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Equality:Changing Landscape

Equality:Changing Landscape. Best Value and Equalities Conference November 2007. Context. Best Value Public Sector Reform Streamlining government Scrutiny Review Localisation

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Equality:Changing Landscape

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  1. Equality:Changing Landscape Best Value and Equalities Conference November 2007

  2. Context • Best Value • Public Sector Reform • Streamlining government • Scrutiny Review • Localisation All about improved services; effective delivery; continuous improvement and contributing to a smarter, greener, healthier, wealthier, fairer, safer and stronger Scotland

  3. So what about equality? Without addressing it we cannot be a best value organisation; deliver improved services; or successfully realise our outcomes for a better Scotland

  4. Who are we? • 5.2million of whom 52% are women and 20% are disabled people • Ageing population – 58% rise in number of 65+ by 2031 • Growing ethnic minority population – much younger • Variety of faiths and religions • Significant numbers of LGBT people We’re not all the same and our needs will differ

  5. What’s the experience? • Disabled people twice as likely to leave school without qualifications • Up to 58 times more likely to die before the age of 50 • Gender pay gap 14% • 45,796 incidents of domestic abuse recorded by police in 2005/06 • 4,294 reported racist incidents in 2005/06 • Minority ethnic employment gap – 19%

  6. What’s the experience? • Discrimination and harassment • Lower levels of economic participation and educational attainment • Stereotyping, discriminatory attitudes • Barriers to access to public services • Under-represented in public life • Poverty and disadvantage

  7. Equality context • Scotland’s focus on equality - devolution • Anti-discrimination legislation – recent extensions • Three public equality duties on race, gender and disability • Equality and Human Rights Commission • Discrimination Law Review • Equalities Review

  8. Public Duties • Limitations of complaints based approach • Macpherson Report – institutional racism • Mainstreaming approach • Proactive duties – institutional behaviour and action – improving outcomes for individuals and groups. • Role of public bodies - public policy and service delivery

  9. Race Equality Duty General Duty • Eliminate unlawful racial discrimination • Promote equality of opportunity and good relations between people of different racial groups Applies only to listed bodies

  10. Race Equality Duty Specific Duties Produce race equality scheme, review and publish every 3 years. Includes • Assess and consult on policies • Monitor for adverse impact • Publish assessments, consultation and monitoring • Public access to information and services provided • Training of staff in issues relevant to the duty Employment Monitoring ( 150 or more staff)

  11. Disability Equality Duty General Duty: • To promote disability equality; • To eliminate disability discrimination and harassment; • To promote positive attitudes to disabled people and • To encourage participation of disabled people in public life Applies to all public authorities

  12. Disability Equality Duty Specific Duties • Publish a disability equality scheme • Review and publish every 3 years • Report annually • Involve disabled people in development of scheme • Monitor employment • Impact assess policies and practices • Scottish Ministers to report on progress towards disability equality every 3 years Applies to listed bodies

  13. Gender Duty General Duty • To eliminate unlawful sex discrimination and harassment and • To promote equality between women & men Applies to all public authorities

  14. Gender Equality Duty Specific Duties Publish Gender Equality Scheme and review every 3 years includes: • Set priorities and gender equality objectives and outline action plan • Information/evidence on impact on men and women • Consultation with employees, trade unions, stakeholders • Report annually For Scotland only: Publish equal pay statement and review and report on statement every 3 years (150 staff or more) Scottish Ministers to identify priority areas to advance gender equality and publish report every 3 years Applies to listed bodies

  15. Who does this apply to: • Public authorities • Private sector/voluntary bodies fulfilling public contracts

  16. Benefits • Lever for change • Impact across the whole organisation – mainstreaming of equality • Equality issues embedded and considered from the outset • Increased awareness and understanding of staff • Improved data and information available • Improved monitoring and measurement • Improved engagement and dialogue • Improved policy, practice and service delivery • Improved life experience/reduction in disadvantage

  17. So One size does not fit all • Knowing about the people we serve • Adapting and changing the way we do business • Good policy making, effective service delivery • Being a good employer • Being a best value organisation

  18. To do: • Equality impact assess policies and programmes • Involving and engaging equality groups • Considering the opportunities to promote and advance equality of opportunity • Looking at systems, procedures, training

  19. Conclusion Time of great change and opportunity • Changing legislation - DLR • Changing machinery – EHRC • Changing context – Scottish Government • Changing Scotland – demographics • Common purpose across approaches – best value, equality

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