Meeting Core Objectives for Information, Advice, Advocacy and Support Services in Solihull Partners' Workshop 27th August 2014 Equality, Diversity and Human Rights Karen Grant Head of Equality and Diversity

Equality, Diversity and Human Rights Equality - is a legal right for all of us. It is about fairness and removing barriers that affect opportunities of specific groups of people determined in law. Equality does not mean that everyone receives exactly the same treatment Diversity - is based on recognising and valuing difference that can impact on us all Human Rights – Dignity, rights and respect of individuals are protected

Equality, Diversity and Human Rights Fundamental principle:- > Everyone has the right to be treated fairly and with respect, to have the opportunity to fulfil their full potential. = Equal Treatment and Equality of opportunity > Council’s vision:- Solihull in 2018: where everyone has an equal chance to be healthier, happier, safer and prosperous

Many dimensions The moral case/social justice - it’s the right thing to do Business case - improving services, efficiency, effectiveness and value for money Ever changing diverse community Legislative requirements and statutory duties

Solihull’s diverse population Ageing population:- aged 65 and over (19.1%, compared to 16.3% for England). above average proportion of residents aged years Carers:- 24,113 (11.7%) carers in Solihull. 67% of carers say they provide 1 to 19 hours of care per week Religion and belief:- Christian (65.6%), with no religion the 2nd largest group (21.4%).

Solihull’s diverse population Population = 2011 Limiting long term illness:- 36,927 (17.9%) where day to day activities are limited Black and Asian Minority Ethnic 10.9% - lower than the England (14.6%) and West Midlands averages (17.3%) Largest increase amongst Bangladeshi community from 84 in 2001 to 633 in 2011

So why is equality important some examples of health inequalities Black people are six times more likely to be detained under the Mental Health Act 24% of deaf and hearing impaired people surveyed by RNID have missed an appointment due to poor communication. Gay and bisexual men are more than seven times more likely to attempt suicide Life expectancy of Gypsy and Traveller communities are estimated on average to be less than wider community Type 2 diabetes is up to six times more common in people of South Asian backgrounds and up to three times more common in those of African and African –Caribbean backgrounds

So why is equality important to the council Better Equality outcomes: Tailoring services to meet the diverse makeup and needs of the population in Solihull Tackling inequality and social disadvantage Changing demographics, and dealing with constant changing culture and attitudes Working towards a more inclusive society Fostering good relations Tackling Hate Crime Economic growth Good place in Solihull, to live, work, study or visit

“Culture is a shared system of meanings. It dictates what we pay attention to, how we act and what we value.” It’s the way we do things around here!

Fair Treatment Assessments The Council has built in an assessment tool – called Fair Treatment Assessments, (which is a localised form of an Equality Impact Assessment) to use to effectively evidence our duty to show ‘due regard’ and drive equality improvements in our planning and delivery of services An FTA can be used in areas such as policy development, service planning, projects or proposals, procurement or commissioning or even funding. Our FTAs reflect a wider perspective of the equality that includes other "fairness" issues such as human rights, socio-economic disadvantage (differences in opportunities dependent on where you live) community cohesion, safeguarding (protecting children and vulnerable adults from maltreatment and ensuring they are provided with safe and effective care) An FTA may also be carried out when a new function is introduced, if there is a major change to an existing function or a proposed saving.

So how does Equality law apply? Before the Race Relations Amendment Act 2000, equality law was historically about reacting to cases of discrimination. The law focused on what not to do ie unlawful to treat people less favourably, as opposed to what to do. The RRAA 2000 changed this- required public bodies to be proactive in eliminating discrimination and promoting equality. The Equality Act 2010

The Equality Act 2010 came into force in October Designed to simplify equalities legislation and brought together nine separate pieces of equality legislation.. Covers 9 ‘protected characteristics –age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex, sexual orientation

The Equality Act 2010 Section 149 of The Equality Act 2010 says that public bodies, when carrying out their functions, must have ‘due regard’ to the need to: Eliminate unlawful discrimination, harassment, victimisation and any other conduct prohibited by the Act Advance equality of opportunity between people who share a protected characteristic and people who do not share it, and Foster good relations between people who share a protected characteristic and people who do not share it

The Equality Act The phrase ‘have due regard’ means that a public body must actively consider the three aims of the duty when exercising their functions. For example, we should consider the aims of the Equality Duty in regard to: The way we employ and treat our staff The way we make and change policies How we plan, deliver, monitor and evaluate our services; and How we arrange for others to deliver goods and services on our behalf

The Equality Act Other provisions of the Act – known as the public sector equality duty and positive action in recruitment and retention – came into force in April PSED - Public sector Equality Duty Publish one or more equality objectives every four years Publish equality information about services and our employees annually Positive Action on recruitment- If two candidates are equally the same, then can award job to the person to advance equality = close the gap in equality.

Discrimination Can be defined as: Differential/worst treatment of a person on grounds of their membership of a particular category or group Four different types: Isolated personal discrimination Small group discrimination Direct institutional discrimination Indirect institutional discrimination

My diversity lens and filters This is a diversity lens and filters list for any one individual. What does yours look like? How would it differ for colleagues and customers

Personal behaviour iceberg SAY/DO/ACT BEHAVIOUR ATTITUDES PREJUDICES BELIEFS VALUES EXPERIENCES

How E,D and HR apply to the VCS when seeking public contracts PSED will have an immediate impact. The requirements that the Act places on public bodies will itself be cascaded through the procurement processes We will look at the business case/added value of your organisation in your approach to equality and how this fits in with the Council. We look at your policies as well as other ways in your bid that you can evidence how equality is important and mainstreamed. The general duty of the Act will apply to any organisation that carries out public functions on the Councils behalf so this will included such contractors or partnerships Is there a ‘proportionate means of achieving a legitimate aim’ – areas such as age, ethnicity, religion, sexual orientation

Questions to ask yourself Do you and anyone working for the organisation (or on your behalf) act in a non discriminatory and fair way? Do you understand or have a business case for equality, diversity and human rights in your organisation Can you evidence that you have policies and procedures that promote equality? How effective and efficient is your organisation in embedding equality, diversity and human rights? What data do you use and what is it telling you about key equality gaps in the borough?

Questions cont. Are any of your services tailored to meet a specific group covered under the Equality Act and if so what has been the outcomes? Are you connected with the wider community and those communities that are seldom heard or represented? What is the community you serve? What is the equality profile of your workforce? Do you deliver equality training to your workforce ( or even volunteers?

Resources Key resources to increase your awareness of Equality, Diversity and Human Rights: Solihull Council – Equality and Diversity Page Equality and Human Rights Commission Government Equalities Office Acas

Thank You