Agenda item

The Information, Engagement & Performance Manager, and the Improvement Officer (Equalities) presented a draft Equality Plan to Members.  The Council was required under the Public Sector Equality Duty (PSED) to set equality objectives every four years.  As part of producing the new plan there had been analysis of the District profile, the legal requirements placed on the Council and the current workforce profile.

The plan had three proposed objectives:

(1) Improving customer and resident insight for service planning and delivery

Purposes. 

This included analysing some of the satisfaction survey results by protected characteristic to check that it was like the overall result .

(2) Providing leadership and organisational commitment to actively promote Equalities.

This would include specialist advice training, regular officer/Member training and a constant review of the Council’s approach.

(3) Ensuring a diverse and engaged workforce

            A key issue under this objective was to improve workforce data.

The draft Plan had been submitted to Senior Leadership Team (SLT), Service managers, Council staff and external consultation (citizen’s panel and website).  174 comments had been received covering a range of issues including:

• The document was clear and well laid out.
• There was support for completion of resident surveys in addition to the regular engagement programme.
• Respondents felt that the Members should operate in line with Council policy and values
• Respondents wanted to see more accessible parking at the Arc
• Respondents questioned how accessible the Bulky Waste collection service was for those with disabilities and requiring assisted bin collections, and whether consideration was given to those who could not take their waste to the curb.

A number of responses received would be considered as part of the delivery of objective 2.  It was hoped to submit a final version of the plan to Executive for approval in September.

A Councillor questioned how those with protected characteristics were able to contact/refer issues to a set officer or a working group.  The officer noted that there had previously been an Internal Equalities Group and the action plan included an action to re-establish that group.

A Councillor questioned how a member of staff would report an issue if they wished to keep their report anonymous.  The officer noted that a usual course of action would be to go via their own service hierarchy but if that were not possible the staff member could go to HR, their Union (if a member) or use a mechanism as defined by the Whistleblowing Policy.

A Councillor noted that in relation to Hate Crime, incidents had increased significantly within the District and the Enforcement Team involved with a number of these incidents.  The Councillor was aware of a number of shops in Bolsover selling racist material.  They were aware that High Peak Borough Council had put a local policy in place to advocate for businesses not to sell certain items.  They offered to share this with officers.  The officer noted that some of the responses in the consultation process had referred to the issues in Bolsover centre and that these issues could be dealt with under the new objective two as a separate piece of work.

Moved by Councillor Amanda Davis and seconded by Councillor Jane Yates

RESOLVED that (1) the draft plan and objectives be noted,

(2) details of the approach taken by High Peak Borough Council be shared with officers.

(Information, Engagement & Performance Manager/

Improvement Officer (Equalities)