BLACKPOOL BOROUGH COUNCIL
RACE EQUALITY SCHEME
FOREWORD Blackpool Borough Council's Race Equality Scheme has been drawn up to meet the new duties arising out of the Race Relations (Amendment) Act, 2000. The Council recognises that this Act is about institutional change and assists us in embedding the principles of diversity and social inclusion in our work. This document is an integral part of the service design and scrutiny work of the Council and is aimed at improving performance, meeting our commitment and promoting and delivering race equality. In 2001 the Council and the Blackpool Challenge Partnership commissioned the Centre for Ethnicity at the University of Central Lancashire to undertake a comprehensive analysis of black and minority ethnic issues in the town; mapping needs and importantly identifying how they can be incorporated within the Council’s delivery structures. This Race Equality Scheme includes actions and commitments to ensure that diversity, equality and fairness is lead, directed and delivered by the Council - in line with our core value to promote equality of opportunity in all we do. We have started the process of involving key stakeholders such as minority ethnic communities, our staff, managers, elected members and partner agencies to ensure their views are reflected in this Scheme. Importantly, we have evaluated our internal process and developed an officer Equalities Working Group led by the Head of Personnel and representative of Senior Officers working on equality issues within the Council to monitor and drive change. This Group will report to the Chief Executive's Strategy and Performance Management Group (CESPG) who has the responsibility of managing the performance of the authority. In compiling the Scheme we have sought to consult with, engage and involve representatives of the minority ethnic community of Blackpool. The Ethnic Minority Liaison Group, representative of the minority ethnic community in Blackpool, has played a role in developing the Scheme, as have both the Faith and Equalities Forum within the Blackpool Local Strategic Partnership structure. The Preston and West Lancashire Race Equality Council have also played a key role in its production. Each of these bodies will continue to play a key role in the external scrutiny of this Scheme. This Scheme is both a living and evolving priority. It takes forward the approach the Council has taken in modernising our public services. We want the diverse communities of Blackpool to have access to, and engagement with, high quality public services, which meet their needs. And for ourselves we are starting, with commitment, on a journey to ensure that the workforce reflects the community that we serve. Blackpool Borough Council recognises that this Race Equality Scheme is not just about addressing racism and discrimination, but about promoting social inclusion. Your comments on this Scheme are welcomed and encouraged. A comments form and contact details are contained at the back of this document.
Roy Fisher Steve Weaver Chief Executive Blackpool Borough Council
Councillor Roy Fisher Leader of the Council Blackpool Borough Council
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ACKNOWLEDGEMENT
This Race Equality Scheme has been developed with the assistance of the University of Central Lancashire, who brought together representatives of Blackpool Borough Council services to form a corporate response to this issue. The Scheme also benefited from the earlier publication “Blackpool Responds” - a research project undertaken by the University of Central Lancashire in Summer of 2001 which aimed to identify the nature and needs of Blackpool’s black and minority ethnic population. A number of recommendations were made in that report which have been incorporated into this Scheme. The Multi-Agency Ethnic Minority Liaison Group, the Blackpool Equalities Forum and the Blackpool Faith Forum have also contributed to the production of this document. The support and advice of Preston and West Lancashire Race Equality Council has also been welcomed. This document can be made available in a number of formats upon request, ie large print, audiotape, Braille or in a minority ethnic group language.
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CONTENTS Page Number
1.
INTRODUCTION AND BACKGROUND · · · · · ·
2.
3.
· ·
5.
12
Race Equality - Our Progress Services - What we have done so far Action Plan to meet the Equalities Standard for Local Government Next Steps - Developing the Race Equality Scheme Race Equality Statement of Intent
HOW WE WILL MEET THE GENERAL AND SPECIFIC DUTIES KEY TASKS · · · ·
9
Our Values and Principles Our Race Equality Strategic Aims How we will approach the specific duties
SERVICE DELIVERY ON RACE EQUALITY · · ·
4.
Blackpool - Our Community Race Relations Amendment Act - General Duty Blackpool’s Race Equality Framework Consultation, Implementation and Review Our Commitment and Core Values Equality of Service Provision
RACE EQUALITY - OUR STRATEGIC OBJECTIVES · · ·
4
19
Assessment of the impact on race equality Arrangements for Consultation Arrangements for Monitoring and Publishing Results Ethnic Minority Developments 2002-2005
OUR RACE EQUALITY SCHEME
21
Action Plan and Timetable · Objective 1 : Assessment · Objective 2 : Monitoring · Objective 3 : Publishing Results · Objective 4 : Access to Information and Services · Objective 5 : Employment Monitoring · Objective 6 : Training 6.
CONSULTATION
27
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CHAPTER 1 INTRODUCTION AND BACKGROUND Blackpool - Our Community Blackpool - Our Community According to the 2001 Census results, the Black and Minority Ethnic population of Blackpool is just over 1% of the total population of Blackpool. The three largest groups within the minority ethnic community of Blackpool are South Asians with identifiable links with India, Pakistan and Bangladesh, the Irish community and the most sizeable group, the Chinese Community. Blackpool has an overall population of 142,283 according to the 2001 census. Unlike other parts of the country there are no residential and geographic patterns of concentration. The Black and minority population of Blackpool is largely professional and serves the retail, catering and industry. In contrast to the small ethnic minority population, Blackpool has a large young population compared with other towns. Transient population movements are a major factor in Blackpool’s inner wards. As a major tourism resort, the town attracts some 16 million visits a year (1999 figures) but there are high levels of economic and social deprivation in eleven of Blackpool’s 21 wards, seven of which are ranked within the 10% most deprived wards in England. In relation to crime, Blackpool experiences crime levels above both regional and national averages, although some significant reductions in all crime categories had been achieved as this scheme went to press. The Blackpool Community Safety Partnership has identified vulnerable groups as a key priority in its Community Safety Strategy, of which the ethnic minority community is identified.
The Race Relations (Amendment) Act 2000 The Race Relations Act 1976 provides the specific legislative base for action taken to address the issue of racial discrimination. On 2nd April 2001 the Race Relations (Amendment) Act 2000 (RR(A)A) came into force, this Act extends the scope of the 1976 Race Relations Act to include all functions of all public authorities. The RR(A)A significantly strengthens and extends the scope of the 1976 Act. It does not replace it. In addition the new Act places an enforceable, positive duty (General Duty) on most major public authorities to promote race equality. Local authorities must also comply with Specific Duties that set out the arrangements for meeting the requirements of the General Duty.
Race Relations (Amendment) Act 2000 - General Duties This Scheme sets out the Authority's arrangements to meet its General and Specific Duties as set out in the Race Relations (Amendment) Act 2000 and in its associated Code of Practice to promote Racial Equality. 4 policy/racial/scheme.doc
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The General Duty is to:· · ·
eliminate unlawful discrimination promote equality of opportunity promote good race relations between people of different racial groups
This duty applies not only to the direct work of the authority, but also to the way in which it carries out its functions within partnerships. It takes account of Blackpool Borough Council as:(i)
A provider of services.
(ii)
A partner within the local Strategic Partnership in the town.
(iii)
The key community leader.
Our Race Equality Structure The diagram below illustrates our internal Race Equality structure. The Chief Executive’s Strategy and Performance Group (CESPG) provide leadership and direction for all equalities work, and will manage performance of the authority to ensure corporate commitment to this scheme. CESPG will charge delivery of the scheme to Heads of each Service via the internal Equalities Officer Group led by the Head of Personnel. CESPG INTERNAL EQUALITIES OFFICER GROUP HEADS OF SERVICE
Blackpool’s Race Equality Framework The framework adopted for the Scheme covers the following key areas:(i)
Our race equality values and principles
(ii)
Our race equality strategic aims
(iii)
How we will meet the general duty
(iv)
How we will meet the specific duties
(v)
Our action plan and timetable
(vi)
How we will review our plan and timetable 5
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(vii)
Our race equality targets and performance indicators
(viii)
How we will deal with complaints
(ix)
How we will consult our staff and the public, including ethnic minority communities, at different stages of the action plan and also; · ·
How we will tell our staff about our plans and activities How we will tell the public about our race equality progress
Consultation, Implementation and Review This Scheme was drafted in May 2002 and has gone through a period of consultation, both internally and externally, with the groups identified in the diagram below. It sets out the actions required to meet the General Duty for a period of three years, ie until May 2005. Within this period, the actions identified in the Scheme will be pursued via a process of assessments of adverse impacts, consultation, and review and policy implementation within the organisational structure identified. The Scheme will be updated annually. Within the three-year period, covered by the Scheme, individual timetables will be set for specific activities including annual reporting and review. At the end of the initial three-year cycle, the full Scheme will be reviewed and the results published. The diagram below highlights the internal and external groups and organisations we will work with to implement and review this scheme.
RACE EQUALITY SCHEME INTERNAL
EXTERNAL
CESPG
ETHNIC MINORITY LIAISON GROUP
PRESTON AND WEST LANCASHIRE REC
EQUALITIES MANAGEMENT GROUP
FAITH AND EQUALITIES FORUM
COMMISSION FOR RACIAL EQUALITY
HEADS OF SERVICE
ETHNIC MINORITY GROUPS
Both the Faith and Equalities Forum have been established within the Local Strategic Partnership Structure within the town. Elected members will review the Scheme, both as members of the Ethnic Minority Liaison Group and as part of the Executive structure of the Council.
Our Commitment Blackpool Borough Council has six priorities. These are:² Promoting Lifelong Learning ² Developing the Urban Environment
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² ² ² ²
Building Communities and Citizenships Tackling Crime and Disorder Regenerating the Economy Improving Health and Wellbeing
In addition to the key priorities, the Council has six core values as identified below:-
Blackpool Borough Council Core Values ·
Working in Partnership.
·
Enhancing democracy.
·
Integrity.
·
Delivering Best Value.
·
Striving to be a good employer.
·
Promoting equality of opportunity in all we do.
In relation to equality issues, we have identified the following aims:
Our Equality Aims ·
Work to achieve social justice and inclusion.
·
Oppose and prevent discrimination against individuals because of their age, disability, gender, faith, ethnic origin or nationality, sexual orientation, domestic circumstances, marital status, or political belief.
·
Treat all citizens of Blackpool fairly and with respect.
·
Recognise the rights of individuals to participate fully in the democratic, social and economic life of the Borough.
·
Measure how successfully it is delivering these commitments and be open and transparent, publishing its achievements”.
Equality of Service Provision In January 2002, we published the document “Equality of Service Provision”. The Policy was written and produced as a public document in line with our third core value “to promote equality of opportunity in all we do”, and illustrated our commitment to ensuring that services are provided fairly to all sections of the community. It was written to compliment the Council’s policies on equal opportunities in employment and social inclusion, as well as more generally, all the specific corporate plans and strategies aimed at improving customer focus and responsiveness. The document has helped influence the production of this Race Equality Scheme and will be reviewed by the Equalities Forum in 2003 (copies available on request).
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Managing race equality and diversity is not new to Blackpool Borough Council. Blackpool is an international tourism destination attracting visitors from all over the world. Promoting equality, fairness and ensuring that our services reflect the growing and changing needs of the diverse communities that reside and visit the town is reflected in how we design, manage, deliver and evaluate our services. This process is fully integrated within our business planning and performance review process. The Council is committed to promoting equal opportunities and valuing diversity in all its roles as service provider and employer. Its Core Values specifically works towards this.
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CHAPTER 2 RACE EQUALITY - OUR STRATEGIC OBJECTIVES Our Values and Principles In determining our race equality values we have undertaken a thorough examination of our standards as an employer, service provider and responsibility as public sector to provide leadership and direction - “leading by example”. In Summer 2002, the Equalities Management Group reviewed the way in which we deliver and support race equality as an Authority and identified the three key delivery areas below:· · ·
Employment - Personnel Management - Equalities Management Group Policy and Performance - Organisational Change Unit
The Race Equality Scheme will be driven by both Personnel in terms of our responsibility as an employer, and Organisational Change Unit in relation to policy and performance. The Chief Executive’s Strategy and Performance Group (CESPG) provide leadership on the scheme, identifying key areas for work, with implementation and delivery reviewed by the Equality Management Group, led by the Head of Personnel. Heads of Service are responsible for race equality issues within their service area.
Elected Members:A lead elected member with portfolio for Equalities issues will report to the Council’s Executive on the performance and the management of the Race Equality Scheme, with members also sitting on the Ethnic Minority Liaison Group and contributing to the Equalities Forum.
Our Race Equality Strategic Aims As an employer and service provider, our strategic equality aims are as follows:·
To sustain progress on the implementation of equal opportunities.
·
To tackle areas of potential discrimination and social exclusion to ensure that our services, employment arrangements and staff development opportunities are delivered equitably and appropriately.
·
To improve the quality of life and social participation of all residents of Blackpool.
·
To ensure that clients, customers, job applicants and employees do not receive less favourable treatment because of their sex, marital status, race, disability or sexuality nor by reason of any other condition or requirement that cannot be shown to be justifiable. 9
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·
To carry out service audits and maintaining effective monitoring arrangements designed to identify areas of adverse impact, equality development and to support relevant action plans.
·
To consult with service users, staff, community groups and partner organisations on the development and implementation of its equality objectives.
·
To develop and implement action plans in accordance with the Statutory Code of Practice on the Duty to Promote Race Equality via the Authority's Race Equality Scheme.
·
To secure the support of internal and external partners for its equality objectives.
How we will approach the Specific Duties The Specific Duties to deliver race equality are to:·
Prepare and publish a Race Equality Scheme by the 31st May, 2002.
·
Assess functions and policies for relevance to the general duty and to carry out subsequent reviews (both in respect of service delivery, training and employment).
·
Set out arrangements for monitoring any adverse impacts of policies on the promotion of race equality.
·
Set out arrangements for assessing and consulting on proposed policies.
·
Set out our arrangements for publishing the assessments, consultation and monitoring results.
·
Set out our arrangements to ensure access to information and services.
·
Set out our arrangements for training staff.
The Scheme sets out how the Council has begun and intends to continue to positively promote and deliver race equality in all its functions. The Scheme is a living document and is intended to be used for:the assessment and consultation on the impact of functions and policies on the promotion of race equality; monitoring the functions and policies for any adverse impact on the promotion of race equality; publishing the results of assessments; consultations and monitoring for any adverse impact on the promotion of race equality; ensuring Black and minority ethnic groups have access to information and to services provided by the authority; and training staff on issues relevant to the duty to promote race equality.
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The Council has acknowledged that this Scheme needs to be embedded within all aspects of our service delivery and employment practices, within policies, design, priority, selling and business planning and ensure that an on-going dialogue is in place to monitor performance. A measure of our success in implementing this scheme will be the way in which we consult, engage with and impact upon the ethnic minority community of Blackpool.
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CHAPTER 3 SERVICE DELIVERY ON RACE EQUALITY The following section highlights some of our achievements and activity in relation to Race Equality:
Race Equality - Our Progress ·
Ethnic Minority Liaison Group
Blackpool has a long-standing commitment to addressing race equality, having first established a special committee (Ethnic Minority Liaison Committee) to review the issues in 1997. Some of the achievements of this group include the Racist Incident Reporting Tableau and the establishment of the Muslim Burial Ground as identified in the shaded box overleaf. The most recent assessment of Council’s functions and policies resulted in a report completed by the University of Central Lancashire ‘Blackpool Responds’ (August 2001) which made the following eight recommendations:Blackpool responds: 1.
Blackpool identifies a systematic way of interacting with the diverse and dispersed Black and minority ethnic communities.
2.
The Council should undertake a systematic review of its structures to determine whether or not there is evidence of institutional racism1
3.
The review should specifically include scrutiny of the Council’s role in the appointment procedures for key staff and identify areas where members of minority ethnic communities can positively enhance service delivery.
4.
The Council should not tolerate any racially discriminatory behaviour from its members, staff, contractors and associates.
5.
Dialogue should continue with all relevant user groups, including B&ME user groups.
6.
All key staff should be trained to be culturally sensitive in their interactions with people.
7.
The Council should work to ensure equal access and appropriate services for all in the local community.
8.
All “ethnic issues” are reported and incorporated within the broader LSP structure within the town.
We are currently reviewing our response to the above recommendations.
1 Institutional racism is defined in the Macpherson report as: “The 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 or detected in processes, attitudes and behaviours which amount to discrimination, through unwitting prejudice, ignorance, thoughtlessness and racist stereotyping which disadvantages minority ethnic people.”
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Services - What we have done so far Blackpool Borough Council strives to provide a high quality service to its black and minority ethnic customers, promoting social inclusion and working to eradicate racial discrimination for those who live, visit and work in our town. The shaded box below identifies some of the race equality work undertaken within the authority, which we continue to build upon. ² Education - A detailed Action Plan, backed by an overall strategic
overview managing race equality, has been established. A multiagency meeting to address racist incidents in schools and a system of monitoring such incidents have also been established.
² Landlord Services - Race Equality Action is annually reviewed and
takes a detailed examination of the authority’s responsibility in housing and associated services.
² Personnel Section - An Equal Opportunities and Diversity Strategy
and Action Plan has been agreed by members of staff that identifies employment, personnel and development issues. An Action Plan has been developed that works towards Local Authority Equalities Standards level III.
² Social Services - has jointly worked with other countywide services
to ensure effective coordination and dissemination of best practice across Lancashire in this area. An in-house Action Plan has been developed that reflects local needs and priorities.
² Community Development Unit continues to work closely with our
largest ethnic group, the Chinese community.
² Muslim burial site
- This is currently being established in Layton Cemetery and has been led by the Ethnic Minority Liaison Group.
² Economic Development undertook the initial baseline scoping study
of minority ethnic communities in the town and has been the basis of a number of initiatives targeted at minority ethnic communities. The SRB team has worked closely with a number of community and voluntary groups to ensure that regeneration efforts are inclusive of disadvantaged black and minority ethnic groups. The Economic Development Unit is partnered with a number of local authorities in Lancashire and committed to developing a PACT of black and minority ethnic community organisation.
² Equalities and Faith Forum - Both of these forums were established
in January 2002 within the Local Strategic Partnership structure in the town, and meet quarterly to discuss equality and faith issues within the community of Blackpool. Both meetings are supported by the Community Development Unit and the Organisational Change Unit of the Authority.
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² Publication of Equality of Service Provision Policy
- This was published in January 2002 and will be reviewed by the Equalities Forum during 2003.
² The Ethnic Minority Communities are identified as a vulnerable
group within the Blackpool Community Safety Strategy 2002-2005.
² Reporting of racist incidents system - Through the Organisational
Change Unit, a system has been established to report racist incidents and the extent of further action within the Authority area, in line with the Best Value process.
² The Town Hall acts as a third party reporting venue to the police for
both homophobic and racist incidents.
² A Racist Incident Reporting Tableau has been produced in
partnership with the Police.
² Senior Management Training has been provided on racist incident
reporting within the Council.
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ACTION PLAN TO MEET THE EQUALITIES STANDARD FOR LOCAL GOVERNMENT Delivery of this Race Equality Scheme will be in conjunction with our work on the Equalities Standard for Local Government and the main elements of which are identified below. ·
It is a framework - a comprehensive, systematic, common approach to dealing with equality issues - although not all issues can be dealt with in the same way, as barriers vary.
·
It aims to ensure that we consider gender, race and disability equality issues at all levels of our policy and practice-making equalities mainstream and integrated with Best Value.
·
It helps us meet our obligations under the law and beyond (eg age/sexuality) It helps us develop anti-discriminatory practice appropriate to local needs.
·
Progress is assessed against 5 levels, so that the Council can improve its performance and deal with institutionalised discrimination over time. The 5 levels are:· · · · ·
Commitment to a comprehensive equality policy. Assessment and consultation. Setting equality objectives and targets. Information systems and monitoring against targets. Achieving and reviewing outcomes.
The delivery of the standard requires the involvement of many parties, each with specific role to play. Appropriate Parties
Role
· Councillors
Leadership Support Provide resources Engage with the community Scrutiny
· Personnel, Managers, staff, TU’s
Implement the action plan Organise training Attend training Challenge culture
· Community/Vol Sector
Work with the Council Scrutinise actions Raise awareness in the community
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Where is Blackpool against levels 1 and 2 of the standard? The Equalities Standard identifies five levels to which the Council aspires to achieving. Within each level there are four specific headings within which our progress should be considered. Below is a summary of our achievements to date under each heading. Level one requires the Council to commit corporately to a range of actions and level two requires demonstration of that commitment. The areas where the Council meets the standard at levels 1 and 2 fully or partially are:·
Leadership and Corporate Commitment
1.
Commitment to formulate, adopt and publish an equality policy (employment and service).
2.
Policy in line with legislation.
3.
Corporate structure in place for development of monitoring systems.
4.
Corporate mechanism for responding to harassment in place.
·
Consultation and Community Development and Scrutiny
1.
Commitment to consult community, staff and stakeholders on equality policy Commitment to engage in consultation with community, staff and stakeholders on service delivery (corporately only - departmental consultation needed).
2.
Members/services to be consulted on all equality plans.
3.
Commitment to Equality policy being a key theme of community strategy (in Corporate and Community plans and action taken).
·
Employment and Training
1.
Commitment to adopt non-discriminatory recruitment practices (recruitment and selection procedure in place).
2.
Commitment to equality assessment – local labour market, workforce profile, equal pay review (work undertaken on labour market, workforce and commitment to equal pay through JE/pay review).
3.
Commitment to adopt procedures to ensure job adverts do not unfairly restrict range of applicants (procedures in place but review needed).
4.
Commitment to equality monitoring reports - recruitment retention, promotion.
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5.
Personnel information and monitoring system reviewed and modified if necessary (ongoing).
6.
Application forms and job descriptions reviewed and modified (ongoing).
7.
Commitment for employment procedures to comply with legislation and codes of practice.
8.
Commitment to staff equality training programme (e-learning for 2000 employees).
The Council has developed a full Action Plan endorsed by the Chief Executive’s Strategy and Performance Group to work toward Level 2. This is also available from the Personnel Unit, and identifies actions around policy and planning selection and developing and retaining staff.
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NEXT STEPS - DEVELOPING THE RACE EQUALITY SCHEME The CRE statutory code states:“Public authorities must list, in their Race Equality Scheme, the functions and policies2 (including their proposed policies) that are relevant to their performance of the general duty to promote race equality”. (4.8 page 22) In determining which functions and policies are relevant the Council should address two questions:1. Whether there is already evidence that the function or policy is affecting some racial groups differently; and 2. Whether there is any public concern that the function or policy in question is causing discrimination. Below is the Blackpool Borough Council Statement of Intent in promoting race quality:RACE EQUALITY STATEMENT OF INTENT I.
Having a policy of zero tolerance regarding racial harassment.
II.
Ensuring that a programme of training, awareness setting and corporate responsibility on diversity includes capability in race and culture.
III. Ensuring that Black and minority ethnic communities have access to and are able to fully benefit from all functions of the Council. IV. Establishing and sustaining effective consultation and engagement with Black and minority ethnic communities. V. Promoting awareness of the potential for discrimination in the work of the Council. VI. Ensuring that all policy formulation, service design and the allocation of resources takes full account of race and culture. VII. Ensuring race equality is an integral part of the Council’s monitoring and quality assurance policies, procedures and standards. All staff, members and associates are expected to actively support these recommendations. The Council will ensure that this statement and the work plans and framework referred to within it are developed, implemented and monitored on an annual basis.
2 ‘Functions’ means the full range of a public authority’s duties and powers, ‘polices’ means the formal and informal decisions about how a public authority carries out its duties and uses its powers. (CRE Statutory Code).
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CHAPTER 4 HOW WE WILL MEET THE GENERAL AND SPECIFIC DUTIES - KEY TASKS Assessment of the Impact on Racial Equality and Access to Information and Services ·
Within the Race Equality Scheme it is our aim to have a policy of zero tolerance regarding racial harassment
·
Ensure that a programme of training, awareness setting and corporate responsibility on diversity includes capability in race and culture
·
Ensure that Black and minority ethnic communities have access to and are able to fully benefit from all functions of the Council
·
Establish and sustain effective consultation and engagement with Black and minority ethnic communities
·
Promote awareness of the potential for discrimination in the work of the Council
·
Ensure that all policy formulation, service design and the allocation of resources takes full account of race and culture
·
Ensure race equality is an integral part of the Council’s monitoring and quality assurance policies, procedures and standards.
Arrangements for Consultation In producing this Scheme, the Council have consulted on the Race Equality Scheme and action plan with members, trainees, staff, users and other relevant outside agencies such as the Police, Preston and West Lancashire Race Equality Council and other members of local and regional partnership. In seeking to promote greater dialogue with Black and minority ethnic communities the Council will establish a Borough wide user and consultation group. These networks of Black and minority ethnic users will be utilised in the development of education and training programmes directed at improving cultural capability. Also, these networks will be consulted on issues related to access to information and services.
Arrangements for Monitoring and Publishing Results A monitoring system for the Race Equality Scheme will be established that includes:q
Number and outcome of complaints regarding racial harassment and bullying.
q
Ethnicity of employees, applicants and external bodies appointed to the Council and the use of external advisors. 19
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q
Ad hoc surveys of particular member groups, ie work with faith communities, links between different services and black and minority ethnic communities.
q
Reports to CESPG on progress against the scheme to ensure that it is a living policy.
q
Monitoring of the numbers of staff in post, and applicants for employment, training and promotion, from each ethnic group.
Ethnic Monitoring Developments 2002/2005 During the period covered by this Scheme, the Authority will put into place arrangements to:* incorporate its applicant monitoring form within the Vacancy Application Form to ensure the highest percentage return of information. * monitor applications for training development. * monitor disciplinary arrangements. * review and update its Equal Opportunity in Employment Policy. * improve performance within the relevant Best Value Performance Indicator(s). * publish the results of its employment related monitoring arrangements annually. * further develop its targeted advertising of vacancies via appropriate websites, the ethnic minority media and circulation of a Vacancy Bulletin to black, Asian and other underrepresented groups. * support the development of positive actions, recruitment programmes in Directorates and Services designed to increase the numbers of employees in underrepresented groups. * support the development of black and Asian staffs via appraisal systems, personal development and training. * develop new marketing, publicity and recruitment techniques in the neighbouring Lancashire towns, such as Preston and parts of East Lancashire to attract candidates from Black and minority ethnic communities. * work with partners within the town to provide a multi-agency holistic response to the needs of the black and minority ethnic community.
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CHAPTER 5 OUR RACE EQUALITY SCHEME ACTION PLAN AND TIMETABLE In this section we have included our Action Plan for meeting the specific duties as laid out in the Race Relations Amendment Act 2000. The Action Plan will be co-ordinated by the Equalities Management Group with regular reports to CESPG - Chief Executive’s Strategy and Performance Group. A report will be provided to external partners on an annual basis. The tables below detail our action plan to promote race equality, eliminate discrimination and encourage social inclusion for those who live, visit and work in Blackpool. We have broken down the plan into six objectives, these are:-
Objective 1: Assessment - Functions, Policies and Services In this section we have identified when we will assess and review our functions, policies and services. Methods will include:ACTION · Assess and review all the listed policies, functions and services for their impact on Race Equality and ensure they meet all aspects of the general duty as laid down in the Race Relations Amendment Act 2000. · Ensure that all employees, service users, contractors and organisations that come into contact with the Authority are aware of the Authority’s commitment to race equality and this Scheme. · Take appropriate actions against contractors who fail to comply with race equality requirements.
TIMEFRAME
RESPONSIBILITY
Year 2 2003-2004
Organisational Change Unit
Year 2 2003-2004
Heads of Service
Year 2 2003-2004
Legal Procurement Officer
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Objective 2: Monitoring - Functions, Policies and Services The Council is committed to the development of appropriate monitoring systems, which will be designed to identify any adverse impacts of its policies. ACTION
TIMEFRAME
RESPONSIBILITY
Ongoing
Heads of Service
Year 2 2003-2004
Economic Development
Year 2 2003-2004
Economic Development
Year 2 2003-2004
Personnel
· Considering any relevant data arising from Service generated ethnic monitoring data, customer complaints/feedback etc.
Year 2 2003-2004
Heads of Service
· Considering relevant research findings both local and national.
Ongoing
Personnel
Year 3 2004-2005
Personnel
Year 3 2004-2005
Personnel
· The continuation of action planning to meet Performance Indicators. · Review 2001 census results to identify black and minority ethnic service users. · Examining population data including the 2001 census findings which will be published in late 2002. Arrangements will be made within the Authority to evaluate this information and relate it to Action Plans including revising existing Plans when required. · Equality standard attain level 2.
· Comparison and benchmarking exercises with other authorities and providers. · Targeted data collection exercises and commissioned research projects.
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Objective 3: Publishing Results of Assessment, Monitoring and Consultation As an Authority, we are committed to publishing our progress on race equality via a number of methods identified below:ACTION
TIMEFRAME
RESPONSIBILITY
Year 2 2003-2004
Personnel
Year 2 2003-2004
IT Services
Year 2 2003-2004
Organisational Change Unit
Years 2 and 3 2003-2004 2004-2005
Organisational Change Unit
Year 2 2003-2004
Community Development
· Consult with Equalities and Faith Forum.
Ongoing
· Organise Race Equality Scheme annual events.
Annually
Organisational Change Unit Ethnic Minority Liaison Group supported by Organisational Change Unit
· Monitoring results will be presented to the Ethnic Minority Liaison Group and an annual report will be presented to Council and published on the web site. · The Authority's external website at www.blackpool.gov.uk will be utilised to publish and update aspects of the Race Equality Scheme. · External Community Newsletters, Your Blackpool, will be utilised to summarise Race Equality Statement news. · The Authority's annual publication of its Best Value and local indicator results will include indicators of matters of race equality. · Distribution of Race Equality Scheme to all community groups and analyse written responses.
· Publish annual report of results of assessment, monitoring and consultation and disseminate.
Year 2 2003-2004 Year 3 2004-2005
Organisational Change Unit
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Objective 4: Access to Information and Services Specific arrangements will be made by the Authority to ensure public access to information and services. These will include:ACTION
TIMEFRAME
RESPONSIBILITY
· The Authority will develop a black and minority ethnic tourism initiative.
Year 2 2003-2004
Economic Development
· Notices will be placed in relevant publications including "Asian Image" and the “Voice” to publicise the availability of the Scheme and the results of reviews.
Year 2 2003-2004
Personnel
Annually
Heads of Service
· Where appropriate, language requirements will be considered in specific job specifications.
Year 2 2003-2004
Personnel
· The review information and literature that may need to be translated, simplified and distribution/circulation of Council service points to be reviewed in line with the recommendations from the Internal Officer Equalities Group.
Year 2 2003-2004
Personnel
· The continuation of arrangements to provide interpreters for the better delivery of selected services.
Year 3 2004-2005
Heads of Service
· The provision of good practice guidance to all services on the use of translated leaflets, documents etc and the publication of this guidance on the Authority's Intranet site.
Year 3 2004-2005
Personnel
· A greater use will be made of websites assessed as reaching sectors of the Black and Asian Communities for vacancy advertisements, eg Voice and Asian Image.
Year 2 2003-2004
Personnel
· Ensure all public areas are welcoming to all sections of the community and make provisions for appropriate signage in line with access to services work being undertaken by the Council.
Ongoing
Heads of Service
· Ensure that black and ethnic minority service users are aware of and have access to authority complaints procedure.
Ongoing
Personnel
· Directorate/Service publications will include information on race equality.
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Objective 5: Employment Monitoring The Authority is committed to ensuring that the black and ethnic community of Blackpool and surrounding areas have equal access to employment opportunities. ACTION · Monitor the numbers of employees by their ethnicity. · Monitoring of the numbers of applicants to the Authority vacancies by ethnic origin. · Monitor of the progress of applicants within the Authority's selection arrangements by ethnicity. · Monitoring of the promotion of employees by ethnicity. · The development of appropriate further monitoring arrangements in respect of disciplinary actions, access to training, access to staff welfare services and in relation to appraisal arrangements. · Ethnicity recording to be made mandatory within the employment applicant monitoring arrangements used by the Authority. · Encourage the establishment of a minority ethnic staff network for the Authority. · Recognition of the religious festivities of staff members and celebration of Holy days.
TIMEFRAME
RESPONSIBILITY
Ongoing
Personnel
Year 2 2003-2004
Personnel
Year 2 2003-2004
Personnel
Year 2 2003-2004
Personnel
Year 2 2003-2004
Personnel
Year 3 2004-2005
Personnel
Year 2 2003-2004
Personnel
Ongoing
Personnel
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Objective 6: Training The tasks below are identified to address training issues within the Authority:ACTION · Training to enable Managers to establish monitoring processes for implementing policies, service delivery and functions. · All Managers to receive training on tackling harassment. · Ensure that all staff access Equalities training within the Authority.
TIMEFRAME
RESPONSIBILITY
Year 2 2003-2004
Personnel
Year 3 2004-2005
Personnel
Ongoing
Personnel
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CHAPTER 6 MAIN GROUPS FOR CONSULTATION
Both the Equalities and Faith Forum within the Local Strategic Partnership structure of the town have been consulted on the design of this Scheme and will act to regularly review our progress against this. The Preston and West Lancashire Racial Equality Council will also undertake this role. The Authority also has an Ethnic Minority Liaison Group which has also contributed to this Scheme and will continually monitor progress as identified earlier in the Scheme. We will establish consultation procedures to ensure that the views of staff, service users and community groups are included in the planning and delivery of our services and also in our employment practices.
This document can be made available in a number of formats upon request, ie large print, audiotape, Braille or in another minority language.
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RACE EQUALITY SCHEME 2002-2005 Please take this opportunity to complete the form below and return to the address at the bottom of the page. Comments/Suggestions/Remarks
We welcome your comments on this Scheme.
Name: Address:
Date: Please return to Organisational Change Unit, Blackpool Borough Council, Town Hall, Blackpool, FY1 1AD.
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