The Equality Framework for Local Government

Rose DoranLocal Government Improvement and Development &Angie SarchetBuckinghamshire County CouncilNorthamptonshire Equality Conference

12th November 2010

www.local.gov.uk/improvementanddevelopment

What is it?

• A sector-led learning and improvement tool

• A framework - thinking, discussing and evaluating the way you do things

• Self assessment and peer challenge

• Focused on outcomes, not ‘box-ticking’

Principles of the Equality Framework

• The cycle of continuous improvement

• Understanding the life chances of everyone

• Links to the Equality Act and the PSED

• Strengthens partnership working

• Contributes to local and national discourse

• Delivers better outcomes

Equality Framework

• A national benchmarking framework.• 3 levels – developing, achieving and

excellent, measured against 5 performance areas:– Knowing your community – equality mapping– Place shaping, leadership and partnership– Community engagement and satisfaction– Responsive services and customer care– Modern and diverse workforce

Performance areasKnowing your community – equality mapping

• national, local and informal

Place shaping, leadership, partnership

• how does diversity/equality shape a place?

• who are the leaders?

• what do we want to do about it?

Community engagement and satisfaction

• how do you know what your community wants?

• residents of place and identity?

Responsive services and customer care

• personalisation and effective commissioning and procurement, who gets what?

A modern and diverse workforce

• what is the make-up of your workforce – recruitment, retention, progression?

• does it reflect your local community, if not is it important?

• equal pay and flexible working

The context – the national picture

• Reduced public sector spending• Focus on long-term economic success• Big Society and devolution to communities and

citizens– 60% of voluntary and community sector groups concerned

with equality issues

• Demographic changes– Ageing society– More women working– Growing diversity

The context – what the Government has done“Tear down barriers to social mobility and equal opportunities and help to build a fairer society”• Cross Government Programme on LGB and T (June)• Removal of default Retirement Age (July)• Promote gender equality on company boards (August)• Implementation of the Equality Act (October)

• Other commitments– Extend right to request flexible working– Promote equal pay and address workplace discrimination– Support of disabled people to become more active in public life

The Equality Act 2010

• Streamlining and simplifying– Distils nine Acts into one– Harmonises definitions and exceptions

• Strengthening– New Equality Duty on public bodies– Bans age discrimination– Bans dual discrimination– Gender pay and equality reporting *– Extends positive action *– Strengthens protection for disabled people– Socio-economic duty ** Ministers currently considering how to proceed

The public sector Equality Duty

• Covers protected characteristics (adding age, sexual orientation, religion or belief, pregnancy/maternity, gender reassignment)

• General duty to: (i) eliminate discrimination, harassment, and victimisation; (ii) advance equality of opportunity; and (iii) foster good relations

• Specific duties to: publish data, assess impact, set equality objectives; report progress at least annually

• New transparency on data to drive culture change • Duty applies to listed public bodies and those discharging

public functions (in respect of those functions), e.g. third sector bodies when discharging public functions

• Implemented from April 2011

The business case

Strong cohesive places=

Understanding communities +

Tackling inequality

The Equality Framework for Local Government (EFLG) is a tool for local government to self-regulate its own performance

How fair is Britain?• Average Bangladeshi household £15,000

• Average White & Indian household £200,000+

• Poor bright children overtaken by age 6

• 6 out of 10 LGB children suffer homophobic bullying

• 1 in 5 older people reported that they can’t get travel insurance

• 75% of the local government workforce are female (53% of whom are part-time)

• Top 5% of earners: women (37%), BAME (3.5%), disabled (3.4%)

• Local election candidates (2009) – 71% male, average age 57 yrs, 98% white, 1/3 have a university degree and 4/10 are retired

How fair is Britain? Triennial Review 2010 www.equalityhumanrights.com

Some headlines from our EFLG events

• Commitment and leadership needed at senior levels and throughout the organisation

• Relationship between councillors and officers

• Knowing your communities – evidence-based decision making

• Don’t overlook the moral case

• Support for small frontline organisations

What to expect from a challenge

Angie Sarchet, Buckinghamshire CC

• What planning and preparation is needed?

• What kind of evidence should we provide?

• Who should be involved?

• What kind of feedback should we expect?

• Next steps?

Questions?The Equalities and Cohesion teammichael.keating@local.gov.ukrose.doran@local.gov.ukkaterina.charalambous@local.gov.uk

Ef:ectmichael.macauley@local.gov.uk

www.idea.gov.uk/diversity

CoP:www.communities.idea.gov.uk

Group exercise

Consider the performance areas of the EFLG. What evidence will you provide to the peers to demonstrate good practice and improved outcomes? Give three of four strong examples.

What one key outcome would you like to get from the challenge?