Equality Hub NetworkLaunch Event

Tuesday 17 June 2014

Agenda

• Welcome and introductions – Cllr Julie Dore and Eugene Walker, Executive Director of Resources

• Fairness Commission update – Fairness Commissioner Tony Maltby

• Overview of equality and fairness work in the Council – Adele Robinson

• Overview of the Equality Hub Network – Rachel Sanchez

• Discussion and vote on the next steps for the Network

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Welcome fromthe Leader of the Council

• As a Council, fairness is at the heart of our values and our aim is make Sheffield a fairer place to live and work

• The Equality Hub Network will aim to reduce the barriers to involvement and participation

• It will enable people from Sheffield’s diverse communities to talk to and have regular meetings with with decision makers and to influence all areas of the Council’s work

• We want to also work with other partners e.g. police• We want to listen to you and for you to have your say on

the issues that are important to you

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Introduction - Eugene WalkerExecutive Director - Resources

• One of 5 Executive Management Team Officers• EMT officer with the lead for Equality Network/Hubs• We want the Hubs to play an important role in

people having a greater voice in the City • Especially important as we continue to go through

immense change• E.g. consultation on the budget proposals• Provides an opportunity to talk, to question and

challenge us 4

Sheffield Fairness Commission

Dr Tony MALTBY

Fairness Commissioner

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What I will cover

• Background: Our Divided City• The Fairness Commission• Update on progress • Questions

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Fairness Commission Remit

“… to make a non-partisan strategic assessment of the nature, extent, causes and impact of inequalities in the City and to make recommendations for tackling them.”

Fairness Commissioners

• The Commission is made up of individuals with proven knowledge and expertise.

• Commissioners are expected to contribute expertise rather than represent specific interests.

• Diverse membership with all three political groups from the Council, public sector, voluntary sector, business, media.

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Source:

Deprivation in Sheffield Report Dr A Rae

Communities of Interest

• Women working full time are paid, on average, 15.5% less an hour than men for doing work of equivalent value

• 12% of BME people feel unsafe when out in their local area during the day in comparison with only 4% of White British people

• People with disabilities tend to have lower rates of employment, lower incomes and are more likely to be living in poverty

• Only 36.4% in Sheffield of people with mental health problems or learning disabilities were in employment

Background: Divided City

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Wilkinson & Pickett, The Spirit Level

Index of: • Life expectancy• Math & Literacy

• Infant mortality• Homicides• Imprisonment• Teenage births • Trust• Obesity• Mental illness

– incl. drug & alcohol addiction

• Social mobility

www.equalitytrust.org.uk

Health and social problems are worse in more unequal countries

Ind

ex o

f h

ealt

h a

nd

so

cial

pro

ble

ms

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A Bold Vision

A city that is eventually free from damaging disparities in living conditions and life chances, and free from stigmatising

discrimination and prejudice, a place in which every citizen and community knows

and feels that they will be treated fairly. We aspire to be the fairest city in the country.

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What is Fairness?

• Fairness is a matter of social justice: a society in which individuals and groups are treated fairly and receive a just share of its benefits and burdens.

• This does not mean addressing inherent individual or biological differences between people, for example, in terms of gender or race.

• Focus is on those differences, inequalities, which arise from the way a society or city, is organised socially, politically and economically.

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The Sheffield Fairness Framework

1. First priority – tackle those inequalities that cause the greatest damage. Those in greatest need should take priority.

2. Those with the most resources should contribute the most.

3. The commitment to fairness must be a long-term one.

4. The commitment to fairness must be city-wide involving all key stakeholders in Sheffield - everybody’s business.

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The Sheffield Fairness Framework5. Prevention is better than cure. 6. Everyone, all stakeholders, should

strive to be seen to act in a fair way as well as acting fairly.

7. Civic responsibility – encourage everyone to contribute to the maximum of their ability

8. An open continuous campaign for fairness in the city – a mission for fairness

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The Sheffield Fairness Framework

9. Fairness must be a matter of balance between different groups, communities and generations in the city.

10.The city’s commitment to fairness must be both demonstrated and monitored in an annual report.

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The Eight Recommendations

Three types of recommendation:

1. Short term – 1 to 3 years

2. Long term – up to 10 years

3. Not within the city’s gift

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Recommendations

1. Health and Wellbeing for All– Increase amount spent on the wider

determinants of health– Ensure health spending is more fairly utilised

based on the relative needs of communities2. Fair Access to High Quality Jobs and Pay

– Introduce a voluntary ‘Fair Employer’ code of practice

– A Living Wage is paid to all employees in the city.

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Recommendations

3. Fair Access to Benefits and Credit– Work is undertaken into the size and type of

market for affordable credit in the city– Establish a way to redistribute decent, edible

food

4. Aspiration and Opportunities for All– Pupil Premium be specifically targeted to

support disadvantaged children – Activity relating to aspirations should focus on

11-12 year olds

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Recommendations

5. Housing and a Better Environment– A compulsory property accreditation scheme

covering all privately rented properties– Reduce air pollution impact of M1

6. A Safe City– Use ‘justice reinvestment’ to focus on

rehabilitation and prevention. – A default 20mph speed limit for all residential

roads in the city.

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Recommendations

7. Transport for All– Move to a franchise model if the voluntary

Sheffield Bus Partnership does not increase fairness.

– A ‘day saver ticket’ for children & young people

8. What Communities and Citizens Can Do– A campaign for fairness – Apply a co-production approach more widely – Develop a single programme of community

development

Other activity

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Sheffield Employability Programme

Skills Made Easy (apprenticeships)

elements of the City Deal

Analysis and distribution of health spend on JSNA work

programme

Physical health of people with mental health problems and with

learning disability priority in CCG plans 2014-16

CCG Equalities Action Plan

Explicit commitment to tackle the wider

determinants of health

Citywide Digital Inclusion strategy being developed

College commitment that 2.5% of their employees will be

apprentices

Council looking at how it can increase

number of new council homes

Identifying hidden carers – strand of Carers Strategy

Second Food Strategy for the city

being developed

Work on effective use of the pupil premium

Communications about welfare reform Support to victims

Police and Crime Commissioner grants

City Wide Learning Body priority to improve communication,

engagement, and involvement of parents

Progressing Sheffield Housing Company

Restorative Justice Outcomes

Domestic Abuse Strategic Review

implemented

Continued implementation of

20mph limits

Voluntary Bus Partnership more

equitable distribution of bus resources

Fair City Campaign Group

Work on community resilience

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Approach to health inequalities PSupport general and specialist advice P

Citywide Day Child Bus Ticket PAffordable Credit P

Fuel poverty - collective switching PReduce air pollution from the M1 P

Licensing private landlords PLiving Wage O

Voluntary 'Fair Employer' code O

Progress - Recommendations

Progress - Outcomes• State of Sheffield 2014:

– Attainment gap for the lowest 20% is not significantly narrowing

– Likelihood of not living in a decent quality home is probably increasing

– City has more unemployment although the claimant rate is now declining

– Gaps in life expectancy remain– UK seeing biggest change to benefits system

in 60 years - £173m less per year in the Sheffield economy 25

A Final Thought

• Inequality affects us all in our city. It is everybody’s business.

• The words of John F. Kennedy are apposite here:

‘Ask not what your (city) can do for you, ask what you can do for your (city).’

‘Things do not happen. Things are made to happen.’

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Questions?

Equality and Diversity in the Council - an overview

Adele Robinson

Elections, Equalities & Involvement

What I will cover

• Our duties, the law and how we meet these• How equality works in the Council • Our Objectives, how we measure progress

and some examples• Update on voice and influence (Objective 7)• What you told us, consultation feedback• Update on progress of hubs and grants

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Our commitments

• Fairness is at the heart of our values as outlined in the Corporate Plan 2012 - 14 Standing up for Sheffield. We believe that everyone should get a fair chance to succeed in Sheffield.

• We recognise that some people and communities need extra help to reach their full potential and we will provide extra help where needed. We will also make sure that a core offer of services is available to everyone in the city.

• We aim to provide excellent, accessible services that meet the needs of all our residents, visitors and our workforce.

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Our Equality Duties

• Equality Act 2010 – applying these to all areas of work• Public Sector General Duty to pay due regard to:

Eliminate Discrimination, Harassment and Victimisation

Advance Equality of OpportunityFoster Good Relations

These are Proactive Duties and cover councils and other public sector organisations such as the Police, health and schools. It also applies to organisations we contract with who are carrying functions on our behalf.

What the General Duty meansPaying due regard means …

Removing or minimising disadvantages

Taking steps to meet the needs of persons that are different from others

Encouraging people to participate in public life or activity in which participation is disproportionally low

Tackling prejudice & promoting understanding

Taking account of a person’s disabilities (reasonable adjustments)

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Specific Duties

• Publish Equality Objectives (every four years & report)

• Publish information annually to demonstrate their compliance with the General Duty

• Publish information relating to their employees (if over 150 staff) and others affected by their policies and practices (such as customers)

• All information must be accessible to the public

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Protected CharacteristicsEvery person has one or more of the characteristics, so the Act protects everyone against unfair treatment:

Age

Disability

Gender reassignment (transgender)

Pregnancy & Maternity

Race (including nationality, ethnicity & colour)

Religion & Belief

Sex (women & men)

Sexual Orientation

Marriage & civil partnership * only non discrimination

How we meet these

• Equality Act 2010 (General and Specific Duties)– Publish Equality Objectives every four years– Annual Report and publishing workforce information– Equality monitoring

• Strategy and Policy– Equality, Diversity & Inclusion Policy and other policies – Sheffield Fairness Framework– Tackling Poverty and Increasing Social Justice

• Information: knowing our city, customers, workforce and partners• Equality Impact Assessments on policies, projects & proposals• Staying safe and reporting incidents - reporting hate incidents,

domestic abuse and safeguard adults and children• Involving communities and individuals in and around Sheffield• Community cohesion, events and festivals

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Equality Diversity & Inclusioninternal structures

Leader and Cabinet Member

Strategic Equality and Inclusion Board Chaired by Chief Executive – quarterly

Directors from Portfolios, Partners, TUs and Staff Networks

Partner updates – Amey, Kier, Veolia, Capita

Workforce updates - HR overview & staff network reporting

Officer lead - Council wide: Adele Robinson – Social Justice & Inclusion Manager &

Rachel Sanchez (Policy, Performance and Communications)

Portfolio Lead Officers

Equality and Fairness Objectives 2014-18

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The Objectives 2014-18

• Deliberately aspirational – to move forward • Cover 10 key areas• Cover both customers and staff• Short term, medium and longer term view• Include city wide concerns that are beyond the direct

control of the Council and require action by others• Link to the protected characteristics under the Equality

Act but also additional e.g. Free school meals, etc.• Further the three aims of the Equality Act • Ambition: Sheffield to become the fairest city in Britain

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Equality and Fairness Objectives (1)

• To be a leader and a guarantor of equality and fairness for the city

• To ensure our budget, policies and processes are implemented fairly

• To foster an accessible, inclusive and positive working environment for our staff

• To ensure our services are fair & accessible and customer experiences are positive

• To advance equality, inclusive and fair practice within our partners and supply chain

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Equality and Fairness Objectives (2)

• To foster a safe, cohesive and accessible city for all

• To strengthen voice & influence of under-represented communities within the city

• To advance health and wellbeing within the city

• To advance economic inclusion within the city

• To advance aspiration and learning opportunities and skills for all

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To advance aspiration and learning opportunities and skills for all

Aim - reduce young people not in education, employment or training (NEET)

• Reduce 16-18 NEETs from 6.5% in Nov 14 to 6.2% by Nov 15

• Increase 16-18 LDD (Learning Difficulties and Disabilities) EETs (education, employment or training) from 67% in Nov 14 to 69% by Nov 15

• Increase 16-18 young offenders EETs from 79.5% in Nov 14 to 80.5% by Nov 15

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To foster a safe, cohesive and accessible city for all

Aim - increase Hate Incident reporting

• Action via the City Wide Learning Board and lead schools to ensure that each school has plans to reduce bullying in relation racial, disability related or homophobic bullying

• To hold a training workshop in September 2014 open to all Primary Schools around the FREE DVD resource

• HR to become a Third Party reporting Centre in 2014

• Launch new hate incident reporting for staff by July 2014

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How we will measure progress

• Objectives agreed by Cabinet in Dec 2013

• Measure progress via –

The Strategic Equality and Inclusion Board

The Annual Report to Cabinet in December

Performance dashboards in Portfolios

Council Staff Networks

The Equality Hub Board

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Examples of progress in last year’s Annual Report

Fostering an accessible, inclusive & positive environment for staff• Worked with the Hidden Impairment National Group to

become the first local authority to adapt and sign up to and the Hidden Impairments Toolkit, which will be a helpful resource to both our staff and our customers

• We have remained a top 100 employer and increased our score in the Stonewall Workforce Index

• Continued to be part of Mindful Employer to support staff that experience stress, anxiety, depression and other mental health conditions and Maintained our ‘Two Ticks’ Disability symbol

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Trends in workforce data

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The Apprenticeship Programme

• The extension of the programme by an additional 200 positions demonstrates the successful take up by young people.

• The progress to date April 2013:

– 210 female and 298 male young people applied for the opportunities, of which:

• 59% were male

• 41% were female

• 23% were BME

• 11% have a disability 46

Inclusive Sport Sheffield and Activity Sheffield

Developments to ensure that we provide opportunities for and consultation with disabled people included:• Marketing to adhere to accessibility guidelines for people

with visual impairments and learning disabilities • A sport and physical activity directory activity for disabled

people in Sheffield • Impairment specific activities e.g. the Quick Steps

programme• Pan disability activities for all impairment groups• Inclusive activities i.e. Multi-Activity Holiday camps for

children

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Objective 7

To strengthen voice & influence of under-represented

communities within the city

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Where are we now?

• The Sheffield Equality Hub Network proposal was agreed by the Cabinet Member for Communities and Inclusion in 9 April following consultation

• The ‘mixed model’ was agreed

• The grants round closed on 23 May

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The mixed model proposal

• Council support to develop a city-wide network of equality groups based on PCs

• Council support for a joint Board and joint events

• Grant scheme to fund activities that meet the voice and influence part our Equality and Fairness Objectives

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Equality and Fairness Grants• 106 Applications currently being assessed:

• Strengthening the voice and influence of under-represented communities of identity

• Favouring applications that work across COIs to address multiple layers of disadvantage

• Decision by panel 4th July, write or speak to organisations if queries

• The Review of VCF Grants is underway in the Council - Stage 1 consultation complete, Stage 2 consultation starts in July 51

Equality Hub

Board

Disability Hub

LGBT Hub

Religion/BeliefHub

Age Hub (young and

older people)

 

BME Hub

Other communities

of identity Hub

e.g. Carers

 

 Women’s

Hub 

 

 

 

Joint themed events

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Equality Hub Network

What you told us

• In favour of the approach, but there were questions around how the Hubs would work and concerns about funding

• At the consultation event we asked you to tell us your hopes, fears and expectations of this proposed approach, and what issues we could explore during joint themed events

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Your hopes and fears

Hopes

• More inclusive and new and effective collaboration

• Improved communication within and across Sheffield

• More influential and that it will make a difference

Fears

• Funding – not enough, not fairer, not sustainable

• It may be another Council structure with same voices, consultation without action/change

• Not inclusive – some ‘groups’ will remain excluded54

Your expectations

• Council and partners to support hub network in practical ways

• Support for more than 1 year

• New collaborations/connections/initiatives formed across characteristics

• Training and development support

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What we have done• We delayed the grant application timescales

following the feedback

• Held 2 grant information sessions attended by 62 people

• Feeding in your comments to the grant review

• Council Leader and Senior Officers are supporting the Networks

• Increased awareness and interest in the Hubs

• Talking to you about how you want to see the Board work 56

Equality Hub Network

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Rachel Sanchez

Elections, Equalities & Involvement

What will I cover

• Expectations of the Network• Timelines• Discussion topics • Voting

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Why have anEquality Hub Network?

We want under-represented communities in Sheffield to be able to have a say on issues that affect them and influence the decisions that are made in the city.

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• Provide quick and easy ways for communities of identity and the Council to talk to each other

• Bring people together

• Give all kinds of people access to the big decision makers

• Provide opportunities for communities of identity to challenge those decision makers

• Get people to work together on equality issues

What the Network will do

How the Network will do this

• Equality Hubs – made up of individuals and organisations

• Equality Hub Board – made up of Hub reps, senior officers from the Council and other Public Sector orgs, chaired by Leader of Council and Cabinet Member for Communities and Public Health

• Joint events around timely themes 61

Qua

rter

ly

Council support to the Network

• Coordinate quarterly meetings and events– Equality Hubs– Equality Hub Board– Joint themed events

• Get info out about work of Hubs• Training• Website

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Our approach• Allow Hubs to develop at their own pace• Encourage joint working across Equality Hubs• Take a flexible and collaborative approach in how

each Hub operates• Prioritise in the 1st year

– Joint events– Development of those hubs where current

involvement of people from those characteristics is low or where people face multiple barriers to participation

– Improved communication63

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Feb Mar Apr May Jun

Consultation

2014

Decision taken

E&F Grants open for applications

E&F Grants announced

Networklaunch

1 2

Grant infosessions

Equality Hub Network timeline

Consultation Decision taken

E&F Grants open for

applications

Jul Aug Sep Oct Nov Dec

Equality Hubs meetings

Networkevent

Networkevent:Budget

consultation

EqualityHub

Board

Equality Hubs meetings

2014Equality Hub Network timeline

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Get involved• Register your interest in the Equality Hub Network

– Fill in the form on your table

– Get in touch via email, phone, website

• We’ll be in touch with details about future events

– Equality Hub meetings to start in July

– Network events in September and December

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Discussion topics

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• Themes for future events

• Interim Equality Hub Board or wait?

Event Themes

Top issues from last consultation… are there any others you want to prioritise?

• Community cohesion & understanding difference & hate crime

• Anti poverty & welfare reform

• Educational attainment and aspiration

• Transport

• Employment68

Equality Hub Board options1. Wait until 3 Hubs are established and have

chosen their reps (no Interim Board)

2. 2 delegates from groups we have been working with

3. 1 delegate from groups we have been working with,1 elected delegate

4. 2 elected delegates

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Equality Hub Board option 1

No Interim Board - wait until 3 Hubs are established and have chosen their reps

• 1st Board meeting in early 2015

• Board membership will grow as more Hubs are established

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Equality Hub Board option 2

2 delegates from each group we have been working with

• Interim arrangement until Hubs have chosen their representatives

• All PCs represented on Board from beginning

• 1st Board meeting in Sept

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Groups we’ve been working with• Sheffield 50+ (Age Hub - older people) and

Sheffield Futures (Age Hub - young people)

• BME Network (BME Hub)

• Disability Sheffield (Disability Hub)

• LGBT Multi Agency Group (LGBT Hub)

• Faith Leaders Group (Religion/Belief Hub)

• Women's Network (Women's Hub)72

Equality Hub Board option 31 delegate from each group we have been working with and 1 elected delegate

• Interim arrangement until Hubs have chosen their representatives

• All PCs represented on Board from beginning

• Vote at the Sept meeting

• 1st Board meeting in Oct

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Equality Hub Board option 4

2 elected delegates

• Vote at September event

• Interim arrangement until Hubs have chosen their representatives

• All PCs represented on Board from beginning

• 1st Board meeting in Oct74

Equality Hub Board options 3 & 4All candidates must:

• Belong to the COI they want to represent

• Submit up to 200 words about themselves and why they are standing for election

• Attendees at the Sept event would be able to vote for each of their own self-identified protected characteristics reps only (ie, if you are LGB, over 50 and disabled you could vote in those 3 areas)

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After discussion

• Each table to give brief feedback(up to 3 min)

• Vote using voting buttons for Board arrangements

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Voting

• 2 test questions to get warmed up…

• The real vote!

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What is your favourite animal?

781 2 3 4

42%

27%23%

8%

1. Cat

2. Fish

3. Bird

4. Dog

Who will win theWord Cup 2014?

791 2 3 4

23%

31%

26%

21%

1. England

2. Brazil

3. Argentina

4. Germany

Which option do you prefer for the Equality Hub Board?

801 2 3 4

25%

2%

69%

5%

1. No Interim Board – wait

2. 2 delegates from groups working with

3. 1 delegate from groups working with, 1 elected delegate

4. 2 elected delegates

Contact details

• Email equalitiesandinvolvement@sheffield.gov.uk

• Telephone 0114 273 5861• www.sheffield.gov.uk/equalityhub

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ClosingJames Henderson

Director of Policy, Performance and Communications

• Summary• Next steps• Evaluation• Thanks

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