|
As a major employer and provider of services, members and
officers of KCC are committed to promoting equality, valuing
diversity and combating unfair treatment. Equality of opportunity
and freedom from discrimination is a fundamental right and we will
exercise leadership and commitment in promoting this right. We
believe we will achieve this through our roles as:
- community leader
- service provider
- employer
Diversity is a strength and we will value and harness difference
for the benefit of all service users, the individual and KCC.
We are committed to ensuring that current and potential service
users, employees or job applicants will not be discriminated
against on the grounds of social circumstances or background,
gender, race, colour, ethnic origin, disability, sexuality, age, or
religion.
The principles of tolerance and understandinong and respect for
others are central to what we believe.
The council as a community leader
Our objectives for effective partnership with the community:
- Encourage and support people to be active in community life and
exercise their democratic rights
- Work with partner organisations to improve the quality of life
for everyone in Kent, and in doing so to provide an environment
that is free from discrimination, harassment, violence and that
shares and promotes good practice
- Value the British identity and promote the characteristics of
tolerance, fairness and individuality, while celebrating and
respecting the variety of lifestyles, cultures and religions in
Kent
- Listen and respond to the views of our communities through
public consultation and participation.
The council as a service provider
Our objectives for responsive and accessible services:
- Provide services which are accessible to all people within the
community
- Provide clear and meaningful information about council services
in ways that are accessible and meet diverse needs
- Work with partners in consulting with all sections of the
community on service needs and provision
- Monitor take-up and evaluate services to ensure they do not
discriminate or exclude, including the complaints procedure
- Aim to achieve Level 5 (highest) of the Equality Standard for
Local Government and ensure that services meet Best Value
principles.
The council as an employer
Our objectives for equal and appropriate treatment in
employment:
- Aim to employ a workforce that reflects the diverse community
of Kent
- Provide fair access to learning and development opportunities,
encourage and support staff in fulfilling their potential
- Provide a safe and accessible working environment that values
and respects the identity and culture of each individual and that
is free from discrimination, harassment and victimisation
- Involve and communicate effectively with members of staff and
staff groups
- Provide fair and transparent pay and reward systems.
Achieving our objectives
We will achieve these objectives by:
- Building diversity considerations into our business and
people-management processes, including business, resource planning
and policy development, consulting with all sectors of the
community, ensuring attention is given to groups whose views may
have been under-represented in the past
- Not tolerating inappropriate or offensive language or behaviour
to staff or service users
- Providing flexible services and employment practices that
respond to the needs of all sections of the community
- Providing training and development opportunities. Staff are
expected to be equipped with the appropriate awareness, knowledge
and skills to respond positively to the range of diversity needs as
identified in this policy
- Ensuring our services, employment opportunities, and
communication are physically, practically and culturally
accessible
- Identifying and promoting good practice, and challenge
deficiency and poor practice
- Monitoring the impact of our policies and taking appropriate
action to address any discriminatory practice
- Actively supporting the recognised diversity of staff
groups
- Implementing and monitoring recruitment and retention processes
which are non-discriminatory and which increase accessibility of
employment opportunities from all groups in the community
- Enforcing our staff disciplinary procedure when considered
necessary.
Responsibilities
The Cabinet has collective Member responsibility to provide a
constructive framework to ensure that this policy is successfully
applied across all KCC services and within the organisation as an
employer. A Cabinet Member holds the Portfolio for Equality and
Diversity.
The Chief Officer Group (COG) is responsible for implementing
the policy within their directorates and have a corporate
responsibility for council-wide activity.
The Strategic Equalities Group (SEG), which consists of
cross-party Members and senior lead officers from every
directorate, promotes and leads our diversity and equality values
and objectives.
The Equalities Lead Officer Group (ELOG), which consists of
directorate lead officers, staff group representatives and
diversity specialists, agrees actions to meet our objectives,
(including employment and staff development action plans) and
monitors progress. The group agrees council-wide activity and
supports directorates in their local activities.
Directorate Equality and Diversity groups produce an annual
action plan, which sets out how they will meet KCC's
objectives.
Identified equality 'champions' promote KCC's equality values
and objectives throughout the council and with external agencies,
organisations and partners.
Managers have specific responsibilities for communicating the
importance of, and implementing, this policy. They are expected to
take positive measures to address inequality and to promote
equality of opportunity for all, taking action to ensure staff
reach their full potential. Managers will treat all staff fairly,
with respect and dignity, and investigate all incidents of
discrimination or harassment.
While managers have specific accountabilities, equality is also
the responsibility of each and every employee. All employees are
personally responsible for observing and conforming to this
policy.
Social initiatives and key targets
KCC initiatives, including the Supporting Independence
Programme
KCC initiatives, such as the Supporting Independence Programme,
are designed to support those who are the most disadvantaged and
isolated in our society. Our initiatives aim to foster strong and
cohesive communities that build individual and community capacity,
and where all people are recognised as being equal and share common
values and aspirations.
A core ethos for us is improving the life chances of the
individual and promoting social and economic inclusion. Equality
and diversity in KCC is aligned to these initiatives, which include
the Supporting Independence Programme, Children's Centres,
Promoting Independence, Supporting People, Active Care/Active
Lives, Direct Payment and Community Schools.
The Equality Standard for Local Government
The Equality Standard for Local Government recognises the
importance of fair treatment and equal access to local government
services and employment. It has been developed as a tool to help
local authorities mainstream their equality and diversity
objectives. One of our performance targets is to reach Level 5
(highest) of the Equality Standard as soon as is reasonably
possible. We are aspiring to report at Level 3 by March 2008.
Best Value Performance Indicators
Best Value requires local authorities to make continuous
improvements in the way they exercise their functions, having
regard to economy, efficiency and effectiveness. KCC is committed
to setting and achieving a range of challenging Best Value
Performance Indicators, which relate to equality and diversity in
service delivery and employment.
Next 4 Year Targets 2002-2006
Our strategic targets include two relating specifically to
disabled people with the aim of increasing the number of people
with disabilities employed within Kent and KCC.
Two Ticks - Positive About Disabled People
Jobcentre Plus sponsors the Two Ticks symbol for use by
employers who are 'positive about disabled people'. KCC has been
approved to use this symbol which incorporates five positive
commitments on the recruitment and retention of disabled people.
Key amongst these is that 'every disabled applicant who meets the
minimum job specification criteria will be guaranteed an
interview'.
Legislation
The Council complies with all anti-discriminatory legislation
including:
- Sex Discrimination Act 1975 (updated 1986)
- Sex Discrimination (Gender Reassignment) Regulations 1999
- Equal Pay Act 1970
- Race Relations Act 1976
- Race Relations (Amendment) Act 2000
- Disability Discrimination Act 1995
- Special Educational Needs and Disability Act 2001
- Human Rights Act 1998
- Employment Equality (Sexual Orientation) Regulations 2003
- Employment Equality (Religion or Belief) Regulations 2003
- The Protection from Harassment Act 1997
- European Regulations and Directives
- Codes of Practice, including on Equal Pay
This Statement was adopted by KCC's Cabinet on June 21,
2004. |