Equality Commission for Northern Ireland. Draft report template for piloting. Public Authority Statutory Equality Duties

Transcription

1 Equality Commission for Northern Ireland Draft report template for piloting Public Authority Statutory Equality Duties Annual Progress Report Name of public authority: Probation Board for Northern Ireland Contact: Section 75 Name: Paul McIlwaine Telephone: Disability Discrimination Order As above Name: Telephone: Signature: 1

2 Explanatory Note This is the Commission s recommended template and guidance to assist you to: fulfil commitments in your Equality Scheme; including that you must have arrangements for assessing your compliance with Section 75 statutory duties; provide a report for your stakeholders of your progress on the duties; provide information for the Commission in anticipation of ongoing engagement with you; provide information to enable the Commission to collate and present summary monitoring information, and inform the Commission of your progress to assist us in fulfilling our role to keep under review the effectiveness of the duties imposed by Section 75; and provide the opportunity to identify good practice that you and the Commission can share with other public authorities. In completing this template it is essential to focus on the application of Section 75 and Section 49. This involves progressing the commitments in your Equality Scheme or Disability Action Plan which should lead to outcomes and impacts in terms of measurable improvement for individuals from the equality and good relations categories. Such outcomes and impacts may include changes in public policy, in service provision and/or in any of the areas within your functional remit. For public authorities that have Equality Schemes and Disability Action Plans this report template is an opportunity to report progress annually on fulfilling the duties set out in Section 75 of the Northern Ireland Act 1998 and Section 49A of the Disability Discrimination Order (DDO) The draft report template is a universal template to be utilised by all public authorities, given that the duties are common to all, across functions. Subsequently, the Equality Schemes based on the Model Equality Scheme are common to all. Progress can be reported which reflects the size of your public authority, the complexity of functions, and the different degree of relevance the duties will have for different functions. The template varies between standardised questions and the option to include explanatory text. This report template includes a number of self assessment questions regarding implementation of Equality Scheme commitments in Part A and a number of questions regarding implementation of Disability Action Plans in Part B. The reporting period is 1 April March Please complete the report and submit it to the Commission in line with the commitment in your Equality Scheme, i.e. by 31 August

3 Section 1: Equality and good relations outcomes and good practice 1 What were the key policy/service delivery developments made by the public authority in this reporting period to better promote equality of opportunity and good relations, and what outcomes were achieved? Please relate these to the implementation of your statutory equality duties where appropriate. Corporate Business Planning Central to the achievement of PBNI s Equality and Good Relations Action Plans is their incorporation into both the Corporate Plan and annual business plans for the organisation. PBNI s newly developed Corporate Plan makes a commitment to ensure that the actions contained within the section 75 Equality Scheme both in terms of the promotion of equality and good relations will be taken forward as part of the normal planning process. PBNI s Equality and Good Relations Action Plans are publically available and can be viewed on its website. Equality objectives from these plans have been incorporated into corporate and team level business plans. Quarterly updates on progress are sought against these objectives. Progress against business objectives are reported to the Board on a quarterly basis as part of normal business updates. Good Relations PBNI has placed particular emphasis on Good Relations actions with the formation of the Good Relations Group (2012) to monitor and track progress in this area of work. This work includes the development of new hate crime 'Interim Guidance' published with associated hate crime awareness training for staff. PBNI staff commenced the development of an intervention designed to address issues of sectarian, racial, disability, faith-based and homophobic hate crimes to be delivered to offenders on an individual basis. 2 Thinking about your work in , please give examples of the impact of your Equality Action plan/measures on the intended groups and inequalities (or append your plan with progress/examples identified): Please see the attached appendix 1 - Update on Progress of Equality and Good Relations Action Plans Consultation Over the course of the corporate planning process the Probation Board for Northern Ireland sought to engage and consult with more organisations and groups than ever before. PBNI met with criminal justice partners and held discussions with community and voluntary organisations, elected representatives and talked with staff and trade union organisations. PBNI used social media and other fora that we participate in, including PBNI's Victims Reference Group and service users, to encourage people to talk to us about their experience of probation. We have listened carefully, and the revised Corporate Plan reflects the views that have been expressed to us 3

4 about how probation should seek to develop and shape its services over the next number of years. A common theme in the responses was probation s important role within local communities. We provide funding through our community grant scheme, unpaid work in the community through community service and designated members of Policing and Community Safety Partnerships. That work at local level is vital in ensuring there is a co-ordinated response to dealing with local problems and improving good relations and community safety. Also as part of the Corporate Plan consultation, PBNI sought views from staff about our organisations shared values. PBNI staff specifically sought the inclusion of our shared values of Equality and Diversity, recognising, understanding and responding to people s unique needs. This has been captured in our Corporate Plan as part of our wider organisational values. These values will be a central to the development of organisational culture over the coming years. Policy Equality Impact Screening During the business year PBNI carried out 15 equality impact screenings on a range of new and revised policies. Equality screening decisions have been shared with PBNI s consultees throughout the year and policy screening documents have been placed in the public domain via PBNI s website. A significant improvement is that equality screening is now largely based on equality monitoring data gathered on 9 equality categories for services users and the workforce. This has enabled PBNI to more accurately understand the equality implications by identifying which equality categories are more likely to be affected by each policy. The move to quarterly updates on equality work with consultees has led to better engagement, especially in relation to future work. Consultees appreciate having an opportunity to contribute to the development of policies rather than at the end of the policy development cycle. Equality Monitoring of Services PBNI continues to gather equality data in relation to offenders at Pre- Sentence stage and for those under PBNI supervision. PBNI also gathers equality data in relation to people using our Victim Information Scheme as well as in staff recruitment. PBNI has therefore developed an equality profile of offenders both at pre-sentence and post sentence stages. The outcome of this work has resulted in screening decisions that are based on quantitative information. This information also poses some questions in terms of seeking to understand outcomes for each equality category, for example younger males breach their sentences more frequently than older offenders. PBNI is currently monitoring this area to consider how best to process to promote equality of opportunity. Workforce Composition - Gender PBNI s Equality Action Plan has identified that there is a gender imbalance in the composition of the overall workforce. While the opportunity to work on this through recruitment is limited due to financial restrictions; where PBNI recruited, our Human Resources Dept. used welcoming statements inviting under-represented groups to apply. During PBNI appointed 12 people, 7 men, and 5 women. However 28 people left the organisation over the same period 23 women, and 5 men; resulting in the overall percentage between men and women 29% male, and 71% female. Good Relations and Hate Crime In PBNI published its Hate Crime Interim Guidance for staff. This revision seeks to encourage greater awareness of hate crime among staff that are responsible for the assessment and supervision of 4

5 offenders. PBNI is aware of low numbers of adjudicated hate crimes in Northern Ireland while understanding that a minority of offenders are assessed by PBNI as holding discriminatory attitudes affecting their risk of re-offending. This interim guidance will assist staff understand PBNI's position on the assessment and supervision of offenders that hold discriminatory attitudes to others. PBNI's Hate Crime Policy will be revised in Shared and Safe Spaces PBNI continues to work with offenders from every community in Northern Ireland. Offenders visit PBNI offices as individuals for one-to-one sessions with Probation Officers and attend group work with probation staff over a period of weeks and sometimes months. PBNI offices and community locations are safe shared spaces where clients from every community meet together and uniquely discuss their experiences that have led them to offend and may include discussion of issues about individual identity within communities. The skill and expertise of trained staff ensures that offenders are given every opportunity to contribute to this work of understanding their own motivations in a shared and safe community based environment. 3 Has the application of your organisation s Equality Scheme commitments resulted in any changes to policy, practice, procedures and/or service delivery areas during the reporting period? (tick one box only) Yes No (go to Q.6) Not applicable (go to Q.6) Please describe or provide examples: Due to consultation - Equality has a higher profile in PBNI's revised Corporate Plan This plan was publically consulted upon in and changes to the text have been informed by comments received during internal and external consultation responses. Also refer to answers recorded to question 2. 4 With regard to the change(s) made to policies, practices or procedures and/or service delivery areas, what difference was made, or will be made, for the affected S75 groups? (please provide/describe examples) Greater emphasis on Equality and Diversity captured in PBNI's organisational values, these values will inform the development PBNI's organisational culture over the next 3 years. The introduction of Hate Crime Interim guidance and staff training is helping PBNI deliver on its Equality Scheme, Good Relations commitments. Also refer to answers recorded to question 2. 5

6 5 What aspect of your organisation s equality scheme prompted or led to the change(s)? (tick all that apply) As a result of the organisation s screening or a policy (please give details): Internal and external consultation on PBNI's revised Hate Crime Policy led to the publication of 'Interim Guidance' ahead of the revised policy being published in As a result of what was identified through the EQIA and consultation exercise (please give details): As a result of analysis from monitoring the impact (please give details): As a result of changes to access to information and services (please specify and give details): Other (please specify and give details): Changes to our Corporate Plan were made in response to consultation feedback from staff and external stakeholders. Section 2: Equality Scheme Commitments Arrangements for assessing compliance (Model Equality Scheme Chapter 2) 6 Were the Section 75 statutory duties integrated within your organisation s job descriptions during the reporting period? (tick one box only) Yes, organisation wide Yes, some departments/jobs No, this is not an Equality Scheme commitment No, this is scheduled for later in our Equality Scheme, or has already been done Not applicable 6

7 Please provide any details and examples: PBNI's Equality Managers job description specifically reflects responsibility for the delivery of section 75 targets for each year. Role profiles generally within PBNI were revised 4 years ago in to include 'Respect for Diversity' and a key competency for all roles and grades across the organisation. This competency includes the following commitments that are scaled according to a person's role within the organisation: - Example:- 'Understands other people s views and takes them into account. Is tactful and diplomatic when dealing with people, treating them with dignity and respect at all times. Understands and is sensitive to social, cultural, and racial differences.' Another key requirement for staff is to 'promote equality and diversity and human rights in working practices.' 7 Were the Section 75 statutory duties integrated within your organisation s performance plans during the reporting period? (tick one box only) Yes, organisation wide Yes, some departments/jobs No, this is not an Equality Scheme commitment No, this is scheduled for later in our Equality Scheme, or has already been done Not applicable Please provide any details and examples: PBNI's business plan for included the following commitment 'To deliver PBNI s statutory responsibilities under section 75 of the Northern Ireland Act, specifically the actions contained in the second year of PBNI s equality and good relations action plans by March 2014' 8 In the reporting period did your organisation take any action to integrate objectives and targets relating to the Section 75 statutory duties into strategic and operational business plans? (tick one box only) Yes, organisation wide Yes, some departments/jobs 7

8 No, these are already mainstreamed through the organisation s corporate plan No, this action had already been taken in previous years No, the organisation s planning cycle does not coincide with this report Not applicable Please provide details: PBNI developed its new Corporate Plan during that includes the following commitments:- 'Making a tangible contribution in practice development to creating a shared future and to ensure that PBNI continues to deliver on its commitments under its Equality Scheme' PBNI's Business Plan for includes the following: - 'In line with organisational equality duties, to review PBNI s approach to gathering equality monitoring information and develop our policy on hate related crime by March 2015.' Equality Action Plan (all approved schemes contain commitments to develop action plans/measures, with associated provision in the timetable for measures proposed) 9 Within the reporting period (noting: this does not form part of your organisation s scheme commitments), please indicate the number of: Actions completed 5 Actions ongoing 6 Actions to commence 1 10 Please, either outline any significant examples of progress in relation to the Equality Action Plan for or append your plan with progress noted: See attached update on progress attached to this report - Appendix 1 11 Please give details of changes or amendments made to your organisation s Equality Action Plan during the reporting period (if not already appended): None 8

9 12 Do the changes or amendments made to the Equality Action Plan during the reporting period: (tick all that apply) Provide for next stage actions to address the known inequality? Close off/complete the focus on the prioritised inequality (job done, moving to another priority)? Reflect corporate planning/target changes? Introduce action(s) to address newly identified inequalities/recently prioritised inequalities Arrangements for consulting (Model Equality Scheme Chapter 3) 13 Please list your main consultation exercises during which have related to the implementation of your Equality Scheme. The main consultation exercise was in relation to the development of PBNI's Corporate Plan which includes a commitment to mainstream section 75 into business planning. Regular Screening Reports made available to consultees to provide updates on equality screening work within the organisation. 14 Following the initial notification of consultations, did your organisation then take a targeted approach and consult with those to whom the subject of the consultation was of particular relevance? (tick one box only) All the time Sometimes Never 15 Please describe any examples of good practice in consultation on a policy relevant to promoting equality of opportunity or good relations. Consultation Over the course of the corporate planning process the Probation Board for Northern Ireland sought to engage and consult with more organisations and groups than ever before. PBNI met with criminal justice partners and held discussions with community and voluntary organisations, elected representatives and talked with staff and trade union organisations. PBNI sought to encourage people to talk to us about their experience of probation. We have listened carefully, and the revised Corporate Plan reflects the views that have been expressed to us about how 9

10 probation should develop and shape its services over the next number of years. A common theme in the responses was probation s important role within local communities. We provide funding through our community grant scheme, unpaid work in the community through community service and we are designated members of Policing and Community Safety Partnerships. This work at local level is vital in ensuring there is a co-ordinated response to dealing with local problems and improving good relations and community safety. During the consultation period July to November 2013, PBNI consulted with the following groups: - Public - Public notice placed in the press plus internet and tweets Staff Three focus groups with 40 attending plus PBNI Board Members Unions Meetings with NIPSA and NAPO Stakeholder meetings with Parole Commissioner, Department of Justice, Lord Chief Justice, Police Service and Prison Service Community and Voluntary partner organisations in the North West and Greater Belfast x27 Leaders and representatives from the main four Churches in Northern Ireland Victim representatives through a specially convened Victims Group Volunteer Mentors Survey Service Users - Women, Young Offenders in custody and offenders under supervision in the community Written Responses from Autism NI, Prison Ombudsman, Staff Member, Women's Support Network, NIAMH, Law Society, NIACRO, SE Health Trust, Include Youth Also as part of the Corporate Plan consultation, PBNI sought views from staff about our organisations shared values. PBNI staff specifically sought the inclusion of our shared values of 'Equality and Diversity, recognising, understanding and responding to people s unique needs.' This has been captured in our Corporate Plan as part of our wider organisational values. These values will be a central to the development of organisational culture over the coming years. 16 Thinking about those with whom you consult (and given those who do not generally engage and those likely to be directly affected by proposals), please tell us which consultation methods offered were most frequently used by consultees: (tick all that apply) Face to face meetings Focus groups Written documents with the opportunity to comment in writing Questionnaires Information/notification by with an opportunity to opt in/out of the consultation 10

11 Internet discussions Telephone consultations Other (please specify): 17 Please provide details of the uptake of these in relation to the consultees membership of particular Section 75 groups, or trends in consultation practice. Internally PBNI successfully engaged staff through its Intranet staff forum as part of its Corporate Plan consultation. The subject created over 200 responses and delivered PBNI's new organisational strapline 'Changing Lives for Safer Communities.' PBNI attempted, were possible to meet with consultees in face to face or group settings. Two community events were held, one in Belfast and a second in the North West. Both events were well attended by community organisations who work with PBNI in delivering servicers to offenders. Both meetings were useful in obtaining views from the community and voluntary sector organisations. PBNI hosted a specially convened Victims Reference Group to gather views from organisations representing victims of crime. This meeting was well attended and gave powerful feedback on what is important for this group. The faith community were engaged through arranging a meeting with the leaders of the four main Churches in Northern Ireland to discuss our plans for the next three years. PBNI has found that uptake has been good were personal contact is made through phone calls or meetings. In our experience consultees generally prefer to meet and discuss issues face to face. Written consultation responses have been fewer than expected, however the quality of these responses has been excellent with substantive responses in relation to equality issues from the Women's Support Network, Northern Ireland Association for Mental Health and AutismNI. 18 Did your organisation undertake any awareness-raising for consultees on the commitments in its approved Equality Scheme during the reporting period? (tick one box only) Yes No (go to Q.20) Not applicable (go to Q.20) 19 Please provide examples of the awareness-raising that was undertaken: 11

12 20 Has your organisation reviewed its consultation list during the reporting period? (tick one box only) Yes No Not applicable no commitment to review Arrangements for assessing, monitoring and publishing the impact of policies (Model Equality Scheme Chapter 4) 21 Were any screening decisions (or equivalent initial assessments of relevance) reviewed following concerns raised by consultees? (tick one box only) Yes No concerns were raised (go to Q.23) No (go to Q.23) Not applicable (go to Q.23) 22 Please provide details: Not Applicable 23 Following decisions on a policy, did you publish the results of any EQIAs during the reporting period? (tick one box only) Yes No Not applicable Please provide details: No EQIA's were completed in In the context of your organisation s monitoring arrangements, did your organisation audit its existing information systems during the reporting period? (tick one box only) Yes No, scheduled to take place at a later date No, already taken place Not applicable 12

13 Please provide details: 25 In analysing your monitoring information gathered, did you take any action to change/review any of your organisation s policies? (tick one box only) Yes No Not applicable Please provide details: 26 From your monitoring arrangements, for please provide any examples where your monitoring of policies has shown: Differential impacts previously identified which have increased or reduced Adverse impacts previously identified have reduced or increased PBNI are keeping under review the number of young people on Community Service placement as we have observed higher numbers of breaches in this age group. N/A Staff Training (Model Equality Scheme Chapter 5) 27 Please report on the activities from your organisation s training plan/programme (section 5.4 of Model Equality Scheme) undertaken during , and the extent to which they met the training objectives in your Equality Scheme. A summary of the Equality Scheme is available to all staff and hosted PBNI's Intranet. A full version of the scheme was placed on the Equal & Diversity Page on PBNI's Intranet. All staff are given training on section 75 as part of their induction into the organisation. Bespoke desk training is given to all staff involved in conducting section 75 equality screenings. 13

14 28 Please provide any examples of training which your organisation s evaluation of training has shown to have worked well, in that participants have achieved the necessary skills and knowledge to achieve the stated objectives: Evaluation of PBNI's Equality (including section 75) induction training has shown positive regard for the material presented and the training provided. Public Access to Information and Services (Model Equality Scheme Chapter 6) 29 Please list any examples of where your organisation s monitoring, across all functions, in relation to access to information and services has resulted in action and improvement during : PBNI has evaluated the use of Interpretation services in this service has been highly rated by staff and praise has been given to the standard of service provided by the contractor. Easy read PBNI leaflets were produced in as part of a rolling programme of improvement, for example, when an information leaflet is due to be reprinted PBNI will improve the readability of the information prior to reprinting. This is an action in our Equality Action Plan. PBNI still maintains offices in many of Northern Ireland's major towns to ensure that services are available locally for service users. Work has started in to look at new ways to consult especially with service users. A new Service Users Forum will commence in the current year. Complaints (Model Equality Scheme Chapter 8) 30 How many complaints in relation to the Equality Scheme have been received during ? Insert number here: Nil Please provide any details: Section 3 Looking Forward 14

15 31 Please indicate when your scheme is due for review: PBNI's scheme was approved in March 2012 and therefore will be reviewed in Are there areas of your organisation s Equality Scheme arrangements (screening/consultation/training) your organisation anticipates will be focused upon in the next reporting period? (please provide details) The focus in will be in improving Good Relations 33 In relation to the advice and services that the Commission offers, what equality and good relations priorities are anticipated over the next ( ) reporting period? (please tick any that apply) Employment Goods, facilities and services Legislative changes Organisational changes/ new functions Nothing specific, more of the same Other (please state): 15