Minutes:
The Committee was informed that the Council’s Equality and Diversity framework, which ran from April, 2017 till March, 2021, set out the way in which the organisation would tackle inequalities and promote diversity in the City. The framework had been built around four key priorities, namely, leadership, partnership and organisational commitment, understanding our communities through data and consultation, delivering services accessible to all and developing a skilled and diverse workforce. In terms of the leadership, partnership and organisational commitment key priority, the Council had committed to developing and delivering a Gender Action Plan, an LGBT+ Action Plan and a Race Action Plan.
It was reported that, in May, 2018, the Women’s Steering Group had agreed a three-year Gender Action Plan, to be delivered between April, 2018 and March, 2021. Refinement of the 2020/21 Action Plan had, however, been delayed due to the Covid-19 pandemic and ongoing recovery. As a result, the Steering Group had drafted a scaled back version of the plan, which was being presented to the Committee for approval. Those elements of the 2019/20 plan which had yet to be delivered, such as the joint senior officer and Elected Member leadership programme and an event to bring together male and female staff to discuss gender issues in the workplace and how those might be addressed, had been carried forward into 2020/21. It was hoped that these would, where feasible, be delivered remotely.
It was reported further that the development of an LGBT+ Action Plan for 2020/21 had also been delayed as a result of Covid-19. A draft plan had now been developed by the staff network, “Proud” and was also being presented to the Committee for approval.
The cost of delivering the Gender Action Plan was approximately £30,000, whilst the LGBT+ Action Plan would cost £5,000 to deliver. Those costs would be met from the existing Organisational Development budget.
The Committee approved the Gender Action Plan and the LGBT+ Action Plan for 2020/21, as set out hereunder, together with the associated costs.
GENDER ACTION PLAN 2018 – 2021
Year 3 (Year 2020-2021)
WOMEN IN THE COUNCIL -to ensure that BCC organisational culture, policies and practices empower talent development at all levels, for elected members and officers and remove any form of discrimination
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Action |
Who |
Cost |
Hold annual IWD event / celebrations for staff
|
HR IWD working group WNG |
£6000 |
Deliver Women Leaders Programme (members and officers) |
WSG HR External facilitator |
£12000 |
Participate in NI Gender Diversity Charter assessment against annual targets and activities to obtain Silver accreditation
|
CX HR |
£2500 |
Develop/ agree transgender guidance document for staff |
HR LGB&T Network |
Staff resources |
Ensure effective promotion of BCC as an employer that values and supports equality and diversity (external website, job info to potential applicants, press releases etc.) |
HR MarComms Staff network |
Staff Resources |
Develop and agree Menopause guidance for staff |
HR WNG |
Staff resources |
Hold event/ workshop for both male and female staff to jointly explore/ discuss gender issues and identify any issues to be addressed |
HR Staff networks
|
£1000 |
Retain ‘ platinum level’ status of the Onus Domestic Violence charter by continuing to raise awareness of domestic violence and abuse issues, support staff experiencing domestic violence and abuse and ensure employees know what support is available |
HR |
£2000 |
Review, update and communicate maternity, paternity, and other parental-related guidance for staff as part of the review of the Work Life Balance Handbook
|
HR |
Staff resources |
WOMEN IN THE COMMUNITY -with the purpose of increasing the representation of women in leadership positions throughout communities across Belfast by ensuring that processes are in place to increase women’s involvement in decision making in communities |
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Fund annual external IWD event. |
Equality Unit |
£6500
|
Hold Transgender remembrance event |
Head of HR LGB&T network
|
LBGT+ budget |
Explore potential for mainstreaming Grow Lead Change programme with potential partners |
HR Economic Initiatives |
Staff resources |
WOMEN IN THE ECONOMNY -to ensure all council policies and strategies influence and facilitate the active and fair participation of both women and men in the economy |
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Identify opportunities for pre-recruitment programmes targeted at females furthest removed from the labour market |
HR |
Staff resources |
Identify employability partners to deliver employability/ outreach initiatives for women.
( Link to City Deal proposals )
|
HR/OD Economic Initiatives |
Staff resources |
The Northern Ireland Female Enterprise Challenge - A collaborative programme between the 11 Local Councils, Invest NI, and Women in Business NI (WIB) to promote and support female enterprise. . This programme also includes sponsorship for the WIB conference.
Enterprise and Employability support for underrepresented groups – Belfast City Council programme of support to enable underrepresented groups (including females) to overcome the barriers to starting a business or accessing employment opportunities.
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Economic Development
Economic Development
|
£6,200
£90,000 |
WOMEN IN THE CITY -to ensure that the needs of women across the city are identified and used to influence and impact upon the regeneration of the city including social infrastructure design and community facilities provision |
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As part of the ongoing baseline audit of all Council assets determine if Council assets are ‘fit for purpose’ in terms of the needs of all genders and that gender needs are looked at as part of the development of any new council asset
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Property and Projects Department C&NS Place & Economy Dept |
Staff resources
Potential cost if additional works required |
Support the Raise your Voice Project against sexual harassment |
HR Elected Members |
Staff resources |
As part of the ongoing area working /place shaping work and the Physical Investment Programme look at opportunities of how the needs of women can be better met across the city |
Property & Projects Department Place and Economy C&NS A Strategic Hub External stakeholders
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Staff resources Potential associated costs for future GAP |
Work with City Partners on achievement of Onus Safe City status |
BCC ONUS External partners |
Staff resources |
TOTAL APPROXIMATE COSTS - £ 30,000k for year 3 (excl. ED funded initiatives)
N.B. Where ongoing COVID 19 restrictions limit planned activity, online / remote delivery will be explored and used where possible.
LGBT+ Action Plan 2020-21
Theme - Training and Development |
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Outcomes |
Actions required |
Timing |
Lead |
Indicative costs |
Increased awareness of LGBT+ bias
|
Source and deliver inclusion and awareness training
|
2020-21
|
HR/ Network Chair
|
£1000 total For 3 sessions
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Source and deliver awareness training on Trans and Bi issues |
2020-21
|
HR/ Network Chair
|
£700 total For 2 sessions
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LGBT employees feel comfortable to be their whole selves
Line managers understand key issues and their responsibilities
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Deliver revised diversity induction training to ensure LGBT+ issues covered with all new staff and managers
|
2020-21
|
HR
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Staff Resource
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Better mental health |
Deliver Mental Health First Aider course
|
2020-21 |
HR |
LGTG funded programme
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Theme – Promoting positive attitudes |
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Outcomes |
Actions required |
Timing |
Lead |
Indicative costs |
All relevant policies are inclusive and use gender neutral language where possible
Clear processes in place for staff to raise issues around discrimination/bullying/harassment based on gender and sexual orientation
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Review staff policies.
|
2020-21
|
HR
|
Staff Resource |
Guidance available for trans employees and their managers and for staff delivering services to the trans community
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Agree Transgender policy / guidance |
2020-21
|
HR
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Staff Resource
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Theme – Promotion and ensure visibility of Network including senior champions |
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Outcomes |
Actions required |
Timing |
Lead |
Indicative costs |
Increased awareness of and participation in network
Increased awareness about staff network and senior support
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Promote Proud via Interlink/
|
2020-21
|
Network Chair
|
Staff Resource/ Comms
|
Articles profiling senior champion and allies
|
2020-21
|
Chair / Network
|
Staff Resource/ Comms
|
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Continue to distribute promotional material
|
2020-21
|
Network
|
n/a |
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Potential applicants aware BCC is an employer that values and supports equality and diversity
|
Ensure up to date info on external website, job info to potential applicants, press releases etc.)
Send all external job opportunities to NI LGBT+ organisations for circulation |
2020-21
|
HR Comms Staff network |
n/a |
Visibility/Collaboration with other Networks |
Joint Webinar involving all 3 Networks and their aims |
2020-21 |
HR/Network |
Staff Resource |
Theme – Community Engagement |
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Outcomes |
Actions required |
Timing |
Lead |
Indicative costs |
Bigger and better participation in Pride and more visibility of BCC support for LGBT+ community
Visible support for LGBT Community
|
Virtual participation in Pride - to be agreed how |
2020-21
|
Network
|
n/a
|
Build participation with network members and staff
Fundraiser for Pride – possible collaboration with WNG and Disability Network
What does Pride mean to me? – visual display via pictures and videos of what Pride means to Network members |
2020-21
2020-21
2020-21 |
Network
HR/Network
Network/ Chair |
Staff Resource
Staff Resource
Comms/ Staff Resource |
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Increased awareness of issues faced by Trans community and awareness of need for remembrance
|
Hold annual Transgender Day of Remembrance event if possible or mark on line if necessary.
|
2020-21 |
Network/HR
|
£600
|
Improved awareness of issues faced by Trans Community |
Celebrate Transgender Day of Visibility Light City Hall on Transgender Day of Visibility in March 2021
|
2020-21 |
Network/HR |
£300 |
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Theme – Social Networking |
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Outcomes |
Actions required |
Timing |
Lead |
Indicative costs |
Improved visibility, learning and positive outcomes |
Facilitate an event between NI Stonewall organisations
|
2020-21 |
Network |
£800
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Theme – Employee Lifecycle / Organisational Analysis |
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Outcomes |
Actions required |
Timing |
Lead |
Indicative costs |
Feedback from staff re LGBT issues
|
Carry out voluntary monitoring exercise for all staff ( when feasible ) |
2020-21
|
HR
|
Staff Resource/ Comms
|
Position in national benchmarking exercise
|
Annual Membership in Stonewall Diversity Champions Programme
Stonewall Equality Index - While Index not happening in 20/21 due to Covid 19 - take the opportunity to get familiar with new criteria and action plan for improvement
|
2020-21 |
HR and Staff network |
£2500 |
Areas for improvement identified
|
Consider 19/20 Stonewall feedback and action plan for improvement |
2020-21 |
HR / Network |
Staff resource
|
Ensuring comprehensive info on staff is available and up to date. |
Carry out voluntary monitoring exercise for all staff ( when feasible ) |
2020-21 |
HR |
Staff resource |
Update application monitoring forms |
2020-21
|
HR
|
Staff resource
|
Theme – Inclusive Workplace |
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Outcomes |
Actions required |
Timing |
Lead |
Indicative costs |
Gender neutral facilities for staff |
Consider feasibility of gender neutral toilet in city centre offices. |
2020-21 |
HR/Facilities Mgt |
Corporate Maintenance Budget approval if work necessary |
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Total |
£5900 |
Supporting documents: