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The Equality Standard Framework

By Pedro Dunn,2014-04-11 03:21
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publish draft corporate equality action plan;; demonstrate corporate engagement in an impact and needs/requirements assessments process;; develop corporate

    LEVEL 1: COMMITMENT TO A COMPREHENSIVE EQUALITY POLICY

     To achieve LEVEL 1 of the Standard an authority must have adopted a Comprehensive

    Equality Policy that commits it to achieving equality in race, gender and disability

    LEVEthrough:

    ? improving equality practice at both corporate and departmental level; ? earmarking specific resources for improving equality practice; ? equality action planning and equality target setting within all departments and

    service areas;

    ? systematic consultation;

    ? a fair employment and equal pay policy;

    ? an impact and needs/requirements assessment;

    ? progress monitoring;

    ? audit and scrutiny.

These general commitments translate into action in the four substantive areas of the

    Standard:

Leadership and corporate commitment

    ? formulate and adopt a comprehensive equality policy for the authority covering race,

    gender and disability;

    ? ensure that the written policies are in line with current legislation and codes of

    practice issued by the three equality commissions (see appendix); ? make a corporate commitment to developing a Corporate Equality Plan (CEP)

    indicating how equality policy will be implemented. The CEP should incorporate or

    be consistent with the authority’s statutory race Equality Scheme; ? make a corporate commitment to carrying out a process of equality impact and

    needs/requirements assessment including those assessments of organisational and

    individual requirements required for compliance with the DDA; ? make a corporate commitment to a fair employment and equal pay policy; ? make a corporate commitment to earmark specific resources for improving equality

    practice.

    Consultation and community development and scrutiny ? make a corporate commitment to consult with designated community, staff and

    stakeholder groups on all aspects of equality policy; ? each department and service area to make a commitment to contribute to the

    consultation and scrutiny section of the CEP;

    ? make a corporate commitment to equality self-assessment, scrutiny and audit; ? each department and service area to commit to engage in consultation with

    designated community, staff and stakeholder groups on its service delivery

    Page 1 of 4

LEVEL 1: COMMITMENT TO A COMPREHENSIVE EQUALITY POLICY (continued)

    Consultation and community development and scrutiny (continued) ? make a corporate commitment to consult departments and service areas on equality

    objectives;

    ? each department and service area to commit to processes of equality self-

    assessment, scrutiny and audit on its service delivery; ? incorporate equality policy as a key theme within the ‘Community Strategy’ drawn up

    by the local authority and its partners;

    ? make a commitment to establish mechanisms for responding to discrimination and

    harassment on the grounds of race, disability and gender.

Service delivery and customer care

    ? departmental and service area commitment to a comprehensive equality policy

    appropriate to its service delivery;

    ? department and service area commitment to implementing the equality impact

    ‘needs/requirements’ assessment for its service delivery including those

    assessments of organisational and individual requirements required for compliance

    with the DDA;

    ? department and service area commitment to developing equal access service plan

    element of CEP, and to set targets within each department and service area as part

    of their business plans;

    ? department and service area commitment to equality action planning and equality

    target setting within all departments and service areas; ? department and service area commitment to allocate specific resources for

    improving equality practice.

Employment and training

    ? adopt recruitment procedures which use non-discriminatory practices; ? commitment to an employment equality assessment of the local labour market area,

    workforce profiling and equal pay review;

    ? commitment to establish a fair employment and equal pay policy; ? commitment to establish an equal employment section of the CEP incorporating the

    employment related issues from the Race Equality Scheme and including those

    assessments of organisational and individual requirements required for compliance

    with the DDA;

    ? commitment to adopt procedures to ensure that publicity for vacancies does not

    unfairly restrict the range of applicants;

    ? commitment to produce a standard range of application forms and job descriptions

    that are clear and explicit;

    ? commitment to review personnel information system for monitoring suitability

    including underpinning the council’s statutory ethnic monitoring duties; ? commitment to make procedures consistent with employment codes of practice; ? commitment to develop a programme of staff training in equality issues.

     Page 2 of 4

LEVEL 2: ASSESSMENT AND CONSULTATION

     To achieve LEVEL 2 of the standard an authority will need to demonstrate that:

     ? it has engaged in an impact and needs/requirements assessments; ? it has engaged in consultation with designated community, staff and stakeholder groups;

     ? it has engaged in the development of information and monitoring systems; ? it has engaged in an equality action planning process for employment, pay and service delivery;

     ? it is developing a system of self-assessment, scrutiny and audit.

    These general ac tivities and developments translate into action in the four substantive

     areas of the standard:

    Leadership and corporate commitment

     ? publish draft corporate equality action plan; ? demonstrate corporate engagement in an impact and needs/requirements

     assessments process; ? develop corporate mechanism for assessing development of service level quality objectives; and targets;

     ? create corporate structure for overseeing development of information and monitoring systems;

     ? ensure that mechanisms for responding to harassment on the grounds of race,

     disability and gender are in place move to corporate.

    Consultation and community development and scrutiny

     ? ensure that draft Corporate Equality Action Plan has been circulated to designated community, staff and stakeholder groups with consultation timetable and is

     published in an appropriate range of languages and formats; ? review equality content of ‘Community Strategy’; ? engage in consultation with designated community, staff and stakeholder groups

     and the wider community on all aspects of equality policy; ? engage in consultation with members, employee representatives, departments and service areas on impact and needs/requirements assessments and all aspects of

     the CEP; ? each department and service area to engage in consultation with designated

     community, staff and stakeholder groups on its impact and needs/requirements

     assessments and its service delivery; ? each department and service area to engage with equality self-assessment, scrutiny

     and audit on its service delivery; ? seek to ensure that the equality policy and objectives are incorporated in partnership arrangements engaged in by the authority.

    Page 3 of 4

LEVEL 2: ASSESSMENT AND CONSULTATION (continued)

    Service delivery and customer care ? engage in department and service area impact and needs/requirements assessment;

     ? engage in development of department/service level equality objectives and targets; ? review of services should include the procurement function and all contracted

    services and partnership arrangements; ? each department and service area to establish planning groups for monitoring and

    information systems.

Employment and Training

    ? develop and adopt fair employment and equal pay policy element of CEP;

    ? engage in employment equality assessment of the local labour market area;

    ? engage in an equal pay review;

    ? adopt procedures to ensure that publicity for vacancies does not unfairly restrict the

    range of applicants;

    ? produce a standard range of application forms and job descriptions that are clear

    and explicit;

    ? review personnel information system for monitoring suitability including supporting

    the council’s statutory ethnic monitoring duties; ? develop a programme of equality training to support the CEP and departmental

    service objectives;

    ? ensure that the training programme is consistent with the training arrangements in

    the council’s Race Equality Scheme; ? make all employment procedures consistent with current legislation and

    employment codes of practice.

    Page 4 of 4

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