Bristol City Council's Summary of Equalities Policy Equal Opportunities and Anti Harassment
Bristol is a city of increasing diversity, which brings positive benefits to us all. It is crucial that the council reflects this diversity but also ensures that all our citizens have equal access to our services and equal opportunity in gaining jobs within the council and in their subsequent career development. Why have an Equal Opportunities policy? The equalities policy is required so that all staff are aware of their responsibilities and as a guide to improve future working and services for the varied communities in Bristol. This summary is a guide for employees and councillors of how we intend to promote equalities and tackle discrimination and harassment. What does it cover? The scope and context of the Equalities Policy This is a shortened guide to the full Equalities Policy Equal Opportunities and Anti Harassment which can be found on the council website www.bristol.gov.uk or by contacting the Equalities and Community Cohesion Team on 0117 922 2329 or email equalities.team@bristol.gov.uk The Equalities Policy provides comprehensive information on the Council s legal obligations and statutory duties to promote equal opportunities under current legislation across the equality framework including, age, economic or social background, sexual orientation, gender including transgender, HIV status, disabled people, race and ethnicity and religion or belief. The Equalities Policy covers employment, including the use of positive action to overcome discrimination. It states how and who is responsible for delivering the Equalities Policy within the organisation and how we can involve people from the equalities communities to improve our services. It includes information on discrimination, harassment and hate crime and a full explanation of the relevant legislation in each area. It also includes an important glossary of the terms and definitions that may be helpful to staff when dealing with different groups in the field of equalities. Please use this summary and it s accompanying document the full Equalities Policy to assist you in delivering quality services for all of the communities in Bristol. 1
Governance Legal context, local authority duties and obligations The Council needs to ensure that it meets it s legal duties in promoting equality and assess how its policies, activities and services can meet and reach the needs of the disadvantaged groups in the community. The Council has a legal duty under several acts of legislation including: Sex Discrimination Act 1975 Race Relations Act 1976 Disability Discrimination Act 1995 and 2005 Employment Equality (Age) Regulations 2006 Equality Act 2006 Employment Equality (Religion & Belief) 2003 Employment Equality (Sexual Orientation) 2003 Human Rights Act 1998 Equal Pay Act 1970 Social context and business case We are a leading partner in the city as a major employer, service provider and community leader and will encourage other partnership agencies to sign up and join us in our commitment to strengthening equalities in Bristol. We need the very best workforce and need to ensure that we do not exclude or ignore any communities to make sure we can benefit from all the skills within Bristol s diverse communities. All jobs in the Council are open to people from every equalities group, as long as s/he has the skills, experience and potential to do the job. In a city of the size and diversity of Bristol this is vital. Our delivery to assist this includes: Commitment to progressing race equality in employment and service delivery and publishing the results. Providing choices and services at convenient times so women can feel comfortable and confident when they use our services. Working to improve Lesbian, Gay and Bisexual equality, including our position in the Stonewall index. 2
Services to help older people maintain their independence through delivering the Quality of Life of Older People strategy in Bristol. Ensuring we take account of the needs of people who use our services in terms of their religion and promoting greater understanding and tolerance of different religions and beliefs. Working with young people to ensure children s rights and human rights are at the heart of service delivery. Making sure our staff have a friendly, professional attitude to disabled staff and customers and actively encourage members of the public to comment on access to council buildings. Consulting disabled people on improving access. Identifying resources and people to carry out and deliver the changes. The Equality Framework for Local Government Bristol City Council is currently an achieving authority under the Local Government Equality Framework. The Equality Framework is a three tier system comprising of developing, achieving and excellent categories. We are working toward the Excellent category. 3
Commitments Discrimination and Harassment It is unlawful to discriminate against people from equalities communities because of their age, gender, impairment or mental and emotional distress, race, ethnic background, religion or belief, or sexual orientation. We will take disciplinary action against staff that discriminate against fellow employees or are found guilty of harassment, victimisation or bullying. All staff and councillors sign codes of conduct, which include a statement against harassment. If an employee is discriminated against or harassed there is an employee grievance procedure. Managers are responsible for dealing with harassment in the workplace, treating the complaint seriously and in strict confidence. We will ensure fair treatment of all staff in disciplinary matters and not discriminate. We will continue to develop and deliver anti harassment training. Managers will make it clear to anyone who uses our services, either in writing or in a face to face visit, that we cannot continue to provide a service if they have been harassing staff. Managers will protect staff from harassment in line with health and safety responsibilities. This provides clear messages that we will not accept the harassment of staff by anyone who uses our services. We will keep records on the number and type of complaints of harassment within the council and the action taken to resolve these complaints. The Equalities in Procurement code of practice ensures contractors, suppliers and funded service providers promote equal opportunities. We will ensure that our commissioners and contractors provide effective and appropriate services to the equalities communities. Bristol City Council is one of the lead partners of the Bristol Partnership Against Racial Harassment (BPARH). This partnership is committed to combating all incidents of racism in the city of Bristol, by providing an effective response to all reported cases. All reports of hate crime are collated and investigated by the Strategic Partnership Against Hate Crime (SPAHC) on a quarterly basis to identify hot spots and agree actions across the city. This is co ordinated by the Safer Bristol Partnership and information is available on www.bristol.gov.uk/hatecrime. There is a corporate Hate Crime Strategy to tackle racist, disablist, homophobic incidents and all other types of harassment. It is everyone s responsibility to report and tackle Hate Crime an online reporting form is available on www.bristol.gov.uk 4
Recruitment and Selection We regularly review and monitor our recruitment and selection procedures to make sure that they are fair and reflect current best practice. All managers who will be recruiting new staff must have had the Fair Recruitment and Selection training. We need a workforce (including recruiting of foster and other carers), which reflects the communities we serve to make sure that we provide appropriate services to all our diverse communities. By being a model employer in dealing with harassment and discrimination in line with procedures the Council can avoid bad publicity and legal costs as well as being a beacon employer where people from diverse backgrounds want to come and work and display their talents in a modern cohesive society. Making reasonable adjustments Under the Disability Discrimination Act 1995 we must provide reasonable adjustments and extra support for disabled staff and citizens where it is needed to ensure disabled people get access to our services and employment opportunities. 5
Making A Difference Who Is Responsible For Change? Senior Management Elected Members All staff are responsible for helping the change toward ending inequality. This will happen in a variety of forums at all levels. The senior managers group (Strategic Leadership Team) will set the strategic lead and direction for the council on equalities. The Strategic Equalities Group has representation from all directorates and works to ensure good practice and policies are spread and monitored through the Council and that we work to ensure better outcomes for equalities communities. The relevant scrutiny commission and the seven equalities forums monitor the council s work on Equalities and the Cabinet and Scrutiny commissions will take a lead role in monitoring performance against the Council s strategies and actions. The Leader of the council will identify which Cabinet member has responsibility for equalities to ensure political leadership. Managers & Supervisors Equalities has been integrated within the Bristol Manager Framework to assist in making Equalities key to service delivery and strategic plans. Any major changes to a service must involve an Equalities Impact Assessment and publishing the results. Managers need to ensure equalities monitoring of their service takes place, including who is using the service and address imbalances through their Service Delivery Plans. They have a duty to pass on equal opportunities information and training to their teams and to include equalities information at staff inductions. Equalities training should be regularly reviewed by managers (e.g in the PMDS process) to ensure it is relevant, up to date and effective. 6 Other day to day examples are that Managers must make reasonable adjustments to working arrangements where it is difficult for a disabled employee to undertake their role.
All staff & employees All staff must promote equal opportunities as part of their everyday work and must not discriminate against others. Staff should always ensure services are accessible and relevant to all customers including those from equalities communities for example the use of translation and interpreting services. We will value our staff from equalities groups and create an environment where staff from equalities groups feel valued and supported and where discrimination is eliminated. We will encourage staff from equalities communities to take part in self organised groups, which in turn help the Council in implementing policy matters. Service users Bristol s vibrant and active voluntary and community sector strengthens the equalities work in the Council by advising us and campaigning for equal opportunities. We will consult and utilise the skills of self organised employee groups, equalities communities and organisations working on behalf of equalities communities in developing the contents of our single equality scheme and plans. We will engage service users and equalities communities in equality impact assessments leading to services which meet needs effectively. 7
How We Can Take Action and Measure Progress Positive images Positive Action We recognise that images and language can be powerful and have a positive influence on people s beliefs and attitudes. We will ensure that our communications promote images that reflect the full range of communities in Bristol, challenge stereotypes and promote positive images at every opportunity. We can use positive action in a variety of ways to give new opportunities to people from diverse communities. From work placements to making sure young people get work experience, the use of positive action placements across the council (including graduate trainee schemes, work experience, trainee ships and secondments) and accessible application forms in all formats. We can also promote job opportunities and adverts in equalities communities and encourage groups and staff from those diverse communities to apply for management jobs. We also want to fully utilise our existing equalities staff and we will develop training initiatives and career development programmes. Awards and recognition 8 Bristol City Council has a good history in achievement of promoting equalities through a number of awards and initiatives: Achieving Local Government Equality Standard 4 (of 5) 2006/07 Beacon status award for Race Equality Local Government Chronicle award for supporting local democracy for Councillor shadowing scheme 2006. However the work to fully embed equalities and diversity continues and we aim to reach Excellent under the Equality Framework for Local Government helping to create a fairer society for all. This means that we should have councillors and employees championing equality issues, improve our work with strategic partners to improve the satisfaction of diverse communities and ensure they are integral to the services we all deliver on their behalf. For more information on the Local Government Equality Framework go to www.idea.gov.uk
Measuring Progress Some of the targets or areas we can use to monitor our progress in equalities are: Measure our progress on equalities outcomes using data and research. Increase the number of BME staff working in service areas where they are underrepresented. Increase the number of disabled staff working for the Council. Consult employees from religious groups to identify the actions that we need to take to encourage equal respect for different religions and beliefs and make it possible for staff to pray or worship during working hours. Work in partnership for all young people with outside organisations such as the Children s Commission and schools to provide comprehensive information, counselling, advice and guidance services for preventative health and health related issues. Not to discriminate against employees or people applying for work who want to work after 65. Reduce the number of harassment issues in the workplace for Lesbian, Gay, Bi sexual and Transgender staff Better use the Council s Work Life Balance policy and flexible working to promote equal opportunities between women and men. Tackle and prevent violence against women. Ultimately promoting fairness and equality is not down to any individual or service but the responsibility of us all. 9
You can get the full version of this document in large print, on computer disk, in braille, on audiotape and in community languages. Please contact the Equalities and Community Cohesion Team to get your copy. This is a summary of: The Equalities Policy Equal Opportunities and Anti Harassment Room U16, The Council House, College Green, Bristol, BS1 5TR Phone: 0117 922 2329 Fax: 0117 922 2392 TexBox : 0117 357 4444 E mail: equalities.team@bristol.gov.uk www.bristol.gov.uk PRINTED ON RECYCLED PAPER Design and production by Bristol City Council, Corporate Design DES2409 August 2009