Roles and responsibilities for implementation, monitoring and review

• Elected members will fulfill their statutory responsibilities under equalities legislation and aim to promote good community relations in all their work, particularly in their community leadership role.
• The Executive Board will champion and lead by example by using the Public sector equality duty to encourage the integration of equality/diversity issues in all aspects of departmental work. Executive Board will actively help to promote equality/diversity issues/actions within departments.
• Directorate management teams will maintain an overview for the directorate and ensure effective development, implementation and monitoring of service equality/diversity objectives and related actions; as part of business and service plans.
• Quarterly progress reports to be presented to Corporate Equalities Group and Executive board. Annual report to be presented to Overview and Scrutiny Committee and Cabinet.
• Corporate Equality group members to work with directorate management teams and directorate equality/diversity working groups to help disseminate and feedback information in a two-way process between departments and the Corporate Equalities group.
• Corporate Equalities group to provide a co-ordinating, strategic, development and monitoring/review function on equality/diversity work for the authority.
• Stakeholders and communities to feed into the process of setting equality/diversity objectives and action plans and the monitoring and review of these.
• Managers will demonstrate commitment to equalities by promoting them within their everyday roles, for themselves and their staff; as providers and commissioners of services identify appropriate training needs and provide training opportunities; monitor the effectiveness of equality policies and programmes in their areas; feed into the equality/diversity objective setting and review processes.
• Staff will be encouraged to demonstrate commitment to equalities by taking active steps to challenge discrimination and harassment; feed into the equality/diversity objective setting and review processes in their departments and support managers in their effective implementation.
• Contractors to incorporate the Council’s Public sector equality duty commitments in all dealings and practices on behalf of the Council in all areas assessed as relevant to the duty.
• Partners to be aware of the Council’s equality/diversity policy commitments and objectives and in all key and relevant areas.