Corporate equalities objectives

Report: 10
Date: 1 December 2005
By: the Chief Executive and Clerk

Summary

This report asks members to endorse the progress made towards achieving the Corporate Equalities Objectives for 2004 – 2007. It also highlights areas of improvement and invites members to agree the actions needed to meet the agreed objectives.

A. Recommendations

That members agree:

1. To endorse the progress and outcomes made towards the Corporate Equalities Objectives.
2. To agree the action listed as outlined in paragraph 3 to keep the MPA on track to achieve its objectives.

B. Supporting information

Background

1. Ten key strategic objectives were identified at EODB in May 2004 to progress the mainstreaming of equalities. In the past year, however, circumstances and internal MPA organisational structures have changed and this has impacted on the direction, speed and rate of change required to achieve these objectives. This report updates where the MPS is on progressing these objectives, key outcomes to date and the outstanding areas of development.

2. It should be noted that the strategic objectives agreed in a 2004 were a mixture of SMART objectives (Stretching; Measurable; Achievable; Realistic; and Time-Bound) and inspirational; however, all assisted the process of mainstreaming equality and diversity.

3. It should also be noted that some of the landscape has changed significantly since these objectives were set. Restructuring of key directorates in both the MPA and MPS, the rollout of Safer Neighbourhoods, the events of July 2005 and the MPS’ Modernisation Programme have all impacted on progress towards these objectives. To assist members assess progress against these objectives a ‘traffic light system’ of red (little or no progress against objective); amber (partial achievement) and green (achievement) has been devised.

Progress against corporate objectives

4. To achieve progress against all arrangements outlined in the Race Equality Scheme and to review and update the publication by May 2005.

5. Evidence: The MPA’s Race Equality Scheme for 2005 – 2008 (RES) was reviewed and updated for publication on the MPA website by 31 May 2005. It was agreed by members on 7 July 2005 and ratified by Full Authority on 29 September 2005. In addition, the MPA made 22 separate recommendations on the MPS’ RES.

6. Key Outcomes: 44 MPA members of staff have been trained in how to conduct Equality Impact Assessments, including the Clerk & Chief Executive and Deputy Clerk & Deputy Chief Executive. Updates on progress against key policies are reported upon quarterly to MPA SMT.

7. Areas For Improvement: An area of the Scheme is for the Authority to assist members in discharging their duties under the Race Relations (Amendment) Act 2000. To date, 6 members have attended the EIA training; the MPA member who has the lead portfolio for diversity commented at Full Authority (29.9.2005) that not only does the training enable and strengthens members’ abilities to hold the MPS to account on equality and diversity issues; it also greatly assists the process of mainstreaming. Work is being developed to re-roll out this initiative to members who may not have had to opportunity to attend the training earlier in the year. Overall comment: Achieved publication of RES by 31 May 2005; on-going work towards reviewing progress against agreed key tasks. Status: Amber/Green.

8. To achieve and monitor the recommendations and monitor the recommendations in the Best Value of Equalities Service Improvement Plan.

9. Evidence: Latest updates from owners of recommendations on revised schedule.

10. Key Outcomes: A joint MPA/MPS Equal Opportunities statement will be recommended to Members at the December full authority meeting (for signature by the Commissioner, the MPA Chair and the MPA Clerk and Chief Executive). An inclusive Equality & Diversity Policy was adopted at full authority on 25 November 2004. Processes are in place to ensure that CPCG funding takes account of activity with and for target equality groups. A revised Equalities Impact Assessment process is now in place. Procurement strategy in place to produce a more diverse supplier base and to ensure that the duties of the Race Relations (Amendment) Act are part of the procurement process.

11. Areas for Improvement: Many of the entries on the plan are now either well-advanced, completed or long-term objectives. The plan is currently being reviewed. Overall comment: Partially achieved. Status: Amber.

12. To overview and monitor the equalities budget spend and performance of the MPA & MPS by the Equalities Budget and Performance Monitoring Board.

13. Evidence: The equalities budget spends and performance forms an integral part of the budget process. Members considered the budget spend at EODB on 6 October 2005 and agreed some of the key priorities for performance in relation to equalities and diversity. A more comprehensive paper went to Finance Committee on 10 October 2005 and to Full Authority on 17 November 2005.

14. Key Outcomes: Through the GLA budget process, equalities – and performance against key equalities targets - has been prioritised. It has also assisted the process of mainstreaming; for example, teams and units in the MPA and the MPS now have to respond to a template that asks them for a) the equalities and diversity implications of a project; and b) the likely equalities impact of a proposed initiative. This process has positively impacted on areas of business such as procurement and community engagement.

15. Areas For Improvement: There is a need for greater cohesion between both the MPA’s and MPS’ key equalities priorities in relation to budget spend and performance. Qualitative data as well as quantitative data will need to be developed in a more systematic manner, which allows greater clarity of evidence of achievement. Overall comment: Partially achieved. Status: Amber.

16. To monitor closely all aspects of the Internal Audit report on diversity & the progress against each recommendation.

17. Evidence: Held by auditors on the audit file including the acceptances of the recommendations and updates on progress in actionning the recommendations.

18. Key Outcomes: Diversity and Citizens Focus Directorate (DFCD) has developed a corporate performance pack, which seeks to capture data according to service delivery and employment practice. This data is analysed by the MPA Planning and Performance Team for monitoring by EODB and HRC. All MPA committees now have terms of reference and a committee report template is now in use. A joint MPA/MPS Equal Opportunities Statement has been prepared for consideration and bilateral signature at the December ’05 full authority meeting.

19. Areas For Improvement: Internal Audit is still continuing action to finalise the audit. Overall comment: Partially achieved. Status: Amber.

20. To achieve Level 5 of the Equalities Standard for Local Government by 2005.

21. Evidence: This is held in the decisions and other paperwork of the Authority and will be verified by the guardians of the ESLG, Dialog.

22. Key Outcomes: The Authority has self-assessed its progress against the standard and has achieved at least level 2. This will be formally ratified early in 2006.

23. Areas For Improvement: A strategy is being developed to assist the Authority reach level 5 of the standard by the newly agreed target of December 2007 (agreed at EODB in July 2005). However, progress against this objective may be superseded by the emergence and development of the MPA’s Generic Equalities Scheme. Overall comment: Little or no progress in direct relation towards stated objective – though other activities against objectives have supported progress. Status: Red/Amber.

24. To monitor the MPS performance and practices as set out in the Diversity Strategy, and the supporting action plans, including the local diversity plans.

25. Evidence: The Diversity Strategy is currently being developed and will be integrated with local action plans at borough levels.

26. Key Outcomes: These are currently being developed.

27. Areas For Improvement: The MPA Race & Diversity Unit has assisted the MPS in its devising of its Diversity Strategy. The process of formulation and consultation is being monitored by EODB. Overall comment: Work in progress towards completing the Diversity Strategy. Status: Red/Amber.

28. To work in partnership with the MPS and GLA to promote women’s safety.

29. Evidence: The creation of the MPA Domestic Violence Board was agreed by EODB in October 2005 and ratified by Co-Ordination and Policing on 6 November 2005. This Board will focus on MPS performance on domestic violence at a borough level and will be reviewed after one year.

30. Key Outcomes: Securing one of the Deputy Chairs of the MPA to be a co-chair of this Board has been a significant success and indicates the priority the MPA is attaching to achieving improved performance and exchanging good practice on this issue. In addition, there has been cross-party support given to this initiative by members, particularly by the chair and other members of EODB, which will strengthen the Board’s role, responsibilities and engagement with its diverse communities.

31. Areas For Improvement: Work continues apace to organise the inaugural meeting. This is likely to take place early in 2006. Overall comment: Not achieved – as just commencing project. Status: Red/Amber.

32. To ensure that Community and Police Consultative Groups, and as far as practicable, Crime and Disorder Reduction Partnerships, achieve compliance with the appropriate equality legislation, specifically the Race Relations (Amendment) Act (2000).

33. Comment: This objective was agreed by EODB on 7 July 2005 to be referred to the Community Engagement Committee, as revised internal structures within the MPA meant that this objective was now the purview of said committee.

34. To oversee the implementation of the Stop and Search Scrutiny recommendations and the proposed MPS implementation of Recommendation 61 of the Stephen Lawrence Inquiry Report.

35. Evidence: Recommendation 61 has been rolled out across the MPS; Tower Hamlets and Hackney were the first in England & Wales to roll out Recommendation 61.

36. Key Outcomes: Record is made by police officers of all "stops" and "stops and searches" made under any legislative provision (not just the Police and Criminal Evidence Act). Non-statutory or so-called "voluntary" stops are also recorded. The record includes the reason for the stop, the outcome, and the self-defined ethnic identity of the person stopped. A copy of the record is given to the person stopped. Relaunch of the Stops and Searches Board [SSB] (formerly Stop & Search Scrutiny & Implementation Board). Creation of Community Monitoring Network to share information and good practice. A monitoring mechanism has been developed by the MPS so that borough performance on stop and search can be analysed and compared by the public.

37. Areas For Improvement: Supporting the development of the Community Monitoring Network. Reporting to the SSB on the progress on the 55 recommendations made in the Scrutiny Report. Overall Comment: Partially achieved. Status: Amber/Green.

38. To ensure that the MPA’s internal equalities practices and performance are fully compliant with legislative requirements and good practice.

39. Evidence: Updates to SMT and members on recent legislative changes.

40. Key Outcomes: An inclusive Equality & Diversity Policy was adopted at full authority on 25 November 2004. MPA policies are compliant with current legislation and are reviewed regularly to ensure that they reflect best practice. Members at EODB and HRC monitor the practice of equality; and MPA staff have an Equality Forum as part of the overall monitoring process. As a result of the progress in this area, and the desire and willingness of the Clerk and Chief Executive to be our Diversity Champion, the Authority has been accepted as a Stonewall Diversity Champion.

41. Areas For Improvement: Ensuring the Generic Equality Scheme reflects all aspects of diversity. Keeping the MPA up to date with current and future legislative requirements. Overall Comment: Partially achieved. Status: Amber/Green.

42. In addition to these objectives the MPA will continue to:

Secure a climate & organisational structure in which unlawful discrimination & the promotion of good relations, respect and trust amongst police & non-police staff in the MPS is promoted; and
Monitor and review progress in implementing its statutory and legislative responsibilities in relation to equal opportunities and diversity as well as monitoring the performance of the MPS in this regard. This work involves all equal opportunity legislation, directives and recommendations, including a focus on age, disability, faith, gender, race and sexuality.

43. Comment: The Authority continues, through the work of MPA committees and the work of its Members and Officers outside MPA committees, to progress these aims. The aims are, of course, long-term aims which will be a constant part of the work of this Authority. Examples of the ways in which this work is progressed include the fostering of relationships between the Authority and the MPS Staff Associations (S.A.M.U.R.A.I.) and the monitoring of employment and service provision data by the committees of the Authority.

Action Required

44. Given some of the substantial changes experienced by both the MPA (new structures, absence of a formal Head of Race & Diversity Unit for over 9 months) and the MPS (restructuring of Diversity Directorate; new DAC appointed in past three months), it is a credit that the MPA can, after a year, say that it still on track to achieve its Corporate Equalities Objectives.

45. However, in the short to medium term, there are three areas that need to be addressed urgently to ensure that the momentum gained is not dissipated:

• Training for members on EIAs
• Progress towards Level 3 of the Equalities Standard For Local Government
• Ensure greater cohesion between the MPA and MPS on the budget equalities process

C. Race and equality impact

This report shows continued and real progress, throughout the work of the Authority, in progressing the duties of the Race Relations (Amendment) Act 2000 and the requirements of other equalities legislation. In addition, and importantly, the Authority is also making significant progress against its aim to achieve the “Gold Standard” – the best practice that exceeds the minimum requirements of legislation.

D. Financial implications

The cost of all the work covered by this report comes within the overall budget allocation of the Authority as covered in the Budget and Equalities return to the GLA.

E. Background papers

• EODB Annual Report 2004 – 2005
• EODB Workplan 2005 – 2006
• MPA Race Equality Scheme 2005 - 2008
• GLA Group Budget Guidance Notes for 2006 – 2007
• GLA Group Budget and Sustainable Development Guidance for 2006 – 2007
• Budget and Equalities 2005 – 06: A Review of Progress Across the GLA Group
• Budget 2006 - 2009
• Policing and Performance Plan 2005/06
• MPA Best Value Service Improvement Plan 2003 onwards
• Internal Audit – Diversity Application & Monitoring Report
• Stops and Searches Scrutiny Board Paper to EODB 6 October 2005

F. Contact details

Report author: Laurence Gouldbourne & Douglas Lewins, MPA.

For more information contact:

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

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