General Duty to promote equality 2011
We are publishing a range of information in order to demonstrate how as a Council we have been implementing the duty to promote equality since 2002.
We first published a Race Equality Scheme in May 2002 which outlined how we planned to implement the first Race Equality duty. In April 2007 we then published a combined single Equalities Scheme, which outlined progress in our work to implement the Race Equality Duty (2002) and Disability Equality duty (2006) as well as our plans to implement the new Gender Equality duty (2007).
- Equalities Scheme and Corporate Equality Action Plan 2007-10
- Corporate Equality Progress report 2006-2009(pdf, 104KB)
- Equality Standard Level three self-assessment February 2008(pdf, 153KB)
- Equality Standard Level four self assessment March 2010(pdf, 34KB)
The new Public sector equality duty 2011 came into force in April 2011 and we are now publishing our progress to date, especially since 2011 and also our plans to implement the new duty which covers the following protected groups:
- 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 )
We have undertaken the following, which are outlined in documents and links to information below:
- We have undertaken 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 will revisit our initial screening periodically as new information is collected and analysed. These are live documents.
- We have published EINAs
- We have undertaken an overall equality data mapping exercise using national and local data sources(pdf, 3464KB). This will help inform our equality analysis and decision making.
- DataRich contains the most up to date information.
- We have also produced annual workforce monitoring analysis reports; and bi-annual staff surveys. Information from these have informed equality objectives and actions in business plans.
- Each directorate report contains progress and links to equality information and analysis which have informed EINAs, equality objectives and actions.
- 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 will also aim to draw upon both national and local research studies to inform our equality information and analysis.
- We will produce 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.
- An Equality Impact and Needs Analysis ( EINA ) will inform all commissioning in areas assessed as relevant to the new duty. These will then become translated into specifications as part of procurement processes.
- We will also report back our progress on our equality objectives as part of the annual progress report on the Corporate Plan later in 2013.
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.
- Equality objectives are included in the Corporate Plan(pdf, 23KB) under the section Fairness For All. We also welcome feedback on these.
- We will not be able to deliver everything in one cycle, but will review outcomes achieved and information and feedback from communities as part of annual review and action planning cycles.
- We will also produce and publish annual progress reports on our equality objectives and actions as part of our annual progress report on the Corporate Plan later in 2013.
- 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
Using Social Marketing Data to Identify/Target Equality Strands
As a Council we are also currently working in conjunction with Richmond and Twickenham PCT to utilise Mosaic social marketing data to help identify areas where we could engage more proactively with minority groups. Mosaic classifies households in the Borough based on analysis of the latest trends in UK society and a wealth of high quality and comprehensive demographic data sources and categorises into household types and groups. This allows us to look at small level areas within the Borough and view a classification of the likely attributes of the people living within that household for example, how likely they are to be a certain age, gender or ethnicity, their likely income and profession and some of their key social attitudes. Mosaic is a modelling tool and thus should not be viewed as giving a complete and accurate profile of an area but it can be used to aide our understanding of areas within the Borough. In particular, it can be used to identify for example, the most suitable households to which to advertise services for older people. We are currently using Mosaic to support community engagement activities across the council and in future will help to further inform our equality action planning processes.
- Workforce monitoring reports and statistics
- Service Directorate Screening for Relevance Reports, Information Audit Reports and Summary of Achievements since 2011
- Service User Profiles Equality Monitoring Information
General Duty to promote equality 2011 contacts
Please send or email your comments about the General Duty, or if you need these documents in Braille, large print, audio tape or another language to:
Corporate Equality and Diversity Manager
Adult and Communities London Borough of Richmond upon Thames
44 York Street,