MPA staff equality forum

Report: 13
Date: 10 March 2005
By: Clerk

Summary

This report provides a brief description into the setting up of the MPA Staff Equality Forum, its aims and objectives, issues raised and the way forward.

A. Recommendations

That

1. Members note the report; and .
2. agree that a further report be provided in February 2006.

B. Supporting information

Introduction

1 Every member of the MPA staff has the right to dignity and respect, to be free from any element of unacceptable behaviour and to experience equality of opportunity irrespective of age, culture, disability, gender, grade, race, religious belief or sexual orientation. Every member of staff has the right to take part and raise any issues relating to equality on this platform and expect a fair consideration.

2 The overall aim of an organisation is to promote an open and caring work environment, which will help to make the MPA as an “employer of choice” and maintain effective and happy workforce. The MPA needed to provide an internal channel to ensure that it:

• Demonstrates equality and respect for diversity in all that it does.
• Achieves its aims of being an exemplary equalities organisation in London.
• Shows that it values and supports staff at all levels.

3 The initial activity on the Staff Equality Forum within the MPA commenced during March 2004 when the communication/discussions took place in respect of possible name for the forum, issues to be discussed, membership of the Forum and the frequency of the meetings. However, it was not until November 2004 when the Forum was launched in a more formal way with an approved Terms of Reference.

Aims and Objectives of the Forum

4. The main aims and objectives of the Forum are to:

• Promote respect for diversity and achieve equality of opportunity for all MPA staff.
• Share information and views on any issues relating to equality and diversity.
• Create an atmosphere and provide an opportunity to discuss freely and openly any issues around equality and diversity.
• Identify and refer to SMT any equality related areas for improvement within MPA systems and processes.
• Take any issues from the Forum to the SMT for consideration and resolution.
• Assist the SMT to develop and operate policies, which will ensure respect for diversity, freedom from harassment and equality of opportunity for all staff.

5. The Forum has been set up to give all MPA staff the opportunity to discuss freely and openly any issues around equalities and diversity. An agenda and copy of the minutes of the meetings are e-mailed to all MPA staff.

Composition of the Forum

6 The Forum has an elected Chairperson, a deputy Chairperson, a Secretary and a Deputy Secretary. Elections for the office holders are held during September/October.

7. The Forum will hold future bi-monthly or quarterly (e.g. in October/November, January/February, April/May and July/August). However, in case of any urgency a special meeting may be called after consultation with the SMT. The next meeting is scheduled for 5 April 2005.

Relationship with SMT, PCS and other MPA staff forums

8 The MPA as employer and the MPA Senior Management Team (SMT) have encouraged and approved the setting up of this Staff Equality Forum as the main forum to raise, discuss and resolve equality issues relevant to the MPA staff. The Forum would facilitate all staff to raise any equality related issues that would be channeled to Senior Management.

9. The operation of this Forum does not detract from the rights and position of the Public and Commercial Services Union as the recognised trade union. The PCS and the Forum would liaise and co-ordinate their activities to ensure best results for the staff.

10. The forum leadership will actively encourage, promote and welcome information and assistance from all other staff forums.

11. However, this forum is not a substitute for official procedures to resolve issues with management or the role of other sub-groups formed for detailed discussion on matters relating to a specific diversity strand.

Issues raised and progress To date

12. The Forum has started making positive contribution in highlighting issues that staff are concerned about. The Forum has flagged some issues (e.g. job descriptions, performance agreement, performance management and performance box markings) to the senior management for consideration. Some progress has been made to address weaknesses within the current system.

13. The staff, through this Forum have also raised concerns about the MPA security policy. It was felt that the policy needs to be strengthened and that comments and issues raised by staff in the past have not been adequately addressed, resolved and reflected in the policy.

Current challenges and the way forward

14 The attendance to the Forum has increased tremendously since its formal launch. However, a considerable number of staff still feel insecure and unprotected in raising areas of concerns in a free manner. We aim to try various methods to encourage and promote openness, seek and identify areas of main concerns and help resolve these to the satisfaction of the staff. However, it will take some time before the benefits and the achievements of the Forum come to fruition.

15 Race and diversity are challenging issues and the main challenge for the MPA is to take the legislation {e.g. Race Relations (Amendment) Act 2000} and the MPA strategy, policies and commitments beyond the documentation stage and to bring in tools to break the existing barriers and create an atmosphere which facilitates understanding of each other (e.g. race, religion and culture), creates equal opportunities, fairness and trust.

16. There is a need for setting up a sound framework of control operating effectively to establish best practice, achieve Race and Diversity standard levels and ensure compliance with relevant requirements of the MPA/GLA. There should be “Zero tolerance” for any type of discrimination, which would also include any actions or even any suggestion of “positive discrimination”.

C. Race and equality impact

This Forum has been set up to promote all aspects of “equality” and equal opportunities for all the staff within the MPA. Hence there are no specific equality and diversity implications of the proposal or information contained in the report. There is also no impact on the promotion of race equality.

D. Financial implications

Cost of facility time for the Forum

The cost of notional salary for the facility time resource (e.g. for Planning, attending meetings, minutes and correspondence and administration) is estimated at just under £10,000 per annum. This is considered to represent good value for money.

E. Background papers

• None

F. Contact details

Report author: Satya Minhas, Senior Internal Auditor MPA-IAD

For more information contact:

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

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