Policies, Schemes and Reports
Equality Objectives 2024-28
Everybody In is the Council’s equality, diversity and inclusion (EDI) brand. It aims to raise awareness of the diversity of our communities, promote good community relations and make our commitment to equality clear to our residents and staff. The Everybody In campaign comprises of four elements:
Everybody Involved in shaping services and challenging how we do things
- Interested in influencing and championing equality through effective partnership work
- Inspired and motivated to promote equal life chances for everyone
- Included in supporting communities to get on well together
In 2023, we launched our BeYou campaign to further develop our EDI work with the aim of creating belonging and nurturing growth.
- Diversity is fact
- Equality is choice
- Inclusion is the action
- Then belonging becomes the outcome
As we continue our journey to belonging, for the period 2024-2028, we have agreed the following objectives.
What:
We will continue to develop our approach to Equality Analysis, ensuring not only that we comply with our obligations under the Public Sector Equality Duty to pay due regard, but also that our approach includes areas not protected by the Equality Act 2010 such as Care Experienced, Carers and Socioeconomic factors.
Outcomes:
All policies, strategies and decisions which have the potential to adversely impact on one or more protected characteristic are subject to the agreed Equality Analysis process.
All relevant colleagues and Elected Members receive appropriate information and development about their responsibilities.
Measures:
Records of Equality Analysis Moderation Group of volume and range of analyses submitted and their quality
Numbers of Equality Analyses attached to Council reports
Numbers of Equality Analyses published on the website
What:
We will build on the success of the first BeYou colleague diversity monitoring exercise conducted in 2023 to gain a better understanding of the diversity of our workforce. This will include listening to feedback about the format, timing and communication methods of the survey.
Outcomes:
Each subsequent year of monitoring will result in a higher percentage of staff completing the survey
Increased understanding of the diversity of our workforce
Launch Reverse Mentoring process
Monitoring results will feed into HR plans
Ensure that every employee feels included, is able to bring their whole self to work and that barriers to success are removed
Measures:
Data on retention, levels of engagement and progression
Increased number of under-represented groups in senior roles
What:
We will review our approach to communications, to develop a more robust and comprehensive approach both internally and externally. We will review our communications with customer, service users and residents to ensure they are accessible.
Outcomes:
The development of protocols around which diversity days/weeks/months and campaigns to support
Development of an action plan to improve accessibility, communication and information across all areas of the Council
Continuous support and engagement with networks to enable colleagues’ input into initiatives, policies and services
Measures:
Colleague survey information internally, and customer/resident
What:
We will review our EDI development activities and programme to ensure it is comprehensive, appropriate, proportionate and up to date.
Outcomes:
All colleagues and Members receive appropriate, timely and accurate development to enable them to perform their roles effectively
Regular monitoring and review of quality of training delivered
Measures:
Data on attendance at all EDI workshops, events, webinars etc
Evaluation of development activities
Responsibility for each of the Equality Objectives will sit with a Tier 4 manager who will work with colleagues in order to deliver them and will report progress to the Operational Equality Group and Equality Steering Group.
