a council - north lanarkshire · develop presentation and facilitated session with community...

.A NORTH LANARKSHIRE COUNCIL

To: POLICY & RESOURCES COMMITTEE Subject: RACE EQUALITY SCHEME ANNUAL PROGRESS REPORT NOVEMBER 2006

From: DIRECTOR OF COMMUNITY SERIVCES

Date: 31 OCTOBER IRef: LMcM/BP/CL

AGENDA ITEM No. .... Iu ..... REPORT

2006

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PURPOSE OF REPORT

The purpose of the report is to provide details of progress in relation to the Race Equality Scheme and Action Plan 2005-2006.

BACKGROUND

2.1 Under the terms of the Race Relations (Amendment) Act 2000 the Council had placed upon it both general and specific duties. Amongst the specific duties was the requirement to publish a Race Equality Scheme and Action Plan. At its meeting of 21 st

November 2005 the Policy and Resources Committee considered a three-year annual review and approved the revised Race Equality Scheme and Action Plan 2005-2006.

RACE EQUALITYSCHEME 2005-2006

3.1 The Race Equality Scheme 2005-2008 provides details of the Councils approach in addressing the general and specific duties of the RR(A) Act 2000. It sets out details of our approach, partnership working, monitoring, training of staff, engaging with communities, community information and publishing arrangements. The scheme is supported by an action plan, which sets out the key corporate and departmental actions for the period 2005-2008. These plans are informed by Council functions policies and services, which have been assessed for relevance under the act and prioritised accordingly.

REPORTING ARRANGEMENTS

4.1 Since the production of our first scheme in 2002, departments have adopted an approach of reporting progress on Action Plans annually to the appropriate committee. This report provides an opportunity to report on progress made in relation to corporate actions as detailed within the plan and is contained as Appendix 1 of this report.

4.2 Further, one of the separate duties under the act is to annually publish the results of monitoring by reference to racial group the number of staff in post and applications for employment, training and promotion. These details and progress are contained in Appendix 1 and 2 of the report.

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5. CON SIDE RAT1 0 N S

5.1 Recent developments in the equality legislation have resulted in new duties being placed on the authorities. Specifically the council is required by December 2006 and April 2007 to produce a Disability Equality Scheme and a Gender Equality Scheme. Whilst differences in approach to the development of the 2 schemes is acknowledged, race equality actions that build the capacity of the organisation are now being considered from a wider equalities perspective. This approach will enable the Council to work towards the development of an Equality Scheme encompassing all the relevant standards by 2009.

6. RECOMMENDATION

6.1 It is recommended that the Committee note the progress made in 2005- 2006 and employment details as detailed in Appendix 1 and 2 and other wise note the report.

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NORTH LANARKSHIRE COUNCIL RACE EQUALITY SCHEME

CORPORATE RACE ACTION PLAN

ITEM ACTION ANTICIPATED DATE FOR OUTCOME COMPLETION

PROGRESS

Reviewing list Df functions, policies, services and assessment for relevance

Corporate equal opportunities policy

ining Review NLC toolkit of guidance and templates. Carry out annual review of impact assessments and review findings

0 Review corporate equal opportunities policy

Improved impact assessment process. Refine findings and incorporate into departmental ser\r,;e plans

New corporate equal opportunities policy

November 2006 and ongoing

2006-2007

Having considered the effectiveness of the Race Equality Toolkit, members of the CREWG in conjunction with other stakeholders are currently revising the Toolkit to encompass other equality strands. This work is closely linked to the development of the Disability Equality Scheme and will also address other equality aspects. Anticipated timescale for completion is March 2007. Priority ratings for impact assessments on policies, functions, services require to be revisited to align them with the priority ratings for disability. Revised policy has been produced as a consultative draft and is subjected to consideration of P&R committee in November 2006. This policy is subject to consultation with Lanarkshire black and ethnic minority employees’ forum, the employee disability forum and community stakeholders.

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ITEM ACTION ANTICIPATED DATE FOR PROGRESS OUTCOME COMPLETION

Working in Partnership/ Consultation

Continue to promote working in partnership with other partner agencies

Work with partner organisations

Research and develop joint initiatives

appropriate corporate responses to emerging needs in conjunction with partners to support the settlement in North Lanarkshire (e.g. EU Nationals).

Develop Presentation and facilitated session with Community Planning partners to develop response.

Ongoing

January 2007

The Race Equality Partners Group comprising of representatives from NLC, SLC, SP, SF&R, PF Office, NHS and Job Centre Plus has met twice during this year. It provides a useful forum for information exchange and identification of areas for the development joint working.

Joint undertakings have included consideration of translating and interpreting services. Research commissioned in partnership between NLC, SLC and SEL to gain more understanding of the needs and aspirations of workers from the A8 countries. Stirling University commissioned to run a series of focus groups with migrants and key stakeholders. Project managed by Housing.

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ITEM ACTION

Ensure provision of complainant and advisory services for North Lanarkshire citizens through the funding and support of the Ethnic Minority Law Centre (EMLC) and Citizens Advice Bureaux.



ANTICIPATED OUTCOME Increase access to advice services for BME communities and individuals. Increased participation by BME com m un ity groups and individuals.

DATE FOR COMPLETION

PROGRESS

Ethnic Minority Law Centre and North Lanarkshire CABX continue to provide complainant and advisory services in North Lanarkshire. The EMLC Project is a pan Lanarkshire project and, its client base reflects 29 different nationalities/ethnicities. During the year from June 05 to June 06 the EMLC supported 40 new cases within North Lanarkshire. Outreach surgeries have been established in Bellshill, Motherwell and at the central Mosque in Holytown.

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ITEM ACTION

Continue to develop effective com m un ication pathways for BME community groups and networks, including LEMAG and others.

Continue to carry out consultation with appropriate BME groups

Ensure BME needs are considered as part of community engagement arrangements

Develop capacity of BME groups and individuals.



ANTIC1 PATED OUTCOME

BME community participation is reflected in local community arrangements.

DATE FOR COMPLETION

PROGRESS

In keeping with earlier years the CREWG presentation to LEMAG took place in September. This provided an opportunity to update LEMAG with developments across Council departments. Topics included catering services, older people’s services; housing needs, migrant workers, communications framework and grant provision.

The Council is keen to continue to support the development of LEMAG as a network for BME communities and proposals to establish greater opportunities for community engagement with BME communities are under development.

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ITEM

Communication/ Information

ACTION

Review the language and cultural diversity in North Lanarkshire

Build a database to capture this translating and interpreting needs information for monitoring trends/ needs and developing services accordingly

Establish a communications strategy to address interpreting and translating needs and access to information

Develop new guidance and procedures for staff involved in producing information material.



ANTICIPATED OUTCOME Research to be updated

Database to be established

Communication strategy to be approved

Guidance to be produced.

DATE FOR COMPLETION October 2005 and annually thereafter

April 2006

April 2006

PROGRESS

The diversity of language and culture is changing within North Lanarkshire. Settlement of EU Nationals has impacted on the language profile across the area. Data soured form the Education Department provides details of the change in language needs. This information is used to inform our approach to the provision of translated documents and information. Provision of the summary leaflet on the race equality scheme into Polish was informed by these arrangements. Departments are recording translation and interpreting needs on a consistent basis. Communication strategy and best practice guidance has been drafted. It is subject to further consideration reflecting the communication needs emerging through the development of the Disability Equalities Scheme. Timescale for completion is during the calendar year and this will form part of a broader review of corporate communications documents.

Not started.

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ITEM ACTION

Development of a promotional DVD to include additional information about council services in the five community languages.



ANTICIPATED OUTCOME Produce DVD


DATE FOR COMPLETION April 2006

PROGRESS

Development of a DVD continues to be pursued. This is subject to further consideration reflecting the communication needs emerging through the development of the Disability Equality Scheme.



ITEM ACTION ANTICIPATED DATE FOR PROGRESS OUTCOME COMPLETION

Develop a corporate framework for the ethnicity monitoring of service users

Gather baseline information of numbers & diversity of BME users of services and analyse trends.

Gather baseline information on those who may use council services on an episodic basis.

Review & streamline Census categories used.

Ensure dissemination of the outcome of this information.

Corporate framework to be produced

November 2006

November 2008

Development of corporate framework for ethnic minority of service users is nearing completion. This framework provides guidance to departments on a range of monitoring arrangements taking account of the monitoring arrangements already in place for statutory functions and the need to capture details of users of other non- statutory/leisure type services.

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ITEM

Service Delivery and Customer Care

ACTION

Develop process for random monitoring of different services is proposed via the Contact Centre and monitor outcomes

Ensure departmental complaints procedures capture ethnicity details



ANTICIPATED OUTCOME Random sampling process to be produced

DATE FOR COMPLETION

November 2006

PROGRESS




ITEM ACTION ANTICIPATED DATE FOR OUTCOME COMPLETION

Employment Monitoring Recruitment, Promotion, Performance Review and Development, Grievance and Discipline

Continue to collect employment data by ethnic grouping for individuals in council posts and analyse trends

Review advertising procedure for council posts

Continue to collect employment data by ethnic grouping for individuals applying for jobs, interviewed and successful and analyse trends.

Review reasons for BME applicants being unsuccessful

Analyse this data to identify why BME individuals do not apply for jobs and are unsuccessful ad address this appropriately

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August 2006 and ongoing

PROGRESS

A report was submitted to Policy and Resources (Personnel) Committee in November 2006 highlighting that numbers of BME employees has increased slightly from 0.47% of the workforce in 2004 to 0.5% of the workforce in 2005. Consideration is being given to moving towards an on-line advertising and recruitment process. Current monitoring of the recruitment statistics indicates a rising trend in the number of BME individuals getting jobs with the council. 0.3% of successful applicants are from a BME background in 2004 and 0.7% in 2005. In a year on year comparison, from 2004 to 2005, more BME applicants were successful, (0.7%) despite fewer BME applicants applying for and being interviewed for council jobs. Reasons for BME applicants who are interviewed and successful are analysed on a quarterly basis and reported to the Lanarkshire BME employees’ forum.

ITEM ACTION

Amend ethnic categories in recruitment equal opportunities monitoring form to reflect Census 2001 categories.

Continue to develop databases on numbers of BME employees who are promoted, trained and who are the subject of discipline and grievance and carry out review based on the results.

Establish exit monitoring for employees who leave the council and analyse by ethnicity



ANTICIPATED OUTCOME Amend application form

Build up picture of trends from this data to improve policies and procedures

Exit monitoring procedure established

DATE FOR COMPLETION November 2006

2006/2007

January 2006

PROGRESS

Revised recruitment application form is nearing completion. This incorporates the Census 2001 categories.

Monitoring has been developed for the numbers of BME employees who have been promoted, trained and who are the subject of discipline and grievance. In this case, the numbers are very low and it would be more beneficial to consider data over a longer period of time to see if there is a definite pattern.

A pilot exit monitoring procedure was established, however, the results were disappointing. Consideration is being given to alternative methods of capturing this data.


ITEM

Positive Action Schemes

Positive Action Posts

ACTION

Continue to provide support for black employee forum

Consider the establishment of back to work/ first job support schemes such as Training for Work Scheme to recruit Home Care Support Workers. Targeted at BME individuals.



ANTIC1 PATED OUTCOME Increased participation from BME forum members

Recruit and train BME Home Support Care workers

DATE FOR COMPLETION Ongoing

November 2006

PROGRESS

The BME employees' forum receives funding on an annual basis. This money is used to build the capacity of its members to assist with the ongoing work involved in the Race Equality Scheme and associated action plans. A teambuilding event has been organised for 22 November 2006. Some forum members have completed training needs analysis. Several meetings were held with representatives of LEMAG and also a focus group of interested women to explore the potential for developing a Training For Work programme. It was obvious from discussion that there were cultural barriers which prevented women working within generic home support role. The outcome of the discussions was to examine other ways of providing a more culturally sensitive Home Support Service.

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ITEM ACTION

Consideran analysis of need for positive action posts

Consider developing tools to support and encourage BME candidates in their application for posts

Consider pro- active ways to support minority ethnic staff through a mentoring or buddy system



ANTICIPATED OUTCOME Analyse demand

Support for BME individuals applying for council jobs

Establish mentoring /buddy system


November 2006

November 2007

PROGRESS

Continue to consult with LEMAG and the Lanarkshire BME employees' forum to identify demand.

Reasons for BME applicants who are interviewed and unsuccessful are analysed on a quarterly basis and reported to the Lanarkshire BME employees' forum

See comments on mentoring under section on Training

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ITEM

Training Induction

ACTION ANTICIPATED DATE FOR PROGRESS OUTCOME COMPLETION

Recruitment

Roll out performance review and development scheme to include training and development opportunities over and above training courses.

Continue to offer equal opportunities as part of the induction course which targets new employees

Continue to offer equal opportunities as part of the recruitment course and ensure delegates complete the council's on-line diversity programme prior to attending to

Include equality as part of the induction course to ensure new employees are fully aware of their responsibilities under the RRA & the council's RES

Include equality as part of the recruitment course to ensure all recruiters are fully aware of their responsibilities under the RRA& RES

Ongoing

Ongoing

Completed. PRD schemes rolled out across the council, effective from 1 April 2006.

Equal opportunities is included the new employee pack, which replaces the corporate induction course.

This is common practice across the council.


ITEM

Diversity

Language Line

ACTION

ensure all recruiters area aware of their responsibilities under the RRA. & RES.

Continue to offer diversity training as part of the corporate training strategy and through the training programme

Continue to offer Language Line training as part of the training programme. Particularly for front line staff.

Develop Language Diversity training to be cascaded out to key individuals within the council.



ANTICIPATED OUTCOME

To ensure employees are aware of their duties under the RRA&RES and to assist with implementation of this.

Language Line courses to be run to ensure front line staff are fully aware of process to be followed

Cascade language line training to develop full understanding of using Language Line.

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DATE FOR COMPLETION

Ongoing

Ongoing

November 2006

PROGRESS

Completed. Diversity e-module has been updated to incorporate changes in the legislation.

3-4 courses are run per year in the training calendar. Also offered as a special course.

Consideration is being given to an alternative presentation.

ITEM

Mentoring

ACTION

Develop mentoring/ buddy system to support BME employees to assist BME employees who may feel isolated



ANTICIPATED OUTCOME Establish mentoring/ buddy system


PROGRESS

Report on corporate mentoring scheme due to be submitted to the corporate management team with a view to launching it early 2007. This facility could be tailored and offered to BME employees as well as disabled employees.

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ITEM ACTION

Marketing an1 Publishing

ANTICIPATED DATE FOR PROGRESS OUTCOME COMPLETION



Corporate Image Review of Corporate Race Equality Scheme

Reviewand develop corporate arrangements for consultation and publishing of results of impact assessments

Publication of the council's race equality scheme

Impact assessments published

November 2005

November 2006 and ongoing

Review submitted to Policy and Resources Committee November 2006.

The Race Equality Scheme sets out our arrangements for the publishing of Impact Assessment. Consulting on the outcomes of impact assessment is linked directly to the development of our support to LEMAG and the development of community engagement approaches.

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AGENDA ITEM No. -. d.Q ...... APPENDIX 2

f Employees 1 as.% of total woruorce 2005 1100 I 0.5%

I I 2004 I75 10.47% 1