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Equality Policy 2018

Birdwell Primary School

Our Equality Policy

The Council recognises that all individuals have fundamental human rights and

welcomes the diversity of the community living, working and learning in the

Borough. As a service provider and major employer the Council is committed to

promoting equality and tackling social exclusion and, as such, will integrate equality

into all activities, having due regard to the need to:

Eliminate unlawful discrimination

To promote equality of opportunity and

To promote good relations between all groups irrespective of their disability,

race, sex, religion or belief, sexual orientation, trans gender status, age or marital

status.

This list is not exhaustive and there are other forms of discrimination that are

unacceptable and will not be tolerated.

As an employer:

We believe that if we have a workforce that reflects the diversity of the local

population, that feels it is treated equally and fairly and has the opportunity to grow

and develop at work will help us to provide the best possible service to the people of

Barnsley. Our aim is to be an equal opportunities employer. To do this we recognise

that we need to:

To increase the degree by which workforce diversity reflects the local population.

To ensure all staff are paid equally for work of equal value.

To ensure that staff are treated fairly and equally at work, regardless of their

background or status.

To reduce any differentials in pay received by people from different sections of

the community.

To ensure that all staff can work in an environment and culture free from

harassment, bullying and discrimination.

To ensure that all staff have the skills and understanding they need to meet the

diverse needs of a diverse population.

When helping to build successful communities:

The Council has an important role to play in helping to build and support successful

cohesive communities that have an active role in shaping their services and local

neighbourhoods. To do this we need to:

To increase community cohesion and integration in Barnsley.

To increase the engagement of people from diverse communities with the

Council’s decision-making process.

To increase the number of services that involve people from diverse

communities in their equality impact assessments and service planning

processes.

To improve the engagement of people from diverse communities with the

development and performance monitoring of our corporate Key Equality

Priorities and performance on the Equality Standard for Local Government.

As a partner:

The Council works closely with a range of other organisations – partners, contractors

and the voluntary sector. When we do so we look to promote equality of

opportunity in our relationships with them, and to challenge prejudice and

discrimination in the community. We need to:

To fund services in the private and voluntary sector that meet the diverse needs

of the community.

To increase equality of opportunity for all sections of the community to

successfully bid for Council contracts.

To support development of the Equality Impact Assessment approach within key

partner organisations where infrastructure is weaker, such as schools and the

voluntary and community sector.

As a provider of services:

We will make our services easier to use and more accessible for everyone in

Barnsley. To do this we will:

Make information about our services more widely available and more accessible.

Make our buildings more accessible to customers.

Make contacting the council easier and more accessible to all customers.

Implementation, Monitoring and Evaluation

We are committed to monitoring and measuring our achievements on fairness,

equality and diversity.

The Council’s Equality Scheme describes in detail how the above policy principles

will be implemented and evaluated.

Every Service Deliver Plan will outline relevant equality objectives and the

outcome of equality impact assessments.

Each directorate will agree and performance monitor an Equality Action Plan to

ensure the Equality Policy is fully implemented.

We will audit our performance on embedding equality and diversity practice into

our mainstream service planning on a regular basis.

Engagement

This policy and our equality scheme will be consulted upon with employees,

partners, service users and members of the public.

Our equality priorities will be developed following engagement with members of

the community, their representatives and community groups.

We will work with the local community to provide independent challenge to our

equality performance.

Responsibility for the Equality Policy and Scheme:

The Chief Executive has ultimate responsibility for equal opportunities within

Barnsley Council and will ensure that adequate resources and leadership challenge

are available to fully implement the Equality Policy.

The Executive Corporate Equality Group has the responsibility to develop, implement

and monitor the Equality Policy and Scheme. This group is chaired by the Borough

Secretar, supported by the Equality and Diversity Manager, with every directorate

sending a representative at Assistant Director level or above.

Responsibilities of all managers:

Treat all colleagues and customers equally and fairly and with respect.

Ensure that all employees have the necessary skills and understanding to meet

the needs of Barnsley’s diverse population.

Ensure that equality priorities are embedded within service planning and

performance management processes.

Foster an equalities culture within the council of asking, learning from and

working alongside those most affected by inequality and of respect for diversity.

Articulate equality priorities for the council – advocate for them in all forums

(internal and partnership) and ensure they are embedded within the council’s

planning and performance management process.

Not to practice any unlawful or unjustifiable discrimination in carrying out

operational duties and in dealing with colleagues and customers.

The Responsibility of Council Customers:

All staff and other customers have the right to be treated with respect and dignity at

all times.

Customers should speak to staff and customers politely and do not abuse or

threaten them in any way.

Customers can in return expect that members of staff and other customers treat

them with dignity and respect.

Abuse, harassment, or bullying of staff or customers will not be tolerated by the

Council and any allegations are taken seriously and dealt with appropriately.

Responsibility of all employees:

Employees can expect to be treated fairly and equitably at all times, not

discriminated against and feel safe and valued at work. In return they have a

responsibility to

Not abuse, harass, bully or discriminate against any other member of staff.

Treat your colleagues with politeness, dignity and respect.

Not practice unlawful or unjustifiable discrimination in carrying out your duties

and in dealing with customers.

Be sensitive to the needs of the diverse community.

Responsibilities of Elected Members:

The Cabinet Spokesperson for Corporate Services has the portfolio responsibility

for equality within Barnsley Council and will ensure that resources and leadership

challenge are available to implement the Equality Policy.

All Cabinet Members are be responsible for applying the Equality Policy to the

setting of strategic direction and decisions on funding prioritisation. Cabinet

Members will ensure that all proposed decisions, policies and strategies within

their portfolio have undergone an adequate equality impact assessment.

Overview & Scrutiny Commission Members will ensure that items on their work

programmes and ‘called-in’ items conform to equality duties.

Chairs of Regulatory Committees will ensure that all committee decisions are

free from unlawful discrimination.

All Council Members must deal with constituents’ enquiries and representations

without discrimination. Council Members must comply with the Council’s

Equality Policy whilst acting on behalf of the Council. Members must behave

without harassment or victimisation towards fellow Members, staff or service

users and ensure they treat people fairly without discrimination. All Members

must attend appropriate equality training.

The Equality Act General Equality Duty

Those subject to the equality duty must, in the exercise of their functions, have due

regard to the need to:

Eliminate unlawful discrimination, harassment and victimisation and other

conduct prohibited by the Act.

Advance equality of opportunity between people who share a protected

characteristic and those who do not.

Foster good relations between people who share a protected characteristic and

those who do not.

These are sometimes referred to as the three aims or arms of the general equality

duty. The Act helpfully explains that having due regard for advancing equality

involves:

Removing or minimising disadvantages suffered by people due to their protected

characteristics.

Taking steps to meet the needs of people from protected groups where these are

different from the needs of other people.

Encouraging people from protected groups to participate in public life or in other

activities where their participation is disproportionately low.

The Equality Policy and Scheme describe how the Council will meet all aspects of

the public sector general equality duty.

The Specific Equality Duties

A public authority is required to:

Publish sufficient information to demonstrate its compliance with the general

equality duty across its functions. This information must include:

o information on the effect that its policies and practices have had on

people who share a relevant protected characteristic, to demonstrate the

extent to which it furthered the aims of the general equality duty for its

employees and for others with an interest in the way it performs its

functions.

o Evidence of analysis that they have undertaken to establish whether their

policies and practices have (or would) further the aims of the general

equality duty.

o Details of the information that they considered in carrying out this

analysis.

o Details of engagement that they undertook with people whom they

consider to have an interest in furthering the aims of the general equality

duty.

Prepare and publish equality objectives. This is to include

o Objectives that it reasonably thinks it should achieve to meet one or more

aims of the general equality duty.

o Details of the engagement that it undertook, in developing its objectives,

with people whom it considers to have an interest in furthering the aims

of the general equality duty.

The Council’s Equality Scheme will outline how these specific equality duties are to

be met. It will detail how it will publish information about the equality impact of the

Council’s policies and decisions and will outline the Council’s equality objectives and

how these have been determined through consultation and engagement.

Policy Adopted …………………………………………….Date

Review Date………………………………………………..

Signed…………………………………………………………Chair Of Governors