Making a differencein a

diverse community

Redditch Borough Council’ssecond Race Equality Scheme

2006 - 2009

Stephen Lawrence was only 18 years old when he was killed on 22 April 1993.

He was happy, healthy and athletic, very bright and much loved. As a student, he had aspirations to be an architect.

Nothing can compensate for the loss the family suffered in Stephen’s death. His legacy must be the root and branch

change that has to take place in society.Lawrence Inquiry 1997

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“This is a very small place, this world of ours, we have to live together

and we now have to say; let us put the past behind us, join hands and

go forward.”

Neville Lawrence

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Contents

Section Page

1 Foreword . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3

2 Redditch in context . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5

3 Cultural Diversity in Redditch . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6

4 Demographic Information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7

5 Race Relations Amendment Act (RRAA) . . . . . . . . . . . . . . . . . . . . . .8

• Roles

6 Achievements since the first race equality scheme . . . . . . . . . . . . .9

7 Race Equality Scheme 2006 - 2009 . . . . . . . . . . . . . . . . . . . . . . . .10

• Employment

• ServiceDelivery

• FunctionscoveredbytheScheme

• PoliciescoveredbytheScheme

• Procurement

8 • StaffTraining . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .18

9 Religion and Belief . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .19

10 Monitoring . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .20

• Complaints

• Responsibilities

• TradeUnions

11 Action areas 2006 - 2009 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .22

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AninvestigationwillbeconductedinaccordancewiththeCouncil’sestablishedComplaintsProcedure.Employees wishing to raise a grievance regarding the application of this policy should discuss this with their LineorSectionManager.Ifthisdoesnotresolvethesituationsatisfactorily,thenuseshouldbemadeoftheformalGrievanceProcedureasdetailedintheStaffHandbookandPersonnelManual.

RESPONSIBILITY

TheoverallresponsibilityforensuringeffectiveimplementationoftheCouncil’sequalityschemeisassignedtotheBoroughDirector.TheBoroughDirectorisresponsibleforensuringthatequalityobjectivesareincorporatedin all plans and policies in terms of service delivery and employment .

Thisresponsibilityincludesensuringthatallemployeesarenotifiedofthedetailsoftheschemeandareawareof its implications through the provision of appropriate training .

Managershaveaparticularresponsibilityforpromotingequalityofopportunityintheirownarea,andmustensure that their own procedures and practices comply with the provisions of the scheme in terms of service deliveryandemployment.Individualemployeesatalllevelshaveresponsibilityforensuringthatequalityofopportunity is continuously provided in all of the Council’s employment practices, and its activities . Whenever appropriate,staffwillpromoteequalityofopportunityintheactivitiesofexternalbodiesintheirdeliveryofservices .

Allemployeesmustbeawarethatwhilstanemployercanbeheldliableinlawforactsofdiscriminationcommittedbyemployees,sotoocanindividualemployeesbeheldpersonallyliableinlawforactsofdiscriminationwhichtheycommit,authorise,contributeto,orcondoneinrelationtootheremployeesandmembersofthepublic.

Allemployees,therefore,mustbeawarethatthefollowingactsareunlawfuland/orwouldconstitutemisconductliabletodisciplinaryaction,whichmayincludesummarydismissal:

• Discriminatinginthecourseoftheiremploymentagainstmembersofthepublic,employees,colleaguesorjobapplicantsinjob,transfer,orpromotionapplicationsonthegroundsestablishedinthisequalityscheme .

• Inducing,orattemptingtoinduce,employees,colleaguesorlinemanagerstopracticeunlawfuldiscrimination .

• Indulginginverbalorphysicalharassmentofanaturewhichisknown,orshouldbeknown,tobeoffensiveto the victim .

• Victimisingindividualswhohavemadeallegationsorcomplaintsofdiscriminationorharassmentorhaveprovidedinformationaboutsuchdiscriminationorharassment.

AllemployeesareresponsibleforensuringtheCouncil'spolicyofequalopportunityisappliedtoourdealingswiththegeneralpublic.

ROLE OF THE TRADE UNION

Redditch Borough Council welcomes the clearly stated support for equality ofopportunityfromUNISONandacknowledgestheimportantrolethattheunioncanplayinachievingtheobjectivesofthispolicy.TheCouncilwill,therefore,consultwithUNISONovertheintroductionofmeasurestoimplement the revised policy and the evaluation of achievement .

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Cultural diversity in RedditchRacialandculturalharmonyarekeyfactorsinthepromotionofajustsocietyandhumandevelopmentinanycommunity . This is particularly important in a multicultural and diverse society where different minority ethnic communities live together and share resources .

The same is also true for Redditch where a significant proportion of the minority ethnic population lives in this Boroughandtakespartindailylifeactivities.

The proportion of minority ethnic population inRedditchis7.3%.ThePakistanicommunityare the largest minority ethnic community in this town . The Population Census of 2001 indicated that there were 1523 residents ofPakistanioriginlivinginRedditch.Thisfigure has expanded and at present there areinexcessof2,000peopleofPakistanioriginlivinginthetown.Othercommunitiesinclude:-

• AfricanCaribbean• Indian• Bangladeshis• SouthAsian• Chinese• Irish• NorthAfrican• WestAfrican• EasternEuropean

Multi-cultural communities are also multi-faith and Redditch Borough is no exception in this regard . The Population Census of 2001 revealed that there were 1879 Muslims, other religionsincludedHindus(180),Sikhs(125),Buddhists (100) and Jews (75) . The study indicates that in addition to English there wereatleast12otherlanguagesspokeninRedditch,includingPunjabi,Urdu,Bengali,Gujarat,Arabic,Hindi,Tamil,Marathi,Tagalog,Patwah, Polish and Chinese .The minority ethnic communities in Redditchhaveestablishedseveralvoluntaryorganisationswhichservetheirmembers.Unfortunately,thereisalackofresearchwithregardtotheactivitiesofthevoluntarysectorinRedditch.ApreviousstudyconductedbytheWorcestershireRacialEqualityCouncilfoundthatnoonehascapturedandanalysedtheknowledgecapabilities,skills,aspirationsandproblemsoftheminorityethicvoluntarysectororganisationsinRedditch.ItwasproposedthattheworkingrelationshipbetweentheRedditchBoroughCouncilandtheminorityethnicvoluntarysectororganisationsneededtobedeveloped.

This was realised from the implication that there was a low level of awareness of organisations and individuals workingacrossallofthevariouscommunitiesinthetown.

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Religion and Belief Community cohesion is an essential element in the promotion of human development in a multi-faith and a multi-culturalsociety.Thecurrentglobalreligio-culturalandsocio-politicalenvironmentillustrateshowfragilethisrelationshipisandhoweasilyreligioncanbeanexacerbatingfactorinafragmentingsociety.Religionitselfisapowerful force, and for many, a motivating factor in their personal existence, and one which acts as a guide for communitycohesion.Thus,inthiscontext,thediversityofasocietycannotbefullydescribediffaithisomittedfrom the picture .

The programme of community cohesion would remain ineffective if we failed to recognise that multi-cultural communities are also multi-faith . There are several religions practised across Redditch including

ChristianityIslam

BuddhismHinduismSikhism

Judaism

ChristianityispracticedbyboththeindigenouspopulationandtheAfrican-Caribbeancommunities.IslamismainlyfollowedbythePakistaniandBangladeshicommunities.HinduismandSikhismaremainlypracticedbythose of Indian and east African origin .

Thebasicphilosophyofeveryreligionisbasedon physical and spiritual peace, coexistence and tolerance, and in Worcestershire today, peopleofdifferentfaithsliveside-by-side.Thereisthusanopportunityforthemtoworktogethertobuildasocietyrootedinsharedmoral values . However, this society can onlybebuiltonasoundfoundationifthereis mutual respect, openness and trust . It is therefore important that communities practising different religions cooperate with each other on common issues, without compromising the purity and integrity of their own traditions .

Marketingandtheadvertisementoftheservicesofferedbyminorityvoluntaryorganisations is also the need of the day . Thisexercisewouldbemoreeffectiveifitwasdoneinvariouslanguagesspokenbyminority communities in Worcestershire .

The Council and its partners may consider extending their help and cooperation to the people who are willing to accept this challenge .

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Religion and Belief Community cohesion is an essential element in the promotion of human development in a multi-faith and a multi-culturalsociety.Thecurrentglobalreligio-culturalandsocio-politicalenvironmentillustrateshowfragilethisrelationshipisandhoweasilyreligioncanbeanexacerbatingfactorinafragmentingsociety.Religionitselfisapowerful force, and for many, a motivating factor in their personal existence, and one which acts as a guide for communitycohesion.Thus,inthiscontext,thediversityofasocietycannotbefullydescribediffaithisomittedfrom the picture .

The programme of community cohesion would remain ineffective if we failed to recognise that multi-cultural communities are also multi-faith . There are several religions practised across Redditch including

ChristianityIslam

BuddhismHinduismSikhism

Judaism

ChristianityispracticedbyboththeindigenouspopulationandtheAfrican-Caribbeancommunities.IslamismainlyfollowedbythePakistaniandBangladeshicommunities.HinduismandSikhismaremainlypracticedbythose of Indian and east African origin .

Thebasicphilosophyofeveryreligionisbasedon physical and spiritual peace, coexistence and tolerance, and in Worcestershire today, peopleofdifferentfaithsliveside-by-side.Thereisthusanopportunityforthemtoworktogethertobuildasocietyrootedinsharedmoral values . However, this society can onlybebuiltonasoundfoundationifthereis mutual respect, openness and trust . It is therefore important that communities practising different religions cooperate with each other on common issues, without compromising the purity and integrity of their own traditions .

Marketingandtheadvertisementoftheservicesofferedbyminorityvoluntaryorganisations is also the need of the day . Thisexercisewouldbemoreeffectiveifitwasdoneinvariouslanguagesspokenbyminority communities in Worcestershire .

The Council and its partners may consider extending their help and cooperation to the people who are willing to accept this challenge .

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Race Relations (Amendment) Act 2000SincetheRaceRelationsActof1976,therehaveundoubtedlybeenagreatnumberofimprovementsintheway that our society has progressed good race relations .

However,ithasbecomeclearthatagreatdealmoreneedstobedone.Positivestepswereneededtopromoteracialequalitybyrequiringorganisationstoexaminetheiractivitiestoidentifywherediscriminationishappeningandtotakeactiontoputitright.

TheRaceRelationsAmendmentAct2000Actsetdowninmorespecificandenforceableterms,ageneralduty that they must apply to promote racial equality and to prevent racial discrimination . The Act places a “generalduty”andsomespecificdutiesonallpublicauthorities,includinglocalCouncils,topromoteraceequality . It requires the Council, when considering its policies, employing people or delivering services, to have due regard to the need to:

• eliminateunlawfulracialdiscrimination;

• promoteequalityofopportunity;and

• promotegoodracerelationsbetweenpeopleofdifferentracialgroups.

The Council has welcomed the 2000 Act . We have long made it clear, within the local communities, that wearenotpreparedtoacceptbehaviourthatinvolvesintoleranceofaperson'snationality,race,religionorcolour .

The2000ActalsoimposedspecificdutiesontheCouncilandotherpublicauthoritiesasameansoffulfillingthegeneraldutydescribedabove.Theseinclude:

• Thepreparationandpublicationofaraceequalityscheme.

• Assessingwhichoftheirfunctionsarerelevanttotheduty(withareviewofthatassessmentatleastevery three years) .

• Settingouttheirarrangementsforassessingandconsultingonthelikelyimpactonthepromotionofrace equality of proposed new policies .

• Monitoringofpoliciesforadverseimpactonthepromotionofraceequality.

• Publishingtheresultsofassessments,consultationsandmonitoring.

• Ensuringaccesstoinformationandservices.

• Trainingstaffonissuesrelevanttotheduty.

Allbodiessubjecttothesedutiesarerequiredtoethnicallymonitortheirstaffinpostand,forexample,applicantsforjobs,promotionandtraining.

Againstthisbackdrop,theCouncilseestheRaceRelations(Amendment)Act2000(RRAA)asakeytoolinhelpingustoachievetheseobjectivesandensuringthatourpolicymakingandservicedeliveryisinclusiveand designed round the needs, wants and aspirations of the full diverse range of our customers and potential customers-takingaccountoftheirindividualorculturalneeds.

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ProcurementWerecognisethatouractivitieshaveaneffectonthesocietyinwhichweworkandthatdevelopmentsinsocietyaffectourabilitytoworksuccessfully.Wearecommittedtoachievingenvironmental,socialandeconomicaimsthattackletheseeffects.Inparticularwearecommittedtotacklingdiscriminationinanyformandwewelcomediversityandthebenefitsthatitcanbring.Wecanuseourinfluencetopromoteapositiveapproachtoequalityanddiversity.Inourprocurementprocesses,wewillmakesurethatwegiveoursuppliersadvice on equality issues and ensure that contracts promote equality and diversity .

TheCouncilwilllooktopromoteprocurementpracticesandpolicieswhichcontributetoourprioritiesonequalityanddiversitybyprovidinginformationonequalityissuesandmakingsurewetreatalltendersequally.Redditch Borough Council is committed to promoting equality of access and adequate use of its services andfacilities.Inthecontextofprocurement,wewillensurethatwheretheCouncilfundsservicesorprojectseitherindependentlyorinpartnershipwithoutsidebodiesthisopportunitywillbeusedtopromoteequalopportunities . The Council will treat all people equally whether they are:

• seekingorusingtheCouncil'sservicesorapplyingforfunds

• contractingtosupplyorpurchasegoodsorservicestoorfromtheCouncil.

TheCouncilwillprovideappropriate,sensitiveandaccessibleservices.Itwillnotdiscriminateonthegroundsofage,colour,disability,ethnicorigin,gender,sexualityoronanyotherunjustifiablegrounds.Contractorswhoareappointedfortheprovisionofgoods,servicesorworkswillbeexpectedtocomplywiththesecriteria.

TheCouncilwillworkalongsideotherLocalAuthoritieswithintheWestMidlandsForumtoenforcetheagreedCommonStandardofcommitmenttoEqualitiesandDiversitythatbusinessesmustadoptasencouragedbythe Commission for Racial Equality .

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ProcurementWerecognisethatouractivitieshaveaneffectonthesocietyinwhichweworkandthatdevelopmentsinsocietyaffectourabilitytoworksuccessfully.Wearecommittedtoachievingenvironmental,socialandeconomicaimsthattackletheseeffects.Inparticularwearecommittedtotacklingdiscriminationinanyformandwewelcomediversityandthebenefitsthatitcanbring.Wecanuseourinfluencetopromoteapositiveapproachtoequalityanddiversity.Inourprocurementprocesses,wewillmakesurethatwegiveoursuppliersadvice on equality issues and ensure that contracts promote equality and diversity .

TheCouncilwilllooktopromoteprocurementpracticesandpolicieswhichcontributetoourprioritiesonequalityanddiversitybyprovidinginformationonequalityissuesandmakingsurewetreatalltendersequally.Redditch Borough Council is committed to promoting equality of access and adequate use of its services andfacilities.Inthecontextofprocurement,wewillensurethatwheretheCouncilfundsservicesorprojectseitherindependentlyorinpartnershipwithoutsidebodiesthisopportunitywillbeusedtopromoteequalopportunities . The Council will treat all people equally whether they are:

• seekingorusingtheCouncil'sservicesorapplyingforfunds

• contractingtosupplyorpurchasegoodsorservicestoorfromtheCouncil.

TheCouncilwillprovideappropriate,sensitiveandaccessibleservices.Itwillnotdiscriminateonthegroundsofage,colour,disability,ethnicorigin,gender,sexualityoronanyotherunjustifiablegrounds.Contractorswhoareappointedfortheprovisionofgoods,servicesorworkswillbeexpectedtocomplywiththesecriteria.

TheCouncilwillworkalongsideotherLocalAuthoritieswithintheWestMidlandsForumtoenforcetheagreedCommonStandardofcommitmenttoEqualitiesandDiversitythatbusinessesmustadoptasencouragedbythe Commission for Racial Equality .

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The new Race Equality Scheme (2006-2009)The Council welcomes the Race Relations (Amendment) Act as a positive force for change in the field of race equalityandanopportunitytobuildontheworkwehadbegunwithourpartnersincludingtheMultiEthnicRedditch Group (now MECA)

TheActhasbeenaleverforchangewithintheCouncil,enablingustobuildcommitmentandinitiativesthattackletheracialinequalitieswearegrapplingwithintheBorough.

Ourfirstraceequalityscheme,adoptedin2003,setoutclearlyourobjectivesandallowedourserviceusers,communities, employees and partners to see what our aims were in terms of reducing racial inequalities . The new duties have moved race equality up the agenda and developed our mainstreaming approach so that we are conscious of the need to promote racial equality in all that we do .

While we have not achieved everything we set out to do in the original scheme, this document shows the progress made and our aims over the next 3 years . The purpose of a Race Equality Scheme is therefore to explaintheCouncil’svaluesandprinciplesrelatingtoracialequality;identifytheareasofactivityrequiringattention;setoutaprogrammeofactionforfulfillingtheseduties;andprovideclearbenchmarksbywhichprogresscanbeassessed.

Thissecondschemebuildsontheworkdoneinourfirstschemebetween2002andMay2005.

The main objectives of the Council’s revised scheme are :-• Topromoteracialequality• Bringtogetherindividualsofdifferentculturesandracialidentityasacollectivebody.• Workingtowardstheeliminationofracialdiscrimination.• Promotingequalityofopportunityandgoodrelationsbetweenpersonsofdifferentracialgroups,and communities with different cultures .• Developingpolicyproposalthatwouldinfluencethedecision-makingofstatutoryandvoluntarybodies,so that they address the diversity agenda in their service provision and employment strategies . • Promotingchangeinpublicattitudesonmattersofrace,throughprogrammesofpubliceducation, depicting racial equality .• InconjunctionwiththeCommissionforRacialEquality,ensuringcompliancewithRaceRelationsLaw.• Influencestatutory,privateandothervoluntaryorganisationstoberesponsivetotheneedsoftheethnic/ community sector, and to enhance their participation in regeneration issues . • Developaneffectivecommunityandvoluntarysectorvoice,spanningissuesimportanttoadiverserange of interests .

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• AbandonedVehiclespolicy/procedure

• AdultProtectionPolicy

• AgeEqualityScheme

• Agenda21Strategy&ActionPlan

• AnimalWelfareCharter

• Anti-Fraud&CorruptionStrategy

• Anti-SocialBehaviour-StatementofPolicyandProcedure

• ArtsStrategy

• AssetManagementPlan

• AssetManagementPlan-EnergyStrategy

• BiodiversityActionPlan

• CapitalStrategy

• ChangeSupportStrategy

• ChargingforSpecialCollections

• ChildProtectionStatementandPolicy

• CivicSuiteHire

• CombatingFraud&ErrorinHousing/CouncilTaxBenefit

• Communications&ConsultationStrategy

• CommunityTransportSLAwithWCC

• CommunityWardenService-EligibilityCriteriaforCouncil Tenants not living in Sheltered Housing

• ComplaintsPolicy

• ConcessionaryFaresScheme

• ConstitutionoftheCouncil

• ContractCompliancePolicy

• CorporateandPerformancePlan2006-09

• CustomerAccessStrategy

• CustomerCare

• DataProtectionPolicyStatement

• DebtPreventionStrategy

• DialARidePolicy

• Dial-a-Ride&Shopmobility

• Dial-A-RideVolunteeringPolicy

• DignityatWorkPolicy

• DisciplinaryPolicy

• DisclosingStaffInformationinresponsetoFOIArequests

• EligibilityCriteriafortheLifelineCommunityAlarmService

• EnforcementConcordat

• EnvironmentalHealthStatementofEnforcementPolicy

• EqualOpportunitiesinEmployment

• FlexitimePolicy

• FloodPolicy

• FOIPublicationScheme

• GrievancePolicy

• HomelessnessStrategy

• HomeworkingPolicy

• HousingAllocationPolicy

• HousingStrategy

• HousingStrategy2005-2009

• HRManagementStrategy

• InformationSecurityPolicy

• Internet&E-MailPolicy

• ITEquipment&Use&SecurityPolicy

• LicensingPolicy

• LifelineChargingPolicy

Policies relevant to Race Equality Since2003ithasbeenarequirementthatallnewandproposedpoliciesincludingchangestoservicesandpoliciesmustbesupportedbyaraceequalityimpactassessment.In2006thiswasbroadenedtotherequirementtoprovideanequalitiesimpactassessment.ThismeansthatallkeydecisionsmadebytheCabinetandExecutivesaremadeinthelightofanassessmentoftheraceequalityimplicationsandactionsto mitigate adverse impact . Consultation with diverse communities is recognised as an essential component of impact assessments .

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Race Equality in Delivery of ServicesThe Council has a wide range of facilities and services, delivered in-house and in partnership . These include: atheatre,amuseum,anarchaeologicalsite,12communitycentres,5sportscentres(3beingdualuse),2swimming pools plus other leisure facilities . For example, a golf course, a water sports centre, a countryside centre, and an adult learning and training centre .

The Council is committed to equality of opportunity in the provision of services and aims to ensure that within theresourcesavailable,servicesareaccessibleandappropriatetothedifferingneedsofthegeneralpublic.

We aim to:-

• Provideappropriate,accessibleandeffectiveservicesandfacilitiestothegeneralpublicwithoutprejudiceorbias

• Provideclearinformationaboutourservicesinavarietyofformats,onrequest.• Identifyappropriaterepresentativegroupsofresidents/visitors/potentialvisitorswithintheCouncilandits

environsandstrivetoworkinpartnershipthroughconsultationwithandinvolvementoftheserepresentativesindecisionswemake.

• AchieveconsistencyintheCouncil’sapproachtoequalityinthedeliveryofourservices.• EncourageraceequalityasathemewithintheCouncil’sprocurementactivity.• EnsurethatactionistakentoidentifygroupswhohavespecificneedsinrelationtotheCouncil’sservices.• ActpromptlyandappropriatelyifwereceiveanycomplaintsaboutthewayweprovideServicesby

ensuring that complaints are dealt with sensitively and fairly .• Ensurethatallemployeesunderstandwhatequalityinserviceprovisionmeans.• Ensurethatequalityconsiderationsareaddressedwithinallfundamentalperformancereviewsandservice

audits .• Monitortheprovisionofservicesagainstperformanceindicators.• Ensurethatcontractors,suppliers,volunteersandpartnersareawareoftheCouncil’spositiononequality.

andareclearontheirobligationtoprovideservicesthatareinlinewiththatposition.

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Functions covered by the Race Equality Scheme

Transport Services

• ConcessionaryTravelPasses • Dial-A-Rideservice• Shopmobilityservice

Licensing Services

• TaxisandPrivateHireVehicles • GeneralLicensing(e.g.PublicEntertainment,CinemaandTheatreLicensing,Premises&PersonalLicensing,Small Lotteries, Amusements with Prizes, Dangerous Wild Animals, etc .)

Elections

• Electoralregistration • Conductofelections/referendummanagement

Environmental Services

• Thecollectionofrecyclingofdomesticwaste

• Cleaningofstreetsandpublicplaces• EnvironmentalHealthservices• CommunitySafety• Landscapemaintenance• Removalofabandonedvehicles.• MaintenanceoftheBorough’slandscape

e .g . mowing hedge cutting etc

• Monitoratmosphericpollutionandnoisefromnon-domestic premises and investigate complaints

• Arangeofpublicprotectionactivities,e.g.safetyof premises such as petrol stations, entertainment centres and shops

• Provisionofrecyclingcentresatlocalsupermarketsetc

• CemeteriesandCrematorium

Planning Services

• Prepareallstatutoryplansregardinglanduse and development

• Advicetodeveloperstohelpensuredevelopmentstakeplace

• Scrutiniseandapproveplanningapplicationsandbuildingregulations

• Investigatecontraventionsofplanningapprovalsandbuildingregulationsandtakeappropriateaction

Central Services

• FinancialManagement• AuditServices• PolicyDevelopment• LegalServices

• Communications• DemocraticegNeighbourhoodGroups• InformationTechnology• HumanResources• AssetManagement

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Business

• EconomicDevelopment• RedditchMarket

Cultural and Recreational Services

• Arts,music,theatre• Sports&leisurefacilities,• Libraryservices–includingmobilelibraries• Museumsandheritageservices

• Communitycentres• Grantaidtolocalvoluntarygroups• Manageparksandopenspaces–woodlandand

allotments

Housing Services

• SupportandmanagementofCouncilowned homes

• HousingmaintenanceofCouncilownedhome

• HousingAdvice• Housingapplicationsfromhomeless

people• Managinghomelesshostels

• Grantsfordisabledadaptationstohomes• Shelteredhousing• Toidentifyandmeetthecurrentandfuturehousing

needs of local citizens• Propertymanagement

Community Services

• Lifelineemergencyalarmsystem • CommunityWardens

Revenues and Benefits Services

• CollectionofCouncilTax• CollectionofBusinessRates• Collectionofotherrevenues

• Housingbenefitclaims• CouncilTaxbenefitclaims• Preventingfraudanderrorinbenefitsclaims

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Race Equality in Employment The Council employs over 1,200 people (657 full-time equivalents).

The Council is committed to ensuring that we provide equality of opportunity to everyone in all employment relatedissues.Theaimistoensurewedonotdiscriminateagainstjobapplicantsoremployeesforanyreason.RedditchBoroughCouncilwillthereforeapplyemploymentpolicieswhicharefair,equitableandconsistentwiththeskillsandabilitiesrequiredofitsemployees.ThePolicywillhelptoensurethatRedditchBoroughCouncilachievesitsobjectivethatalljobapplicantsandemployeesareaccordedequalopportunityforrecruitment,trainingandpromotion,andequaltermsandconditionsofemploymentforjobsofequalvalue.

AllappointmentsandpromotionstoCouncilpostswillbebasedonanobjectiveassessmentoftheskillsandabilitiesneededtoperformtherequiredjobs.Wewilltakeallmeasurespossibletomakereasonableadjustments,whereappropriate,inordertoprovideemploymenttoapplicantswhomeettherequirementsforthepostandprovetobethebestcandidateforthejob.

The Council has responded positively to the legislation relating to equalities in employment, including the Race RelationsAmendmentAct,DisabilityDiscriminationAct,SexDiscriminationAct,EqualPayActandCodesofPracticeonSexualOrientation,ReligionandBelief.

The Council employs slightly more men than women, in line with national trends for district councils . A high proportionoftheworkforceisinthelowergrades,withasmallerproportionofwomeninhigherearningroles.However, the Council remains top quartile in its employment of women at senior levels .

Approximately6%ofemployeesareofblackorminorityethnicity(BME).Althoughthisisinlinewiththelocalpopulationprofile,itisaffectedbytheethnicityprofileoftheBirminghamconurbation,whichhasahigherproportionofblackandminorityethnicworkers.TheCouncilshouldthereforenotbecomplacentaboutperformanceoritsabilitytoattractlocalBMEworkers.

Only1%ofCouncilstaffhavedeclaredthattheyaredisabled.Thisfallswellbelowtheproportionofthelocalworkingpopulation(over12%).

TheageprofileoftheCouncil’sworkforceisoutofsyncwiththelocalorregionalpopulations.Incommonwithmostlocalauthorities,theprofileisofanolderworkforce,althoughRedditchBoroughCouncildoeshavebetterrepresentationofstaffintheir30sand40sthanmanyotherCouncils.Ofthoseagedunder20,ahighproportionare in casual employment .

MorethanhalfofthewomenemployedbytheCouncilworkeitherparttimeorjobshare.

We will:• Ensurethatallemployeesreceivefairandequaltreatmentregardlessofwhethertheyareparttime,full time, permanent, seasonal or on fixed term contracts .• Ensurethatpromotion,trainingoranyotherbenefitwillbeonthebasisofaptitudeandabilityandin accordancewithbusinessneedsandobjectives.• Encourageandhelpallemployeestoreachtheirfullpotential,withintheresourcesavailabletous.• Treatouremployeesfairlyinrelationtotransfers,redundancyandtheoperationofthegrievanceand disciplinary procedures .• Ensurethattheworkplaceisfreefromdiscriminationandharassmentandactpromptlyonanycomplaints of discrimination or harassment in an appropriate manner .• Ensureemployeesreceiveequaltermsandconditionsforjobsofequalvaluethroughcommitmenttoa revisedjobevaluationscheme.• Whereverpossiblemakereasonableadjustmentsandretaininsuitableemployment,employeeswho becomedisabledorwhosepersonalcircumstanceschange.• Ensurethatallemployeesareawareoftheirpersonalresponsibilitytofollowandsupporttheequalitypolicy.

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• LocalDevelopmentFramework

• MoneyLaundering

• MediaRelationsPolicy

• NorthWorcestershireCare&RepairAgency

• OccupationalHealthPolicy

• OfficeAccommodationStrategy

• OfficialCodeofConduct

• OlderPersonsStrategy

• ParkingPolicy

• PaternityPolicy

• PayPolicy/JEScheme

• PerformanceReview

• PlanningEnforcementPolicy

• Post-entryTraining

• PrivateSectorHousingStrategy

• PrivateSectorRenewalStrategy

• ProcurementStrategy

• ProsecutionPolicy(Benefits)

• RecruitmentPolicy

• RedditchCommunitySafetyStrategy

• RedditchCommunityStrategy

• RepairsPolicy

• ShelteredHousingStrategy

• SicknessAbsencePolicy

• SportsStrategy

• StreetCollections

• SupportingPeopleChargingPolicy

• TenantParticipationStrategy

• Termination

• TrainingPolicy

• TransferPolicy

• WarmthStrategy

• WasteStrategy

• WebsiteStrategy

• WhistleblowingPolicy

• WorcestershireChildren&YoungPeople’sStrategy

• WorcestershireCulturalStrategy(adoptedbyRBC)

• WorcestershireSupportingPeopleStrategy2006- 2010

• Write-OffPolicy

• JointMunicipalWasteStrategy(coversallHereford&WorcsCouncils)

• RedeploymentPolicy

• RedundancyPolicy

• Retirementpolicy

• SalaryProtection

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Achievements since our first Race Equality Scheme.

• SupportingthedevelopmentoftheMultiEthnicCommunityAssociationwithsharedpremisesandstaffing.

• Undertakingacomprehensivereviewofequalitiesandemployment.

• Rollingoutofequalitiestrainingformanagersandstaff.

• ActiveparticipationwiththeWestMidlandsProcurementForumtoensureRaceEqualityisaddressedwithinProcurement activity .

• SupportingtheestablishmentofthePartnersandCommunitiesTogethersessionsforBMEcommunities.

• Equalitiesimplicationsarenowtakenintoaccountforcommitteedecisionsthroughassessingsocialinclusion factors .

• Establishingasystemtorecordandrespondtoharassmentonracialgrounds.

• JointworkingwiththeWorcestershireRacialEqualitycouncil.

• SpecificconsultationexercisestoestablishgeneralhousingneedandcaringneedsforpeoplewithinBMEcommunities .

• Provisionofinterpretationandtranslationservicesthrough‘EthnicAccessLinkandLanguageLine.

• SupportingtheCommunityFunDayorganisiedbytheDescendantsofWindrushtomarkJamaicanindependence day .

• InitialImpactAssessmentsundertakeninserviceteams.

• Developandmonitorameaningfulselectionofraceequalityperformanceindicators.

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Staff TrainingEffectivestafftrainingisvitaltoenabletheCounciltocomplywithboththegeneralandspecificraceequalityduties.FullyembracingraceanddiversitywithintheCouncil’strainingprogrammeswillalsoincreasethedegree to which staff feel valued and engaged with the community they serve . This should in turn result in higher levels of confidence, motivation and performance .

Arrangementsforallstafftraininganditscontentwill,wheneverrelevant,reflecttheCouncil’sdutiesto:

• Eliminateunlawfulracialdiscrimination;

• Promoteequalityofopportunity;and

• Promotegoodrelationsbetweenpeopleofdifferentracialgroups.

Theoutcomesandemployeeresponsestotrainingwillbemeasuredandapplicationsandattendanceoncourseswillbemonitoredforethnicorigin.

A specific programme of race and diversity training will complement the Council’s general training programmes.Theaimsofthisprogrammewillbeto:

• Provideagreaterunderstandingofwhatequalopportunitiesmeansanditsimpactonindividualrightsand responsibilitiesatwork;

• DevelopanawarenessoftheCouncil’sdutytoensureequalityofopportunityforemployeesandin providingservicestolocalpeople;

• Beclearaboutthemeaningofdiscriminationandhowunacceptablelanguageandbehaviourcanhave adirectimpactofworkingrelationshipsandtheworkplaceenvironment;

• Findoutmoreaboutthelawinrelationtoequalityanditsimpactonemployersandindividualmembersof staff;

• ConsiderRedditchBoroughCouncil’spolicyandpracticeonequalityissues;and

• IdentifyhowthelessonsoftrainingcanbereflectedintheworktheydofortheCouncilandtheservicesit provides for the local community .

For2006-09,trainingwillconcentrateon‘RaceEqualityandCommunityCohesionAwareness’andaprogrammeisbeingdiscussedwiththeWorcestershireRacialEqualityCouncil.Theprogrammewillincludereference to the Racial Equality Scheme requirement that all staff should have a general understanding . More detailedtrainingforthosestaffinvolvedinimplementingtheactionplanwillbeincluded.

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Demographic information

“The aim, ultimately, should be to establish a reliable and extensive database of information on all equality factors, such as age, religion or belief, sex, disability, sexual orientation and racial group, so that you can look at the possible implications of a policy for, say, young women from a particular racial group, or people with different types of disability who need to observe certain religious customs.”

[Commission for Racial Equality (2004), “How to Do a Race Equality Impact Assessment]

Ethnic Group - Resident population (percentage)

Percentage of resident population in ethnic groups: Redditch England

White 94 .8 90 .9 of which White Irish 1 .1 1 .3Mixed 1 .3 1 .3Asian or Asian British 2 .7 4 .6 Indian 0 .4 2 .1Pakistani 1 .9 1 .4 Bangladeshi 0 .2 0 .6OtherAsian 0 .1 0 .5BlackorBlackBritish 0 .8 2 .1Caribbean 0 .7 1 .1 African 0 .1 1 .0OtherBlack 0 .1 0 .2ChineseorOtherEthnicGroup 0 .3 0 .9

Source:2001Census,ONS

Religion - Resident population (percentage)

Redditch England and Wales

Christian 75 .0 71 .8Buddhist 0 .1 0 .3Hindu 0 .2 1 .1Jewish 0 .1 0 .5Muslim 2 .4 3 .0Sikh 0 .2 0 .6Otherreligions 0 .2 0 .3No religion 14 .5 14 .8Religion not stated 7 .3 7 .7

Source:2001Census,ONS

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MONITORINGTheCouncilhasastatutoryobligationtoprovideinformationaboutprovisionanduseofitsservices.Monitoringarrangements exist to monitor the provision of service against specific performance indicators . The use and impactofserviceswillbemonitoredto:

• Improveservicetakeup• Identifygapsinservices• Bettertargetresourcestomeetneeds• Feedequalitydataanalysisintothedirectorateserviceplanningprocess• Demonstratecontinuousimprovement• Withinemployment,theCouncilwillmonitorthefollowingareastoensureequalityinopportunity: • Training(requestsandthosewhohavereceived) • Promotion • Leavers • Jobapplicants • Workforceprofiles

Monitoring our policies for any adverse impact on the promotion of race equality

Usingethnicmonitoringdataweareimprovingourabilitytoassessgapsintheexperienceofdifferentracialgroupse.g.throughworkforcedata,staffsurveydataandmonitoringofserviceuserse.g.inhousing,mentalhealth, educational attainment and young people’s services . Every service unit is required to produceannuallyaservicedeliveryplanwhichincludesequalitiesactionsbasedondataandconsultationresults.

Publishing the results of such assessments and consultations

ItistheintentionthatformalreportsarepubliclyavailableontheCouncilwebsiteandalongwithinformationaboutourequalitiespolicies.Werecognisetheimportanceoffeedingbacktoconsulteesandofcommunicating outcomes in order that communities understand how we have arrived at our decisions . We recognisethatfurtherworkisneedede.gthroughthecouncilwebsiteinordertosharetheresultsofourimpactassessmentsandmakethemeasilyaccessibletointerestedparties.

Ensuring public access to information and services we provide

OurequalitiesactionplansshowhowteamsaremakingservicesandinformationavailabletothepublicthroughongoingimplementationoftheprincipleswithintheCommunicationsStrategy.Thewebsiteisakeymeans of achieving access to the Council’s equalities information . The various translating and interpreting servicesensureaccesstoservicesforserviceuserswhosefirstlanguageisnotEnglishandaresubsidisedbythe Council .

COMPLAINTS

IfamemberofthegeneralpublicfeelsthattheCouncilisinbreachofitscommitmenttoequalitiestheymaymakeacomplaintusingtheCouncil’sComplaintsProcedures

Town HallWalter Stranz square

RedditchWorcestershire

B98 8AH

within15workingdaysoftheallegedbreach.

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Redditch in ContextRedditchisadiverseBoroughthatbenefitseconomicallyandculturallyfromthemixofcommunitiesthatliveintheBorough.ThisisafactthatwecelebrateasatownCouncilandweneedtoensurethattheCouncildeliverstoallcommunities,particularlyBlackandMinorityEthniccommunitieswhohaveoftenbeenexcludedand discriminated against in the life of the town .

The Borough is a relatively compact area (5,435 hectares) in North Worcestershire developed as a new town between1964and1985,RedditchattractedsignificantnumbersofnewresidentsandbusinessesduetoitscloseproximitytotheBirminghamconurbationandgoodtransportlinks.Mostofthe79,000populationlivein the town of Redditch, which covers around half of the geographic area of the Borough . The rural area includesthemoretraditionalsettlementsofAstwoodBankandFeckenham,andmuchofthisisgreenbelt.

Redditch has an unusual population profile, having a comparatively high proportion of children and young people;20.6percentcomparedwith19.5percentnationally,andalowerpercentageofpeopleovertheageof65;12.7percentcomparedwith16percentnationally.Only7.3percentarefromblackandminorityethniccommunitiescomparedwith13.9percentregionallyand13percentnationally.Redditchisrankedas146th most deprived of 354 English districts . However, there is wide variation across the district and 23 per cent ofthepopulationliveinthemostdeprivedelectorialwards.Levelsofunemploymentarebelowbothregionaland national averages, as are average earnings .

DevelopmentofRedditchasanewtownwasbaseduponsegregatedlanduses.Thishasresultedindistinctcommunitiesfocusedarounddistrictcentres,alargecountryparkrunningthroughthetown,andlargeamounts of other open space with several million trees on Council land . The road system segregates footways andincludes94underpasses.Thereisalargepurposebuiltindoorshoppingcentrewhichdominatesthetowncentreandisverysuccessful,butlocalshopsandfacilitiesinthedistrictcentrescanstrivetosupportthecommunity .

Therearegoodroadlinksaroundthetownwithfreeflowingtrafficandlittlecongestion.Thisencouragesadependenceonthecarandtwo-carownershipishigherthanthenationalaverage.Carparkingisanissueonestatesbecauseoftheirdesign.Theroad,footpathandunderpasssystemcontributestothefearofcrimeand highlights litter and maintenance issues .

TheCouncilhasanaboveaveragenumberofCouncilhouseswith19.3percentofthepopulationlivinginCouncil owned housing . Whilst average house prices are lower than the regional and national averages, affordablehousingisarecognisedneedastheCouncilhasover1,700peopleonitshousingwaitinglist.

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Action Areas 2006 -2009

• Improvemonitoringofjobapplicants,workexperienceplacementsandexistingworkforceincludingturnoverrates .

• Reviewaspectsof the recruitmentprocess toensure thatacross sectionof thecommunity isawareofemployment opportunities with the Council . Develop a range of application forms including those more accessible.

• Implementarobuststructuretorespondtoharassmentwithinthecommunity.

• Workalongsideourpartnerstoensureavarietyofrecreationopportunitiesforthediversecommunity.

• Ensurethataccesstoinformationisavailableincludingarelevantandproportionateinterpretationservice.

• CarryoutfullimpactassessmentsontheCouncil’spoliciesandfunctions.

• Support the community in promoting local and national awareness including celebrating Black HistoryMonth

• Providearangeoftrainingopportunitiesinraceequalityissues.

• Undertakeregularconsultationwithblackandminorityethnicgroups.

• ProducearangeoflocalinformationforthosemovingintotheBorough.

• Undertake regularmonitoring toensure thatgoodpractice isadopted in theemployment,welfareandhealth of residents migrating to Redditch .

• Workcloselywithourpartnerstoensureraceequality.

• Developandmonitorameaningfulselectionofraceequalityperformanceindicators.

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Foreword by Chris Smith - Borough Director

Welcome to Redditch Borough Council’s second Race Equality Scheme.

TheBoroughhasenjoyedgoodcommunityrelationsoverseveraldecades.AkeypartoftheCouncil’sroleistohelplocalpeoplecelebratediversity;championfairtreatmentandrespectforhumandignity;andtofostergoodcommunityrelationsineveryneighbourhoodandeveryfieldofactivity.

Strong,sustainableandharmoniouscommunitiesareanessentialpartofimprovingthelocaleconomy,environmentandqualityoflifeforalltheBorough’sresidentsandbusinesses.Withoutthem,wecouldnottakepride in Redditch .

The Council’s approach to promoting racial equality has grown out of this determination to foster and maintain sustainablecommunitiesastheareagrowsandchanges.Itispartofanapproachtocommunitycohesionthatseekstoaddressdisadvantageaffectinganumberofneighbourhoodsandgroups-sothatnosectionofthe community is disadvantaged .

For us, promoting racial equality is much more than a legal and moral duty - it is one of the core values that underpinthewholeapproachtopubliclifethroughtheCouncil’srolesincommunityleadership,employmentand service delivery .

Directracialdiscriminationhasbeenoutlawedsincethe1976RaceRelationsAct.Thisschemetakesthisfurtherandlookstoactivelypreventorganisations,groupsandindividualsfrombehavinginawaythatindirectly causes discrimination .

TheRaceEqualitySchemerepresentstheframeworkbywhichtheCouncilanditspartnersimplementandmonitor our duty towards the Race Relations (Amendment) Act 2000 .

I would encourage everyone to read this scheme . It will :

• tellyouhowRedditchBoroughCouncilisimplementingtheRaceRelations(Amendment)Actduties.

• setoutwhatourobligationsareaspolicymakersandserviceproviders.

• setoutourobligationsasemployers.

• giveyouanideahowRedditchBoroughCouncilisapproachingthedutytopromoteraceequality

• helpprovideyouwitharoutetocommentingonRedditchBoroughCouncil'spolicies,services,etc.

• tellyouhowtocomplainifyouthinkwearenotcomplyingwiththeRaceRelations(Amendment)Act.

• layoutourcommitmenttoconsultation,whichiscentraltothesuccessfuloperationoftheraceequality scheme .

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Redditch Borough CouncilTown HallWalter Stranz squareRedditchWorcestershireB98 8AHTel: 01527 64252Fax: 01527 65216

If you need help understanding this document in your own language, please contact Ethnic Access Link on 01905 25121

Copies of the scheme can be made available on request

• Inlargeprint

• Onaudiocassette

• InBraille