Issue - meetings

To seek approval for a Partnership Equality, Diversity & Inclusion Strategy (report of the Assistant Director – Corporate enclosed).

The Cabinet considered the report of the Assistant Director – Corporate, which sought approval for a Partnership-wide Equality, Diversity & Inclusion Strategy.

The Deputy Leader introduced the report and advised that the strategy set out a clear framework to ensure services were fair, accessible, and inclusive for all residents and staff.

He advised that it aligned with legal duties under the Equality Act 2010 and the Public Sector Equality Duty, and it responded to feedback from the LGA Peer Challenge and had been developed after consultation with staff, Councillors, tenants (HRA) and community partners (Lincs Digital, Citizens advice and Shine).

The Deputy Leader informed all those present that the approach was built around four key objectives which in summary were:

•           understanding our communities,

•           inclusive leadership,

•           accessible services,

•           and a diverse workforce.

He added that it included a high-level action plan, supported by a two-year fixed-term post to drive delivery included as part of the recommendation.

The Deputy Leader advised that the Strategy had been supported unanimously by the Policy Development Panel. 

The Deputy Leader summarised by advising that the governance arrangements meant the implementation of the Strategy and Action Plan would be overseen by an Equalities Board, with regular feedback to the Portfolio Holder and Senior Leadership Team.

Clarity was sought on the make up of the Governance Board. 

It was confirmed that the group would comprise representatives from the Senior Leadership Team, the Workforce Development Board, and support advisors from HR Services. Updates and outcomes would be reported back to the wider Senior Leadership Team and to the relevant Portfolio Holder.

DECISION:

1)    That the Equality, Diversity and Inclusion Strategy and Action Plan at Appendices A and B, be approved.

2)    That contribution be made to a 2-year fixed term officer role to provide expertise and to oversee the implementation of the high-level action plan.

Other options considered:

·           Do nothing: this option was rejected as it would not address the gaps in equality, diversity and inclusion within the Council that were identified through the Peer Challenge process.

Reasons for decision:

·         To ensure South Holland District Council further the development of service provision to ensure services are accessible to all and is committed to promoting inclusion within its workforce and communities it serves.

·         To comply with legal obligations under the Equality Act 2010 and the Public Sector Equality Duty.

·         To enhance the reputation of South Holland District Council as an inclusive and progressive Council).

To seek views on the Partnership Equality, Diversity and Inclusion Strategy (report of the Assistant Director – Corporate enclosed).

Consideration was given to the report of the Assistant Director – Corporate which sought views on the Partnership Equality, Diversity and Inclusion Strategy.

The Group Manager – Organisational Development introduced the report to members which outlined that:

• The Equality, Diversity and Inclusion Strategy, at Appendix A, had been developed following extensive consultation as a key recommendation from the Local Government Association Peer Challenge process;
• The strategy sought to develop service provision to ensure services were accessible for all;
• The four key objectives of the strategy were outlined at point 2.3 of the report; and
• A high-level Action Plan was included at Appendix B.

Members considered the report and made the following comments:

• Members referred to point 2.3 of Appendix B to ‘increase the diversity of the Senior Leadership Team’ and queried how this would be fairly achieved.
  • The Group Manager – Organisational Development responded that the action plan would be followed when a position became vacant. Whilst a meritocratic recruitment process prevailed, the action plan would place a focus on inclusive recruitment methods including advertising methods and wording.

• Members referred to the Census Data appended to Appendix A and noted that 56.3% of the population were in employment and 27.4 % retired. Members wished to be advised of the percentage in full-time education.
  • The Group Manager – Organisational Development would investigate and respond after the meeting.

AGREED:

That following consideration of the Equality, Diversity and Inclusion Strategy and Action Plan at Appendices A and B, the comments of the Policy Development panel be noted.