Equality objectives of the MPA committees

Co-ordination and Policing Committee - 1 November 2007
Professional Standards and Complaints - 15 November 2007
Equal Opportunities and Diversity Board - 6 December 2007
Corporate Governance Committee - 7 December 2007
Finance Committee - 11 December 2007
Planning, Performance and Review Committee - 13 December 2007
Full Authority - 20 December 2007

Report: 6
Date: 1 November 2007
By: the Chief Executive

Summary

This report sets out the equality objectives that will solidify the MPA’s commitment to equality seen through the workings of its committees. These objectives will show that the MPA as a whole is fulfilling its statutory and policy obligations in this area and assist the MPA to move through the levels of the Equality Standard for Local Government.

A. Recommendations

That:
1. each Committee agree its recommended equality objective; and

2. full Authority agrees its own equality objective and confirm those accepted by the other committees

B. Supporting information

1. There are a number of pieces of legislation that impose equality duties on public bodies in the areas of race, gender and disability. The MPA is subject to those duties. The MPA is also required, under Section 404 of the Greater London Authority Act 1999, under which it was created, to promote equality of opportunity for all persons irrespective of their race, sex, disability, age, sexual orientation, religion or belief and to eliminate unlawful discrimination. The policy of the Authority is to apply all of the law to all of the diversity strands (race, gender, disability, sexual orientation, age and religion or belief) and operate a gold standard.

2. First introduced in October 2001, the Equality Standard for Local Government (ESLG) provides a framework for ensuring that ‘a comprehensive and systematic approach’ is taken towards equalities. By working through the Standard, disadvantage associated with age, disability, faith, gender, race and sexual orientation can be identified and action taken to eliminate these barriers. The Greater London Authority (GLA) agreed that all members of the GLA family group [London Development Agency (LDA); London Fire & Emergency Planning Authority (LFEPA); Metropolitan Police Authority (MPA); Transport for London (TfL)] would work towards level 5 of the Standard.

3. At this time, the MPA is working towards level 3 of the ESLG. That level is best described as “Setting equality objectives and targets”. It is a vital stage in the standard, as without objectives the commitments of the MPA could be just words and that would not fulfil our obligations in paragraph 1 above. The duties placed on the MPA, and those that the MPA has placed upon itself, require it to be proactive and make equality happen. As the work of the MPA is done through its committee structure, it is obvious that objectives at that level are imperative if the MPA is to be seen to be fulfilling its duties and proactively moving the equalities agenda forward.

4. Rather than adopting a standard equality objective for each committee, it is imperative that each committee looks at the work that it does and gives itself a meaningful and stretching objective. It is also important that in working towards such an objective, achievements can be demonstrated i.e. are quantifiable.

5. As a guide to producing a meaningful objective, committees have the resource of the MPA’s Generic Equality Scheme (GNES). That document, still in production, sets out how the MPA, generally, will improve equalities performance, in terms of employment and customer service, across all diversity strands. It focuses on four areas: access, consultation, training and monitoring. In setting equality objectives, it is helpful for committees to utilise those same areas:

• Access – this relates to obtaining information and being able to participate in decision-making processes. It can also relate to physical access e.g. being able to enter buildings to participate in decision-making processes.
• Consultation – this relates to at one extreme, obtaining feedback and at the other, active participation of equality groups in our scrutiny and decision-making processes. This requires us to maintain an open-mind to alternative ideas, concepts and perceptions.
• Training – this relates to all training, learning and development activities.
• Monitoring – this relates to providing equality data on activities. For example, examining whether a new policy, procedure or function adversely impacts on Deaf and disabled staff or communities.

6. It is proposed that the Co-ordination & Policing Committee adopts the following objective as part of its 2007/08 work plan:

Oversight and Scrutiny
As part of its strategic role, the Co-ordination & Policing Committee is responsible for commissioning scrutinies and receiving scrutiny reports. In doing so, the Committee will:

• ensure that the terms of reference of all scrutinies include the need to conduct an equalities impact assessment;
• in receiving scrutiny reports, ensure that the equalities issues have been adequately addressed through equalities impact assessment.

This will be monitored through the annual report of the committee.
(Timescale: immediate and ongoing)

C. Race and equality impact

In adopting equality objectives, the committees of the MPA will demonstrate their compliance with the duties placed upon them by equalities legislation and policy. They will also demonstrate to the diverse communities of London that they are an authority of action, and not just commitment, in securing a fair society for all. This, in turn, will lead to a greater willingness of those diverse communities to work with an MPA in which they have greater confidence.

D. Financial implications

None

E. Background papers

None

F. Contact details

Report author: Douglas Lewins / Simon Vile, MPA

For more information contact:

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

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