Equal Opportunities and Diversity Board workplan 2006/07

Report: 10
Date: 20 July 2006
By: Chief Executive and Clerk

Summary

This report provides members with details of the EODB Workplan for 2006 – 2007.

A. Recommendations

That members

1. agree the key objectives for EODB as outlined in paragraph 8 and Appendix 1;
2. agree the workplan for EODB, which also includes the Morris workplan, outlined in Appendices 2;
3. agree to continue the use of ‘mini-reviews’ to assist their scrutiny role as outlined in paragraphs 10 & 11; and
4. agree the revised timetable to the MPA Corporate Equality & Diversity objectives for 2004 – 2007 as outlined in paragraphs 15.

B. Supporting information

Introduction

1. Established in July 2002, the purpose of EODB is to lead on all issues relating to equal opportunities and diversity within the MPA and the MPS.

2. The Board has responsibility to ensure that the MPA meets its statutory responsibilities under all relevant anti-discrimination legislation, including the implementation, monitoring and review of the Race Equality Scheme and to monitor the MPS’ response to this legislation.

3. With forthcoming legislative equality duties under disabilities (December 2006) and gender (April 2007), as well as implementation of the single Equality Schemes being devised by both the MPA and the MPS, EODB’s roles and responsibilities within MPA business will be further strengthened.

Achievements

4. EODB had several achievements in 2004 – 2005 and these are outlined in the EODB Annual Report (see item 15 on the agenda).

5. One of its main achievements was the work that was progressed through its sub-groups, including (but not limited to) the MPA Disability Oversight Group, the MPA Domestic Violence Board and the MPA Stop & Search Review Board. Through these sub-groups members of the London’s diverse communities were able to work alongside MPA members in progressing key recommendations aimed at the MPS to improve performance in employment, service delivery and community engagement.

Rationale for themed meetings 2006 – 2007

6. The rationale for the themed meetings for 2006 – 2007 are to assist the MPA in ensuring that equality and diversity is fully integrated within some of ‘the big shows in town’, including the consequences post 7/7 on London’s communities, the 2012 Olympics and Safer Neighbourhoods. Whilst answering to these key initiatives, EODB will maintain its primary responsibility to monitor the MPS’ response to relevant anti-discrimination legislation:

1. EODB – July 2006: EODB has used debates on ‘equality strands’ as part of its themed discussions. In February 2006, members considered age in relation to older people; in July 2006, the focused discussion will again be on the theme of age equality, but in relation to young people – and young people as victims of crime. British Transport Police (BTP) and Transport for London (TfL) have both been invited to this meeting.
2. EODB – September 2006: communication is at the heart of any successful organisation and the role of the MPS’ Directorate of Public Affairs (DPA) to communicate both internally and externally to London’s diverse communities is critical, particularly post the July 2005 bombings. At Co-Ordination & Policing Committee on 6 July 2006, Members agreed to conduct a very brief Scrutiny of DPA and this themed meeting will complement that Scrutiny.
3. EODB – November 2006: The themed discussion will be gender and this meeting will provide an opportunity for Members to examine equality and diversity as a function of Project Umbra ((the multi-agency initiative to improve the response to domestic violence in London, which the MPS leads on). It will also provide a further occasion for London’s communities to learn more about the MPA Domestic Violence Board.
4. EODB – January 2006: MPA Members will have the opportunity to see how the MPS intends to deliver equality & diversity to all through its Single Equality Scheme, including its Disability Equality Scheme.
5. EODB – March 2007: On the 6 July 2006, London was awarded the 2012 Olympics and Paralympics Games. This meeting will provide information as to how equality & diversity will be integrated within the Games, especially as EODB will be held on International Women’s Day (8 March 2007).
6. EODB – May 2006: Members will be looking at whether equality & diversity has been delivered through Safer Neighbourhoods.

Objectives

7. The four key objectives for EODB this year (see also Appendix 2) are:

1. To receive and agree the MPS Equality Scheme and the MPA Generic Equality Scheme by March 2007 (This will include both organisations’ Disability Equality Schemes).
2. To receive six monthly updates on progress made by the MPS in delivering the Race & Diversity Learning and Development Programme during the 2006 – 2007 business cycle.
3. To conduct a minimum of three mini-reviews of OCUs, focusing on the equality and diversity aspects of their work in relation to employment, service delivery and community engagement by July 2007.
4. Through EODB’s sub-groups to focus on MPS’ performance in relation to equality and diversity in relation to disability; domestic violence; race, faith and homophobic hate crime; and stop and search during 2006-7 and to make relevant recommendations for improvement to the MPS, MPA and other key stakeholders.

8. Details of how EODB progressed against last year’s five key objectives are contained in EODB Annual Report 2005-2006 (see item 11on this agenda).

Assisting members fulfil their scrutiny role

9. EODB plans to build on its success, but also to have a closer examination and review of some key areas of policing, which are of equally interest to London’s diverse communities. This includes (but not limited to) mini-reviews of policing business such as Operation Minstead (the use of DNA in crime detection), Child Protection and the Territorial Support Group. It also includes updates of previous themed discussion including the MPS Modernisation Programme, progress on the review of Independent Advisory Groups (IAG) and an update on progress made against the Lawrence Recommendations.

10. EODB will also keep a watching brief on the equality and diversity implications of the Race & Diversity Learning Programme and the Race & Diversity (Trust and Confidence) Strategy as these are developed and rolled out, evaluating how they are being put into operation and communicated both internally and externally.

11. Whilst EODB presents an opportunity for Members to discuss some of these issues, it is anticipated this will complement other formal Committee structures (including EODB) or through alternative mechanisms.

MPA Corporate Equalities Objectives 2004 - 2007

12. In May 2004, 10 Corporate Equalities Objectives were agreed as priorities for the MPA (see Appendix 3). In the past year, however, circumstances and internal MPA organisational structures have changed and this has impacted on the objectives. (Progress against these objectives will be reported on at the EODB in December 2006).

13. One Corporate Equalities Objective will need to be revisited:

Priority Five: the Equality Standard for Local Government – As part of the sign up to the “Equalities For All” Best Value Review, the MPA signed up to working to achieve level 5 of the Equalities Standard by 2005. In July 2005, members reconfirmed this commitment and set an initial target to achieve Level 5 of the standard by 2007.

14. On current evidence, it is unrealistic to expect the MPA to achieve Level 5 by 2007. The MPA Improvement Programme has indicated the range of travel the organisation still has to make in order to ensure that equality and diversity is mainstreamed. Some of these areas include leadership & management development, performance management and community engagement. In addition, there has to be formal processes of self-assessment built into the MPA’s business to assist both internal and external validation. For these reasons, it is recommended that members endorse progress towards Level 4 being reached by December 2007.

C. Race and equality impact

This report provides the basis for future activities to be carried out by EODB. In order to meet the MPA’s legal obligations under existing equalities legislation and its commitments under the MPA Equality & Diversity Policy, EODB has to exercise and maximise its scrutiny, monitoring and review functions. This workplan creates a framework in which key tasks and objectives can be addressed, thereby meeting the needs of the MPA, the MPS and London’s diverse communities.

D. Financial implications

There are none directly arising from this report.

E. Background papers

• EODB Workplan 2005 – 2006
• EODB Annual Report 2004-2005 & 2005-2006
• MPA Race Equality Scheme 2005 – 2008

F. Contact details

Report author: Laurence Gouldbourne, Race and Diversity Unit, MPA

For more information contact:

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

Appendix 1

Equal Opportunities and Diversity Board workplan 2006 – 2007

Statement of purpose

The purpose of EODB is to lead on all issues relating to equal opportunities and diversity within the MPA and the MPS. The Board has responsibility to ensure that the MPA meets its statutory responsibilities under all relevant anti-discrimination legislation, including the implementation, monitoring and review of the Race Equality Scheme and to monitor the MPS’ response to this legislation.

Objectives

1. To receive and agree the MPS Equality Scheme and the MPA Generic Equality Scheme by March 2007.
2. To receive six monthly updates on progress made by the MPS in delivering the Race & Diversity Learning and Development Programme during the 2006 – 2007 business cycle.
3. To conduct a minimum of three mini-reviews of Operational Command Units (OCUs), focusing on the equality and diversity aspects of their work in relation to employment, service delivery and community engagement by July 2007.
4. Through EODB’s sub-groups to focus on MPS’ performance in relation to equality and diversity in relation to disability; domestic violence; race, faith and homophobic hate crime; and stop and search during 2006-7 and to make relevant recommendations for improvement to the MPS, MPA and other key stakeholders.

Issues

1. Outcomes from the MPA Stops & Searches Review Board, the MPA Domestic Violence Board, the MPA Disability Oversight Group and the London Race Hate Crime Forum will be considered at each EODB.
2. A Mini-review will be conducted of Project Umbra (16.11.2006).
3. Each EODB will consider progress towards Morris recommendations (as well as recommendations made by the CRE, Ghaffur and Taylor).
4. Each EODB will be informed of progress towards the MPA’s Generic Equality Scheme and Disability Equality Scheme. The MPA has a responsibility to have its Disability Equality Scheme in place by 3 December 2006.
5. Each EODB will aim to have a mini-review of an Operational Command Unit (OCU).
6. Members have requested six-monthly updates of progress around the Race & Diversity Learning and Development Programme and an update on the MPS Modernisation Programme.

Key legislation dates

1. 3 December 2006: all public bodies must have published their Disability Equality Scheme.
2. April 2007: the Gender Equality Duty comes into force. All public bodies must have published their Gender Equality Scheme.

Appendix 3

MPA Equal Opportunities and Diversity Strategic Objectives 2004 – 2007

Ten key strategic objectives were identified at EODB in May 2004 to progress the mainstreaming activities.

These are:

1. To achieve progress against all arrangements outlined in the Race Equality Scheme and to review and update the publication by May 2005.
2. To achieve and monitor the recommendations in the Best Value of Equalities Service Improvement Plan.
3. To overview and monitor the equalities budget spend and performance of the MPA & MPS by the Equalities Budget and Performance Monitoring Board.
4. To monitor closely all aspects of the Internal Audit report on diversity & the progress against each recommendation.
5. To achieve Level 5 of the Equalities Standard for Local Government by 2007.
6. To monitor the MPS performance and practices as set out in the Diversity Strategy, and the supporting action plans, including the local diversity plans.
7. To work in partnership with the MPS and GLA to promote women’s safety.
8. 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) [now responsibility of Co-Ordination & Policing Committee}.
9. 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.
10. To ensure that the MPA’s internal equalities practices and performance are fully compliant with legislative requirements and good practice.

In addition to these objectives the MPA will continue to:

1. 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
2. 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

Send an e-mail linking to this page

Feedback