Equal Opportunities and Diversity Board terms of reference and co-opted membership

Report: 11
Date: 31 October 2002
By: Clerk

Summary

At its last meeting the Equal Opportunities and Diversity Board considered some changes to its terms of reference. It also considered appointing some co-opted members. Both these issues are for decision by the full Authority.

A. Recommendation

That approval be given to

1. the additional terms of reference for the Equal Opportunities and Diversity Board set out in appendix 1; and
2. the co-option of Lee Jasper to the membership of the Board, with Rosemary Emodi as his deputy when he is unable to attend. Further co-options will be recommended in due course. 

B. Supporting information

1. At its meeting on 26 September, the Equal Opportunities and Diversity Board (EODB) considered two issues that require the approval of the full Authority.

2. EODB terms of reference: these are attached as Appendix 1. Two further terms of reference are proposed by the Board, which are shown in italics (nos. 12 and 13). The first (no. 12) would build on the expertise that the MPA has developed through its Performance and Review Unit and would provide the opportunity to look at issues of the Board’s choosing in more depth. The extent of the reviews would depend on the office support available at the time.

3. The second (no.13) would recognise the scale of the MPA and MPS diversity spend. Total MPS diversity budgets for 2002/03 amounted to £57m; the MPA’s was £280,000. Whilst a high proportion of these collective budgets were salary costs, members of the Board will wish to satisfy themselves that the spend of both organisations is closely linked to performance. The Mayor’s Office has placed a requirement for the monitoring and accountability of diversity budgets on each part of the GLA Group. MPA and MPS officers have been involved in carrying out this exercise. Because of the importance of this aspect of budget performance, this should be a specific responsibility of the Board, within the overall financial oversight of the Finance Committee.

4. Co-opted members: when the EODB was established it was recognised that it could benefit from co-options as a way of increasing the expertise available to the Board on particular issues or as a way of gaining an input from representatives of particular communities or organisations in the field of equalities and diversity. Co-opted members are appointed in a non-voting capacity and the appointment should be confirmed annually at the annual meeting.

5. The Board has had an initial discussion about co-options. Members have agreed that the number of co-optees should not exceed the number of appointed members (eight). In making appointments, they wanted to be clear as to whether the co-opted members were being appointed in a personal or a representative capacity. The Chair and Kirsten Hearn have been asked to meet to consider possible co-optees.

6. In the meantime, however, the Board has agreed to recommend the appointment of Lee Jasper as a co-opted member. Mr Jasper is the Policy Director for Equalities and Policing in the Mayor’s Office. He has asked that he be allowed a named deputy – Rosemary Emodi – for those occasions when he may not be able to attend.

C. Equality and diversity implications

7. These recommendations are seen as enabling the Board to fulfil its role better. In particular, the use of co-options can increase the knowledge available to the Board on issues facing particular communities in London.

D. Financial implications

There are no financial implications arising directly from this report. Appendix 1 identifies the need for further reviews, which might bear financial implications.

E. Background papers

Reports to Equal Opportunities & Diversity Board on co-opted members and terms of reference, 26 September 2002.

F. Contact details

Report author: Simon Vile, CLAMS, MPS.

For more information contact:

MPA general: 020 7202 0202
Media enquiries: 020 7202 0217/18

Appendix 1: Equal Opportunities and Diversity Board - Terms of Reference

1. To lead on all issues relating to equal opportunities and diversity within the MPA and the MPS. This includes:
2. To ensure that the MPA meets its statutory responsibilities under all relevant anti-discrimination legislation; and to monitor the MPS’s response to this legislation.
3. To monitor the implementation of the MPS’s race equality action plan.
4. To approve the MPA’s annual equal opportunities and diversity work programme.
5. To consider and advise on the equalities and diversity implications of all MPA and MPS major policy proposals and initiatives.
6. To keep under review the Authority’s equal opportunities statement and strategies that put this statement into practice.
7. To review and interrogate MPS performance data on diversity issues, including trends and performance against policing plan objectives, particularly with regard to:
   • stop and search data
   • hate crimes (race, homophobic, rape, domestic violence, child abuse)
   • street crimes (diversity issues)
   • possession of knives/weapons (diversity issues)
   • CRR training
   • other areas of performance which have a specific impact on diversity issues
8. To propose the development of performance indicators and target setting in areas of diversity issues.
9. To consider areas of diversity where new or improved performance monitoring is required.
10. To co-ordinate action on issues arising from the Lawrence Report
11. To advise other MPA committees on equalities and diversity issues of relevance to their responsibilities
12. To undertake at least one review of the MPS diversity strategy or other erlevant issues annually, depending on the staffing resources available. These reviews could range from a formal scrutiny to one or more themed meeting on a particular subject
13. To monitor and review the MPA and MPS annual diversity budgets to ensure efficiency of spend against performance and to satisfy the budget requirements of the Mayor’s Office.

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