Report Title:		Berwick Upon Tweed Borough Council - Inclusive Equalities Scheme
Report by:		Rob Marriner, Director of Environment
Ward Implications:		Applies throughout Borough.
1	Summary
1.1	An Equalities Scheme is a legal requirement.
1.2	We have produced a single document to cover a number of legislative requirements.
1.3	Members are requested to agree scheme.
2	Recommendation
2.1	That the Inclusive Equalities Scheme be approved.
3	Report
3.1	A number of pieces of legislation are now in place which require local authorities such as Berwick Upon Tweed Borough Council to promote Disability, Race and Gender Equality. It is expected that more legislation will soon follow with similar requirements for age, sexual orientation and religion. The opportunity has therefore been taken to produce a comprehensive single document which goes beyond what is statutorily required and provide a tool for the practical implementation of the full range of equality issues, including Rurality.
3.2	For members convenience three tables have been included in this report which specify the legal requirement, and how this will be met.
3.3	The following Table (1) describes how the Inclusive equalities scheme meets the general and specific duties relating to Disability Equality. Table 1: Meeting the general and specific Disability Equality requirements. Requirement Compliance Arrangements 1. Prepare and publish a disability equality scheme, showing how it will meet its general and specific duties and setting out its disability equality objectives. The Council’s disability equality scheme has been published as Chapter 3 of its Inclusive Equalities Scheme. (See pages 20-29) http://www.berwick-upon-tweed.gov.uk/publicdocuments/pdfs/inclusive.pdf 2.Include a statement of how disabled people have been involved in developing the scheme On page 22 there is a description of how disabled people have been involved from the start in developing the scheme. In addition specific consultation with a staff group (including some who have a disability), and trades union representatives has taken place. 3. An Action plan. A range of actions to help address disability inequalities have been included as part of the Disability Equality Action Plan on pages 24-29 of the Council’s Inclusive Equalities Scheme ( see above). Progress on actions will be monitored by the Council’s Equality group. 4.Arrangements for assessing the impact of the activities of the authority on disability equality and improving these when necessary Our method for carrying out equality impact assessments has been published and is referred to on page 22 of our Inclusive Equalities Scheme. A common procedure for carrying out equalities impact assessments (EIA’s) of all current and proposed policies, procedures and practices has been developed as part of an Equalities project in Northumberland. A programme of equalities impact assessments is included with the Inclusive Equalities Scheme (Page 63). The proforma used for assessment has a specific section on disability equality (Page 74). A number of EIA’s have been completed and an annual report on progress will be published on our website. 5.Arrangements for gathering information about performance of the public body on disability equality Several action are described within the Disability Equality Action Plan (pages 24-29), in particular entry and exit surveys of staff, incidence of Councillors with a disability, increased consultation with people with a disability, and keeping up to date with local and national developments. The information gathered will assist in the carrying out of Equality Impact Assessments. 6. Details of how the authority is going to use the information gathered, in particular in reviewing the effectiveness of its Action Plan and preparing subsequent schemes A specific action has been included within the Disability Equality Action Plan (page 27 of the Councils Inclusive Equalities Scheme) to use information gathered to promote disability equality. 7. To report against the scheme every year. A specific action has been included within the Disability Equality Action Plan (page 27 of the Councils Inclusive Equalities Scheme) to monitor progress against the scheme and publish annual reports on progress. A specific action has been included within the Disability Equality Action Plan (page 27) to review and produce the next Disability Equality Scheme by 4 December 2009
3.4	The following Table (2) describes how the Inclusive equalities scheme meets the general and specific duties relating to Race Equality. Table 2: Meeting the general and specific Race Equality requirements. Requirement Compliance Arrangements 1. Prepare and publish a race equality scheme, showing how it will meet its general and specific duties and setting out its race equality objectives. The Council’s race equality scheme has been published as Chapter 2 of its Inclusive Equalities Scheme. (See pages 8-19) http://www.berwick-upon-tweed.gov.uk/publicdocuments/pdfs/inclusive.pdf 2. Eliminate unlawful discrimination, and;   promote equality of opportunity and good relations between persons of different racial groups. A range of actions have been included as part of the race equality Action Plan on pages 14-19 the Inclusive Equalities Scheme ( see above). 3. Identify which of the Councils functions and policies are relevant to the duty, and put the functions and policies in order of priority, based on how relevant they are to race equality. A list of the Councils functions, strategies, policies and procedures both current and planned has been included at pages 63-66 of the Inclusive Equalities Scheme. 4. Assess and consult on whether the way the ‘relevant’ functions and policies are being carried out meets the three parts of the duty. Consider whether any changes need to be made to meet the duty, and make those changes – results must be published. A programme of how the Councils existing and planned functions, strategies, policies and procedures will be reviewed is included at pages 63-66 of the Inclusive Equalities Scheme (Appendix C). The proforma to be used in Equality assessments is attached as Appendix D to the scheme. A specific action is included in the action plan to publish results of consultation or monitoring. (Page 16). 5. Make sure that the public have access to information and services A range of specific actions are included in the action plan e.g. Page 16. 6. Monitor staff in post and applicants for jobs, promotion, training, etc by their racial group. The results of which must be published each year. Specific actions are included in the action plan to monitor, analyses and report on staff data. (Page 18). 7. Train staff on the general duty and the specific duties. A specific action is included in the action plan (page 16) for training staff.
3.5	The following Table (3) describes how the Inclusive equalities scheme meets the general and specific duties relating to Race Equality. Table 3: Meeting the general and specific Gender Equality requirements. Requirement Compliance Arrangements 1. Prepare and publish a gender equality scheme, showing how it will meet its general and specific duties and setting out its gender equality objectives. The Council’s gender equality scheme has been published as Chapter 4 of its Inclusive Equalities Scheme. (See pages 34-36) http://www.berwick-upon-tweed.gov.uk/publicdocuments/pdfs/inclusive.pdf 2. In formulating its overall objectives, consider the need to include objectives to address the causes of any gender pay gap. A range of actions to help address the causes of any gender pay gap have been included as part of the gender equality Action Plan on pages 36-36 of its Inclusive Equalities Scheme ( see above). 3. Gather and use information on how the public authority's policies and practices affect gender equality in the workforce and in the delivery of services. Information was identified from a range of sources including from a local gender equality conference and used to inform the gender equality section of the Inclusive Equalities Scheme – some references are made to this in the introduction to the section on page 30. 4. To consult stakeholders (i.e. employees, service users and others, including trade unions) and take account of relevant information in order to determine its gender equality objectives. Use has been made of existing consultation documents such as surveys to help inform the Inclusive Equalities Scheme including specific consultation with a staff group, and a group of service users, and trades union representatives. 5. To assess the impact of its current and proposed policies and practices on gender equality. A common procedure for carrying out equalities impact assessments (EIA’s) of all current and proposed policies, procedures and practices has been developed as part of an Equalities project in Northumberland. A programme of equalities impact assessments is included with the Inclusive Equalities Scheme (Page 63). The proforma used for assessment has a specific section on gender equality (Page 73) and also transgender ( Page 76). A number of EIA’s have been completed and an annual report on progress will be published on our website. 6. To implement the actions set out in its scheme within three years, unless it is unreasonable or impracticable to do so. A detailed timetabled three year action plan has been produced and included on pages 36-36 of the Inclusive Equalities Scheme within the Gender equality Chapter. Progress on actions will be monitored by the Council’s Equality group. 7. To report against the scheme every year and review the scheme at least every three years. A specific action has been included within the Gender Equality Action Plan (page 35 of the Councils Inclusive Equalities Scheme) to monitor progress against the scheme and publish annual reports on progress. A specific action has been included within the Gender Equality Action Plan (page 35) to review the gender equality Scheme by 30th April 2010.
4	Implications
4.1	Comments from the Council’s Section 151 Officer
	Progress on implementing an inclusive equalities scheme will contribute towards a positive improvement in the next Use of Resources assessment
4.2	Comments from the Council’s Monitoring Officer
	Text
4.3	Comments from the Head of Paid Service
	Text
4.4	Local Agenda 21
	The proposal is designed to directly increase the personal opportunities of a substantial number of individuals to take advantage of Council Services and to play a noticeably fuller part in society.
4.5	Equality
	The production of the Inclusive Equalities Scheme complies with the requirements of the relevant Equalities Legislation and forms the pivotal Equalities document for the Borough Council.
4.6	Crime and Disorder
	None arising directly from this report.
5	Report Author
5.1	Jan Anderson, Head of Public Protection, Telephone (01289) 301735, Email ja@berwick-upon-tweed.gov.uk
6	Service Head
6.1	Jan Anderson, Head of Public Protection, Telephone (01289) 301735, Email ja@berwick-upon-tweed.gov.uk
7	Background Papers
7.1	• The Equality Standard for Local Government – The Improvement and Development Agency for Local Government. • Race equality duty code of practice • Disability equality code of practice. • Gender equality code of practice • Disability Discrimination Act 2005 • Race Relations (Amendment) Act 2000, • Sex Discrimination Act 1975 as amended by the Equality Act 2006