London Borough of Harrow

Produced by Personnel Services, Chief Executive’s Department, London Borough of Harrow, Civic Centre, Station Road, Harrow, Middlesex, HA1 2XF. Tel: 020 8863 5611. London Borough of Harrow Race Equality Scheme 2002 - 2005

Foreword

The London Borough of Harrow is committed to achieving equality of opportunity both as a large employer of people and as a provider of services.

We welcome the Race Relations (Amendment) Act 2000 for giving us a comprehensive legislative framework within which to review our services and functions. The Council and indeed our partners have already undertaken considerable work to promote race equality and we have achieved Beacon Status in this area. We are committed to building on the work we have already undertaken and learning from it in order to ensure continuous improvement in the area of promoting race equality.

Our aim in producing this Race Equality Scheme is to demon- strate our wholehearted commitment to fulfil our statutory obligations in relation to the Race Relations (Amendment) Act 2000 in carrying out all our functions and duties to promote race equality.

We recognise that in our society, groups and individuals continue to be unlawfully discriminated against and we acknowledge our responsibilities to eliminate unlawful discrimination and to promote equality of opportunity and good relations within the rich diversity of Harrow's communities.

Archie Foulds Joyce Markham Leader of Council Chief Executive

1 Acknowledgments

Harrow Council would like to thank all those who have We welcome your views contributed to the development of this Race Equality Scheme. We would like to thank all staff who have been involved in This Race Equality Scheme is a developing and evolving working on the scheme, and all representatives of community document, which will be reviewed annually. Harrow Council groups who took part in the consultation process. welcomes comments and suggestions from local residents, businesses, community groups and any other interested parties. We would particularly like to thank: To tell us what you think write to: Harrow Council’s Employee Relations Section Amy Weir - Head of Children and Families (for service delivery Harrow Council’s Partnership Unit matters) [email protected] Harrow Council for Race Equality Jill Rothwell - Chief Personnel Officer (for employment Harrow Anti Racist Alliance matters) [email protected] Address: London Borough of Harrow Civic Centre Station Road Harrow Middlesex HA1 2XF

2 Contents

Foreword ...... 1 Monitoring...... 12 Acknowledgements ...... 2 Consultation ...... 13 Introduction ...... 4 Publication of Results of Assessments, What is a Race Equality Scheme (RES)? ...... 4 Consultation and Monitoring...... 14 Harrow’s Vision & Corporate Strategic Priorities ...... 5 Access to Information and Services ...... 14 The Vision ...... 5 Training...... 15 Strategic Corporate Priorities ...... 5 Employment ...... 16 How will we Achieve our Strategic Corporate Priorities? ...... 5 Current Position ...... 16 The Council ...... 6 Framework for Monitoring...... 16 Harrow’s Constitution...... 6 Staff in Post ...... 16 Council Organisation and Structure ...... 6 Applicants for Jobs ...... 17 Developing Harrow’s Race Equality Scheme...... 7 Applicants for Promotion ...... 17 How did we Develop our RES? ...... 7 Applicants for Training & Employees who Receive Training .... 18 Policies and Strategies for Equality ...... 7 Employees who Suffer a Detriment or The Council’s Equality and Employment Strategy...... 7 Benefit as a Result of ‘Performance Assessment’...... 18 Best Value 2002-2005 ...... 8 Employees who Lodge Grievances or who are Subject to Disciplinary Action ...... 18 Community Strategy Development 2003-2005 ...... 8 Employees who Leave the Council’s Employment ...... 18 Crime and Disorder Reduction Strategy 2002-2005 ...... 8 Overall Action for Employment ...... 19 Education Development Plan 2002-2007...... 9 Complaints ...... 20 Housing Strategy Statement 2001-2006...... 9 Publication of the Race Equality Scheme...... 20 Harrow Unitary Development Plan 2002...... 9 Review of the Scheme ...... 20 Procurement Strategy 2002 ...... 9 Appendix 1a Chief Executive’s Department Summary ...... 21 Harrow’s Race Equality Scheme ...... 10 Appendix 1b Education Department Summary ...... 25 Putting Harrow’s RES into Place...... 10 Appendix 1c Environmental Services Dept Summary...... 26 Responsibility for Race Equality Scheme...... 10 Assessment of Relevant Functions and Appendix 1d Social Services Department Summary ...... 29 Policies to the Promotion of Race Equality...... 11 Appendix 2 Summary Action Plan and Timetables ...... 31 Assessing the Impact of Functions and Appendix 3 Employment Action Plan...... 33 Policies on the Promotion of Race Equality ...... 12 Translation Request Form ...... 35

3 Introduction

The Race Relations (Amendment) Act 2000 strengthens the Race Relations Act 1976 and gives most public authorities, including the London Borough of Harrow, a general duty to promote race equality. The aim of the duty is to make race equality a central part of the way Harrow and other public authorities work by putting race equality at the centre of our policy making, service delivery and employment practice. Under the general duty we must have due regard to: ● eliminate unlawful racial discrimination ● promote equal opportunities ● promote good relations between people from different racial groups. The general duty is supported by a series of specific duties. One of the specific duties is to publish a Race Equality Scheme (RES).

What is a Race Equality Scheme (RES)? Harrow’s RES is a strategy and a timetabled and realistic action plan that summarises our approach to race equality and our vision and corporate strategic priorities. It sets out how we plan to carry out each part of the specific duties and our arrangements for: ● assessing and consulting on, and monitoring our functions and policies for any adverse impact on promoting race equality ● publishing the results ● making sure the public have access to our services ● training staff.

4 Harrow’s Vision & Corporate Strategic Priorities

Cabinet on 29 May 2002 adopted the following as our vision care and support for those not able to live independently, and corporate strategic priorities for the next three years. A and by enabling choice and access to good quality housing. commitment to equality and social inclusion underpins the ● We will develop a prosperous and sustainable economy vision and corporate priorities. in Harrow by promoting investment, encouraging diversity, combating economic disadvantage, addressing skills needs The Vision and supporting regeneration through active community and business involvement. In Harrow we will strive for a community which is cohesive and strong, where all have the widest range of opportunities to ● We will enhance the environment in Harrow by keeping succeed and the capacity to achieve their aspirations, where no- the borough clean and attractive, by promoting higher one feels excluded, and where people are able to enjoy healthy environmental standards and by bringing about more and happy lives in an environment which is clean, safe and secure. sustainable transport activity. Strategic Corporate Priorities How Will We Achieve Our Strategic To achieve our vision, we will focus on the following key Corporate Priorities? corporate strategic priorities that will make a real difference to ● By valuing and celebrating the rich diversity of our local community living and working in Harrow: ● By promoting equality of opportunity and access ● We will strengthen Harrow’s local communities by ● By providing community leadership promoting social inclusion amongst all our residents both ● By empowering our local communities to take responsibility young and old, by seeking to eradicate poverty and by for their development reducing the fear of crime. ● By working in partnership with our other statutory agencies ● We will promote Harrow as a centre of lifelong learning and the voluntary and private sectors by offering the highest quality education services, by raising ● aspirations and outcomes of achievement, and by providing By ensuring responsive and accessible services activities for cultural, artistic and leisure pursuits which ● By exercising good financial stewardship and maximising reflect the profile and the interests of all local communities. resource opportunities ● We will improve the quality of health and social care in ● By communicating quickly and clearly and by making effective Harrow by improving the life chances of children, by promoting use of all ICT and e-government opportunities and maximising the independence of disabled, frail and ● By ensuring a competent and motivated professional and chronically ill people, by ensuring appropriate levels of safe skilled workforce.

5 The Council

Harrow’s Constitution Council Organisation and Structure Harrow has opted for a Leader and Cabinet Executive, after the The Council is currently organised into 4 departments each of electorate rejected a directly elected Mayor in a referendum in which is headed by a Director, these are: December 2001. ● Chief Executive’s The Council’s new Constitution became effective on 3rd May ● Education 2002. There is a split between the Council and the Executive. The Executive consists of 10 Members and is responsible ● Environmental Services for all other functions not reserved to Council. Individual ● Social Services, Housing and Environmental Health Members have been given portfolios and will have delegated authority to make some decisions alone. The Council has The New Harrow Project launched at Council on 28th May 2002 taken the view that all formal meetings of the Executive will be will transform Harrow and the way it is run. held in public. The project aims to achieve excellence in service standards The Council side includes a Standards Committee, a and service management through sharpening our focus on Development Control Committee and an Overview and customer needs and through a complete reorganisation of the Scrutiny Committee with 4 sub-Committees covering the Council structure. following themes: Race Equality will be at the heart of the transformation of ● Lifelong Learning Harrow.

● Health and Social Care

● Environment and the Economy

● Strengthening Communities There will be a separate Call-In sub committee to meet as and when required.

6 Developing Harrow’s Race Equality Scheme

How did we Develop our RES? The Council’s Equality and The Corporate Director’s Group and the Corporate Management Employment Strategy Team oversaw the development of the RES. The Heads of Equality of opportunity underpins all that we do as a local Service Equality Group with support from Personnel Services authority from the way we provide services to the way we and the Partnership Unit identified all our functions and employ our staff. policies (See Appendix 1) and assessed our functions and policies for their relevance to race equality and prioritised them We intend to mainstream equalities considerations into every- for action in order of relevance. thing that we do through: We have consulted with Harrow Racial Equality Council, our ● A clear statement of intent - our vision statement makes it Trade Unions and other community organisations. However, we clear that the Council will strive for a community that is recognise that this is an evolving document and its shape and cohesive, strong and where all have the widest opportunities content will change over time as a result of ongoing discussion to succeed and the capability to achieve their aspirations. and consultation with all relevant stakeholders. Our Strategic Priorities also make it clear that we will make sure that everyone who needs our services has access to Policies and Strategies for Equality them and that we will combat disadvantage by striving for promoting social inclusion, offering the highest quality The policies and functions described below are reviewed education services, encouraging diversity and addressing annually. Harrow's approach to equalities is one of mainstreaming. skill needs. We do not have a specific equalities unit to implement equality ● ‘equality proofing’: to ensure that our policies and practices across the authority, although some posts have targeted are not inherently discriminatory and to prevent disadvantage equalities responsibilities. There is a Heads of Service Equality in their application Group to ensure senior commitment to co-ordinate equalities issues in planning for service provision. ● communication and consultation through partnership

● clear allocation of accountability

● identification, promotion and implementation of best practice

● taking action to eliminate unlawful discrimination

● monitoring, evaluation and adjustment of policies, practices and services.

7 Developing Harrow’s Race Equality Scheme (continued)

We believe in the need to eliminate unlawful discrimination Community Strategy Development and to promote equality of opportunity in all that we do. We recognise the rich diversity of Harrow's population as a strength 2003–2005 and we aim to treat all people with fairness, dignity and respect The Harrow Partnership is committed to promoting social whilst recognising the value of each individual and the positive inclusion and as a key element of that commitment promoting contribution they make to Harrow's diverse community and race equality. Black and minority ethnic communities will be workforce. one section of the population targeted in the development of We aim to ensure that all groups and individuals within the the Partnership's Community Strategy. Key representatives community and the workforce are given the full opportunity from these communities will also monitor the achievements of to benefit from the services and employment opportunities we the Community Strategy through their membership in the Local provide. Strategic Partnership.

Best Value 2002–2005 Crime & Disorder Reduction Strategy The Council will be using its Best Value performance management 2002–2005 framework to assess progress against the equality performance One of the key priorities of the Crime & Disorder Reduction indicators. Our innovative cross-cutting programme of Best Strategy (CDRS) is tackling racial harassment. This work is Value reviews will have race equality and all equality delivered through the Multi-Agency Forum on Racial considerations as a key part of the review process. The reviews Harassment. The Council has a post specifically to develop involve detailed consultation with all relevant stakeholders. The and drive the work of the Forum. Best Value Manual being produced includes sections to ensure that race equality issues are fully considered. Members of the black and minority ethnic communities were involved in the development of the CDRS. The Partnership Progress will be monitored through the improvement plans Crime Reduction Strategy Group, which is being developed, produced by each review. will monitor the Strategy.

8 Education Development Plan Harrow Unitary Development Plan 2002 2002–2007 A key aim of the Unitary Development Plan is to secure more sustainable communities by providing equality of opportunity Harrow's Education Development Plan reflects the government's to access facilities and services which address the diverse target of promoting equality through its priority of increasing needs of the local community, ensure access for all to new inclusion and improving learning for under-achieving groups, developments and improved access elsewhere. Promoting including minority ethnic targets for 2003 and 2004. There are ease of accessibility to services and fostering community also strategic objectives within the plan based on a local audit. initiatives are important elements in helping to increase social These relate to reducing barriers to learning and improving the inclusion. attainment of targeted under-achieving pupils within groups, according to, amongst other factors, ethnicity and pupils from ethnic minority and refugee communities. Procurement Strategy 2002 The Council’s Procurement Strategy covers the whole process Housing Strategy Statement of acquisition from third parties and covers goods, services 2001–2006 and construction projects. The objectives of the procurement strategy state that the Council will develop the management of The Housing Strategy Statement 2001–2006 illustrates how procurement with partners in the public, private and voluntary housing will help to meet the Borough's objectives in terms of sectors; implement a three year improvement plan and consider equalities, social inclusion and neighbourhood renewal. An sustainability and equalities as important procurement criteria assessment of black and minority ethnic housing needs is in service delivery. being undertaken. A consultative group of black and minority ethnic representatives, Registered Social Landlords and local stakeholders will oversee the scope and method of research. The results will be used in reviewing housing and related strategies, policies and action plans. In this way services will be targeted to meet need and combat social inclusion.

9 Harrow’s Race Equality Scheme

Putting Harrow’s RES into Place The Chief Personnel Officer and Head of Children and Family Services will report to Corporate Director’s Group, Corporate The Council is committed to the fulfilment of its statutory Management Team and Cabinet. They have direct access to responsibility as set out in the Race Relations (Amendment) the Chief Executive, the Cabinet Members with responsibility Act 2000 in the performance of all its functions, powers and for Human Resources, and Equalities as well as other Elected duties including the procurement of goods and services and Members. any service that has been outsourced. The Council will ensure that Elected Members and employees of the Council are aware The Council will be bringing together all the work it has of their statutory duty. undertaken in relation to race equality e.g. the corporate and departmental race equality action plans following the Stephen Lawrence inquiry, work in relation to the Best Value Performance Responsibility for Race Equality Scheme Indicators, as well as other local performance targets. The Chief Executive has appointed two senior officers for overall An overall three year action plan for the Council will include responsibility for the day-to-day management of the scheme. targets relating to its Race Relations (Amendment) Act 2000 These officers report directly to the Chief Executive: obligations. These will be dovetailed and developed within the ● Jill Rothwell – Chief Personnel Officer, for employment issues, framework of the Equality Standard for Local Government, and mainstreamed by integration into departmental service plans. and Progress towards meeting these objectives and targets will be ● Amy Weir – Head of Children and Family Services for subject to annual review within the Council’s performance Service Delivery issues. management framework. In addition, a ‘steering group’ has been set up to oversee the The Council will prepare an annual report of progress made in process and to help co-ordinate different activities. The group implementing the arrangements specified in its Race Equality is made up of managers responsible for each of the Council’s Scheme and in complying with its obligations under the Race departments. The group will meet regularly and will be chaired Relations (Amendment) Act 2000 which cover all the Council’s by the senior officers responsible for the scheme. functions. This annual report will be submitted to Cabinet. The report will also be published on the Council’s website and sent The group will involve staff from ethnic backgrounds, to to Harrow Council for Racial Equality and other community become aware of concerns that black and ethnic minority organisations. communities have, and will try to deal with these in the way the scheme is developed and monitored. Involvement of Black The Council will conduct a comprehensive review of the Race Workers groups and the Trade Unions will be encouraged. Equality Scheme by the end of May 2005. It will include an

10 assessment of how the Council has complied with its obligations second year and those given low priority should be scheduled under the Race Relations (Amendment) Act 2000 and compliance for mainstreaming race equality in the third year. A table showing with the general duty and specific duties in discharging its the prioritisation of functions and policies can be found at functions and policies. It will assess how its functions and Appendix 1. policies impact on the elimination of discrimination, the promotion of equality of opportunity and good race relations. The process of assessing the policies and functions for relevance and degree of relevance and prioritisation for a further three year period will be repeated and the Race Equality Scheme updated.

Assessment of Relevant Functions and Policies to the Promotion of Race Equality ‘Functions’ means the full range of the authority’s duties and powers. ‘Policies’ means the full range of formal and informal decisions that your authority makes in carrying out its duties, and uses its powers. ‘Relevant’ means ‘having implications for’ (or affecting) race equality. The Council has carried out an individual listing and assessment of all its functions and policies to determine their relevance to the general duty. The degree of relevance determines whether the functions are considered to be high, medium or low priority. The priority given determines the Council’s three year action plan. Those functions and policies that have been given a high priority will be addressed in year one of the three year plan, medium priority functions and policies will be addressed in the

11 Harrow’s Race Equality Scheme (continued)

Assessing the Impact of Functions and To establish the impact of a function or policy on the ethnic minority community, it will be necessary to use some or most Policies on the Promotion of Race Equality of the following: The Council will use the concept of ‘equality impact assessment’ ● Existing research and statistics; and if necessary as a practical tool. It will be another way of finding out how commission new data. different parts of the community might be affected by new proposals with an equality dimension. The RR(A)A requires that ● Consult individuals and establish interest groups these assessments are undertaken more systematically, and including specialist ethnic minority organisations. include a race analysis. ● Consult users/non-users of the service. The list of functions and policies initially determined to be relevant to the general duty will be subject to equality impact ● Consult front-line Council staff who are part of the assessments during the period May 2002 to April 2005. The function or affected by the policy. Council may combine some functions/policies within one impact assessment in order to make best use of resources. When making a decision with respect to a function or policy The equality impact assessment of functions and policies will adopted or proposed to be adopted, the Council will take into generally be an integral aspect of the thematic Best Value account any equality impact assessment and consultation carried Review identified as most closely linked to the specific function/ out in relation to the function/policy. A summary of the findings policy. Other equality impact assessments have also been of the equality impact assessment and consultation will be timetabled to be carried out during the three year period of the included in the record of the decision on the function/policy. scheme. The equality impact assessments will, where relevant, be carried out with partner agencies, and seek to identify if the function or policy under consideration adversely impacts on Monitoring some racial groups or is in any way detrimental to the promotion Monitoring is an important way of measuring the effects of of equal opportunities and good race relations. policies and practices. Knowledge of the take-up of services If an impact assessment indicates that a particular existing or provided by the Council and the impact of its functions/ planned function or policy results in significant adverse impact, policies in the black and ethnic minority communities will be of or if opportunities arise which would allow for greater equality assistance in assessing progress towards equality of opportunity. of opportunity to be promoted, the Council will ensure that the Without ethnic monitoring data there is no way of knowing policy is revised. whether discrimination is taking place.

12 The Council will establish or improve systems to monitor the Consultation impact of functions/policies on the black and ethnic minority communities, taking into account resource implications, the The Council uses a range of consultation strategies with its sensitivity of information, and the willingness of the public to staff and public. It will aim to consult with all relevant stakeholders, supply it. both inside and outside the authority as well as with Trade Unions and Black Workers Groups. Other data sources that may be used for the purpose of In consulting on any matter to which this scheme relates, the monitoring include the 2001 Census; Labour Force Survey and Council will work with other partner agencies, Harrow Council published research reports. for Racial Equality, black and ethnic minority groups, businesses The Council will maintain a schedule of where data on black and individuals in order to identify how best to obtain their views. and ethnic minority take up of services is collected. This may involve face-to-face meetings, focus groups, surveys, questionnaires, consultative panels, internet discussions and The Council may consider using the following methods to monitor other methodologies identified as best practice. and analyse the impact of policies and services on racial groups: The Council and other partner agencies will work with the black ● statistical analysis of ethnic monitoring data and ethnic minority communities to remove barriers to proper consultation by ensuring that information is available in accessible ● satisfaction surveys analysed by racial groups formats in a timely fashion. Information will be made available on request in accessible formats including minority community ● random or targeted surveys languages to meet the needs of those who are not fluent in ● data on complaints analysed by racial group English. To help enhance participation, issues such as the appropriateness of venues and the time of day at which meetings ● meetings, focus groups or citizens’ juries. are scheduled to take place will also be considered.

If the results of the monitoring showed that one of the policies If the assessment or consultation shows that the policy/function was having an adverse impact on the promotion of race is likely to have an adverse impact or harm race equality, then equality, and if it prevented the authority from meeting its the authority needs to consider whether the outcome could be general duty, then the authority will consider other ways of considered to be direct or indirect discrimination. If either is found meeting its aims, adapting the policy and meeting the needs of to be the case the local authority will need to take immediate different racial groups. steps to change the policy as this will be considered to be unlawful discrimination.

13 Harrow’s Race Equality Scheme (continued)

If there is a difference between the impact on different racial are to be used to develop future policy and practice. This groups, but it does not result in unlawful discrimination, the material will be accessible at the Council's website at local authority will need to consider what steps need to be http://www.harrow.gov.uk. It will also be available in printed taken to mitigate the impact or to change the policy or delivery form and summaries translated in appropriate black and ethnic of service. The Council will consider other ways of meeting its minority languages and other formats on request. objectives and meeting the needs of different groups. Access to Information and Services Publication of Results of Assessments, The Council will ensure that all sections of the community have Consultation and Monitoring access to information about Council services and access to the services they require. The Council will also seek to ensure The Council will prepare written reports/results on every that both users and potential users who may experience barriers assessment, consultation and monitoring exercise and these to accessing information and services are reached, and the will be made available to anyone who asks for them. barriers removed. Summaries of the reports and results will be published and made available in a variety of formats e.g. translation into The Council is committed to effective communication with the languages other than English, braille, large print or audio tape. public and equal access to Council services. To ensure equality of opportunity in accessing information and services, the The Council will publish the results of equality impact assessments, Council will ensure that information is available in black and stating the aims of the functions and policies to which each ethnic minority languages to meet the needs of those who are not assessment relates; any consideration given to measures fluent in English; ensure that all of its services are fully relevant which might mitigate any adverse impact of the functions and and accessible to all sections of the community; that all Council policies on the promotion of racial equality; and, where relevant, premises and staff promote a welcoming and harmonious to alternative policies which might better achieve the promotion environment; and that the Council's staff providing services equality of opportunity. reflect the demographic profile of the Borough's black and ethnic Details of any consultation will be published stating why and minority communities. how the consultation was carried out; a summary of the replies To meet the duty of providing access to information, we will: received from those consulted, an assessment of the policy options and what action will follow the consultation. ● Make information available in other languages, have interpreters available when needed. Details of any monitoring will also be published, making clear where there is evidence of discrimination, and how the results ● Provide information at the right time and place to the right people.

14 ● Improve the information available. information and training is provided which takes account of individual's responsibilities. The development plan will aim to ● Arrange open days, visits. achieve the following objectives: ● Ensure staff have the necessary skills, information and ● To raise awareness of current legislation to promote racial understanding to deal fairly and equally with all clients. equality. This will include an explanation of the duties and To meet the duty of providing access to services, we will: their implications for all employees, and will form part of the induction training for all new staff. E-learning programmes ● Ask local communities what services they need and how will be developed for existing staff. they want them provided. ● To provide those staff who have special responsibilities for ● Provide ‘outreach’ services to particular groups in an managing and introducing the Council's Race Equality environment and style they are familiar with. Scheme with the necessary skills to do the work required ● Arrange for interpreters, when necessary. effectively for screening of policies, functions and duties, carrying out impact assessments, dealing with complaints ● Take positive action. in relation to the RES and carrying out consultation and ● Work with local community organisations. monitoring exercises.

● Provide access to computers and internet services. ● To provide senior managers of the Council with the necessary skills to enable them to effectively ensure that staff in the organisation are aware of their responsibilities in relation to Training the legislation to promote racial equality.

In order to deliver our responsibilities under the Race Relations ● To address areas of under-representation of ethnic minority (Amendment) Act 2000, we will need to ensure that all staff, staff in the Council's workforce by the provision of Positive managers and Elected Members are aware of the new legislation Action Training. and our commitment under it. ● To ensure Elected Members of the Council are aware of their The Council is conscious that effective training will play a key responsibilities in relation to the legislation to promote racial role in the implementation of the Race Equality Scheme. The equality as part of the Member development programme. Council is therefore committed to the development of a training and development strategy and detailed training plans for each Training will be provided by a combination of trainers both department which will be designed to ensure that appropriate internal and external.

15 Harrow’s Race Equality Scheme (continued)

Employment disability quarterly in accordance with the Best Value Performance Indicators. It also monitors annually the profile of In order to meet the employment specific duty in the Race its staff by department and submits these results to Elected Relations (Amendment) Act 2000, the Council will monitor staff Members of the Council’s Employee Consultative Forum. by ethnicity in the areas below and will publish the results of its The Council’s annual workforce profile for April 2001 to March monitoring annually. 2002 indicates that the Council employs 5689 people across (i) staff in post. its four Departments. Of this, 23% of the workforce are from a (ii) applicants for employment, training and promotion. black and ethnic minority community. (iii) those who receive training. Framework for Monitoring (iv) those who benefit or suffer detriment as a result of The Council has been monitoring its workforce profile and performance assessment procedures. recruitment process from the late ’80s. As a result of this (v) those involved in grievance procedures. monitoring data, the Council has reviewed and changed its policies and practices at regular intervals, with a major change (vi) those who are the subject of disciplinary procedures. in 1998. Each of the Council’s departments monitors and (vii)those who leave the Council’s employment. audits the recruitment process quarterly. The Council reports half yearly and annually to the Employees’ Consultative Forum. The annual report outlines progress made by the Council on Current Position equal opportunity policies over the past year and sets equality The Council believes that its employees are its most valuable targets for the forthcoming year. resource, and that the quality of the Council's services depends on the performance of its diverse workforce and the Staff in Post way in which it is treated. The Council has robust systems in place to monitor staff in The Council has a devolved structure for the personnel and post by race, gender and disability by paybands. It has under- training functions, with the Corporate Personnel Division of the taken a re-classification of ethnicity exercise for all staff following Chief Executive's Department having a central and strategic the changes to the ethnicity categories resulting from the role in the Council's organisational development programmes census 2001. and training provision. The Council will further break down workforce profile monitoring The Council monitors the profile of its staff by gender, race and into full-time and part-time staff.

16 Applicants for Jobs states that all members of recruitment panels must have received appropriate training in the Council’s recruitment and The Council has undertaken applicant monitoring by department selection procedures. The Council runs a series of recruitment and payband at every stage of the recruitment and selection and selection training courses for staff. process for over ten years from those applying for jobs with us, those shortlisted and those appointed. The 2001 census eth- The Council has adopted the practice that appointing officers nicity categories have been used for all recruitment and selec- complete recruitment checklists before posts are advertised tion monitoring since 1 April 2001. and at the different stages in the recruitment process to ensure compliance at every stage with the recruitment and selection The Council’s recruitment and selection procedure was procedure, e.g. review of job description and person specification, reviewed and updated in 1998. The procedure states that every composition of recruitment panel, shortlisting criteria, testing, effort should be made to ensure that recruitment panels are interview format and questions and method of assessment. balanced in terms of ethnicity and gender. The policy also In addition, the Council offers black and ethnic minority candidates who were not appointed following interview the opportunity to receive detailed feedback on their interview performance.

The Council also measures half yearly its performance for appointing black and ethnic minority staff against the CRE’s success ratio measure for applicant monitoring. This rate compares the success rates for appointment for black and ethnic minority applicants and white applicants. The Council will put processes in place to further breakdown recruitment and selection monitoring to distinguish between external and internal candidates.

Applicants for Promotion The Council will use existing monitoring systems, i.e. workforce profile, applicant monitoring and will develop additional processes to monitor career progression and promotion of employees by ethnicity.

17 Harrow’s Race Equality Scheme (continued)

Applicants for Training and Employees who Lodge Grievances or Employees who Receive Training who are Subject to Disciplinary Action

The Council already monitors the take up of formal internal and The Council annually monitors grievances, disciplinary corporate training, professional qualification training and investigations, disciplinary hearings and harassment complaints development activities by ethnicity. In addition, further areas by ethnicity and the outcomes of these. The Council will that the Council is likely to monitor by ethnicity are career consider monitoring other factors that will be of relevance to development opportunities e.g. ‘acting up’ opportunities, this process e.g. types of grievance (i.e. number of complaints secondments and work shadowing. It will put in place systems related to racial harassment and discrimination, victimisation to capture this data. or workplace bullying), length of time it takes to hear complaints, severity of sanctions applied to broadly similar offences. Employees who Suffer a Detriment or Benefit as a Result of Employees who Leave the ‘Performance Assessment’ Council’s Employment The Council has systems in place for monitoring dismissals, The Council operates staff development schemes for its redundancy and early retirements and reports these statistics employees. These are based on mutually agreed targets and annually to Members. In addition, the Council monitors voluntary objectives, and outcomes are monitored by senior management. leavers as a Best Value Performance Indicator. As we have Currently there is no performance assessment scheme, however, systems in place to capture data on employees leaving the if introduced, monitoring will be implemented to ensure that Council, we will be modifying our reporting categories and there is no adverse impact on black and ethnic minorities. presenting data by ethnicity. Another area which will impact on the reasons for leaving is the information obtained from exit interviews and analysing this to ascertain if there is a racial dimension to employees’ reasons for leaving.

18 Overall Action for Employment The Council will take a range of actions to meet its specific duty on employment. This will include: ● Review of, and further development where necessary of existing ethnic monitoring processes and procedures in relation to the Council's workforce; ● Review and development of existing consultation mechanisms for staff, particularly those from black and ethnic minority backgrounds; ● Analysis of monitoring information and feedback from employee consultation using mechanisms such as employee surveys and focus groups, to identify patterns and trends of inequality within the Council's workforce; ● Setting of race equality targets; ● Annual reporting of this information to Members of the Council; and ● Publication of the workforce profile and summary monitoring information on the Council’s website, intranet and the employee newsletter as well as other Council publications as appropriate. The monitoring information gathered in the areas specified under the specific duty about ethnicity will be analysed to see if black and ethnic minorities are adversely affected. Where it is identified that policies and practices result in inequality, the Council will take necessary action and set targets to remove barriers and take action to promote equal opportunities within the Council's workforce. An Employment Action Plan is attached as Appendix 3 to the Scheme.

19 Harrow’s Race Equality Scheme (continued)

Complaints Flexibility of the complaints procedure will be ensured by enabling complaints to be made by e-mail, at face-to-face The Council will ensure that its procedure for handling complaints meetings, or through verified representatives of complainants. in relation to the Council’s statutory obligations under the RR(A)A, or the Race Equality Scheme is accessible to all. The The Council will respond constructively to suggestions on how Council will ensure that individuals who wish to complain and its complaints procedure may be improved. whose first language is not English are given the opportunity to complain in the Borough's main community languages, and at Publication of the the main Council service access points. Race Equality Scheme Departmental complaints procedures are available for individuals Following approval of the scheme by the Council the Race to use, but where a person wishes to raise a complaint about Equality Scheme or summary will be made available to all the failure of the Council to comply with the RR(A)A or with the members of staff in the Council and to all relevant community Race Equality Scheme, they should, in the first instance, bring and voluntary groups, organisations and businesses via the their complaint to the attention of Head of Children and Family internet, intranet or hard copy. A summary of the scheme Services. will also be available in appropriate black and ethnic minority The Council will investigate and monitor these complaints, and languages and other formats on request. will seek to resolve them and inform the complainant of the outcome. The Council will aim to give an initial response within Review of the Scheme 15 working days of receipt of a complaint. If the complaint is complicated and requires further investigation beyond the 15 We will conduct a comprehensive review of the scheme during working days, or if there are unforeseen circumstances which 2005 and within three years of its approval by the Council. The prevent the complaint being dealt with within 15 days then review will take into account any guidance issued by the a letter will be sent to the complainant explaining what is Commission for Racial Equality. happening, and advising when the complainant can expect to receive a full reply. The review will include an assessment of how the Council has complied with its Race Relations (Amendment) Act 2000 Complaints will be monitored in order to find out where we obligations and how racial equality and good race relations need to improve, and equally, where good service is provided have been advanced in relation to the discharge of the and no change is needed. Council’s functions.

20 Chief Executive’s Department Summary Appendix 1a Assessing functions or policies for their relevance to general duty

Functions & policies Relevance to general duty Degree of relevance to particular functions/policies Prioritisation

Division Existing/proposed functions Existing/proposed Carried out Part of general duty which is Amount of evidence/reason to Level of public concern that Level of policies related by external related to function/policy* believe that different racial groups functions/policies are operated priority for to function contractor? (see note below) are/could be adversely affected in a discriminatory manner 3 year plan

P Equalities Equal Opportunities Policy No 1, 2, 3 Some Some 2002/03

C & IT Development of the Local Strategic Partnership LSP No 1, 2, 3 Some A little 2002/03

C & IT Co-ordination & performance management of Crime Reduction Strategy No 1, 2, 3 Some Some 2002/03 crime & disorder reduction strategy

P Recruitment & selection R&S Policy & Guidance No 1, 2, 3 Some A little 2003/04

C & IT Supporting the Harrow voluntary sector Terms of Reference of Grants Panel No 1, 2, 3 A little Some 2003/04

C & IT Proposed Community Strategy Community Strategy No 1, 2, 3 None None 2003/04

C & IT Mainstreaming of Crime & Disorder implications Crime & Disorder Act s17 No 1, 2, 3 None None 2003/04 across service areas & Best Value Review

P Payroll No 2 None None 2004/05

P Pensions No 2 None None 2004/05

P Health & Safety Health & Safety Policy No 2 None None 2004/05

P Occupational Health Service Agreement Yes 1, 2 A little None 2004/05

P Departmental personnel advice & guidance Harrow Scheme for Pay & Conds. NJC conditions No 1, 2, 3 None A little 2004/05

P Corporate policy development Harrow Scheme for Pay & Conds. No 1, 2, 3 None A little 2004/05 NJC, GLPC, JNC conditions

P Training and development Training Strategy No 1, 2, 3 A little None 2004/05

C & IT Co-ordination, support & evaluation of the Local Govt Act 2000 & Central Govt’s No 1, 2 None None 2004/05 council’s Best Value programme ‘Modernising Local Government Agenda’

C & IT Responding properly to a major Home Office and Cabinet Office No 2 None None 2004/05 emergency incident Regulations and Guidance

C & IT Ensuring that insurable risk exposures Financial Standing Orders No 1, 2 A little None 2004/05 are properly identified & managed

C & IT To inform the public & media about Service Plan/Customs and actions No 1, 2 None None 2004/05 Council policies and actions

C & IT Develop or advise on IT Policy IT Strategy No 2 A little None 2004/05 E-Government - IEG Statement No.

DIVISION ABBREVIATIONS: P = Personnel; F & E = Finance & Exchequer; C & IT = Corporate & IT; BS = Borough Solicitor *NOTE: 1 = Eliminating discrimination, 2 = Promoting equality of opportunity, 3 = Promoting good race relations

21 Chief Executive’s Department Summary Appendix 1a continued Assessing functions or policies for their relevance to general duty

Functions & policies Relevance to general duty Degree of relevance to particular functions/policies Prioritisation

C & IT Develop/procure, implement & support IT systems Web site - Harrow Live No 2 A little None 2004/05

C & IT Develop/procure, implement & support IT systems IT systems to support service delivery Yes and No 2 None None 2004/05

C & IT Develop/procure, implement & support IT systems Public access to IT Yes and No 2 Some None 2004/05

C & IT Community Legal Services Partnership CLSP Plan No 1, 2, 3 None A little 2004/05

C & IT Providing support for the council’s car leasing Personnel policies & CITS Service No 1, 2 None None 2004/05 & car loans programmes Plan

C & IT Providing support for the Chief Exec’s dept. CITS Service Plan No 2 None None 2004/05 postal services

C & IT Provision of internal audit Service Plan & Accounts & Audit Regs 1996 No 1, 3 None None 2004/05

F & E Quality systems No 2 None None 2004/05

F & E Project work No 2 None None 2004/05

F & E Systems support & training Part 2 None None 2004/05

F & E Payment of benefit to Council tenants, private No 2 None None 2004/05 tenants & Council Tax payers

F & E Prevention & detection of fraud Prosecutions Policy No 2 None None 2004/05

F & E Recovery of overpayments No 2 None None 2004/05

F & E Dealing with enquiries and providing advice No 2 None None 2004/05

F & E Collecting Council Tax from Harrow residents Code of Collection Part 2 None None 2004/05

F & E Collecting Business Rates from Harrow businesses No 2 None None 2004/05

F & E Dealing with enquiries & providing advice No 2 None None 2004/05

F & E Counter payments No 2 None None 2004/05

F & E Payment by phone No 2 None None 2004/05

F & E Postal remittances No 2 None None 2004/05

F & E Payments made via banks, post offices, building No 2 None None 2004/05 societies, department bankings & DSO’s

F & E Parking enforcement (car parks, pay & display, No 2 None None 2004/05 penalty notices)

22 Chief Executive’s Department Summary Appendix 1a continued Assessing functions or policies for their relevance to general duty

Functions & policies Relevance to general duty Degree of relevance to particular functions/policies Prioritisation

F & E Provide an outside collection service & a petty cash reimbursement facility No 2 None None 2004/05

F & E Make up wage packets for manual staff, asylum seekers & No 2 A little None 2004/05 Social Services Day Centres project members

F & E Envelope & despatch housing benefit, creditors & student award cheques No 2 None None 2004/05

F & E Sell stamps & phonecards No 2 None None 2004/05

F & E Collection of fees & charges for a variety of Council services including: No 2 None None 2004/05 Home Care, Allotments, Trade Refuse, Helpline Services

F & E Management of the mortgage system No 2 None None 2004/05

F & E Carry out financial assessments for social services clients in No 2 None None 2004/05 residential accommodation

F & E Payment of the council’s suppliers of goods & services No 2 None None 2004/05 & payments to staff in respect of car allowances

F & E Administration of the construction industry scheme for No 2 None None 2004/05 construction industry creditors

F & E Provision of counter enquiry service for Council Tax No 2 None None 2004/05 & Housing Benefits

F & E Scanning & indexing for the Revenues & Benefits DIP/Workflow system No 2 None None 2004/05

F & E General support such as printing, mailing, cash balancing, stock No 2 None None 2004/05 control, stationery ordering, invoicing & budget monitoring for the rest of the service

F & E Advising elected members & client depts on the strategy & No 2 None None 2004/05 preparation of revenue & capital budgets

F & E Maintaining client accounts No 2 None None 2004/05

F & E Maintaining & developing the General Ledger Financial No 2 None None 2004/05 Information systems

F & E Co-ordinating the revenue & capital budgets & final accounts No 2 None None 2004/05

F & E Managing the Council’s Treasury Management function No 2 None None 2004/05

F & E Administration & monitoring of the investments of the Pension Fund No 2 None None 2004/05

23 Chief Executive’s Department Summary Appendix 1a continued Assessing functions or policies for their relevance to general duty

Functions & policies Relevance to general duty Degree of relevance to particular functions/policies Prioritisation

F & E Taxation advisory services No 2 None None 2004/05

F & E Providing a technical advice service on financial issues No 2 None None 2004/05

BS Property Services Part 2 None None 2004/05

BS Litigation & Contract Services Part 2 None None 2004/05

BS Provide administrative support for the Council & its Committees Constitution No 2 None None 2004/05 & Sub-Committees

BS Give advice on local govt law & procedure & the Council’s Standing Constitution No 2 None None 2004/05 Orders to Members, Committees & Depts of the Council

BS Provide support services for the Members’ Secretariats No 2 None None 2004/05

BS Administer the letting of the committee rooms & council chamber No 2 None None 2004/05

BS Annual production of the Register of Electors No 2 None None 2004/05

BS Organisation of elections (local, UK Parliamentary & EU) No 2 None None 2004/05 & referenda

BS Registration of local land charges & completion of local searches No 2 None None 2004/05

BS Providing financial & administrative support services for the No 2 None None 2004/05 rest of the division

BS Council-wide printing & reprographic needs No 2 None None 2004/05

BS Register Office for Births, Deaths & Marriages No 2 A little None 2004/05

24 Education Department Summary Appendix 1b Assessing functions or policies for their relevance to general duty

Functions & policies Relevance to general duty Degree of relevance to particular functions/policies Prioritisation

SDS Advisory Team Education Development Plan No 2, 3 Some A little 2002/03

SDS Ethnic Minority Achievement & Traveller Service Education Development Plan No 1, 2, 3 Some A little 2002/03

SDS Access & Development Service Education Development Plan No 2, 3 Some A little 2002/03 Behaviour Support Plan

SDS Schools’ Race Equality Policies Advice & guidance based on Commission No 1, 2, 3 Some A little 2002/03 for Racial Equality documents

C & Y Education lettings service Lettings Policy No 2, 3 A little A little 2003/04

C & Y Youth Service Youth Strategy No 1, 2, 3 A little None 2003/04

C & Y Lifelong Learning Adult Learning Plan Yes 2 A little None 2003/04

A & L Promotion of arts, sport & leisure activities Cultural Strategy Yes/No 2, 3 A little A little 2003/04

CS Education Social Work Service Attendance Policy/Behaviour Support Plan No 1, 2, 3 A little None 2003/04

EY & C Foundation Stage Education Early Years Development & Childcare Strategy Yes/No 2 A little None 2003/04

SDS Harrow Tuition Service Education Development Plan No 1, 2, 3 Some A little 2003/04 Behaviour Support Plan

SDS Governor Support No 1, 2, 3 A little A little 2003/04

SDS Work Experience consortium with Brent Consortium’s policies No 2 A little None 2003/04

C & Y Harrow Teachers’ Centre Teachers’ Centre Policies No 2, 3 None None 2004/05

C & Y NW London On-Line Adult Learning Plan Yes/No 2 None None 2004/05

A & L Holiday playschemes Playschemes Policy No 2 None None 2004/05

Lib Public Library Service Annual Library Plan No 2, 3 None None 2004/05

Lib Schools Library Service Service Level Agreement No 2, 3 None None 2004/05

CS Educational Psychology Service/Early Years Team SEN Strategy No 1, 2 None None 2004/05

CS Sensory & Communication Team SEN Strategy No 2 None None 2004/05

CS Assessment & Provision Team SEN Strategy No 2 None None 2004/05

EY & C Childcare provision Early Years Development & Childcare Strategy Yes 2 None None 2004/05

EY & C Nursery Centres Centres’ Policies No 1, 2, 3 None None 2004/05

SDS Arts for Schools Service Policies No 2, 3 None None 2004/05

DIVISION ABBREVIATIONS: SDS = School Development Services; C & Y = Community & Youth Services; A & L = Arts & Leisure Services; CS = Childrens Services; Lib = Library Services; EY & C = Early Years & Childcare Services *NOTE: 1 = Eliminating discrimination, 2 = Promoting equality of opportunity, 3 = Promoting good race relations

25 Environmental Services Department Summary Appendix 1c Assessing functions or policies for their relevance to general duty

Functions & policies Relevance to general duty Degree of relevance to particular functions/policies Prioritisation

E & T CCTV Crime & Disorder Strategy; CCTV No 1, 2, 3 Some None 2002/03 guidance note & national guidance

E & T Provision of a burial service Committee reports, bylaws, legislation Part 1, 2, 3 A lot Some 2002/03

E & T Managing parks & countryside areas & allotments UDP; bylaws Part 1, 2, 3 A little None 2003/04

P & D To provide the proper management & stewardship Corporate Priority No 19 No 2 A little None 2003/04 of all Council resources & Services Plan

P U.D.P and research Unitary Development Plan & Best No 1, 2, 3 A little None 2003/04 Value Improvement Plan

HCS Parking enforcement operations Service specification No 2 A little None 2003/04

HCS Catering schools Service specification No 2, 3 None None 2003/04

HCS Catering staff No 2, 3 None None 2003/04

E & T Parking enforcement Draft Transport Strategy/Best Value Review No 2 A little None 2004/05

E & T Car Parks Draft Transport Strategy No 2 None None 2004/05

E & T Highway enforcement Legislation & bylaws No 2, 3 None None 2004/05

E & T Highways maintenance Annual condition assessment. Borough Part 1, 2 None None 2004/05 Transportation Spending Plan bid

E & T Street lighting Service specification Yes 1, 2 None None 2004/05

E & T Transportation schemes Draft Transport Strategy; Mayor’s Part 2 None None 2004/05 Transport Strategy

E & T Road safety Draft Transport Strategy; Mayor’s No 2, 3 None None 2004/05 Transport Strategy

E & T Waste policy Recycling Plan; Best Value Review No 1, 2 None None 2004/05

E & T Reception No 2, 3 A little None 2004/05

E & T LA21 LA21 Action Plan No 1, 2, 3 None None 2004/05

P & D Design solutions to engineering problems National/Gov Legislation Service Plan No 2 None None 2004/05

P & D Implementing maintenance & repair to highways Gov legislation, Council budget Yes 1, 2 None None 2004/05 and footpaths prioritisation, Service Plan

P & D Constructing new & refurbishing existing highway structures Gov/National Legislation Service Plan Yes 2 None None 2004/05

DIVISION ABBREVIATIONS: E & T = Environment & Transportation; P = Planning; P & D = Property & Development; HCS = Harrow Contract Services *NOTE: 1 = Eliminating discrimination, 2 = Promoting equality of opportunity, 3 = Promoting good race relations

26 Environmental Services Department Summary Appendix 1c continued Assessing functions or policies for their relevance to general duty

Functions & policies Relevance to general duty Degree of relevance to particular functions/policies Prioritisation

P & D Managing the engineering contract process Standing Orders No 1, 2, 3 None None 2004/05

P & D Council’s drainage functions Land Drainage Act, Statutory Guidance Yes 2 None None 2004/05

P & D Design solutions to building problems Current legislation building No 1, 2, 3 A little None 2004/05 regulations, planning law

P & D Implementing repair & maintenance of buildings B.S. codes of practice Yes 1, 2, 3 None A little 2004/05

P & D Constructing new & extending/refurbishing B.S. codes of practice Yes 1, 2, 3 None A little 2004/05 existing buildings

P & D Managing the building contract process Generally jct forms of contract No 1 None None 2004/05

P & D Providing, extending, repairing service within buildings B.S. codes of practice, Harrow standards Yes 1, 2, 3 A little None 2004/05

P & D Repair & replace existing building components Maintenance service to corporate Yes – works 1 None None 2004/05 to protect the value of the council’s corporate building No – surveys, building stock orders etc

P & D Enable the continued provision of services in Maintenance service to corporate No 1 None None 2004/05 sound and safe buildings building

P & D Management of the Civic Centre & Efficient management service No 1, 2, 3 None None 2004/05 communications within it

P & D Administration of contracts for external supply Management of cleaning, catering Yes - services 1, 2, 3 None None 2004/05 of services to the council security & management of leisure are admin contracts contracts internal

P & D Survey of the council’s building stock Monitor all corporate buildings & No 2 None None 2004/05 produce a plan for maintenance & repair

P & D Preparation of asset management information Monitor all corporate buildings & No 2 None None 2004/05 and maintenance schedules produce a plan for maintenance & repair

P & D Financial management & advice Contract, Standing Orders, financial No 1 None None 2004/05 standards & regulations

P & D Financial management & finance advice to the dept No 1, 2, 3 A little None 2004/05

P & D Procurement Contract Standing Orders & No 1, 2, 3 A little None 2004/05 finance regs & standards

P & D Administrative support Contract Standing Orders & No 2 None None 2004/05 finance regs & standards

27 Environmental Services Department Summary Appendix 1c continued Assessing functions or policies for their relevance to general duty

Functions & policies Relevance to general duty Degree of relevance to particular functions/policies Prioritisation

P & D Processing of all invoices for the Environmental No 2 None None 2004/05 Services Department

P & D Maintaining the Standing Approved list of Contractors No 2 None None 2004/05

P & D Tender dispatch, receipt & processing No 2 None None 2004/05

P Planning applications Best Value Improvement Plan No 2 A little None 2004/05

P Appeals Best Value Improvement Plan No 1, 2 None None 2004/05

P Enforcement Best Value Improvement Plan No 2 None None 2004/05

P Advice Best Value Improvement Plan No 2 None None 2004/05

P Building Regulations applications Best Value Improvement Plan No 2 A little None 2004/05

P Enforcement Best Value Improvement Plan No 2 None None 2004/05

P Local Planning Best Value Improvement Plan No 2 None None 2004/05

P Landscape Best Value Improvement Plan No 2 None None 2004/05

P Conservation Best Value Improvement Plan No 2 None None 2004/05

HCS Refuse collection & recycling Service Specification / Waste Part 2 None None 2004/05 Management Strategy

HCS Street cleansing & public conveniences Service Specification / Waste Part 2 None None 2004/05 Management Strategy

HCS Civic Amenity Site Waste Management Strategy No 2 None None 2004/05

HCS Grounds maintenance Service Specification Part 2 None None 2004/05

HCS Building maintenance out of hours service Service Specification No 2 None None 2004/05

HCS Special needs transport Service level agreement Part 2 None None 2004/05

HCS Security Patrol Service Service Specification No 2 None None 2004/05

HCS Civic Centre Facilities Management Part 2 None None 2004/05

HCS School Crossing Patrol No 2 None None 2004/05

HCS Catering & Meals On Wheels Service Specification No 2 None None 2004/05

28 Social Services Department Summary Appendix 1d Assessing functions or policies for their relevance to general duty

Functions & policies Relevance to general duty Degree of relevance to particular functions/policies Prioritisation

CC Services for older people NSF for Older People Yes & No 1, 2 A little A little 2002/03

CF Children in Need services to children and their MAP 4 & Children’s Strategic Plan No 1, 2 A little None 2002/03 families in need of support or safeguarding

H Housing management Housing Strategy; No 1, 2, 3 A lot A little 2002/03 Racial Harassment Policy

H Leasehold management Housing Strategy; No 1, 2, 3 A lot A little 2002/03 Racial Harassment Policy

H Homelessness Housing Strategy; Yes & No 1, 2, 3 A lot Some 2002/03 Homelessness Strategy

H Applications – Housing Register Housing Strategy No 1, 2, 3 A lot Some 2002/03

H Allocations Housing Strategy; Yes & No 1, 2, 3 A lot Some 2002/03 LOCATA (Choice based lettings)

EH Food safety Framework agreement for food law No 1, 2, 3 A lot A little 2003/04 Enforcement / Enforcement Policy / Service Plan

EH Private sector housing Enforcement Policy / Service Plan / No 1, 2, 3 A lot A little 2003/04 Housing Strategy / Empty Homes Strategy

EH Environmental protection Enforcement Policy / Service Plan / No 1, 2, 3 A lot A little 2003/04 Contaminated Land Strategy / Review & Assessment of Air Quality

EH Renovation grants Housing Strategy / Service Plan No 1, 2, 3 A lot Some 2003/04

EH Staying Put Housing Strategy; Supporting No 1, 2, 3 A lot A little 2003/04 People Strategy Service Plan

EH Trading Standards Framework agreement for food law Yes 1, 2, 3 A lot A little 2003/04 Enforcement / Enforcement Policy / Service Plan

CC Learning Disabilities service Valuing People Strategy Yes & No 1, 2 A little A little 2003/04

CF Children Looked After MAP 4 & Children’s Strategic Plan No 1, 2 None None 2003/04

CF Leaving Care MAP 4 & Children’s Strategic Plan No 1, 2 None None 2003/04

CF Area Child Protection Committee MAP 4 & Children’s Strategic Plan No 1, 2, 3 A little None 2003/04

DIVISION ABBREVIATIONS: CC = Community Care; EH = Environmental Health; CF = Children & Families; H = Housing *NOTE: 1 = Eliminating discrimination, 2 = Promoting equality of opportunity, 3 = Promoting good race relations

29 Social Services Department Summary Appendix 1d continued Assessing functions or policies for their relevance to general duty

Functions & policies Relevance to general duty Degree of relevance to particular functions/policies Prioritisation

H Repairs Housing Strategy Business Plan Yes 2. 3 A little None 2003/04

H Temporary Accommodation Housing Strategy; Homelessness Strategy Yes & No 1, 2, 3 Some Some 2003/04

H Development Housing Strategy Business Plan Yes & No 1, 2, 3 A little None 2003/04 Asset Management Strategy

CF Services are also provided to children & young MAP 4 & Children’s Strategic Plan No 1, 2 None None 2004/05 people with disability & health needs

CF Family & Residential Placements Service MAP 4 & Children’s Strategic Plan Yes & No 1, 2 None None 2004/05

CC Physical disability or sensory impairment services Community Care Business Plan Yes & No 1, 2 None None 2004/05

CC Asylum seekers service Community Care Business Plan No 1, 2, 3 None None 2004/05

CC Mental Health Services NSF for Mental Health Yes & No 1, 2 None None 2004/05

H Estate Services Housing Strategy No 2, 3 None None 2004/05

H Voids No 2 None None 2004/05

H Empty houses Housing Strategy Yes & No 2 None None 2004/05

H Strategy & research Housing Strategy No 2 None None 2004/05

EH Health, safety & licencing Enforcement Policy / Service Plan No 1, 2, 3 A little None 2004/05

EH Pest Control Enforcement Policy / Service Plan Partially up to 1, 2, 3 A little None 2004/05 07/02

EH Mortuary Charter for the Bereaved Yes 1, 2, 3 A little A little 2004/05

EH Brakespear Crematorium Yes 1, 2, 3 A little A little 2004/05

30 Appendix 2 Summary Action Plan and Timetable

Action Target Who is responsible Progress

Year 1: May 2002 – April 2003

Initial listing and assessment of functions/policies for relevance to general duty May 02 HOSE Assessment completed

Consultation on the Race Equality Scheme May 02 CPO Meeting planned for April 02 postponed by HCRE. Further dates to be arranged

Report on the Race Equality Scheme to Cabinet June 02 CPO

Publication of Race Equality Scheme in Harrow People, on Council website, intranet and in Harrow Update July 02 CPO/CPRO

Dissemination of Scheme to Harrow Partnership and Community Organisations July 02 Partnership Unit

Development of detailed Race Equality Action Plan as part of generic equality plan March 03 HOSE

Review of systems and procedures in relation to ethnic monitoring March 03 HOSE

Development of a training plan for Council employers September 02 CPO

Training of Council members and senior staff with responsibility for RES September 02 CPO

Equality impact assessments of policies Ongoing Directors/HOS

Publication of the results of equality impact assessments. Including consultation and any resultant action Ongoing Directors/HOS

Publication of employment monitoring information June 03 CPO

Annual report on progress to date in achieving RES targets June 03 CE

Publication of Annual report on Council’s website June 03 CPRO

Year 2: May 2003 – April 2004

Report on Council’s performance against BV and local Equality Performance Indicators including Generic June 03 HOS Equality Standards

Equality impact assessments on policies Ongoing Directors/HOS

Publication of the results of equality impact assessments including consultation and any relevant action Ongoing Directors/HOS

Development of systems and procedures in relation to ethnic monitoring Ongoing Directors/HOS

Training of Council staff to include promotion of racial equality and to address under-representation Ongoing of black and ethnic minority staff in all areas of the workforce

31 Appendix 2 continued Summary Action Plan and Timetable

Action Target Who is responsible Progress

Year 2: May 2003 – April 2004

Consultation with HCRE, Trade Unions and Black Workers Groups and Community organisations February 04 CPO/HCIIS on implementing the Race Equality Scheme to Cabinet

Publication of employment monitoring information June 04 CPO

Annual report on progress on implementing the Race Equality Scheme to Cabinet June 04 CE

Publication of Annual report on the Council’s website June 04 CPRO

Year 3: May 2004 – April 2005

Report on progress of Council’s performance against BV and local equality performance indicators June 04 HOS including generic equality standards

Equality impact assessments of policies Ongoing Directors/HOS

Publication of the results of equality impact assessments including consultation and any relevant action Ongoing Directors/HOS

Training of Council staff to include promotion of racial equality and address black and ethnic minority Ongoing CPO under-representation in the workforce

Publication of employment monitoring information June 05 CPO

Comprehensive review of RES including consultation with employees, HCRE, Community organisations, March 05 HOSE Trade Unions, Harrow Partnership and other stakeholders

Submission of comprehensive review of Harrow’s RES to CRE April 05 CE

Comprehensive review of RES reported to Cabinet April 05 CE

Publication of comprehensive Review of RES on Council’s website, Harrow People, Intranet and Harrow Update May 05 CPRO

32 Appendix 3 Employment Action Plan

Employment Data Current Monitoring Proposed Monitoring in Years 1, 2, & 3

Corporate Departmental

Staff in Post Yes Yes Annually

Staff in Post fulltime and parttime Yes Yes Annually

Applicants for jobs Yes Yes Quarterly/Annually

Applicants for jobs distinguish between external and internal candidates No No Year 1

Success ratio Yes Yes Quarterly/Annually

Applicants for promotion No No Year 2

Applicants for training No No Year 2

Employees who receive formal corporate internal training, professional qualification training Yes Yes Annually

Employees who receive professional qualification training No No Year 2

Acting Ups No No Year 2

Secondments No No Year 2

Work shadowing No No Year 2

Mentoring No No Year 2

Performance assessment No No Performance assessment scheme not currently in place

Grievances Yes Yes Annually

Types of grievance No No Year 1

Disciplinary investigations Yes Yes Annually

Disciplinary hearings Yes Yes Annually

Disciplinary outcomes Yes Yes Annually

Harassment complaints Yes Yes Annually

Types of harassment complaints No No Year 1

33 Appendix 3 continued Employment Action Plan

Employment Data Current Monitoring Proposed Monitoring in Years 1, 2, & 3

Corporate Departmental

Length of time it takes to hear complaints No No Year 1

Severity of sanctions No No Year 1

Voluntary employees who leave the Council’s employment Yes No Quarterly/Annually Year 1

All leavers and reasons No No Year 1

Dismissals Yes Yes Annually

Redundancy Yes Yes Annually

Early retirements Yes Yes Annually

Reasons for leaving No No Year 1

Analyse the information obtained from exit interviews No No Year 2

34 Translation Request

If you wish to have the information contained in this publication translated, please tick the appropriate box and fill in your name and address then return to the address below.

Chinese Farsi

Hindi Bengali

First name:

Gujarati Last name: Address:

Punjabi

Haddii aad doonayso macluumaadka ay ka koobantahay daabacaadani/ Postcode: waraaqdani inlaguu turjumo, fadlan sax sanduuqan ■ kuna qor magacaaga Now return this page to: iyo cinwaankaaga hoos kuna soo celi cinwaanka ku qoran. Race Equality Scheme Request, Employee Relations Section, Somali Personnel Services, PO Box 57, London Borough of Harrow, Civic Centre, Station Road, Harrow, Middlesex, HA1 2XF. Urdu

35 ✁ ✁

Race Equality Scheme 2002-2005

As part of the New Harrow Project the Council restructured during 2003/04 and as a result Council services and functions have been realigned into new directorates. This means that Appendix 1 of the Race Equality Scheme (which sets out the priority functions and policies to be reviewed across the 3 year period 2002-2005) has been revised in line with the new organisational structure.

Please see attached revised appendices for 2003/04, which replace the appendices contained within the Race Equality Scheme booklet (pages 21 to 34). August 2004

Race Equality Scheme

Revised Appendices 2003/04

RES Revised Appendices 2003/04

Directorate Abbreviations 21

Appendix 1a Business Connections Directorate 22

Appendix 1b Chief Executive’s Department 24

Appendix 1c Organisational Development Directorate 25

Appendix 1d People First Directorate 26

Appendix 1e Urban Living Directorate 28

Appendix 2 Summary Action Plan and Timetable 31

Appendix 3 Employment Action Plan 33

ABBREVIATIONS

Executive Director Responsible Abbreviation Division in new structure Abbreviation

Nick Bell BC (NB) Financial and Business Strategy BC – FBS Business Connections Business Services BC - BUS

Tony Lear UL (TL) Professional Services Director UL – PSD Urban Living Area Director UL – AD Strategy Director UL – SD ALMO UL – ALMO

Paul Osburn PF (PO) People First Strategy Director PF – PFS People First Children’s Services PF – CS Learning & Community PF – LCD Development Community Care PF – CC

Jill Rothwell OD (JR) Director of HR & Organisational OD – HR Organisational Development Effectiveness

Director of Organisational OD - OP Performance

Joyce Markham CE (JM) Borough Solicitor CE – BS Chief Executives Communications CE – C Chief Executive Office CE – CEO

1 = Eliminating discrimination 2 = Promoting equality of opportunity 3 = Promoting good race relations

21 Business Connections Directorate Appendix 1a Assessing functions or policies for their relevance to general duty Relevance to Degree of relevance to particular Functions & policies general duty functions/policies Prioritisation

Executive Division Existing/proposed Existing/proposed Carried out Part of general duty Amount of Levels of public concern Level of priority Director functions policies related by external which is related to evidence/reason to that functions/policies for 3 year plan Responsible to function contractor? function/policy* believe that different racial are operated in a (see abbreviation groups are/could be discriminatory manner sheet) adversely affected

BC (NB) BC- Supporting the Terms of No 1, 2, 3 A little Some 2003/04 FBS Harrow voluntary Reference of sector Grants Panel

BC (NB) BC- Education lettings Lettings Policy No 2, 3 A little A little 2003/04 FBS service

BC- Ensuring that Financial No 1, 2 A little None 2004/05 BC (NB) BUS insurable risk Standing Orders exposures are properly identified & managed

BC (NB) BC- Develop or advise on IT Strategy No 2 A little None 2004/05 BUS IT policy E – Government - IEG Statement No.

BC (NB) BC- Develop/procure, Public access to Yes and 2 Some None 2004/05 BUS implement & support ICT & systems to No IT systems support service delivery

BC (NB) BC- Community Legal CLSP Plan No 1, 2, 3 None A little 2004/05 FBS Services Partnership

BC (NB) BC- Providing support for Personnel No 1, 2 None None 2004/05 BUS the Council’s car policies & CITS leasing & car loans Service Plan programmes

22 Business Connections Directorate Appendix 1a continued Assessing functions or policies for their relevance to general duty

Relevance to Degree of relevance to particular Prioritisation Functions & policies general duty functions/policies

Executive Division Existing/proposed Existing/proposed Carried out Part of general duty Amount of Levels of public concern Level of priority Director functions policies related by external which is related to evidence/reason to believe that functions/policies for 3 year plan Responsible to function contractor? function/policy* that different racial groups are operated in a (see abbreviation are/could be adversely discriminatory manner sheet) affected

BC (NB) BC- Provision of internal Service Plan & No 1, 3 None None 2004/05 FBS audit Accounts & Audit Regs 1996 Assessments & BC (NB) BC- Fraud Prosecutions No 2 None None 2004/05 BUS Inc. payment of Policy benefits, financial assessments for Social Care clients, overpayments recovery and prevention and detection of fraud Collection of BC (NB) BC- Revenues Code of Part 2 None None 2004/05 BUS Collection BC (NB) Cashiers, counter BC- payments & No 2 None None 2004/05 BUS accounts payable Financial accounting BC (NB) BC- No 2 None None 2004/05 FBS Administration & BC (NB) BC- monitoring of the No 2 None None 2004/05 FBS investments of the Pension Fund Contract BC (NB) BC- Procurement Standing Orders No 1, 2, 3 A little None 2004/05 FBS & finance regulations & standards 23 Chief Executive’s Department Summary Appendix 1b Assessing functions or policies for their relevance to general duty Relevance to Degree of relevance to particular Functions & policies general duty functions/policies Prioritisation

CE (JM) CE - BS Legal Services Part 2 None None 2004/05

CE (JM) CE - BS Democratic Members’ Constitution No 2 None None 2004/05 Services

CE (JM) CE - BS Administer the letting of No 2 None None 2004/05 the committee rooms & Council chamber

CE (JM) CE - BS Electoral Services No 2 None None 2004/05

CE (JM) CE - BS Registration of local land No 2 None None 2004/05 charges & completion of local searches

CE (JM) CE - BS Council-wide printing & No 2 None None 2004/05 reprographic needs

CE (JM) CE - BS Register Office for No 2 A little None 2004/05 Births, Deaths & Marriages

CE (JM) CE - C Civic Centre Reception No 1,2,3 None None 2004/05

CE (JM) CE - C Press & Public Relations Communication Part 2,3 None None 2004/05 Strategy

CE (JM) CE -CEO Council’s Complaints Corporate Complaints No 1,2,3 None None 2004/05 Procedure Procedure

CE (JM) CE -CEO Mayors Office Communication No 1,2,3 None None 2004/05 Strategy To inform the public & CE (JM) CE - C media about Council Communication Part 1, 2, 3 None None 2004/05 policies and actions Strategy

24 Organisational Development Directorate Appendix 1c Assessing functions or policies for their relevance to general duty Relevance to Degree of relevance to particular Functions & policies general duty functions/policies Prioritisation Executive Division Existing/proposed Existing/proposed Carried out Part of general duty Director functions policies related by external which is related to Amount of evidence/reason to Levels of public concern Level of priority Responsible to function contractor? function/policy* believe that different racial that functions/policies are for 3 year plan (see abbreviation groups are/could be operated in a sheet) adversely affected discriminatory manner OD (JR) OD - Equalities Equal Opps. No 1, 2, 3 Some Some 2002/03 HR Policy Development of the LSP OD (JR) OD - Local Strategic No 1, 2, 3 Some A little 2002/03 OP Partnership OD (JR) 0D - Recruitment & R & S Policy & HR selection Guidance No 1, 2, 3 Some A little 2003/04 Proposed OD (JR) OD - Community Strategy Community No 1, 2, 3 None None 2003/04 OP Strategy OD (JR) OD – HR HR Strategy Part 1, 2, 3 None None 2003/04 HR OD (JR) OD - Payroll No 2 None None 2004/05 HR OD (JR) OD – Pensions No 2 None None 2004/05 HR OD (JR) OD – Health & Safety Health & Safety No 2 None None 2004/05 HR Policy OD (JR) OD – Occupational Health Service Yes 1, 2 A little None 2004/05 HR Agreement Departmental Harrow Scheme OD (JR) OD - personnel advice & for Pay & Conds. No 1, 2, 3 None A little 2004/05 HR guidance NJC Conditions Harrow Scheme OD (JR) OD - Corporate policy for Pay & Conds. No 1, 2, 3 None A little 2004/05 HR development NJC, GLPC, JNC Conds. OD (JR) OD - Training and dev. Training Strategy No 1, 2, 3 A little None 2004/05 HR Co-ordination, Local Govt Act OD (JR) OD - support & evaluation 2000 & Central 2004/05 OP of the Council’s Best Govt’s No 1, 2 None None Value programme ‘Modernising Local Government Agenda’

People First Directorate Summary Appendix 1d Assessing functions or policies for their relevance to general duty Relevance to Degree of relevance to particular Functions & policies general duty functions/policies Prioritisation

Executive Division Existing/proposed Existing/proposed Carried out Part of general duty Amount of evidence/reason Levels of public concern Level of priority Director functions policies related by external which is related to to believe that different that functions/policies for 3 year plan Responsible to function contractor? function/policy* racial groups are/could be are operated in a (see abbreviation adversely affected discriminatory manner sheet) PF- Education PF (PO) LCD Advisory Team Development No 2,3 Some A little 2002/03 Plan PF- Ethnic Minority PF (PO) LCD Achievement & Education No 1, 2, 3 Some A little 2002/03 Traveller Service Development Plan Education PF (PO) PF- Access & Development No 2, 3 Some A little 2002/03 LCD Development Plan Behaviour Service Support Plan Advice & PF (PO) PF- Schools’ Race guidance based No 1, 2, 3 Some A little 2002/03 LCD Equality Policies on Commission for Racial Equality documents PF (PO) PF-CC Services for Older NSF for Older Yes/No 1, 2 A little A little 2002/03 People People

PF (PO) PF-CS Children in Need MAP4; Children’s No 1, 2 A little None 2002/03 Strategic Plan PF (PO) PF-CS Children Looked Map 4; children’s No 1, 2 None None 2003/04 After Strategic Plan

PF (PO) PF-CS Youth Service Youth Strategy No 1, 2, 3 A little None 2003/04

PF (PO) PF- Lifelong Learning Adult Learning Yes 2 A little None 2003/04 LCD Plan PF (PO) PF- Governor Support No 1, 2, 3 A little None 2003/04 LCD PF (PO) PF- Learning Disability Valuing People Yes/No 1, 2 A little A little 2003/04 LCD Services Strategy

26 People First Directorate Summary Appendix 1d continued Assessing functions or policies for their relevance to general duty Relevance to Degree of relevance to particular Functions & policies general duty functions/policies Prioritisation

PF (PO) PF- Teachers’ Centre Teachers’ Centre No 2, 3 None None 2004/05 LCD Policies PF (PO) PF- Library Service Library Position No 2, 3 None None 2004/05 LCD Statement; Service Level Agreement PF (PO) PF-CS Children’s Services SEN Strategy; No 1, 2 A little None 2004/05 (Education) Attendance & Exclusions Policies PF (PO) PF-CS Early Years & Early Years Yes/No 1, 2, 3 None None 2004/05 Childcare Development & Childcare Strategy PF (PO) PF- Arts Services Cultural Strategy Yes/No 2, 3 A little A little 2004/05 LCD PF (PO) PF-CS Children with MAP4, Children’s No 1, 2 None None 2004/05 Disabilities Strategic Plan

PF (PO) PF-CC Physical Disability & Community Care Yes/No 1, 2 None None 2004/05 Sensory Impairment Business Plan

PF (PO) PF- Asylum Seekers Community Care No 1, 2, 3 None None 2004/05 LCD Business Plan

PF (PO) PF-CC Mental Health NSF for Mental Yes/No 1, 2 None None 2004/05 Services Health

27 Urban Living Directorate Assessing functions or policies for their relevance to general duty Appendix 1e Relevance to Degree of relevance to particular Functions & policies general duty functions/policies Prioritisation

Executive Division Existing/proposed Existing/proposed Carried out Part of general duty Amount of evidence/reason to Levels of public concern Level of priority Director functions policies related by external which is related to believe that different racial that functions/policies are for 3 year plan Responsible to function contractor? function/policy* groups are/could be adversely operated in a (see abbreviation affected discriminatory manner sheet) Co-ordination & UL (TL) UL - AD performance Crime Reduction management of crime & Strategy No 1, 2, 3 Some Some 2002/03 disorder reduction strategy Crime & Disorder UL (TL) UL - PSD CCTV Strategy; CCTV No 1, 2, 3 Some None 2002/03 guidance note & national guidance

UL (TL) UL - SD Provision of a burial Committee reports, Part 1, 2, 3 A lot Some 2002/03 service bylaws, legislation Housing Strategy; UL (TL) UL - Housing and leasehold Racial Harassment No 1, 2, 3 A lot A little 2002/03 ALMO management Policy Housing Strategy; UL (TL) UL -PSD Homelessness and Homelessness Yes & No 1, 2, 3 A lot Some 2002/03 Applications – Housing Strategy Register Housing Strategy; UL (TL) UL -PSD Allocations LOCATA (Choice Yes & No 1, 2, 3 A lot Some 2002/03 based lettings) Mainstreaming of Crime Crime & Disorder UL (TL) UL - AD & Disorder implications Act s17 & Best Value No 1, 2, 3 None None 2003/04 across service areas Review Promotion of sport & UL (TL) UL -SD leisure activities Cultural Strategy Yes/No 2, 3 A little A little 2003/04 Managing parks & UL (TL) UL - SD countryside areas & U.D.P.; bylaws Part 1, 2, 3 A little None 2003/04 allotments To provide the proper UL (TL) UL - SD management & Corporate Priority No 2 A little None 2003/04 stewardship of all No 19 Council resources & Services Plan

28 Urban Living Directorate Appendix 1e continued Assessing functions or policies for their relevance to general duty Relevance to Degree of relevance to particular Functions & policies general duty functions/policies Prioritisation

UL (TL) UL - AD Parking enforcement Service Spec. No 2 A little None 2003/04 operations

UL (TL) UL - AD Catering staff No 2, 3 None None 2003/04

UL (TL) UL -AD Private sector housing Private Sector No 1, 2, 3 A lot A little 2003/04 enforcement Housing Renewal Strategy / Enforcement Policy/Service Plan/ Housing Strategy/

UL (TL) UL -PSD Private Sector Housing Housing Strategy/ No 1, 2, 3 A lot Some 2003/04 Renewal Private Sector Housing Renewal Strategy / Empty Property Strategy / Private Sector Housing Renewal Grant Policy / Service Plans / Supporting People Strategy

UL (TL) UL -AD Trading Standards Framework Yes 1, 2, 3 A lot A little 2003/04 agreement for food law Enforcement / Enforcement Policy / Service Plan

UL/(TL) UL-PSD Temporary Housing Strategy; Yes & No 1,2,3 Some Some 2003/04 Accommodation Homelessness Strategy

29 Urban Living Directorate Appendix 1e continued Assessing functions or policies for their relevance to general duty Relevance to Degree of relevance to particular Functions & policies general duty functions/policies Prioritisation

UL (TL) UL – AD Community Safety 2004/05

UL (TL) UL- AD Public Realm & Waste 2004/05 Management

UL (TL) UL- AD Support Services 2004/05

UL (TL) UL-PSD Transport & Engineering 2004/05

UL (TL) UL - PSD Planning – Unitary Development No 1, 2, 3 A little None 2004/05 & UL- SD U.D.P. and research Plan & Best Value Improvement Plan

UL (TL) UL_PSD Housing – Enabling Housing Strategy / Yes & No 1,2,3 A little None 2004/05 BME RSL Strategy

UL (TL) UL- AD Food safety, Health, Framework No 1,2,3 A little A little 2004/05 Safety & licensing agreement for food law Enforcement/ Enforcement Policy/Service Plan Enforcement Policy /Services Plan

UL (TL) UL-PSD Asset Management 2004/05

UL (TL) UL-SD Strategy 2004/05

30 Appendix 2 Summary Action Plan and Timetable

Action Target Who is responsible Progress

Year 1: May 2002 – April 2003

Initial listing and assessment of functions/policies for relevance to general duty May 02 HOSE Assessment completed Meeting planned for April 02 postponed Consultation on the Race Equality Scheme May 02 CPO by HCRE. Further dates to be arranged.

Report on the Race Equality Scheme to Cabinet June 02 CPO 25 June 2003

Publication of Race Equality Scheme in Harrow People, on Council web site, Intranet July 02 CPO/CPRO Completed and in Harrow Update July 02 Dissemination of Scheme to Harrow Partnership and Community Organisations Partnership Unit/ER Section Completed

Development of detailed Race Equality Action Plan as part of generic equality plan March 03 HOSE Corporate Equality Plan being developed

Review of systems and procedures in relation to ethnic monitoring March 03 HOSE On going review and updating of monitoring systems

Development of a training plan for Council employers September 02 CPO Training plan reviewed

Training of Council members and senior staff with responsibility for RES September 02 CPO Completed

Equality impact assessments of policies Ongoing Directors/HOS Ongoing

Publication of the results of equality impact assessments. Including consultation and Ongoing Directors/HOS Ongoing any resultant action

Publication of employment monitoring information June 03 CPO Included as part of Annual Equality Monitoring report submitted to ECF on 8 July 2003

Annual report on progress to date in achieving RES targets June 03 CE RES Year 1 report to Cabinet submitted on 15 July 2003

Publication of Annual report on Council’s web site June 03 CPRO Completed

Year 2: May 2003 – April 2004 Included as part of Annual Equality Report on Council’s performance against BV and local Equality Performance Indicators June 03 Exec Dir OD Monitoring report submitted to ECF on including Generic Equality Standards 8 July 2003

Equality impact assessments on policies Ongoing Directors Ongoing

Publication of the results of equality impact assessments including consultation and any relevant action Ongoing Directors Ongoing

Development of systems and procedures in relation to ethnic monitoring Ongoing Directors Ongoing

Training of Council staff to include promotion of racial equality and to address under- Ongoing Exec Dir OD To be included in training plan representation of black and ethnic minority staff in all areas of the workforce

Consultation with HCRE, Trade Unions and Black Workers Groups and Community February to CEG organisations on Race Equality Scheme Year 2 June 04 To be included in Annual Equality Publication of employment monitoring information June 04 Exec Dir OD Monitoring Report to be submitted to ECF on 6 July 04 Annual report on progress on implementing the Race Equality Scheme Year 2 to Cabinet June 04 CE Report to Cabinet on 29th July 04

Publication of Annual report on the Council’s web site August 04 CPRO Year 3: May 2004 – April 2005 Report on progress of Council’s performance against BV and local equality performance indicators including generic equality standards June 04 Exec Dir OD

Equality impact assessments of policies Ongoing Directors

Publication of the results of equality impact assessments including consultation and any Ongoing Directors relevant action

Training of Council staff to include promotion of racial equality and address black and Ongoing Exec Dir OD ethnic minority under-representation in the workforce

Publication of employment monitoring information June 05 Exec Dir OD Comprehensive review of RES including consultation with employees, HCRE, Community organisations, Trade Unions, Harrow Partnership and other stakeholders March 05 CEG

Submission of comprehensive review of Harrow’s RES to CRE April 05 CE

Comprehensive review of RES reported to Cabinet April 05 CE Annual report on progress on implementing the Race Equality Scheme Year 2 to Cabinet June 04 CE Publication of comprehensive Review of RES on Council’s web site, Harrow People, Intranet and Harrow Update June 05 CPRO 32

Appendix 3 Employment Action Plan

Employment Data Current Monitoring Proposed Monitoring in Years 1, 2, & 3 Corporate Departmental

Staff in Post Yes Yes Annually

Staff in Post full-time and part-time Yes Yes Annually

Applicants for jobs Yes Yes Quarterly/Annually

Applicants for jobs distinguish between external and internal candidates No No Year 1

Success ratio Yes Yes Quarter/Annually

Applicants for promotion No No Year 2

Applicants for training No No Year 2 Employees who receive formal corporate internal training, professional qualification training Yes Yes Annually

Employees who receive professional qualification training No No Year 2

Acting Ups No No Year 2

Secondments No No Year 2

Work shadowing No No Year 2

Mentoring No No Year 2

Performance assessment No No Performance assessment scheme not currently in place

Grievances Yes Yes Annually

Types of grievance No No Year 1

Disciplinary investigations Yes Yes Annually

Disciplinary hearings Yes Yes Annually

Disciplinary outcomes Yes Yes Annually Yes Yes Annually Harassment complaints Types of harassment complaints No No Year 1 33

Appendix 3 continued Employment Action Plan

Employment Data Current Monitoring Proposed Monitoring in Years 1, 2, & 3 Corporate Departmental

Length of time it takes to hear complaints No No Year 1

Severity of sanctions No No Year 1

Voluntary employees who leave the Council’s employment Yes No Quarterly/Annually Year 1

All leavers and reasons No No Year 1

Dismissals Yes Yes Annually

Redundancy Yes Yes Annually

Early retirements Yes Yes Annually

Reasons for leaving No No Year 1

Analyse the information obtained from exit interviews No No Year 2