Equality and Diversity Policy - No Matter Who

Our vision for equality and diversity is of the Council:

• Representing, serving and employing people as equals
• Valuing the diversity of their contributions and aspirations
• No matter who they are or what their circumstances.

We believe that tackling inequalities provides a strong foundation for cohesive and confident communities. We believe that all citizens have a right to equal access to life opportunities, including representation, services and employment by the Council. To achieve this we are working towards removing barriers to opportunities and to narrowing the gap between the most disadvantaged and others.

Some people may suffer from inequality due to discrimination because of the following reasons: their age, health, race, ethnic origin, religion, gender, sexuality or because they have a disability, they are pregnant or on maternity, they have undertaken gender reassignment, they are married or they are in civil partnerships.  We value the diversity of people within the Borough and are committed to:

• Eliminating unlawful discrimination, harassment and victimisation and other conduct prohibited by the Equalities Act 2010
• Advancing equality of opportunity between people who share a protected characteristic and those who do not
• Fostering good relations between people who share a protected characteristic and those who do not

Our public statements, services and employment practices will reflect this commitment. 

We will promote this policy and expect respect for it from citizens, users of Council services, partner agencies, Councillors, Council employees and our contractors.

Context

"The borough of Rochdale is one of ten metropolitan districts in Greater Manchester. Some 205,200 people live in the borough, mainly in and around Rochdale Town Centre and the surrounding townships of Pennines, Middleton and Heywood." Source: ONS Mid Year Estimates, 2010

The need and aspirations of people in the Borough set the context for this policy. But the Government and other organisations also influence our pursuit of objectives and our choice of solutions.

Rochdale Borough Local Strategic Partnership has developed a vision and priorities for the Borough in consultation with local people and organisations. Its vision for the Borough in 2021 is:

To become a prosperous borough, to grow our economy and develop our place through co-operation and partnership, improving the lives of local people.

Its Borough wide priorities are:

• People - We will promote healthy, safe and happy lives through prevention and personalisation of care, growing self esteem, confidence and responsibility.
• Place - We will create high quality places where people choose to be.
• Prosperity - We will grow enterprise, ambition and the skills to succeed.  

Our corporate strategic aims include:

• Increasing how well the composition of the Council reflects the borough’s population
• Celebrating ethnic diversity and promote community cohesion
• Implementing the Inclusive Workforce Strategy
• Promoting "Excellence for Everyone" in education

Our Single Equality Scheme provides a coherent approach to tackling Equality and Diversity across all the protected characteristics. It aims to make Equality and Diversity central to the way Rochdale Council works in order to create:

• Better informed decision-making and policy development
• A clearer understanding of the needs of service users
• Better quality services which meet varied needs
• More effective targeting of policy and resources
• Better results and greater confidence in public services
• A more effective use of talent in the workforce

We are currently refreshing our Single Equality Scheme and this will include an action plan which will cover all the protected groups covered by the Equality Act 2010.

Equality Act 2010

The Equality Act 2010 replaces and consolidates all existing equality legislation, including the Disability Discrimination Act 2005, The Equal Pay Act 1970 and The Race Relations (Amendment) Act 2000. The Act aims to reform streamline and harmonise the current anti-discrimination legislation in order to support and promote equality.

The Equality Act 2010 covers nine protected characteristics, making it unlawful to discriminate on the grounds of:

• Age
• Disability
• Gender Reassignment (no longer required to be under medical supervision)
• Marriage and Civil Partnership
• Pregnancy and Maternity
• Race
• Religion or Belief
• Gender
• Sexual Orientation

Public Sector Duty

On 5 April 2011, the public sector equality duty (the equality duty) came into force in England, Scotland and Wales. This duty replaces the existing race, disability and gender equality duties. Those subject to the equality duty must have due regard to the need to:

• Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act
• 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

We will update our policy as and when necessary to meet new legislation and to follow codes of practice.

How we will monitor and review the policy

Our policy has a built-in evaluation system. We will review No Matter Who regularly to ensure that we are still delivering our desired outcomes and learning from evaluation.

In April 2009, we adopted the Equality Framework for Local Government which is a performance improvement and benchmarking tool to progress our work on equality and diversity. This Equality Framework has been developed for local government to support them to address their legal obligations under anti-discrimination law and to promote best practice in equality and diversity. Instead of the five levels in the old Equality Standard, the framework has introduced three levels of performance; Developing, Achieving and Excellent. The Council achieved level 4 in the old Equality Standard for Local Government thus has been placed into the interim category ‘moving towards excellence’ in the new Framework. Rochdale MBC’s Equality Programme Board has set a target for the Council to achieve level 3 of the New Equality Framework – Excellent by April 2012.

We will achieve our objectives in equality and diversity at corporate and service levels. We will monitor local communities and our workforce as well as our services. We will use national and locally developed performance indicators as part of our audit and scrutiny of our progress in increasing equality and diversity in the Borough.

We require every Councillor and member of staff to recognise and carry out their own responsibility to contribute to the success of this policy. We have earmarked money and staff times to improve our performance on equalities and diversity.

Councillors take the lead in promoting equality and diversity, ensuring that these issues are given due consideration in Council policy, and in the monitoring of the services provided by the Council.

Executive Directors of the Council actively support and assist the equalities work by overseeing the strategic implementation of equalities and diversity. A named Executive Director will act as the champion for leading this work within the organisation.

Service Managers supported by staff have an essential role in delivering this policy by:

• Actively developing their services' approach to equality and diversity;
• Ensuring that staff are adequately trained to meet the requirements of this policy;
• Establishing and maintaining appropriate consultation with community and key stakeholder groups.

How we will consult

We are committed to taking account of how our policy affects different groups through consultation. This safeguards fairness, and helps us to understand how the policy works from the point of view of constituents, customers and employees. We will involve a range of stakeholders, from within the Council as well as from outside. We will consult them during the following stages of the policy process:

• Development
• Implementation
• Monitoring
• Review and revision.

We will use different methods of consultation to reach different groups of people. We will adopt a flexible approach to meet various and changing needs.

The role of the Council in increasing equality and diversity

The Council's many functions fit into three main roles of representing, serving and employing people.

Representing people

In representing local people's interests, we will seek to promote equality and diversity. We will:

• Equip Councillors with the skills and support to engage in and represent the different sections of the community
• Use our influence in partnerships and with partner agencies
• Continue to improve our approach to community consultation so that we achieve results that reflect local people's priorities.

Serving people

The Council is committed to providing high quality services through understanding and meeting individual customer needs and aspirations. We know that these differ from customer to customer, so we will adjust our services accordingly to ensure that they all have a fair and open chance to use and benefit from our services.

So, our commitment means understanding and meeting the needs of customers regardless of race, ethnic origin, nationality, religion, cultural background, sex, sexuality, disability, domestic circumstances, illness (such as HIV or AIDS status), age, membership of trade unions or political beliefs.

We deliver a wide range of services directly to customers and through contracts with other organisations. We will improve their contribution to equality and diversity by:

• Linking policies and service delivery
• Giving a clear account of our performance through service monitoring

Employing people

The Council wants the ethnic composition of its workforce to reflect that of the local population, so that it represents and serves the population better. The Council also recognises that people from ethnic minorities face particular disadvantages in employment.

The Council is the largest employer in the Borough. These people are our largest resource in improving equality and diversity so we want to ensure that they understand its importance and have the confidence and capacity to do so. This includes:

• Developing a workforce profile reflects that community profile;
• Giving staff the knowledge and confidence to tackle equality and diversity issues.

Trade union activities

The council employs approximately 7075 people.

In 2011, 2974 people were registered as paying trade union subscriptions through the council's payroll system (note: this figure does not include members of teachers' associations and craft trade unions).

We will not discriminate against anyone because of his or her trade union activities or membership. We encourage our employees to join relevant trade unions, but recognise that this is a personal choice, which cannot be a basis for any form of discrimination.

Tackling discrimination

It is our policy not to discriminate unlawfully or unfairly against anybody. Sometimes we have to discriminate between people, for instance in selecting candidates for jobs or deciding on people's eligibility for services. In these cases, it is our policy to discriminate lawfully and fairly, only taking into account relevant factors, and explaining our decisions on that basis.

We do know, however, that unlawful and unfair discrimination is common in society. It is based on stereotypes and false assumptions, and the belief that some groups of people have more or fewer rights than others. We oppose unfair discrimination as an abuse of advantage and power.

We also know that institutions as well as individuals can unlawfully and unfairly discriminate. We define institutional discrimination as:

• The collective failure of an organisation to provide an appropriate and professional service to people because of who they are;
• Processes, attitudes and behaviour, which amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and stereotyping;
• Not just actions taken by a person or organisation, but also actions not taken, neglect, or services provided which do not meet the needs of members of different social groups.

Institutional discrimination can be unwitting, and it can exist no matter how good the intentions of the individual or the organisation. This is a challenge which all organisations, including ourselves, need to face honestly and openly. We will examine our policies and practices and their outcomes to guard against disadvantaging any section of local communities.

What we will do

Disability

The Office of National Statistics (ONS) figures for Incapacity Benefits for August 2008, show that in Rochdale 11% of claimants have a disability compared to 7% in England and 9% in the North West. Disability Living Allowance figures for August 2008 indicate 14,140 claims for Rochdale with the majority from people being aged 25-49.

Our actions will be based on the Social Model of Disability; ‘it is not a person's impairment or medical condition which is the cause of disadvantage but attitudinal and environmental barriers’.

We have undertaken the development and production of a disability equality action plan as part of the Single Equality Scheme. We will:

• Involve disabled people in the identification of priorities and the development and review of actions
• Gather information about our services, policies and strategies and assess their impact on disabled people
• Develop and monitor an action plan to promote equality of opportunity and reduce discrimination for disabled people
• Undertake actions which will promote equality of opportunity, reduce discrimination for disabled people in line with our specific and general duties under the Equality Act 2010. This includes elimination of harassment, promotion of equal opportunities, promoting positive attitudes and encouraging the participation of disabled people in public life.

Race

The latest experimental statistics provided revealed that there are 175,500 white people in Rochdale Borough (85.7% of the population), 82.8% of these are identified as being White British (169,500). The largest ethnic minority group were Pakistani with 7.6% of the population (15,500), and the second largest is Bangladeshi with 1.71% of the population (3,500). Source: ONS Census 2001, Experimental Statistics 2009

We recognise racism as any unfair discrimination on the grounds of people's skin colour, accent, religious beliefs, dress, culture or ethnic origin. We are determined to challenge racism and to create an environment that is free from discrimination.

We know that racism is widespread within society. And we know that we must confront it to reduce its damaging effects on everybody in the Borough. Racist assumptions create the barriers which can hinder appropriate democratic representation, services and employment opportunities.

We also recognise that the seriousness and effects of racial incidents demand swift but sensitive responses. We have adopted the Lawrence Inquiry definition that:

"A racist incident is any incident perceived to be racist by the victim or any other person."

We will:

• Implement our Race Equality Scheme, integrated in our Single Equality Scheme;
• Ensure equality of opportunity for members of the white majority ethnic communities and minority ethnic communities, including (as far as the law permits) gypsies, travellers, refugees and asylum seekers;
• Ensure equality of opportunity for all employees from minority ethnic communities and from majority ethnic communities;
• Identify, challenge and act on racist attitudes, remarks and behaviour.

Gender

There are more females than males in the borough; with approximately 104,300 women compared with 101,700 males.

The Census does not measure how many residents within the borough identify as Transgender, however, the Gender Identity Research and Education Society estimates that one in 4,000 of the UK population has identified as seeking support to change their gender. If we use this estimation for the borough’s population the number equates to an estimated 52 people who might identify themselves as Transgender. Transgender people have reported that they consider themselves to be amongst the most marginalised and discriminated against groups in society. Source: ONS, 2007 mid Year Estimates and NHS Single Equality Scheme 2010-13

Our aim is to promote equality of opportunity between men and women and eliminate unlawful discrimination and harassment. We have developed a Gender Equality Scheme that is contained within our Single Equality Scheme and which contains detailed actions that we will take to do this. We recognise that the transgender community may experience discrimination and harassment. To address this, our Gender Equality Scheme includes specific actions aimed at eliminating this.

We will:

• Ensure that our services do not discriminate against service users or people who come into contact with the Council because of their gender.
• Ensure fair promotion and development opportunities ·
• Create positive attitudes towards the transgender workforce and community
• Tackle issues relating to imbalances in employment in services around non-traditional roles for men and women
• Ensure involvement of people in the Council's decision-making systems and procedures regardless of their gender.

Women

We recognise that sexism is deep-rooted within society, and that it often undermines women's significant contributions. They are a large and diverse group of people who may experience various forms of discrimination.

Women are still expected to take the major responsibility for the family. Most work in low paid and low status jobs. They are under-represented in the organisations that take major decisions affecting people's lives. Many face domestic violence in the form of physical, emotional, economic and sexual abuse in the family, as well as violence in public.

We will:

• Challenge discriminatory assumptions about women;
• Take positive action to redress the effects of past discrimination against women;
• Offer equal access for women to representation, services and employment and encourage other organisations to do the same.

Caring responsibility

21,988 people provide unpaid care, helping family, friends or neighbours with long-term physical or mental ill-health or disability or problems relating to old age. 4,802 of these people, 2.3% of the total population, provide unpaid care for 50 hours a week or more. Source: Census 2001, Rochdale Borough Profile

We recognise that people with caring responsibilities for others may face discrimination. We will:

• Adopt flexible employment practices;
• Provide maternity, paternity, partner or support leave for birth, adoptive and foster parents.

Sexual Orientation

There are no accurate statistics available regarding the profile of the lesbian, gay and bisexual (LGB) population either in the borough or the UK as a whole. Sexuality is not incorporated into the census or other official statistics; however it is acknowledged that approximately 6 - 10 % of any given population will be LGB. In Rochdale this would be between 12,300 and 20,300. Source: NHS Single Equality Scheme 2010-13

We recognise that our LGBT community may face discrimination and hostility through intolerance and ignorance. As a result, they may experience harassment, and some live in fear of being "outed". We welcome the repeal of Section 28 of Local Government Act 1988, which has been a barrier placing unnecessary restrictions on the Council's ability to work with lesbian and gay men. We will:

• Consult with our LGBT workforce and the wider community, in appropriate ways.
• Ensure that our services take account of individual needs;
• Promote positive images of our LGBT workforce and community.

Age

The age structure of a population is important for planning and shaping services to meet the needs of the community.

Rochdale Borough’s population is younger that that of Greater Manchester and England. Rochdale has a larger proportion of 0-15 year olds, comprising 21% of the population, compared with 19% in both Greater Manchester and England. Source: ONS Mid- Year Estimates 2009

The population of the UK and the Borough is getting older, and will become more so in years to come.

According on the Joint Strategic Needs Assessment (JSNA) for Older People in the borough, by 2021, nearly one in five people in Rochdale borough will be aged 65 or over. (That’s an increase of 30% between 2001 and 2021). The population aged 85 and over is expected to increase by 50%.

We recognise that people are discriminated against because of their age. We will not;

• discriminate directly against anyone - unless it can be objectively justified
• discriminate indirectly against anyone - unless it can be objectively justified
• subject someone to harassment related to age
• victimise someone because of age
• discriminate against someone, in certain circumstances, after the working relationship has ended, unless objectively justified
• compulsorily retire an employee unless it can be objectively justified.

 We will ensure that we have policies in place which are designed to prevent discrimination in:

• recruitment and selection
• determining pay
• training and development
• selection for promotion
• discipline and grievances
• countering bullying and harassment.

 HIV or AIDS

Rochdale borough had a total of 16 new cases of HIV and Aids in 2010. Overall, there has been a 20% reduction in the number of new cases since 2005 (between the period of 2005-2010). In 2010 there were 167 cases of HIV presenting for treatment.

36 people in the borough were categorised as having an AIDS defining illness. This is the presence of one or more of a specific type of infection or cancer in someone with HIV. The figure outlines the number of people who have ever had one of these illnesses over the time that they have been HIV positive. Between the period of 2005-2020 there has been a 70% increase in the cases of HIV and AIDS. Source: HIV & AIDS in the North West of England 2010 - HIV/AIDS Monitoring Unit, Centre for Public Health

We recognise that people face discrimination due to being HIV positive or having AIDS. We will:

• Ensure that services meet the specific needs of people living with HIV or AIDS;
• Support people who are HIV positive or have AIDS;
• Challenge false information about the nature of HIV or AIDS.

Religion or Belief

Christians form the main religious group in Rochdale with 148,059 (72% of the total population) people. The next largest religious group was Muslims with 19,248 (9.4%) people in the Borough. 1 in 10 people in the borough described themselves as having no religion. Source: Census 2001, Rochdale Borough Profile

There is no specific list that sets out what religion or belief discrimination is. The law defines it as any religion, religious or philosophical belief. This includes all major religions, as well as less widely practised ones.

We will not discriminate against anyone because of his or her religion or belief, which is any religion, religious belief, or similar philosophical belief.

We will respect and accommodate people's religious observances in both serving and employing them, and we will expect others to do the same.

We realise that at times some people's beliefs may conflict with other aspects of this policy. We will try to resolve any such conflicts, but we will treat the aims of this policy as overriding and expect others to comply with it.

Many employers find that being sensitive to the cultural and religious needs of their employees makes good business sense. This can mean making provisions for:

• flexible working
• religious holidays and time off to observe festivals and ceremonies
• prayer rooms with appropriate hygiene facilities
• dietary requirements in staff canteens and restaurants
• dress requirements. 

October 2011

  
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