Havant Borough Council is firmly committed to providing and promoting equality for all its employees and the wider community.  The inclusion of all individuals and the equality of opportunity are key objectives of the Council’s Corporate Strategy and Customer Care and Access Plan.

 

The Council has adopted an Equality Policy that will ensure equality influences the way we provide services and the employment of staff.  To achieve this we will endeavour to create an environment in which there is respect for every individual and recognition that no employee, potential employee and service user will be discriminated against irrespective of their race, colour, religion, ethnicity, gender, marital/family status, sexuality, disability or age.

 

In respect of race equality the Council has adopted the Macpherson’s definition of a racial incident, i.e. ‘a racial incident is any incident which is perceived to be racist by the victim or any other person’.

 

The Council follows the Codes of Practice of the Commission for Racial Equality and Equal Opportunity Commission.

 

 

 

This policy applies to all Borough Council services and employees.

 

This policy statement will be brought to the attention of all Havant Borough Council employees, partners and contractors and is supported by management and trade unions alike.

 

Legislation

 

The Council will ensure that all managers with responsibility for recruitment, selection, training and development are aware of the provisions of the following legislation and their related codes of guidance: -

 

·        Sex Discrimination Acts 1975 and 1986 and Sex Discrimination (Indirect Discrimination and Burden of Proof) Regulations 2001 - Prohibits direct and indirect discrimination on the grounds of sex or marital status.

 

·        Race Relations Act 1976 - Prohibits direct or indirect discrimination on the grounds of race, colour and ethnic origin.

 

·        Disability Discrimination Act 1995 - Prohibits direct discrimination on the grounds of disability.

 

·        Equal Pay Act 1970 as amended - Provides for a person to be treated no less favourably than another employee of the opposite sex in terms of pay and other terms where they are employed on like work.

 

·        Race Relations (Amendment) Act 2000.

 

·        Human Rights Act 1998.

 

Employment Equality (Sexual Orientation) Regulations 2003

 

Employment Equality (Religion or Belief) Regulations 2003

 

·       

 Disability Discrimination Act 2005 – " When carrying out their functions public authorities must have due regard to the need to"

·        eliminate unlawful discrimination ;

·        promote equal opportunities ;

·        eliminate disability related harassment ;

·        promote positive attitudes towards disabled persons ;

·        encourage participation by disabled persons in public life.

 

 

The Council wishes to have access to the widest possible skill base in the employment market.  As a good employer the Council is committed to taking all reasonable steps to ensure that decisions affecting members of staff or potential employees are made on merit and the individual’s capability to meet the job specification.

 

At the time of the creation of this policy there is no adopted legislation to prohibit discrimination on the grounds of age.  The Government has indicated that it is likely to legislate against discrimination on the grounds of age by October 2006.

 

The Council will apply the principles of the Codes of Practice on Race Discrimination and Sex Discrimination (or other forms of Discrimination) issued by the relevant Commission, and apply future best practice as future legislation and guidance is created.

 

 

1.                  Management development and training will concentrate on both employment protocols and the inclusion of equality into service provision.

 

2.                  Vacancies for permanent jobs are normally advertised internally and externally concurrently and are placed on the Council’s website and in media outlets, which aim to be reasonably accessible to all suitable candidates.

 

 

3.                  Wherever possible, the Council will provide job information in alternative formats if requested by a disabled applicant.

 

4.                  The Council’s recruitment guidelines require all managers who take part in shortlisting and interview selection panels to have undergone corporate recruitment and selection skills training.

 

5.                  Alternative interview locations will be offered for all candidates if one of the applicants is disabled.  The Council will be positive in examining whether reasonable adjustments can be made to working practices to overcome the barriers presented by disability.

 

6.                  Applicants for vacancies will be invited to provide basic information to assist in the monitoring of the equalities policy.  An annual report will be circulated to the Staffing Matters Committee.

 

7.                  The Council will apply fairly the provisions in national and local conditions of service. The Council will give fair consideration to all reasonable requests for adjustment of working arrangements to accommodate child care responsibilities, subject always to the requirements of maintaining an effective public service.

 

8.                  The Council will continue to develop employment policies which are consistent and reasonable and which do not result in less favourable treatment for any employee on the grounds identified above.

 

9.                  The Personnel Team will regularly review all employment policies and practices to ensure they are fair and lawful and will submit any major changes in policy to the Staffing Matters Committee.

 

10.             The Personnel Team will monitor annually the composition of the workforce and publish the results on the internet, intranet and in Serving You.  The Council will aim to achieve a representative workforce at all levels.

 

 

11.       The Council will ensure that all services are equally accessible to all people and are free from prejudice and discrimination.  This will be achieved via the Council’s Cultural Strategy and Customer Care and Access Plan in addition to training and integrating equality in service provision into the Best Value process.

 

12.       The Council aims to make sure that all employees and contractors have the information they need in order to provide equality of opportunity and that this is reflected in their conduct.  The Council will require, where legally possible, partners and contractors to have equal opportunity policies, and will seek sufficient information and evidence that compliance with race, sex, and disability legislation is genuine.

 

13.       The Council will fully investigate and monitor all complaints of discrimination, victimisation and harassment and take appropriate action.

 

14.       The Council will assess performance against the Department of the Environment, Transport and Regions’ and Audit Commission’s Best Value Performance indicators and take appropriate action where the Council falls short of the targets.

 

 

Corporate Strategy ‘Focus On Our Future’

 

Cultural Strategy ‘Inspiring Life’

 

Regeneration Strategy ‘Unlocking the Potential’

 

Customer Care and Access Strategy

 

Council members will ensure that the overall policy is implemented and integrated into service action plans as part of service review and best value processes.

 

The overview and scrutiny committees will monitor equality objectives and ensure adherence to performance targets/indicators.

 

Management and supervisors at all levels will be expected to set an example in non-discriminatory behaviour and to ensure, as far as reasonably possible, that staff are aware of the Council’s policy and act in accordance with it. All new and existing staff will be notified of their personal obligations as part of the Council’s induction training under the policy.  The notification will include reference to the serious disciplinary consequences that could result if they:

 

a)         discriminate, in the course of their employment, against fellow employees, job applicants or members of the public, or harass them or otherwise behave towards them in ways which are unwanted, unwelcome and unreciprocated;

 

b)                 induce, or attempt to induce, other employees to practise unlawful discrimination;

 

c)                  victimise individuals who have made allegations or complaints of discrimination, or provided information about such discrimination.

 

The Council has a Dignity at Work Procedure to handle complaints of unacceptable behaviour relating to this policy; complaints relating to members are handled through the Member /Officer Relations Protocol.

 

The Corporate Management Team is responsible for approving action plans emanating from service reviews and annual business planning.  Management will ensure equality objectives are included within service and business action plans.

This policy will be regularly monitored for changes in legislation and reviewed at least annually.