DRAFT

RACE EQUALITY SCHEME

2002 – 2005

WIGAN COUNCIL

05/09/02 *

FOREWORD

We are very pleased to have the opportunity to commend Wigan’s Race Equality Scheme to you.

Although it has been produced in response to legislation, it builds on important work that was already high priority. The elimination of discrimination, the promotion of community cohesion and valuing the diverse needs and skills of everyone are at the heart of the Borough’s as well as the Government’s agenda. These aims are critical to future economic and social development as well as being ethically right and socially just.

With particular reference to race and ethnicity it has too often been thought in the past that this was a minor issue in Wigan because of our relatively low ethnic minority population. On the contrary we recognise that this places more rather than fewer responsibilities on us to address racial and ethnic diversity, to assess all our services for their possible impact on people of different backgrounds. We welcome the opportunity which this Scheme gives us to set out our policies, procedures and aims and the actions we will take to achieve them.

Our Race Equality Scheme must be a working document which is central to everyone in whatever role within the Authority. We all need to check our knowledge and awareness of others and become used to consider the impact of what we do and how we do it on others. The challenge is a serious one and will often be difficult but we are confident of rising to it and achieving excellence in both race equality and diversity more generally.

Councillor Lord Peter Smith Stephen JonesChief Executive

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OUR COMMITMENT TO RACE EQUALITY

Wigan Council has long had good policies and procedures in relation to race and ethnicity, as indeed it has across the whole equality/diversity agenda.

However, we recognise that change has often seemed slow in coming and that many parts of the organisation are not fully representative of the communities we serve. We also recognise that policies and procedures cannot, in themselves, effect change without the underpinning of understanding and commitment of all staff and a strong lead from Members and officers.

We therefore value this occasion which our statutory duty has given us, to review what we do, to assess its impact on all our different customers, and to set out the actions we will take to work towards the elimination of discrimination and to promote greater community cohesion. We have taken the task very seriously and have put a great deal of resource, effort and debate into it. While we are convinced of the moral rightness of such a Diversity approach, we also accept it as a business imperative in any pluralistic, multi-cultural society. A rigorous, accountable and audited Scheme is vital to delivering and measuring the quality of service we want.

It is very important that our race strategy is firmly located within our general diversity strategy. Our diversity strategy is an holistic, mainstream one which touches everything we do and will affect everyone in the organisation in whatever his or her role. No group is intrinsically more or less important than any other to the Council, although we vividly recognise that people’s different backgrounds and life experiences give rise to different needs, and that in terms of service delivery “one size fits none”.

We hope that the Scheme will scotch, once and for all, the myth that areas of relatively low ethnic minority population are not concerned with or are immune from racial problems. Minority ethnic people are perhaps more likely to experience prejudice, discrimination (whether unwitting or deliberate), inappropriate treatment and hostility in areas where people from their ethnic group are unfamiliar. This is true, whatever the particular minority concerned.

Race/ethnicity rightly belongs on a Diversity agenda because people are not one-dimensional. As well as our ethnic identity we all have our gender, age, sexuality, possible disability etc. etc. An effective organisation must be sensitive to all these dimensions to give the best possible service across the board. Wigan Council is determined to achieve this, and I shall play my part, as Diversity Champion, to ensure that it happens.

Councillor Lynne LiptrotCabinet Champion for DiversityCabinet Member for Environment

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DRAFT WIGAN COUNCIL RACE EQUALITY SCHEME

1.0 Introduction

2.0 The Race Relations (Amendment) Act 2000

3.0 Wigan Borough Profile

3.1 General

3.2 Wigan Council

4.0 Council's Equality Commitment

4.1 Council's Equality Commitment : Policy

4.2 Council's Equality Commitment : Structures

4.3 Council's Equality Commitment : Good Practice examples

5.0 The Race Equality Scheme

5.1 General Duty

5.2 Specific Duty

6.0 Race Equality Scheme Complaints Procedure

7.0 Functions & Policies by Department

8.0 Action Plan & Timetable

9.0 Training Profile

APPENDICES

A Preparing the Council's Race Equality SchemeRace Relations (Amendment) Act 2000

B Equal Opportunities Policy

C Council's Political Structure

D A copy of Complaints Form

E Functions & Policies : Departmental pro-formas

F Race Equality Scheme : Summary Checklist

G Equality Standard

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1.0 INTRODUCTION

Wigan Council's Race Equality Scheme has been produced in response to the Race Relations (Amendment) Act 2000. The Council recognises both its general and specific duties as a public authority to promote race equality and prevent unlawful racial discrimination.

The Race Equality Scheme specifically addresses equal treatment of people from different racial groups. The Race Relations Act 1976 defines a racial group as a group of people identified by their race, colour, nationality (including citizenship), ethnic or national origins. One or more of these factors can be present in determining a group or community and white groups (such as, for example, Irish) are within the scope of the Act.

Wigan Borough has a small black and minority ethnic population (0.8% 1991 Census) and, therefore, the Council and the community has limited direct experience of a multi-cultural society or as an organisation. However, the Council recognise that this places greater, rather than fewer responsibilities on it to promote and consider good race relations.

The Council will implement its Race Equality Scheme in the broader context of its Managing Diversity Strategy, whereby all equality issues will be developed as part of the Council's commitment to the Equality Standard (see Appendix G).

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2.0 THE RACE RELATIONS (AMENDMENT) ACT 2000

2.1 Background

Following the murder of Stephen Lawrence in 1993, an inquiry was set up by the Home Secretary in 1997 to investigate matters arising from his death. The inquiry also identified lessons to be learned from the investigation of the racially motivated crime.

The report from the inquiry was published in 1999, and although many of the recommendations were specific to the police, the underlying theme was that racism could only be addressed and reduced by taking a co-ordinated approach to prevent the growth of conscious, unconscious and institutional racism in UK society.

The report stated that it was the duty of every institution to evaluate their policies and procedures to guard against discrimination and that it was not simply the police services that needed to tackle “institutional racism”.

A definition of institutional racism:

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 behaviour which amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and racist stereotyping which disadvantage minority ethnic people.

The Race Relations (Amendment) Act 2000 is the Government’s legislative response to the inquiry report. It came into force in April 2001 and places general and specific duties on public authorities to promote race equality and prevent unlawful racial discrimination.

2.2 The Duties on Public AuthoritiesThe General Duty to promote race equality

The General Duty says public authorities must have due regard to the need to:-

Tackle racial discrimination Promote equality of opportunity Promote good race relations

Public authorities must consider racial equality in the day to day work of policy-making, service delivery, regulation and enforcement and employment practice. They must consider carefully the weighting which they attach to racial equality in proportion to its relevance to a particular function, and they must ensure that they know how all their policies and services affect race equality.

The general duty is supported by a series of specific duties, which are not ends in themselves but provide the steps, methods or arrangements for public authorities to follow to help them to meet the general duty.

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The Specific Duties to promote race equality

The Specific Duties are as follows:

To publish a Race Equality Scheme; and

To publish a statement of the functions and policies which the Council has assessed as relevant to delivering the objectives of the Race Relations (Amendment) Act.

Wigan Council must review this assessment every three years.

Duties of Wigan Council under the Race Equality Scheme

The Race Equality Scheme must include arrangements for:

Assessing and consulting on the likely impact of proposed policies on the promotion of race equality.

Monitoring policies for any adverse impact on the promotion of race equality.

Publishing the results from the above assessments, consultation and monitoring.

Ensuring public access to information and services provided by the Council.

Training staff about the general and specific duties.

In addition, Wigan Council is under duty to monitor, by reference to racial groups to which they belong, the following:

The number of staff in post Applications for employment, training and promotion Staff receiving training Staff who benefit, or not, as a result of performance appraisal Staff involved in grievance procedures Staff who are the subject of disciplinary procedures Staff who cease employment with the Council

2.3 Summary

The Race Relations (Amendment) Act 2000 places both general and specific duties on all public authorities to promote race equality. The Action plan for fulfilling these duties is to be developed and published in the form of a Race Equality Scheme.

The Scheme will enable public authorities to evaluate their policies and procedures; identifying their relevance to race equality, and to make any necessary changes for more effective and equal service delivery. These changes will be delivered over a three-year period.

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3.0 WIGAN BOROUGH PROFILE

Wigan lies on the north west boundary of the Greater Manchester conurbation, adjoining the local authorities of Bolton and Salford in Greater Manchester; the districts of Chorley and West Lancashire; St Helens in Merseyside; and Warrington in Cheshire. The Borough is the largest in Greater Manchester by area, at 72.64 square miles.

3.1 Overview of the Borough

Economic

The population of the Borough is 311,532 (Resident Population Estimates Mid-1999). Wigan has seen a huge shift in its socio-economic structure, which reflects the change in other similar towns. Traditionally, the population has engaged in two dominant industries - coal mining and the textile industry. This has now been replaced by newer industries such as light engineering, food processing and mail order. Currently, employment is now dominated by manufacturing and distribution (27.3% in 1991) and hotel and catering (24.1% in 1991)

The demise of the coal and textile industries brought unemployment and dereliction to large parts of the Borough, with 622 hectares of land designated as derelict in the 1993 Land Survey.

There has been an overall improvement in relation to unemployment within the Borough, with the overall rate declining from 16.1% in 1985 to 4% in 2000. However, there are marked variations between unemployment rates in different wards, with some wards having high scores on the National Index of Multiple Deprivation. Overall, Wigan is ranked 9 th nationally (out of 354) in employment deprivation, and the 30th most deprived on the basis of income. In August 2001, 39,000 people were considered to be economically inactive in Wigan. Regionally, the unemployment average was 3.9% in 2000.

Health & Social Deprivation

In general, people living in Wigan experience quite poor health compared to people in other parts of the country. An independent survey revealed this is due to a complex range of inter-related socio-economic factors. Some 90% of wards in Wigan are in the most deprived 20% of wards in England. All wards are in the most deprived 40% of wards in England (Index of Multiple Deprivation 2000).

As identified in the Denham & Cantle reports into the summer disturbances in Oldham, Bradford and Burnley in 2001, accessibility to good housing, employment and tackling deprivation are key factors in maintaining good race relations and community cohesion.

Wigan Population Profile

The table below estimates the current population of Wigan. Though the population figures have been estimated to remain steady, there will be an increase in those retiring from jobs. There will also be an anticipated increase of the minority ethnic population with the arrival and dispersal of asylum seekers and refugees by central government.

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Source: Mid Year Population estimates 2000, ONS

POPULATION :Wigan Metropolitan Borough

Age 1991 CensusNo. %

0 - 4 21,127 6.95-14 38,599 12.615-19 21,338 7.020-34 70,404 23.035-44 43,728 14.345-64 68,083 22.265-74 25,745 8.475+ 17,497 5.6

Totals 306,521 100.0

Source: 1991 Census

Profile by Ethnicity

Within Wigan, the proportion of people from minority ethnic backgrounds was 0.8% in the 1991 Census, but this is expected to have increased and almost certainly to have doubled to 1.6% in the 2001 Census. This is partly due to the arrival of new refugee groups and the increase in population of the existing minority ethnic population in Wigan.

There are however, established minority communities from a diverse range of backgrounds and cultures, specifically Pakistani, Bangladeshi, Indian, Chinese and Ukrainian established in Wigan. In addition, there are a number of eastern European families who have settled in Wigan as asylum seekers.

Regionally, authorities have an average of 4% minority ethnic population against a national average figure of 6.1%.

ETHNIC GROUPS IN WIGAN

Population breakdown by ethnicity White 304,190 99.2

Non-White 2,331 0.8

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Figure 1Population Breakdown by Wards

WARD NAME White Non_WhiteAbram 13,200 102Ashton-Golborne 12,732 53Atherton 11,927 69Aspull-Standish 13,299 136Bedford-Astley 12,635 74Beech Hill 11,327 64Bryn 12,577 40Hindley 12,210 57Hindley Green 15,098 87Hindsford 13,892 126Hope Carr 12,593 91Ince 10,099 72Langtree 14,398 101Leigh Central 11,912 98Leigh East 12,761 241Lightshaw 13,831 91Newtown 11,884 69Norley 10,185 38Orrell 12,103 79Swinley 10,678 170Tyldesley East 15,275 251Whelley 11,054 41Winstanley 15,499 76Worsley Mesnes 13,021 105

Source:1991 Census

The above chart shows how dispersed the minority communities are across the different wards. This information is, of course, 11 years old. We are awaiting results from the 2001 survey, which will allow us access to such information from the Office of National Statistics. This information is expected to be released after March 2003.

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3.2 Wigan Council

Wigan Council is made up of 72 Councillors: 65 Labour; 3 Liberal Democrat; 2 Community Action and 2 Conservative (as of May 2002). The Council has adopted the model of a Leader and Cabinet system, supported by Policy Panels, with an Overview and Scrutiny Committee. The Council has 4 political principles:-

Partnership

To act in the interests of the whole community by working in partnership.

Performance

To secure the best possible services to meet the expressed needs of citizens and to continually improve delivery performance

Place

To make the Borough a more attractive place for people to live, and to attract new opportunities and investment.

People

To develop the full potential of citizens without discrimination.

The most relevant to our equality policies is the commitment to people. In addition, the Mission Statement is as follows:-

"Within the resources available to it, Wigan Council commits itself to secure quality services, delivered fairly, courteously and responsively, by well informed employees who take pride in what they do."

Constitution & Structure

A diagram of the Council's political structure can be found in Appendix C.

Details of the Council's Constitution can be found on the Council's website: http://www.wiganmbc.gov.uk/pub/council/constitution/part1.htm.

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4.0 COUNCIL'S EQUALITY COMMITMENT

4.1 Our Equality Commitment : Policy

4.1.1 The Council has had a firmly-established commitment to Equal Opportunities in Employment since the 1980s. However, a clear commitment to Equal Opportunities in Service Delivery is more recent.

4.1.2 In September 1999, the Chief Officers' Management Team established an Equal Opportunities in Service Delivery Task Group to support and produce corporate guidelines for all departments. The initiative was mainly in response to the organisational challenges identified within the Macpherson Report and by the Best Value Performance Indicators.

4.1.3 At the meeting of Cabinet on 21 September 2000 (Strategy Committee 9 October 2000), Members received a progress report on developing policies and implementation guidelines for equal opportunities in service delivery in Wigan.

4.1.4 Members agreed a new integrated Equal Opportunities Statement for Wigan, covering both employment and service delivery. The Committee also agreed that the CRE (Commission for Racial Equality) Standard for Local Government was to be used as a basis for review and assessment across all equality areas. Members recognised the need for the Council to respond to the specific recommendations of the Macpherson Report and to ensure that they are integrated into the work of the Council, but also saw an opportunity to develop services across all equality areas.

4.1.5 Every local authority was required to state which level of the CRE Standard it had reached as part of the Best Value Performance Indicators. Wigan Council's aim was to reach Level 3 by the end of 2002. The Council will now be using the Equality Standard as its framework from 2002/03.

4.1.6 Wigan Council's Equal Opportunities Statement can be seen at Appendix B.

4.2 Our Equality Commitment : Structures

4.2.1 The Council has set up a clear structural framework to ensure that our commitment to Equal Opportunities is integral to the work of the collective organisation (see Figure 2).

4.2.2 The cross-departmental group, Equal Opportunities Champions, has responsibility for progressing the Council's implementation programme. The group is supported by four separate task groups, one of which will be focused on our Race Equality Scheme.

4.2.3 The Equal Opportunities Champions report to the Chief Officers' Management Team and, subsequently, the Cabinet, via the Group's chair, the Director of Leisure & Cultural Services.

4.2.4 Members' commitment is essential. The Cabinet has appointed an Equal Opportunities Champion. Other Members have a key role in support and policy development, particularly through the Social Inclusion Champions who are represented on the key services panels. Our performance is monitored through the Performance Panel which also has responsibility for Best Value. The Overview & Scrutiny Committee has a key scrutiny role for all service areas and policies.

4.2.5 The Council recognises that, whilst it has a clear and transparent internal structure, more work is required on linking internal processes to the wider community and, specifically, black and minority ethnic members of our community and service users.

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4.2.6 We believe this work will be best progressed through the Strategic Framework in ensuring that the Community Cohesion Strategy develops this area as part of a multi-agency approach initiated by the Leader's Forum, Wigan's Local Strategic Partnership (see Figure 3).

4.2.7 The Leader's Forum has recognised that it needs to encourage the development of an appropriate representative infrastructure. To this end, the Council for Voluntary Services (CVS) has been granted Neighbourhood Renewal Funding (NRF) to investigate the feasibility of developing a Race Equality Network and a Faith Network. Both networks will be represented on the Leader's Forum, when formed.

4.2.8 This work is at an early stage. However, the Council will make every effort, as a key member of the Local Strategic Partnership, to ensure that its own internal processes are firmly linked to the wider developing community infrastructure.

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WIGAN COUNCIL : MANAGING DIVERSITY : STRUCTURAL FRAMEWORK *

COUNCILMembers: Support & Development

Members: Scrutiny &Monitoring

** CABINET

CHIEF OFFICERS' MANAGEMENT TEAM

EQUAL OPPORTUNITIES CHAMPIONS

Social Inclusion Member

Champions

Policy:ServicePanels

Overview &Scrutiny

Committee

PerformancePanel

DisabilityDiscriminationAct Working Group

HRDMacphersonGroup

Social InclusionGroup

Race EqualitySchemeGroup

* This must be viewed in the context of the Strategic Framework.

Figure 2

** Cabinet Champion

WIGAN COUNCIL : MANAGING DIVERSITY : STRATEGIC FRAMEWORK

COMMUNITY PLAN (Leader's Forum – LSP)

Community Cohesion Strategy Other Service Strategies

Council's Corporate Plan

Managing Diversity Action PlanEquality Standard

Race Equality Scheme

Departmental Action Plans

FIGURE 3

Community Consultation Community Engagement

e.g. Citizens' Panel e.g.Race Equality Network

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4.3 Our Equality Commitment : Good Practice Examples

Wigan Council recognises that it has some way to go before it meets the aspirations of its equality commitment regarding race. Given the very small black and minority ethnic population, there has been little experience within the community of cultural diversity and, in turn, limited experience of the Council managing it effectively.

However, the Council has, in recent years, increased its focus on race equality. The Council recognises that the low black and minority ethnic population means we have to try even harder than many, particularly given our community leadership role.Recent examples of good practice include:

Macpherson Report : Human Resources Review Group

Following the publication of the Macpherson Report, the Director of Personnel set up a specific group to review all the Council's corporate human resources strategies, policies and procedures. Representatives from the Social Services Black Workers' Group were involved in the process. All the proposed amendments were discussed with the departmental representatives and with Elected Members, along with the relevant Trades Unions. As well as reviewing the strategy's processes and procedures, the group recommended how they are to be monitored, evaluated and improved.

Race Against Time : Conference

Over 200 people, from agencies across the North West of England, attended a conference called 'A Race Against Time' on 12 February 2001 at the Waterside Investment centre, Wigan. The conference, organised by the Social Services Black Workers' Group, discussed the implications of the Stephen Lawrence Inquiry report's recommendations for the public sector, and provided a forum for delegates to share their experiences of improving their performance on racial equality. The keynote speakers were Imran Khan, Solicitor for Stephen Lawrence's parents, and the CRE Chairman.

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Wigan & Leigh Ethnic Elders

This voluntary organisation is financially supported by the Social Services Department. It provides a number of services which aim to support black and minority ethnic older people living in the community and to combat isolation. The service assists people who may need to access health or social care services and has worked with the Social Services Department on publicising services. The September 2001 Social Service Inspectorate report on services for older people commented: "The work to develop the Leigh Ethnic Elders' centre was commendable in a borough with a relatively low ethnic minority population".

My England – Touring Play

'My England', a national touring play performed by AR Theatre Ensemble, came to the Borough in November 2000 as part of the National Youth Work Week activities. The play is set around an international friendly football match at Wembley, where two English fans prepare to watch their team. Team loyalty explodes into aggressive nationalism, and things get out of hand. The play offered an opportunity to explore key issues to do with racism.

763 young people attended the seven performances during the week-long tour. Four of the seven performances were held in community and sporting venues and three in high schools. An important element of the project was preparatory, and follow-up work with young people via a Youth Work Team, brought together through the planning partnership.

The production was supported financially by the Community Safety Partnership and Wigan Youth Service. Both Wigan Athletic FC and Leigh RMI supported the project by hosting showcase performances at the JJB Stadium and Hilton Park.

The Youth Service organised follow-up activity for young people, addressing racism and xenophobia.

Race Equality Support Group

The group has operated within Social Services for over two years. It consists of staff from black and ethnic minority communities who meet regularly in order to support and advise each other and to advise management about employment and service delivery issues. All members of the group attend the Race Equality Strategy Group, which is chaired by the Department's Deputy Director. The group has supported the development of staff recruitment and has identified issues for staff development. At present, several members of the group are completing a mentoring course in order to be able to support new black and ethnic minority members of staff.

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We intend to build on these examples of good practice to ensure race equality is fundamental to all our services and employment practice

Rafiki & Motswako

Rafiki is a social and educational group for black young people aged 11 – 21 years, of various ethnic minority backgrounds.

There has also been the development of an asylum seekers' project called Motswako, which means 'good stuff' in South African slang.

Workers have provided regular sessions on weekends, evenings and in school lessons and lunch breaks. This work has been carried out in a variety of settings, including outreach, detached, building-based work and community-based initiatives

Currently, the groups are involved in a video project which they hope to launch at a conference attended by Officers. This will focus on life in Wigan and raise awareness of religion, culture, customs and practices. Key issues for these young people are racism, bullying, personal safety and lack of provision regarding services. Young people appreciate the group because it provides safe space together, support and encouragement, fun activities and the development of new skills and experiences.

Rafiki works in partnership with other agencies to meet the needs of these young people and the wider community.Spirit of Friendship

As part of the Cultureshock Programme of the Commonwealth Games' Spirit of Friendship Festival, Wigan Youth Jazz Orchestra established a new partnership between the Wigan Youth Jazz Orchestra and the Youth Jazz Movement in South Africa. Specific links were formed with the Gauteng Music Academy for Jazz Ensemble in Johannesburg and the Stirling High School Jazz Band in East London. The two South African bands performed in the Wigan International Jazz Festival, along with the Wigan Youth Jazz Orchestra. All three groups joined together to perform a newly-commissioned work by Richard Iles. This was a six-movement suite, combining elements from the musical cultures of South Africa and the UK. Wigan Youth Jazz Orchestra is following up the South Africans' visit with a tour of South Africa. Performances of the Spirit of Friendship suite are scheduled in Cape Town, East London and the Nelson Mandela Theatre in Johannesburg.

Atherton Early Years & Family Resource Centre

As part of its Child Care Service, the Centre celebrates festivals from many different cultures, involving children and parents in a range of activities. The centre also maintains resource information about culture and religion which can be accessed by staff and the community. As a joint venture with Health, a weekly Asylum Seekers' Group is held at the Centre. The group looks at health issues and has covered issues like health and safety, child development and feeding. The Acorn furniture store is run as a community venture from the Centre, and this can be accessed by all members of the community and is regularly used by asylum seekers.

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5.0 RACE EQUALITY SCHEME

5.1 Our Commitment to the General Duty

Eliminating discrimination

We are committed to ensuring that we have eliminated racial discrimination (as well as other forms of discrimination) in our policies and in the ways we put them into practice. One of the Council's four Political Principles includes a clear commitment to anti-discrimination. This is embodied in an integrated Equal Opportunities Policy Statement which covers both employment and service delivery. The Council has also made a very strong commitment to addressing race and hate crime in our community. The 730 (d) Form has been actively promoted and staff training provided. Our broader equality training programme focuses on raising employees' awareness of anti-oppressive or discriminatory behaviour.

We recognise that we increasingly need to move from an equal opportunities focus to addressing our diversity agenda – recognising the differences between people, whether this is by language, or the context in which people live their lives, e.g. the networks and sources from which people gather information.

The Race Equality Scheme allows us, over the next three years, to review all our functions and policies to ensure that we eradicate, as far as possible, any discrimination.

Promoting equality of opportunity

Since 2000, we have ensured that equal opportunities has a higher profile, both within the Council and within the community. Each department now has an Equal Opportunities Champion. We have consulted with the Citizens' Panel on our Equal Opportunities Policy, and a publication explaining the policy is soon to be produced for wider distribution in our community. The work that the Council is doing to meet the Equality Standard should ensure that all Council services are focused on promoting equality of opportunity. Our arrangements for meeting the Specific Duties should greatly assist us.

In terms of employment, we will build on a lot of the good practice developed in the Social Services Department, e.g. a Mentoring Scheme for Black & Minority Ethnic Workers, which is being piloted.

Promoting good race relations

In Chapter 4, we recognised that, even though the Council has had less direct experience of responding to a culturally diverse community than many other areas, we have developed examples of good practice.

We aim to build on these. A particular focus of major relevance to the borough is the successful and harmonious integration of asylum seekers into our community. An Asylum Seekers' Liaison Officer has been appointed and an Asylum Seekers' Providers Forum established with a place for an asylum seekers' representative. The success of this is critical to the promotion of good race relations in the borough. We will develop further our commitment to recognising and celebrating cultural diversity through local festivals and events. Education services will be critical and the Education Department will focus on the promotion of good race relations through its work with schools. Current projects will also ensure the promotion of good race relations, e.g. Healthy Schools: Emotional Health & Well Being.

5.2 Our Commitment to the Specific Duties

To publish a Race Equality Scheme

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A revised draft of this document will be issued for consultation in September. Feedback will be requested by 31 December 2002. A revised scheme will be produced for the new Council year in May 2003.

Review of Functions & Policies

The Council has now reviewed all its functions and policies for their relevance to eliminating discrimination and providing equality of opportunity and good race relations. The process followed is outlined in Chapter 7. Two major policies which will be reviewed are the Asylum Seekers' Policy Framework and the Homeless Persons Policy.

Assessing & Consulting

All Council reports and policies will, in future, include an assessment of the equal opportunity implications, including those relevant to race. The Best Value process will also be used to assess the impact and relevance of proposed policies and functions.

We recognise the need to improve our consultation with our black and minority-ethnic stakeholders. The Council has an existing consultation strategy and is developing a Youth Participation Strategy. However, there is no existing infrastructure which enables us to effectively consult with representatives from black and minority-ethnic communities. The establishment of a Race Equality Network will greatly assist this process. We aim to work with other agencies, e.g. the Primary Care Trust and Acute Trust, to ensure that we consult in a co-ordinated way and are not in competition.

Monitoring our Policies

We recognise that this is the most critical area for development and needs to be based on better information than we have at present. The Corporate Personnel System will enable us to monitor employment issues more effectively once it is implemented across all Council Departments in October 2002.

Currently, an Annual Report is produced on Managing Diversity, which is considered by Cabinet. In future, the Performance Panel will have a major monitoring role. This will cover both employment and service issues. The Performance Panel has responsibility for Best Value and this will continue to be the key monitoring process. In addition, the Overview & Scrutiny committee can challenge the effectiveness or otherwise of policies and their implementation.

Publishing the Results of Consultation, Assessments & Monitoring

The Council intends to produce its own newspaper which will include regular information and feedback on Equal Opportunities in general and, specifically, the Race Equality Scheme.

In addition, our Best Value PIs will be widely available along with our employment statistics.

The Race Equality Scheme will be available on the Council's website, which will include progress reports.

Paper copies will be available for public consultation at all libraries and other key public buildings.

We wish to learn from our consultation process what people, particularly from a black and minority ethnic background, think would be the most helpful way of publishing the results.

Ensuring Public Access to Information & Services

As part of its Best Value programme, the Council has reviewed its Access to Services. The improvement plan should result in better access by the wider community to information and Council services. The Council has reviewed its translation and interpretation services; some services already have access to

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Language Line (e.g. the Library Service) but all Council Departments have agreed to subscribe to the National Interpretation Service. This initiative has been led by Wigan & Leigh Housing Company Ltd.

Over the next three years, we will ensure that all front-line service staff are made aware of the support provided for interpretation and translation.

Key publicity documents will advise members of the public how they can get translated versions. In appropriate cases, publicity will be provided in languages other than English.

Training Staff

Our implementation of the Race Equality Scheme will only be effective if all employees are aware of their duties and responsibilities. To a large extent, this will be the responsibility of Departments – in particular, ensuring that any specialist training or awareness training is undertaken. Chapter 9 covers the wider corporate training which is available.

Employment : Arrangements to meet specific employment duties

Workforce Data

We are currently collecting our workforce data, and have just completed a major survey of all employees. When the information is entered into the Corporate Personnel System we will follow up with those employees who have not completed the questionnaire. The current response is 65%.

The information sought is based on the racial categories in the 2001 Census.

The Corporate Personnel System should be fully implemented throughout the Council by October 2002. We will then be able to analyse workforce data by gender, race, disability and age (plus any other personal details held) against salary levels, department, job type, permanent/temporary/part-time (plus any other post detail held).

A Sub-group of our Corporate HR issues Group (the Macpherson group) has almost completed a review of all the Council’s HR Policies and Procedures in the light of the Macpherson Report.

The Group has also produced a format to monitor, evaluate and improve policies and procedures (Figure 4) which, it is hoped, all departments will adopt.

Recruitment, vacancy filling and promotion

The system introduced should assist the Council to fulfil its commitment to equal opportunities in this area.

Recruitment literature includes our Equal Opportunities Policy and monitoring form, and the Macpherson Group is working on a document which aims to better emphasise that the Council takes equal opportunities seriously.

The existing form for monitoring applicants is to be amended to bring it in line with the employee monitoring form/2001 Census categories.

This will enable us to statistically compare applicants and employees against our demographic profile.

Training

The Corporate Personnel System has the facility to record training. This facility will be available to all Departments from 2003 onwards. This will enable us to monitor any aspect of training.

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Performance Appraisal

Although the Council does not operate a formal Individual Performance Appraisal System, it does operate a staff development scheme which identifies training needs. Training profiles will be monitored by the Corporate Personnel System.

Grievances

We intend to develop the Corporate Personnel System to enable grievances to be included so that monitoring will be possible. This information is not currently available.

Disciplinary Action

Racial and other forms of discrimination by the Council’s employees are specifically identified as Gross Misconduct within the Disciplinary Procedure. As with Grievances, we intend to develop the Corporate Personnel System to monitor disciplinary action.

Dismissal and other reasons for leaving

Formal monitoring will be possible when the Corporate Personnel System is fully operational. A corporate policy on exit interviews is currently being developed.

Training Employees and Equal Opportunities

The Council’s induction for new employees requires mandatory training on equal opportunities.

The Central Training Prospectus offers additional training specifically in equal opportunities, and the Recruitment and Selection course includes the principles and good practices of equal opportunities.

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Monitor and Publish Information

The Council will be in a position to monitor by reference to racial groups (based on the information completed by employees – currently 65% feedback) when the Corporate Personnel System is implemented in October 2002.

- the number of staff in post- applications for employment and promotion- staff receiving training- staff who cease employment in the Council

By January 2003, we aim to include staff training within the system, and from April 2003, intend to have developed and include grievance and discipline.

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Council’s Commitment to Implement Equal Opportunities in Employment

We aim to ensure that Equal Opportunities is put into

practice

SET TARGETSMONITOR

Obtain suggestions and Commentsfrom (a) Questions in Annual Employee Survey (b) Form available for employees to use and (c) Managers or HR Unit conduct exit

interviews.

Extract statistical information from the Corporate Personnel System re: minority grouping, etc and compare with departmental breakdown.

EVALUATE IMPROVE

Provide Checklists for managers, for main policies/procedures/guidelines and advice notes. Use EDNR to clarify.

Using Random Sampling, audit managers and departmental HR management in use of all procedures.

Determine management training and capability in regards to (a) the practice of equal opportunities & (b) the application of policies/ procedures/guidelines/checklists, etc. through the EDNR Interview.

Suggestions and Comments Results evaluated by Department HR Units and issues highlighted. Information obtained, communicated from Departments to Centre.

Statistical Information Director of Personnel will analyse and evaluate information and issue to Departments.

Checklists Managers report to Departmental HR who evaluates or sends to Director of Personnel, if corporate issue

Random Sampling Director of Personnel will analyse and evaluate information and discuss with Director of Department.

EDNR Interview Manager evaluates I.T.N. identified and Training Plan produced. Departmental HR referred to Director of Personnel, if corporate issue.

Suggestions and Comments Department acts to improve local issues. Director of Personnel acts to improve Corporate issues.

Statistical Information Director of Personnel or Departmental HR develop Positive Action Plans, as appropriate. Discuss at Corporate HR Issues Group.

Checklists Departmental HR or Director of Personnel develop Improvement Plan. Discuss at Corporate HR, as

Random Sampling Departments will determine action plan/training need to improve.

EDNR Interview Departments deliver Training Plan and refers to Director of Personnel, if corporate issue.

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6.0 RACE EQUALITY SCHEME COMPLAINTS PROCEDURE

6.1 OverviewWigan Council aims to provide a high quality service at all times. It will do its utmost to fulfil the duties placed upon it under the Race Equality Scheme and to improve standards of service delivery. However, being responsible for 10,000 employees and a budget that exceeds £400 million, the Council will get things wrong from time to time. We may also be prevented, due to legal reasons or lack of money, from doing things the way people may want them to be done. However, at all times, individuals are entitled to an explanation for any decision, and an apology if we get things wrong.

6.2 Complaints about failure to comply with general and specific duties

If Wigan does not meet its general duty (tackling racial discrimination; promoting good race relations; promoting equality of opportunity and monitoring the workings of the Act) its actions can be challenged by the High Court for judicial review. (However, the Act does not entitle individuals to take action against Wigan Council for failing to fulfil its general duty).

If Wigan does not meet its specific duty, it could face enforcement action by the CRE. This means that if the CRE was satisfied that a public authority has failed to (or is failing) to meet specific duties, the CRE would serve a ‘compliance’ duty. This would oblige the authority to state how and what they are doing to meet the duties within 28 days. As with the general duty, the specific duty does not equip individuals with the right to ensure that public authorities are meeting their specific duties. They can only ask the CRE to investigate.

6.3 The Council’s complaint /compliment/comments procedure

Wigan Council has a well-established formal complaints procedure, which is handled by the Chief Executive's Department. The complaints form has recently been amended so that making formal complaints is easier and made more accessible to all our users. For example, people can have access to the form in languages other than English, (e.g. Gujerati, Cantonese, Urdu and Arabic). The Translation Service will also assist members of the public whose first language may not be English. The Council’s Translation and Interpretation Service is available for all services, and all departments have access to this.

The complaints/compliments/comments form is also available to members of staff (on the internal Web) and for the public on http://boston/pub/comments/comments.htm- and http://www.wiganmbc.gov.uk/pub/comments/Comments.htm- for external Web access.

6.4 The Four Stages of Contact

In the first instance, complaints or comments should be made to the department responsible for providing the service being complained about. This can be done in writing, by phone, by personal visit, or by e-mail. A friend or relative can also make complaints on someone’s behalf. If people are not sure which department is responsible, then they can ring the main switchboard on 01942 244994 between 8.45am and 5.00pm, Monday to Friday.

If the customer is not satisfied with the outcome, they are then encouraged to contact the Head of the Department, using the Complaints form.

If they still feel their complaint has not been resolved, then they can write to the Chief Executive, Stephen Jones, Freepost, Town Hall, Library St, Wigan, WN1 1YN.

An independent investigation is then carried out.

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Note: Residents of the Borough can also contact their local Councillor/M.P./Citizens Advice Bureaux to ensure the process is kept as open as possible. At all stages full assistance is given.

In the instance that the complainant is unhappy with the way the Council has dealt with the complaint, the customer should then contact the Local Government Ombudsman. The Ombudsman is an independent person who investigates allegations of maladministration causing injustice to the person who has complained. Their remit covers most Council matters. The Ombudsman who deals with the Council is Mrs P A Thomas. She can be contacted at:

Beverley House, 17 Shipton Road, York, YO30 5FZ

Tel: 01904 663200Fax: 01904 663269Web: www.lgo.org.uk

The Ombudsman has a leaflet called:

"Complaint about the Council? How to complain to the Local Government Ombudsman." A copy of this can be requested by telephoning or writing to the address above, or it can be downloaded from the website.

What happens when complaints are made?

When we first receive the form, we will send an acknowledgement by return of post. This will specify who is handling it. Those using the electronic version will receive an automatic email acknowledgement.

If complaints can be resolved reasonably quickly, Wigan Council will reply within 10 working days of it being received.

If the complaint requires a more complicated response, a progress report will be provided within 10 working days and a full response within a further 15 working days.

If the complainant wants to check on the progress of the complaint, or requires any general information, then they are urged to contact:

Customer Services Unit Town Hall, Leigh, WN7 1DY01942 404401 fax: 01942 404 505e-mail: j.collier@wiganmbc.gov.uk

All communication is made in Plain Language. A list of departmental addresses and contacts is attached to the form and on the Web

Monitoring our Equal Opportunities Policy

The recently amended form now contains a voluntary monitoring sheet, which asks ALL complainants to provide details of their ethnicity, sex, age and disability (if applicable). This enables the Council to monitor if a good level of service is provided to all complainants, regardless of background.

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7.0 FUNCTIONS AND POLICIES

7.1 Introduction

In order to fulfil the requirements of the general duty under the Race Relations (Amendment) Act, all policies and procedures of Wigan Council must be assessed for their relevance to race equality. A standard Assessment Proforma was circulated to all departments enabling service managers to:

Assess the relevance of the functions, policies and procedures for which they are responsible under the duty to promote race equality, and

Assign a priority to policies and procedures for progressing the implementation of the Race Equality Scheme.

The departmental assessment pro-formas can be found in Appendix E.

Identifying Functions, Policies and Procedures.

The following steps are being followed by each department:

List all service functions and associated policies and procedures, including employment; Identify those functions which are relevant to the promotion of race equality; Prioritise these functions based upon their relevance to race equality; Assess how these relevant functions and any related policies and procedures affect race

equality. Consider how policies may be changed, where necessary, to meet the general duty, and

make these changes.

Assessing policies/procedures

When assessing the effects of a policy, or the way in which a function is being carried out, the following questions are being considered by departments:

1. Could the policy have an adverse impact on equality of opportunity for some racial groups?2. Could the policy have an adverse impact upon relations between different racial groups?3. Is the adverse impact, if any, unavoidable?4. Can the adverse impact be reduced by taking particular measures?5. Is further research/consultation necessary? Is this likely to lead to a different outcome?

In terms of the Race Relations (Amendment) Act, a function or policy is relevant if it has implications for, or in any way affects, the elimination of unlawful racial discrimination, the promotion of equality of opportunity, or good race relations.

Some functions may not be relevant and are therefore not included in the action plan within the Race Equality Scheme.

Degree of Relevance

When assessing the degree of relevance of a policy or procedure, the following need to be considered:

Which part of the General Duty is the function, policy or procedure relevant to?

How important are the implications of any adverse impacts? For example, are they long term implications or are they trivial and of a limited duration.

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How strong is the evidence of inequality?

Is there evidence of public concern that any functions/policies/procedures are being operated in a discriminatory manner?

A full list of the identified functions and policies is attached in Appendix E. These, however, may be further revised on completion of the Race Equality Scheme consultation in December 2002.

The functions and policies which have been identified as being relevant to the General Duty, have been assigned a priority level for impact. Those functions considered to be a high to medium priority will be assessed during the three-year period from May 2002 until May 2005. Wigan Council’s second RES will then assess those policies and functions which have been assigned a low priority.

The priority levels will be actioned as follows:

Assigned Priority Level Timetabled Action

0 No relevance to the General Duty1 Action in Year 1 (2002/2003)2 Action in Year 2 (2003/2004)3 Action in Year 3 (2004/2005)4 Action during the second RES (2005/2008)

The individual departments have listed their priority orders, as follows:-

Chief ExecutivesEducationEngineering ServicesEnvironmental Health and Consumer ProtectionFinance and ITLand and PropertyLeisure and Cultural ServicesPersonnelPlanning and Development Social servicesWigan and Leigh Housing

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Chief Executive's Department

Policy Priority

Communications Year 1 : 2002/03

Customer Care Year 1 : 2002/03

Departmental Training/Awareness Raising on Equal Opportunities/Valuing Diversity

Year 1 : 2002/03

Social Inclusion – policy and network development

Year 2 : 2003/04

Community Development – outreach procedures

Year 2 : 2003/04

Departmental HR procedures Year 3 : 2004/05

Pursuit of External Funding Year 3 : 2004/05

Participation in and evaluation of Grant Applications

Year 3 : 2004/05

Providing Information on Grants Year 3 : 2004/05

FUNCTIONS TO BE REVIEWED

Function Priority

Central Services Year 1 : 2002/03

Policy Unit (part) Year 1 : 2002/03

Community Engagement Year 2 : 2003/04

HR Functions Year 2 : 2002/03

Economic Regeneration Year 3 : 2003/04

Support Services (access to buildings and utilisation of facilities)

Year 3 : 2003/04

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Education DepartmentManagement & Development

Function or Policy Priority

Staff Induction Priority 3

Scheme for financing Schools Priority 3

School Organisation Plan Priority 3

Asset Management Plan Priority 1

Code of Practice for the Appointment of Governors

Priority 1

Complaints Policy and Procedures Priority 1

Human Resources Policies Priority 1

Performance Management Priority 2

Admissions Priority 1

Metro Cleaning and Catering Services Priority 1

ICT Priority 3

Departmental Appraisal Policy Priority 3

Health and Safety Priority 1

Counselling Priority 2

Reporting Racist Incidents Priority 1

Service level Agreements Priority 2

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Education DepartmentSchool Inclusion Branch

Function or Policy Priority

Special Education Needs Priority 1

Behaviour Support and Exclusions Priority 1

Children’s Plan Priority 1

Attendance Priority 1

Ethnic Minority Achievement Priority 1

Parent Partnership Priority 2

Bullying Priority 2

Home School Transport Priority 3

School Access Priority 3

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Education DepartmentSocial & Community Inclusion Branch

Function or Policy Priority

Early years Development and Childcare Plan Priority 2

Sure Start Priority 2

Out of School Learning Priority 2

Teenage Pregnancy Priority 2

Community Cohesion Priority 1

Early Intervention Priority 1

Connexions Priority 1

Parent/carer Involvement Priority 2

Positive Action Priority 1

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Education DepartmentSchool Effectiveness Branch

Function or Policy Priority

Curriculum statement Priority 3

Literacy Priority 1

Numeracy Priority 2

Foundation Stage Profile Priority 3

Wigan Agreed Syllabus for Religious Education

Priority 3

Schools of Concern Priority 1

Continuing Professional Development Code of Practice

Priority 1

Professional Development Centre Business Plan

Priority 2

Curriculum Centres Priority 2

Arts Advisory Service Priority 2

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Engineering Services Department

Function or Policy Priority

HRD: Equal Opportunities Awareness Training for all staff.

Year 1: 2002/03

HRD: Staff Induction Process Year 1: 2002/03

HRD: EDNR Process Year 1: 2002/03

Customer Services: Translation Service Year 1: 2002/03

Customer Services: Information Leaflets Year 2: 2003/04

Customer Services: Service Accessibility Year 2: 2003/04

Project Consultation: External communications

Year 2: 2003/04

Project Consultation: Questionnaires Year 2: 2003/04

Publicity & Information: Distribution/Exhibition

Year 2: 2003/04

Publicity & Information: Plain English (already been reviewed)

Year 4: 2005/06

Cleansing Functions Year 4: 2005/06

Highways Functions Year 4: 2005/06

Traffic & Transport Functions Year 4: 2005/06

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Environmental Health & Consumer Protection Department

Function / Policy Priority

Asylum Seekers Policy* Year 1 2002 / 03

Housing Allocations Policy* Year 1 2002 / 03

Home Improvement Grants (Allocation and Monitoring)*

Year 1 2002 / 03

Staff Equal Opportunities Awareness Training Year 1 2002 / 03

Enforcement Policy Year 2 2003 / 04

Housing Strategy* Year 2 2003 / 04

Homelessness Policy* Year 2 2003 / 04

Community Care (Housing Strategy including Supporting People)*

Year 2 2003 / 04

HRA Business Plan * Year 2 2003 / 04

Customer Care Policy Year 3 2004 / 05

Food Hygiene and otherTraining for Ethnic Businesses

Year 3 2004 / 05

* These policies and strategies will be linked with Wigan and Leigh Housing Company (Arms Length Management Company)

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Finance & IT Department

Function / Policy Priority

Finance Year 1: 2002/03

Revenue & Benefits Year 1: 2002/03

IT Year 1: 2002/03

Customer Care Year 2: 2003/04

Customer Care Guidelines for Reception Areas

Year 2: 2003/04

Complaints Procedure Year 2: 2003/04

Equal Opportunities Policy & Statement Year 1: 2002/03

Service Action Plans Year 1: 2002/03

Raising Standards Year 1: 2002/03

Communication & Consultation Year 2: 2003/04

Policies Year 3: 2004/05

Performance Management Framework Year 4: 2005/06

Monitoring Year 1: 2002/03

Access to FITD Buildings Year 4: 2005/06

Best Value Strategy Year 1: 2002/03

CRE Standard for Racial Equality in Local Government

Year 1: 2002/03

Employee Code of Conduct Year 1: 2002/03

Family Friendly Policies Year 3: 2004/05

Harassment, Discrimination & Bullying Year 3: 2004/05

HR Strategy Year 2: 2003/04

Personal Review & Development (Employees)

Year 3: 2004/05

Recruitment Year 3: 2004/05

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Land & Property Department

Function or Policy Priority

Design & Property servicesProcurement of Contracts Year 1 : 2002/03 and ongoing

Aids & AdaptationsYear 2 : 2003/04

Business, Resource & Strategy

TrainingYear 1 : 2002/03

Best Value – Monitoring SystemsYear 1 : 2002/03

Reception / PersonnelYear 1 : 2002/03

Customer Care / ComplaintsYear 1 : 2002/03

Performance ManagementYear 3 : 2004/05

Community SafetyYear 2 : 2003/04

Security servicesYear 3 : 2004/05

Asset ManagementYear 3 : 2004/05

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Leisure & Cultural Services Department

Policy Priority

Codes of Conduct for Staff & Public Year 1 : 2002/03

Programming/Events/Festivals Year 1 : 2002/03

Monitoring Information Year 1 : 2002/03

Monitoring Information (to be continued) Year 2 : 2003/04

Specialist Training for Specific Functions Year 2 : 2003/04

Marketing/Printing/Publicity Year 3 : 2004/05

Booking Policies Year 3 : 2004/05

FUNCTIONS TO BE REVIEWED

Function or Strategy Priority

Active Life Year 1 : 2002/03

Environmental Management Year 1 : 2002/03

Markets Year 1 : 2002/03

Cemeteries & Crematorium Year 2 : 2003/04

Tourism & Heritage Year 2 : 2003/04

Management Services Year 2 : 2003/04

Community Development Year 3 : 2004/05

Libraries & Lifelong Learning Year 3 : 2004/05

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Personnel Department

Function or Policy Priority

All HR policies & procedures These have all been evaluated in the light of the MacPherson Report.

We will be monitoring the process of implementation.

Training Policies & Courses Year 1: 2002/03

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Planning & Development Department

Function or Policy Priority

Departmental Training and Awareness Year 1: 2002/03

Improved Ethnic Monitoring, analysis and data collection

Year 1: 2002/03

Work on improving access to Development Control service

Year 1: 2002/03

Unitary Development Plan Year 1: 2002/03

Building Control – Best Value Review Years 1 and 2: 2002/04

Customer Care Policy and Complaints procedures

Year 2: 2003/04

Communications Year 2: 2003/04

Departmental H R Procedures Year 3: 2004/05

Enforcement Policy Year 3: 2004/05

Grants Policies and Procedures Year 3: 2004/05

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Social Services Department

Function or Policy Priority

Departmental-wide strategic planning processes.

Year 2: 2003/04

Social Services Human Resource Strategy. Year 1: 2002/03

Social Services Training Plan. Year 2: 2003/04

Adult Services Commissioning Strategy. Year 1: 2002/03

Children’s Services Plan. Year 2: 2003/04

Health Improvement Programme, via the Ethnic Health Strategy.

Year 1: 2002/03

Wigan Area Child Protection Committee Business Plan

Year 2: 2003/04

Services Specific Joint Investment Plans/National Service Frameworks.

Years 2 & 3: 2003/04 & 2004/05

Children’s Services New Assessment Framework (Social Work Services).

Year 2: 2003/04

Youth Offending Team Services. Year 3: 2004/05

Services for Children Looked After by the Council, including external contracting.

Year 2: 2003/04

Family Resource Centres. Year 3: 2004/05

Adult Social Work Services, through the Single Assessment Process.

Year 3: 2004/05

Residential and Nursing Care for Adults, including external contracting.

Year 3: 2004/05

Day Care for Adults (Mental Health, Physical Disability, Learning Disability and Older People).

Year 3: 2004/05

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cont..

Function or Policy Priority

Home Care/Meals Service. Year 3: 2004/05

Occupational Therapy Services. Year 2: 2003/04

Central Duty Team, including monitoring. Year 1: 2002/03

Customer Relations Services. Year 3: 2004/05

Administrative Services. 0

Welfare Rights Services Year 3: 2004/05

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Wigan & Leigh Housing Co Ltd

Function or Policy Priority

Asylum Seekers* Year 1: 2002/03

Allocations Policy including nominations and Choice Based Lettings*

Year 1: 2002/03

Estate Management including Anti Social Behaviour, Neighbour Nuisance and the Tenancy Agreement

Year 1: 2002/03

Equal Opportunities Policy Year 1: 2002/03

Customer Care Year 2: 2003/04

Human Resources Year 2: 2003/04

Housing Strategy* Year 2: 2003/04

Community CareHousing Strategy (including Supporting People)*

Year 2: 2003/04

HRA Business Plan* Year 2: 2003/04

Tenant Participation Year 2: 2003/04

Homelessness* Year 2: 2003/04

Stock Investment/Programmed Works and Repairs

Year 3: 2004/05

RentsYear 3: 2004/05

Regeneration Year 3: 2004/05

* These policies and strategies in particular will be reviewed in close co-operation with the Council’s Environmental Health and Consumer Protection Department who have responsibility for housing strategy.

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8.0 ACTION PLAN & TIMETABLE

Each Department will be drawing up an action plan as part of the Council's commitment to the Equality Standard.

Whilst the Equality Standard action plans covers all diversity issues, all Departments will be required to ensure that they focus on any specific issues which relate to race equality.

The Corporate Action Plan for the Race Equality Scheme can be seen at Figure 4.

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WIGAN COUNCIL : RACE EQUALITY SCHEMEACTION PLAN & TIMETABLE

Actions Lead Who else is involved?

Timescale

RES to be produced for consultation. DLCS Katherine Fairclough/Richard Helmn

Oct – Dec 2002

Revised RES to be agreed by Council (including Revised Action Plan). DLCS/Cabinet Member Champion

CabinetFull Council

May/June 2003

Equality Standard Action Plan agreed. DLCS/Equal Opportunities Champions

Management TeamCabinetFull Council

Dec 2002 – Apr 2003

Corporate Personnel system implemented. DPS All departments & Wigan & Leigh Housing

Oct 2002

HR Benchmarking Statistics 2003/04. DPS All departments & Wigan & Leigh Housing

Mar 2003

Community Cohesion Strategy Leader's Forum Executive Group

Leader's Forum Apr 2003

RES Review of Year 1 assessments (including Revised Action Plan). DLCS/CabinetMember Champion

Cabinet May 2003

Managing Diversity Annual Report 2002/03. DLCS/Equal Opportunities Champions

Each departmentManagement TeamPerformance PanelCabinet

July 2003

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9.0 TRAINING PROFILE

9.1 We recognise the importance of raising employee awareness of the Council's Equal Opportunities Policy and that they are aware of, and understand anti-discrimination legislation. New employees receive Equal Opportunities training as part of the Corporate Awareness Course.

9.2 Action has also been taken to enable this training to be undertaken within departments to ensure our existing workforce receive a consistent standard in respect of Equal Opportunities Awareness training.

9.3 The training and development needs of individual employees are identified annually as part of the Council's Employee Development Needs Assessment process. The purpose of this training is to enable employers to fulfil their work responsibilities and to meet the needs of the Council as an employer and service provider.

9.4 Within the range of corporate courses available at present, the Council provides training relating specifically to Equal Opportunities issues:-

Equal Opportunities Appreciation Harassment Awareness Investigating Allegations of Harassment at Work Understanding Harassment

Although not dealing specifically with Race Equality, these courses embrace all aspects of Equal Opportunities and, in particular, place an emphasis on Anti-discrimination practices.

9.5 The Council also provides training to those involved in the recruitment and selection of employees, enabling participants to consider equal opportunity in employment as a concept of fairness, organisational efficiency and good management practice. In addition, many other courses emphasise Equal Opportunities within the context of the training being delivered.

9.6 Within our duties under the Race Relations (Amendment) Act, the Council will offer training on the General and Specific Duties, in the following ways:-

The Corporate Awareness Training will be amended to include an overview of the Council's Race Equality Scheme and our duties under the Race Relations (Amendment) Act.

Review Customer Care training to ensure that it covers diversity and provides a corporate standard of practice for the delivery of services to black and ethnic minority groups.

The development and introduction of a course for those responsible for implementing the Act, aimed at raising awareness of the legislation, the General and Specific Duties, and the promotion of equality.

Specific skills training for those who will be developing and putting into practice the Race Equality Scheme through the completion of reviews.

APPENDIX A

Preparing the Council's Race Equality SchemeRace Relations (Amendment) Act, 2000

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Process

Draft CRE document 'The Duty to Promote Race Equality' Code of Practice & Guidelines received for comment by end of February 2002.

December 2002

Cabinet/Strategy Committee considers requirements and authorises a response to the consultation document. Council agrees that the Equal Opportunities Group should develop a draft scheme.

February/March 2002

Cabinet receives a progress report. 31 May 2002

CRE publishes revised Code of Practice & Guidance: 1 June 2002

Received by Council on 4 July 2002.

Draft Race Equality Scheme considered by Chief Officers' Management Team.

20 August 2002

Cabinet agrees draft Race Equality Scheme for consultation. Responses required by 31 January 2003.

19 September 2002

Revised scheme to be agreed by Cabinet/Council. May/June 2003

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Advice

The following seminars/workshops/conferences were attended by representatives from Wigan Council:-

Names/Departments Training details

Senior officers from departments10 x Graduate Trainees

'Race Against Time' conference, organised by Wigan Council, Wigan Black Workers' Group and the Race Equality Matters Forum – 12 February 2001.

Representatives from the following departments:-

Engineering Services Land & Property Environmental Health & Consumer Protection

'Communicating with Hard to Reach Groups' – North West Quality Network – 8 March 2002.

Shantu Mistry, Senior Assistant EngineerCarol Benson, HRD Officer(Engineering Services)

'A Duty to Promote Race Equality for Public Authorities' – CRE – 19 March 2002.

Colin Hyde, Senior Personnel Officer (Personnel Department)

'Race Relations (Amendment) Act – Training for Trainers' – North West Employers' Organisation – April 2002.

Zubeda Limbada, Graduate TraineeColin Hyde, Senior Personnel Officer

'A Workshop for Authorities with Low Ethnic Minority Populations, RR (A) Act' – North West Employers' Organisation – 9 July 2002.

Other Race Equality Schemes considered for guidance in the completion of Wigan's RES:-

Department of Trade & IndustryHealth & Safety Commission and Health & Safety ExecutiveManchester City CouncilBradford City CouncilLiverpool City CouncilWrightington, Wigan and Leigh Acute Trust (draft)

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APPENDIX BWIGAN COUNCILEQUAL OPPORTUNITIES : POLICY STATEMENT

PRIMARY COMMITMENT

Wigan Council commits itself to provide the opportunity for all its citizens to develop their full potential, whatever their background, without discrimination.

SUPPORTIVE COMMITMENT

The Council will pursue policies and practices to achieve this objective without discrimination on grounds of gender, age, colour, nationality, national or ethnic origin, religious belief, disability, social class, marital status or sexual orientation.

Discrimination which results in unfairness in any aspect of the Council’s employment policies and practices or service delivery arrangements will not be acceptable under any circumstances.

This commitment shall be expressed and implemented through the Council’s employment policies, practices, service delivery arrangements and community leadership role.

IMPLEMENTATION

The Council will produce a written Equality Policy Statement, endorsed by Elected Members and officers, and given meaning through their actions.

The Council will develop, implement and monitor an action plan to achieve these ends.

The Council will monitor the effectiveness of its policies and use information arising from its research to review and, where necessary, amend policy.

The Council will endeavour to demonstrate clear improvements in its policies, practices and service delivery arising from its consultation with the community, service users and its review of effectiveness.

The Council will strive to become an exemplar of Best Practice in the way it provides and monitors services, consistent with its Equal Opportunities commitment.

Elected Members will be asked to embrace the intent of the commitment and Policy within their Groups and determine the process by which these are implemented.

The Council will take cognisance of current and future legislation and guidance which may affect equal opportunities issues.

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LEADERAND

CABINET(10)

P

PERFORMANCE

COMMUNITY SAFETY

P

P

LIFELONG LEARNING

SOCIAL CARE

P

P

P

P

ENVIRONMENT

CULTURE

REGENERATION

ALMO

WIGAN BOROUGH PARTNERSHIP

DEVELOPMENT CONTROL

COMMITTEE

REGULATION COMMITTEE

GENERAL PURPOSES COMMITTEE

STANDARDS COMMITTEE

OVERVIEW & SCRUTINY COMMITTEE

NHS SCRUTINY

COUNCIL

APPENDIX C

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Appendix DCOMMENTS/COMPLAINTS

TELL US WHAT YOU THINK

We want to hear from you…

Wigan Council aims to provide high quality services at all times.

To improve our standards, we want to know what you think about the service you have received. We would like to know if you think we have got things wrong, or when you have any suggestions that may improve services.

Sometimes things go wrong…

With over 10,000 employees and a budget of more than £400 million, the Council is the borough’s largest organisation – and inevitably in any large organisation things can go wrong from time to time. We may also be prevented for legal reasons or lack of money from doing things in the way you think they should be done.

You are always entitled to an explanation for any decision, and an apology if we get it wrong.

What this form is for…

The form is for telling us when you are dissatisfied with the outcome of an approach to the Council, or if you feel a grievance has not been properly resolved.

If you’ve had a problem or something has not been done to your satisfaction, then, in the first place, we expect that you will have given the Council department responsible a chance to sort things out.

If you’re unhappy with the result of this, you can tell us why on the form enclosed with this leaflet. You do not need to put a stamp on the envelope.

If it is difficult for you to fill this form in, you can ask someone to help you. We can provide a large print version or one in a different language, on request.

(If you have any documents, such as letters from the Council, please send a copy of them with your complaint.)

What happens next…?

Your completed form will go to the Council's Customer Services Unit. Staff will log it in, identify which Council department(s) is responsible for dealing with it, and then send it on to the head of that department.

When we first receive your form, we will send you an acknowledgement by return of post. This will tell you who is dealing with it.

Then, if your complaint can be answered reasonably quickly, you should get an answer from the department within 10 working days of it being received.

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If it's more complicated, we will give you a progress report within 10 working days, and a full response within a further 15 working days.

If you want to check on the progress of your complaint, or for any general information, please contact:

Customer Services Unit, Town Hall, Leigh, WN7 1DYTelephone: 01942 404401; Fax: 01942 404505e-mail: j.collier@wiganmbc.gov.uk

What happens if I’m still not happy…?

If you still feel your complaint has not been resolved, you can write to the Council’s Chief Executive, Stephen Jones, at the Town Hall, Freepost, Library Street, Wigan, WN1 1YN. He will carry out an independent investigation.

At any stage, residents of the borough can also contact their local Councillor. If you are unsure who this is, your local library will be happy to advise you, or you can get the details from our web site.

We hope that this procedure will be able to sort out most complaints. However, in the last resort you can get in touch with the Local Government Ombudsman, who has the power to investigate unresolved complaints against local authorities. A form for contacting the Ombudsman can be obtained from any library, Wigan Town Hall or the Customer Services Unit at Leigh Town Hall.

Alternatively you can contact the Ombudsman as follows:

Mrs P.A. Thomas, Local Government Ombudsman, Beverley House, 17 Shipton Road, York YO30 5FZ. Tel. 01904 663200. Fax. 01904 663269.

Please note, however, that the Ombudsman will expect you to have given the Council a chance to sort things out locally before getting involved.

e-Complaints

If you prefer, you can e-mail us a version of this form from our web site, at www.wiganmbc.gov.uk/pub/comments/Comments.htm

Complaints sent using this electronic version will receive an automatic e-mail acknowledgement. After that the same timescales will apply

53

A version of this leaflet with larger print can be supplied if you have difficulty seeing small print.

We also have access to an interpreter who can speak to you if English is not your first language.

Gujarati

Cantonese

Urdu

Arabic

Customer Services UnitTown Hall, Leigh WN7 1DY

Tel. 01942 404401Fax. 01942 404505

e-mail: j.collier@wiganmbc.gov.uk

www.wiganmbc.gov.uk

54

Monitoring our equal opportunities policy

We want to find out if we are giving as good a service as we can to all complainants, regardless of their ethnic background, sex, age or disability. To help us do so, please fill in this form and send it to the Council together with your completed complaint form. The information will be treated in total confidence.

However, you do not have to do so, and it will not affect the way in which your complaint is handled if you don't.

Please tick the appropriate box about yourself

1. Ethnic origin

White: British Irish Any other White background,

please write in ..............................

Mixed: White and Black Caribbean White and Black African White and Asian Any other Mixed background,

please write in .............................

Asian or Asian British: Indian Pakistani Bangladeshi Any other Asian background,

please write in ............................

Black or Black British: Caribbean African Any other Black background,

please write in ............................

Chinese or other ethnic group: Chinese Any other,

please write in ...........................2. Sex: Male Female

3. Age: 16 – 24 25 – 34 35 – 44 45 – 54 55 – 59 60 – 64 65 – 74 75+

4. Disability: Do you have a disability? If so, please give details:

55

5. Where did you get your copy of this form?

56

Complaint form

Please tick the appropriate boxes

Mr Ms Mrs Miss Other__________________

(BLOCK CAPITALS) First Name ______________________________

(BLOCK CAPITALS) Surname________________________________

Your Address __________________________________________

______________________________________________________

____________________________ Post code _________________

Your telephone number : Daytime _________________

Evening _________________

__________________________________________________________________________________

Have you previously raised your complaint with the Department that provides the service? Yes No

How did you make your complaint? In writing by telephone by e-mail

Department to which you addressed your complaint _______________________

Name of person who dealt with your complaint (if known) ___________________

Date you reported the matter you are complaining about ___________________

_______________________________________________________________________________

Have you complained to a Councillor? Yes No

If so: (a) What is the name of the Councillor? _______________________

(b) On what date did you complain? __________________________

Details of your complaint:

57

What do you think the Council did wrong or failed to do?

_________________________________________________________________________

_________________________________________________________________________

_________________________________________________________________________

_________________________________________________________________________

_________________________________________________________________________

_________________________________________________________________________

_________________________________________________________________________

_________________________________________________________________________

What do you think the Council should do to put things right?

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

Signature ___________________________ Date _____________________

If there is anything which makes it difficult for you to use our service; for example, if English is not your first language or you have a disability, please use the space below to tell us how we might help you.__________________________________________________________________________

________________________________________________________________________ Now please send this form to: Customer Services Unit, FREEPOST, Town Hall, Leigh WN7 1DY

58

APPENDIX ECHIEF EXECUTIVE'S DEPARTMENTRACE EQUALITY STATEMENT

ASSESSING FUNCTIONS OR POLICIES FOR RELEVANCE

Key questions to a sk on assessing the relevance of functions and policies/procedures

Is it relevant to the general duty? What is the degree of relevance?Function:

Central Services

Which policies/ procedures are to be assessed?

Which of the three aspects does it relate to (if at all)?1 Eliminating discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

Reception Duties

Training of Reception Staff

Access to Information

2

2

Lack of awareness of EO

Lack of information on access to service for different racial groups due to language, culture etc.

1

1

0

0

Typing Services

Processing typing - No 0 0

Issuing and collating Job applications

Meeting corporate EO monitoring requirements

123

yes 1 0

Responding to telephone calls

Customer care 13

yes – those with English as a second language

1 0

59

Key questions to ask on assessing the relevance of functions and policies/procedures

Is it relevant to the general duty? What is the degree of relevance?

Function:

Central Services

Which policies/ procedures are to be assessed?

Which of the three aspects does it relate to (if at all)?1 Eliminating discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

Sickness Reporting

Reporting Procedures 2 yes – those with cultural issues concerning confidentiality about medical condition

1 0

Processing of Accounts

Financial management Systems

- - 0 0

Booking of Rooms at Town Halls

Booking Procedures 123

yes – Lack of information on access to service for different racial groups due to language, culture etc.

1 0

Central Filing Filing system and meeting legislative requirements for Freedom of Information

1 no 0 0

Purchase of Equipment and Stationery

Purchasing procedures

2 no 0 0

60

Key questions to ask on assessing the relevance of functions and policies/procedures

Is it relevant to the general duty? What is the degree of relevance?

Function:

Policy Team - Strategic

Which policies / procedures are to be assessed?

Which of the three aspects does it relate to (if at all)?1 Eliminating discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

Public Consultation

Consultation Strategy 1 & 2 Some groups do not participate to the level of others. The needs of all sectors of the community are not always integrated from policy into practice.

1 0

Performance+ Guidelines 2 1 0Best Value Policy and

procedures document2 1 0

Excellence Model

Assessment framework

2 1 0

Employee Communication

Communications Strategy

1 1 0

Operational 0Questionnaire design

None 1 & 2 1 0

Ethnic Monitoring of Consultation

Consultation Strategy 1, 2 & 3 1 0

Meeting General Public

Customer Care Policy

1, 2 & 3 N/K 0 0

Responding to Telephone Calls

Customer Care Policy

1, 2 & 3 N/K 0 0

Key questions to ask on assessing the relevance of functions and policies/procedures

61

Is it relevant to the general duty? What is the degree of relevance?

Function: Which policies / procedures are to be assessed?

Which of the three aspects does it relate to (if at all)?1 Eliminating discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

Public Relations

Production of public information

2 No evidence - but little if any of our literature includes information in minority languages

1 0

Licensing enforcement

Enforcement Policy 1 No 0 0

Dealing with complaints

Complaints procedure 123

No 0 0

Responding to letters/telephone calls

Customer Care 13

Yes. Those with English as a second language

1 0

Dealing with Licensing applications

Application Procedures

123

Yes. Those with English as a second language

1 0

Taxi driver knowledge tests

Knowledge test practices and procedures

123

Yes. Those with English as a second language

0 0

62

Key questions to ask on assessing the relevance of functions and policies/procedures

Is it relevant to the general duty? What is the degree of relevance?

Function: Which policies/ procedures are to be assessed?

Which of the three aspects does it relate to (if at all)?1 Eliminating discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

Resource Procurement

Pursuit of external funding

2,3 Whilst all our applications for funding must refer to the needs of Equal Opportunities, there are limitations in its interpretation eg. ERDF requires gender issues only to be considered. As a result there may be a tendency to ignore issues around racial groups, albeit we have developed and managed programmes to promote racial awareness e.g. Rafiki

3 for written guidance on ERDF.2 for general applications eg Lottery2 for projects we have run

1 nothing has been reported directly to us other than the arguments which led to the use of neighbourhood Renewal Funds for the creation of the Race equality network

Regeneration programmes

Management of regeneration programmes

2,3 Given the small numbers of ethnic minorities within our regeneration programmes the main answer is probably no, but some concern must exist hat we do not have any programmes which relate to those parts of

1 because there is some evidence of ethnic minority populations but with no specific area based responses. Against this we do have projects which address the issues on a Boroughwide basis

0

63

Key questions to ask on assessing the relevance of functions and policies/procedures

Is it relevant to the general duty? What is the degree of relevance?

Function:

Central Services

Which policies/ procedures are to be assessed?

Which of the three aspects does it relate to (if at all)?1 Eliminating discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

the Borough where ethnic minority populations are highest e.g. centre of Leigh.

Economic Development

Creation of jobs and targeting at disadvantaged groups

1,2 There could be arguments that ethnic minorities are being discriminated against by employers but it has not been raised as an issue nor has any response been considered.

1 because there are ethnic minority populations albeit small

0 thus far

Preparation and submission of bids for grant aid

Invitations to participate in programmes

Formulation of programme content

1, 2, 3

1, 2, 3

No

No

3

3

0

0

Monitoring and evaluation of programmes

Informing client groups of material that needs collection

Transparency of process by which evaluation takes place

1, 2, 3

1, 2, 3

No

No

3

3

0

0

64

Key questions to ask on assessing the relevance of functions and policies/procedures

Is it relevant to the general duty? What is the degree of relevance?

Function:

Central Services

Which policies/ procedures are to be assessed?

Which of the three aspects does it relate to (if at all)?1 Eliminating discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

Submission of grant claims

Passing of all claims through for payment

1, 2, 3 No 3 0

Applications for grant assistance from Creative Industries

Transparency of process by which applications are treated

1, 2, 3 No 3 0

Assessment of grant applications for specific programmes, e.g. SRB, Sure Start

Transparency of process by which applications are treated

1, 2, 3 No 3 0

Provision of information in respect of grant programmes

Availability of information in a range of languages, formats and locations

1, 2, 3 No 3 0

Provision of Community Development Support

Provision of staff support to all groups

1, 2, 3 No 3 0

65

Key questions to ask on assessing the relevance of functions and policies/procedures

Is it relevant to the general duty? What is the degree of relevance?

Function:

Central Services

Which policies/ procedures are to be assessed?

Which of the three aspects does it relate to (if at all)?1 Eliminating discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

Administration of Programme Boards

Establishment of clear procedures for election to Boards and protocols for decision making and monitoring

1, 2, 3 No 3 0

1. Service Staffing Appeals

None N/A No 0 0

2. Service Committees/Panels/Council

None N/A No 0 0

3. Service Education Appeals

None N/A No 0 0

4. Provide procedural advice to Departments and Members of the Council

None N/A No 0 0

5. Provide information on the Council to the Public

None N/A No 0 0

66

Key questions to ask on assessing the relevance of functions and policies/procedures

Is it relevant to the general duty? What is the degree of relevance?

Function:

Central Services

Which policies/ procedures are to be assessed?

Which of the three aspects does it relate to (if at all)?1 Eliminating discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

6. Mayoral – Administrative support to the Mayor

None N/A No 0 0

7. Production of a Register of Electors

None N/A No 0 0

8. Administration of all Elections

None N/A No 0 0

Reception/General Office Duties

Training of General Office StaffCustomer Care

2

2

Lack of awareness EO

Lack of information on access to all our services re use of interpreters, information leaflets, guides etc., printed in English only.

1

1

0

0

67

Key questions to ask on assessing the relevance of functions and policies/procedures

Is it relevant to the general duty? What is the degree of relevance?

Function:

Central Services

Which policies/ procedures are to be assessed?

Which of the three aspects does it relate to (if at all)?1 Eliminating discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

Registering Births and Deaths Taking Notices of Marriages

Customer Care 123

No - if interpreters or signers are required staff do their utmost to provide them through local colleges and other Local Authorities.Provision exists for Registrars to issue forms for Burial/Cremation in an emergency and also for bodies which are to be taken abroad.

0 0

Responding to telephone calls

Customer Care 13

Yes – those with English as a second language

1 0

Access to Buildings

Customer Care 123

No - both offices do have disabled access.Wigan also provides a baby – changing facility

0 0

68

Key questions to ask on assessing the relevance of functions and policies/procedures

Is it relevant to the general duty? What is the degree of relevance?

Function:

PRINTINGSERVICES

Which policies / procedures are to be assessed?

Which of the three aspects does it relate to (if at all)?1 Eliminating discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

Printing Service for internal customers only

None N/A No 0 0

1. HR activities

All departmental HR policies and procedures

123

Only a very small proportion of staff within the Department are from an ethnic background therefore assessing discriminatory aspects is difficult.

0 0

2. Training activities

All departmental training and development policies and procedures

123

Only a very small proportion of staff within the Department are from an ethnic background therefore assessing discriminatory aspects is difficult.

0 0

69

Key questions to ask on assessing the relevance of functions and policies/procedures

Is it relevant to the general duty? What is the degree of relevance?

Function: Which policies/ procedures are to be assessed?

Which of the three aspects does it relate to (if at all)?1 Eliminating discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

Community Plan and LSP – Partnership development

Community Plan developmentConsultationPartnerships

3 Lack of awarenessLanguage barriers

2/3 1

Grant aid Co-ordination

Information systemsApplication proceduresMonitoring and review

2 Lack of awarenessLanguage barriers

2/3 1

Township Programme

Information programmeOutreach work

2 Lack of awarenessLanguage barriers

1/2 0

Social Inclusion – policy and strategy

Policy developmentNetwork development

3 Yes 3 1

Community Development – including Community Empowerment and local networks

Outreach and development d=function

3 Yes 3 1

70

EDUCATION DEPARTMENTRACE EQUALITY STATEMENT

ASSESSING FUNCTIONS OR POLICIES FOR RELEVANCE

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

FUNCTION/SERVICE Which policies/ procedures are to be assessed?

Which of the three aspects does it relate to (if at all)?1 Eliminating Discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have? 0 none1 a little 2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

Management & Development Staff Induction 1, 2, 3 No 2 None

Scheme for financing schools

1 & 2 No 3 0

School Organisation Plan

1, 2, 3 Other faith groups 3 1 (likely to grow)

Asset Management Plan

1, 2, 3 Other faith groups 3 1 (likely to grow)

Code of practice for appointment of Governors

1, 2, 3 No 0 (no record of ethnicity) 1

71

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

FUNCTION/SERVICE Which policies/ procedures are to be assessed?

Which of the three aspects does it relate to (if at all)?1 Eliminating Discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have? 0 none1 a little 2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

Complaints policy and procedures

1, 2, 3 No 3 (no record of ethnicity) 1

Human resources policies (Harassment, Bullying, Racial and Homophobic)

1, 2, 3 No 3 (no record of ethnicity or systematic collection of evidence around discrimination)

Not known

Performance Management

2 No 3 (data protected) 0

Admissions 1, 2, 3 Other faith groups? 3 (no record of ethnicity) 2

72

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

FUNCTION/SERVICE Which policies/ procedures are to be assessed?

Which of the three aspects does it relate to (if at all)?1 Eliminating Discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have? 0 none1 a little 2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

MCCS 2 No 2 (ethnic monitoring of take up)

Not known

ICT (Education Department)

2, 3 No None Not known

Departmental Appraisal Policy

1, 2, 3 No 3 0

Health and Safety 1 No 3 (no ethnic monitoring) Not known

Counselling Service

1, 2 Yes – appropriateness/choice

3 (confidential) 0 (not applicable)

Reporting Racist Incidents

1, 2, 3 No 2 2

Service Level Agreements

1, 2, 3 No 3 1

73

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

FUNCTION/SERVICE Which policies/ procedures are to be assessed?

Which of the three aspects does it relate to (if at all)?1 Eliminating Discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?0 none1 a little 2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

School Inclusion SEN Policy 1 – Due for revision September 2002

No 1 1

Behaviour Support and Exclusions

1, 2, 3 No (B.S.)Yes (data relating to ethnicity not collected systematically – exclusions)

2 2

Children’s Plan 1, 2 Access to services to be explored. No central mechanism for collecting data

1 0

Attendance 1, 2, 3 (no record of ethnicity kept)

3 Not known

74

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

FUNCTION/SERVICE Which policies/ procedures are to be assessed?

Which of the three aspects does it relate to (if at all)?1 Eliminating Discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?0 none1 a little 2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

Ethnic minority achievement (Teachers, Asylum seekers, English as an additional language)

1, 2, 3 Yes(Asylum seekers, travellers, EAL, Late identification of SEN within Ethnic Minority groups)

2 2

Parent partnership

1, 2, 3 Ethnic children with SEN 2 2

Bullying 1, 2, 3 YesEthnic groups

2 2

Home School Transport

1, 2, 3 Access to Faith Schools None gathered 1

75

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

FUNCTION/SERVICE Which policies/ procedures are to be assessed?

Which of the three aspects does it relate to (if at all)?1 Eliminating Discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?0 none1 a little 2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

School Access 1, 2, 3 As above None gathered 1

Social and Community Inclusion

Early Years Development and Childcare Plan (Early Education, SEN)

1, 2, 3 Faith/cultural needs 1. Recruitment data available

0

Sure Start 1, 2, 3 No 3 0

Out of School Learning

1, 2, 3 EAL EAL/SEN

? ?

Teenage Pregnancy

1, 2, 3 YesReligious valuesCultural differences

0 0

76

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

FUNCTION/SERVICE Which policies/ procedures are to be assessed?

Which of the three aspects does it relate to (if at all)?1 Eliminating Discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?0 none1 a little 2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

Community Cohesion

1, 3 YesEthnic groups (National Data) BNP activity Asylum seekers

2 2

Early Intervention 1,3 YesAny ethnic groups especially those with SEN

1 1

Connexions (eg Child Protection)

2 YesEthnic groups and low attaining boys

3 Employment (grants) 16+ training 16+study

1

Parent/Carer Involvement

2, 3 No 0 0

Positive action 1, 2, 3 YesEthnic groups of young people at risk of social exclusion

3 0

77

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

FUNCTION/SERVICE Which policies/ procedures are to be assessed?

Which of the three aspects does it relate to (if at all)?1 Eliminating Discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?0 none1 a little 2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

School Effectiveness Curriculum Statement

1, 2, 3 No 0 0

Literacy Policy 1, 2, 3 YesThose with EAL

2 1

Numeracy Policy 1, 2 YesThose with EAL

1 1

Foundation Stage Profile

1, 2, 3 Unknown at this stageImplementation from September 2002

0 – needs collection re ethnicity from September 2002

0

Wigan Agreed Syllabus

1, 2, 3 No 1 None

Schools of Concern

1 NoNeed to collect data re: ethnicity/racial harassment as one of the alerts

0 0

CPD Code of Practice

1, 2 No 0No ethnic data collected

0

78

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

FUNCTION/SERVICE Which policies/ procedures are to be assessed?

Which of the three aspects does it relate to (if at all)?1 Eliminating Discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?0 none1 a little 2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

PDCBusiness Plan

1, 2, 3 No 1 No ethnic breakdown for courses other than EYDCP

0

Curriculum Centres

2, 3 No 1 0

Arts Advisory Service

1, 2, 3 No 3 0

79

RACE EQULALITY SCHEME

EDUCATION DEPARTMENT PRIORITIES

Revision of current LEA policies, handbooks and training packs.

Access Strategy Plan (by April 2003).

Guidance to Education Department Staff on service training plan links to E0/RES issues. (for September 2003 plans).

Collection and analysis of ethnic minority pupil attainment data (planned for Autumn 2002).

School/Governors training programme (from Autumn 2002) and further guidance to schools on meeting RES requirements.

Redraw Department’s Equality Plan in line with corporate requirements (from Autumn 2002).

Ensure consistent equal opportunities dimensions with staff appraisal processes.

80

ENGINEERING SERVICES DEPARTMENTRACE EQUALITY STATEMENT

(The services of this department mainly involve public works and improving the environment of the borough, and are not aimed at any specific group of service users. The provision of service is governed by a mixture of statutory responsibility and locally defined services agreed by Panel. Service processes are logged as part of the Department's ISO 9001:2000 accreditation, and part of the accreditation procedure encompasses the identification of all customer needs and requirements and how these are met. The first seven functions listed in the matrix below are the only department functions and policies which have clear relevance to the general duty of the Race Relations (Amendment) Act 2000). The remaining functions have no significant relevance to the duty.)

Key questions to ask when assessing the relevance of functions and policies.Is it relevant to the general duty? What is the degree of

relevance?Functions/ Policies (In

order of priority)

Which policies are to be

assessed?

Which 3 aspects does it relate to - if any?

Is there evidence that some racial groups may be

affected differently?

How much evidence do you have?

Is there any public concern that

functions/policies are racially

discriminatory?

1. Eliminating Discrimination

2. Promoting

Equal Opps

3. Promoting good race relations

Which groups are affected?

0 none

1 a little

2 some

3 a lot

0 none

1 a little

2 some

3 a lot

HRD/ STAFF TRAINING

EQUAL OPPORTUNITIES

YES YES YES NO * *

CUSTOMER SERVICES

EQUAL OPPORTUNITIES

YES YES YES YES. NON-ENGLISH SPEAKERS * *

PROJECT CONSULTATION

EQUAL OPPORTUNITIES

YES YES YES YES. NON-ENGLISH SPEAKERS * *

81

Key questions to ask when assessing the relevance of functions and policies.Is it relevant to the general duty? What is the degree of

relevance?Functions/ Policies (In

order of priority)

Which policies are to be

assessed?

Which 3 aspects does it relate to - if any?

Is there evidence that some racial groups may be

affected differently?

How much evidence do you have?

Is there any public concern that

functions/policies are racially

discriminatory?

PUBLICITY & INFORMATION

EQUAL OPPORTUNITIES

YES YES YES YES. NON-ENGLISH SPEAKERS * *

RECRUITMENT & SELECTION

POLICY

EQUAL OPPORTUNITIES

YES YES YES YES. NON-ENGLISH SPEAKERS

* *

ADVERTISING POLICY

EQUAL OPPORTUNITIES

YES YES YES YES. NON-ENGLISH SPEAKERS

* *

EXTERNAL CONTRACTORS

EQUAL OPPORTUNITIES

YES YES YES NO * *

CLEANSING FUNCTIONS

(EG. REFUSE COLLECTION)

FUNCTION QA PROCEDURES

N/A YES N/A NO * *

82

Key questions to ask when assessing the relevance of functions and policies.Is it relevant to the general duty? What is the degree of

relevance?Functions/ Policies (In

order of priority)

Which policies are to be

assessed?

Which 3 aspects does it relate to - if any?

Is there evidence that some racial groups may be

affected differently?

How much evidence do you have?

Is there any public concern that

functions/policies are racially

discriminatory?

HIGHWAYS FUNCTIONS

(EG. INSPECTIONS)

FUNCTION QA PROCEDURES

N/A YES N/A NO * *

TRAFFIC & TRANSPORT FUNCTIONS (EG. TRAVEL

PLAN)

EQUAL OPPORTUNITIES

POLICY

YES YES YES NO * *

83

ENVIRONMENTAL HEALTH & CONSUMER PROTECTION DEPARTMENTRACE EQUALITY STATEMENT

ASSESSING FUNCTIONS OR POLICIES FOR RELEVANCE

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Function/ Policy / service area

Which policies are to be assessed?

Which of the 3 aspects does it relate to (if at all)1 Eliminating

discrimination2 Promoting EOP3 Promoting good

race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 -none1 a little2 some3 a lot

Environmental Health and Consumer Protection

Access to Services 2,3 No 2 0

Environmental Health and Consumer Protection

Equal Opps Policy Statement

1,2,3 No No 0

Environmental Health and Consumer Protection

Family Friendly Policies 2 No 1 0

Environmental Health and Consumer Protection

Customer Care - information to users (General)

1,2,3 Ethnic businesses , service users (non English speakers)

1 0

Environmental Health and Consumer Protection

Internal Staff training and development (general)

2 No 1 0

Environmental Health and Consumer Protection

Enforcement Policy and Procedures

1,2,3 No 2 0

84

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Function/ Policy / service area

Which policies are to be assessed?

Which of the 3 aspects does it relate to (if at all)1 Eliminating

discrimination2 Promoting EOP3 Promoting good

race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 -none1 a little2 some3 a lot

Environmental Health and Consumer Protection

Staff Training and Development ( Re. Equal Opportunities)

1,2,3 No 2 0

Food Safety / Hygiene/ Health & Safety

Food Safety / Health & Safety Plans - Trader and Consumer Training, education and awareness

1,2,3 Ethnic business, service users ( non English speakers)

1 1

Consumer Advice Services

Information to all users (residents and businesses)

1,2,3 No 2 0

Pest Control Services Fee Charging Policy 1,2 No 2 0

Trading Standards & Commercial Services

Trader Risk Assessment Scheme

1,2 No 2 0

Urban Renewal Home Improvement Grant Policy - (Eligibility criteria -low income)

1,2 No 2 0

Urban Renewal Disabled Facility Grants 1,2 No 1 0

Urban Renewal Older Persons’ Forum 1,2 No 1 0

85

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Function/ Policy / service area

Which policies are to be assessed?

Which of the 3 aspects does it relate to (if at all)1 Eliminating

discrimination2 Promoting EOP3 Promoting good

race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 -none1 a little2 some3 a lot

Urban Renewal Care / Repair partnership 1,2 No 1 0

Housing Strategy Homelessness Policy 1,2 No 1 0

Housing Strategy Asylum Seeker policy 1,2,3 Yes 1 1

Urban Renewal Community Forums (Firs, Pagefield)

1,2 No 1 0

86

FINANCE & IT DEPARTMENTRACE EQUALITY STATEMENT

ASSESSING FUNCTIONS OR POLICIES FOR RELEVANCE

Key questions to ask on assessing the relevance of functions and policies / procedures

Is it relevant to the general duty ? What is the degree of relevance ?

Which policies are to be assessed?

Which of the three aspects does it relate to (if at all)

1=Eliminating discrimination2=Promoting EOP 3=Promoting good race relations

Is there evidence or reason to believe some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?

0= none1= a little2= some3= a lot

Is there any public concern that functions/policies are being operated in discriminatory manner?0= none1= a little2= some3= a lot

Finance 2 No and None 1 0Revenue & Benefits 2 No and None 1 0I.T. 2 No and None 1 0Customer Care 2 No and None 2 0Customer Care Guidelines for Reception areas

2 No and None 2 0

Complaints procedure

2 No and None 2 0

Equal Opportunities Policy & Statement

1,2,3 No and None 1 0

Service Action Plans

2 No and None 1 0

Raising Standards 2 No and None 1 0Communication & Consultation

2 No and None 1 0

Policies 2 No and None 1 0

87

Key questions to ask on assessing the relevance of functions and policies / procedures

Is it relevant to the general duty ? What is the degree of relevance ?

Which policies are to be assessed?

Which of the three aspects does it relate to (if at all)

1=Eliminating discrimination2=Promoting EOP 3=Promoting good race relations

Is there evidence or reason to believe some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?

0= none1= a little2= some3= a lot

Is there any public concern that functions/policies are being operated in discriminatory manner?0= none1= a little2= some3= a lot

Performance Management Framework

2 No and None 1 0

Monitoring 2 No and None 1 0Access to FITD buildings

No and None 1 0

Best Value Strategy 2 No and None 0 0CRE Standard for Racial Equality in Local Government

2 No and None 1 0

Employee Code of Conduct

2 No and None 1 0

Family Friendly Policies

2 No and None 1 0

Harassment, discrimination & bullying

1,2 No, Racial Harassment is part of the policy

1 0

HR Strategy 2 No and None 1 0Personal Review & Development (Employees)

2 No and None 1 0

Recruitment 1,2 Continuously monitored in line with CRE and Council policy

1 0

88

LAND & PROPERTY DEPARTMENTRACE EQUALITY STATEMENT

ASSESSING FUNCTIONS OR POLICIES FOR RELEVANCE

Key questions to ask on assessing the relevance of functions and policies / procedures

Is it relevant to the general duty ? What is the degree of relevance ?

Function Which policies/ procedures are to be assessed?

Which of the three aspects does it relate to?1. Eliminating

racial discrimination

2. Promoting EOP3. Promoting good

race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?0. None1. A little2. Some3. A lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 None1 A little2 Some3 A lot

Asset Management Property Portfolio Mgt.Facilities Mgt.Land Disposals/AcquisitionsTerrier InformationCar Park Mgt.Engineering & Maintenance

22222None

No 0 0

Design & Property Services

Design

Procurement of Contracts

Aids & Adaptations

Repairs & maintenance

None

1. 2.

2

None

Limited direct contact with public – work through ‘Client Depts.External Contract providers need to meet Council EO. Standards

0 0

89

Key questions to ask on assessing the relevance of functions and policies / procedures

Is it relevant to the general duty ? What is the degree of relevance ?

Function Which policies/ procedures are to be assessed?

Which of the three aspects does it relate to?1. Eliminating

racial discrimination

2. Promoting EOP3. Promoting good

race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?0. None1. A little2. Some3. A lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?0 None1 A little2 Some3 A lot

Security services Alarm MonitoringKey holder serviceCarelineNeighbourhood PatrolsCCTV Unit

None21. 2.2.None

0 0

Community Safety Positive Action TeamRisk Mgt.Drugs & AlcoholInformation / Monitoring Unit

1. 2.1. 2. 3.1. 2.1. 2. 3.

730d Forms for recording Race/Hate crime

2 0

Business, Resource & Strategy

ReceptionPersonnel procedures

Training

Customer Care/Complaints

Performance Management

Best Value Reviews

2.1. 2.

1. 2.

2.

2.

1. 2.

Language problems - access to services, information available.Translation / interpretation services being implemented.

0 0

90

LAND & PROPERTY DEPARTMENT

Top three priorities for progressing implementation of Race Equality Statement

1. Raising awareness and training staff in the concepts and policies of Racial Equality.

2. Development of monitoring systems for recording ethnicity of staff and service users. (Best Value Reviews.)

3. Identifying Partners and Contract Service Suppliers to ensure Racial Equality standards are met.

91

LEISURE & CULTURAL SERVICES DEPARTMENTRACE EQUALITY STATEMENT

ASSESSING FUNCTIONS OR POLICIES FOR RELEVANCE

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?Function Which policies are to be

assessed?Which of the three aspects does it relate to (if at all)?

1 Eliminating discrimination

2 Promoting equality of opportunity

3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?

0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?

0 none1 a little2 some3 a lot

Active Life Services:

Active Life (ALS)

Codes of Conduct for staff and customers.

Booking policies.

Complaints/Compliments Policies.

User and Non-user Monitoring policies

Training policies

Programming policies.

1, 2

1

1

1, 2

1, 2, 3

1, 2, 3

No evidence to suggest this.

However, a clear process needs to be identified to assess this, as there is little intelligence available at present.

0

0

0

0

0

0

0

0

0

0

92

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Function Which policies are to be assessed?

Which of the three aspects does it relate to (if at all)?

1 Eliminating discrimination

2 Promoting equality of opportunity

3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?

0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?

0 none1 a little2 some3 a lot

Sports Development As for ALS As for ALS As for ALS As for ALS As for ALS

Active Living As for ALS

Environmental Management: Grounds Maintenance

Member of BALI, which requires for inclusion an organisational Race Equality Statement and the signing up to the BALI Race Equality Statement.

Removal of graffiti by site staff.

Sub-Contractors' PolicyAll sub-contractors on select list have signed up to the Departmental Race Equality Statement.

Uniform & Protective Clothing Policy

1

1

2

YES – racist graffiti

NO

NO – but potential issues around religious requirements.

1

3

3

0

0

0

93

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Function Which policies are to be assessed?

Which of the three aspects does it relate to (if at all)?

1 Eliminating discrimination

2 Promoting equality of opportunity

3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?

0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?

0 none1 a little2 some3 a lot

Environmental Management:

Parks & Countryside Access PolicyAll parks and open spaces are free and open to all.

InformationCountryside Agency partnership, (who have a positive Race Equality Statement).

1/2

2

NO – but may be community safety issues. Parks are popular with asylum seekers.

NO – but see above.

3

0

0

0

Parks & Countryside In partnership with the Countryside Agency, the production of interpretation material in several languages.

2 NO 1 0

94

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?Function Which policies are to be

assessed?Which of the three aspects does it relate to (if at all)?

1 Eliminating discrimination

2 Promoting equality of opportunity

3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?

0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?

0 none1 a little2 some3 a lot

Twin Ward Risk Management. Staff support 7 of the 12 groups where race and hate crime are a standard item on the agenda.

Youth Sport sessions with SDU and Twin Ward backing.

Mesnes Park Asylum Seeker Welcome Session with the Friends of Mesnes Park.

Event programming

1

2

1, 2, 3

3

NO

NO

NO

3

2

1

0

0

0

95

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?Function Which policies are to be

assessed?Which of the three aspects does it relate to (if at all)?

1 Eliminating discrimination

2 Promoting equality of opportunity

3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?

0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?

0 none1 a little2 some3 a lot

Cemeteries & Crematorium

Availability of Specific Religious Services:-

Muslim (and other specific) burial graves.

Service information leaflets.

Policy for headstones.Specialist training.

1

1

1

1

YES – specific religious groups.

YES – specific religious groups

YES – specific religious groups

NO

2

3

2

0

0

0

Libraries & Lifelong Learning:

Stock Information Marketing Specialist training Care Services Access to services Events & activities

1, 21, 2, 31, 2, 31, 2, 31, 21, 21, 2, 3

YES - Asian CollectionYES – allYES – allYES – allYES – allYES – not yet knownYES

22223--3

1 - request for Urdu journal0 - no feedback0 - " "0 - " "0 - " "0 - " "0

96

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Function Which policies are to be assessed?

Which of the three aspects does it relate to (if at all)?

1 Eliminating discrimination

2 Promoting equality of opportunity

3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?

0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?

0 none1 a little2 some3 a lot

Tourism & Heritage Services:

Wigan Pier Intellectual access Events &

programming.

Acting Company Script policy

Booking policy Interpretation policy Training

1, 3

1, 2, 3

1, 2

1, 21, 2, 31, 2, 3

NO 1

3

2

23

0

12001

Haigh Policies for visitor attractionsMarriage facilitiesCatering facilitiesGolfing plans & activitiesPublic eventsEducation and outreachPromotion and marketingBooking arrangementsAccess policies

1, 21, 21, 21, 21, 2, 31, 21, 2

NO 0 0

97

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Function Which policies are to be assessed?

Which of the three aspects does it relate to (if at all)?

1 Eliminating discrimination

2 Promoting equality of opportunity

3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?

0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?

0 none1 a little2 some3 a lot

Heritage Services Intellectual accessStrategic planning.Family history.Local history & archives.Museum collections & collection policies.Interpretation.Education and outreach.Visitor information.Promotion and marketing.Specialist staff training.

1 & 222

22, 322, 321

NO 1 0

Tourism TIC.Tourism.Tourism projects.Visitor information

1, 21, 21, 21, 2

NO 0 0

Commercial Services: Markets Policy:

Provision of Prayer Room for all ethnic groups.

Stall letting policy

Staff training in other languages

2, 3

1

1, 2, 3

MoslemSikhHindu

3

0

2

0

0

0

98

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Function Which policies are to be assessed?

Which of the three aspects does it relate to (if at all)?

1 Eliminating discrimination

2 Promoting equality of opportunity

3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?

0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?

0 none1 a little2 some3 a lot

Community Development: Play

Playground Improvement Policy

Mission Statement.Events Partnership policy.Booking arrangementsPlaywork Code of PracticeProgrammes & eventsEqual Opportunities policies.

21, 2

21, 2, 3

2

NONO

00

00

0

10

0

0 Youth Development AIM Strategy – promotion

and marketing of a range of services for young people (ref. to Pledge for YP).

Promotion of projects for minority groups – e.g. Asylum Seekers. Integration of groups into citizenship/participation programmes.

2

3

Some issues around information materials and campaign work; language and issues – may offend religious groups (e.g. Teenage Pregnancy).

NO

0

0

0

0

99

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Function Which policies are to be assessed?

Which of the three aspects does it relate to (if at all):

1 Eliminating discrimination

2 Promoting equality of opportunity

3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?

0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?

0 none1 a little2 some3 a lot

Community Festivals Festival programme promoting cultural diversity.

2, 3 NO 2 0

Arts 'Arts Alive' - the Borough's Arts Strategy.

'Youth Arts Challenge' - actively encourages issues-based arts work.

2, 3

2, 3

NO - except for some religious groups.

0 (some examples of projects funded).

0 0

Management Services Personnel policy, e.g:Exit InterviewsRecruitment & Selection policy, procedure and practice

1, 2 NO 0 NO

Monitoring response to adverts / media

2 NO 0 NO

100

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Function Which policies are to be assessed?

Which of the three aspects does it relate to (if at all):

1 Eliminating discrimination

2 Promoting equality of opportunity

3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?

0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?

0 none1 a little2 some3 a lot

Complaints / comments handling

2 NO 0 0

Access to training and development opportunities

1, 2 NO 0 0

Implementation of all corporate HR policies

1, 2 0 0

Project Management:

Appointment protocol

1, 2 0

Departmental Corporate Policies:

Cultural Diversity Events Policy

2, 3 NO 0

Graffiti Removal Policy 1, 2, 3 NO 0

101

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Function Which policies are to be assessed?

Which of the three aspects does it relate to (if at all):

1 Eliminating discrimination

2 Promoting equality of opportunity

3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?

Which groups are affected?

How much evidence do you have?

0 none1 a little2 some3 a lot

Is there any public concern that functions/policies are being operated in a discriminatory manner?

0 none1 a little2 some3 a lot

730 (d) Training arrangements

1, 2, 3 1, 2, 3 Black and minority ethnic people subject to racism.

0 0

Translation & Interpretation

1, 2 1, 2 NO 0 0

HR & Training 1 1 NO 0 0

102

PERSONNEL DEPARTMENTRACE EQUALITY STATEMENT

ASSESSING FUNCTIONS OR POLICIES FOR RELEVANCE

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance

Function Which Policies are to be assessed?

Which of the three aspects does it relate to (if at all)?1. Eliminating

discrimination2. promoting EOP3. Promoting good

race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have0 none1 a little2 some3 a lot

Is there any public concern that the functions/policies are being operated in a discriminatory manner?

Personnel Advisory A.I.D.S Policy 1 & 2 No 0 NoAdoption Leave Policy 1 No 0 NoAlcohol & Substance Abuse

1 No 0 No

Career/Employment Break Policy

1 & 2 No 0 No

Disciplinary Procedure 1 No 0 NoEmployee Code of Conduct

1, 2 & 3 No 0 No

ER/VR Policy 1 No 0 NoE.D.N.A 1 & 2 No 0 NoEmployment of People in Receipt of Occupational Pension Policy

2 No 0 No

Employment of People with Criminal Convictions Policy

1 & 2 No 0 No

Equal Opportunities Policy

1, 2 & 3 No 0 No

Ex-gratia Payments Policy

1 No 0 No

103

PERSONNEL DEPARTMENTRACE EQUALITY STATEMENT

ASSESSING FUNCTIONS OR POLICIES FOR RELEVANCE

Key questions to ask on assessing the relevance of functions and policiesIs it relevant to the general duty? What is the degree of relevance

Function Which Policies are to be assessed?

Which of the three aspects does it relate to (if at all)?4. Eliminating

discrimination5. promoting EOP6. Promoting good

race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have0 none1 a little2 some3 a lot

Is there any public concern that the functions/policies are being operated in a discriminatory manner?

Excess Travel Scheme 1 No 0 NoGrading Claims 1 & 2 No 0 NoGrievance Procedure 1 No 0 NoH.R. Strategy 1,2 & 3 No 0 NoHarassment Policy 1 & 3 No 0 NoJob Share Policy 2 No 0 NoParental Leave Policy 2 No 0 NoPay & Grading Policy 1 No 0 NoPerformance Capability Procedure

1 No 0 No

Recruitment & Selection Policy

1 & 2 No 0 No

Redeployment procedure 1 & 2 No 0 NoSickness Capability procedure

1 No 0 No

No Smoking Policy 1 No 0 NoWhistle Blowing Policy 1 & 3 No 0 No

Welfare Employee Welfare Policy 1,2, & 3 No 0 NoTraining Training Policy 2 No O NoPerformance ReviewHealth & Safety Control of Infectious

Diseases1 No 0 No

104

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance

Function Which Policies are to be assessed?

Which of the three aspects does it relate to (if at all)?1. Eliminating

discrimination2. promoting EOP3. Promoting good

race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have0 none1 a little2 some3 a lot

Is there any public concern that the functions/policies are being operated in a discriminatory manner?

Safety Policy 1?(take account of H & S

legislation as it applies to specific racial groups)

No 0 No

Violence Against Employees Policy

1 No 0 No

Clerical & Admin Support Advertising 1, 2 & 3 No 0 No

NOTE:

All policies have been assessed using the MacPherson guidelines. For this reason the majority of policies have been identified for review during year 3 of our action plan.

Each policy is introduced by the following statement “This policy, as with all policies of the Council, must be applied fairly, with a consistent approach and in accordance with the Council’s Equal Opportunities Commitment”.

105

PLANNING AND DEVELOPMENT DEPARTMENTRACE EQUALITY STATEMENT

ASSESSING FUNCTIONS OR POLICIES FOR RELEVANCE

Key questions to ask when assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Function Which policies are to be assessed?

Which 3 aspects does it relate to – if any?

Is there evidence that some racial groups may be affected differently?

How much evidence do you have?

Is there any public concern that functions/policies are racially discriminatory?

1. Eliminating Discrimination2. Promoting Equal Opportunities3. Promoting good race relations

Which groups are affected?

0 none1 a little2 some3 a lot

0 none1 a little2 some3 a lot

DEVELOP-MENT

1. Consultation Policy 1, 2 Non English Speakers 0 0

CONTROL 2. Delegations Policy 1, 2 No evidence to suggest this

0 0

3. Public Speaking Policy

1, 2, 3 Non English Speakers 1 0

4.5.

BUILDING 1. Building Regs Policy 1, 2 No evidence to suggest this

0 0

CONTROL 2. Building Regulations Inspection Policy

1, 2 “ 0 0

3. Naming &Numbering of streets Policy

1, 2 “ 0 0

4. Licensing 1, 2 “ 0 05. Dangerous Bldgs/

Demolition Policies1 “ 0 0

6.

106

Key questions to ask when assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Function Which policies are to be assessed?

Which 3 aspects does it relate to – if any?

Is there evidence that some racial groups may be affected differently?

How much evidence do you have?

Is there any public concern that functions/policies are racially discriminatory?

1. Eliminating Discrimination2. Promoting Equal Opportunities3. Promoting good race relations

Which groups are affected?

0 none1 a little2 some3 a lot

0 none1 a little2 some3 a lot

FORWARDPLANNING

1. Unitary Development Plan

1, 2, 3 No evidence to suggest this

0 0

2. Supplementary Planning Guidance

1 “ 0 0

3. Agenda 21 1 “ 0 04. Access policies 1 “ 0 05. Policies and

procedures re improvement of infrastructure and environment

1

“ 0 0

6. Brighter Borough Policies/Procedures

1, 2 “ 0 0

7. Community Chest Grant Policies/ Procedures

1, 2, 3 “ 0 0

8. Policies re Non active open space management

1 “ 0 0

9. Resource procurement policies

1, 2 “ 0 0

10. Access Grant policies/procedures

1, 2 2 0

107

Key questions to ask when assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Function Policies to be assessed

Which 3 aspects does it relate to – if any?

Is there evidence that some racial groups may be affected differently?

How much evidence do you have?

Is there any public concern that functions/policies are racially discriminatory?

1. Eliminating Discrimination2. Promoting Equal Opportunities3. Promoting good race relations

Which groups are affected?

0 none1 a little2 some3 a lot

0 none1 a little2 some3 a lot

CORPORATE 1. Recruitment & selection policy

1, 2, 3 Ethnic Minority Groups 1 0

2. Training policy 1, 2, 3 No evidence to suggest this

1 0

3. Other HR policies 1, 2 “ 1 0

4. Policy re customer relations/access to services/complaints procedures

1, 2, 3 Non English Speakers 1 0

5. Financial management policies

1 “ 0 0

6. Communications Policy

1, 2, 3 Non English Speakers 1 0

7. Policy re external contractors

1, 2 No evidence to suggest this

0 1

108

SOCIAL SERVICES DEPARTMENTRACE EQUALITY STATEMENT

ASSESSING FUNCTIONS OR POLICIES FOR RELEVANCE

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Function Which policies are to be assessed?

Which of the three aspects does it relate to?1 Eliminating discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?

0 none1 a little2 some 3 a lot

Is there any public concern that functions / policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

Strategic Annual Review Meeting (SSI)

1,2 No 3 0

Issues Paper 1,2,3 No 2 0Strategic Staircase 1,2,3 To be established 2 0QPMAP 1,2 Service take up

appears balanced but plan needs to reflect needs and awareness needs to be improved

2 0

Children’s Services Plan. 1,2 Access to services to be explored

1 0

Learning Disability J.I.P. 2 Access to service under review

1 0

H.R. Strategy 1,2,3 No 1 0Business Plan 2 No 0 0

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Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Function Which policies are to be assessed?

Which of the three aspects does it relate to?1 Eliminating discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?

0 none1 a little2 some 3 a lot

Is there any public concern that functions / policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

ACPCBusiness Plan

1,2 Needs of racial & cultural groups specifically addressed

2 0

Budget Management Action Plan

2 No 0 0

Commissioning Strategy 1,2 Strategy addresses differences in provision

2 0

Training Plan 1,2 Racial minority staff have access to specific training

3 0

HIMPs/JIPs/NSF, LITS/LIS

2 Access to services under review

1

Children & Families New Assessment Framework

1,2 Framework has module addressing race & culture which ensures culturally sensitive plan

3 0

Case management, S.W. support

1,2 As above 3 0

Looked After Children 1,2 Responding to individual needs

3

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Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Function Which policies are to be assessed?

Which of the three aspects does it relate to?1 Eliminating discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?

0 none1 a little2 some 3 a lot

Is there any public concern that functions / policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

C.I.N. 1,2 Responding to individual needs

3 0

Child Protection 1,2 National evidence suggests the needs of black children have not been met eg. Victoria Climbié ACPC to address via Business Plan & ACPC meetings

3 0

YOT 1,2,3 National evidence of over-representation of black & minority ethnic young people

3 0

Community S.W. 1,2,3 Community based services, identifying needs including those of minority ethnic communities

2 0

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Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Function Which policies are to be assessed?

Which of the three aspects does it relate to?1 Eliminating discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?

0 none1 a little2 some 3 a lot

Is there any public concern that functions / policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

Adult Services Assessment 1,2 Needs arising from culture/ethnic issues incorporated into framework

3 2Issues only raised on an individual basis

Case Management 1.2 Links to monitoring of service deficiencies

3 0

Residential & Nursing 1,2 Equality of opportunity is a principle in meeting needs for all racial groups

2 0

Day/Community Support 1,2 Access needs to be monitored but service makes provision

2 0

Home Care/Domiciliary Care

1,2 Exploring the need to provide culturally specific issues

1 0

Aids & equipment 2 No reason other than access

1 0

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Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Function Which policies are to be assessed?

Which of the three aspects does it relate to?1 Eliminating discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?0 none1 a little2 some 3 a lot

Is there any public concern that functions / policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

Community Development 1,2,3 The department has encouraged minority groups such as Leigh Ethnic Elders to support older people in the community. Considerable profile and awareness raising underway

2 1Responding to concerns that needs Recognition that further work is needed to enable and support ethnic minority communities to access services

Generic Referral/CDT 1,2 Issues of access, language, translation, awareness of service availability. Concern that services can be culturally insensitive and suitable, local services are not available. Some poor awareness of issues around race and culture.

3 1Concerns raised not specific to SSD

Customer Relations 1,2,3 Issues of race & culture addressed on a case by case basis.

1 Issues dealt with on an individual basis.

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Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Function Which policies are to be assessed?

Which of the three aspects does it relate to?1 Eliminating discrimination2 Promoting EOP3 Promoting good race relations

Is there evidence or reason to believe that some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?0 none1 a little2 some 3 a lot

Is there any public concern that functions / policies are being operated in a discriminatory manner?0 none1 a little2 some3 a lot

Contracting 1,2 Issues of race & culture are included in all contract specifications & monitored through process.

2

The following issues are addressed in the Department’s Race Equality Policy (accessible via Intranet), previously endorsed by the Social Care Panel:

Access to services & monitoring : awareness of national trends of over and under representation of ethnic minorities in service provision and local position.

Access to information : translation and interpretation of information. Reception / first contact services services : ensuring initial contact is welcoming to all service users. Assessment and review services : language, gender sensitivity, ethnic knowledge of Social Workers. All care packages : cultural and religious issues attended to as described within individuals’ care plan All residential services : provision of culturally appropriate food (& adherence to religious observation), opportunity for worship, etc. Availability of

suitable skin and hair products, and an appropriate response to health needs. Day and community support services : as above, where appropriate. Service planning : appropriate consultation about service developments.

Current priority areas for improvement:

At present 68% of service users’ ethnicity is monitored by Central Duty Team on initial contact, this needs to improve. The proportion of Black and minority ethnic staff working within the department is not known. This is to be addressed as a Corporate issue. Further development of translation and interpretation services is needed to increase the accessibility of information. Action plans need to be developed for services where Black and minority ethnic service users are significantly over or under-represented. (Information

will be derived from 2001 census data to inform this process.) Continued support and the availability of development opportunities for Black and minority ethnic staff.

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To complete training for recording of hate crimes (use of 730D forms) by relevant staff. To seek agreement on equality targets with partners. To ensure multi-agency teams work within Race Equality Policy. To raise awareness for all staff, of issues of race, culture and religion. To monitor complaints with reference to race, disability and gender. To monitor “potential service developments” with reference to race, disability, gender. To include equality targets in in-house Service Level Agreements.

Three priorities identified by the Department for particular attention are:

Mainstreaming Race Equality into all policies and services of the Department. Raising awareness of Race Equality through training and other opportunities for staff. Improving monitoring arrangements in terms of both employment and the take-up of services.

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WIGAN & LEIGH HOUSING COMPANY LTDRACE EQUALITY STATEMENT

ASSESSING FUNCTIONS OR POLICIES FOR RELEVANCE

Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Which policies are to be assessed?

Which of the three aspects does it relate to (if at all)?

1=Eliminating discrimination2=Promoting EOP 3=Promoting good race relations

Is there evidence or reason to believe some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?0= none1= a little2= some3= a lot

Is there any public concern that functions/policies are being operated in discriminatory manner?0= none1= a little2= some3= a lot

Housing Strategy 1,2,3 Yes 2 0

Supporting People 2 (Marginalised groups and equal opportunities)

Yes 1 0

HRA Business Plan 3 (Tenancy Relations Team )

No and None 1 0

Stock Investment None No and None 0 0

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Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Which policies are to be assessed?

Which of the three aspects does it relate to (if at all)?

1=Eliminating discrimination2=Promoting EOP 3=Promoting good race relations

Is there evidence or reason to believe some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?0= none1= a little2= some3= a lot

Is there any public concern that functions/policies are being operated in discriminatory manner?0= none1= a little2= some3= a lot

Homelessness 2 and 3 Yes (Asylum Seekers)

2 0

Allocations Policy including nominations

and Choice Based Lettings

1 (Largely based on housing need. We monitor lettings)

Yes (We monitor)

0 0

Customer Care 3 No and None 2 0

Programmed works and Repairs

None No and None 0 0

Estate Management including Anti Social

Behaviour and Neighbour Nuisance

1, 2, 3. Yes (Asylum Seekers)

2 0

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Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Which policies are to be assessed?

Which of the three aspects does it relate to (if at all)?

1=Eliminating discrimination2=Promoting EOP 3=Promoting good race relations

Is there evidence or reason to believe some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?0= none1= a little2= some3= a lot

Is there any public concern that functions/policies are being operated in discriminatory manner?0= none1= a little2= some3= a lot

Rents None No and None 0 0

Tenant Participation 2,3 No and None 1 0 (In operation supports good race relations)

Regeneration None No and None 0 0

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Key questions to ask on assessing the relevance of functions and policies

Is it relevant to the general duty? What is the degree of relevance?

Which policies are to be assessed?

Which of the three aspects does it relate to (if at all)?

1=Eliminating discrimination2=Promoting EOP 3=Promoting good race relations

Is there evidence or reason to believe some racial groups could be differently affected?Which groups are affected?

How much evidence do you have?0= none1= a little2= some3= a lot

Is there any public concern that functions/policies are being operated in discriminatory manner?0= none1= a little2= some3= a lot

Asylum Seekers 1,2,3. Yes 3 0 (But public concerns as expressed in themedia are often about positive discrimination!)

Human Resources 1,2 No and None 0 0

Home Sales and the Right to Buy

None No and None 0 0

Equal Opportunities Policy

2 No and None 3 0

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RACE EQUALITY SCHEME SUMMARY CHECKLIST APPENDIX F

Requirement Comment Reference

How will the Authority decide which of its services and policies are relevant to the general duty?

Wigan Council has decided to build on the good work that is currently ongoing and being implemented to fulfil our commitment to the general duty. However, it is intended that, over the next three years, ALL of our functions and policies will be reviewed to tackle discrimination.

On the basis of our meetings, all departments were assigned the task of reviewing their departmental policies, and then prioritising the year in which these services would be reviewed.

Section 5.1Section 7.0

Appendix E

How will the Authority assess and monitor its services and policies, including services and policies it is proposing to introduce, to make sure that they are not affecting some groups negatively, and that all communities are satisfied with them?

How will the Authority deal with evidence that its services and policies are not in line with the general duty?

How will the Authority consult the general public and, particularly, involve ethnic minorities at all stages?

Existing policies will be reviewed systematically. All new policies will be evaluated when introduced. Best Value will be a key process.

Action will be taken and changes made.

Wigan will endeavour, at all times, to consider the opinions of all people, including ethnic minorities, at all stages of consultation. This will be greatly assisted by the introduction of a Race Equality Network.

Figure 2 highlights the internal Council structure.

Section 5.2

Section 5.2

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Requirement Comment Reference

How will the Authority deal with complaints about the way it is meeting the duties, or other complaints about racial equality?

By using the complaints procedure that is already being implemented within Wigan Council, every chance will be provided for individuals to get an explanation for any decision made.

See Section 6 and also Appendix D

How will the Authority publish the results of its assessments, consultations and monitoring?

The Council intends to use its own newspaper and the Best Value publications. Advice will also be sought form our consultation exercises.

See 5.2

How will the Authority make sure that everyone, whatever their ethnic background, has access to information about the Authority and its services?

How will the Authority make sure that all its staff understand their responsibilities under the duty?

The Council has reviewed its translation and interpretation service in order to improve access.

We recognise the importance of raising employee awareness of the Council's Equal Opportunities Policy, as well as a good understanding of anti-discrimination legislation. Training will be provided at both a departmental and corporate level to ensure a consistent standard is attained, so all staff members are aware of their responsibilities under the various pieces of legislation.

See 5.2

See Section 9 for Training Profile.

How often will the Authority review the scheme?

It is intended that the RES will be monitored on a continual basis. The consultation process of the 1st

RES will end in December 2002. Those functions considered to be a high or a medium priority will be assessed during a three-year period from May 2002 until May 2005. Wigan Council will then release its second RES pending from 2005 – 2008.

See Section 7 for the timetable breakdown.

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