Comprehensive Equalities Policy
Introduction
This policy was adopted by the General Assembly of the Council on 22 March 2004 and documents the Council's commitment to achieving equality of opportunity in everything that we do.
The policy, before adoption, was subject to widespread consultation with elected Members, employees through the Staff Consultative Group, community groups, external partners and service users. The adopted policy reflects the responses recieved to that consultation.
Why we need a policy
Dartford Borough Council recognises that all of our roles and functions will have an impact on the delivery of the equalities agenda, either directly or indirectly, or affect certain groups differently. Individuals and groups from diverse backgrounds, cultures, lifestyles and experiences live and work in the Borough, and this policy documents our commitment to ensuring that everyone in Dartford can take full part in the social, cultural and economic wealth of the borough.
In order to achieve this, we have to understand that diversity is about acknowledging and appreciating that individuals and groups may have different lifestyles, abilities, religions or beliefs, experiences and backgrounds. Diversity within Members and the workforce, as well as in the community, is an asset to the Borough.
Our major challenge is to ensure that our policy links directly to our strategies and plans, which set out our priorities for action to improve the quality of life for everyone living and working in Dartford.
This commitment to improve equality practice with regard to age, disability, gender, race, religion or belief, sexual orientation and status will take place at both corporate and departmental level.
This will be evidenced by equality action planning and equality target setting within all departments and service areas, so that achievements can be seen at a corporate wide level, thereby ensuring joined-up thinking whilst also building upon the existing good practices.
What are the aims?
We want to achieve equality of opportunity in all our activities, including the delivery of services to the community, as a direct employer of staff and through the various activities we fund. We will put in place a range of actions to get rid of discrimination and victimisation within the communities we serve and our workforce.
An equal opportunities organisation is one which welcomes and manages diversity, using everyone's talents and abilities, and where individual contribution is encouraged and differences valued; it is responsive to the needs of its employees and the community it serves.
It is important that the Council embraces diversity is a good equal opportunities employer and an effective service provider because:
- A diverse Membership reflecting our community results in better informed decision-making
- a diverse workforce reflecting our customer base results in a better informed, more adaptable organisation which is closer to our customers
- improved staff morale helps us retain staff, reducing recruitment costs
- a stable, motivated workforce achieves high productivity and is committed to the Council.
What is Diversity and how does it link with Equal Opportunities?
Equal opportunities is:
- about creating a fairer society where everyone can participate and have the opportunity to fulfil their potential
- about removing or reducing all forms of unfair discrimination and has been underpinned by legislation (see below)
- about breaking down barriers for people in particular groups such as ethnic minorities, people with disabilities, gay men, lesbians, younger and older people
Diversity is:
- about individuals and including everyone
- not treating people less favourably because of obvious differences age/race/gender/disability/accent or non-visible differences eg. beliefs
- valuing differences
- harnessing differences to the benefit of both the organisation and the individual, by allowing people with different perspectives and views to use their unique blend of skills and character to improve the quality and performance of the Council
- aiming to create equality of opportunity for everyone whilst recognising that some people face barriers that others do not
- better understanding the diverse needs of our customers
Managing diversity helps to ensure and enhance equality of opportunity and improves the Council's performance by:
- encouraging Members and employees to maximise their contribution
- encouraging and supporting Members and employees to develop and improve their skills and abilities
- valuing and respecting different opinions, styles and perspectives
- being open to more flexible ways of working for all employees
- including everyone.
How will we deliver our commitment?
In looking to the future, we have formally adopted the Equality Standard for Local Government. This is a nationally recognised framework, which we will use to measure our progress in achieving equality and diversity on behalf of our community, Members and workforce.
We will set targets for incremental progression through the Levels of the Standard as part of the Council's corporate target setting process.
We recognise that we have a strong moral and social duty to accept that discrimination does take place; such realities exist in Dartford as elsewhere. As a Council, we are committed to doing everything we can to raise awareness and understanding , in order to promote good relations between all groups and individuals, internally and externally.
Dartford Borough Council therefore welcomes its obligations as an employer, as a provider of services and as a leader of public opinion, and values the following legislation which will support its functions in carrying out equality and its commitment to provide equal opportunities for everybody:
Disability
- Disability Discrimination Act 1995
- Disability Rights Commission Act 1999
Gender
- Sex Discrimination Act 1975 (as amended) & 1986
- Equal Pay Act 1970 (Amendment) & 1983
- Sex Discrimination Act 1986
- Sex Discrimination (Gender Reassignment) Regulations 1999
- Sex Discrimination (Indirect Discrimination and Burden of Proof) Regulations 2001
Race
- Race Relations Act 1976
- Race Relations (Amendment) Act 2000
- Race Relations Act (Statutory Duties) Order 2001
General
- Trade Union & Labour Relations (Conciliation) Act 1992
- Protection from Harassment Act 1997
- Crime and Disorder Act 1998
- Freedom of Information Act 2000
- Human Rights Act 1998
Our commitment is supported by a legal duty to provide all services and employment opportunities fairly, without discrimination, and to keep to all relevant codes of practice. Moreover, there will be a need for the Council to review its policies in light of any future legislation.
Direct Discrimination
This occurs when a person or group of people is treated less favourably than another person or group is or would be treated in similar circumstances. It may occur in different ways - from crude comments or abuse to more subtle approaches.
Indirect Discrimination
This occurs when a requirement or condition for which there is no objective justification is applied equally to all groups, but which has the effect, in practice, or disadvantaging a considerably higher proportion of a particular group, making it difficult for them to comply.
Racial Discrimination
The Race Relations (Amendment) Act 2000 places the Council under a general duty to work towards the elimination of unlawful discrimination, and to promote equality of opportunity and good relations between persons of different racial groups.
The Council recognises and welcomes that duty, which is embraced within this Policy and the Council's Race Equality Scheme.
The Council will not tolerate any form of racial discrimination, either direct or indirect. If, following investigation, there is evidence of discrimination by a Council employee, that employee will be subject to action under the Disciplinary Policy.
The Council has a separate procedure for independent recording and monitoring of any external incident reported as a racial incident to the Council, and has adopted the Stephen Lawrence Inquiry's definition of a racist incident:
'A racist incident is any incident which is perceived to be racist by the victim or any other person.'
Complaints
If a member of the public feels that they have suffered harrassment or been treated unfairly by the Council because of their sex, age, marital status, disability, sexual orientation, race, colour, religion, ethnic or national origin, they should report this without fail to the Corporate Complaints Officer and the Monitoring Officer as appropriate.
The Council has a separate policy dealing with the issue of complaints. Complaints by staff will be dealt with under the Grievance or Dignity at Work policies, as appropriate.
The Council also has a 'Whistle Blowing' Policy, which enables it to deal with complaints where, for various reasons, the complainant feels unable to use one or other of the mechanisms described above or chooses to remain anonymous.
Responsibility
- The Managing Director will have overall responsibility for implementing the Council's Comprehensive Equality Policy.
- Each Director will take the lead on actions for their Directorate's services.
- Managers will demonstrate commitment to the Policy by incorporating it into their service plans and be responsible for the implementation and monitoring of the policy within their service area.
Organisational - The Management Group will act as Steering Group.
Members of the Council
The Council will strive to ensure that all Members are treated fairly, and are afforded equal access to the facilities and support services of the Council regardless of gender, age, marital status, disability, sexual orientation, race, colour, religion, ethnic or national origin.
The Council will, as far as is practical, endeavour to ensure that Members are not prevented unreasonably from fulfilling their role as elected representatives through unnecessary restriction, such as on the timing of formal meetings.
Members of the Council support this policy and will work towards the promotion of equal opportunities and the elimination of discrimination in all the Council's activities. One of the Cabinet Members holds the Portfolio for Equal Opportunities.
Specific Resources/Actions for Improving Equality Practice
We are committed to providing high-quality services, which everyone can get access to. We will ensure that resources, whether internal or external are provided such that equality issues are taken forward.
Where appropriate, we will work through existing partnerships, with other organisations, to provide services which promote equal opportunities to all by:
- Building on our existing good practice;
- Systematic consultation, self-assessment, audit and scrutiny, using nationally and locally developed performance indicators;
- A commitment to community profiling, service delivery and usage;
- Monitoring progress and revising targets in all areas of action;
- Consulting with and identifying groups within the community whose needs/requirements are less well met by council services than those of other groups;
- Providing information which is accessible and using appropriate ways, so that groups within the community can be involved in the consultation processes;
- Carrying out equality impact assessments of new and existing policies and practices to make sure that they will not discriminate against anyone;
- Delivering services which are appropriate to the needs of the community;
- Removing barriers which deny people access to our services;
- Using our powers to make sure that organisations providing services on our behalf work in line with this policy;
- Making sure that all the resident communities know their rights of protection from discrimination, harassment or bullying; and
- Promoting an environment which gives all residents an equal chance to live free of all form of discrimination.
We will undertake a range of actions which underpin our Corporate Plan, this Policy and our Race Equality Scheme, which are aimed at tackling discrimination and appreciating/celebrating diversity within our workforce by:
- Building on our existing good practice;
- Systematic consultation, self-assessment, audit and scrutiny, using nationally and locally developed performance indicators;
- A commitment to workforce profiling;
- Monitoring progress and revising targets in all areas of action;
- Developing a workforce which reflects the community at all levels;
- Monitoring recruitment, promotion, training opportunities and take up, pay, grievances and exit from employment;
- Making sure that all employees and councillors know the effects of this policy and provide appropriate training/workshops;
- Making sure that all employees (and the resident communities) know their rights of protection from discrimination, harassment or bullying;
- Developing and promoting policies which give everyone equal access to employment and opportunities; and
- Setting performance targets so we can measure our progress.
Much of the statistical information gathered will be reported, not only to the Council, but to the appropriate Government departments and, in some instances, to the public.
Personal information will be obtained and kept in accordance with the requirements of the Data Protection Act.
