Vale of Glamorgan Council Draft Corporate Equality Plan

Vale of Glamorgan Council

Draft Corporate Equality Plan

Contents Page

number 1 The Council 32 The Council’s Equality and Diversity Statements 4 2.1 Aims of this plan 2.2 Responsibility 4 2.3 Statements on Specific Equality Groups 5

3 The Statutory Equality Framework 7 3.1 General Duties 8 3.2 Specific Duties 9

4 The Equality Standard and the Corporate Equality Plan 95 The Council’s Equality Aims 106 The Council’s Equality Objectives 11 6.1 How will we achieve these? 11

7 The Council’s Equality Achievements so far 13 7.1 The Equality Standard (Internal) 15

8 Timetable and Monitoring of this Document 15 8.1 Equality Impact Assessments 16 8.2 Non-compliance 16

Action Plan 17

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1. The Council The Vale of Glamorgan Council was established in 1996 following Local Government reorganisation and covers 33,097 hectares with 53 kilometres of coastline including 19 kilometres of Heritage coast. The Vale consists of both urban centres and rural communities, and a diverse population. Based on the 2001 census, the latest population estimate for the Vale is 122,932 (2005 mid-year estimate). It is expected to remain stable for the next ten years. However, the number of households will grow as average household size reduces. The age profile of the Vale’s population is also expected to change; the number of children (age 0-15) is forecast to drop from 25,247 in 2006 to 21,926 in 2016 whilst the number of people aged 65+ will increase from 21,338 in 2006 to 26,124 in 2016. The Council’s black and ethnic minority population is 2.2% with three wards being the most highly populated at 2.5%. The Council is committed to improving dialog with black and minority ethnic residents to explore views on Council services, any specific needs and experiences of racism or inclusion within their local area. The Council aims to promote good relations between people from all ethnic groups living in the Vale with a view to building a cohesive community where everyone ‘has their say’ on local issues. The community is currently predominantly Christian (73% - 2001 census), with only 1% describing themselves as belonging to a different religion. The number of Welsh speakers in the 2001 census for the Vale of Glamorgan was 8.8% and almost 20% of the population had some knowledge of the Welsh language. Disabled people (living with a long term illness) account for 19% of the Vale of Glamorgan’s population, and 17% of the Vale’s working population. The Council recognises that disabled people may have specific access requirements when accessing employment opportunities and services and aims to ensure that these requirements are identified and met. The Council is aware of the importance of embracing equality and diversity across the Vale to ensure a healthy and vibrant community embracing the whole of the Vale’s population. The Council is committed to tackling discrimination in all of its forms, including race, religion, belief, gender, language, disability, age, sexual orientation and transgender status. The Council is also aware that there is potential for people to experience multiple disadvantages caused by discrimination on more than one ground. In order to address this the Corporate Equality Plan has linked together issues and actions from all its equality policies to develop an inclusive action plan.

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2. The Council’s Equality and Diversity Statements Equality and Diversity are commonly used terms, in order to clarify these terms as part of the Vale of Glamorgan Council’s Corporate Equality Plan the following definitions are used:

“Equality (or equal opportunities) is about treating people according to their needs to ensure equality of opportunity and equality of outcome”

Diversity is based on the concept of recognition of differences: recognising that everyone is different, and respecting those differences. This principle relates to both the employment and service delivery roles of the authority. The Council’s Equal Opportunities Policy outlines this commitment:

“The Council is committed to promoting equality of opportunity and providing equal access to its employment opportunities, services and facilities for everyone within the community. It will do so by enabling people to access their rights and to be treated fairly and with respect.”

The Council’s Corporate Plan 2006-2010 states that one of the Core Values of the Council is fairness. This means that the Council is committed to ensuring:

“That everyone in the Vale is able to obtain fair and equal access to services and receives equitable and consistent treatment in their dealings with the Council.”

2.1 Aims of this plan: In working towards these commitments the Council aims to:

• Identify and remove any discriminatory practices in employment or service delivery

• Address the under-representation of minority groups within the workplace • Ensure that service provision takes account of the diverse needs of the

community • Strengthen good relations between people • Promote and protect human rights

2.2 Responsibility The responsibility of ensuring that equality policies and procedures are observed is shared between:

• Employees – through their work and relationships with customers, colleagues and partners.

• Managers – through their methods of managing people, performance and partnerships.

• Chief Officers – through their leadership, development and performance management of Council policy and strategy.

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• Councillors – through their roles in the community, decision making and leadership

• Partners, contractors and voluntary groups – through complying with their equality responsibilities and ensuring good equality practice.

• The Equalities Section- through providing policy, information, advice and guidance and ensuring policy is implemented.

• The Equality Consultative Forum – to provide feedback as a consultative forum of representative stakeholders on the Council’s progress with its equality aims and objectives.

2.3 Statements on specific equality groups The Council understands that to achieve equality of outcome different approaches and methods will be required. We recognise that people’s needs and requirements can differ substantially, and we aim to be flexible and responsive to these differences in order to ensure equality of treatment and opportunity. To clarify this, the Council commits to the following responsibilities to different equality groups. It is important to note that these responsibilities are not comprehensive or exhaustive, and as a Council we recognise that some people can suffer from discrimination in areas other than the groups listed below. As a Council we are committed to tackling discrimination and inequality in all of its forms. Race

The Vale of Glamorgan Council is firmly committed to opposing and tackling discrimination on the basis of race, colour, ethnicity or nationality, and committed to promoting race equality. The Council has developed a Race Equality Scheme that outlines the steps the Council will take to work towards promoting race equality including policy assessment and monitoring procedures. The Council understands the concept of institutional racism and will work to ensure that it does not exist within its employment of service practices. Gypsies and Travellers The Council recognises that there can be tensions between Gypsies and Irish Travellers and the rest of the local community. Gypsies and Irish Travellers can suffer considerable discrimination, harassment and even violence. The Council is committed to ensuring that its relevant policies identify the needs of Gypsies and Travellers and identifying any tensions and conflicts to promote good relations between ethnic groups. Gypsies and Irish Travellers are recognised ethnic groups for the purposes of the Race Relations Act, identified as having a shared culture, language and beliefs.

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Disability The Vale of Glamorgan Council is opposed to any discrimination on the grounds of disability. The Council has adopted the social model of disability, which defines disability as:

The disadvantage or restriction of activity caused by a contemporary social organisation which takes little or no account of people who have impairments and thus excludes them from the mainstream of society.”

The British Council of Organisations of Disabled People (BCODP). Therefore, The Council recognises that disability is not an inevitable consequence of physical impairment, but arises as a consequence of restrictive social organisation. In line with this model, the Council has recently drafted a Disability Equality Scheme to promote disability equality. As a Council we are committed to removing barriers wherever they occur, in relation to both employment and access to services, in order to ensure equality. Religious and Other Beliefs

The Council respects the right of the individual to practice their religion without fear of harassment, degradation, intimidation or violence. The Council will not tolerate unlawful discrimination on the grounds of religious or other beliefs. The Council will endeavour to ensure that our employment and service delivery practices will not in any way adversely affect people on the grounds of their religion or belief. Gender The Vale of Glamorgan Council is committed to providing equality of access to employment, equal pay and work-life balance for both men and women working for the Council as well as improvement to services that take into account the different needs of men and women. The Council has developed a Gender Equality Scheme which identifies key priorities and actions for promoting gender equality. Welsh Language The Council has developed a Welsh Language Scheme that outlines our commitment to treating Welsh and English on the basis of equality in the provision of services and providing language choice in the areas identified. The Welsh Language Scheme prioritises key areas for improvement based on public consultation outcomes. Gender Reassignment The Vale of Glamorgan Council is aware that transgender people are another often-unidentified group who can suffer from discrimination. The Council is firmly committed to tackling such discrimination and to ensuring a safe and supportive environment for transgender people in the community and at work. Age The Vale of Glamorgan Council is committed to providing equality of opportunity on the grounds of age in its employment practices. We recognise that age discrimination

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can affect both the younger and older members of our community. The Council will not provide restrictions on the grounds of age to its services except where appropriate e.g. older people and children services. The Council is a key member of a cross-boundary forum involving health authorities and the voluntary sector. (Older People’s Strategy Forum) The role of the forum is to implement the Strategy for Older People which was introduced by the Wales Assembly Government in 2003. The key elements of the strategy are based on the UN Principles for Older Persons and recognise that people aged 50 and over are a valuable asset within their communities and that asset must be harnessed and developed. Lesbian, Gay and Bisexual people The Vale of Glamorgan Council is aware that lesbian, gay and bisexual people may experience discrimination harassment and prejudice relating to their sexual orientation. This can result in people being reluctant to identify issues relating to sexual orientation in consultation activities and their needs being less likely to be considered. The Council strives to ensure equal opportunity in employment and service delivery to lesbian, gay and bisexual people and will not tolerate discrimination or harassment on these grounds. The Council respects and recognises the rights of people in a Civil Partnership in its policies and practices.

People with Family and Caring Responsibilities

The Vale of Glamorgan Council is aware that its employees have commitments and responsibilities outside of their working life. The Council is in the process of reviewing a variety of options to assist its employees balance their work and other commitments. Trade Union Membership The Council supports the right of every employee to belong to a trade union and the right to participate in trade union activity without any resulting discrimination. 3. The Statutory Equality Framework Equality legislation in the UK consists of a number of different statutes, including:

• The Equalities Act (2006) • Equal Pay Act (1970), • Sex Discrimination Act (1975) • Race Relations Act (1976), Race Relations (Amendment) Act (2000),

Regulations (2003) • Human Rights Act (1998) • Disability Discrimination Act (1995), Disability Discrimination Act 2005 • Protection from Harassment Act 1997 • Sex Discrimination (Gender reassignment) Regulations 1999, The Gender

Recognition Act 2004 • The Employment Equality (Religion or Belief) Regulations 2003 • The Employment Equality (Sexual Orientation) Regulations 2003

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• The Employment Equality (Age) Regulations 2006 • Welsh Language Act (1993).

Additionally, the Government of Wales Act (s120) puts an obligation on the National Assembly of Wales Government, and therefore local authorities in Wales, to pay due regard to equality of opportunity for all people when administering it functions. Three European objectives1 have resulted in further UK equalities legislation to protect people from discrimination on the grounds of sexual orientation, religion, belief (including lack of religion or belief) and age. This legislation is due to be extended under the Equalities Act (2006) to include the prohibition of discrimination on the grounds of religion/belief to cover goods, facilities and services, education, the use and disposal of premises and the exercise of public functions. This Act will also establish a Commission for Equality and Human Rights from October 2007 to look at all equalities issues collectively. The Council’s equality policies state that it does not tolerate discrimination on the above grounds as well as specifically committing to promoting equal access to services for all groups of the community. The authority will take ‘reasonable steps to afford access to resources by treating individual services users according to their needs.’ In response to the new disability duty a Disability Equality Scheme has been developed and involves consultation with local disabled people. This scheme is available on the Council’s website and from the Equalities Section. The Council has also developed a Gender Scheme (to be agreed). The Council recognises that some people may experience multiple discrimination, i.e. residents who could potentially be discriminated against because of their race, religion, gender, language, disability, age, sexual orientation and transgender status and that our legal and moral responsibilities towards them under the above Acts overlap. 3.1 General Duties Legislation relating to each equality strand sets out the General Duties for each area. Below are brief summaries of the General Duties in place for Race, Gender and Disability. Race The General Duty for race is set out in the Race Relations (Amendment) Act 2000. It requires a listed public authority to, ‘in carrying out its functions, have due regard to the need to:

• Eliminate unlawful discrimination • Promote equality of opportunity and good relations between persons of

different racial groups.

1 The Equal Treatment Directive (1975), The Race Directive (2000) and The Employment Directive (2000)

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Gender The General Duty for gender is set out in the Equalities Act 2006, and comes in to force in April 2007. It states that public authorities will need to have due regard to the need to:

• Eliminate unlawful discrimination and harassment • Promote equality of opportunity between men and women

Disability The General Duty for disability is set out in the Disability Discrimination Act 2005. This states that the basic requirement for a public authority when carrying out their functions is to have due regard to the following:

• Promote equality of opportunity between disabled people and other people.

• Eliminate discrimination that is unlawful under the Disability Discrimination Act.

• Eliminate harassment of disabled people that is related to their disability • Promote positive attitudes towards disabled people. • Encourage participation by disabled people in public life. • Take steps to meet disabled people’s needs, even if this requires more

favourable treatment. ‘Due regard’ means that authorities should give due weight to the need to promote disability equality in proportion to its relevance. The Equalities Act has established a Commission for Equalities and Human Rights which will be the regulatory body on all equalities issues. A future requirement is likely to be the development of a single equalities plan bringing together race, gender and disability along with further regulations on equality on the grounds of sexual orientation and religious belief. 3.2 Specific Duties Along with the General Duties, each of the above legislative acts also sets out certain specific duties that the Council must meet. These cover the Council’s obligations in assessment and consultation on the likely affect on the equality strand of new procedure and policy, the publishing of any results of such assessments and public access to these results, and provisions for employee training to ensure employees are aware and able to meet with their duties. 4. The Equality Standard and the Corporate Equality Plan The Equality Standard for local government in Wales has been introduced to provide a common approach for dealing with equality for race, Welsh language, gender and disability. The standard provides a systematic framework for the mainstreaming of equalities in terms of race, gender and disability and Welsh language and it was launched in Wales in 2002. In January 2005 the Council formally adopted the Equality Standard as a tool for measuring and improving performance. This Corporate Equality Plan (CEP) links all of the Council’s equality aims and objectives. The standard also

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allows direct comparison against other authorities in Wales and in England. The CEP outlines the Council’s equality commitments and turns the Council’s equality policies into practical objectives and actions. The Council has reviewed its Welsh Language Scheme, Race Equality Scheme, has produced a Disability Equality Scheme (available on the Council’s website) and has produced a draft Gender Equality Scheme. All of these documents have been consolidated within the CEP action plan. In addition, the Equal Opportunities Policy can be found on the Council’s website. A working group (Corporate Equalities Working Group) has been formed to bring together the monitoring of equality action plans and the sharing of good practice. This group comprises senior key officers as well as the Cabinet member for Human Resources and Equalities. The following sections identify the overall objectives of the Council and how they will be achieved. The attached plan covers a three-year period in line with the other equality schemes. The Council has committed itself in the Corporate Plan 2006-2010 to achieving Level five of the standard by 2010. This Corporate Equality Plan applies to all Members, employees (part-time, full-time, permanent or temporary), casual workers, contract workers, prospective employees, others acting on behalf of the Vale of Glamorgan Council and all users of the Vale of Glamorgan Council’s services. 5. The Council’s Equality Aims As a major employer and service provider the Council needs to have clear aims on equality issues that relate to our vision: ‘Our vision for the Vale is a place that is safe, clean and attractive, where individuals and communities have opportunities to improve their health, prosperity and well-being and where there is a strong sense of community in which local groups and individuals have the capacity and incentive to make an effective contribution to the future of the area’ Therefore the Council is committed to achieving equality of opportunity and access to services for all. Underneath this vision the Council has a number of key priorities:

• Community leadership: to work with partners from the voluntary, public, private and other sectors to deliver a shared vision for the future of the Vale and to ensure a co-ordinated approach to realising that vision. This involves working with partners representing the minority groups of society.

• Lifelong learning: to provide high quality, accessible learning opportunities that meet the needs of learners of all ages and to develop and promote a culture of lifelong learning for all.

• Community well-being: to make the Vale a safe, healthy and enjoyable place in which individuals, children and families from all backgrounds can live happy and fulfilled lives.

• Environment: to achieve a clean and green environment through the promotion and use of sustainable practices and by making the best use of current and future resources.

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• Regeneration: to encourage the development of a diversified and sustainable community and to work in partnership with others to promote regeneration and economic development.

• Corporate resources: to manage the Council’s workforce, money and assets efficiently and effectively in order to provide an equal service to all.

In terms of equality, the Council’s objectives are:

Aims Action to be taken To produce clear equality policies for each equality area

Equality Schemes: Gender, Disability, Race, Welsh Language.

To provide motivation for staff, Councillors and the local community to support equality initiatives

Equality Schemes, training, identifying business benefits, Older People’s strategy

To provide clear direction for equality initiatives

Action plans of each equality scheme and the CEP, incorporation into Service Plans, Vale Equality Scheme, Older People’s strategy

To ensure leadership and accountability for equality initiatives

Produce hierarchy of accountability, clearly naming responsible persons in equality schemes and action plans

To provide clear guidelines to tackle discrimination

Guidelines for intervention/disciplinary action/ Older People’s strategy

To meet the General Duties for all areas, including race, gender and disability

Develop Race, gender and disability equality schemes, incorporate these into CEP and CEP action plan.

6. The Council’s Equality Objectives In order to meet these aims the Council has decided to work towards the following four equality objectives that are based on the four themes of the Equality Standard. The Council is committed to achieving Level 3 of the Equality Standard by 2007.

Equality Standard theme Equality Objective

Leadership and Corporate Commitment

Objective 1: Development of policies based on outcomes for all members of the community

Consultation and Community Development

Objective 2: A better understanding of customer needs and aspirations through improvement in engagement opportunities with local people by ensuring that consultation involves the whole community

Service Delivery and Customer Care

Objective 3: Improved service planning and delivery ensuring fair access and treatment

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Employment and Training Objective 4: Recruitment and development of a workforce which reflects the community

6.1 How will we achieve these? Objective 1 - Development of policies based on outcomes for all members of the community To achieve this objective we will focus on achieving a culture of challenging discrimination and promoting equality of opportunity and outcome. We will encourage under-represented communities to become involved in the decision-making process via consultation and representation on relevant groups. The Council will ensure that our Members and senior staff are aware of equality as a cross-cutting issue and receive training, information and guidance on equality legislation and good practice. Objective 2 – A better understanding of customer needs and aspirations through improvement in engagement opportunities with local people by ensuring that consultation involves the whole community To achieve this objective we will increase the diversity of our consultative activities and devise an engagement strategy for specific groups. The Council is in the process of identifying an Older People’s champion to ensure that the Older People’s Strategy has a high profile. Objective 3 – Improved service planning and delivery ensuring fair access and treatment We will ensure that we incorporate the findings of our Impact assessments into our planning processes and we will use the new CEWG to share good practice. The Equalities Section will attend relevant training and networking meetings (e.g. WLGA Equalities Officers Network) to share good practice with other organisations. We will aim to mainstream equalities issues into the work of all sections of the Council. Objective 4 - Recruitment and development of a workforce which reflects the community We will make every effort to attract under-represented areas of the community into the workforce. We will ensure that our staff are fully trained in equalities issues and are aware of the culture of the organisation. Appraisal systems and team briefings will be used to reinforce the need to challenge inequality and promote equality. As part of the Older People’s strategy the Council is establishing itself as an Age-Positive employer and is co-ordinating courses at Barry College for older people

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7. The Council’s Equality Achievements so far The table below shows the steps taken so far aligned with each equality objective as outlined above. Objective

Achievement

Corporate Management Team and Cabinet have committed to develop CEP and to work towards 5 levels of the equality standard Equality impact assessment tool for policies developed for race Equality impact assessment tool for policies developed for disability, gender and Welsh Language. Assessments have been carried out. A database will highlight departments who have not carried out assessments on time. Quality Check Panel set up to ensure assessments are completed and provide feedback to officers. Equalities team have developed monitoring guidelines. Computer system tracks departments not submitting data. Involvement in the Older People’s strategy forum and implementation of the strategy Workshops have been held in April 2006 to inform managers of their responsibilities. Each directorate have service plans that reflect the core values and the Corporate Equalities Action Plan. Copies of service plans are on website. Equalities policies cover corporate commitment to equalities covering race, disability, gender, Welsh language, sexual orientation, age, and religious belief. Corporate Equalities Working Group (CEWG) formed to review action plan.

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Workshops held in April and May to engage departments. In CEP process.

HR & E has internal consultation procedure involving Personnel Officers Group, Legal dept. and Chief Officers. External consultation involving Trade Unions before policy goes to cabinet

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Equalities Consultative Forum (ECF), made up of reps for local community from Race Equality First, Police, Welsh Local Government Association, Cardiff Gypsy and Traveller Project and Muslim Welfare Association also reviews policies.

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The Council's consultation strategy provides objectives for Council's corporate consultation activities.

Objective Achievement Each service across the Council has a service plan, monitored by Scrutiny Committees. Equality targets are included in service plans. Departments have been issued guidelines defining categories for monitoring. CEWG provides a forum for the sharing of good practice Welsh Language Scheme sets out arrangements for ensuring language equality. Promotes a culture of bilingualism in services and council identity. Language sensitivity training has been developed and is available to all staff. Disability Access Consultant has been appointed to develop a programme of priorities.

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Council has committed in its Consultation Strategy to reach under-represented groups, in particular those with visual impairments or less reading ability.

Council operates fair recruitment and selection procedures. Disabled candidates are offered automatic interview if they meet essential requirements in person specification. Equalities section monitors recruitment and selection figures, this info is presented to Equalities Consultative Forum for analysis. Advertising initiatives in place to encourage applications from under-represented groups. Include distributing Council's vacancy bulletin to relevant organisations and advertising in specific publications. Job share, part time and home working opportunities are presented. Minicom system for the hard of hearing, number is placed in all adverts. Celebrating Diversity events are held in association with South Wales Police to promote the Council as an employer. Council has a training programme for women to encourage them to take on managerial roles. Flexible-working, career break options, special leave for unseen situations and protection from harassment all available to employees. Training on bullying and harassment available to employees. Job evaluation and pay modelling process ongoing in the interest of equal pay. New employees undergo induction that includes an introduction to the Council’s equalities policies. External trainers are used to run disability equality training and deaf awareness training. Welsh language courses provided and promoted by the Council. All job specifications include Welsh language as at least 'desirable' where there is significant contact with the public.

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OneVale project will have a dedicated Welsh language phone line.

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Within each strategic priority, the Council is committed to setting, monitoring and achieving targets relating to each equality strand. Targets for race, disability, Welsh language, age, gender and sexual orientation will be created and monitored within each strategic priority. Targets will be set for minority groups’ involvement in the community in terms of helping people in to jobs, access and use of local health services, community safety and access to learning facilities. 7.1 Equality Standard (Internal) The Council has developed an internal Equality Standard as support mechanism for service areas to mainstream their equality objectives within the performance management framework and assist with the achievement of the Equality Standard for Local Government. It is anticipated that all service areas will achieve level 1 of the Vale Equality Scheme by April 2008. The Scheme is divided into 6 areas, each with a culture statement, an outline of practice within the service to support the culture statement and targets or performance indicators to measure the service performance. The 6 areas are: • Leadership and Management • Communication • Consultation and Monitoring • Access (buildings/information) • Language • Employment and Training

8. Timetable and Monitoring of this Document The Corporate Equality Plan covers a three-year period. Level 2 of the Standard has been achieved. Level 3 will be achieved following the adoption of this plan. The Vale Equality scheme has been developed to draw together the Council’s equality objectives and to help service areas mainstream their equality objectives within the performance management framework. Below is a table showing when each document relating to equalities will be monitored, and who is responsible for ensuring this occurs. Action Target Date Lead Officer Revision of Race Equality Scheme 2008 Corporate Equality Officer Revision of Welsh Language Scheme 2008 Corporate Equality Officer CEP monitoring Annual Corporate Equality Officer WLS monitoring Annual Corporate Equality Officer RES monitoring Annual Corporate Equality Officer Council's Improvement Plan - progress reports Annual Operational Manager –

Corporate Policy and Communications

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Review Gender Equality Scheme 2008 Corporate Equality Officer Review Disability Equality Scheme 2008 Corporate Equality Officer It is important to note that the actions within he Corporate Equality Plan will be monitored by the CEWG and within service plans. Independent scrutiny procedures for equalities are in place via the ECF. At a departmental level, Heads of Service lead on service planning and report to Scrutiny Committees on a quarterly basis. 8.1 Equality Impact Assessments The Council has a duty to consider the needs and requirements of the community and staff that are affected by its policies and procedures. The Equality impact assessment process was developed to ensure that relevant individuals and groups are neither directly or indirectly discriminated against in the planning, delivery and business of the Council in compliance with relevant legislation and good practice. Training on completing assessments has been provided to managers and staff and 113 policies and procedures have been assessed for impact on the grounds of race, disability, Welsh language and gender. The assessments were undertaken by service managers, and subsequently reviewed by a quality-check panel. The Equality Section has developed an impact assessment questionnaire and guidelines, which is included on our web-site. This tool has been used to carry out impact assessments on the issue of race, disability, gender and Welsh Language on all policies originally identified as part of the Council’s equality policies. The tool is further used as part of the development of all relevant new and revised policies in order to consider equality implications as part of the development process. Structures and mechanisms are in place to ensure proper consideration, monitoring and review of the assessments made and actions suggested.

8.2 Non-Compliance It is the responsibility of every employee to ensure the Council’s equal opportunities policies are followed. It is a contractual obligation of the employee to adhere to the Council’s equal opportunities policies and failure to do so may result in disciplinary action being taken against an individual e.g. harassment. The Equalities Section has the remit of overseeing compliance with the Council’s equality policies providing advice and guidance on equality issues as well as investigating relevant complaints. Departmental non-compliance of action may be included in annual reports to CMT and the Cabinet. The Council has a customer complaints procedure in place for external complaints of discrimination, harassment and unfair treatment. All complaints are taken seriously and investigated accordingly. Any member of staff who experience unacceptable behaviour, including harassment, by a member of public accessing service are protected under the Council’s Violence at Work Policy.

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7. Action Plan

Objective 1: Development of policies based on outcomes for all members of the community

These actions relate to the overall direction of Council equality policy, communication of a clear and consistent equalities message to the public and leadership

Sub ref Ref to other action plans

Action Success criteria & Outcomes Priority Officer

Responsible Start Date

Finish Date

Resources & Budget Bids Progress

CEP1.1 DES7 Publish and promote Disability Equality Scheme

Availability and awareness of the scheme internally and externally

H Catrin Morgan / Linda Brown

Feb 07 April 07 Within Existing Resources

Draft Scheme published on Internet

CEP1.2 GES6 Publish and promote Gender Equality Scheme

Availability and awareness of the scheme internally and externally


April 07 Sept 07

Within Existing Resources

CEP1.3 DES2 GES2 RES2

Issue guidelines to carry out equality impact assessments on relevant new and revised policies

Equality impact identified

H Catrin Morgan / Linda Brown All HOS/OM’s

April 07 Dec09 WER IA’s have already taken place on many policies

CEP1.4 GES4 Coordinate the completion of Equality Impact Assessments on efficiency savings

Understand the impact of saving options on particular groups of users and staff

M Linda Brown / Catrin Morgan

Sept 08 Dec 08 WER

CEP1.5 DES5 Improve navigation of the Council’s Web-site to ensure disabled people can easily access information on disability issues e.g. under ‘D’ for disability

Information aimed at disabled people is easier to find

M Angela Magee / Corporate Equalities Officers

Sept 07 Sept 08 WER




Finish Date


CEP1.6 DES4 Promote guidelines on using ‘Clear English’ and ‘Cymraeg Clir’ in information documents

Improved information produced for members of the public.

M Alison Cummins May 07 May 08 WER

CEP1.7 GES5 Investigate within the development of One –Stop Shop possibilities of including ‘family friendly’ areas including baby changing facilities, breast feeding facilities and a ‘play area’

To ensure equality is considered in the new frontline services being set up.

M Simon Davies April 08 April 09 Within Existing Resources

CEP1.8 GES9 Include information on progress with the Gender Equality Scheme and Action Plan, including improvement to services and employment for men and women in the Council Improvement Plan.

Improved availability of information on gender equality issues

M Bev Noon / Catrin Morgan / Linda Brown

Feb 08 May 08 WER

CEP1.9 DES12 Include information on progress with the Disability Equality Scheme and Action Plan, including improvement to services to disabled people in the Council Improvement Plan.

Improved availability of information to disabled people

M Bev Noon/Catrin Morgan/Linda Brown

Jan 08 March 08 WER

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Finish Date


CEP1.10 RES4 Survey impact assessments to identify areas requiring improved ethnic monitoring

Evidence available to show improved monitoring.

High Officers identified RES Appendix

January 2006

May 2006 Support from external advisers on how to carry out monitoring and establish systems

CEP1.11 RES3 New actions to improve race equality (addressing the general and specific duties under the Acts) to be generated by managers in consultation with the Equalities Section

New actions added to action plan

M All Operational Mangers in consultation with Catrin Morgan/Linda Brown

May 2006

May 2008 review every 6 months

Advice available from Equalities Section

CEP1.12 DES9 Provide guidelines for managers in producing an access statement regarding where a service is located for promotional literature

Information on access readily available at point of enquiry

M Catrin Morgan/Linda Brown

Dec 07 March 08 Within Existing Resources

CEP1.13 GES21 Develop and implement Working Carers Policy in line with current legislation and good practice

Improved provisions in place for working carers

H Alison Walker (working carers group)

April07 Sept 07 WER

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Finish Date


CEP1.14 DES22 Review Sickness and absence Policy to carry out impact equality assessment regarding disabled employees

The Council will be able to asses the effect on disabled employees

H J Ballantine Feb 07 Mar 07 WER Management of Attendance Policy Review

CEP1.15 DES25 Provide advice and guidance to schools on developing Disability Equality Schemes

Schemes in place in 2007

H Sheila Kelly/Linda Brown/Catrin Morgan

Dec 06 April07 (ongoing advice)

CEP1.16 DES26 Implement and monitor LEA Accessibility Strategy

Progress with actions within the strategy

M Sheila Kelly Review Dec 06

March 2010

CEP1.17 DES27 Implement programme of improvements for school buildings

Access improvements prioritised and carried out

M Martin Donovan/Mark Haynes

April 07 April 2010

CEP1.18 DES38 GES25

Include requirements and audit measures in the procurement process to ensure that third party contractors comply with the Council’s commitment to disability and gender equality

Improved service from contractors in relation to disability equality

M Allan Jenkins April 08 April 09 WER

CEP1.19 DES48 Develop a policy for managing accessible parking spaces at council premises for disabled employees and visitors

Improved management of disabled parking bays

M Miles Punter TBC Within Existing Resources

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Finish Date


CEP1.20 RES25 Monitor achievement of Race Equality Scheme Action Plan

Information available on the achievement of actions


May 2005

May 2008 plus annual and ad hoc reports

Advice / assistance from Race Equality First

CEP1.21 Process to be developed to scrutinise self-assessment against levels of standard

Ensure that levels are attained

H Catrin Morgan/Linda Brown

Jan-08 Mar 08 Discuss with WLGA

CEP1.22

Produce and distribute an Equalities Handbook for Council staff and Elected Members

Staff and Members are aware of the Council's commitment to equalities, their responsibilities, legal requirements and good practice

M Catrin Morgan/Linda Brown (Tim Greaves, Diana Bianchi)

Feb 08 May 08

CEP1.23 Draft WLS54

Publish the revised Welsh Language Scheme bilingually in a range of formats

WLS is communicated widely

H Diana Bianchi Jun 07 Aug 07 WER

CEP 1.24 Provide sexual orientation training for frontline staff

Promote positive culture and raise awareness of rights and responsibilities under legislation relating to sexual orientation

M Catrin Morgan/ Linda Brown

Jan 08 April 08 WER

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Finish Date


CEP1.25 Draft WLS9

Undertake an annual audit of new strategic documents to assess achievement of WLS objectives.

Welsh language users are able to access information and services in preferred language.

H Catrin Morgan Apr 08 Annually in April

Within existing resources

CEP1.26 Draft WLS23

Prepare guidance for officers who are involved in partnership working, outlining the Council’s responsibilities in accordance with the WLS and stating how officers should apply the requirements of it in partnership working.

Communicate the Council’s commitment to the Welsh language.

M Carys Lord Dec 07 June 07 Within existing resources

CEP1.27 Draft WLS27

Conduct an audit of services that are available bilingually

Staff and customers are aware of the services that are provided bilingually

M Diana Bianchi June 08 Nov 08 Within existing resources

CEP1.28 Draft WLS28

Prioritise services which need to be developed to provide an enhanced bilingual service

There is a clear focus on which services need to be developed bilingually

M Heads of Service Group

Nov 08 Mar 09 Within existing resources

CEP1.29 Draft WLS29

Work with managers to identify targets for Welsh medium service delivery

Measurements are in place to track improvements

M Diana Bianchi June 08 May 09 Within existing resources

CEP1.30 Draft WLS30

Develop a directory of services available bilingually

Staff and customers are aware of the services that are provided bilingually

M Diana Bianchi Oct 08 Feb 09 Within existing resources

22




Finish Date


CEP1.31 Draft WLS50

Produce and communicate guidance for managers outlining staff responsibilities in relation to the use of the Welsh language

Staff are encouraged to use their linguistic skills at the appropriate level

H Diana Bianchi Sept 07 Nov 07 Within existing resources

CEP1.32 Draft WLS56

Review and revise the WLS action plan annually in June in consultation with managers

Staff are aware of what the WLS is trying to achieve and are committed to implementing it

H Diana Bianchi Nov 07 Dec 07 WER

CEP1.33 Draft WLS53

Produce a linguistic skills strategy

Staff skills reflect the needs of the service to provide bilingual services

H Diana Bianchi Oct 07 Mar 08 WER

CEP1.34 Draft WLS58

Adopt core data set PIs in relation to the Welsh language

To monitor implementation and impact of the Scheme

H Catrin Morgan Jun 07 Aug 07 WER

CEP1.35 Draft WLS60

Produce an annual report on achievement of WLS in consultation with officers involved in WLS delivery

To monitor implementation and impact of the Scheme

H Diana Bianchi Jun 08 Mar 08 & annually

WER

23

Objective 2: A better understanding of customer needs and aspirations through improvement in engagement opportunities with local people by ensuring that consultation involves the whole community

These actions will lead to a more inclusive consultation, with a wider group of people representing the views of the whole community




Finish Date


CEP2.1 RES5 Establish consultation processes to reach minority groups in the Vale

Procedures established and understood by Chief Officers

High Caroline Williams May 2005

May 2006 Externally provided training to relevant officers on reaching ethnic minorities

CEP2.2 GES8 Develop guidelines for improving consultation with women and involving women in public roles and the decision-making process

Improved input from women into consultation and public roles

M Catrin Morgan / Linda Brown

April 08 July 08 WER

CEP2.3 DES11 Develop guidelines for improving consultation with disabled people and involving disabled people in the decision-making process

Improved access to services for disabled people

H Tim Greaves/Linda Brown/Catrin Morgan

May 07 Sept 07 WER

CEP2.4 GES12 Produce guidelines on collecting and using equality monitoring for consultation and customer feedback exercises

Feedback encouraged and analysed from employees and service users

M Catrin Morgan / Linda Brown / Rhian Thomas

Oct 07 Jan 08 Within Existing Resources

Guidelines on collecting and analysing equality monitoring data in place

24




Finish Date


CEP2.5 DES15 Produce guidelines on collecting and using equality monitoring for consultation and customer feedback exercises

Feedback encouraged and analysed from disabled employees and service users

M Linda Brown/Catrin Morgan/Rhian Thomas

Sept 07 Dec 07 Within Existing Resources

Guidelines on collecting and analysing equality monitoring data

CEP2.6 DES6 One-Stop shop and call centre being developed involves disabled people in its design

To ensure disability equality is considered in the new frontline services being set up.

M Tony Curliss Jan 07 Dec 08 WER Considered as part of design

CEP2.7 RES8 Carry out a survey of the services wanted by ethnic minority groups in the arts, culture, sport, the use of community centres, libraries, leisure facilities and involvement in decision making process

Report on feedback from ethnic groups Report to CMT/Cabinet

M Dave Knevett & consultation group

May 2006

May 2007 Support from external agencies

CEP2.8 RES9 Carry out a survey to identify the minority language needs in the Vale

Report to CMT/Cabinet to advise on action required

M Catrin Morgan in consultation with REF and frontline services

May 2006

May 2007 Support from independent agencies

CEP2.9 GES24 Work with the voluntary and social housing sectors in accessing initiatives for men’s housing issues

Better access to housing for men with child access and visiting

L Mike Ingram April 09 March 2010

WER

25




Finish Date


CEP2.10 GES22 Engage with GP Practices to make more use of the unified assessment process so that older men are encouraged to improve their healthy living and healthy diet options.

Improved health care for older men

M Alison Walker April 08 April 09 WER

CEP2.11 DES47 Meet with Network Rail as part of wider project to advise them on making platforms accessible

Improved access to rail platforms

M Emma Harvey and relevant Project Managers

On-going

On-going Within Existing Resources

CEP2.12 RES11 Record languages used on food hygiene inspection forms to identify languages needed for information sent to proprietors

Completed forms indicating language requirements, evidence of information published in minority languages

M Kate Thompson May 2006

May 2007 Support form external bodies producing multi-lingual materials

CEP2.13 RES12 Include ethnic monitoring data on all customer satisfaction surveys

Completed surveys showing ethnic data and analysis of figures

H All OM’s Jan 06 May 06 review statistics annually May 07 May 08

Advice available from the Equalities Section

CEP2.14 RES13 Analyse ethnic data on educational achievement and report to CMT annually

Reports submitted, action taken where appropriate

H Sandra Aspinall September 05

Sept 06 And on an annual basis Sep 07 Sep 08

Support from external agencies

26




Finish Date


CEP2.15 RES14 Analyse ethnic data on educational exclusions and report to CMT annually

Reports submitted, action taken where appropriate

H Sheila Kelly September 05

Sept 06 And on an annual basis Sep 07 Sep 08


CEP2.17 RES15 Carry out survey of post-16 educational needs amongst ethnic minorities

Carry out survey of post-16 educational needs amongst ethnic minorities

M Dave Prosser May 06 May 07 Support from external agencies

CEP2.18 RES16 Monitor the take-up of ESOL courses and student satisfaction

Report submitted and appropriate action taken

M Dave Prosser September 06

Monitor on an annual basis Sept 07 Sept 08

CEP2.19 RES17 Collect, analyse and publish data on employment, disciplinary, grievance, harassment, bullying, capability and appeals cases


H Steve Ralph Adrian Unsworth

May 2005

Published on annual basis May 06 May 07 May 08

27

Objective 3: Improved service planning and delivery ensuring fair access and treatement These actions will lead to more inclusive and accessible local services for everyone in the community




Finish Date


CEP3.1 DES1 GES1

Incorporate actions relating to equality (including disability, gender and race equality) into the service planning process

Service and Team plans identify relevant equality actions relating to the service

M Bev Noon Sept 07 April 08 WER

CEP3.2 DES3 Identify and advertise what assistance is available for clients who cannot access services unaided

Information available to disabled people on the assistance available to access services

M Linda Brown/Catrin Morgan

Dec 07 April 08 WER Specific provision currently being offered by some service areas

CEP3.3 DES8 Produce guidelines on producing accessible information and arranging accessible venues to ensure access needs of disabled people are taken into account

Guidelines on producing accessible information and arranging accessible venues available. Improved access to information and events

H Linda Brown/Catrin Morgan

Jan 07 April 07 Within Existing Resources

CEP3.4 DES28 Conduct research to evidence base the provision of services (provided by Community Services) by impairment group and geography

Evidence base available to establish the availability of the advocacy services

TBC TBC TBC

28




Finish Date


CEP3.5 DES29 Include information relating to disability facility grants on the Council’s web site

Increased awareness of disability facility grants

H John Hardy TBC TBC WER Draft website info provided

CEP3.6 DES30 Develop a housing register for suitably adapted properties

Improved information available on adapted properties

H Anne Lintern/John Hardy

TBC TBC TBC

CEP3.7 DES32 Review information available and the way information is communicated to disabled people relating to community services and housing

Any gaps in information identified. Improved awareness of service for disabled people

TBC TBC TBC TBC TBC

CEP3.8 GES27 Explore the demand for ‘women only sessions’ for swimming, gym and health suite sessions

Increase in women attending fitness sessions at the Leisure Centres

M Dave Knevett Dec 07 April 08 WER

CEP3.9 GES28 Carry out a ‘gender budgeting’ exercise on funding spent on Team sports for young people in the Vale of Glamorgan

Improved information available to plan resources allocated to team sports

M Dave Knevett April 09 April 2010

WER

CEP3.10 GES29 Promote maintenance, parks, engineering, design & technology employment as an option for women

Increase in the number of women applying and being appointed in these traditionally gender stereotyped roles

M Miles Punter/Steve Morris/Ceri Price

Oct 07 April 08 WER

29




Finish Date


CEP3.11 DES33 Develop an annual prioritisation programme of work to develop accessibility of public buildings

Progress with access work on public buildings

H Catrin Morgan / Chris Williams / Paul Scourfiled

April 07 Sept 07 Capital funding

CEP3.12 DES34 Provide advice to building managers on complying with part M of the building regulations and regulation BS8300

Continued improvement with access to buildings

M Chris Williams / Paul Scourfield

Sept 07 Dec 07 WER

CEP3.13 DES35 Develop Access statements based on impact assessments for key Council buildings

To provide improved advice to disabled people about access to Council buildings

M Chris Williams / Paul Scourfield

Dec 07 April 08 WER

CEP3.14 DES36 Review Council web site to ensure accessibility to disabled people

Compliance with ‘Bobby standard’ (or similar)

H Dave Vining Jan 07 Dec 09 WER Already commenced

CEP3.15 DES44 Carry out a baseline assessment to ascertain the number (and %) of hackney carriages and private hire vehicles that are wheelchair accessible in the Vale of Glamorgan

Improve information on available services for disabled people

H Yvonne Lewis Jun 07 Sept 07 WER

30




Finish Date


CEP3.16 DES45 Take action to raise awareness of Part v of the DDA in respect of accessibility amongst hackney carriage and private hire vehicle operators

Makes operators aware of legal requirements

H Yvonne Lewis Sept 07 Dec 07 WER

CEP3.17 DES46 Provide an information report to the Council’s Licensing Committee with the aim of (i) setting out the governments plans and timescales in respect of section 32 of DDA (power to make taxi accessibility regulations) and (ii) seeking their views on introducing a policy in VOG requiring vehicles to be wheelchair accessible in advance of the regulations (currently the case in some parts of UK)

Licensing Committee made aware of the issues

H Yvonne Lewis Dec 07 Dec 08 WER

31




Finish Date


CEP3.18 DES49 Promote activities provided by the Council’s Disability Sports Initiative to attract new disabled service users

Increased participation in the Disability Sports Initiatives

Karen Davies April 07 Dec 09 Within Existing Resources

CEP3.19

DES50 Promote the available of accessible sports facilities e.g. accessible gyms and swimming pools

More disabled people aware of services available in leisure centres

Dave Knevett April 07 Dec 09 WER

CEP3.20 RES6 Monitor the allocation of Objective 2 and Objective 3 funding to identify its impact for minority groups with help from external advisers

Completed survey of the use of funding for analysis by the Equalities section

High Mike Jones / Maggie Birkett

May 2005

May 2006 Advice from external advisers

CEP3.21 RES7 Support anti-racism campaigns linked to sport

Evidence of campaigns supported

High Dave Knevett May 2005

Annual review: May 2006May 2007May 2008


CEP3.22 RES20 Monitor impact of homelessness on ethnic minorities, allocation of housing to tenants from ethnic minorities

Annual Report Data analysis identifies any specific issues and actions required

M OM Public Sector Housing

May 2006

Annual report May 2007 May 2008

32




Finish Date


CEP3.23 RES21 Monitor number of ethnic minorities affected by rent arrears



May 2006


CEP3.24 RES22 Monitor ethnicity of environmental health (housing) users



May 2006


CEP3.25 RES24 Monitor the number of ethnic minority children being adopted


M Joe Frearson May 2006


33

Objective 4: Recruitment and development of a workforce which reflects the community These actions will lead to further improvements in employment practices and increased access to training opportunities




Finish Date


CEP4.1 RES1 Deliver appropriate racial and cultural awareness training to customer facing groups (e.g. Leisure Centre staff, Social Workers and environmental health staff) Externally provided courses, organised internally

Improved performance and increased confidence in working with minority groups

High D Knevett, K Thompson, Hl Jones, N Smith, I Walters, D Prosser in consultation with C Morgan /L Brown

May 2005

May 2006 and ongoing for lower priority groups

Costs to be met within Departmental budgets

CEP4.2 RES19 Deliver race equality awareness training to all new employees

Records of attendance on induction courses that include this training

H Allan Williams Rebecca Johnson

May 2005

Annual Report May 2006May 2007May 2008

CEP4.3 GES7 Arrange and promote Women into management Training for employees

Women develop skills that will assist them to apply for managerial posts


April 07 April 09 Within Existing Resources

Women into management Training currently running

CEP4.4 GES23 Develop information aimed at women about the role of a Councillor and how to become a councillor

Improved information to women on becoming a Councillor leading to improved representation

M Jeff Wyatt Sept 07 Dec 07 WER

34




Finish Date


CEP4.5 DES43 Develop information aimed at disabled people about the role of a Councillor and how to become a councillor and publish in relevant locations/formats

Improved information to disabled people on becoming a Councillor leading to improved representation

M Jeff Wyatt Sep 07 Dec 07 WER

CEP4.6 DES10 Arrange and promote Disability Equality Training for employees

Improved knowledge of disability equality among council employees

H Catrin Morgan/Linda Brown

Jan 07 Jan 08 (review)


Disability Equality Training currently running

CEP4.7 GES10 Develop a ‘women’s network’ and women into management mentoring project

Improved opportunities for women to develop skills

M Catrin Morgan / Linda Brown / Allan Williams

Jan 08 April 08 Within Existing Resources

CEP4.8 GES11 Develop and run a ‘kick start your career’ course for women returners

Opportunity to develop new skills when returning to work

M Catrin Morgan / Linda Brown / Allan Williams /Dave Prosser

Nov 08 March 09 WER

CEP4.9 DES13 Set up and promote BSL training courses for Council employees (subject to demand)

More effective communication with the deaf community

M Diana Bianchi Sept 07 Sept 08 Within Existing resources

CEP4.10 DES14 Increase awareness of the Disabled Employees Support Group

Increased membership of the Disabled Employees Support Group

M Linda Brown/Catrin Morgan

May 07 Sept 07 Within Existing Resources

35




Finish Date


CEP4.11 GES16 Ensure that managers are aware of all relevant policies and that training on these is up-to-date

Consistent interpretation of policies

M Allan Williams Sept 07 Dec 07 WER

CEP4.12 DES16 Arrange for pre-interview visits to be available to all disabled applicants for posts (subject to the agreement of recruiting officer)

Disabled applicants able to know in advance of working environment and able to be more confident at interview

M Alyson Watkins April 07 Jan 07 Within Existing Resources

AW to amend policy letter to candidates and flow process

CEP4.13 DES17 Guidance to be provided within the Recruitment and Selection Policy regarding the suitability of essential job requirements (e.g. driving)

More disabled applicants will meet essential criteria

H Alyson Watkins/Peter Hyett

Mar 07

July 07 Within Existing Resources

Draft guidelines available from Equalities Section

CEP4.14 DES18 Ensure that successes are highlighted in recruitment by production of promotional material

Prospective applicants are aware of the culture within the Council and are encouraged to apply for posts

M Linda Brown/Catrin Morgan/Trans act team

Oct 07 Dec 07 & ongoing


CEP4.15 DES20 Review of Recruitment and Selection Policy to ensure that all recruiting officers are trained in Disability awareness

Recruiting officers will be aware of the issues faced by disabled applicants

M Allan Williams/Peter Hyett

April 07 July 07 and on-going

WER

36




Finish Date


CEP4.16 DES21 Review recruitment procedures with involvement of disabled people to ensure barriers are removed

Disabled people are given an opportunity to comment on current recruitment procedure

M Alyson Watkins/Peter Hyett

Mar 07 May 07 WER AW/PH to liaise with Equalities

CEP4.17 DES23 Produce information for the internet and Intranet on the procedure for applying for Access to Work

More awareness within the Council of the scheme and an increased ability to advise on opportunities

M Adrian Unsworth Feb 07 Mar 07 WER Equalities section to liaise with OM HR and E

CEP4.18 DES24 Include training in the Social Model of Disability within the SLA for counsellors employed by the Council

Counsellors will be aware of the model

M John Brett Sept 08 Sept 09 WER

CEP4.19 DES31 Provide disability equality training (including information on the social model) to frontline Community Services and Housing staff

Improved awareness of disability equality issues

TBC TBC TBC TBC TBC

37




Finish Date


CEP4.20 GES18 Target advertising for jobs within the council by use of specific publications

Access to traditionally male/female roles is widened

M Adrian Unsworth Jan 08 Mar 08 WER

CEP4.21 GES20 Review uptake of training opportunities by men and women and ensure that opportunities are equally available to men and women and for part-time employees

Equitable provision and uptake of training opportunities

M Allan Williams April 08 June 08 WER

CEP4.22 GES23 Advertise and promote Home care employment as an employment option for men in appropriate publications/venues

Increase in the number of men applying and being appointed in these traditionally gender stereotyped roles

M Angela Medina , Oct 07 April 08 WER

CEP4.23 DES37 Provide advice where requested on IT equipment available to assist with specific access needs identified by employees

Advice on auxiliary aids available when requested

H Dave Vining April 07 Dec 09

WER Will include in Service Plan

CEP4.24 DES39 Update information appointment form to include disability and ensure that appointment info is entered onto system

Updated, accurate information available

H Gill Howells Mar 07 April 07 WER

38




Finish Date


CEP4.25 GES3 Identify and advertise childcare options that are available to employees with young children.

Information available to men and women on the assistance available to access services


Dec 07 April 08 WER

CEP4.26 GES13 Review the flexi-scheme system to establish the viability of extending the core hours

Staff are able to balance work/home commitments

H Adrian Unsworth Mar 08 Jun 08 New system being purchased financed corporately

New system rolled out during 2007 /08

CEP4.27 GES14 Review the Council’s Annual Leave policy to ensure that the needs of people with caring and childcare responsibilities are taken into account

Staff are able to balance work/home commitments

M Adrian Unsworth Apr 07 May 07 WER

CEP4.28

GES15 Develop a policy for home working – to identify the type of posts suitable for this and to arrange IT access where required

Staff are able to be more flexible and to concentrate on specific pieces of work

M Dave Vining Feb 07 Sept 07 Costs dependent on take up approx £800 per user

Draft policy currently progressing through consultation.

CEP4.29 GES17 Identify and implement methods of raising awareness of staff (at all levels) of relevant policies including flexible working options

Staff are aware of how to access policies

H Adrian Unsworth Jan 07 Jul 08 WER except new Staffnet purchase costs and support

Staffnet established currently updating HR site

39




Finish Date


CEP4.30 GES19 Promote work-life balance and family friendly policies particularly amongst male employees including paternity leave

Awareness raised of work-life balance policies

M Adrian Unsworth Feb 07 Sep 07 WER To be picked up with Carers Policy

CEP4.31 DES40 Produce list of information currently held on Disabled Employees

Info ready for review H Gill Howells Mar 07 May 07 WER

CEP4.32 DES41 Update current list of employees to ensure that information held on Oracle is correct

Accurate information available

M Gill Howells/Linda Brown

Jun 07 Dec 07 WER Equality team to co-ordinate this exercise

CEP4.33 DES42 Ensure all relevant staff in the legal division attend disability equality training (including information on the social model of disability)

Improved awareness of disability equality issues

H Debbie Marles April 07 Sept 07 WER Already started

CEP4.34 Draft WLS51

Develop an annual training plan to include basic, intensive and refresher training, prioritising as appropriate within the resources available

Staff are encouraged to develop their linguistic skills

M Catrin Morgan Oct 07 Mar 08 WER

40

CEP4.35 RES18 Carry out exit interviews to identify reasons for leaving, analyse for any adverse impact on ethnic minorities


H Steve Ralph Adrian Unsworth

May 2005

Monitor annually May 06 May 07 May 08

41

Documents

Vale of Glamorgan Council Draft Corporate Equality Plan