Overview
The Public Sector Equality Duty, at section 149 of the Equality Act 2010, requires public bodies such as the Local Authority to consider all individuals when carrying out their day to day work – in shaping policy, in delivering services and in relation to their own employees. It requires public bodies to have due regard to the need to eliminate discrimination, advance equality of opportunity, and foster good relations between different people when carrying out their activities.
The Equality Duty supports good decision making – it encourages public bodies to understand how different people will be affected by their activities, so that their policies and services are appropriate and accessible to all and meet different people’s needs.
Through understanding the effect of their activities on different people, and how inclusive public services can support and open up people’s opportunities, public bodies can be more efficient and effective. The Equality Duty therefore helps public bodies to deliver the Government’s overall objectives for public services.
Specific duties
As there are over 150 employees at South Holland District Council, the Act requires us to publish a workforce profile (PDF, 17KB) by 31st January 2012 and equalities objectives by 6th April 2012. An applicant and recruitment profile (PDF, 14KB) is also available to demonstrate that we take protected characteristics into consideration at the recruitment stage and ensure that we receive applications from all, regardless of characteristics, preference or belief.
The Council monitors protected characteristics in persons affected by its policies and procedures through the Equality Monitoring questions (see 'Why We Monitor'). We ask these in our consultation and survey work. Examples over the last three years include:
- Council Tax Survey
- Business Survey
- Leisure and Culture Survey
- Cashless Payments Survey
- Cycling Survey
- Housing Survey
- Neighbourhood Survey
- CCTV Survey
The Public Sector Equality Duty 2010 (section 149) requires Local Authorities to devise and publish equalities objectives (minimum of one) by 6th April 2012. The purpose of these objectives is to strengthen performance in general equalities duties and demonstrate that practical action is being taken to address equalities issues both inside the organisation and in the wider community. Our objectives are as follows:
• Through our services and policies ensure we are compliant with the Equalities Act, 2010 through the business planning process.
• To ensure that all staff are aware of duties under the Equality Act 2010, through training and knowledge transfer.
• To complete Equality Impact Assessments when making changes to policies and services provided by the Council.
