Agenda item

Diversity Action Plans

Meeting of Remote Meeting, Strategic Policy and Resources Committee, Friday, 20th November, 2020 9.30 am (Item 7c)

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
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
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
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.	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
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	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	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

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

Source and deliver awareness training on Trans and Bi issues

2020-21

HR/

Network Chair

£700 total

For 2 sessions

LGBT employees feel comfortable to be their whole selves

Line managers understand key issues and their responsibilities

Deliver revised

diversity induction training to ensure LGBT+ issues covered with all new staff and managers

2020-21

Staff Resource

Better mental health

Deliver Mental Health First Aider course

2020-21

LGTG funded programme

Theme – Promoting positive attitudes
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	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	Agree Transgender policy / guidance	2020-21	HR	Staff Resource

Theme – Promotion and ensure visibility of Network including senior champions

Outcomes

Actions required

Timing

Lead

Indicative costs

Increased awareness of and participation in network

Increased awareness about staff network and senior support

Promote Proud via Interlink/

2020-21

Network Chair

Staff Resource/

Comms

Articles profiling senior champion and allies

2020-21

Chair / Network

Staff Resource/

Comms

Continue to distribute promotional material

2020-21

Network

n/a

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

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

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

Network

HR/Network

Network/

Chair

Staff Resource

Comms/

Staff Resource

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

Theme – Social Networking

Outcomes

Actions required

Timing

Lead

Indicative costs

Improved visibility, learning and positive outcomes

Facilitate an event between NI Stonewall organisations

2020-21

Network

£800

Theme – Employee Lifecycle / Organisational Analysis

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

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

Staff resource

Update application monitoring forms

2020-21

Staff resource

Theme – Inclusive Workplace
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
			Total	£5900

Supporting documents: