities Group to identify functional services which have not set up systems for collecting and monitoring equality data and ensure that mechanisms are set up by autumn 2012.

4. Equalities Group to provide quarterly feedback to Senior Management Team on non-compliant or slow progressing functions.

5. Policy team to collate 2011 Census data applicable to Reigate & Banstead as it becomes available during 2012 and thereafter.

6. Equalities Group to monitor monthly consultations on our website and other consultations to ensure equality data is collected.

7. Equalities Group/OMT to review complaints data for equalities themes.

8. Equality data on website and intranet toolkit to be kept up to date with quarterly review by Equalities Group to ensure this is done.

9. Design and use of translation facility on website and on key

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policy documents including Level 1 Policies.

10. Equalities Group to review Progress Spring 2013 ready to refresh action plan for 2013 & onwards.

Communicate effectively, especially with regard to accessibility

11. Equalities Group to monitor (monthly) functional areas that committed to communication & accessibility in function plans.

Without obtaining adequate data (see first objective) we cannot be effective in this objective. Monitoring our communication and obtaining feedback about it will assist in ensuring that residents & customers know how to access our services and understand what services are available. It will also assist in identifying needs and patterns of disadvantage and how to overcome them and will enable us to identify opportunities to promote equality and foster good relations.

12. Equalities Group to provide quarterly feedback to Senior Management Team on non-compliant or slow progressing functions.

13. Equalities Group to provide web updates on accessibility and progress.

14. Equalities Group to undertake a web and face to face consultation in autumn 2012 to monitor progress.

15. Customer Services to monitor all complaint letters and report to Equalities Group instances that relate to equalities, communication & accessibility.

16. Ensure that a member of the Council’s communication team is either a permanent member of the Equalities Group and/or that the Equalities Group has access to the Communications Team. An Equalities Communication Plan to be in place for 2012-13.

17. Equalities Group member (LB) to advise function managers by

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April 2012 of monitoring process of Equality Issues in function plans.

18. Equalities Group to obtain targeted feedback back via e-mail, phone and letter in autumn/spring 2012/13s.

19. Equalities Group to review progress in spring 2013 ready to refresh action plan for 2013 & onwards.

Actively encouraging resident/customer involvement in service development and delivery especially with regard to accessibility

20. Equalities Group to monitor (monthly) functional areas that committed to encouragement/involvement in service development.

Monitoring activity and obtaining feedback will enable us to advance equality of opportunity between different groups and fostering good relations. Involvement in service development or delivery will assist in removing or minimising disadvantage suffered by people due to their protected characteristics.

21. Equalities Group to provide quarterly feedback to Senior Management Team on non-compliant or slow progressing functions.

22. Equalities Group to undertake web & face to face consultation with protected groups in autumn 2012 to monitor progress.

23. Equalities Group to obtain targeted feedback on encouragement/involvement via e-mail, phone and letter in autumn and spring 2012/13.

24. Equalities Group to review progress in spring 2013 ready to refresh action plan for 2013 & onwards.

Fairness in employment

25. Equalities Group to monitor progress (monthly) on objectives set out in function plans.

Empowered, engaged and well supported staff can assist in fostering good relations by tackling prejudice and promoting understanding between people with different protected characteristics be they staff, residents or customers.

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26. Equalities Group to provide quarterly feedback to Senior Management Team on non-compliance or slow progress.

27. Human Resources (HR) equality data to be kept up to date by HR – to be reviewed at least 6-monthly.

28. HR to include equality issues in next Staff Satisfaction Survey (date to be advised).

29. Equalities Group to review progress in spring 2013 ready to refresh action plan for 2013 & onwards.

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