MPA internal equal opportunities group

Report: 16 - Report not considered by the committee
Date: 16 October 2003
By: Clerk

Summary

The MPA has established an internal Equal Opportunities Group to provide overview on the range of work that needs to be progressed. This report seeks members views on the remit of the sub Group.

A. Recommendation

That members are asked to agree the remit of the Group.

B. Supporting information

1. The MPA has a huge equalities and diversity agenda to be progressed. Until recently there were no internal structures to ensure that the work required was being integrated and mainstreamed throughout the MPA secretariat.

2. Following consideration of a report at the EODB on 1 May 2003 the Chair of EODB and one member met officers to discuss the best format for ensuring a robust project management approach to monitoring internal activity. They concluded that an officer group should be convened to meet on a regular cycle and report to EODB twice yearly. An earlier proposal to set up a member subgroup was rejected.

3. The officer level structure will provide an overview of the MPA secretariat progress and performance on all aspects of its equal opportunities responsibilities and propose ways for embedding diversity in the business of the Authority. Its members will be the Clerk, the Head of Consultation and Diversity, Head of Human Resources and Professional Standards with a representative from the Internal Audit directorate and staff representative to be nominated by the Public and Commercial Services Union (PCS). This membership reflects specific race, equal opportunities and diversity responsibilities of these roles.

4. The group will provide an overview of the internal policies, practices and processes of the MPA to ensure that they are consistent with good Equal Opportunities policies and practices and ensure progress and delivery against the Race Equality Scheme and other equality commitments. The Internal Equalities group will be accountable to EODB. Written progress reports will be submitted to the EODB on a 6 monthly basis, unless otherwise required.

5. Where individual staffing matters arise, these will be addressed in line with the MPA HR Staff Handbook unless where the action proposed might need to be reviewed. The group will not have any role in respect of individual cases. It will be serviced by CDO.

C. Equality and diversity implications

The formation of the Internal Group is to ensure that race, equal opportunities and diversity practices are progressed throughout the organisation.

D. Financial implications

There are no practical implications.

E. Background papers

None

F. Contact details

Report author: Catherine Crawford, MPA.

For more information contact:

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

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