Agenda item

            The City Solicitor informed the Committee that the Local Council Equality and Diversity Group was comprised of stakeholder bodies from across the Local Government sector and included Chief Executives, diversity champions, equality and human resource officers, Trades Union officials, Staff Commission members and representatives from external stakeholder groups. The Group, which sought to prioritise and influence equality and diversity initiatives across Local Government, had been constituted in 2011 and re-constituted in 2015, following the reform of Local Government.

 

            He reported that the Group had undertaken a consultation exercise on its draft Strategy and Action Plan for 2019-21, which had been developed to guide its work in the longer term.

 

            He drew the Committee’s attention to the following comments which had been drafted by officers from the Equality and Diversity Unit and Corporate HR and recommended that it be forwarded to the Local Council Equality and Diversity Group as the Council’s response to the consultation to the Draft Strategy and Action Plan 2019-21:

 

“Equality and Diversity Group

 

Draft Strategy and Action Plan

 

2019 - 2021

 

July, 2019

 

1.   Background

The purpose of the Equality and Diversity Group is to prioritise and influence equality and diversity initiatives across local government.  The Group attempts to bring together the equality and diversity practices across the sector and in so doing, seeks to integrate the priorities of the Group with the ongoing work of individual councils. 

 

      The Group has responsibility for:

 

·        the development of the overall strategic direction for equality and diversity initiatives in local government

·        determining priorities and setting objectives

·        monitoring progress and reporting to the Local Government Staff Commission on a regular basis

 

      The Group was first constituted in 2011 and was re-constituted in 2015 in the light of the reform of local government.  A new Chair, who is the Chief Executive of one of the 11 councils, was appointed by Solace in 2019.

 

      A key feature of the work of the Equality and Diversity Group is the Diversity Champions’ Network which is made up of the elected member(s) and officer(s) Champions in each council.  The role of the Diversity Champion is to champion equality and diversity in individual councils and to act as first point of contact for enquiries and provide advice, guidance and support on equality and diversity issues within the organisation.  The Network provides a forum of support and networking for the Diversity Champions and meets quarterly to provide training and development opportunities for the Champions.

 

      Sub groups such as the Statutory Duty Network continue to meet, together with specific task and finish groups which will be established as required.

2.   Membership

 

      The membership of the Equality and Diversity Working Group is drawn from stakeholder bodies across the local government sector and includes Chief Executives, Diversity Champions, Equality Officers and HR Officers in councils, trade union officers and Staff Commission members, as well as representatives from external stakeholder groups.

 

      The current membership comprises:

 

Chair (Solace)	Anne Donaghy, Chief Executive, Mid and East Antrim BC
LGSC	Lindsay Boal, Commission Member Monica Burns, Commission Member Willie Francey, Commission Member Bernie Kelly, Commission Member Helen Hall, Director of Corporate Services
Disability Action	TBC
Diversity Champions	Cllr. Michael Goodman, Antrim and Newtownabbey BC Cllr. Cáthal Mallaghan, Mid Ulster DC
Community Relations Council	Jacqueline Irwin, Chief Executive
Equality Commission for NI	Patrice Hardy, Equality Manager Kevin Oakes, Equality Officer
NIPSA	Geraldine Alexander, Assistant Secretary
PPMA NI	Paula Donnelly, Head of HR, Derry City and Strabane DC
Statutory Duty Network	Mary Hanna, Policy & Diversity Officer, Armagh City, Banbridge & Craigavon BC
DemocraShe	Bronagh Hinds
Equality Coalition	Robyn Scott

      

3.   Purpose of the Strategy and Action Plan

 

      This document has been developed to guide the work of the Equality and Diversity Group in the longer term, and to focus on the action plan for 2019 - 2021.  It was developed following consultation with members of the Equality and Diversity Group, the groups which the members represent, and other stakeholders.      

In focussing on these activities, continuing to work with our stakeholders and responding to their needs, the Equality and Diversity Group aims to support and assist councils to ensure equality of opportunity and good relations as an Employer, a Service Provider and a Civic Leader. 

 

      This will be done by working in partnership with councils:

·        to address equality and diversity issues

·        to ensure continuity of the ongoing equality and diversity activities

·        to support cross-sectoral initiatives

·        to involve and inform external stakeholders

·        to pilot new equality and diversity initiatives

·        to provide training and development initiatives

·        to showcase best practice

 

4.   Reporting Mechanisms

      Progress on meeting the activities detailed in the action plan will be:

·        reported to members of the Equality and Diversity Group at their meetings

·        a copy of the minutes of the Equality and Diversity Group meetings will be included on the Staff Commission meeting agendas for information

·        a copy of the minutes of the Equality and Diversity Group meetings will be included on the Solace meeting agendas for information

·        periodic reports will be sent to councils through the Local Government Staff Commission E-zine, including updates from external stakeholders

·        members will report back to the stakeholder group they represent:

 

o   Solace

o   LGSC

o   PPMA NI

o   Statutory Duty Network

o   Diversity Champions’ Network

o   Disability Action

o   Community Relations Council

o   ECNI

o   NIPSA

o   Equality Coalition

 

5.   Equality and Diversity Framework

 

      This strategy and action plan supports the Equality and Diversity Framework which details each Council’s

 

·        statement of intent

·        approach to meeting their equality and diversity obligations

·        demonstrates their compliance with them. 

 

      The Framework covers everyone who uses council services, facilities and accesses information.

 

6.   Outcomes/Outputs

 

Our priorities include actions to help achieve some of the Draft Programme for Government 2016 – 2021 targets:

 

      Outcome 3:  We have a more equal society

      Outcome 8:  We care for others and help those in need

      Outcome 9:  We are a shared society that respects diversity

      Outcome 10: We are a confident, welcoming, outward looking society

 

      The Strategy and Action Plan will result in the following benefits for the local government sector:

 

·        officers and members will be well informed on equality and diversity issues

·        councils will be representative of the communities which they serve

·        local government will be recognised for best practice in equality and diversity

·        officers and members will be supported and developed through a coaching and mentoring network

·        external stakeholders will have a mechanism to share their views and information with councils

·        councils will benefit from cross-sectoral working and initiatives

·        councils will be able to demonstrate to their citizens that they are committed to equality and diversity in the development of policy and the delivery of services to the whole community which they serve

 

 

Strategy and Action Plan

2019 – 2021

 

Key Strategic Objective: By working with our stakeholders and responding to their needs, we aim to support and assist councils to ensure equality of opportunity and good relations as an Employer, a Service Provider and a Civic Leader
Equality and Diversity Group Develop partnerships with other equality groups and networks   Review the membership of the Group to include other equality groups and networks   Revise the Equality and Diversity Framework and relaunch it at an event for Councils   Establish sub-groups:   ·       to develop a strategy on data including council statistics, NISRA, community planning and ECNI ·       to identify training required to mainstream equality, good relations and DAPs	Ongoing   August 19 and ongoing   September 2019         October 2019   January 2020
Diversity Champions Review the role of Diversity Champion and provide guidance on how the role should be carried out and how it should link with senior leaders in the council   Provide regular training events, for example on the role of Diversity Champions, ethics, dealing with uncomfortable issues/contentious areas	August 2019       Ongoing – 2 per year
Leadership Work in partnership with the ECNI to implement the ECNI S75 Demonstrating Effective Leadership Guidance in councils.   Provide a seminar on civic leadership for Diversity Champions and Equality Officers	September 2019     February 2020

 

Disability Build links with the Solace Disability Champion and develop ways to work in partnership   Work with the ECNI to implement the Mental Health Charter across local government	September 2019   Ongoing
Good Practice Examples Develop a mechanism to share best practice examples between councils and the wider public sector.   Hold an annual seminar to showcase best practice examples     Hold an awards event for diversity and inclusion initiatives in councils	Ongoing     24 September 2019 and annually   Launch in September 2019 for event in 2020
Consultation Develop a mechanism to facilitate consultation events across councils.	February 2020

 

Equality and Diversity Group

Draft Strategy and Action Plan 2019 – 2021

Consultation Questionnaire

Do you have any comments on the Background (page1)?

The circulation of the draft Strategy and Action Plan is useful in providing clarity on the background of the group.

Do you have any comments on the Membership (page 2)?  Is there anyone else you think we should invite to join the Group?

The terms of reference and the connections to the Statutory Duty Network, including the terms of appointment and nomination process and their application should, in order to demonstrate transparency and efficient use of the public purse be included.  In addition, some thought should be given to wider representation of other section 75 groups ie race, LGBT+ etc

Do you have any comments on the Purpose (page2)?

The purpose of the Group should include the identification of inequalities which, in particular, could assist Council’s in the community planning process.

Do you have any comments on the Reporting Mechanisms (page3)?

Should representatives of other section 75 groups be added to the membership of the Equality and Diversity Group as mentioned above, the reporting mechanisms should reflect this.

 

Do you have any comments on the Framework (page 3)?

The definition of the overall aim of the Equality and Diversity Group “to support and assist Council’s to ensure equality of opportunity and good relations as an employer, a service provider and civic leader” is welcome.  In addition, it is vital that meaningful outputs and outcomes in each of these areas are achieved.

Do you have any comments on the Outcomes/Outputs (page 4)?

The Council is of the view that alignment to the draft Programme for Government is appropriate.  Links to the conditions of wellbeing within the community plans should be considered also.

In relation to the second bullet point contained within the strategy on page 4 which reads “Council’s will be representative of the communities which they serve”, this should be amended to:

“Diverse communities will benefit from the best practice/activities undertaken by councils” or “Councils will attract a more diverse applicant pool for job opportunities”.

It would also be beneficial if local authorities could have access to better data to assist with more informed decision-making.

Do you agree with the actions which have been identified (page 5-6)? Yes/No/Any comments?

·        It is not clear from the table included whether the headings in “bold” are themes.  If they are themes, other headings related to section 75 groups should be added along with disability.

 

·        Ownership and responsibility for tasks should be included as well as timeframes.

 

·        The inclusion of data strategy action is welcome and will assist with the identification of inequalities going forward as there are significant gaps for S75 groups. Given the importance of this area and the focus on evidence based decision making consideration of a sub-group should be discussed.

 

·        A renewed focus on equality outcomes is welcome, particularly as many councils will now be undertaking reviews of their Equality Schemes and given the time which has elapsed since the review of Local Government.

 

·        The provision of guidance to Councils should consider the work ongoing across key stakeholders in this area, including NILGA and individual local authorities.

 

·        Clarification should also be provided on whether partnership working is being undertaken with NISRA and the Equality Commission

 

Do you have any other comments you wish to make?

 

Clarification should be provided on whether Disability has been included as a specific theme due to statutory duties.  In addition, the strategy in general could be more reflective of section 75 groups.”