Equality standard for local government

Report: 16
Date: 10 January 2005
By: Clerk

Summary

The report provides information on the Standard and an update on the progress of the MPA towards attaining Level 5 of the Standard.

A. Recommendations

1. Members note the progress achieved and the continuing commitment to achieve Level 5 by December 2005.
2. Members approve the proposal for contracting external consultancy to assist with this project.

B. Supporting information

1. Background information on the Equality Standard is at Appendix 1 of this report.

2. One of the greatest problems the MPA has in utilising the Equality Standard and its associated guidance is that both were drafted with a standard Local Authority in mind. The MPA is a small body that has only one main area of service provision (its oversight of the MPS) and does not have many of the structures of, or obligations on it, that Local Authorities have. The information about the Standard must be read in that light and applied accordingly.

3. Members previously considered a report outlining the requirements of achieving the 5 levels of the Local Government Equality Standard and agreed that the original timescale proposed in the Best Value Review of Equalities to achieve this by 2005 be maintained. Officers were tasked to progress the work.

4. The Race and Diversity Unit has had staffing difficulties but has progressed this work in as efficient a way as has been possible. Although the rate of progress of the work has not been as swift as we would have liked, we will endeavour to work to achieve Level 5 of the Standard in the timescale agreed by Members.

Achievements to date

5. At its meeting in November the Full Authority of the MPA, following the recommendation of this Board, approved and accepted the proposed Equality & Diversity Policy and publicly reaffirmed the commitment of the Authority and its staff to the principles contained in it.

6. In so approving and reaffirming, the MPA has now fulfilled the criteria for Level 1 (Commitment to a Comprehensive Equality Policy) of the Equality Standard. I am happy that we are self-assessed at this level.

7. For Level 2 (Assessment and Consultation), having reviewed the current evidence and the views of internal and external consultants, I am satisfied that the MPA has achieved this level.

8. We will now proceed to obtaining full external validation of our self-assessed level of achievement.

Future work

9. The Race and Diversity Unit, in conjunction with the internal project management group, will now progress the review of the progress that we have already made towards the achieving of Levels 3 to 5 and progress the production of an action plan to ensure the attaining of the remaining levels.

External Professional Support

10. In the light of staffing within the Race and Diversity Unit, it is proposed that the next stage of the work be assisted by utilising external consultancy. The consultants would validate the attainment of Levels 1 & 2. They would work, simultaneously, with the Race and Diversity Unit to carry out the review process and associated gap analysis and produce an action plan for the remaining work to be done to attain Level 5.

C. Race and equality impact

It is anticipated that the implementation of the Standard will have a positive impact on the all aspects of the performance of the MPA and enhance its ability to scrutinise the MPS in its performance of delivering an effective and efficient policing service to Londoners.

D. Financial implications

The expenditure will be contained within existing estimates.

E. Background papers

None

F. Contact details

Report author: Doug Lewins

For more information contact:

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

Appendix 1: The Equality Standard for Local Government

In 2001, the MPA signed up to achieve level 5 of The Equality Standard for Local Government as a result of the GLA Group Best Value Review of Equalities and in 2003 MPA Members reiterated this commitment.

The Equality Standard for Local Government was developed under the guidance of the Commission for Racial Equality, the Disability Rights Commission, the Equal Opportunities Commission and the Employers Organisation with assistance from the Audit Commission. The Standard is a means to combat the processes described in the Stephen Lawrence Inquiry Report that are part of the culture of administration and governance in Britain.

It:

• provides a systematic framework for the mainstreaming of equality
• will assist the MPA in integrating equality policies and objectives with Best Value
• provides a generic framework through which the MPA can address its obligations under anti - discriminatory law, such as, Equal Pay Act 1970, Sex Discrimination Act 1975, Race Relations Act 1976, Race Relations (Amendment) Act 2000 and Disability Discrimination Act 1995, which prohibits discrimination in the delivery of services and employment.

While the Standard does not have statutory authority or an independent assessment process, its use by local authorities will be assessed through mechanisms established under various Government initiatives:

• Best Value performance plans;
• guidance on Best Value and Beacon status;
• Best Value Performance Indicators; especially those BVPIs on equalities;
• Best Value reviews;
• scrutiny by the local community;
• community planning.

The Equality Standard is a Best Value Performance Indicator for 2003/04 and as such is audited in the same way as any other BVPI.

The Equality Standard recognises the importance of fair and equal treatment in local government services and employment and has been developed as a tool to enable authorities to mainstream gender, race and disability into council policy and practice at all levels. The Standard provides a framework that can be easily extended to anti-discrimination policies for age, sexuality, class and religious beliefs. The Standard in the MPA has been extended to anti-discrimination policies for age, sexual orientation, religion or belief and work & parents.

The Equality Standard is a framework that sets up a way of working within local authorities, which will make mainstreaming equalities into service delivery and employment an issue for all aspects of its work. Using five levels, authorities will introduce a comprehensive and systematic approach to dealing with equalities. These levels cover all aspects of policy-making, service delivery and employment.

The Equality Standard Level 1: Commitment to a Comprehensive Equality Policy

To achieve Level 1 of the Standard an authority must have adopted a comprehensive equality policy that commits it to achieving equality in race, gender and disability through:

• Improving equality practice at both corporate and departmental level
• Earmarking specific resources for improving equality practice
• Equality action planning and equality target setting within all departments and service areas
• Systematic consultation
• A fair employment and equal pay policy
• An impact and needs/requirements assessment
• Progress monitoring
• Audit and scrutiny

The Equality Standard Level 2: Assessment and Consultation

To achieve Level 2 of the Standard an authority will need to demonstrate:

• That it has engaged in an impact and needs/requirements assessment
• That it has engaged in consultation with designated community, staff and stakeholder groups
• That it has engaged in the development of information and monitoring systems
• That it has engaged in an equality action planning process for employment, pay and service delivery
• That it is developing a system of self-assessment, scrutiny and audit

The Equality Standard Level 3: Setting equality objectives and targets

To achieve Level 3 of the Standard an authority will have to demonstrate:

• That it has completed a full and systematic consultation process with designated community, staff and stakeholder groups
• That it has set equality objectives for employment, pay and service delivery based on impact and needs/requirements assessment and consultation
• That equality objectives have been translated into action plans with specific targets
• That it is developing information and monitoring systems that allow it to assess progress in achieving targets
• That action on achieving targets has started

The Equality Standard Level 4: Information systems and monitoring against targets

To achieve Level 4 of the Standard an authority will have to demonstrate that:

• It has developed information and monitoring systems that allow it to assess progress in achieving targets
• It is measuring progress against targets and effectively using its information and monitoring systems
• Monitoring reports are being produced at specified intervals and circulated to designated consultation and scrutiny groups
• Monitoring systems are providing useful information about progress towards specific targets

The Equality Standard Level 5: Achieving and reviewing outcomes

To achieve Level 5 of the Standard an authority will have to demonstrate that it has made considerable progress in achieving equal employment and service provision with regard to race, gender and disability. It will need to show that:

• It has achieved significant progress towards the targets that it set at Level 3
• It has reviewed and revised targets, monitoring and consultation systems with designated community, staff and stakeholder groups
• It has initiated a new round of action planning and target setting

Through its achievements it can be seen as an example of good practice for other local authorities and agencies.

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