race equality scheme RES.pdf · 2016-02-11 · Brighton & Hove City Council and believe it will make a real difference addressing the root causes of discrimination in our communities,

Brighton & Hove City Council

race equalityscheme

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Contents

Page 4 Statement by Ken Bodfish, Leader of the council and

David Panter, Chief Executive

Page 6 Introduction

Page 7 What is the Race Equality Scheme

Page 8 Aims

Page 9 Strategy

Page 12 Race is an issue in Brighton & Hove

Page 14 Brighton & Hove City Council’s vision, priorities and Structure

Page 15 Brighton & Hove Race Equality Scheme – objectives

Page 29 Appendices

Page 29 Implementation: Roles and Responsibilities

Page 30 Impact Assessment – Directorate Action Plans

Page 38 Brighton & Hove Race Equality Scheme – objectives

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We are proud to introduce this Race Equality Scheme for Brighton & Hove City Council and believe it will make a real difference addressing the root causes of discrimination in our communities, employment and services.

We understand changes that will be needed to make this Schemereally work and are fully committed to leading the process. Many of the responses to the consultation on the draft scheme asked us to recognise the need to improve relationships withcommunities to further promote race equality. We appreciate thatthere have been many frustrations and blocks to progress andacknowledge that many Black & Minority Ethnic People (includingRefugees) regard our systems and our services as not meeting theirappropriate needs. We know that here, as in other parts of England,Black and Minority Ethnic people experience discrimination in theworkplace, in our communities and in our schools. We also know thatorganisations have not always pulled together as well as they couldhave to address these problems. For example, the Council’s work forcedoes not reflect the diversity of peoples who live in our city.

However, there have been some excellent examples of joint workingbetween the community and local agencies, and some of these areoutlined in this Scheme. Not least, being measures to record andaddress racial harassment in Brighton and Hove, lead by the Anti-Victimisation Initiative and we look forward to a new racialequality service for the City. Last year’s Celebrating Diversity Campaignwas a great success engaging people across the City in celebrations of the diversity of our communities and debates on how to tackle race equality. Now it’s time for action.

There is a genuine will in the City Council and the community to makethings work – the response to producing and commenting on thescheme has been excellent with managers and staff across the counciland members of the community, working really hard to turn thisaround quickly. We want to extend our thanks to them and build onthat enthusiasm. You will see that the Scheme is an ambitiousprogramme of change: from training staff, to improved communityconsultation and access to services and employment. You will find

Statement From: Ken Bodfish, Leader and David Panter, Chief Executive,

Brighton & Hove City Council

action for every department to review theirservices and identify inequalities. We will betalking to race equality experts, locally andnationally about how we can make thenecessary improvements.

We look forward to working with you to makethis happen and thank you for taking the timeto read our plans.


Ken Bodfish, Leader


Ken Bodfish, Leader

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IntroductionThe murder of Stephen Lawrence (1993), and the following enquiry (1997)

led to changes in people’s understanding of good race relations.

The Stephen Lawrence Enquiry Report analysed the impact of institutional racism

in our public organisations, describing it as ‘a corrosive disease’, contributing to

injustice and racial disharmony. It defined institutional discrimination as:

‘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 in processes, attitudes and behaviour through unwitting prejudice,

ignorance, thoughtlessness and racist stereotyping which disadvantages minority

ethnic people.’

(Stephen Lawrence Enquiry Report 1999)

The Race Relations (Amendment) Act 2000 is aresponse to this, strengthening the RaceRelations Act 1976 by giving public authorities,including Brighton & Hove City Council thegeneral duty to promote race equality.

The aim of the duty is to make race equalitycentral to the way the council works by puttingrace equality at the heart of our strategicplanning, policy making, service delivery andemployment practice.

Under the general duty we must:

• eliminate unlawful racial discrimination

• promote equal opportunities

• promote good race relations betweenpeople from different racial groups

There are specific duties to support thisgeneral duty. One of these is to produce a RaceEquality scheme (RES) setting out our plans toimplement the Act.

What is a Race Equality scheme(RES)?

Brighton & Hove’s RES is a strategic and timetabled three year plan which

summarises our vision and corporate priorities. It sets out how we plan to

improve our delivery on race equality so that we can meet the requirements of

the Act by April 2005, meeting each of the following specific duties:

• assessing, consulting on, and monitoring our functions and policies for adverse

impact on race equality

• publishing the results

• making sure the public have access to our services

• training staff

• ensuring our contractors also meet the requirements of the Act

• ensuring our employment practice is fair and promotes race equality

Specific Duties on Employment

To ensure we meet the specific duties as anemployer we will monitor by ethnic group:

• existing staff, applicants for jobs,promotion and training

• grievances

• disciplinary action

• performance appraisals

• training

• dismissals

• and publish the results every year

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Brighton & Hove Race Equality scheme

Aims • to eliminate discrimination from all our policies,

practices and services

• to remove barriers for all Black and minority ethnic communities to our services

• to improve the well-being and safety of Black and minority ethnic communities living in Brighton & Hove

• to ensure that all members of communities living in Brighton & Hove can play a full part in the social, cultural,political and economic life of the local area

• to ensure that Brighton & Hove City Council’s race equalityagenda is taken forward in partnership with the business,community and voluntary sectors

• to measure the Council’s progress by a robust system ofmonitoring information and publication of the results

• to engage the Council and the Black and minority ethniccommunities in a positive equal partnership for mutual benefit


StrategyThe core principle underpinning our race equality strategy is mainstreaming,

which means that council members, managers and staff will be required to be

proactive and consider race equality issues in their daily work, amending policies

and practices accordingly.

Information and training will increaseunderstanding of the nature of institutionaldiscrimination and individual roles andresponsibilities in tackling this. To address thisissue the council will work closely with serviceusers, local communities and staff to gather base data.

By the second year of the scheme we plan toincorporate the RES into the other mainstrategies that the council adopts on a yearlybasis. This will include the DepartmentalEqualities Action Plans, Directorate DevelopmentPlans and Best Value Performance Plan. TheCommunity Strategy and plans for regenerationwill also incorporate race equality objectives inorder that all sectors of the city can engage withus in developing an economically thriving,cohesive and ethnically diverse community.

The council acknowledges that

• change must be managed appropriately and be sustainable

• resources will need to be identified to supportsome of these changes

• engaging knowledge and experience from localcommunities and the expertise of nationalorganisations will help us develop new ways ofworking

• the council may need to make representations tocentral government where other legislation orduties contradict aspects of the Race Relations (Amendment) Act and make it difficultto achieve the objectives of the scheme.

• there is a future possibility of an independentRace Equality Service in Brighton & Hove that has been explored in consultation with 40 localorganisations. If a new Race Equality Service isset up it will be an important partner with thecouncil in this area of work. The council looksforward to such a service becoming part of thisscheme in the future

How to complain to us

You can complain in person to a member of thecouncil staff, who will take a note of yourcomments. Or you can put your comments inwriting. Leaflets about complaints are availableform all council premises and contain a form foryou to use.

If you use the Complaints form, the councilwill record any equalities information youprovide for us (ethnic group, age, disability andgender). This information will be monitored to ensure that all sections of the community are given fair and equal access to the complaints system.

Where to send your complaintAll complaints regarding race equality issuesshould be sent to the Standards andComplaints Team at:Brighton & Hove City CouncilStandards & ComplaintsFREEPOST SEA2560Bartholomew House, Bartholomew SquareBrighton, BN1 1JPTelephone: 01273 291229

The Commission for Racial Equality (CRE)

The Race Relations (Amendment) Act gives theCRE the power to investigate and take legalaction on unlawful discrimination. If you are not satisfied with our complaints procedure oryou would prefer to send your complaint directto the CRE you can contact them at thefollowing address:Commission for Racial EqualityHead Office, Customer ServicesElliot House, 10-12 Allington StreetLondon SW1E 5EH Telephone: 0207 828 7022 website: www.cre.gov.uk

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How will we carry out this strategy?

• A three-year programme of ImpactAssessments will reveal where our policies,duties and functions have an adverse effect onrace equality and ensure that race equalitymeasures are integrated in all council activity.

• Impact Assessments will be carried out bymanagers responsible for the policy, service orfunction, with advice and guidance from theEqualities Implementation Officers, inaccordance with the policy of mainstreaming.

• Mainstreaming underpinned the scheme fromthe start as managers identified polices withrelevance to race equality that have beenincluded in Directorate Action Plans (appendix 2).

• Consultation guidelines will advise staff onreaching formal and informal communities.Community groups, and staff will beconsulted on progress through staff forums,the intranet, trade unions, the ESJCF withthe formation of an Advisory Group.

• Council decisions in relation to race equalitywill be taken openly and information aboutthem will be made available to local people.

• Information about services and about thisscheme will be made available to all inappropriate languages.

• Our staff will receive information andtraining as appropriate to enable them toundertake impact assessments; write reportsfor the council which incorporate race equalityobjectives; consult the public; deliver servicesappropriately; and recruit, supervise andappraise staff within the spirit of the scheme.

• Monitoring systems will be put in place toensure we can gather the right information toassess whether we are meeting our generaland specific duties which will be integratedwith existing performance managementinformation (including performance appraisal)with the aim of providing for continuousimprovements.

How will you know if the Race Equalityscheme is working?

Brighton & Hove City Council’s Race Equalityscheme is a public document. We will also makepublic the results of our consultations,assessments and the monitoring information we gather each year. Community groups andStaff Forums will be circulated with informationthrough the Equalities and Social JusticeConsultation Forum; an Advisory Group for the RES; and Trade Unions. We will also publish documents on the Intranet and thecouncil website.

Should you have any comments,suggestions, questions or complaintsregarding this Race Equality scheme, or anyaspect of the councils’ work in race equality it is very important that you let us know. Withoutyour knowledge and experiences we will beunable to tackle some of the hidden barriers.

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Profile of Brighton & Hove City CouncilworkforceRace is an issue in

Brighton & HoveBefore looking at the detail of our scheme, it is worth reflecting on how

our local circumstances reflect the national picture, described in the

Stephen Lawrence Enquiry Report.

Institutional Racism

“My son for a period (at a secondary schoolin Brighton & Hove) was constantly raciallyharassed….The school acknowledged thatthis was a racist incident …but theharassment continued. However, I felt that the incidents were not adequatelydealt with by the teachers due to a lack ofracial awareness”

(Celebrating Diversity campaign guide)

“Last summer I went to 40 bars and clubs inBrighton & Hove looking for work. I hear itis easy to get temporary, casual work in thiscity….I can only imagine there was someobjection to the colour of my skin.”

(Black man, 33, Brighton)

A shopkeeper has constant racist verbalabuse from young men at weekends. He has been assaulted and his shopwindows have also been damaged on anumber of occasions forcing his insurancepremiums up. He has called the police onmany occasions but the youths cannot beidentified. He has no confidence in thepolice to solve this problem.

(Provided by the Racial HarassmentCaseworker)

Black and Minority Ethnic (BME) people inthe City

The BME population of Brighton & Hove ismade up of diverse communities and individuals.A Census of primary school children agedbetween five and 11 years showed that therewere 910 (6.2%) black and minority ethnicpupils (2001). The 2001 Census results (availablein February 2003) will clarify the picture forpeople of all ages.

In addition to Black British citizens, there arerefugees/asylum seekers who are settling orseeking temporary accommodation in the city.The Sudanese community is one of the largestsettled refugee communities of some 3000people. There are also communities andindividuals from Iran, Portugal, Eastern Europe,China or Hong Kong and many others.

The Interpreting Service provides interpretingand translation for more than 35 languages. The Black African and Bangladeshi communitiesare also of a significant size.

This does not include the significant numberof Black and minority ethnic visitors, foreignstudents and commuters to Brighton & Hove,which is currently not recorded. It is estimatedthere are 35,000 foreign students who visit andstay in Brighton & Hove each year.

Many people from these communities expressa common experience of poor housing, high unemployment, poverty and exclusion, and harassment in schools, work and where theylive, (SRB5 and BHRES Research reports). Thisunjust situation undermines the potential for thiscity to be an economically thriving and sociallycohesive community.

Racial Crime

Jimmy Abatan, 42, father of two, who wasknown as Jay, was killed on January 24,1999 in Brighton. He had been celebratinga recent promotion at PricewaterhouseCoopers with his brother.

This crime is still unsolved

Source: Brighton & Hove City Council Staff Census 2000

Brighton & Hove City Council’s Staff Census2000 showed that 3.7% of the workforce wasmade up of Black and minority ethnic people,although this number dropped for senior posts.As discussed above, the Black and minorityethnic population of the city may have increasedto around 6%. Since the last Staff Census in2000 the number of Black and minority ethnicemployees has risen – a full analysis of this willbe carried out this year.

Racial Harrassment

A family with young children who live incouncil rented accommodation have beenexposed to verbal racial abuse from theirneighbour because of general householdnoise. They are unable to enjoy theirhome-life because they feel they cannotmove from room to room, vacuum, or washtheir clothes without being subject to abusefrom their neighbour. They feel intimidatedand frightened.

(Provided by the Racial HarassmentCaseworker)

Chinese or other ethnic group - Chinese 3%

Chinese or other ethnic group - other 3%

Black British - African 17%

Black or Black British - Caribbean 18%

Asian or Asian British - Bangladeshi 3%

Asian or Asian British - Pakistani 3%

Mixed - other 11%

Asian or Asian British - other 17%

Mixed - White Asian 14%

Asian or Asian British - Indian 11%

White - Irish 3% White - other 3%

Black & Minority Ethnic 4%

White - British 90%

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Brighton & Hove City Council’sVision, Priorities and Structure

The council has six priorities: • improving quality of life

• sustainable economic growth

• social well-being of our citizens

• improving quality of and access to our services

• leading the city

• ensuring the council can deliver

We want our services to be accessible to all thecommunities we serve, and our workforce to berepresentative. We consult with communitiesthrough the Equalities and Social JusticeConsultation Forum, a sub-group reporting tothe Policy and Resources Committee. The leadMember for Equalities sits on the Policy andResources Committee.

We will deliver the RES in the context of ourpriorities and the improvement activities theygenerate. All our committees will ensure thatdecisions take equalities implications intoaccount. We intend to use the scheme to build on our existing improvement and equality infrastructure.

Our Equalities Policy sets out aims andexpectations and is the basis of the introductionof the Generic Equality Standard (GES). Serviceimprovements for the RES and the GES are ledand co-ordinated through our EqualitiesProgramme Board (headed by the Deputy ChiefExecutive). All directorates are represented.These are:

• Corporate Services

• Children, Families & Schools

• Adult Social Care

• Culture & Regeneration

• Environment

• City Services


Objective 1Ensuring the RES is put into practiceKey to successful implementation will be the commitment and leadership of the

scheme by the council’s Leadership Team and Management Team.

Accountability for the scheme

Accountability is mainstreamed through thecouncil’s political and operational structures. The Policy and Resources Committee, is supported and advised by the Equalities andSocial Justice Consultation Forum (ESJCF), and is responsible for the scheme. Overview and Scrutiny Organisation Committeewill appraise progress annually and investigateareas of inactivity. The ESJCF will receivequarterly reports on progress.

Within the council, the Equalities ProgrammeBoard (EPB) and Equalities ImplementationOfficers (EIO) will co-ordinate assessment,consultation and monitoring on behalf of The Management Team (TMT). The EPB, chaired by the Deputy Chief Executive, includes senior management representation from all directorates, the Head of Law, the Head of Human Resources and the Equalities Implementation Officers.

The Management Team will ensure thescheme is properly resourced and integrated into the core work of the council by ensuringdirectorates have the capacity to respond to theoutcomes of Impact Assessments (See Appendix1, Organisation Chart)

Through these structures, the council will bring together work on race equality, such asthe results of:

• impact assessments

• monitoring information

• departmental Equality Action Plans

• Directorate Development Plans

• Best Value Performance Plan

and indicators

• any other performance targets

The Equalities Implementation Officerswill report results of activity within the schemeon quarterly basis to the ESJCF and EPB/TMT. An annual report will be presented to Policy andResources Committee and Overview and ScrutinyOrganisation Committee. This will be published,meeting the obligations of the Act, to beavailable to community organisations in hardformat and be on the council’s website.

The Race Equality Scheme will be reviewedand updated in May 2005 and a new plan madefor the following three years.

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Communication of the scheme

Genuine dialogue with BME staff, communities,councillors and managers about their day-to-dayexperiences will ensure a successful RES andenable the same groups to hold the council toaccount. BME staff and communities must havethe opportunity for dialogue and debate on theresults of our assessments, consultation andmonitoring. (See Objective 3)

In the past, the council has reported on raceequality work through the ESJCF (EqualitiesAction Plans and Reviews), the Best ValuePerformance Plan, articles in City News, the staff magazine, and on the Wave (thecouncil’s intranet).

Now the council has a duty publish the resultsof the RES, too. This is to ensure that staff arewell informed about good practice, and areasthat need further improvement, and to allow thepublic to monitor our activity, and become more confident in the council’s commitment torace equality.

The council must tell people about:

• AssessmentsWhat is being assessed and how, what theresults are, what will change as a result.

• ConsultationWhy consultation is happening; how peoplehave been consulted, what was said, whatwill happen as a result of the consultation.

• MonitoringWhat monitoring systems/methods are used,the results including evidence ofdiscrimination, how results will inform futurepolicy and practice.

Our plans

We will publish the full results of impactassessments, consultations and monitoring eachJune, report them to council members andcommunity representatives, and include them inthe annual Best Value Performance Plan.

We will ensure that best practice is followed in regard to the availability of results incommunity languages.

We will also publish information in

• City News

• local press

• council website

• community press

• schools and youth group bulletin

• and through the ESJCF, Staff Forums,

Racial Harassment Forum and

Brighton & Hove Refugee Forum

Complaints

The council is committed to ensuring thatcomplaints about the RES, as well as gender,disability, sexuality or any other reason, arethoroughly and fairly investigated and properlymonitored and reported.

Information on the outcome of theseinvestigations will be included in the annualcomplaints report to the council’s Policy &Resources Committee.

• the Corporate Standards & Complaints Teamwill record, refer and monitor all complaints.Complaints about discrimination will berecorded and reported on consistently.

Reporting

We will report on complaints aboutdiscrimination showing:

• the subject of the complaint

• the service area

• whether the complaint was upheld or not

• the action taken to resolve the complaint

• any recommendations for future action

• a complaints leaflet detailing the process canbe translated into community languages.

• an Impact Assessment of the complaintssystem will identify any other barriers.

• the Standards & Complaints team will receivetraining on the requirements of the Act anddeliver training to directorates responsible fordealing with complaints.

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Objective 2Establishing relevant Policies, Duties and Functions (PDFs)Policies means the full range of formal and informal decisions that are made in

carrying out the duties and functions of the council. This includes ‘custom and

practice’ and management/member decisions to exercise a power as well as

written policies.

Functions means the full range of theCouncil’s duties and powers.

A three-year plan to assess all the council’s PDFshas been drawn up, prioritising those areas thatappear most critical to race equality, followingtheir assessment as relevant. This plan includesjoint-commissioned services. It has been adjustedfollowing consultation with community groups,Trade Unions, council forums and staff forums.RES Departmental Action Plans have beenupdated as a result of this consultation. (SeeAppendix 2, RES Impact Assesment Timetables)


Objective 3To assess and consult on the impact of Brighton & HoveCity Council’s Policies, Duties and Functions

Assessment

The council will now require

• Directorates to carry out comprehensive ImpactAssessment on all existing policies, dutiesand functions assessed as relevant to raceequality according to the established criteria (Appendix 2, RES Impact AssesmentTimetables).

• Officers assess the impact on race equality ofall new policies. Should the policy be assessedas relevant full consultation and assessmentmust be carried out.

• Details of relevance to race equality must beincluded in all written reports to the council.By April 2005 only officers trained in raceequality impact assessment may completereports to council.

• Copies of Impact Assessments on existing policies, duties and functions, or onany new policies, to be sent to the EIOs.

• Assessments that conclude ‘no relevance torace equality’ to be sampled by the EIOs.Assessments to be carried out if they are thenfound to be relevant.

Consultation Arrangements

Interim Arrangements to June 2003The council proposes to consult the followinggroups as key partnerships, forums andumbrella organisations which smallerorganisations are linked to:

• new policies for the first 12 months of the scheme

• longer-term arrangements for consultation onImpact Assessments and new policies.

Brighton & Hove Racial Harrassment Forum

Brighton & Hove Refugee Forum

Equalities and Social Justice ConsultationForum

Black Workers Forum – Brighton & Hove City Council

Black and Minority Ethnic CommunityPartnership

Ethnic Minorities Representative Council

Trade Unions Mosaic

Interfaith Contact Group Sahara

This not an exclusive list. Other organisations willbe invited to participate if they have an interestin particular policies.

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Objective 4Monitoring our policies for adverse impact on RaceEqualityMonitoring the effect of our policies is a specific duty in the Race Relations

(Amendment) Act.

Definitions

CRE guidance identifies the monitoring ofservice delivery in four main areas of activity:

• Ongoing contact – over a period of time. This will show how different ethnic groups aretreated at different stages – for example,homeless applications, time spent in temporaryaccommodation, type and quality of housingoffered to different groups.

• ‘Episodic’ contact – short term or occasional,– for example, Application for planningpermission

• ‘Usage’ – profiles of service use and the needsof different groups. This can help to assess theresources that will be needed in future, theirallocation, and develop service deliverymethods that meet the needs of differentethnic groups.

Our plans

The council will set up a consistent approach tomonitoring its services using the definition ofBME people described in the Race Relations(Amendment) Act and using the categories ofthe 2001 census. Council officers can breakthese down further if it is relevant to the localpopulation. Additional questions such asimmigration status, religion and first languagewill also be used.

We will monitor:

• service applicants

• service users

• levels of access and use

• satisfaction rates

• contracts

• funding allocations

• satisfaction and complaints

In addition to information provided by peoplethemselves (self classification), departments willalso be required to set up additional systems(other classification) to add any missinginformation if this is necessary.

Council officers will:

• send documents to chairs of organisations,with a reasonable period for response

• hold public meetings or discussion groupsin local areas

• take part in consultation exercises withpartner agencies, to avoid duplication ofeffort by community organisations

• have access to a toolkit of guidance on rolesand responsibilities and methodology inconsultation processes

What will happen then?

• results of consultations will be included in theImpact Assessment report and attached toreports to Council committees

• appropriate amendments will be made at theend of the consultation and the results sharedwith those who were consulted and anymember of the public who requests it

• changes will be made at the earliestopportunity. The council will include theactions in corporate Equalities Action Plans andDirectorate Development Plans

Consultation from June 2003:The council aims to design an inclusive, targetedconsultation process that takes account of thevariety of needs different groups may have,based on information gathered in the first 12 months of the scheme.

In addition to the formal BME leaders andassociations it is important for the council tohear from people who may not previously havebeen consulted, for example:

• black and minority ethnic businesses

• young people

• refugees and asylum seekers

• women’s groups

• commuters and students

• gypsies and travellers

Support and resources that would help peoplegive us their views will be available, includinginterpretation and translation.

The posibility of the Voluntary Sectorconsulting on our behalf will be explored.

A specialist advisory body will be investigated,made up of community representatives, whocould meet regularly for a set term, to assessand advise on all new policies and practices, andthe results of the Impact Assessments.

Following comments on the first draft of thisscheme, the council will also investigate theoption of establishing a community-ownedMonitoring Panel, to be a shared resource withkey partners such as the Police, CrownProsecution Service and the Primary Care Trust.

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Objective 5Meeting the specific duties of an employerMonitoring employment

This specific duty requires us to monitor by racialgroup staff who:

• are currently working for us

• receive training

• benefit or suffer from

performance appraisal

• are involved in grievances

• are the subject of disciplinary action

• end their service with us

• apply for employment, training

and promotion

We must publish the results of this annually.

The Human Resources Equalities Action Plan(2001) set a series of targets for recruitment ofBME people and disabled people at all gradesand women at senior grades. The target forrecruitment of BME people was an increase of1.5% annually. This was in response to workby the Equalities and Social Justice Forum, with strong representation from the Black andMinority Ethnic Community Partnership.

Yes No Some TargetStaff who work for us ✓

Applicants for jobs ✓

Internal promotions ✓

grievances ✓

Disciplinary action ✓

Applicants for training/development ✓ All applicants to be monitored byopportunities courses January 2003Participants on internal training courses or ✓ All applicants to be monitored bydevelopment opportunities January 2003 Participants on external courses/ ✓ All applicants and participants to bedevelopment opportunities monitored by January 2003 Staff who benefit or suffer from appraisal ✓ To be monitored by racial group by

May 2004Staff who leave ✓ To be monitored by racial group by

May 2003

What do we monitor by racial group?

Racial Harassment

The Pan Sussex Racist Incident Report Form will be used throughout the council. All departments working with clients will berequired to send all incidents immediately to theRacial Harassment Caseworker. A summarisedreturn will be made on a quarterly basis to theRacial Harassment Forum Co-ordinator.

Reporting our progress

Assistant Directors are responsible for ensuringthe right monitoring information is gathered.Yearly reports regarding implementation ofsystems, results and actions will be sent to theEqualities Programme Board and included in theannual report on the scheme.


Objective 6Meeting the specific duties of an employerTraining staff

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Our plans

• information briefings will be provided for The Management Team and theSenior Managers Forum

• council officers who develop policies and write committee reports will havespecific training

• elected members will have training to support their role in policy making and decision-making

• managers responsible for ImpactAssessments, consultation and monitoring will receive training as their needs are identified

• staff with responsibility for specific duties eg employment, procurement,complaints, will receive specific training

• all staff will be able to access a Race Equality Toolkit of guidance notesand Team Briefing packs to ensure theyare aware of their responsibilities.Managers will identify developmentneeds for their teams

• general equalities training will continueto be offered to managers and staff

• competence in understanding and actingon equalities issues will be incorporatedinto the Performance Appraisal systems

• a programme of positive action will support the learning and development ofBME employees

All staff need a good, basic knowledge of theAct and the general duties so that they can carryout their work without unlawfully discriminating.Some will need specialist knowledge that willhelp them to meet certain specific duties.

What have we done so far?

• briefings on the Act have beenprovided for some managers

• general equalities training has beenprovided for staff – last year thiswas offered on a team basis,including an ‘equalities week‘ at theRefuse and Cleansing Service

• the top three tiers of management in the Social Care & HealthDirectorate received Racial Equalitytraining in 2001

Our Plans

• to put in place full monitoring systems

• to publish all information annually

• to identify areas of discrimination, andtake action to remedy this

• to establish a Human ResourcesEqualities Group, chaired by the Head of Human Resources, withresponsibility for reviewing monitoringinformation, identifying trouble spotsand co-ordinating remedial action

• to support the Black Workers Group andgather further monitoring information from them

• to establish a similar support group for staff from other minority ethnic groups and support and consult this group inthe same way

• to find other ways to consult staff toverify our statistical monitoring

• to develop a comprehensiveperformance appraisal system across thecouncil and incorporate competence inequalities into this framework

• to incorporate information arising from ‘Dignity at work’ processes (eg on bullying and harassment) intoour monitoring

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Objective 7Improving public access to information and servicesAs well as a specific duty, improving ’Access to Services’ is one of the

six Key Priorities for the council this year. The council has also committed to

improving access to information and services for BME communities through its

Equalities Policy.

What are the likely barriers?

• not knowing about council services

• the council not providing the services thatBlack and minority ethnic people want

• alienation because of the way services are provided

• English not being first language

• confidence to use services

• having had a bad experience of services in the past

(CRE guidance)

These national findings are backed up by localconsultation (SRB5 Participation Programme)

Our plans

In accordance with our mainstream approach, all managers have a responsibility to ensure that the services and information they provideare accessible. Monitoring service use by racialgroup will reveal who is and isn’t able to accessthem.

This approach needs to be backed up withcontinuing action in key areas:

Information

• Interpreting, translation and transcribing(ITT) services will be provided

• Information to staff on how they can accessinterpreting and translation services will beprovided on the Wave (intranet)

• Contractual arrangements for interpreting,translation and transcribing (ITT) will bereviewed to ensure we are getting the bestservices

• A new translation and interpreting script(which offers translations in differentcommunity languages) has been drafted. This will be reviewed, revised and its use willbe promoted and monitored.

• Community Press, Community Groups andCommunity Leaders in the BME communitieswill be encouraged to help distributeinformation

• Electronic contact: telephone and webcommunications. The council will increase andimprove accessibility for Black and minorityethnic communities

• Training on how information can be mademore accessible is already being produced inthe form of a leaflet and web page. This willinclude good practice guidance and clearcorporate standards and will be incorporatedin the Race Equality Tool Kit

Services

Neighbourhood access• Three new City Direct Shops will ensure the

public have consistently good informationabout all the council’s services, streamlinedaccess to them and a personal service. We willensure that BME citizens receive an equallyhelpful and fair service. A race equality ImpactAssessment will be carried out in developingthe shops.

• The next step may be the development ofLocal Area Forums (area based consultativeforums for communities). The involvement ofBME communities in these will be essential toreflect the range of interests and needs acrosslocal areas

• An out-posted multi-disciplinary communitysafety team is also being developed whichaims to improve access to community safetyservices

• The city council’s Recruitment Shop willcontinue to run workshops to ensure equalityof access to employment opportunities

• Customer Care – all front line services will be impact assessed over the course of thethree-year scheme. Staff training anddevelopment needs will be assessed againstcustomer service standards

• Refugees and Asylum Seekersthe council has recently developed a statutorycompact for refugees, containing 19 principlesfor the development, operation, funding orconsultation on activities affecting refugees. It is hoped the compact will be adopted by theother main statutory agencies andimplemented in partnership with the council.Information and training will be provided to council staff to enable them to meet the specific information and service needs of refugees.

28 29


Objective 8Ensuring contractors also comply with the RESThe council must ensure that services provided on its behalf by

private companies or voluntary organisations also meet the general duty

to promote racial equality and the specific duties about access,

information and employment.

The council’s Procurement Team have regard tothe council's existing Equalities Policies for bothinternal and external customers. They encourageDirectorate Contract Teams to work with existingcontractors to improve their understanding ofequalities issues. The council’s procurement

strategy will support the selection of newcontractors who will further the council’s overallobjectives, which include “stronger social well-being of the city”.

Our Plans

• existing contracts. The Procurement Team will support service managers to assess whether

arrangements are sufficient to meet the general and specific duties. Change will be implemented

immediately if possible or at the contract renewal stage if not

• new contracts/ renewed contracts. A Code of Practice on equality will be produced, including

a contract clause enabling the council to monitor compliance with the Race Relations

(Amendment) Act

• the Procurement Team will develop an equalities specialist whose responsibility will be to

keep up to date with issues and developments and feed them back into the procurement process

(i.e. briefings, discussions and development of procurement and contracting policy).

• staff training. Procurement staff will be trained in all aspects of the Equalities Policy, including the

Race Relations (Amendment) Act, by trainers who have undertaken to include relevant information

• influencing other key staff. The Procurement Team will advise staff who have responsibility for

procurement in their service area.

• monitoring system. The Procurement Team will establish a system of ethnic monitoring of

companies that apply for contracts and those that are successful in being awarded a contract.

• In addition to the above, the procurement function will undergo a full Impact Assessment

and as a result further actions may follow.

Brighton & Hove Race Equality scheme: August 2002

Appendix 1Implementation: Roles and Responsibilities

Policy & Resources

TMT

Equalities Programme Board

Equalities

Implementation

Officers

Directorates

Overview & Scrutiny

Committee(OSOC)

Equalities & Social JusticeConsultation ForumRES Advisory Group

Ensure: Implementation – Ownership

reports onprogress 6 weekly

reports Annual reportsfor publicconsultation

Advice andsupport,sampling andmonitoringand reporting

Annualreport

Exceptionreports

Monitoring Quarterly Reports on Impact Assessments

Scrutiny of outstanding actions delegated from OSOC

Impact AssessmentsAction Planning

and change

Monitoring ofareas of specific

difficulty

30 31

All areas with an * arejointly commissioned orrun with the PCT –Discussions required tofacilitate joint assessment.


Appendix 2Impact Assessments – Directorate Action Plans

ADULT SOCIAL CARENo. Policies, Duties and Functions (PDF’s) Directorate & Department1 Comments, Complaints and Information Line Customer Services Unit2 Information, Access & Assessment – Carers* Care Management3 Information, Access & Assessment – Physical Disability Care Management4 Information, Access & Assessment – Older People Care Management5 Information, Access & Assessment/ Occupational Therapy &

Occupational Therapy/Sensory Loss Sensory Services 6 Eligibility Criteria (Fair Access to Care Policy) Care Management7 Financial Assessment Home Care & Community

Care Services (Fairer Charging Policy)8 Older People with Mental Health Needs* Care Management9 Mental Health Services Working Age Adults* Care Management10 Learning Disability Services* Care Management 11 Substance Misuse* Care Management 12 HIV* Care Management13 All others Care Management14 Residential Commissioning15 Home Care* Commissioning16 Specialist Service Provision (including community meals) Commissioning17 Direct Payments Commissioning18 Carers Spot Purchasing Budget Commissioning19 Home Care Direct Service Provision20 Day Care* Direct Service Provision21 Residential Care Direct Service Provision22 Daily Living Equipment (DLE) & Adaptations Direct Service Provision23 Disabled Parking Badges Direct Service Provision24 Intermediate Care25 Professional Support26 Better Care Higher Standards* -

A Charter for Adults aged 18+27 Health Improvement and Modernisation Plan (HIMP)28 Joint Investment Plan (JIP)*29 National Service Framework – Mental Health*30 National Service Framework – Older People* 31 Valuing People: A New Strategy for Learning Disability*32 National Strategy for Sexual Health & HIV*

Year

Year 12002-3

Year 22003-4

Year 32004-5

CITY SERVICESNo. Policies, Duties and Functions Directorate & Department1 Benefits 2 Housing Management Neighbourhood Services3 Housing Repairs Neighbourhood Services4 Pilot Impact Assessment on Development of

City Direct Neighbourhood Services5 Web site ICT6 Social Justice Customer Services7 Travel Concessions Customer Services8 Full Impact Assessment on Implementation of

City Direct Neighbourhood Services9 Electoral Services Customer Services10 Bereavement Services Customer Services11 Local Taxation Customer Services12 Coroner’s Service Customer Services13 Registration of Births, Deaths and Marriages Customer Services14 Property Services Property & Design15 Environmental Health & Licensing Neighbourhood Services

16 Trading Standards Neighbourhood Services17 Inspection Services Neighbourhood Services18 Local Land Charges Customer Services19 Town and Country Planning Customer Services20 Building Control Customer Services21 Internal ICT Service ICT

Year

Year 12002-3

Year 22003-4

Year 32004-5

33

37 Crime and Disorder Act 1998 duties Miscellaneous38 Making exemptions to usual fostering limits under

the Children’s Act 1989 Children Services39 Responses to resident orders Children Services40 Authorisation to receive education through F/HE Assistance to Pupils & Students

41 Access to personal files (Social Services) Children Services42 Approval of plans re. capital projects Buildings/Premises43 Maintenance of premises Buildings/Premises44 Transfer of sites to trustees of voluntary schools Buildings/Premises45 Contribution to aided school projects Buildings/Premises46 Variations in numbers of places at Social Services

establishments Children Services47 Waiving contribution to adaptations to homes and

provision of equipment Children Services48 Consultation re. varying curriculum statements General49 Recoupment Assistance to Pupils & Students

50 Resolutions passed at annual meetings of parents/governors General

51 Instruments and Articles of Governors General52 Consultation with other bodies eg LSC, F/HE institutions General53 Inter-agency partnerships General54 Charitable Trusts and proposals for trusts Miscellaneous55 School terms and holiday dates General

Year 2Contd.

Year 32004-5

CHILDREN, FAMILIES & SCHOOLSNo. Policies, Duties and Functions Directorate & Department1 Management of education services and securing the

provision of quality education in schools General2 Special Educational Needs General3 Information, training and advice for childcare

providers/provision of children’s information service Children Services4 Attendance at school General5 Fostering of Children under the Children’s Act 1989 Children Services6 Powers in relation to children in care/looked after Children Services7 Adoption Children Services8 Boarding and tuition allowances, student support Assistance to Pupils & Students

9 Private fostering under the Children’s Act 1989 Children Services10 School exclusions General 11 School Admissions General12 Asylum Team13 Quality Protects Action Plan Children Services14 Children in Need of Protection Policy Children Services15 Operational Instructions Children Services16 Bullying and Harassment Policy in Schools17 Family Centres18 Family Resource Centre19 Youth Justice Team20 Children’s Disability Services21 Early Years Development and Healthcare22 Teenage Pregnancy*23 Child and Adolescent Mental Health Services Strategy*24 Provision of Guardians Guardians and Litem25 Specifications for cleaning, grounds maintenance and

school meals Miscellaneous26 Removing children under the Adoption Act 1976 Children Services27 Director’s Section 532 (Education Act 1996)

responsibilities General28 Attending appointments of headteachers, deputy

headteachers, other teachers Personnel Functions29 Lettings and their cancellation Buildings/Premises30 Exercising council’s functions under the Crime and

Disorder Act 1998 in interests of children Children Services31 Attending dismissal hearings etc. Personnel Functions32 Home to School Transport Assistance to Pupils & Students33 Exercise of powers of removal (Section 547

Education Act 1996) Buildings/Premises34 Licenses for children’s public performances Miscellaneous35 Appeals to student awards and support Miscellaneous36 Fees for music tuition/instrument hire Miscellaneous

ENVIRONMENT No. Policies, Duties and Functions (PDF’s) Directorate & Department1 Travellers and Gypies Services2 Community Safety3 Countryside, parks and open spaces4 Allotments and smallholdings5 Sustainability and environmental awareness6 Traffic management7 Local Transport Plan8 Grounds Maintenance & Planned Maintenance9 Waste control10 Prepare and review Local Plan11 Prepare and review Structure Plan (with ESCC)12 Conservation & Design13 Highways14 Prepare and review Waste Local Plan (with ESCC)

YearYear 12002-3

Year 22003-4

Year 32004-5

Year

Year 12002-3

Year 22003-4

All areas with an * are jointly commissioned or run with the PCT –Discussions required to facilitate joint assessment.

32

CORPORATE SERVICESNo. Policies, Duties and Functions Directorate & Department1 Recruitment & Selection Policy Human Resources

2 Grievance Procedure Human Resources

3 Disciplinary Policy Human Resources

4 Exit Policy (monitoring reasons for leaving) Human Resources

5 Bullying & Harassment Policy Human Resources

6 New Draft Equalities Policy Strategy Team

7 Area/Neighbourhood Forums Strategy Team8 Collection of Best Value Performance Indicators and

reporting on behalf of whole council, particularly BV174 (No. of racial incidents recorded) and BV175 (Percentage of recorded incidents which resulted in further action) Performance Team

9 Complaints Legal Services

10 Community Strategy Strategy Team

11 Procurement Function Procurement Team

12 Equalities Programme Board Strategy Team

13 Equalities Action Plans Strategy Team

14 Development of Local Strategic Partnership Strategy Team

15 Best Value Performance Plan – formulation and

publication Performance Team

16 Training & Development Policy Human Resources

17 Review of Citizen’s Panel Research Team

18 Research Guidelines & Consultation Strategy Research Team

19 Common Database Research Team

20 Probationary Policy Human Resources

21 Redundancy & Redeployment Policy Human Resources

22 Capability Policy Human Resources

23 ‘Well for Work’ Absence Management Policy Human Resources

24 Health & Safety Policy Human Resources

25 Court Proceedings Legal Services

26 Risk Management Strategy Performance Team

27 Insurance – responding to claims made against the

council Corporate Finance

28 Debtors/Creditors Corporate Finance

29 Local Public Service Agreement Strategy Team

30 Provision of Corporate and Departmental advice and

support Internal Audit

31 Provision of internal consultancy Corporate Services - Internal Audit

32 Co-ordinating the National Anti-Fraud Network (South)

33 Resource Forecasting Strategic Finance

34 Financial Planning Strategic Finance

35 Financial Advice Strategic Finance

36 Treasury Management Strategic Finance

35

* Policies, Duties and Functions included in the scheme as Directorate has assessed them as not being relevant to

Race Equality. A review of these assessments will be undertaken by the Equalities Implementation Officer and if results

change will be incorporated into the plan.

37 Under the Accounts and Audit Regulations 1996 to provide an effective and adequate internal audit service Internal Audit

38 Undertaking systems and probity audits to provide assurance on internal control and governance processes Internal Audit

39 Special investigations into fraud and corruption Internal Audit40 Research & Information Group Research Team41 Census 2001 Research Team 42 Relationship Management Project & Financial Services Team

43 Project Management Project & Financial Services44 Improving Performance Project & Financial Services Team

45 Financial Advice Project & Financial Services Team

46 Business Planning Process Performance Team47 Performance Framework Performance Team48 Payroll/Pensions Corporate Finance49 Accounting Function eg stewardship, accounting

statements and grant claims Corporate Finance50 Research Register Research Team51 Budget Monitoring* Project & Financial Services Team

52 Invoice Processing* Project & Financial Services Team

53 Accounting* Project & Financial Services Team

Year 32004-5

CULTURE & REGENERATIONNo. Policies, Duties and Functions Directorate & Department1 Letting council housing stock Housing2 Deal with (private) tenancy relations, harassment

and illegal evictions Housing

3 Assessing housing need & maintaining housing register Housing4 Provide advice on housing options for homeless and

threatened homeless Housing

5 Arranging temporary accommodation for homeless households owed a duty Housing

6 Recruitment & Selection – Specialist YET & CASTLEHAM Adult Learning7 Provide and support employment Adult Learning8 Publicity of Services Adult Learning9 Tourism Strategy (Head of Division) Tourism10 Visitor Information Service Tourism11 Kingswood & Milner NRG Programme 1 Neighbourhood Work12 Hollingdean NRF Programme Neighbourhood Work

Year

Year 12002-3

Year

Year 12002-3

Year 22003-4

36 37

13 Arranging nominations Housing14 Approve discretionary home improvement grants Housing15 Deal with housing conditions in the private rented sector Housing16 Providing adaptations in council housing Housing17 Supporting private tenancies Housing18 Management of CDU Staff Neighbourhood Work19 Community Development Strategy Project Neighbourhood Work20 Leisure facilities including Prince Regent Swimming Pool,

King Alfred Leisure Centre, Moulsecoomb Leisure Centre,Stanley Deason Leisure Centre, St. Luke’s Pool and Withdean Sports Complex Leisure

21 Global Grants Programme Global Grants Programme22 Gas Pipeline Programme Global Grants Programme 23 Personnel/Client Files – Maintenance & Access Global Grants Programme24 Business Support Groups Economic Development25 Workforce Development – employment and training Economic Development26 Training & Development for users of the Service Adult Learning27 Contracting with employers Adult Learning28 Health & Safety in Work Placements Adult Learning29 Development Team – Sports Adult Learning30 Destination Sales and Marketing Tourism31 Golf Courses – Hollingbury & Waterhall Leisure32 Seafront Services Leisure33 Outdoor Events Leisure34 Volks Railway Leisure35 EU funding (Corporate EU Strategy) Europe Team36 Bidding and Tendency for external funds Adult Learning37 Approve mandatory disabled facilities grants Housing38 To implement city wide registration scheme for houses

in multiple occupation Housing39 Issue statutory notices to improve housing conditions

in private rented sector Housing40 Providing a community alarm service Housing41 Queens Park & Craven Value Project 5 Neighbourhood Work42 Research and Information Economic Development43 Take enforcement action to abate nuisance Housing44 Industrial Grants Project Economic Development 45 Sites & Premises Development Economic Development46 Economic Partnership Economic Development47 Inward investment and aftercare activity Economic Development

Year 22003-4

Year 32004-5

COMMUNICATIONS & DEMOCRATIC No. Policies, Duties and Functions Directorate & Department1 To develop an interpreting and translation service and

guidelines for all council services, to be delivered in conjunction with the health authority

2 To develop guidelines, to publish clear information for staff and to review current contractual arrangements relating to the accessing of interpreting, translating and transcribing services (including a joint project with the health authority)

3 Media Relations4 Campaigning5 Members Services6 Internal Communications7 Leaders’ Office8 Mayoral Office9 Publication of City News, a magazine for residents10 Celebrating Diversity11 To provide a range of internal communications materials12 Publications – general13 Distribution of information14 Event Management15 New Media16 Signage

Year

Year 12002-3

Year 22003-4

Year 32004-5

SERVICES

3839


Appendix 3Objective 1: To ensure that good race relations arepromoted and Brighton & Hove Race Equality scheme(RES) is put into practice

ResultIdentified roles and responsibilities are discussed and owned by senior managers

Result• Up to date RES agreed with council, partners, communities of

interest and other stakeholders, monitoring progress on RE. • Progress within the Generic Equality Standard

Abbreviations for Who column

TMT The Management Team

CE Chief Executive

HofS Head of Strategy

DCE Deputy Chief Executive

EPB Equalities Programme Board

EIO Equalities Implementation Officer

HR Human Resources

C&DS Communications and Democratic services

CST Community Safety Team

S&G Strategy and Governance

RESG Race Equality Steering Group

CT Communications team

C&ST Complaints and Standards team

Key Tasks Target Dates Who How will we know it has been done?

Ensure that results inform future policy Jan-July S&G Council's priorities Directorate Developmentand practice 2003 Plans and Action Plans incorporate results.

RES mainstreamed into planning process

Ensure that complaints about the RES and July 2002 RESG Information about how to complain about discrimination are investigated the RES included in the public documentand monitored

Sept 2002 CT Complaints form and leaflet provided in community languages

March 2002 C&ST Information on complaints about & annually Discrimination /RES to be included in the

annual report to the council's Policy and Resources CommitteeReport to Equalities Programme Board members on issues for their directorates, to inform action planning and Impact Assessment’s (IA’s)

Review RES 2002-5 and introduce revised May 2005 TMT/ Annual reports on progress 2002-5 plans for following three years DCE/ and publication of next RES in 2005

HofS/EIO

Key Tasks Target Dates Who How will we know it has been done?

To establish roles and responsibilities for March 2002 TMT/ Minuted decision at The Managementimplementing the plan CE Team

Sept 2002 DCE Minuted discussion at Equalities HofS Programme Board DCE Responsible Directorate for Community

Consultation identified

Identify lead/ co-ordinating officer April/May HofS and recruit to post 2002Equalities Implementation Officer

Equalities Programme Board (EPB) members August 2002 EPB/ Targets and tasks are included in work ensure Directorates make provision for the DCE programmes and team action plansimplementation of the RES eg: in relation to monitoring and ensuring impact assessments are carried out to agreed standards

Communicate the RES by publicising the Oct 2002 EIO/ Quarterly reports made to ESJCF results of Assessments, Consultations HRand Monitoring:

Prepare organisation to publish results Annual report to ESJCF, P&R, TMT, and of monitoring, consultation and published on council websiteImpact Assessments (IA)

Ensure all managers follow guidelines Dec 2002 EIO Information on processes in RES Toolkit on requirements, published at Senior managers forums and on the intranet

Inform BME communities and staff June 2003 EIO Results published in: Best Value Planson progress C&DS/ Performance plan, City News,

CST Equalities Website, Community press,schools and youth group bulletins

Provide opportunity for dialogue May/June EIO RES results presented for comment to 2003 C&DS proposed Advisory/Scrutiny body,

Staff Forums, on the intranetRacial Harassment Forum, Brighton & Hove Refugee Forum, Equalities And Social Justice Consultation Forum

Target

Target

40 41

Target ResultClear information about progress on the RES is published andinforms revised Year three Plan

Objective 2: To Establish Brighton & Hove City Council'sRelevant Policies, Duties and Functions

ResultRES agreed at Policy and Resources

ResultClear information about progress on the RES is published andinforms revised Year two Plan

ResultClear information about progress on the RES is published andinforms revised Year three Plan

Objective 3: To assess and consult on the impact of Brighton & Hove City Council's Policies, Duties and Functions

Key Tasks Dates Who How will we know it has been done?

Establish the functions and policies of the June 2002 RE Steering Grids received by groupcouncil by reference to the scheme Group Teamof Delegation

Assess for relevance to race equality EPB & Consultation on results leads to Relevant amendments and additions

Prioritise over three years Managers

Prioritised lists incorporated into Departmental Action Plans July 2002 RES to Policy and Resources

Joint commissioned services cross- June-Sept EIO & Assessments to take place across both referenced for relevance to race equality 2002 Directorates agenciesand assessment agreed with partners

Ensure all tasks are covered in August EIO Up-dated Action Plans distributed to Departmental Action Plans for cross- 2002 directorates.- via Equalities Programme referenced functions and statutory duties Board members

Incorporate comments from the RES is updated over time, incorporatingconsultation exercise new information

Review functions and policies identified Complete Relevant Reviews produced for action within year one – and put by May Managers/ necessary actions in place 2003 with EPB Results monitored by EIO

Results published

Policies and functions addressing REissues revised

Review functions and policies identified Complete Relevant Reviews produced for action within year one – and put by May Managers/ necessary actions in place 2003 with EPB Results monitored by EIO

Results published



Summary of RES distributed to staff Aug EIO Summary in paper and electronic and members 2002 CT form distributed

Consultation: Interim Arrangements

1. Approach proposed agencies to clarify Jan 2003 EIO Letters distributed, replies received, that they are able to participate in the agencies agreed about their role in Interim Consultation arrangements for advising on impact assessments, and impact assessments ( Nov 02- June 03) the methods of consultation

(written form, meetings etc)

2. Produce guidance for staff on consultation methods when assessing a Dec 2002 EIO Written guidance onPDF for impact on race equality – above to staff available in Nov 02 - June 03 writing & electronically

3. Assess financial impact of the use of translated materials, interpreters. Present Jan 2003 CT/EIO Report to EPB / P+R to council decision makers/EPB Budgets identified

4. Give advice to managers/EPB members Nov-June EIO/EPB Advice to staff on accessing when necessary on consultation processes 2003 members interpreting and translating facilities and appropriate use of available. Clarity on funding source forinterpreting/translating facilities each directorate


Review functions and policies identified Complete Relevant Reviews produced for action within year two – and put by May Managers/ necessary actions in place 2004 with EPB Results monitored by EIO

Results published


42 43


Future plans for community consultation:

Design and run community discussion From Culture & Post-holder is able to advise and lead sessions/workshops in local community Jan 2003 Regeneration on consultation strategies, supporting venues on how best to engage communities Directorate Impact Assessmentsin commenting on the race impact of new policies.

Research the feasibility of an Advisory June 2003 EIO Plan in place for establishing an Group and/or monitoring panel on race Advisory Group or Monitoring Panel. equality issues. Make recommendations, Partner agencies signed up to it.with associated timetable.

Produce and publish a new Code of July 2003 RCT +Consultation, with timetable for Culture &

implementation for the council Regeneration

Review consultation methods with May 2004 Culture &

stakeholders and implement changes - Feb 2005 Regeneration

as appropriate

Assessment:

Full impact assessments carried out From Directorates Assessments allocated to work programmes by directorates Jan 03 EPB reps

Advice to assessing managers as needed On-going EIO/EPB Results of assessment and consultation published

Assessments and consultation results Mar 2003 EIO Equalities Programme Board members returned to DMT’s and EIO’s for evaluation +quarterly receives quarterly reports from EIO

EIO’s sample PDF’s assessed as not relevant EIOto race equality: routine review

Joint commissioned services assessments: Nov 02 + EIO/EPB EPB members receives report from EIOoutcomes agreed with partners quarterly as above

Target

Target

Objective 4: To monitor Brighton & Hove City Council’spolicies for adverse impact

ResultInformation monitoring in place to review RES in June 2003


Ensuring areas of council functions relevant to RRAA are monitored:

Establish areas to be monitored across Sept 2002 EIO/PMT directorates to cover:

Service applicants, Service users, levels of access/use, satisfaction rates, complaints, 'Business to Business' episodes (contractors, funding allocations)

Against census categories (2001). Directorates

Establish other additional questions /PMT(immigration status, religion, and first language) to use where appropriate.

Identify gaps in monitoring EIO/PMT eg communities’ perceptions of services + EPB reps

Establish how to meet monitoring needs

Set monitoring systems in place Dec 2002

Up-date staff and Members on new duties Sept / Oct EIO/PMT Guidance document produced and 2002 disseminated to Directorates

Dec 2002 EIO’s Members seminar on RES + scrutiny

Dec 2002 EIO’s/HR Staff training on guidance doc

Review monitoring categories, ensuring Sept 2002 EIO/HR Guidance includes information of it is consistent with good practice and filling in 'other' category.local needs

EIO/PMT Guidance has been consulted on within consultation guidelines

Monitoring systems for client services Feb 2003 AD’s/EPB Reports to EPB detail systems developed,approved and set up approval (Feb + Mar 03)

Monitoring systems for Feb 2003 AD’s/EPB'Business to Business' services set up approval

Target

Target

44 45

Objective 5: To meet the specific duties for employers –monitoring employment


Mainstreaming the Pan-Sussex Aug 2002 RHF Production of council protocol for Racist Incident Reporting Form Co-ordinator PSRIR Form

Oct 2002 Training taken place on use of the form

July 2002 Racist incident returns are made by directorates

Review results of monitoring end of year one May 2003

Review priorities for monitoring next year

Produce summary of results with amended targets for Year two as appropriate

Repeat in Year three May 2004

Progress of scheme communicated to June 2003 EIO/CT Documents, briefings, interactive events public in relevant languages and formats held to publicise progress and plans

Ensure monitoring becomes a corporate May 2004 EIO/PMT Monitoring Policy produced, approved objective by production of a council wide and published policy

Provide training on policy Nov 2004 EIO/PMT


Targets for meeting employment duties are Sept 2002 EPB/HR Existing staff profile compiled annually monitored as set out in Human Resources Equalities Action Plan (HREAP) 2001 and incorporates new duties set out in RRAA

Monitoring reports include: Progress on recruitment of Black andStaff in post minority ethnic (BME) peopleApplicants for jobs, monitored by racial group (2001 census including internal applicants categories) and compared to 2000 Applicants for promotion results. Reporting sets out baseline

picture by directorate and work teams

Grievances Jan 2003 EPB/HR

Disciplinary and capability proceedings

Dismissals

Reasons for leaving EPB/HR

Development of, and monitoring of Dec 2002 EPB/HR The existing systems of one-to-one, Corporate one-to-one supervision and /PMT supervisory processes and performancePerformance Appraisal processes, appraisals extended across the council, to include assessing the competence of with integral RES monitoring procedures staff and managers in incorporatingaction on equalities into their work Dec 2002 EIO/HR Equalities Competencies are incorporated

into What Do Good Leaders Do? and Performance Compacts

An Equalities Toolkit for staff and managers to use in supervision, one-to-ones and performance appraisal available in hard copy/electronic formats.

Jan 2003 H&SM Dignity at Work Policy in place, incorporating bullying and harassment policy and procedures

Monitoring of applicants for training Jan 2003 EPB/HR A new nomination form will be inand training activity: place for all Learning and

Development activity across the council• internal and external training (L+DT)

• coaching Learning development activity will be monitored by 2001 census categories

• mentoring schemesInformation collated, reviewed and

• use of Learning Support Centre resources published, with recommended actions

• qualification strategies and funding

• seminars and Conferences

TargetKey Tasks Dates Who How will we know it has been done?

Develop support and consultation Oct 2003 HR/REO Ethnic Minority Workers group feasibility mechanisms for ethnic minority staff not explored. Group meeting and supported catered for in the Black Workers Forum by Human Resources

HR to progress towards above targets and May 2002 HR Quarterly meetings take placeachieve co-ordinated approach to problem Black Workers Group and Ethnic areas through an internal working group Minorities Workers Group consulted with responsibility for: bi-annually

• identifying areas of potential discrimination

• Proposing remedial, pro-active solutions

Inform and consult with BME staff and Mar: 2003, EPB/HR Employment, Learning and Development communities and report to responsible 2004, monitoring report to be published bodies who can monitor and agree 2005 annually in March with recommended future actions actions to the EPB The Management

Team, Equalities And Social Justice Consultation Forum, and feedback sought from BME communities including the Advisory/Scrutiny Body

46 47

Target

Objective 6: To meet the specific duties for employers-training staff

ResultDirectorates ready to carry out assessments from Dec 2002


Deliver briefings on general and specific Sept 2002 HR/REO Briefing meetings taken place duties and implications for Directorates to and documents availableThe Management Team (TMT), Heads of Service and Assistant directors, Senior Management Forum

EPB taken part in RE training as a group, Sept 2002 HR Training taken place and evaluated. to include EIO’s Group and individual development

needs identified, with associated action

Team Equalities Toolkit Dec 2002 HR/REO Team leaders use Toolkit to be developed in one-to-ones/supervision/appraisals & for use by all Team Leaders team meetings or development activities

Training is provided for EPB members and Dec 2002 HR/ HR tendered for providersstaff identified by directorates as carrying (initial External out Year One Impact Assessments training) providers Training taken place and evaluated

Repeat training each year as necessary

Targeted race equality training delivered as On-going HR/LDT Needs identified in IA and reflected in need is identified by Impact Assessments (IA) Team Development Plans. Training or

other development activities taken place and evaluated

Training for HR advisors on the general Oct 2002 LDT Training taken place and evaluatedand specific duties and undertaking investigations

Equalities awareness course on corporate In annual LDT Training taken place and evaluatedcore programme, to include specific programmecoverage of RRAA and information on asylum seekers and refugees

Ensuring BME communities have access Sept 2002 REO/recruit- Recruitment Workshops for BME to recruitment services /On-going ment Shop communities taken place

Review the effectiveness of current appraisal Oct/Dec LDT/REO Review reports circulated.processes and training and development 2002 Action formulated. opportunities in meeting needs of BME staff Report to HR working Group.

48 49

Target

Target

Objective 7: To improve access for BME communities toinformation and services


Develop a coherent and comprehensive Dec 2002 CT Information on the Wave on staff access approach to interpretation and translation to interpreting and translation servicesservices across council and health agencies

Information provided to the public in community languages about accessing the services

Review contractual arrangements and Dec 2002 C&DS Clear information available to all specify resource implications Directorates about cost implications and

purchasing arrangements

Training and guidance on providing Nov 2002 C&DS Clear Corporate Standards produced and information about services in publicised. Good Practice guidanceaccessible formats available in hard copy, on the intranet,

part of RE Toolkit

Ensuring the proposed City Direct shops Dec 2002 CityS/ IA carried out and recommended actions address race equality issues C&DS put in place

Ensuring the possible Area by May Corporate BME community organisations consulted Forums address race equality issues 2003 Services and positive action taken on resulting

recommendations

Report to EPB, ESJCF and Advisory/ Monitoring body on action to be taken

Ensuring actions to improve electronic by May IA assessment on these services contact (telephone and web 2003 C&DS completed and actions takencommunications) take account of race & CitySequality issues.

Ensuring action is taken across the city to Oct 2002- CST/EDaddress racial crime and fear of crime April 2003

Progress the Statutory Compact for Sept/Oct Policy Discussions with statutory agencies Refugees Co-ordinator for taken place

Asylum Seekers

Signatories identifiedAgency reps

Compact launched as a joint agency initiative

Council policy launched

Information available to all council departments in hard copy & on intranet


Provide training and development activities April 2003 HR/LDT Opportunities in main programme,targeted at BME staff (Positive Action) taken place and evaluated

Equalities Roadshows organised to launch Sept 2002 REO/recruit- RES contextualised to Equalities Policy.the new Equalities Policy to staff /on-going ment Shop Equalities Policy publicised to all staff

Provide information and guidance on the Nov 2002 EIO Guidance distributed to directorates and RES Consultation Process for Year One, available in hard copy and on the including a Toolkit for staff intranet

Produce and disseminate briefings to Sept 2002 EIO Written briefings available and briefing councillors seminar taken place

Offer training to Councillors on Race Dec 2002 HREquality and consultation requirements

Raise awareness of refugee issues with On-going Policy Written briefings in hard copy and all staff Co-ordinator for intranet. Specific seminars in LD

Asylum Seekers ProgrammeEnsure all equality training incorporates information about refugees and Nov 2002 HR/LDT Training programme revised to includeasylum seekers information

Training for staff in the Standards and Oct 2002 HR/LDT Training taken place and evaluatedComplaints team to ensure they are aware of the requirements of the RRAA

Training on dealing with complaints to Sept 2002- Standards & Courses in Core LD programmeinclude dealing with discrimination Mar 2003 Complaints Team

50

Target

Objective 8: To ensure contractors to Brighton & Hovemeet the requirements on the RES


Ensure existing arrangements meet the by Nov Head of Each contract will have been assessed general and specific duties 2003 Procurement with recommendations made for

immediate changes or changes on renewal

Review and up-date current training on Nov 2002 Procurement Training courses and supporting procurement to incorporate race equality Team materials address race equality issues

Trainers to address specific duties

New duties mainstreamed into practices May 2003 Head of A Code of Practice and contract clause in and processes Procurement place and publicised to managers and

contractors

An Equalities specialist identified in Procurement team to advise staff and contractors

Ensure BME businesses have the same May 2003 RT & ST Develop a definition of a BME business opportunities to apply for and be awarded contracts May 2004 Head of An ethnic monitoring system in place

Procurement for businesses that apply for contracts and those who are awarded contracts

Annual report to EPB, ESJCF, and published in RES

Printed and published by Brighton & Hove City CouncilDecember 2002