Corporate equalities objectives

Report: 12
Date: 16 November 2006
By: 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

1. Ten key strategic objectives were identified at EODB in May 2004 to progress the mainstreaming of equalities. The changes to the MPA internal organisational structures are in process of being implemented. This report updates where the MPA is on progressing these objectives, key outcomes to date and the outstanding areas of development during 2005/06.

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 aspirational; however, all assisted the process of mainstreaming equality and diversity.

3. The MPA continues on its journey to make significant changes to its landscape since these objectives were set. The MPA is in the process of implementing key structural changes. Diversity and citizen focus has now been integrated into a combined Directorate within the MPS and a number of developments are taking place across the Directorate to ensure that it can achieve its vision of transforming the MPS into a citizen-focused service. The implementation of Safer Neighbourhoods is well under way; following the events of July 2005, the new Counter Terrorism Command was created. This took over the roles and responsibilities of the Anti-Terrorist Branch and Special Branch and was launched on October 2 2006. 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

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

4. Evidence: The MPA’s Race Equality Scheme for 2005 – 2008 (RES) was updated on the MPA website by 5 February 2006. Following the 22 recommendations by the MPA on the MPS Race Equality Scheme, the MPS has made the required amendments and is ensuring that all learning is incorporated into their updated RES. A six-month update on the MPS scheme was presented to EODB on 2 February 2006, as was an update on the MPA RES 2005-2008.

5. Key outcomes: 71 MPA members of staff have now been trained in how to conduct Equality Impact Assessments, including the Chief Executive & Clerk and Deputy Chief Executive. Updates on progress against key policies are reported upon quarterly to MPA SMT. Since EODB members agreed the MPA RES in July 2006, there have been three policies that have been the subject of review: Security, Human Resources Service Level Agreement and Procedures and Standards, when dealing with the public. Other areas of success have been improved working relationships and promulgation of good practice with the MPS.

6. 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, eight members have attended the Equality Impact Assessment (EIA) training. Following the comments from the MPA member who has the lead portfolio for diversity at Full Authority (29.9.2005), in respect of the responsibility of MPA Members to hold the MPS to account, six staff of the MPS/APA have also attended EIA training, including the APA Policy Director for Diversity. The Chair of EODB considers the training to be imperative to Member responsibilities and considers that all Members should undertake the training in order to effectively discharge their duties. Overall comment: The training programme will continue to facilitate training to all staff and Members. Status: Amber/Green.

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

7. Evidence: Latest updates from owners of recommendations on revised schedule. A further review is due to coincide with the end of the financial year.

8. Key outcomes: A joint MPA/MPS Equal Opportunities statement was recommended and agreed by Members at the December 2005 Full Authority meeting (by the Commissioner, the MPA Chair and the MPA Clerk and Chief Executive). Processes are in place to continue to ensure that Community Police Consultative Group (CPCG) funding takes account of activity with and for target equality groups. A revised Equalities Impact Assessment process is now in place and all Units have conducted initial assessments to areas of their work. Work continues on the procurement strategy to produce a more diverse supplier base and to ensure that the duties of the Race Relations (Amendment) Act 2000 are part of the procurement process.

9. Areas for improvement: Many of the entries on the plan are now either well-advanced, completed or long-term objectives. The plan is to ensure that unmet and long-term objectives are transferred to the Generic Equality Scheme Action Plan. Overall comment: Partially achieved. Status: Amber/Green.

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

10. Evidence: A full report of the MPS budget and equalities report for 2005–06 and business plan and budget for 2006-07 was presented to EODB on 20 July 2006. The report highlighted the key areas of work for the MPS in relation to equality and diversity and included updates on the community engagement and leadership plans for 2006/7, Diversity learning and development, the MPS Equality Scheme, as well as an update on the modernisation strategy. The MPA report notes the development of the Communities Together initiative, an agreement to restructure some of the Authority’s committees, an update on the requirement for the MPA to produce a Disability Equality Scheme by 3 December 2006 and a Gender Equality Scheme by 6 April 2007.

11. Key outcomes: Through the GLA budget process, equalities – and performance against key equalities targets remains a priority area of our work. The work is now being mainstreamed and all teams and units in the MPA and the MPS are responding to a template that asks them to assess areas of their work in relation to their key functional areas/projects and how this relates to equality areas. They are also asked to identify actions to be taken to ensure equality issues are integral to all areas of their business. At the time of writing this update report, all units within the MPA have submitted their initial assessment to the R&DU, which will form part of the Generic Equality Scheme.

12. Areas for improvement: steps have been taken to ensure there is greater cohesion between both the MPA’s and MPS’ key equalities priorities in relation to budget spend and performance. One of the mechanisms currently being developed is a joint MPA/MPS Oversight Group that will provide a strategic overview and drive through the changes outlined in the Budget & Equalities process. Overall comment: Partially achieved. Status: Amber/Green.

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

13. Evidence: This remains with auditors and on the audit file including the acceptances of the recommendations and updates on progress in actionning the recommendations.

14. Key outcomes: An agreement has been reached to work with the R&DU to progress recommendations. Progress will be updated at the next report.

15. Work proposal: Due to changes within the MPS, Internal Audit is intending to conduct a complete review to commence in the new year 2007. The review will be known as Equality and Diversity Applications and Monitoring. Overall comment: Partially achieved. Status: Red/Amber.

To achieve Level 5 of the Equalities Standard for Local Government (ESLG) by 2005.

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

17. Key outcomes: The Authority has self-assessed its progress against the standard and has notionally achieved at least level 2. Achieving level 3 requires additional support. It is considered the Authority will achieve this with the integrated approach of the Disability Equality Scheme and the ESLG, combined into the Generic Equality Scheme. To verify level 3 of the standard will require external ratification. On account of the processes involved, an 8-point action plan has been agreed with the MPA’s Senior Management Team (SMT) to sign off levels 1 & 2 by April/May 2007. Due to external revision of the ESLG process, is not likely the MPA will arrive at level 5 until at least 2010. (See item…on the agenda)

18. Areas for improvement: A strategy is in place to assist the Authority reach level 3 of the standard by the newly agreed target of December 2007 (agreed at EODB in July 2005). The development of the MPA’s Generic Equalities Scheme is well under way. Overall comment: good progress is being made and the target of December 2007 should be achieved. Status: Amber/Green.

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

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

20. Key outcomes: These are currently being developed.

21. Areas for improvement: The MPA Race & Diversity Unit (R&DU) has assisted the MPS in its devising of its Diversity Strategy. This was submitted to EODB in February 2006. The process of formulation and consultation is being monitored by EODB. Overall comment: Work in progress towards implementing the Diversity Strategy. Status: Amber. [1]

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

22. Evidence: Following the establishment of the MPA Domestic Violence Board (DVB) two meetings have taken place. An examination of the London boroughs of Croydon and Havering took place on 5 April 2006 with a meeting of Brent and Tower Hamlets on 19 September 2006. The DVB will be meeting the boroughs of Hammersmith and Fulham and Sutton on 12 June 2007. Each third meeting will be the subject of a focus item. A training event is scheduled to take place on 6 February 2007, which will explore issues in respect of the standard operating procedures in relation to domestic violence and rape. This has also been discussed and will be the focus item for EODB on 16 November 2006 - the multi agency approach to domestic violence through Project Umbra. Overall comment: Achieved – work has commenced. Status: Amber/Green

23. Key outcomes: Having secured one of the Deputy Chairs of the MPA as co-chair, the Board has representation from the following statutory bodies: Government Office for London (GOL), the Crown Prosecution Service (CPS), London Councils (LC) [2], the Metropolitan Police Service (MPS) and the Greater London Authority (GLA). This demonstrates the commitment to this area of business.

24. Areas for improvement: The DVB has recognised a need to examine training for MPS officers involved in the process and will be exploring this on 6 February 2007. There is also a need to examine the policies in relation to DV, rape and child abuse as this has emerged as an area requiring clarification. There is recognition that there is a need to establish an internal DV policy for victims of domestic violence.

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

25. 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.

26. Key outcomes: MPS continues to Record all "stops" and "stops and searches" made under any legislative provision. At the meeting of the Stop and Search Review Board a discussion took place concerning the re-launch of specific training for Police and Police Community Support Officers in respect of stops and searches. At the MPA Business Meeting Group (9 June 2006), members agreed that the Stop and Search Review Board should run for another 18 months in order to ‘sign off’ the Scrutiny Report’s recommendations.

27. Areas for improvement: The Community Monitoring Network process has been established to share information and good practice. There are currently 26 local monitoring groups established across London. 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. Overall Comment: Partially achieved. Status: Amber/Green.

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

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

29. Key outcomes: The Human Resources Committee (HRC) has been disbanded and the Coordination and Policy Committee (CoP) now deal with all HR issues. A Consultant has been tasked to evaluate all HR policies to ensure legislative compliance.

30. Areas for improvement: Once the Consultant has concluded the assessment, a report will be sent to COP, which will highlight areas for improvement and change. The report and actions from the investigation will assist the MPA to ensure the MPA secures the climate of good relations and complies with all equal opportunity legislation, directives and recommendations. The R&D Unit have given presentations on Age and Disability equality to MPA teams. Overall Comment: Partially achieved. Status: Amber/Green.

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 policy 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.

31. Comment: The Authority will continue to monitor successes, through the work of MPA committees and its Members, to progress these long-term aims.

32. Action required: The MPA has made significant advances in its attempt, not only to ensure it carries out its duties in respect of scrutiny of the MPS but also to look internally at its own systems to ensure complies with legislation and to foster a fair and positive work environment for all its staff and best practice.

To do this we must:

• Ensure that all staff and Members are trained on EIAs
• Endorse the development of the Budget and Equalities Oversight Group
• Recognise the change in assessment process to achieve level 5 of the ESLG
• Endorse and continue to support the work of the MPA DVB

33. There are three key steps that have been identified as requisites to meet level 3 of the ESLG:

• Evidence of setting and monitoring personal and business objectives
• The carrying out of an Equal Pay Audit; and
• The identification of corporate group at senior and middle management to ensure and drive through the changes required.

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 paper comes within the overall budget allocation of the Authority as covered in the Budget and Equalities return to the GLA. Members should be aware that due to the requirement to have external assessment of the ESLG, the challenge for the MPA will be to ensure compliance with the Equality Standards for Local Government remains within budget. DIALOG has indicated that the cost of external assessment of the ESLG is £7000.00 per level.

E. Background papers

• EODB Annual Report 2004 – 2005
• EODB Workplan 2005 –2006 and 2006 – 2007
• MPA Race Equality Scheme 2005 - 2008
• MPS Race Equality Scheme, update submitted to EODB on 2 February 2006
• 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
• Internal Audit – Diversity Application & Monitoring Report
• Stops and Searches Scrutiny Board Paper to EODB, 6 October 2005

F. Contact details

Report author: Bennett Obong, MPA

For more information contact:

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

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