Agenda item

(Finance, Performance Management and Corporate Support Services Portfolio Holder) To consider the attached report (C/004/2007-08).

(1)        That the significant improvement in performance in BVPI 2b - the quality of an Authority’s Race Equality Scheme - for 2006/07 be noted, representing the return on the investment put into this area during the last year;

(2)        That if similar progress is to take place with respect to BVPI 2a - the level of the Equality Standard for Local Government to which the Authority conforms in respect of gender, race and disability - the requirement to have in place a Corporate Equalities Action Plan be noted;

(3)        That, subject to further amendment following community and staff consultation, the draft Corporate Equalities Action Plan be agreed; and

(4)        That the monitoring on an annual basis of the Corporate Equalities Action Plan by the Finance and Performance Management Scrutiny Standing Panel be agreed.

The Finance, Performance Management and Corporate Support Services Portfolio Holder presented a report concerning the Corporate Equality Action Plan. The Portfolio Holder reported that a significant amount of equalities work had been undertaken in the past year, such that performance against Best Value Performance Indicator (BVPI) BV2b – the quality of an authority’s Race Equality Scheme and the improvements resulting from its application – had improved from 63% in 2005/06 to 89% in 2006/07. This had placed the Council’s performance for this indicator in the top quartile of District Councils and represented a significant return upon the investment that had been made in this area. In addition, Councils were also expected to make progress against BV2a – the level of the Equality standard for Local Government to which the local authority conforms in respect of gender, race and disability – for which the Council had currently attained Level 1. To attain Level 2, the Council would have to demonstrate that “…it has engaged in an impact and needs assessment process, a consultation process and an equality action planning process for employment and service delivery.”

The Portfolio Holder advised the Cabinet that the Council had already carried out impact and needs assessments, and had in place a consultation strategy and programme. The only outstanding element was the establishment of a Corporate Equality Action Plan and consultation with appropriate stakeholders. The impact assessments had generated a range of corporate tasks required to embed equalities within the Council and which had formed the main elements of the Corporate Equality Action Plan. The Corporate Equality Action Plan had been drawn up to have a five-year lifespan and as such, it was envisaged that it would be monitored and reviewed on an annual basis by the Finance and Performance Management Scrutiny Panel.

            Decisions:

(1)            That the significant improvement in performance in BVPI 2b - the quality of an Authority’s Race Equality Scheme - for 2006/07 be noted, representing the return on the investment put into this area during the last year;

(2)            That if similar progress is to take place with respect to BVPI 2a - the level of the Equality Standard for Local Government to which the Authority conforms in respect of gender, race and disability - the requirement to have in place a Corporate Equalities Action Plan be noted;

(3)            That, subject to further amendment following community and staff consultation, the draft Corporate Equalities Action Plan be agreed; and

(4)            That the monitoring on an annual basis of the Corporate Equalities Action Plan by the Finance and Performance Management Scrutiny Standing Panel be requested.

Reasons for Decision:

The development of the Council’s Corporate Equality Action Plan provided a sound platform upon which to build future equality developments. It also complimented the existing work carried out in Services regarding equalities matters, as outlined in their Service Plans.

Other Options Considered and Rejected:

To not seek the attainment of Level 2 of the Equality Standard for Local Government, however, given the substantial work that had already been done, it seemed sensible to recognise this formally by attaining Level 2.