Equality of opportunity is central to the Council’s objectives and values 2022-25
The Council has adopted new equality objectives for the period 2022-25. We expect to be able to further refresh and refine these over time to reflect data received from the 2021 Census and as we continue to take stock of the pandemic and how it has shaped communities.
Objectives
- Ensure all those who form part of the Council, or act on its behalf, take equalities and inclusion into consideration in every aspect of our work, the services we provide and the way we behave towards one another.
- Ensure that we are fair to all and the needs of people with protected characteristics are considered when making changes to policies or services.
- Ensure that the voice of all communities is heard and taken into account when decisions are being made.
- Empower more people with protected characteristics to live safe, healthy and independent lives
How We Will Deliver These Objectives
These new equality objectives cut across the services we provide as a District Council. In the period between 2022-25, we will deliver our objectives through projects, policies and strategies that shape how we deliver services. Where we are not direct providers of services which impact on our communities, we will work with our partners and other organisations to improve equality and the health and wellbeing of people in our District.
We will report on the progress we are making each year, providing an update on each of the four objectives, including how we are delivering and the outcomes. Our annual update will also in future include relevant data on our workforce diversity.
The objectives will be reviewed every four years and are monitored every year through the Internal equalities group.
The Employee Consultative Group has also been consulted and contributed to the four new adopted objectives below.
Objective –
- Ensure all those who form part of the Council, or act on its behalf, take equalities and inclusion into consideration in every aspect of our work, the services we provide and the way we behave towards one another
Public Sector Equality Duty –
- Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act
What is to be achieved / improved –
- Understand the changes in the makeup of Wealden’s communities through the 2021 Census results and other statistical data
- Reassess our policies and shape future services to reflect that data
- Fair and equitable HR policies which ensure we recruit and retain the people best able to deliver the service needs of our diverse communities
How we will measure / monitor achievement and success –
- Performance management systems and reporting
- Equality impact assessments for all services, projects and policies
- Satisfaction surveys (including staff survey)
- Internal Equalities Group
- Regular engagement with community / umbrella groups
- Complaints / compliments procedure and annual report
- Annual equalities reporting
- Social media monitoring
Objective –
- Ensure that we are fair to all and the needs of people with protected characteristics are considered when making changes to policies or services
Public Sector Equality Duty –
- 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
What is to be achieved / improved –
- Make sure our service provision and communications do not discriminate against anyone with a protected characteristic
How we will measure / monitor achievement and success –
- Equality impact assessments
- Effective consultation policy and campaigns
- Satisfaction surveys (including staff survey)
- Internal Equalities Group
- Regular engagement with umbrella groups such as Wealden Disability
Involvement Group - Complaints / compliments procedure and annual report
- Annual equalities reporting
- Social media monitoring
Objective –
- Ensure that the voice of all communities is heard and taken into account when decisions are being made
Public Sector Equality Duty –
- Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act
What is to be achieved / improved –
- Communication with communities by their preferred means to inform them about service provision and future policy and service changes which may impact upon them
- Effective consultation with people with protected characteristics to inform how policies and services can be best adapted to improve inclusivity
How we will measure / monitor achievement and success –
- Communication with communities by their preferred means to inform them about service provision and future policy and service changes which may impact upon them
- Effective consultation with people with protected characteristics to inform how policies and services can be best adapted to improve inclusivity
How we will measure / monitor achievement and success –
- Equality impact assessments
- Effective consultation policy and campaigns
- Satisfaction surveys (including staff survey)
- Regular engagement with community / umbrella groups
- Complaints / compliments procedure and annual report
- Annual equalities reporting
- Post implementation project reviews
- External Auditor’s Annual Governance Statement
Objective –
- Empower more people with protected characteristics to live safe, healthy and
independent lives
Public Sector Equality Duty –
- 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
What is to be achieved / improved –
- Seek to identify and remove any barriers to opportunity within the Council’s control
- Provide services in ways which are more inclusive, offer greater choice and which can be readily and effectively adapted by/for the individual to best meet their personal needs
How we will measure / monitor achievement and success –
- Performance management systems and reporting
- Equality impact assessments
- Effective consultation policy and campaigns
- Partner organisation liaison and engagement
- Annual equalities reporting
- Satisfaction surveys (including staff survey)
- Independent review / inspection outcomes
- Social media monitoring