Our work to implement the duty to promote equality

We publish a range of information in order to demonstrate how as a Council we have been implementing the duty to promote equality.

Public Sector Equality Duty

The Public Sector Equality Duty 2011 came into force in April 2011. We publish our progress to date, and also our continuing plans to implement the duty which covers the following protected groups, i.e. all sections of our community:

  • Age
  • Disability
  • Race/ethnicity
  • Religion or belief
  • Sex (previously known as gender)
  • Sexual orientation
  • Gender re-assignment
  • Pregnancy and maternity
  • Marriage and Civil Partnership (first part of the duty only)

Council equality and diversity policy commitments and objectives are also contained in the Fairness For All section of the Corporate Plan(pdf, 23KB), which is outlined on the following pages.

Latest information: January 2017

We have also undertaken the following, which are outlined in documents and links to information below:

  • An initial screening for relevance of all our functions and services in relation to the three parts of the duty and protected groups. This has helped us to inform our schedule of Equality Impact and Needs Analysis, which are outlined in reports on this page. We revisit our initial screening periodically as new information is collected and analysed. These are live documents.
  • An overall equality data mapping exercise using national and local data sources(pdf, 3464KB). This will help inform our equality analysis and decision making. The draft is currently being reviewed and will be updated once finalised. The document alongside DataRich will be used to support the production of EINAs.
  • DataRich contains the most up to date information.
  • We are currently producing action plans to address gaps in local data collection systems and analysis bearing in mind the twin principles of proportionality and relevance.
  • We also draw upon both national and local research studies to inform our equality information and analysis.
  • We have produced a question and answer sheet to answer questions you may have about why we need to collect equality monitoring information about users of our services. View Equality Monitoring Analysis Guidelines(pdf, 296KB), see Appendix 5 pages 22-23 in this document.
  • An Equality Impact and Needs Analysis (EINA) informs all commissioning in areas assessed as relevant to the new duty. This is undertaken as relevant and appropriate to the area concerned. Specifications are produced, which draw upon this information as relevant and proportionate to the area, as part of procurement processes.
  • We also report back further progress on our equality objectives as part of the progress reports on the Corporate Plan throughout the year.

Corporate Plan: 'Fairness For All' is an underlying principle for the way in which we work

  • This is your opportunity to look at all the equality information we have published and provide your feedback to us.
  • In our Corporate Plan(pdf, 23KB) we set out our objectives to:
  1. Be a borough which values the diversity of all its communities and enables all its residents to become full and active citizens, to feel safe, included, respected, valued and share a sense of belonging.
  2. Ensure our commissioning activity takes account of the needs of all service users and communities, considering the impact that any reviews/changes may have on all of our residents. When engaging with or consulting with residents, we will monitor responses to try and ensure that the views provided are representative of the community, targeting activity where possible to achieve this. And we will work with partners to ensure effective responses to incidents of harassment, abuse and Hate Crime. We will also undertake an equality analysis of key consultations, in order to understand any possible equality impacts and needs.
  3. Have a diverse workforce which is representative of all sections of local communities and equipped to value and serve diverse needs of local communities.
  • The Corporate Plan sets out how we will deliver these objectives both in the “Fairness for All” Section and throughout the Plan. We refresh the Plan every year, adding new actions and reporting back on the previous year’s actions.
  • The prime aim is to make a difference for all sections of our communities in our role as community leader, provider and commissioner of services and as employer.

Equality data mapping audit 2011 report

Download the Equality Data Mapping Audit 2011 Report(pdf, 3464KB).

Please note that we will be updating the Equality Data Mapping report shortly.

Make an enquiry

Please send your comments about our work to implement the General Duty, or if you need these documents in Braille, large print, audio tape or another language to:

Policy and Review Team
London Borough of Richmond upon Thames
44 York Street

Updated: 27 January 2017