Page 1 of 62 PAPER NO. 02-407 WANDSWORTH BOROUGH

PAPER NO. 02-407

WANDSWORTH BOROUGH COUNCIL

EXECUTIVE – 20TH MAY 2002

GENERAL PURPOSES COMMITTEE – 21ST MAY 2002

Report by the Chief Executive and Director of Administration on the proposed initial Race Equality Scheme 2002-05 as required under the Race Relations (Amendment) Act 2000

SUMMARY

The Race Relations (Amendment) Act 2000 places on public authorities a general duty to promote race equality both through the provision of services and as an employer. The Government’s stated aim is to make race equality a central part of the way public authorities work by putting it at the centre of policy making, service delivery and employment practice. Under the Act, the Home Secretary has issued an Order which sets out specific duties for public authorities. The Order empowers the Commission for Racial Equality (CRE) to publish a statutory Code of Practice on the promotion of race equality. The draft Code of Practice requires public authorities to publish a Race Equality Scheme by 31st May 2002. This report sets out the Council’s proposed initial Scheme for public consultation. The final Code of Practice is expected from the CRE before 31st May 2002.

Recommendations

1. The Executive are asked to recommend the Council:-

(a) to approve the initial Race Equality Scheme 2002-05 embodied in this report and the associated documents, as required under the Race Relations (Amendment) Act 2000;

(b) to publish the Scheme for consultation with the aim of a report back in the latter part of this year; and

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(c) to agree that the Scheme be included in the group of plans, strategies, etc., that together form the Council’s budget and policy framework, for which responsibility is shared between the Council and the Executive.

2. The General Purposes Committee are asked to recommend the Council to endorse the recommendations to the Executive insofar as the Scheme relates to the Council as an employer, as addressed more specifically in paragraphs 6 to 9 and 30 to 39.

Introduction

3. The Commission for Racial Equality’s draft statutory Code of Practice requires local authorities to publish a Race Equality Scheme (RES) by 31st May 2002. A Race Equality Scheme must be for a 3-year period. Local authorities are required to assess all of their functions for relevance to the new general duty to promote race equality and to describe their procedures for assessing the adverse impact of a proposed policy on racial minority groups. In addition, the arrangements for service monitoring, consultation, access to services, the publishing of information and staff training must be shown. Schools and other educational institutions also have specific duties. Local authorities with at least 150 full-time staff are required to monitor and analyse by racial group: grievances, disciplinary action, performance appraisals (when they lead to benefits or penalties), training and staff leaving the authority. The employment analysis must be published every year. The purpose of this report is to seek approval to an initial RES to be used both as an action plan and for consultation.

Background

The Race Relations (Amendment) Act 2000 (RR(A)A 2000) – The compilation and publication of a Race Equality Scheme

4. The Council is obliged to compile, publish and consult on a RES. The Scheme must show how the Council plans to meet its statutory duties under Section 71(1) of the Act and, in particular, Sections 2(2) and (3) of the Race Relations Act (Statutory Duties) Order 2001, as follows:-

Section (2) – A Race Equality Scheme shall state, in particular –

(a) those of its functions and policies, or proposed policies, which that person has assessed as relevant to its performance of the duty imposed by Section 71(1) of the Race Relations Act; and

(b) that person’s arrangements for –

(i) assessing and consulting on the likely impact of its proposed policies on the promotion of race equality;

(ii) monitoring its policies for any adverse impact on the promotion of race equality;

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(iii) publishing the results of such assessments and consultation as are mentioned in sub-paragraph (i) and of such monitoring as in mentioned in sub- paragraph (ii);

(iv) ensuring public access to information services which it provides; and

(v) training staff in connection with the duties imposed by Section 71(1) of the Race Relations Act and this Order.

Section (3) – Such a person shall, within a period of three years from 31st May 2002, and within each further period of three years, review the assessment referred to in paragraph (2)(a).

The CRE’s draft statutory Code of Practice on the duty to promote race equality

5. The draft Code of Practice reflects the general duty above, requiring the RES to include the following (the final Code of Practice, together with other expected guidelines was awaited at mid-May 2002):-

(a) The functions and policies (including proposed policies) that are relevant to their performance of the general duty. This list must be reviewed every three years. The CRE recommend that each function is examined separately in respect of the three parts of the general duty, i.e. eliminating discrimination, promoting equality of opportunity and promoting good race relations. They also recommend that each function is given a priority in terms of its relevance to race equality. It is accepted that many technical functions will have little or no race equality implications.

The Council’s response is set out in paragraph 14 below.

(b) The arrangements for assessing and consulting on the likely impact of proposed policies.

The Council’s response is set out in paragraphs 17 to 21 below.

The Council’s response is set out in paragraph 15 below.

(d) The arrangements for publishing the results of any assessments, consultation and monitoring undertaken to identify any adverse impact on race equality.

The Council’s response is set out in paragraphs 18 to 22 below.

(e) The arrangements for ensuring that the public have access to information and the services provided.

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The Council’s response is set out in paragraphs 22 below.

(f) The arrangements for training key staff in connection with the general duty to promote race equality and any specific duties.

The Council’s response is set out in paragraphs 23 below.

Council employment

6. In addition to the above, the Act places a specific duty on local authorities regarding employment. This duty does not apply directly to schools and further education higher education institutions. The main duty rests with local education authorities (LEAs), with schools providing their own staffing data (to the LEA).

Employee monitoring

7. Sections 5(1), (2) and (3) of the Race Relations Act (Statutory Duties) Order 2001, state the following:-

Section 5 (1) – A person to which this article applies shall:-

(a) before 31st May 2002, have in place arrangements for fulfilling, as soon as is reasonably practicable, its duties under paragraph (2) (see sub-paragraphs (a) and (b) below); and

(b) fulfil those duties in accordance with such arrangements.

Section 5 (2) – It shall be the duty of such person to monitor, by reference to the racial groups to which they belong:-

(a) the number of:-

(i) staff in post; and

(ii) applicants for employment, training and promotion, from each such group; and

(b) where that person has 150 or more full-time staff, the numbers of staff from each such group who:-

(i) receive training;

(ii) benefit or suffer detriment as a result of its performance assessment procedures;

(iii) are involved in grievance procedures;

(iv) are the subject of disciplinary procedures; or Page 4 of 62 Race Equality Scheme

(v) cease employment with that person.

The Council’s response to the employment statutory duty is set out in paragraphs 30 to 39 below.

Schools

8. Sections 3(1), (2) and (3) of the Race Relations Act (Statutory Duties) Orders 2001 place specific duties on governing bodies of schools to:-

Section 3 (1) – Before 31 May 2002,

(a) prepare a written statement of its policy for promoting race equality; and

(b) have in place arrangements for fulfilling, as soon as is reasonably practicable, its duties under paragraph (3) (see Section 3 (3) below).

Section 3 (2) – Such a body shall,

(a) maintain a copy of the statement; and

(b) fulfil those duties in accordance with such arrangements.

Section 3 (3) – It shall be the duty of such a body to,

(a) assess the impact of its policies, including its race equality policy, on pupils, staff and parents of different racial groups, including, in particular, the impact on attainment levels of such pupils; and

(b) monitor, by reference to their impact on such pupils, staff and parents, the operation of such policies, including, in particular, their impact on the attainment levels of such pupils.

Action taken by the Director of Education on this aspect is detailed in paragraph 13 below.

The Council’s long established approach to race equality in service delivery and as an employer

9. The Council has a long established and successful race policy and associated programmes. The detailed monitoring based on the racial background of staff commenced in 1978. Equality in the Council’s employment has been the subject of an annual report to committee since 1978. In 1985, the first corporate annual report on race equality in service delivery was submitted to committee by the Chief Executive and Director of Administration. Annual reports have continued up until the present time. The most recent annual report (combining both equality in Council employment and in service delivery) Paper No. 01-1044, forms part of this Race Equality Scheme. A copy of Paper No. 01-1044 is available in the Members’ Room. Page 5 of 62 Race Equality Scheme

10. The Council has carefully implemented its responsibilities in race equality matters. In 1991 it was only one of two United Kingdom public authorities invited to present a paper to the Council of Europe’s standing conference of local and regional authorities in Europe, on urban multi-culturalism. In February 1995, at the request of the CRE, the Council was the launch authority for the South West London and Home Counties area, for the Commission’s then new Code of Practice – ‘A Standard for Race Equality means quality’. At the same time, the Council adopted the Commission’s Standard for Equality in Contracting.

11. Race equality has, since 1985, been seen by the Council as the responsibility of mainstream management. Service delivery to minorities has, wherever possible, been integrated into mainstream services. Every effort has been made to build social cohesion through integrated service delivery rather than by marginalising services. The Council has never adopted the approach of establishing race units and relatively high numbers of race adviser type posts. One of the challenges for the Council presented by the Race Relations (Amendment) Act 2000 is to ensure that the successful management driven approach to race equality is maintained under the new statutory requirements.

12. In order to meet the requirements of the Race Relations (Amendment) Act 2000 and the associated Order, the Council can draw upon this extensive experience. For example, the Council in 1988, following feedback from that year’s annual race consultation conference, instigated a 4-year programme of in-depth reviews covering virtually the whole of the Council’s service delivery. The objective of the programme was to ensure that the basic content of services properly addressed the needs of racial minority residents and businesses. The review reports for the major services were submitted to the service committees. The programme was extended until its completion during 1994/95. The review programme, although undertaken some years ago, will serve as a good basis for the undertaking of the Adverse Impact Assessments, and other reviews now required as part of the Race Equality Scheme.

13. In response to the CRE’s publication of the Order and draft Code of Practice in December 2001, the Director of Education wrote to all of the Council’s schools in order to provide guidance on meeting the specific duties placed on governing bodies.

The Council’s position as at May 2002 in respect of the requirements of the Race Relations (Amendment) Act 2000

Council functions relevant to the Act

14. During April 2002, the Council assessed all its functions as required by the statutory duties. The results of the assessment are set out in Table 1 contained in Appendix 1 attached.

Established service monitoring information by ethnicity

15. The Council has in place extensive service monitoring in respect of its key services. Listed below are the functions where the ethnicity of the users is recorded and analysed or the name of the system where it provides departmental wide administration. Page 6 of 62 Race Equality Scheme

Administration Department

(a) House Sales – ‘Right to Buy’

(b) Priority Group Sales Scheme

Education Department

(a) The Central Pupil Database

(b) Racial Incidents in Schools

(d) Services provided by the Ethnic Minority Achievement Service

(e) Support Services provided by the Literacy Support Service

(f) Services provided by the Special Needs Assessment Section

(g) Services provided by the Education Psychology Service

(h) Services provided by the Education Welfare Service

(i) School Exclusions

(j) Services provided by the Early Years Development and Childcare Partnership

(k) Services provided by the Research and Evaluation Unit

Finance Department

(a) Business Advice Service

(b) Employment Support Services

(d) Benefit Fraud Investigations

Housing Department

(a) Housing Register

(b) Homeless Register

(d) Sheltered Housing Register

(e) Disabled Housing Register

(f) Special Housing Register (comprising hostel resettlement, mental health and ‘Children and Families’ cases)

(g) Mobility Scheme Nominations

(h) Allocations by Access Register

(i) Allocations by Property characteristics

(j) Allocations by number of bedrooms

(k) Allocations by non-estate/estate

(l) Housing Register reviews requested

(m)Homeless households presenting as homeless, accepted and admitted as homeless

(n) Average time taken to serve a Section 184 Notice

(o) Nominations to Mobility Schemes and Housing Associations

(p) Portable Discount activity

(q) Homebuy Activity

(r) Responsibility for the corporate collation of racial incidents activity for submission to the Racial Incidents Panel

Leisure and Amenity Services Department

(a) Periodic Library user surveys

(b) Applications for funding under the ‘Arts about Wandsworth’ scheme

(d) Entries to the London Writers’ competitions

(e) Youth Service programmes

(f) Pump House Gallery visitors

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Social Services Department

(a) Caseload allocation and staffing distribution

(b) Languages spoken in the home of clients on the caseload

(d) Number of case referrals by age

(e) Children in children’s centres by age

(f) Children on the Child Protection Register by age

(g) Children on the Child Protection Register by district

(h) Children on the Child Protection Register by category of abuse

(i) Children being looked after by age and gender

(j) Children being looked after by legal status

(k) Children being looked after by district

(l) People with learning difficulties

(m) clients on the register of disabled people

(n) Clients registered disabled with sensory needs

(o) Race record keeping completion rates

Technical Services

Environmental Services

(a) Home Improvement Agency Service

(b) Renovation Grant take-up

Community Safety

(d) Racial background of Neighbourhood Watch co-ordinators

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The Council’s service provision to racial minorities

16. As mentioned in paragraph 9 above, the service provision to racial minorities is the subject of an annual report to the Corporate Resources and Overview Scrutiny Committee. The most recent report was Paper No. 01-1044 submitted to the Committee on 21st November 2001. Paper No. 01-1044 is incorporated into this version of the RES in order to provide a comprehensive description of current service provision to racial minorities within the Borough.

Adverse Impact Assessments (AIAs)

17. An AIA will be an exercise for the department concerned. An AIA is expected to be defined in the final guidance as a significant exercise undertaken over and above the ‘mainstreamed’ management processes for bringing forward race equality issues. In accordance with the Order, an AIA will be undertaken in respect of the introduction of new policies.

The fact that a review is being undertaken as a formal AIA will not preclude the reporting of any positive (as well as any adverse) impact on racial minorities service users that the new policy might be expected to deliver.

It is anticipated that an AIA will be focussed generally on areas where one or more of the following conditions are met in respect of a proposed new policy:-

(a) The subject service is delivered under a statutory requirement and directly affects a significant proportion of the Borough’s residents.

(b) The subject service is delivered under a statutory requirement and racial minorities form a significant proportion of the service users; and/or

The results of each AIA will be the subject of specific consultation appropriate to the service delivery area in question.

The Council’s approach to consulting with minority service users

18. The Council’s approach to consultation with minority service users has been ‘mainstreamed’ into the Council’s consultation strategy with additional consultation undertaken by standing consultative groups.

The consultation strategy

19. The consultation strategy includes consultation exercises undertaken arising from Best Value programmes, Best Value Performance Indicators, Government initiatives and the production of statutory plans, as well as the continuing programme of service linked issues. Consultation within the strategy is either aimed at residents generally or specific groups of service users. A range of techniques is employed, including telephone Page 10 of 62 Race Equality Scheme

interviews with the Residents’ Panel, postal self-completion questionnaires, face to face interviews using ‘Hall Tests’, focus groups of 8-10 people, user groups of various types and surveys. The strategy is structured to ensure the full inclusion of minorities.

Standing consultative groups

20. Currently, the Technical Services Department facilitates the Wandsworth Ethnic Minorities Consultative Forum (WEMCF). The WEMCF supports the implementation of the Crime and Disorder Reduction Strategy Action Plan. In the case of the Social Services Department, a continuing dialogue is maintained with representatives of racial minority groups to ensure that their perspective is taken into account effectively. The draft Community Care Plan is the subject of a special consultation meeting. From time to time other special consultation exercises for minority groups have been set up in addition to these standing arrangements.

Consulting on the Race Equality Scheme

21. This document will be the subject of a dedicated consultation exercise from June 2002 until September 2002. The results of the exercise will be used to modify the Scheme, as necessary. The consultation results will be reported to the meeting of the Corporate Resources and Overview Scrutiny Committee in the latter part of the year.

For the purpose of public consultation, this document will be the subject of suitable publicity, including:

(a) A ‘Brightside’ feature;

(b) availability via the Council’s web site; and

(d) circulation to some 100 key stakeholders, plus all voluntary sector projects which receive Council support and/or predominantly serve minorities.

Ensuring the public have access to Council information and the services provided by the Council

22. Minority residents and businesses are provided with access to Council information and the services provided through the following ways:-

(a) The ‘mainstream’ information programmes, which include:

- Specialist service specific booklets that include contact details for obtaining advice and further information;

- posters (displayed in public areas at service points, libraries, community centres and voluntary organisations); and

- the Council’s web site. (b) The Interpreting Service Page 11 of 62 Race Equality Scheme

The Wandsworth Interpreting Service plays a key role in acting as the initial information provider to those with language needs who may also have little or no knowledge of the Council’s services.

Voluntary sector projects (both Council supported and non-Council supported are important centres for informing minorities of services available to them).

(d) Specific information dissemination initiatives aimed at minorities

The Technical Services Department hold ‘hate crime’ awareness campaigns, involving extensive use of posters and leaflets. The 2001 campaign was undertaken in partnership with Chelsea Football Club. The Club assisted in the promotion of the campaign.

All of the above approaches will be used, as appropriate, to publish material produced as part of the implementation of the RES.

Training staff in connection with the duties imposed by the 2000 Act and the associated Order

23. A review of the training needs of those officers who have lead responsibilities for implementing the Race Equality Scheme is a key item in the first stage work plan for Race Working Groups/PROGRESS Groups, together with review of corporate training needs on race.

The Council’s response to racial harassment

24. The Council’s multi-agency approach to the reporting and examination of racially motivated incidents was established in 1986 with the forming of the Wandsworth Racial Incidents Panel. The Panel is made up of members and officers of the Council, officers of the Metropolitan Police and representatives of voluntary organisations. Its purpose is:-

(1.) to monitor the problem of racial harassment in Wandsworth, including analysis of individual cases and to investigate its causes and consequences;

(2.) to review and propose improvements to the responses of all relevant agencies to incidents of racial harassment, in particular the recording, investigation and charging policies of the Police, the policies and practices of the Council and any other relevant agencies;

(3.) to identify ways of encouraging the victims of racial harassment to report such incidents and to increase their confidence in the Police, the Council and any other relevant agencies;

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(4.) to recommend to the Wandsworth Policing Consultative Committee any necessary representations to be made to appropriate agencies, including the Home Office, the Commissioner of the Metropolitan Police and the Council, on their policies and practices; and

(5.) to establish ways to identify and deal effectively with the perpetrators of racial attacks and harassment.

25. Wandsworth’s multi-agency approach was identified as a model of good practice in the Association of London Government’s report ‘Facing Reality – Evolving responses by London Boroughs to racial harassment’ in July 2000.

26. The Wandsworth Racial Incidents Panel will, at future meetings, be presented with statistical analyses of racial incidents in addition to the existing schedules. The statistical information will be presented in the form of tables, graphs and a Borough map, with data being provided by the Metropolitan Police Service, the Housing Department and the Technical Services Department’s Community Safety Division.

27. Victims may report racial incidents at locations not staffed by Police officers. The current non-Police staffed locations are:-

- Crime Prevention Centre, Unit 17, Wandsworth Shopping Centre

- Tooting Cultural Centre, Upper Tooting Road, SW17

- Jubilee House, Putney Bridge Road, SW15

Further steps to meet the requirements of the general duty and associated Order

28. The Council will continue with its long-established arrangement of Race Working Groups (RWG)/PROGRESS Groups as the principal managerial procedure for bringing forward race equality issues. The Chief Executive’s Race Working Group (CERWG) will continue to co-ordinate the programmes and the taking forward of initiatives and proposals produced across the departmental groups.

29. The following work programmes and timetable, for the RWGs/ PROGRESS Groups will be followed for the three years June 2002-June 2005:-

First RES development stage: June 2002-November 2002

A. For all relevant functions:

Targets: By November 2002 the RWGs/PROGRESS Groups meeting structure should have achieved:-

(a) a review of their own effectiveness in bringing forward race equality issues in service delivery;

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(b) a review of the effectiveness of the principal equality ‘tools’ comprising service monitoring, consultation and access to services and information dissemination;

(c) the enhancement of the annual race policy report to committee to provide staff data (e.g. grievance and disciplinary statistics) in accordance with the Order’s requirements;

(d) a corporately agreed AIA programme taking account of the experience gained from the reviews carried out from 1988 to 1995 (see paragraph 12); and

(e) a refined prioritisation of the functions shown in Appendix 1 together with an action plan for any further race equality development of higher priority services.

B. The first stage actions for each Department to undertake are as follows (some of these will require preliminary corporate guidance to ensure a consistent approach):-

(a) Review how the Department’s management procedure for bringing forward race equality issues in respect of contractor delivered and direct provision services, including the arrangements for staff participation in RWGs/PROGRESS Groups;

(b) refine the prioritisation of functions shown in Appendix 1 as required by target (e) above;

(c) review the extent of service monitoring, including whether additional/less monitoring is required and whether the maximum management information is being obtained from the existing data;

(d) review the consultation commissioning criteria and forward consultation programme;

(e) (i) review the need to undertake specialist race equality training for the Department’s lead officer(s) as required by the Order; and

(ii) review other race training needs for staff in their Department, taking account of turnover of senior staff involved in recruitment and selection, and of staff at other levels;

(f) review arrangements for publicising information about the Council and access to its services;

(g) monitor the consideration of race equality issues during the undertaking of Best Value Reviews and AQPR preparation (this will be a continuing activity for the subsequent stages of the development of the RES);

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(h) formulate the Department’s first AIA programme (where found to be required) in conjunction with the CERWG and an action plan for the further development of the race equality procedures for the highest priority functions;

(i) review the equality in contracting arrangements and procedures; and

(j) the Head of Corporate Services to co-ordinate the required amendments to the staff monitoring systems in order to achieve compliance with the Order.

Second Race Equality Scheme development stage – November 2002-November 2003

Targets

The targets for the second stage period will be to put into effect the enhancements identified during stage 1. The specific tasks being:-

(a) The relevant Departments to undertake the AIA programme with departmental RWGs/PROGRESS Groups and the CERWG co-ordinating the work; and

(b) the outcomes of stage 1 reviews be put into effect including the functioning/ composition of the RWGs/PROGRESS Groups.

The corporate and departmental work programmes will be devised by November 2003 for the remaining period until June 2005.

Meeting the requirements of the specific duty on employment

30. As mentioned above, the Council has operated an Equal Opportunities in Employment Policy since 1977. The results of its first monitoring exercise to analyse the racial composition of its workforce were reported in 1978. Since then the work of developing monitoring has continued and results reported regularly to committee. This probably represents the longest unbroken series of statistics produced by any local authority.

31. As such the Council has considerable experience of employment monitoring and of setting the results in a context where policy, practice and procedure have been reviewed and revised. For example, every year each departmental RWG summarises key points from its annual employment monitoring statistics and also identifies a work programme for the coming year. This may link up with quantitative findings from the monitoring or more qualitative aspects. Details of 2000/01 employment monitoring are included in Paper 01-1044.

32. It is considered that these arrangements should provide a satisfactory starting point for managing the Council's new responsibilities in respect of employment. The framework for work planning and scrutiny of the results can be provided at departmental level by the RWGs. Corporately this role will continue to be assumed by the Directors' Board and/or the CERWG as appropriate. At the personnel practitioner level these provisions

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will also be augmented by the Personnel Working Group convened by the Central Personnel Service; its membership comprises all Departmental Personnel Officers.

33. The broad outline of the initial set of tasks will be dictated by the requirements of the specific duty on employment. The precise priorities, the methods to be adopted and timescales for completion of the work will be set by departmental RWGs/PROGRESS Groups. In the case of corporate concerns, especially where co-ordination across departments is required, such work items will be overseen by the Directors' Board or the CERWG as appropriate. Matters requiring Member level approval will, of course, continue to be the subject of report to the appropriate committee - as at present.

Enhancing the existing employment monitoring procedures

How we will tackle this responsibility

34. The Council has had an Equal Opportunity in Employment Policy since 1977. It has also regularly undertaken ethnic monitoring since that time and reported to Councillors on the results so it will build upon these firm foundations by further developing its monitoring to match the requirements outlined above. The Council collects and analyses by race, the following employment statistics:-

(a) about staff in post (which meets section 2(a)(i) of the statutory employment duty);

(b) applicants for employment (which meets section 2(a)(ii) of the statutory employment duty);

It also produces statistics about some aspects of training (which meets section 2(b)(i) of the statutory employment duty.

35. Plans will now be made to collect the remainder of the statistics required. Firstly it will be necessary to clarify some aspects of the terminology used in the Code. In this connection it is anticipated that further advice and guidance will be issued by the CRE to clarify some aspects of what is intended. Once this advice is available a timetable will be prepared for devising the best means of collecting the additional data required, for processing it and publishing the results. This timetable will be prepared by the Head of Corporate Services in consultation with departmental personnel functions. He will then seek the endorsement of the Directors' Board/CERWG for the proposed arrangements.

36. Meanwhile the monitoring statistics which the Council already maintains will continue to be the subject of an annual report to Councillors. However, in view of the fact that this is now a statutory duty the format, content and method of publicising the results will be reviewed. This will be done in time for the next report (in the November 2002 cycle). The position on monitoring and reporting of schools data, i.e. 'current and

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prospective staff ' will be examined by the Head of Corporate Services in consultation with the Director of Education.

37. As part of this review the Head of Corporate Services will also examine the most appropriate means by which comment on how the Council "is dealing with trends or problems highlighted by… monitoring" will be tackled. It is anticipated that proposals for action will, as at present, also be included in the report on the employment monitoring results. Consideration will be given to two points:-

(a) whether it would be useful to provide a standard format for the annual report or whether it would be more sensible to use a comprehensive checklist to analyse each year's results but only use certain items - as appropriate; and

(b) how to balance the presentation as between corporate/cross-departmental concerns and purely departmental issues.

38. As a footnote to these plans, it should be mentioned that it is anticipated that the Council is likely to be asked to consider adopting the Equality Standard for Local Authorities later in the year. It seems clear that there are likely to be areas of overlap between the requirements of the standards and the CRE Code. To avoid either duplication or "gaps" appearing in the Council's response to these closely-related initiatives, it will be necessary to review, and possibly adjust, its work plans and timetable in respect of the Code. This will be done in order:-

(a) to ensure the most efficient use of resources in responding to the Code and the Standard; and

(b) produce the most effective response

Consultation

39. A draft of this report has been provided to the Chief Officers’ Group, the Staff Side and representatives of teaching staff. Any observations will be reported to the General Purposes Committee. Any further responses to the strategy will also be reported alongside other responses to consultation in November.

Conclusion

40. The Council’s long-standing record of placing a high priority on race equality, both in terms of service delivery and as an employer, means that it is well placed to meet the requirements of the Race Relations (Amendment) Act 2000. The proposed initial Race Equality Scheme is recommended as the basis of widespread consultation. The results of the consultation will be used to further inform the action plan contained in the Race Equality Scheme.

______

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The Town Hall G K JONES Wandsworth Chief Executive and SW18 2PU Director of Administration

17th May 2002

Background papers

The following documents were used in the preparation of this report:-

1. Annual Report by the Chief Executive and Director of Administration on the implementation of policies aimed at eliminating racial discrimination and promoting equal opportunities in service provision and as an employer -–Paper 01-1044.

2. Commission for Racial Equality – Consultation Draft – Statutory Code of Practice on the duty to promote race equality – A guide for public authorities.

3. Home Office – Race Relations (Amendment) Act 2000 – New laws for a successful multi-racial Britain.

If you wish to inspect any of these documents, please contact initially the Committee Secretary on 020 8871 6005.

Page 18 of 62 APPENDIX 1 TO PAPER NO. 02-407.

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

Department The CRE defined aspects of race Relevance to race equality: Description of the basis used for the equality. The function relates to: relevance ranking Function (or policy) A = High 1. Eliminating discrimination B = Medium 2. Promoting equal opportunities C = Lower 3. Promoting good race relations

ADMINISTRATION

Central Personnel Services 2. Promoting equal opportunities A Undertakes statutory functions expressly required by the RRA(A) 2000

Chief Executive’s Office (including 1. Eliminating discrimination A The Chief Executive will be required to Chief Executive’s Complaints 2. Promoting equal opportunities play a strategic role in devising and Office) 3. Promoting good race relations implementing the Race Equality Scheme

Corporate Communications 3. Promoting good race relations A Undertakes key function of demonstrating the Council’s leadership in promoting good race relations

Electoral Registration 1. Eliminating discrimination A Charged with ensuring that minorities are fully aware of their entitlement to vote and devising programmes to achieve maximum registrations

Mayoralty 3. Promoting good race relations A Highly relevant to promoting good race relations as demonstrated by the post 11.9.01 Mayoral visits programme

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TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

ADMINISTRATION (contd)

Support Services (including: 1. Eliminating discrimination A High relevance arising from key role of - Wandsworth Interpreting Service 3. Promoting good race relations WIS and important role of Concourse - Concourse Information) Information staff in presenting the Council’s image

Legal Services 1. Eliminating discrimination B The responsibility for the provision of advice on race equality legislation requires the assignment of the minimum of a B categorisation

Registrar’s Office 3. Promoting good race relations B Prominent and visible role in demonstrating the Council’s commitment to encouraging good race relations by way of culturally sensitive procedures and services

Committee Services 3. Promoting good race relations C Main relevance lies in ensuring accessibility to committee work in all its forms

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TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

ADMINISTRATION (contd)

Home Ownership Unit 1. Eliminating discrimination C Requirement of ensuring that sales programmes are non-discriminatory places a race equality relevance on the HOU

Information Technology 3. Promoting good race relations C Relevance arising from the requirement placed on the main switchboard to present the Council as a leader in promoting good race relations via the quality of operators’ service to all callers irrespective of racial/ethnic background

Office Premises Management 1. Eliminating discrimination C Relevance arising from the requirement Services of ensuring that all staff are responded to in an equal manner

Policy and Strategy/Quality and 1. Eliminating discrimination C Secondary/tertiary relevance arising Review from AQPR, BVR and Charter Mark guidance to Departments

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TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

ADMINISTRATION (contd)

Valuation Services 3. Promoting good race relations C The letting of commercial properties to a significant number of minority owned businesses and lettings to voluntary sector groups places a relevant role on Valuation Services

Local Land Charges - N/A Basically a regulatory function of a technical nature. No practical race equality relevance (apart from standard employment equality requirement)

Property Audit - N/A No practical equality relevance (apart from standard employment equality requirements)

EDUCATION

Integrated Support Services 1. Eliminating discrimination A Prominent and visible role in promoting 3. Promoting good race relations inclusion and combating under- achievement of pupils with SEN and from ethnic minorities

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TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

EDUCATION (contd)

Lifelong Learning/14-19 1. Eliminating discrimination A Prominent and visible role in widening participation and promoting social inclusion and PSHE

Performance & Standards 2. Promoting equal opportunities A Key role in improving educational standards for all children

Personnel 2. Promoting equal opportunities A Provides advice to schools and Department to ensure statutory functions in the RR(A)A 2000 are met

REU 1. Eliminating discrimination A Monitoring attainment by ethnicity, setting targets to reduce under- achievement; collecting and analysing data on racial incidents

Page 23 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

EDUCATION (contd)

Special Educational Needs Policy 1. Eliminating discrimination A When SEN and Inclusion Policy is and Planning revised, specific reference to race equality can be made. Impact on different ethnic groups of proposed changes in SEN provision needs to be analysed and appropriate action undertaken

Admission of pupils to school 1. Eliminating discrimination B Scope for monitoring inequalities in admission and taking appropriate follow-up action

Curriculum and Professional 1. Eliminating discrimination B Promote inclusive practice, particularly Development 3. Promoting good race relations in public events, e.g. music and support for school-based staff

Early years and Childcare 3. Promoting good race relations B Promote inclusive practice in EY and CC

Page 24 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

EDUCATION (contd)

Educational Psychology Service 1. Eliminating discrimination B Scope for ensuring a quality of access to the EPS and for analysis of individual EPS interventions in each ethnic group

Education Welfare Service 1. Eliminating discrimination B Scope for monitoring levels of attendance and child protection concerns by each ethnic group and ensuring appropriate follow-up occurs

Parent Partnership Service 1. Eliminating discrimination B Scope for monitoring take-up to ensure 3. Promoting good race relations equality of access to service

Place Planning 1. Eliminating discrimination B Requirement to ensure that types of places are available which will address the needs of the whole population, including ethnic minorities

Pupil exclusion procedures 1. Eliminating discrimination B Scope for analysing exclusion levels in all ethnic groups and in following up differences

Page 25 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

EDUCATION (contd)

Special Educational Needs 1. Eliminating discrimination B Scope for analysis of statutory Assessment assessment on the basis of ethnicity to ensure equality of access

Student Support 1. Eliminating discrimination B Ensures that loans and grants are available on an equal basis to all applicants

Administrative Support 3. Promoting good race relations C Provides the main reception point for general telephone enquiries and personal callers and therefore promotes good relations by providing a good service to all

Contract Monitoring 1. Eliminating discrimination C Ensure contractors maintain equality 2. Promoting equal opportunities standards within employment conditions in contracts

Page 26 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

EDUCATION (contd)

Governor Services 1. Eliminating discrimination C Requirement to ensure recruitment methods will help to ensure that the make-up of Governing Bodies reflects the school population

Home to School travel 1. Eliminating discrimination C Policy applied according to agreed criteria not related to race

School Resourcing 1. Eliminating discrimination C Requirement of ensuring that distribution of resources supports identified needs, including those of racial minorities

Transport 1. Eliminating discrimination C Ensures transport provision is non- discriminatory

Buildings & Development - N/A No practical equality relevance

Finance - N/A No practical equality relevance – apart from standard employment equality requirements

Page 27 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

EDUCATION (contd)

ICT Services - N/A No practical equality relevance

FINANCE

Mortgages 1. Eliminating discrimination C Responsibility for ensuring equal treatment in recovery of arrears and repossession of property

Customer Services 1. Eliminating discrimination A Has a highly visible and prominent role with the public and must ensure equal access for all to Exchequer services and to provide accurate information. It is vital that the Council’s image is well presented

Cashiers 1. Eliminating discrimination C This service is well used by the public and must ensure equal access

Page 28 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

FINANCE (contd)

Council Tax 1. Eliminating discrimination C Responsibility for ensuring equal treatment in the collection of Council Tax and the provision of information

Benefits 1. Eliminating discrimination B When assessing benefit, care must be taken to ensure that the claim form is user friendly to all groups and that the difficulties of understanding by some ethnic minorities is taken into account

Page 29 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

FINANCE (contd)

Rent Arrears 1. Eliminating discrimination A Responsibility for the recovery of rent arrears from a diverse population and the need to ensure quality of treatment throughout the process leading to repossession of the premises. This includes ensuring that tenants understand the process

Debtors 1. Eliminating discrimination B Responsibility for collection of debt, including service charges, and must therefore ensure equal treatment

Page 30 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

FINANCE (contd)

Business Rates 1. Eliminating discrimination C Responsible for collection of business rates in the borough and must ensure equal treatment for small ethnic minority businesses

Fraud 1. Eliminating discrimination A The section is responsible for the presentation and detection of housing benefit fraud, including criminal prosecutions. It is necessary to ensure that all parts of the community understand the legal process and also their rights and responsibilities

Financial Control 1. Eliminating discrimination C Possible relevance in financial input to service development proposals and committee reports

Payroll Service 2. Promoting equal opportunities B The Payroll Section needs to rigorously apply equal opportunities policies in its high profile industrial relations role

Page 31 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

FINANCE (contd)

Pensions Service 2. Promoting equal opportunities B The Pensions Section needs to rigorously apply equal opportunities in its high profile industrial relations role and in its dealings with members of the public (next of kin, beneficiaries, retired employees etc)

Treasury

- Corporate Accounts 1. Eliminating discrimination C Production of publications places a responsibility to provide access to the information to the entire community

- Accounting Services - N/A Largely self-contained accounting processes

- Finance Consultants 1. Eliminating discrimination C Provision of staff placements for cover/projects in service departments

Internal Audit 1. Eliminating discrimination C Audit investigations require to be 3. Promoting good race relations carried out in a non-discriminatory manner both in respect of service providers and directly employed staff

Page 32 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

FINANCE (contd)

Economic Development

Business Services 1. Eliminating discrimination A Provides services to all businesses in the 2. Promoting equal opportunities borough and records percentage of service to minority community businesses

Employment and Training Services 1. Eliminating discrimination A Provides services to all residents in the 2. Promoting equal opportunities borough and a higher percentage of those requiring these services are people from minority communities. We record ethnicity of customers.

Regeneration Programmes 1. Eliminating discrimination A Provides services to residents in these SRB3 – Wandsworth 2. Promoting equal opportunities specific areas, often based on a high SRB4 – East Battersea minority need SRB6 – Tooting

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TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

FINANCE (contd)

Town Centre Management 1. Eliminating discrimination A Provides services to all businesses in a 2. Promoting equal opportunities town centre and records businesses from minority communities where possible

Voluntary Sector 1. Eliminating discrimination A Provides services to all residents in 2. Promoting equal opportunities terms of Volunteering and Advice Services, and services to people from minority communities

Page 34 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

HOUSING

Housing Advice, including 1. Eliminating discrimination A Provide confidential advice service to Tenancy Relations Service both tenants and landlords on housing problems including a tenancy relations service and accommodation vacancies in the private sector. As part of this service deals with issues of racial harassment in the private sector. Collects information in respect of ethnic origin

Homeless Persons Unit 1. Eliminating discrimination A Provides advice and assistance to homeless applicants under the Housing Act 1996 Part VII and investigates and assesses homeless applications and applications from asylum seekers. Undertakes analysis in respect of ethnic origin

Page 35 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

HOUSING (contd)

Applications and Lettings

Manages the Council’s various 1. Eliminating discrimination A Responsible for administering housing registers and assesses applications for housing in line with the applicants for access to those Housing Act 1996 Part VI and the registers Council’s policy, including those dealt with as management transfers as a result of racial harassment. Required to operate in line with the CRE’s Code of Practice in Rented Housing and the Race Relations (Amendment) Act 2000. Undertakes analysis in respect of ethnic origin

Page 36 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

HOUSING (contd)

Selects applicants for either 1. Eliminating discrimination A Responsible for allocating Council accommodation or accommodation in line with the Housing accommodation provided through Act 1996 Part VI and the Council’s housing association nominations policy, including those dealt with as and mobility schemes management transfers as a result of racial harassment. Required to operate in line with the CRE’s Code of Practice in Rented Housing and the Race Relations (Amendment) Act 2000. Undertakes analysis in respect of ethnic origin

Deals with applications for various 1. Eliminating discrimination A Access to such schemes would be payments such as Home Loss, determined by overall policy Disturbance Payments, Grants to Tenants, Under-occupying

Makes available information in 1. Eliminating discrimination A Required to operate in line with the relation to the Council’s allocation 3. Promoting good race relations CRE’s Code of Practice in Rented policy Housing and the Race Relations (Amendment) Act 2000

Page 37 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

HOUSING (contd)

Policy and Resources

Responsible for Publicity and 1. Eliminating discrimination A Undertakes key function of Communications to Residents 3. Promoting good race relations demonstrating Council’s leadership in promoting housing initiatives and ensuring all sections of the community are aware by the provision of information in languages other than English

Responsible for Portable Discount 1. Eliminating discrimination A Analyses the operation of both schemes Scheme and Homebuy Policy and in relation to ethnic origin Monitoring

Responsible for the administration 1. Eliminating discrimination B Seeks feedback from a panel of of Housing Link residents to obtain views on the service provided by the Housing Department. Results weighted in relation to BME representation

Page 38 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

HOUSING (contd)

Responsible for the provision of 1. Eliminating discrimination A Responsible for initiating policy review policy advice to the Housing 3. Promoting good race relations etc and assessing outcome of policies Directorate, including equal for all sections of the community. opportunities Analyses Census data

Housing Personnel

Selection and recruitment of staff 1. Eliminating discrimination A Undertakes statutory functions expressly and associated staffing matters 2. Promoting equal opportunities required by the Race Relations (Amendment) Act 2000. Undertakes analysis by ethnic origin

Administers the Council’s and 2. Promoting equal opportunities A Undertakes statutory functions expressly Housing Department’s training required by the Race Relations policy in relation to the Housing (Amendment) Act 2000. Undertakes Department analysis by ethnic origin

Page 39 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

HOUSING (contd)

Housing IT and Support Services

Deals with applications from 3. Promoting good race relations C Service responds to requests from people requesting access to applicants. Ethnic origin information is personal information held by the collected Council for housing purposes

Provides IT support for the - N/A Purely internal administrative function Housing Department

Provides admin and finance support - N/A Purely internal administrative function for the Housing Department

Provides an office management - N/A Purely internal administrative function service for the Housing Department building

Page 40 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

HOUSING (contd)

Management and Landlord Services

Resident Participation 1. Eliminating discrimination A Enabling residents to get involved with the management of their homes including the negotiation and promotion of tenant compacts. Draft Resident Participation Strategy has been produced to encourage a number of groups, including BME groups to become involved in the running of their estates

Provision of advice and services to 1. Eliminating discrimination C Service responds to leaseholder and leaseholders and potential prospective leaseholder enquiries in leaseholders relation to terms and conditions contained within the lease and the role of the Council as freeholder, most of which is proscribed by legislation

Page 41 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

HOUSING (contd)

Monitoring Management Agents 1. Eliminating discrimination A Ensuring that all managing agents and Contractors (including Contract Services and TMOs/Co-ops) adhere to equal opportunities policies and ensuring that services are being provided to a good standard for residents

Warden Services

Provision of the Sheltered Housing 1. Eliminating discrimination A Provision of a resident sheltered warden, Warden Services and WATCH emergency warden and WATCH system service. Ensuring that all residents have equal access to these services. Ethnic origin information collected

Page 42 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

HOUSING (contd)

Technical & Programming Services

Provision of a Major Works service 1. Eliminating discrimination C Carrying out improvements to tenanted (including lift and gas contract and leasehold dwellings and monitoring) and major works environmental improvements. consultation Monitoring of major works takes place to ensure that a good standard of service is obtained from contractors. Customer satisfaction form contains an ethnic origin question and has been monitored as of 1 April 2002

Dealing with requests for disabled 1. Eliminating discrimination B Initial requests received from the adaptations to Council property and Council’s OT Service, i.e. initial client the provision of small scale works groups are defined by Social Services in non-Council owned dwellings Department. Need to ensure that provision of adaptations service is non- discriminatory in its execution. Housing Department staff are liaising with Social Services staff regarding ethnic monitoring in this area

Page 43 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

HOUSING (contd)

Contract Services

Provision of Estate Services, 1. Eliminating discrimination B Ensures common parts of all estates are including issues around dog 3. Promoting good race relations in a safe clean and tidy condition and control, parking, abandoned the local environment is maintained to a vehicles, removal of graffiti, and good standard. Part of this service is the the provision of an emergency removal of graffiti and there are specific control service which deals with targets for removal of racist graffiti anti-social behaviour out of normal office hours

Provision of a Responsive Repair 1. Eliminating discrimination C Ensuring that repairs are carried out Service within appropriate timescales to both tenanted and vacant properties. Monitoring of major works takes place to ensure that all groups are receiving the same service from contractors. Customer satisfaction is monitored but not by ethnic origin

Page 44 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

HOUSING (contd)

Services to Tenants and Tenants’ 1. Eliminating discrimination A Ensures that all rights and obligations of dwellings 3. Promoting good race relations tenants are enforced, this includes investigating alleged cases of harassment and taking relevant action, including eviction of perpetrators and management transfers of victims

Services to Leaseholders 1. Eliminating discrimination A Dealing with disputes between 3. Promoting good race relations leaseholders and the Council including issues of harassment/anti-social behaviour. Instigating proceedings for breach of lease

LEISURE AND AMENITY SERVICES

Directorate 1. Eliminating discrimination A Undertakes key function of 2. Promoting equal opportunities demonstrating the Department’s 3. Promoting good race relations leadership in promoting good race relations

Page 45 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

LEISURE AND AMENITY SERVICES (contd)

Parks, Open Spaces and Nature 1. Eliminating discrimination C Main relevance lies in ensuring equality Study of accessibility to the Service

Bereavement Services 1. Eliminating discrimination A Prominent and visible role in (Cemeteries and Crematorium) 3. Promoting good race relations demonstrating the Council’s commitment to encouraging good race relations by way of culturally sensitive procedures and services and special provision for minority communities

Waste Management 1. Eliminating discrimination C Main relevance lies in ensuring equality of accessibility to the Service

Street Markets 1. Eliminating discrimination C Main relevance lies in ensuring equality of accessibility to the Service

Sports, Sports Development, 1. Eliminating discrimination B Main relevance lies in ensuring equality leisure and recreation facilities of accessibility to the Service

Page 46 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

LEISURE AND AMENITY SERVICES (contd)

Events and filming 1. Eliminating discrimination B Prominent role in ensuring that Council 3. Promoting good race relations promoted events reflect and attract local minority communities

Public Halls 1. Eliminating discrimination B Lettings for a significant number of minority community functions place a relevant role on this service

Parks Police, Dog Control and 1. Eliminating discrimination B High profile need to ensure that Security Services 3. Promoting good race relations uniformed police and enforcement staff operate according to good race relations practice

Libraries 1. Eliminating discrimination A Prominent and visible role in 3. Promoting good race relations demonstrating the Council’s commitment to encouraging good race relations by way of culturally sensitive procedures and services. Specialist provision of two minority community libraries

Page 47 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

LEISURE AND AMENITY SERVICES (contd)

Youth Service 1. Eliminating discrimination A Prominent and visible role in 3. Promoting good race relations demonstrating the Council’s commitment to encouraging good race relations by the social education of young people, including challenging discrimination among young people. Ensures grant programme is non- discriminatory

Play Services, Childcare Training, 1. Eliminating discrimination A Prominent and visible role in Playgrounds 3. Promoting good race relations demonstrating the Council’s commitment to encouraging good race relations by way of culturally sensitive procedures and services. Also ensures that grant programme is non- discriminatory

Page 48 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

LEISURE AND AMENITY SERVICES (contd)

Community Centres and 1. Eliminating discrimination B Lettings for a significant number of Clubrooms minority community functions place a relevant role on this service. Also ensures that voluntary sector clubrooms operate in a non-discriminatory manner

Museums 3. Promoting good race relations B Prominent role in demonstrating the Council’s commitment to encouraging good race relations by way of supporting and promoting local minority communities

Arts Section 1. Eliminating discrimination B Prominent role in demonstrating the 3. Promoting good race relations Council’s commitment to encouraging good race relations by way of supporting and promoting local minority communities. Also ensures that grant programmes are non-discriminatory

Page 49 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

LEISURE AND AMENITY SERVICES (contd)

Putney School of Art and Design 1. Eliminating discrimination C Main relevance lies in ensuring equality of accessibility to the School’s courses

Central Services (Admin, Finance, - N/A No practical equality relevance other IT) than ensuring that all staff and public services are supported in an equal manner

Premises - N/A No practical equality relevance other than ensuring that all staff and public services are supported in an equal manner

Personnel 1. Eliminating discrimination A Requirement to promote and monitor 2. Promoting equal opportunities equality in employment practice

Publicity 3. Promoting good race relations A Undertakes key function in ensuring that publicity demonstrates the Department’s commitment to equality of service provision

Page 50 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

SOCIAL SERVICES

Directorate 1. Eliminating discrimination A Overall responsibility for provision of social care services in the borough. Includes representing the Council in partnerships with the health sector, e.g. Primary Care Trust Board and Partnership Boards for mental health services and learning disability services. Also chairing of the Area Child Protection Committee

Assessment and Referral Team 1. Eliminating discrimination A Responsible for initial assessment and access to services for all children and families

Child and Adolescent Mental 1. Eliminating discrimination A Responsible for access to and delivery Health Service of services for children and young people with mental health difficulties

Child Protection Unit 1. Eliminating discrimination A Responsible for access to and delivery of services for children at risk

Page 51 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

SOCIAL SERVICES (contd)

Out of Hours Duty Team 1. Eliminating discrimination A Responsible for all out of hours assessment for all client groups

Residential, Fostering and 1. Eliminating discrimination A Responsible for fostering and residential Placement Services placements for children looked after

Specialist Provider Services 1. Eliminating discrimination A Responsible for the provision of a range of care and support services to children and young people

Children and Families

Social Work Services – Children In 1. Eliminating discrimination A Responsible for access to and delivery Need of services for children in need

Social Work Services – Children 1. Eliminating discrimination A Responsible for access to and delivery Looked After of services for children looked after

Under 8s and Permanency Services 1. Eliminating discrimination A Responsible for care and support for children under eight years old and for adoption arrangements

Page 52 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

SOCIAL SERVICES (contd)

Youth Offending Team 1. Eliminating discrimination A Responsible for access to and delivery of services for young offenders and those at risk of offending

Sector Administration 2. Promoting equal opportunities B Includes collection and administration of data on service users, including ethnic monitoring

Hospitals and Disability 1. Eliminating discrimination A Responsible for access to care services Assessment and Care Management Services

Mental Health – Social Work 1. Eliminating discrimination A Responsible for access to care services Services

Older People – Assessment and 1. Eliminating discrimination A Responsible for access to care services Care Management for older people

Physical Disability Assessment and 1. Eliminating discrimination A Responsible for access to care services Care Management Services and OT and OT services Service

Page 53 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

SOCIAL SERVICES (contd)

Community Care

PLD Assessment and Care 1. Eliminating discrimination A Responsible for access to care services Management for people with learning disabilities

PLD Provider Services 1. Eliminating discrimination A Responsible for the provision of support services for people with learning disabilities

Provider Services – Home Care 1. Eliminating discrimination A Responsible for the provision of support services including personal care for all client groups

Provider Services – Mental Health 1. Eliminating discrimination A Responsible for the provision of support services for people with mental illness

Divisional Support Services 1. Eliminating discrimination A Includes contract compliance of providers of home care and externally purchased care services and divisional training function

Page 54 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

SOCIAL SERVICES (contd)

Divisional Support Services 1. Eliminating discrimination A Includes overview of contracting arrangements with external providers, administration of the Freedom Pass scheme and the Department’s Complaints Office

Management Information 1. Eliminating discrimination A Provision of all performance measurement data, including Ethnic Monitoring Data

Personnel 2. Promoting equal opportunities A Responsible for the Department’s implementation of the specific duties under the RR(A) Act relating to employment

Planning, Review and 1. Eliminating discrimination A Responsible for planning, review and Development – Children’s Services consultation on services for children, including partnership arrangements with the health sector

Page 55 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

SOCIAL SERVICES (contd)

Planning and Support Services

Planning, Review and 1. Eliminating discrimination A Responsible for planning, review and Development – Community Care consultation on services for adults, including partnership arrangements with the health sector

Planning, Review and 1. Eliminating discrimination A Responsible for funding of voluntary Development – Grants and 3. Promoting good race relations organisations providing social care Regeneration services and for relationship between the Department and community organisations and partnership with the health sector

Supporting People Implementation 1. Eliminating discrimination A Implementation of the Supporting People Programme relates to arrangements for funding of direct support services for people in need in the community

Finance - - No significant relevance

Page 56 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

SOCIAL SERVICES (contd)

IT Management - - No significant relevance

Premises Management - - No significant relevance

TECHNICAL SERVICES

Environmental Services

Enforcement: 1. Eliminating discrimination C Requirement of ensuring that the - Private Sector Housing Environmental Services Division’s - Noise and Complaints Enforcement Policy & Practices are - HSW/Licensing non-discriminatory places a race - Trading Standards equality relevance on the service - Food - Environmental Initiatives

Customer Services: 1. Eliminating discrimination C Relevance arising from the requirement - Pest Control of ensuring that all staff are responding - Trewint St Travellers site to their clients in an equal manner - HIA/Renovation Grants - Reception 78 Garratt Lane

Page 57 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

TECHNICAL SERVICES (contd)

Operational Services

Welfare Transport Provision 1. Eliminating discrimination C The provision of Welfare Transport Services to all minorities in the borough, whilst ensuring equality of service to all users

Meals on Wheels Delivery Services 1. Eliminating discrimination C The provision of a home Meals on Wheels Delivery Service to all minorities in the borough, whilst ensuring equality of service to all users

On-Street Services 1. Eliminating discrimination C The monitoring, inspection and enforcement of various on-street legislation is undertaken within set parameters. To ensure equality of enforcement action in all aspects by staff

Page 58 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

TECHNICAL SERVICES (contd) - - Provision of services within Operational Stores Services, therefore no practical race equality relevance (apart from standard employment equality requirements)

Crimewatch, including 3. Promoting good race relations B Includes significant number of minority Neighbourhood Watch groups and works with voluntary sector

Design Service 1. Eliminating discrimination C Disability access and some awareness of cultural need on some areas of work

Support Services (including One- 1. Eliminating discrimination A High relevance of ‘One-Stop’ front-line Stop Counter) service presenting the Council’s image

Parking Policy and Operations 1. Eliminating discrimination B Ensures minorities are fully aware of their opportunity to vote on parking consultations. Aims to achieve suitable ethnic balance in the sensitive area of parking enforcement

Page 59 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

TECHNICAL SERVICES (contd)

Highways & Traffic Management 1. Eliminating discrimination B Ensures minorities are fully aware of their opportunity to vote on traffic and highway consultations

Notice Processing & Appeals 1. Eliminating discrimination A High relevance of front-line service presenting the Council’s image for members of the public making personal visits on parking queries/viewing bus lane videos

Borough Planner’s Service

Forward Planning 1. Eliminating discrimination B Policy development and consultation should reflect any particular needs of minorities; publications and information should be accessible to all

Page 60 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

TECHNICAL SERVICES (contd)

Development Control 1. Eliminating discrimination B Regulatory service needs to be applied in a non-discriminatory way. Consultation should reflect any particular needs of minorities

Building Control 1. Eliminating discrimination C Largely regulatory service needs to be applied in a non-discriminatory way

Engineering Consultancy - Design - - Engineering design is carried out within technical parameters, no practical race equality relevance (apart from standard employment equality requirements)

Engineering Consultancy – 1. Eliminating discriminating C Ensuring ethnic minorities that do not Consultations with residents use English as their first language are made aware of the services provided by the Wandsworth Interpreting Service

Page 61 of 62 Race Equality Scheme

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

TECHNICAL SERVICES (contd)

Works Section - - Construction and maintenance of municipal engineering schemes and services (apart from standard employment equality requirements)

Provide and maintain the Council’s - - Provision of service within Operational Transport Fleet Services, therefore no practical race equality relevance (apart from standard employment equality requirements)

Page 62 of 62 PAPER NO. 01-1044

WANDSWORTH BOROUGH COUNCIL

CORPORATE RESOURCES OVERVIEW AND SCRUTINY COMMITTEE 21ST NOVEMBER 2001

Annual Report by the Chief Executive and Director of Administration on the Council’s Race Equality Scheme for the implementation of policies aimed at eliminating racial discrimination and promoting equal opportunities in service provision and as an employer.

SUMMARY

This report describes the overall Council performance in respect of implementing equal opportunities policies and programmes concerned with race over 2000/01 and 2001/02. The policies and programmes cover both service delivery and the Council as an employer. This report constitutes the corporate summary of the Council’s Race Equality Scheme and forms the race equality element of the Corporate Equality Plan.

This report records that racial minorities now form 25.1% of the Council’s workforce. This figure is in keeping with the general objective set by the former Establishment Committee in 1985. A comprehensive statistical analysis of the recruitment and employment of racial minorities across the Council’s departments, for the period 1st April 2000 to 31st March 2001, is available in the Members’ Room.

The report confirms that for 2000/01 the Audit Commission has determined that the Council’s race policies and programmes comply with the Audit Commission’s Best Value Performance Indicator 2 at Level 3.

In respect of equal opportunities in service delivery, this report contains comprehensive summaries of the programmes and services, provided by departments, which relate specifically to the Borough’s racial minority communities.

Recommendations

1. This report is submitted to the Corporate Resources Overview and Scrutiny Committee for information. No decisions are required on it by the Council, the Executive or the regulatory or other committees.

Page 1 Equal Opportunities in service provision/employment 2. However, if the Overview and Scrutiny Committee decide that recommendations need to be made, these will be reported to the Executive and/or appropriate regulatory or other committee for consideration.

Report contents

3. In the case of employment, programmes for 2001/02 are shown in Appendix 2 attached; statistics for 2000/01 are contained in the booklet in the Members’ Room. Service delivery reports for 2000/01 are also shown in Appendix 2, together with key programmes for 2001/02.

The Corporate Policy overview

The Race Relations (Amendment) Act 2000

4. The Race Relations (Amendment) Act 2000 came into force on 2nd April 2001. The Act strengthens and extends the provisions of the Race Relations Act 1976. The 2000 Act places a general duty on public authorities (including local authorities listed in a Schedule to the Act), that:-

“In carrying out its functions, to have due regard to the need –

(a) to eliminate unlawful racial discrimination; and

(b) to promote equality of opportunity and good relations between persons of different racial groups”.

5. The definition of race discrimination remains as defined at Section 1 of the 1976 Act. It falls into the three parts of:

- direct discrimination;

- indirect discrimination; and

- victimisation.

6. The principal new requirements placed on “public authorities” by the 2000 Act can be summarised as follows:-

(i) outlaws race discrimination (direct, indirect and victimisation) in public authority functions not covered by the 1976 Act;

(ii) defines “public authority” widely for the purposes of outlawing race discrimination, so that it includes public functions carried out by private sector organisations and has only limited exemptions;

(iii) places a general duty on specified public authorities to promote race equality;

Page 2 Equal Opportunities in service provision/employment (iv) gives the Commission for Racial Equality (CRE) powers to enforce specific duties imposed on public authorities;

(v) gives the CRE powers to issue Codes of Practice to provide practical guidance to public bodies on how to fulfil their general and specific duties to promote race equality;

(vi) allows race discrimination claims to be brought against educational bodies direct to a County or Sheriff Court without, as now, a two month “cooling off” period of notification to Central Government.

The implications of the Race Relations (Amendment) Act 2000 for the Council

7. The implications for the Council can be summarised as follows:-

(i) The inclusion of functions into the Race Relations (Amendment) Act 2000 not previously covered by the 1976 Act.

(ii) Specific requirements relating to local education authorities. The 2000 Act broadens the general duty which was placed on local education authorities in the 1976 Act. The duty required them to work towards the elimination of unlawful discrimination. The new duty requires local education authorities also to promote equality of opportunity and good relations between people of different racial groups. Specifically, each school in England and Wales will have a duty to:-

(a) prepare a written policy on race equality;

(b) assess the impact of its policies on racial minority pupils, staff and parents with the emphasis on the attainment levels of racial minority pupils; and

(c) monitor the levels of attainment of racial minority pupils and the impact of its race equality policy on pupils, staff and parents.

The Home Office document on the requirements of the Race Relations (Amendment) Act 2000 pointed out that, as far as possible, existing planning systems should be used to make such information available. The Director of Education is writing to all schools to inform them of the above requirement.

(iii) The requirement to prepare for the proposed CRE Code of Practice.

(The CRE have announced informally that there is likely to be one new Code of Practice published rather than the number proposed earlier in the year. The draft new Code is expected to be published for comment by the end of November 2001.)

Page 3 Equal Opportunities in service provision/employment The likely contents/requirements of the proposed CRE Code of Practice for Local Authorities

8. The CRE has indicated that the expected Code of Practice will place duties on local authorities to:-

(a) prepare and publish a race equality scheme;

(b) assess which of its functions and policies are relevant to the general duty;

(d) set out arrangements for publishing the results of assessments, consultations and the monitoring of any adverse impact on the promotion of race equality.

9. The Chief Executive and Director of Administration is satisfied that the Council’s corporate race equality policies and programmes satisfy the requirement to have a ‘Race Equality Scheme’. Any further changes in policy, procedures or programmes arising from the expected publication of the CRE’s Code of Practice will be considered by the officers concerned and, if required, brought to the attention of the relevant committees.

Audit Commission 2000/2001 Performance Indicator BVPI2 – Commission for Racial Equality (CRE) ‘Standard for Local Government’ and ‘Auditing for Equality’

10. Earlier reports have commented in detail on the Committee’s adoption of the CRE’s ‘Standard for Local Government – Racial Equality means Quality’ at their meeting on 13th March 1996 (Paper No. 96/220). The full implementation of the ‘Standard’ required the Council to assess its ‘level’. Local authorities can achieve a corporate ranking from ‘level 1’ up to ‘level 5’ – level 5 is the highest ranking. Wandsworth Council has assessed itself as being at ‘level 3’ – with a corporate objective to achieve ‘level 4’. For 2000/01, the Audit Commission assessed local authorities’ levels for the purpose of auditing BVPI2. The Council was assessed as Level 3.

11. The Audit Commission’s BVPI2 2000/01 results for the 32 London boroughs were:

Level 5 - Nil Level 4 - Nil Level 3 - 4 (including Wandsworth) Level 2 - 18 Level 1 - 5 No level achieved - 5

Macpherson Inquiry Report into the death of Stephen Lawrence – Home Secretary’s Action Plan

12. In a previous report (Paper No. 99/787, Policy and Resources Committee – Page 4 Equal Opportunities in service provision/employment 24th November 1999), the Chief Executive and Director of Administration reported on the announcement on 23rd March 1999 of the Home Secretary’s action plan arising from the Macpherson Inquiry Report and the recommendations which required action by local authorities. The updated position in respect of the seven recommendations which appeared to require action by local authorities (Nos. 12, 14, 15, 16, 17, 68 and 70) is summarised in Appendix 1 attached.

Equal Opportunities in Council Employment – General trends based on current figures

Annual survey of race

13. As mentioned in paragraph 3 above, the 2000/01 results of the comprehensive monitoring of Council employees by race have been collated and are included in a booklet, a copy of which has been placed in the Members’ Room. Paragraphs 14 to 19 highlight some of the key statistics included in the booklet. Employment programmes for 2001/02 are shown in Appendix 2 attached; service delivery reports for 2000/01 are also shown in Appendix 2 attached, together with key programmes for 2001/02.

14. In comparison with 1999/2000, the percentage of racial minorities employed by the Council increased from 23.8% to 25.1%. Majority group employees reduced by 1.6% and minority group employees increased by 5.4%. Of the total number of appointments made (353) 144 were from racial minorities, representing 41% of appointments made.

Officer Staff

15. Looking specifically at officer staff within departments, the percentage of racial minority staff has increased in all departments except Leisure and Amenity Services, as shown in the following table:-

% of officers from racial minorities Department 1999/2000 2000/01 Administration 20.1 20.8 Education 12.2 13.9 Finance 34.3 35.9 Housing 19.7 23.8 Leisure and Amenity Services 31.3 28.8 Social Services 36.2 40.7 Technical Services 21.6 23.5

16. Since 1996/97, headteachers on salaries equivalent to HAY band salaries have been incorporated in the Chief Officers’ category. Similarly, the Principal Officer grades have been split between Principal Officer 1-2 and Principal Officers 3-8. The following comparison with the previous year can now be made as follows:-

Page 5 Equal Opportunities in service provision/employment

2000/01 % % change Chief Officers (Hay Band/Equivalent Headteachers) 2.4 0 PO3-8 13.2 +1.6 PO1-2 18.1 +0.5 Other Headteachers 4.5 0 Other teaching staff 11.3 +1.2

17. The above picture is slightly disappointing. However, it must be emphasized that the Council’s low rate of staff turnover means that there is limited opportunity to recruit racial minority staff to the PO3-8 and Chief Officer grades.

Recruitment monitoring – Corporate overview

Officer Staff

18. Of the 402 posts monitored, racial minorities made up 56% of applicants for officer posts during the year (an increase of 3% from the previous year) and 41% of appointments (an increase from 37% on the previous year). Racial minority appointees represent 5.7% of the total number of racial minority applicants compared with majority appointees representing 10.3% of the total majority applicants.

Manual Staff

19. The percentage of racial minorities increased from 29.2% to 29.7%. Of the posts monitored, racial minorities made up 39% of applicants for manual posts (an increase from 36% on the previous year) and 33% of appointments (an increase from 19% on the previous year). It should be borne in mind, however, that this is based on a relatively small number of manual staff recruited during the year (15). The racial minority appointees represented 23.8% of the total number of racial minority applicants compared with majority appointees representing 30.3% of the total majority applicants.

20. This is a broadly satisfactory picture given the efforts which have been made to increase the number of racial minority staff.

Consultation

21. The Chief Officers’ Group and Staff Side, together with representatives of heads and teachers, have been consulted on those aspects of this report which concern the Council’s Equal Opportunities in Employment policy. Any observations received will be reported to the Committee.

______

The Town Hall G.K. JONES Wandsworth Chief Executive and SW18 2PU Director of Administration

Page 6 Equal Opportunities in service provision/employment 14th November 2001

Background papers

The following background papers were used in the preparation of this report:-

1. Paper No. 94/568 - Establishment Committee, 22nd September 1994

2. Paper No. 96/220 - Policy and Finance Committee, 13th March 1996

3. Paper No. 99/787 - Policy and Resources Committee, 24th November 1999.

4. Home Office document - ‘Race Relations (Amendment) Act 2000 – New laws for a successful multi-racial Britain; proposals for implementation’.

If you wish to inspect any of these documents please contact initially the Committee Secretary on 020 8871 6005.

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APPENDIX 1

EQUAL OPPORTUNITIES IN SERVICE PROVISION/EMPLOYMENT

MACPHERSON INQUIRY REPORT INTO THE DEATH OF STEPHEN LAWRENCE; HOME SECRETARY’S ACTION PLAN EXTRACT

NOVEMBER 2001 UPDATE

1. Recommendations where specific action by local authorities was expected.

Macpherson Report Lead Home Secretary’s ‘Action Plan’ Recommendation Responsibility comments / CAPITALS: UPDATED POSITION

12. Definition of a racist Home Office ( incident: “A racist incident is any ( incident which is perceived to be ( racist by the victim or any other ( person”. ( Definition to be universally ( adopted by Police, local ( government and other relevant 14. That this definition be Home Office ( agencies. universally adopted by the Police, ( local government and other ( relevant agencies. (

15. That Codes of Practice be Home Office ( established by the Home Office, ( The Home Office Racist in consultation with the Police ( Incidents Standing Committee Services, local government and ( to develop a code of practice relevant agencies to create a ( by April 2000 for reporting comprehensive system of ( racist incidents and inter- reporting and recording of all ( agency information sharing. racist incidents and crimes. ( ( HOME OFFICE’S ‘CODE OF ( PRACTICE ON REPORTING ( AND RECORDING RACIST ( INCIDENTS’ RECEIVED IN ( JUNE 2000. THE COUNCIL/

Page 8

Macpherson Report Lead Home Secretary’s ‘Action Plan’ Recommendation Responsibility comments / CAPITALS: UPDATED POSITION

( METROPOLITAN POLICE ( SERVICE MULTI-AGENCY ( REPORTING APPROACH ( LINKED TO EXISTING ( RACIAL INCIDENT ( REPORTING PROCEDURES ( REMAINS UNDER REVIEW ( FOR 2001/02 TO DETERMINE ( WHETHER FURTHER ( ENHANCEMENTS ARE ( REQUIRED.

16. That all possible steps should Home Office ( be taken by the Police Services at ( local level in consultation with ( local government and other ( agencies and local communities to ( encourage the reporting of racist ( incidents and crimes. This should ( include: ( ( The Home Office Racist - the ability to report at locations ( Incidents Standing Committee other than Police Stations; and ( to develop a code of practice ( by April 2000 for reporting - the ability to report 24 hours ( racist incidents and inter-agency a day. ( information sharing.

( 17. That there should be close co- Home Office ( SEE ABOVE COMMENT operation between Police Services ( IN RESPECT OF and local government and other ( RECOMMENDATION 15 agencies, including in particular ( Housing and Education ( Departments, to ensure that all ( information as to racist incidents ( and crimes is shared and is readily ( available to all other agencies. (

Page 9

Macpherson Report Lead Home Secretary’s ‘Action Plan’ Recommendation Responsibility comments / CAPITALS: UPDATED POSITION

68. That LEAs and school Department for Recommendation accepted in part. governors have duties to prevent Education and Publication of racist incidents on a and address racism: Employment school by school basis not (DfEE) accepted. No specific programme - Record all racist incidents. put forward in the ‘Action Plan’. The ‘Action Plan’ generally sets - Report all recorded incidents to out current DfEE initiatives which parents/governors/LEA. respond to Recommendation 68.

- Publish racist incidents annually COMPREHENSIVE on a school by school basis. GUIDELINES FOR SCHOOLS APPROVED BY THE - Publish the numbers and ethnic EDUCATION COMMITTEE IN identity of excluded pupils MARCH 2000. annually on a school by school basis.

70. That in creating strategies Local crime and Accepted in principle. (The Home under the provisions of the Crime disorder Secretary wrote to all Partnerships & Disorder Act or otherwise reduction in April 1999 to reinforce the Police Services, local partnerships. importance of the Partnerships Government and relevant addressing racist crime and agencies should specifically incidents.) consider implementing community and local initiatives WANDSWORTH CRIME AND aimed at promoting cultural DISORDER REDUCTION diversity and addressing racism STRATEGY INCLUDES and the need for focused, DETAILED ACTIONS FOR consistent support for such REDUCING RACIAL initiatives. INCIDENTS.

Page 10

2. Recommendations where local authority involvement was thought to be possible.

Macpherson Report Lead Home Secretary’s ‘Action Plan’ Recommendation Responsibility comments / CAPITALS: UPDATED POSITION

18. That the Association of Chief Association of New manual to be issued by Police Officers reviews its Good Chief Police December 1999. Practice Guide for Police Officers (ACPO) Response to Racial Incidents in HOME OFFICE CODE OF consultation with local PRACTICE ISSUED JUNE 2000. Government and other agencies.

51. Police Services consider ACPO Police Services be asked to promoting joint training with consider promoting such training. other organisations/professionals not on Police premises. NO FURTHER INFORMATION RECEIVED FROM THE HOME OFFICE.

54. Review the provision of ACPO Home Secretary’s Race Relations training in racism awareness/ Forum to advise on a review by valuing diversity in local June 1999. Expected a review will Government, other agencies and take 18 months. the Criminal Justice System. NO FURTHER INFORMATION RECEIVED FROM THE HOME OFFICE.

Page 11 APPENDIX 2

Departmental Reports

Administration Department

Employment

1. Of the officer staff 20.8% are racial minority, a slight increase from 20.1% in the last year. Of a total of 27 appointments 5 were from racial minorities (19%; the same as last year).

The Department will continue its programme, including the following:-

(a) The Head of Support Services and the Principal Personnel and Administrative Officer will continue to monitor recruitment shortlists to ensure that good recruitment practice is maintained. The Head of Corporate Services will continue to monitor appointments to ensure that Council and local recruitment procedures have been complied with. No significant problems have been identified.

(b) The Administration Department’s staff appraisal arrangements were reviewed last year and a new Staff Appraisal and Development Scheme was launched in October 2000 with the first full year of operation commencing in April. Feedback from staff has been positive. The Scheme has been amended for operation in the Wandsworth Register Office as part of the Charter Mark re- application.

(d) Departmental recruitment and selection guidelines will be kept under review.

Service Delivery

Electoral Registration

2. Since achieving Charter Mark status again in August 1999 the Electoral Registration Service has continued with its outstanding performance and high quality service- delivery in line with the Charter Mark criteria (which included an emphasis on racial equality issues) in order to maintain its good, clear, relevant user standards. All efforts are being made to keep a high rate of voter registration, in particular with racial minority groups. The operation of the Electoral Registration Service is the subject of an annual quality and performance review, which is also to be reported to this Committee.

Page 12 3. The action taken by the Service to develop registration by racial minority groups has involved initiatives to make available new, clearer, and more attractive publicity, which has been distributed over the past few years, on the importance of registration, especially amongst 16 and 17 year olds and racial minority groups. This was again carried out in the period leading up to the Parliamentary Election in June this year.

4. The Service has also taken the following action to develop registration by racial minority groups: -

(a) Some local schools and a college responded to an offer by Electoral Registration staff to visit them to bring to the attention of 16 and 17 year old students the importance of registering. A high number of those students who attended the seminars were from racial minority communities within the Borough and particular emphasis was made on illustrating the fact there is under registration from these groups.

(b) In 2001 for the first time visits are being made to University and college registration sessions and ‘Fresher fayres’. From three visits so far, electoral registration forms have been completed by new students and a number of these were from racial minority groups.

(c) There was a joint advertisement with the Royal Borough of Kingston and the Borough of Merton, which was aimed at students who attended local colleges, concerning raising awareness regarding registering to vote. A high number of the students receiving the information were from racial minority communities within the Boroughs.

(d) Links were again established with Operation Black Vote and were primarily aimed at raising awareness amongst racial minority groups of the need to register to vote. The Operation Black Vote website is now linked to the Electoral Registration website.

(e) Annual visits are made to a sheltered accommodation where half the residents are Punjabi speaking. The presentations that are given on the registration process are given in English and are then translated for the residents by the warden.

(f) Reference is made on all literature produced by the Service to the translation facility available from the Wandsworth Interpreting Service. The canvass reminder leaflet contains text in seven Asian languages - Bengali, Chinese, Gujarati, Hindi, Punjabi, Urdu, and Vietnamese.

(g) A leaflet for presentation on the doorstep to those European Union Citizens resident in the Borough who have difficulties with the English language has been available since 1998. It outlines the purpose of the visits by canvass staff who compile the register of electors and contains translations of all the languages of the European Union countries: - Austrian, Danish, Dutch, Finnish,

Page 13 Flemish, French, German, Greek, Italian, Portuguese, Spanish and Swedish languages.

(h) As a result of issues raised in surveys with the public and canvass staff at the end of 1998, it was established that there was a need for canvass staff to be equipped with additional information in the form of a translation pack prepared in the languages of other racial groups located in the Borough. In the majority of cases where this information has been used the residents concerned are not necessarily entitled to be registered, but these additional translations assist the canvasser on the doorstep when faced with residents who have difficulties understanding the purpose of the visit. The languages covered are Albanian, Bengali, Chinese, Farsi, Gujarati, Hindi, Japanese, Lingala, Lithuanian, Polish, Punjabi, Serbian, Sinhalese, Somali, Tamil, Tigrigna, Turkish, Urdu and Vietnamese. If other languages are found to be required, these will be added in the future.

(i) It is proposed to undertake a further survey in the future to assess the impact of the Council’s initiatives to encourage people from racial minority groups to both register to vote and to exercise their right to vote.

Local Land Charges

5. The Service answers enquiries from prospective purchasers of properties within the Borough and has minimal direct contact with the public other than those persons who visit the Section to carry out personal searches of the records - the vast majority of purchasers entrust specialist enquiries of this nature to the legal profession. Persons who are representatives of solicitors or personal search agencies make most contact with this Service and, consequently, it is only on an infrequent basis that contact is made with residents of the Borough. To date, the Section has not had the need to produce any form of documentation, which contains a translation into other languages. However, should any help be needed with translation, the Section would seek assistance from the Wandsworth Interpreting Service.

6. The operation of the Local Land Charges Service was the subject of an annual quality and performance review, which is also to be reported to this Committee.

Environmental Services Division

Home Improvement Agency

7. The Home improvement Agency continues to provide a service to householders carrying out improvements to their homes with the aid of grant. The service is aimed particularly at elderly, low income households as well as the disabled who may require adaptation work to allow them to remain in their own homes. Of the 138 cases completed for clients during 2000/01, 43% were white British, 18% from the Indian sub-continent, 21% black African, 12% of Caribbean origin, and 6% European. The proportion of clients from the racial minorities has increased in the

Page 14 last 2 years. During the year a new leaflet has been produced which describes the Agency’s service and this has been widely distributed. The leaflet includes details of the Wandsworth Interpreting Service.

Customer profiling

8. Last year it was reported that a new element had been introduced into the Environmental Services Division customer surveys in order to monitor the profile of users of the Division’s services. It was hoped that this would assist in identifying any gaps in the customer base as well as opportunities to provide improved customer service. At that stage the new system had only been operating for 3 months but there is now a full year’s experience.

9. Some 2190 survey forms were returned during 2000/2001. The racial background of respondents is set out in the following table :-

Racial Origin Total % Asian - 12.4% Bangladeshi 0.2% East African 0.4% Indian 1.7% Pakistani 1.1% Chinese 0.7% British 7.1% Other 1.2% Black - 8.4% African 1.7% British 3.8% West Indian 2.6% Other 0.3% White - 77.9% British/European 75.1% Other 2.8% Other 1.3%

10. It is encouraging that the services offered by the Environmental Services Division are being used by a representative cross section of the community. However, the results are dependent on customers from all groups returning the survey forms. Customers are also asked to indicate the most frequently used language in their household. Over 94% said that this was English. Only two respondents actually requested booklets produced by the Division to be produced in a language other than English. Of course, this is likely to under represent those non-English speakers requiring translated material as they may not understand or complete the form. It is the practice of the Division to promote the services of the Wandsworth Interpreting Service on all its leaflets and forms.

Page 15 11. 5% of respondents considered themselves disabled but none requested any special arrangements to make the delivery of our services easier.

12. Whilst it is accepted that this survey does not provide a truly representative sample of potential users of Environmental Services Division services, it does allow an opportunity to identify any areas where there may be gaps in service delivery to particular groups in the community. It is intended to refine the process and seek to identify the extent to which particular areas of our service are used by different groups.

Publicity material

13. Following the review, a trader’s note on ‘Video Recordings’ was translated into Tamil.

Food Safety training

14. Specialist courses were established for in the main Halal Butchers in response to Butchers Shops Licensing, as they were not given the opportunity to attend training carried out by the Meat & Livestock Commission. Food Hygiene training has also been undertaken in the community at the Asian Centre in Trinity Road and the Glenburnie Community Church aimed specifically at the elderly.

Home Ownership Unit

15. The Home Ownership Unit continues to maintain the racial monitoring of house sales applicants and purchasers.

Right to Buy

16. An analysis of the 12 month figures for the period 1 July 2000 to 30 June 2001 indicates little change from last year’s figures. A small decrease in the number of White applicants (45%) down by 2%, with a corresponding increase in the number of Black (African) applicants (9%) up by 3%. However, the number of completions to White purchasers (40%) has decreased substantially from last year, down by 16%. This decrease has been taken up by Black (UK), up by 5%, Asian (UK), up by 2%, Black (African), up by 2% and Other, up by 7% purchasers.

Priority Group Sales Scheme

17. The number of new applicants registering for this scheme has remained consistent with the past few years (377). The number of White applicants continues to decrease, down 4% to 44%, with an equivalent increase in the number of Black (African) applicants, up 4% to 11%. There has also been a reduction in the number of Asian (UK) applicants, down 3% to 3% and Indian applicants, down 2% to 1%. Completions, on the other hand, show a trend towards White purchasers, up 17% to 59%, with the largest decrease being in the Other groups category, down 18% to 4%.

Page 16 Although there were reductions in Asian (UK) purchasers, down 4% to 2% and Pakistani purchasers, down 3% to 2%.

Registrar’s Service

18. The Wandsworth Register for Births, Marriages and Deaths is committed to developing and maintaining a full range of services which meet the cultural and religious requirements of all the communities within the borough. The Register Office was the subject of an annual quality and performance report to this Committee on 26th September 2001 (Paper No. 01-842). In March 2001, the Registrar General’s Inspectorate conducted a comprehensive review of the Wandsworth Register Office – the report was very favourable.

The Register Office continues to place a high priority on providing an appropriate service to racial minority users. This is exemplified by the provisions for culturally acceptable wedding ceremonies, specialised cultural awareness training for staff, fully translated leaflets and guides for particular religious groups.

Wandsworth Interpreting Service (WIS)

19. The Wandsworth Interpreting Service was the subject of a Best Value Review earlier this year, the findings of which were reported to this Committee on 27th June 2001 (Paper No. 01-636). The WIS continues to be a popular service, catering for over 60 different languages. As part of the Best Value Review, consultation with both users and other public and voluntary agencies was undertaken. In addition, a programme of surveys specifically aimed at non-English speakers was undertaken. Minority community leaders have been consulted over ways of ensuring that potential users are fully aware of the services available from the WIS.

Education Department

Employment

20. Personnel officers continue to advise managers and headteachers in all aspects of recruitment, taking part in shortlisting and interviewing for central posts. Information gained through exit interviews with central staff and headteachers influence the development of the induction process to ensure fairness in opportunity.

21. The department was found to be maintaining the required standards of Investors in People at a recent assessment. Comment was made on the high quality of induction of centrally based staff and the high standard of equal opportunities in staff development. Equal access to the sectional and departmental training budgets for in- house and post-entry training. This continues to be a high priority.

22. From April 2001 the performance related pay scheme has been extended to all centrally based staff irrespective of grade or post.

Page 17 23. Recruitment and retention of teachers is a national issue that is being addressed in the borough in several ways. The Graduate Teacher Programme is being promoted to all schools with an emphasis on the under represented groups in education, i.e. men in primary schools and racial minority groups. Liaison with Initial Teacher Training (ITT) providers tries to ensure that the under represented groups are promoted. The education page on the Council web site is designed to attract all groups to teaching in the borough.

24. Training and professional development for all groups of support staff in schools will be a priority in the next year to ensure that these lower paid staff retained and reflect to mix of pupils in the schools.

Service Delivery

Implementing the recommendations of the Macpherson Report – Guidelines for Schools on Racial Incidents

25. The Education Committee at their meeting on 7 March 2000 (Paper 00/183) approved the Guidelines for Schools on Racial Incidents. The Education Committee had approved draft guidelines in November 1999 which had then been the subject of extensive consultation. The consultation included discussion at both the Headteachers’ Standing Conference and the full Headteachers’ Standing Conference and at two meetings of the Racial Incidents Panel. The draft guidelines were also circulated to racial minority groups with school links, all Chairmen of Governors, the Borough Liaison Officer for the Police, the Commission for Racial Equality and other bodies.

26. An initial analysis of monitoring returns in the academic year 1999/2000 showed that the prevalence of racial incidents was low and that the vast majority were not of a serious nature. In order to meet the requirement to produce a corporate performance indicator on racial incidents, the Research and Evaluation Unit has now revised data collection arrangements. Schools will now be able to enter information electronically via secure web pages on the Council web site. Schools will be required to enter details of completed racial incidents as they occur through the year. This will enable analysis to be undertaken at any point through the year and will allow both termly data to be produced (which was a request of the Racial Incidents Panel) and the required audit information to support the corporate Best Value indicator.

Curriculum and Professional Development

27. In 1998/99 the parents of pupils attending the Junior Centre for Young Musicians (JCYM) were asked to complete a racial monitoring form. This exercise was part of London wide monitoring by the Foundation for Young Musicians as a requirement of the grant funding from the Association of London Government (ALG). The exercise will be repeated in 2002.

Page 18 28. The music service is developing provision to incorporate music from other cultures, this includes steel pan teaching at Chesterton, John Burns, Franciscan, Falconbrook and West Hill, and the use of musical instruments from other countries. African drumming was incorporated into a creative work “The Healing of the Earth” which was performed in May 2001 at West Hill.

The Ethnic Minority Achievement Service

29. The Ethnic Minority Achievement Service (EMA), in the Integrated Support Service, has continued to provide a range of in-service training for school based EMA staff, class teachers, nursery nurses and classroom assistants. The training focuses on the issues involved in supporting the achievement of pupils with English as an additional language (EAL) and pupils from racial minority groups. The training also promotes access to a broad, balanced curriculum and to ensure that the National Curriculum and the National Strategies are presented in a manner which acknowledges the culture and heritage of those students. In addition to their usual programme of INSET, the EMA service hosted a conference with the theme “Celebrating an Inclusive Society” to promote Black History Month. The Head of Service collaborated with the Wandsworth Arts Office and the Society for Storytellers to plan and produce the successful conference “Many Voices”. The service also established the Refugee Task Group.

30. During the year the EMA Service carried out a monitoring programme in every school with a devolved EMA budget. The focus of the monitoring exercise was to ensure that the provision in schools in receipt of EMAG funding through the Standard Fund falls within the guidance given to headteachers. The EMA advisers met with headteachers or school based EMA line managers to discuss the deployment of the provision in their schools and the extent to which the school monitors attainment, attendance and exclusions by racial minority groups. In schools where this is done, the school trends and findings were also discussed. This meeting was used as an opportunity to remind the schools’ senior management of the Ofsted report on raising the attainment minority ethnic pupils and the CRE document “Learning For All”.

31. The Head of Service and the EMA advisers have continued to respond to requests for support and advice from schools without EMA funding. The two primary advisers have given long term support in a number of primary schools. The support in primary schools from one adviser has included a history project and a launching literature circle project . The second primary adviser worked on a numeracy games project with parents in one school and with every teacher in another school under special measures to advise on the provision for racial minority pupils in their classrooms. The Head of Service worked over a period of two terms with two Year 5 classes on a project to promote talk and role play. The secondary adviser has given long term classroom support in a secondary school with a large influx of refugees and asylum seeker pupils. The refugee support teacher has been very active in liaising with other agencies in the borough as well as working closely with the schools with high proportions of pupils from asylum seeking and refugee families.

Page 19 Literacy Support Service

32. The Literacy Support Service continues to identify the pupils in receipt of Special Educational Needs (SEN) Code of Practice stage 3 support by ethnicity and gender. In consultation with the EMA advisers, advice is given to teachers about teaching strategies for a pupil for whom English is an additional language. The manager of the Literacy Support Service is involved in joint work with the EMA Service to look at issues around multi-lingualism and dyslexia or specific language difficulties.

Special Needs Assessment Section

33. The Special Needs Assessment Section (SNAS) continues to hold regular Parents’ Forums/Open Days for parents/carers whose children are undergoing statutory assessment of their special educational needs. The aim of these events is to demystify the process, enable parents/carers to meet their child’s Case Manager and encourage parents/carers to raise questions in a friendly and welcoming atmosphere. Significant numbers of parents/carers from racial minority groups continue to attend these events. The comprehensive range of information material available for parents/carers of children with special educational needs (SEN) is to be come available in one wallet with particular emphasis on the sources of independent support and advice available to parents/carers.

34. The Parent Partnership Service (PPS) continues to be grant-aided through the Standards Fund and has further developed this year to provide a responsive information and support service for parents/carers who may need assistance to understand fully the assessment process. During the year, six volunteers from the local community successfully completed the term’s course and final assessment to become Independent Parental Supporters (IPSs or Named Persons under the 1996 Education Act) whose role is to provide information and support to the parents/ carers of children undergoing assessment of their SEN. IPSs continue to help parents/carers whose children have completed their assessment if this assistance is required. Two of the volunteers who successfully completed the course were from racial minority groups. Not only does the training undertaken assist the volunteers to help parents/carers, it also provides a good grounding for volunteers who might wish to develop at some stage careers in the field of SEN support.

35. Currently, 59% of Parent Partnership referrals are from racial minority groups and this figure rises if Irish and/or mixed race parentage is taken into account. Ethnic origin is not always known or sought if the information and support is restricted, as it sometimes is, to a telephone call.

36. An Advisory Group for the support and development of the PPS has continued, with membership drawn from a wide range of sources, including parents from racial minority groups and the Community Empowerment Network. Arrangements for involving the community representation in the work of the Parent Partnership Service will need to develop as the requirements of the SEN and Disability Rights in the Education Act begin to take effect.

Page 20 37. Where appropriate, the child’s case manager and Parent Partnership Co-ordinator have access to interpreting and translation services in order to assist communication. Every parent/carer whose child has completed their statutory assessment is now asked to complete a questionnaire to inform officers about how parents/carers felt about the experience. In evaluating the returns, officers will be particularly keen to learn about and act on any information coming from parents/carers suggesting that the statutory assessment process could work better in some way for parents/carers from racial minorities.

38. With the link between the Central Pupil Database and the SENS database having been established, possible developments in racial monitoring will be examined.

39. In June 2001 the LEA held a borough-wide Parents’ Conference at Linden Lodge School where a range of plenary and workshop sessions on various aspects of SEN were offered. A substantial number of the 90 parents/carers and representatives of other agencies attending were from racial minority groups.

40. Officers working in SEN are aware of the main thrusts of the Macpherson Report and the requirements appropriate to local authorities in this regard.

Educational Psychology Service

41. During 2000/2001 the Educational Psychology Service (EPS) has continued to provide specific input to vulnerable groups. This has included direct and consultative work in schools to promote pupil attendance and to support pupils in danger of exclusion and to promote positive behaviour management and re- integration, through Standards Fund projects. Training programmes have been organised to support schools in dealing with children who have dyslexia (specific learning difficulties). A project to review the outcomes for pupils with moderate learning is ongoing. A report on the first phase of this project was produced in the spring term 2001.

42. Work with schools is reviewed each year through an end of year review questionnaire, completed by the school Special Educational Needs Coordinator (SENCO). A system to obtain feedback from parents on EPS service delivery is in the process of being developed. All new referrals to the EPS are monitored according to ethnicity, gender, area of need, children looked after by the local authority, and source of referral; trends are analysed annually and service reviewed where appropriate. The profile of referrals in terms of ethnicity broadly match the profile for the borough population as a whole.

43. The EPS has a statement of belief with regard to equal opportunities and an equal opportunities policy that sets out standards for practice regarding individual children and families, schools/ institutions and the EPS systems. This is due to be reviewed as part of a regular cycle during this academic year. The policy has been shared with other sections within the Education Department Equal Opportunities Working Group. Racial equality is directly addressed within the policy. The process of

Page 21 developing and implementing the policy has been integrally linked to the EPS continuing professional development programme. An action plan to ensure the equal opportunities policy has been fully implemented. The service policy addresses equal opportunities in the workplace and with regard to recruitment specific processes for the recruitment of staff have continued to be applied to ensure equitable selection.

Education Welfare Service

44. The Education Welfare Service (EWS) developed the ‘Life Chances’ Project, which was started in Sellincourt School in 1997, in conjunction with the Educational Psychology Service and Section 11 Project Mangers. The target group for this project is parents with English as an additional language (EAL). The aim of the project is to improve communication between parents and school with a view to improving pupil attendance and achievement. A fourth Life Chances conference for EAL parents was held in May 2001. The Ethnic Minorities Achievement Service took over the running and development of the Project from September 2000.

45. The Principal Education Welfare Officer (PEWO) continues to act as link officer for the African Caribbean Home-School Liaison Project. The aim of the project is to reduce exclusions for the target group of pupils. The project operated in five schools in 2000/2001 (Battersea Technology College, Elliott, Ernest Bevin and Falconbrook).

46. The EWS, in conjunction with the Social Services Department and schools, has developed a system for ensuring the accuracy and effectiveness dissemination of information on children looked after by Social Services. This includes the monitoring of attendance data for every pupil looked after attending Wandsworth schools. The EWS will, in liaison with Social Services, the EPS, ISS and the Pupil Services Section, contribute to work on Quality Protects in relation to, for example, the transfer of looked after pupils to secondary schools.

47. The EWS has implemented a computerized database and multi-agency monitoring system for pupils who are vulnerable because they are not currently on any school roll. This system will be developed under the new arrangements for service delivery that come into effect from September 2001.

48. 46% of EWS staff in post are African or African Caribbean.

Pupil Services

49. The Pupil Services Section has continued to improve the clarity of its primary and secondary school admission brochures in order to make the information as accessible as possible to all borough residents. This year’s improvements include a clearly set out “step by step” approach to the admission process and revised translation panel covering each of the ten most common languages spoken by residents. The practice of conducting personal interviews with all clients seeking casual admission to secondary school and a range of other enquiries has recently been enhanced by the

Page 22 introduction of “Language Line” which provides staff with the facility of obtaining an immediate translation service in any language using a three-way telephone link. The facility to obtain written translation of short information documents is also currently being explored.

50. Funding continues to be provided to enable a growing number of Year 11 students moving into the borough from abroad with little or no English to take up full-time ESOL courses at FE college, under circumstances where admission to school is impractical.

51. Exclusions continue to be recorded by racial background, alongside other factors, in order to facilitate ongoing monitoring and analysis of disproportionate representation of any racial group and provide comparison with local and national trends.

Early Years

52. The Council, with the Early Years Development and Childcare Partnership, has drawn up a Strategic Plan in which it states its commitment to being fair and preventing discrimination. The Plan includes 29 targets, one of which directly relates to increasing the recruitment of under represented groups, including racial minorities, and two relating to equal opportunities strategies and equal access to services. In addition, the Partnership is committed to children receiving an education which includes: valuing and respecting each child’s background, culture and experience; encouraging respect; and one which allows children to take full advantage of the diversity and choice of educational opportunities available in Wandsworth. The Partnership requires all providers of Early Years education who subscribe to the Plan (Council-maintained, voluntary, independent and private) to demonstrate a commitment to the principles of equal opportunity for all children whatever their age, gender, attainment, racial background, special education needs or competence in English.

Reception Facilities

53. A Powerpoint display currently operating on a TV screen detailing services offered by the Education Department has now been translated into Urdu, Gujarati, Hindi and Punjabi, and is available to callers in a paper format. All applications for Student Loans offered to the public at the reception counter include the standard paragraph translated into Urdu, Punjabi, Bengali, Hindi and Gujarati, advising that contact can be made with the Wandsworth Interpreting Service.

Performance and Standards

54. The Performance and Standards Team continued to monitor the attainment of these pupils through Annual School Reviews and to discuss with schools the strategies used to tackle identified under-achievement. The Quality and Evaluation Division has drafted a Strategy for School Improvement in line with the requirements of the Code of Practice on LEA/School Relations. This sets out what has been achieved,

Page 23 an outline of further developments and key actions for the next twelve months in a range of areas. A key area is support for under-achieving groups. In line with the Code of Practice on LEA/School Relations, the LEA’s school inspectors now provide monitoring and support for schools in inverse proportion to success. As part of its working arrangements for school inspectors, the LEA has introduced a system of Accredited School Self Review and Evaluation . To achieve accredited status, and as a result to receive only minimal monitoring from the LEA, schools need to demonstrate secure arrangements for monitoring the attainment and the progress of all pupils including those from racial minorities.

55. The LEA is in the process of drafting its new Education Development Plan, which will be a five-year plan, to take effect from April 2002 until March 2007. One of the five national priorities within the plan will be narrowing attainment gaps/tackling under-achievement. Within this priority the LEA will identify actions to improve the attainment of pupils from particular racial groups who have been identified as under- achieving. In addition, the LEA is in the process of shaping its local priorities and these will include actions to address provision for socially disadvantaged pupils, including those from racial minorities.

Research and Evaluation

56. The Research and Evaluation Unit (REU) has continued to provide schools and Governors with reports on pupil attainment in Wandsworth in Baseline, National Curriculum and GCE/GCSE assessments by racial group, language needs, social background and gender. Following on from the recommendation of the LEA Ofsted inspection, a literature search of relevant research has being undertaken to identify the key issues influencing the under-achievement of certain minority pupils and good practice. This is now being updated and findings will be incorporated in the forthcoming Education Development Plan (EDP) 2002-07 alongside an analysis of change in the attainment by race and gender over time in Wandsworth. The results will then feed into the EDP priorities for tackling underachievement of these pupils. It is also expected that the REU will lead on revising the race coding classifications used in the Department to reflect those that were used in the 2001 census (as required by the DfES). This work is expected to take place in Spring term 2002 subject to confirmation by the DfES.

Finance Department

Employment

57. The proportion of racial minority staff employed in the Department showed a rise from 34.3% to 35.9% and remains well above the corresponding proportion in the local population. There were 43 appointments during the course of the year, with 23 from racial minorities. All recruitment decisions are authorised at directorate level after checking conformity with equal opportunities guidelines, and the overall position is monitored regularly by the management team. The Departmental

Page 24 Management Team will continue to monitor the equal opportunities dimensions of recruitment.

The Economic Development Office achieved Investors in People status in June 1997, maintained IIP status in 1998 and will be re-assessed shortly. The rest of the Department achieved the award in July 1999 and was successfully re-assessed in April 2001. The number of staff on long term vocational training courses remained at a good level with a total of 14 students in the Department with 4 from racial minorities. Through measures such as training supervisors in coaching skills, ensuring regular staff development reviews, promoting the Staff Charter, and encouraging secondments and mentoring, managers will continue to promote good practice in staff development, which will in due course yield further growth in the proportion of racial minority staff at senior levels.

Service Delivery

58. The Economic Development Office reported to the Regeneration and Transport Committee on 25th June 2001 (Paper No. 01-544) on the take-up of services by racial minorities. Racial minority groups continue to achieve successful outcomes in training, business and community services. The target set for the take-up of services by racial minorities in 2000/01 was exceeded. 33% of the participants on the business advice service, 51% of the participants in the employment support services; 40% of the volunteers and 61% of the advice service users were from racial minority communities. These results indicate that a significant proportion of the Economic Development Office’s services benefit racial minorities living in the borough.

59. Applications for additional funding were also made to various funding bodies, including the Single Regeneration Budget (SRB) this year, and the success of this has meant that extra services have been available to the more disadvantaged groups within the borough. Improved monitoring procedures are now in place and the EDO is able to assess and ensure that racial minority groups are well represented and benefit from a significant proportion of all its services.

60. The other main areas in which the Finance Department serves the public directly are council tax and business rate administration, rent and service charge collection, and benefits. All of these are the subject of annual reports to the appropriate Committee, including action plans for improvement generally based on full Best Value Reviews conducted in the past two years. Business rate administration has been a Charter Mark service since 1998, and has recently been reassessed. Council tax and benefit services were commended for their Charter Mark application in 2000 and have recently been assessed again under the “fast track” procedures. The focus on customer service and quality improvements will be maintained, and will help to ensure fair access for all. All standard advisory leaflets are regularly reviewed and contain details of the Wandsworth Interpreting Service in the main minority languages. The increased effort directed to counter benefit fraud in the last two years has opened a new area for racial monitoring; the statistics given in the annual

Page 25 report indicated no cause for concern, but the numbers were still relatively small and this area will continue to be given high attention.

Housing Department

Employment

61. The number of staff from minority groups has risen from 19.7% in 1999/2000 to 23.8% in 2000/01, exceeding the departmental target of 20%.

62. In terms of recruitment to posts, the percentage of applications received from racial minorities has increased, as well as the numbers short-listed and subsequently appointed.

63. During the coming year the Housing Department will continue to monitor recruitment and selection processes. This will involve having a Personnel officer presence on all short-listing and interviewing panels. In addition, quarterly recruitment statistics covering race and gender will be presented to the departmental Equal Opportunities Working Group. A series of refresher training courses is planned for staff throughout the department who have responsibility for the recruitment and selection of staff.

64. A review of the departmental training needs assessment scheme is also planned for the coming year, which aims to consolidate on the work carried out to date and provide further guidance for managers in this area.

Service Delivery

CRE’s Code of Practice In Rented Housing – Progress Made in 2000/2001

65. The Department continues to meet the requirements of the above Code of Practice. In particular the following progress has been made in the last year.

(a) Monitoring of Service Delivery

A comprehensive system of monitoring is in place in respect of the allocations process covering applicants registering for housing (including nominations to mobility schemes and housing associations), the allocation of property, Housing Register Reviews, and certain aspects of homeless applications such as the number of households presenting, accepted and admitted as homeless and the average time taken to inform such households of the Council's decision on their application.

The extension of monitoring to areas such as disabled adaptations is expected to commence during 2001/2002. Implementation of this monitoring was delayed due to issues around data protection, which have now been resolved.

Page 26 (b) Racial Harassment

The Department continues to act as lead Council department to the Racial Incidents Panel and provides reports on racial activity on a regular basis.

Monitoring of racial incidents takes place on a regular basis and results are reported to the Racial Incidents Panel. A total of 13 cases of racial harassment were reported to the Housing Department during 2000/2001 (32 in 1999/2000). This represented a sharp decrease in the number of reported incidents although it is still believed that a number of incidents on housing estates are not being reported. This decrease in reporting to the Department is partly offset by an increase in the reporting of such incidents directly to the Police. It is hoped that the publicising of a racial incidents "hotline", subject to arrangements agreed by the Racial Incidents Panel, will encourage victims of harassment to feel more confident in reporting such incidents to the Housing Department. In the July 2000 edition of "Homelife", the Housing Department also publicised the work of a community-based group in Battersea to whom racist incidents can be reported. The latest figures show that Wandsworth Police cleared up 27.4% per cent of all racially motivated crimes reported to them last year - a slight decrease from 32% in 1999/2000. The Metropolitan Police advise that the decrease is within the expected fluctuation range for this type of crime and is not attributed to any particular factor.

Training in racial harassment procedures was carried out with residents groups in 2000/2001. A number of new initiatives involving equal opportunities policy and cultural awareness training for residents groups are proposed, and this programme will be introduced incrementally during the next calendar year.

The Council has continued to address the needs of the priority community care groups in its development programmes with housing associations. In terms of specific housing provision for racial minorities a number of housing association schemes are either in place or in the development pipeline, as follows:

- one housing scheme for Asian elders in the development pipeline was due for completion in March 2001, completion due in October 2001 (two other schemes in existence);

- one scheme for black people with mental health problems in the development pipeline (two other schemes in existence); and

- one scheme for those with sickle cell anaemia is in the development pipeline (two other schemes in existence).

Page 27 Work Programme for 2000/2001

66. A formal equal opportunities work programme for the Housing Department was presented to the Housing Overview and Scrutiny Committee at their meeting on 13th September 2001 (Paper No. 01-706). Work will encompass the following:

- A review of allocations procedures and policies and the continued monitoring of success rates and reasons why applicants leave the Housing Register.

- Consideration of other property characteristics which could usefully be included in future monitoring.

- Ensuring residents of overcrowded private rented accommodation, especially those whose first language is not English, are aware of the housing registration process (Housing Strategy Target 1999/2000) - work in progress.

- Bringing on stream full and precised taped and translated versions of current Housing Department publications.

- Continuing the programme of reviewing policy, practice and procedures across all Divisions.

- Reviewing the Housing Department Training Strategy in the light of the Race Relations (Amendment) Act 2000.

- Further developing a consultation and participation strategy which enables the views of racial minorities to be heard.

Leisure and Amenity Services Department

Employment

Headcount

67. There was a marginal decrease in the percentage of racial minority officer staff from 31.3% in 2000 to 28.8% in 2001, although this figure still exceeds the corporate target and is representative of the local community. The decrease is consistent with the reduction in the total number of staff in the Department i.e. from 648 in 2000 to 603 in 2001 and the reduction in racial minority staff from 203 to 174. Staff retention is a serious issue which is being addressed across the Department.

Recruitment and Selection

68. The number of applications for all officer posts from racial minority applicants decreased from 40% in 2000 to 28% in 2001, the number of short listed racial minority applicants also decreased from 36% in 2000 to 23% in 2001 and the number of racial minority staff appointed decreased to from 34% in 2000 to 26% in

Page 28 2001. However, the total number of applications monitored for officer posts significantly decreased from 1386 in 2000 to 519 in 2001. It is acknowledged that recruitment to some posts has proved difficult and a number of posts were re- advertised. It should also be noted that the Department employs large numbers of casual staff across a range of service areas whose applications are not monitored in the same way as that for staff who apply for work which is contractual. Therefore, a large number of racial minority staff are not included in this exercise.

Current Provision

Recruitment

69. The Department has continued with its established practices including the monitoring of recruitment shortlists by the Assistant Director (Support and Community Services) and the review of race and gender recruitment statistics at the Equal Opportunities Working Group every quarter.

70. All recruitment letters have been reviewed and submitted to the Plain English Campaign for award. The intention is to ensure that correspondence for job applicants is clear and concise, and is especially helpful to people whose main language may not be English.

71. A survey of 646 job enquirers took place in the spring and 22% responded. The survey highlighted several equalities issues which are being addressed as part of the review of the Department’s recruitment procedures and these include areas such as raising the profile of the Council’s Equal Opportunity Policy with job application packs.

Existing Staff

72. The Equal Opportunities Working Group meets with the Assistant Director (Support and Community Services) on a quarterly basis and the minutes are available to all staff in the Public Folders of Outlook.

73. The Staff Charter was updated and issued to all staff in the summer, this document emphasises the Department’s commitment to equal opportunity in employment.

74. All staff are invited to review their training and development needs twice a year through the Appraisal and Development Scheme. The Department will continue to assess staff performance in relation to equal opportunities as part of the Scheme. Furthermore, the Performance Related Pay Scheme has been extended to posts graded Scale 3. It is noted that a high proportion of racial minority staff are concentrated in posts graded Scale 3-6 amounting to 36% of total staff in these posts across the Council.

Page 29 75. There is now greater emphasis on the evaluation of training and reports will be provided to the Personnel Section on a bi-annual basis allowing for any equalities issues raised to be addressed departmentally.

76. Equalities-related training is provided to staff according to individual training needs. Attendance at the Council’s Recruitment and Selection course is compulsory for all staff who are involved in interviewing.

77. Exit questionnaires have recently been issued to staff leaving the Department. The questionnaire contains the Census race categories for staff to complete and asks specific questions about experience of prejudice and harassment in the workplace. Any concerns raised about equal opportunities will be referred by the Personnel Section to senior management.

78. All staff have been invited to reclassify their race category in accordance with the Census criteria giving them more choice.

Appointments from different service areas:

(a) The Wandsworth Museum Service reports that in June 2001 a new member of staff of African/ Caribbean background was appointed to the post of Museum Receptionist and Shop manager. The museum now has 2 members of staff of African and African Caribbean origin (1.6 FTE).

(b) In the Parks Police four recruits successfully passed the seven week course. Of these one was of African background.

Targets 2001/2002 - Future Developments

79. Recruitment procedures are currently being reviewed and equal opportunities remain a key consideration.

80. Analysis of teams within the Department will be undertaken to ascertain the representation of racial minority groups and where there is under-representation this will be encouraged in job advertisements.

81. The Department proposes to extend the Performance Related Pay Scheme further encompass staff on the grade Scale 1-2. The proportion of ethnic minority staff in these posts across the Council is 22%.

82. The Department’s Personnel Section will be contributing to suggestions for improving the standard application form used across the Council for example the use of plain English and the improved presentation of Asylum and Immigration Act

Page 30 requirements. Central Personnel intend to issue the revised the application form in 2002/03.

83. To review the recruitment and monitoring procedures for casual staff to inform the Department of the number and grades of ethnic minority staff employed.

84. Where recruitment campaigns prove to be unsuccessful job enquirers will be issued with a recruitment survey questionnaire which will also monitor gender and race of respondents to inform the Department of any equalities related trends to be considered.

85. Further to a recent mid-term Investors in People (IiP) assessment the equalities issues raised will be addressed by the Department in an Action Plan.

Service Delivery

Libraries

Current Provision

86. The Library Service is in the process of reviewing its services against the recommendations of the Race Relations (Amendment) Act 2000. The user survey in June 2000/01 showed that the racial background breakdown of users of the four libraries matches the borough’s profile. This survey will be repeated in 2001/2.

87. A full programme of activities, events and displays is held in all libraries in Black History Month in October. In 2000 the African Caribbean community librarian made two broadcasts on BBC Radio 4 and Choice Radio to publicise events in Wandsworth.

88. The Asian Community Library at Tooting continues to provide a wide range of around 20,000 books and magazines in five Indic languages, supported by a collection of music and videos. The Tamil language material held at the Multi- cultural Library, Tooting has been increased to 9%, which matches the percentage of Tamil users registered.

89. An existing strategy for meeting the needs of readers requiring European language material has been to maintain a circulating collection of European fiction. This year the scope of the collection has been expanded to include Russian material and the frequency of circulation has been increased from three to four times a year.

90. A central part the library services reader development strategy has been the promotion of reading groups. The African Caribbean Community library has a reading group that is now well established, popular and successful and the Asian Community library has just started a Tamil Reading Group.

Page 31 91. The circulating collections of Indic language material have been revised in consultation with the user needs at individual branch libraries.

92. Displays and events marked Diwali in all libraries. Diwali celebrations at Tooting library were organised with sponsorship from Guru Books. The author Jamila Gavin told stories and dancer Rahini Rajagopal performed.

93. Eid celebrations at Tooting library were organised with sponsorship from Urdu book suppliers Book Centre. 40 children and 25 adults attended a party integrating Eastern and Western culture.

94. Janmashtami, the festival celebrated by the Gujerati community was celebrated by displays in both Balham and Tooting library.

95. For the second year the library service has participated in the multicultural literary festival organised by the Bengali cultural association. The event was held at Balham Methodist church hall. The Multi-cultural Library, Tooting supported the event by arranging for Jamila Gavin to speak on Multiculturalism in Britain and provided a display with multicultural books in English and Indic languages. The museum provided a display on Asians in Wandsworth.

96. Libraries have encountered difficulties in obtaining literature in minority African Languages. However African people frequently have Spanish, Portuguese, French or English as a second language. These are already, or can be, catered for within Wandsworth. Portuguese material has been bought to add to the circulating collection of European fiction.

Targets 2001/2002 – Future Developments

97. A priority this year will be to improve services to the newer refugee communities settling in the Borough. Potential partnerships with neighbouring boroughs will be investigated. Contacts are planned with Merton library service and Thames Valley University.

98. This year the main priority for the Asian Community Librarian is to monitor development of the Asian community, size of individual groups, age, needs etc.

99. Now in its third year the multicultural literary festival organised by the Wandsworth libraries and Arts with the Bengali cultural association will have David French, Director of Commonwealth Institute, to speak. There will be readings in Bengali, Urdu and in Gujerati and Schools workshops. In the evening there will be a literary event and a music event. The Saturday programme will involve food, craft displays and a fashion show.

100. Access to an Asian word processing package is planned in the Multicultural Library Tooting subject to improvement of existing computer equipment.

Page 32 101. Areas for development in the stock are Arabic, Turkish, Serbo Croat and Albanian. It has been agreed to purchase a small collection of Arabic material, which will be housed at the Multicultural Library Tooting as a borough wide resource. It is planned to source collections of other languages from other library services.

Wandsworth Museum Service

Current Provision

102. In the museum’s permanent displays there are exhibits relating to the history of various local minority communities including:

(a) African/Caribbean: John Archer, Britain’s First black mayor, Mayor of Battersea 1913; arrival of people from Jamaica on SS Windrush, 1948.

(b) Asian: Shapurji Saklatvala, MP for North Battersea, 1920s; establishment of the London Mosque in Southfields in 1924.

(c) Irish: housing for railway workers in Battersea; Sufragette, Charlotte Despard’s house for Irish working men and boys in Currie Street, Battersea.

(d) Polish: school and home for Polish war orphans in Balham.

103. Progress was made in 2000/01 to provide events of interest to the borough’s Asian community by presenting the exhibition ‘Shaped and Draped’, Textiles from Pakistan. This exhibition was loaned from Bradford City Art Galleries where much work has been achieved with involving the local Asian community with the museum service. The exhibition was on show from March to May 2001 and attracted 4548 visitors.

104. The Museum also provided a display for an Asian day in Balham about the history of Asian people who have lived in the borough and about the establishment of the London Mosque in the 1920s.

105. Black History Month, October 2000: The Museum joined with the Libraries and Arts Service to provide two exhibitions in the Wandsworth Shopping centre aimed at attracting visitors from the African / Caribbean communities in the borough. The Museum presented an exhibition about the history of the black presence in Wandsworth. The exhibitions were visited by 1099 people.

106. The Museum Oral History Project, which was launched in January 1998 and marked by an exhibition in March 1999, included recorded memories of many Wandsworth residents from the African Caribbean and Asian Communities. There are currently 5 recordings on file. In 2000/01 efforts to develop this archive were frustrated by a delay in the re-launch of the project with volunteer assistance due to vacancies in the education staff team.

Page 33 107. A display was mounted to mark Holocaust Memorial Day in January 2001.

Targets 2001/2002 – Future Developments

108. October 2001: For Black History Month the museum will present West African Ties – an exhibition and programme of events including lectures, storytelling, music and children's activities about the art and culture of West Africa and links with Wandsworth over 300 years.

109. For Holocaust Memorial Day, January 2002 an exhibition will be mounted in partnership with Nightingale House, the Home for Aged Jews in Balham. The exhibition will explore the history of the Jewish presence in Wandsworth and the background to the establishment of the Home.

110. Both the above projects include the collecting of oral reminiscences from people living in the borough with West African links and residents who are Jewish.

Arts

Current Provision

111. The Arts About Wandsworth Scheme has a significant impact on racial minorities. 14 (25%) of the applications to the fund were from racial minority organisations running projects for specific minority audiences. Twelve of these projects received funding (total £10,081) making up 27% of the grants approved. There were nine (16%) further applications from organisations running projects with a high proportion (over 40%) of racial minorities as their target audience. Six (11%) of these projects received funding totalling £4120.

112. In October 2000 the section’s expenditure included £3,000 to support projects in the Black History Month programme. Events for Black History Month in October 2000 included an exhibition in the Wandsworth Shopping Centre of photographic images of the black diaspora by the photographer, Armet Francis. This was shown alongside an exhibition by Wandsworth Museum on the history of black people in Wandsworth, and received over 1000 visitors in three weeks. Other events included black women poets (Balham), the influence of music on Caribbean poetry with Kwame Dawes (Putney), and a musical drama, Sweet Inspiration, at York Gardens Library and Community Centre, attended mainly black elderly people.

113. A Storytelling Conference was arranged during Black History Month at York Gardens Library and Community Centre in association with the Education Department and the Society for Storytelling. Its theme was the living oral traditions of Africa, the Caribbean and the Indian Subcontinent, and it was attended by over 50 teachers, librarians, play leaders and storytellers. Within the conference there was a storytelling performance attended for free by three local primary schools. The conference was supported by a grant of £1200 from London Arts.

Page 34 114. This was the first year that the arts office had taken part in running events for Black History Month, and some events were more successful than others. In October 2001 the section will seek to develop more projects in partnership with black organisations in Wandsworth.

115. A co-promotion (£3,000) with GWI Entertainment produced a young people’s talent show at Battersea Grand Hall. 80% of attendees and contestants were young people from racial minorities.

116. The arts section programmes minority artists and performers into major events e.g. Poems with Your Pint and Wandsworth Dance Week during the Wandsworth Arts festival.

117. As well as programming activities targeted at minority audiences, the section uses the minority press to market its services and tries to ensure that members of racial minorities are represented as competition judges (e.g. Kwame Dawes for London Writers Competition), and on consultation groups.

118. Service agreements with main grant clients such as Battersea Arts Centre now include the requirement to monitor attendance by ethnic origin. Entries to the London Writers competition were monitored for the first time this year, which showed that 18% of entrants are from racial minorities. Monitoring will be extended wherever possible to arts section projects for 2001/02.

Targets 2001/2002 – Future Developments

119. Draft Wandsworth Arts Strategy agreed with social inclusion objectives under the theme of improving access. 30% of Arts About Wandsworth funding to be earmarked for socially excluded groups.

120. New contract worth £3500 for black group Get With It to run projects for young people, e.g. street dance classes and performance.

121. New project for Tooting Mela, linked to Diwali, to be run in association with community organisations in Tooting, and as part of the Wandsworth Arts Festival.

122. London Arts partnership funding for poet in residence during arts festival. Black poet Lemn Sissay will be working with young people with special needs in three centres in Wandsworth.

Play Services

Current Provision

Page 35 One O clock Service

123. The Play Services provides induction for all staff including casual staff, at which equal opportunities is discussed, to ensure that all staff are aware of the effect of equal opportunities on their programmes of activities. There continues to be an increase in the number of Asian parents and under fives using the centres. All One o’clock Centres follow the cultural calendar where possible and provide cultural activities and positive images. All centres have introduced music as a regular activity, which has included music from around the world. All new equipment purchased for the sites reflects the cultures within the community.

Teddy Bears’ Picnic

124. At the Teddy Bear’s picnic the number of children from varying cultures continues to increase. There is a huge range of entertainment for the children, which includes African workshops, steel bands and ‘Child and Sound’ who perform music from around the world. Families picnic in the park and are able to purchase cultural foods.

Playcentres for 3 and 4 year olds

125. The introduction of 3 pilot playcentres across the borough for children 3 and 4 years helping with childcare services for working parents. Activities include cooking and activities reflecting differing cultures around the world. Equipment purchased specifically for these centres included ethnic dolls, dressing up clothes from around the world and kitchen equipment from differing cultures.

Activity Centres and Playcentres for 5-11 year olds

126. Induction training for staff includes equal opportunities. Introduction of more activities and games from around the world into Activity Centres and Playcentres. Activity Centres have introduced cultural awareness sessions with children. The Centres have introduced a world map onto which they place flags from around the world and pictures of all the children. It indicates where they were born or from where their families originate. Cultural awareness weeks are conducted at Activity Centres on a regular basis and focus on all cultures. They include cooking workshops, activities and sports.

Targets 2001/2001 – Future Developments Community Centres

127. Independent community training centres are to be established. These will target, amongst others, residents from a racial minority background.

128. New monitoring forms are to be introduced for independent community centres and clubrooms and these will include attendance by people from a racial minority background.

Page 36 Youth and Sports Development Service

Current Provision

129. Training on the implementation of the Youth Service curriculum has taken place this year, which addresses the needs of the variety of races and cultures in the Borough. The international exchange with Martinique was successful. Contact has been maintained with the group and future exchanges are being planned.

130. The Leisure and Amenity Services Department is represented on the Racial Incidents Panel by the Youth and Sports Development Service. As a result of the Macpherson Report and the way incidents are categorised the number of racial incidents has increased. As part of the Panel, the Youth and Sports Development Service has been heavily involved in assisting the Panel to look at strategies for analysing the incidents.

131. Also as part of the response to the Macpherson Report, the Youth and Sports Development Service have been involved with the Metropolitan Police Divisional training. As the Police need a venue which is “young people friendly” for the training as young people are invited to talk to the Police, the Training and Resource Centre have provided the venue for the training. Some young people from the Service have also been involved in talking to the Police about their perceptions as part of the training.

132. The Youth Service has maintained its level of 60% of the membership staffed units being from racial minorities. The publicity for the Youth and Sports Development Service continues to be monitored not just to ensure it reflects the make up of its membership but also to ensure that the images used do not reflect stereotypical images. Delivery of sports development activities, programmes and events continues to reflect the racial make-up of the authority.

Targets 2001/2002 – Future Developments

133. The Youth Service will continue to celebrate Black History Month.

134. Events during Youth Work Week will continue to reflect the diverse racial and cultural nature of the Borough.

135. The new Sports Development Coach induction pack and training will ensure staff are aware of equal opportunity issues in their sessions.

136. Through the Active Sports Programme all coaches involved in the scheme will be required to attend a 3 hour course titled “Equality in your Coaching” and each club nominated for the programme will be required to attend a 3 hour course title “A Club for All”. Both courses are aimed at improving awareness and positive action in promoting equal opportunities.

Page 37 Parks Police, Security and Events and the Civic Suite

Current Provision

137. During May and June 2000 all officers in the Parks Police Unit the Dog Control Service and Street Care Team attended a specially designed course on Race Awareness to deal with the recommendations and issues arising from the Macpherson Report. The course took place at the Professional Centre. Following this training all the Supervising Officers and Managers from the three teams attended a further one-day seminar in October 2000 to discuss their roles in and around the workings of the recommendations put forward.

138. The Millennium project included a project with the Assemblies of the First Born, a Black Church in Battersea. The Millennium Whitsun Services included a gospel choir and had considerable support from Black Churches in Balham and Tooting. The Borough Show on Putney Lower Common included performances by eight schools involving a steel band and Asian dances on the Education stage. Of the 12 bands performing on the main music stage at the Borough Show, eight were African/ Caribbean, one was Asian, one Swedish and one English. The compare, DJ and dancers were African/Caribbean.

139. Of the various events in the Borough run by outside organisations, the Borough hosted the Thai Cultural and Food Festival, Jamaica Funday and an African Durbah. There were eight bands in the bandstand in Battersea Park during the summer of which three were English concert type ensembles, three were African/Caribbean, and one was Thai and one Irish.

140. The Civic Suite was hired to 135 Asian groups and 11 African groups for private functions during the year. In addition the two week Divali Festival was held in the Civic Suite nightly. The Civic Suite remains popular with racial minority groups especially Asian groups as their specialist caters are allowed to have use of the kitchens and the halls can be divided to cater for the necessary diversion of sexes for religious reasons at some ceremonies. The Civic Suite staff is very mixed and this eases negotiation when dealing with minority groups or bookers. The free lets of the Civic Suite are allowed to charities resident in the Borough each year. Of the ten allocated, four were for Asian charities (though one was cancelled shortly before the event).

141. The first UK Holocaust Memorial Day was observed on 27th January 2001 and the occasion was marked by a tree planting on Wandsworth Common near the bowling green. A suitable plaque was unveiled by the Mayor. In the evening a candlelight Jewish holocaust poetry reading event took place.

Targets for 2001/02 – Future Developments

142. The following targets have been established:

Page 38 (a) The Parks Police and Dog Control Unit will continue to carry out annual race awareness and Human Rights Act training with an emphasis on racially aggravated crime as covered by the Crime and Disorder Act 1998 and in particular assault.

(b) Due regard will be given to inclusiveness in the planning of Queen's Golden Jubilee events.

(d) The programme for the Battersea Park bandstand will include groups from various continents.

(e) The Civic Suite will continue to promote hire and free lets among the minority groups.

(f) The Holocaust Memorial Day will be observed at the newly planted tree. If possible representation of those countries who have suffered a holocaust will be increased.

Pump House Gallery, Battersea Park

Current Provision

143. A policy of free admission ensures equal access into the gallery for all. The current lack of wheelchair access beyond the ground floor is being addressed through the aim of the provision of a lift to all floors. The following outlines some of the ways in which during recent years the Gallery has been working towards achieving a diverse audience and a diverse exhibition programme.

Audience Evaluation

144. In the gallery an evaluation questionnaire is kept available for visitors to complete. This includes a section about disability/race/ethnic monitoring and invites feedback about the gallery and the exhibition programme. Completed forms are analysed at regular intervals.

Exhibition Programme

145. In the same way that it is planned to reach and welcome a broad audience to the gallery, the diverse nature of audiences is reflected through the exhibition programme, which represents the cultural mix of artists in London, the UK and world wide. Between the beginning of 2000 to now (September 2001) the Gallery exhibited the work of artists from the following countries: England, Scotland, Ireland, Wales, including UK Black and UK Asian artists, Former Soviet Union, Germany, America, Holland, Sweden, Spain and South America and others.

Page 39 146. Some exhibitions are strategically designed to profile the work of artists who may be considered to be from a racial minority and/or to increase the accessibility of artists and the gallery to our audience.

147. The Two of Us was an exhibition project in collaboration with Autograph (The Association of Black Photographers, London) which presented the photographic work of Eileen Perrier, a young Black British artist, together with the work of a white American photographer.

148. No Place – an exhibition of art by refugee artists or about refugee issues in association with The Refugee Council and during Refugee week 2001.

Educational outreach: community, disability and access

149. The following are some of the many events and educational activities designed to create access for all to the gallery and to a variety of arts based activities.

(a) Sensory Detour – a series of poetry workshops with five community groups including refugees, the elderly and a special needs group, which led to a day of live poetry events in Battersea Park and at the gallery. Organised with Apples and Snakes Poetry, Battersea Arts Centre. There were various sponsors.

(b) The Group of us – Black British artist Eileen Perrier led photography sessions with an adult group at Wandsworth Mind – a ‘drop in’ support centre for adults with mental health problems. The resulting photographic work is on exhibition at Wandsworth Museum Community space, which was sponsored by London Arts.

(c) Pump up the place and Remarkable – a painting workshop for Doddington Activity Centre’s young children (a considerable percentage of whom were from racial minorities) resulting in a short exhibition in the gallery alongside another project by Wandsworth Youth clubs during summer 2000.

Targets 2001/02 – Future Developments

150. A range of initiatives and community based projects are planned which include racial minority users but are not exclusively aimed at those groups.

Consultation

151. There have been no public consultation exercises aimed solely at racial minority users or staff during 2000/01 but a number of public satisfaction and opinion surveys have been conducted to include a representative percentage of minority users, i.e. leisure centres, parks, street cleansing, libraries.

Page 40 Social Services Department

Employment

152. The percentage of minority group employees has risen since the last report from 36.2% to 40.7% for officer staff and from 52.5% to 57.2% for manual staff. There has also been an increase in the percentage of women employed from 76.2% to 76.4% for officer staff and from 96.5% to 96.8% for manual staff.

153. Work is continuing on finalising the arrangements related to the department's Staff Development scheme which it is planned to implement on 1st January 2002. The Scheme is seen as being of mutual benefit to the department and to its staff. Its main aims are to review individuals' performance against agreed objectives, to establish objectives for the future and to identify training and development measures which would assist them in acquiring the full range of skills and abilities relevant to their current post.

154. The recruitment working party chaired by the Director and referred to in last year’s report has given particular emphasis to the recruitment and retention of social workers in the light of widely reported difficulties in London. This resulted in a review of the social work grades and progression criteria leading to the opportunity for speedier advancement through the scale to the senior level for social work staff of whom 78.3% are women and 42.9% are from a racial minority and was the subject of a report to Committee in April 2001.

155. The review of Personnel Section documentation to ensure that it meets with Plain English standards is nearing completion.

156. A review has also been undertaken of the exit questionnaire analyses which are periodically reported to the department's Joint Consultative Committee and Race Working Group. This has resulted in the design of a more comprehensive report which more easily allows for trends and significant issues to be identified and addressed. It has also been decided to increase the number of exit interviews conducted and to make the report available to managers and staff throughout the department.

157. The department also continues to rigorously monitor closely all stages of the recruitment process to ensure that Council policies in relation equal opportunities are observed.

158. Finally, it has recently been decided to undertake a systematic review of the race equality training needs of all new staff with particular emphasis being given by managers to addressing this area as part of the staff induction process. In addition, it has been decided that the training course in managing diversity should also be actively promoted amongst all new managers in the department.

Page 41 Service Delivery

159. The Social Services Department targets for 2000/01 together with a summary of progress are set out below:

(a) to continue the rolling programme of service reviews reporting to the Departmental Race Working Group;

The programme of service reviews has continued. This has included consideration of social work services for people with physical disabilities and sensory needs, child protection services, provider services for people with learning disabilities, the Adoption and Fostering Unit and social work services for Children Looked After. The Department’s Racism Action Plan now incorporates the key targets agreed from each service review so that progress can be monitored on a regular basis;

(b) to implement the Advice Service for older Asian People;

This service, operated by the Citizen’s Advice Bureau and based at the Trinity Road Asian Centre has been fully operational since April 2001;

The service provided by Sound Minds, a music and arts based project which has been particularly successful in meeting the needs of younger African Caribbean users, has been expanded with funding from the Health Improvement Partnership Group, while continued funding was approved for two other projects targeted at African Caribbean users, the Hope Project and the Servol Outreach Service;

(d) to demonstrate that fostering services meet the needs of black and ethnic minority communities (Quality Protects Management Action Plan);

A key indication of success is the proportion of same race placements achieved. As at 30th September 2001, 97% of children looked after from black and ethnic minorities had same race placements. Additionally, training has been organised to support the continued development of appropriate practice. This has included specific training programmes on working with children of dual heritage;

(e) to maintain the Department’s approach to consultation, working in partnership with local racial minority organisations, in order to ensure that the views and perspectives of racial minority communities are taken account of effectively;

Ongoing dialogue has continued with representatives of racial minority groups while a specific meeting was hosted by local community groups as part of the consultation on the draft community care plan. The views expressed at this

Page 42 meeting and through ongoing dialogue were taken into account in finalising all planning documents;

(f) to implement the actions set out in the department’s service plans which are concerned with improving the accessibility and effectiveness of services in relation to racial minority groups;

Progress on implementation of the targets in these two plans is reported on in detail in the annual updates which are published and circulated widely to all interested organisations. Service Planning targets and progress are also set out in other documents, including the Joint Investment Plan for Adult Mental Health Services and the Quality Protects Management Action Plan for Children’s Services. The actions described under items (a) to (d) are examples of relevant targets included in these plans;

(g) to continue to require that service plans include specific targets, where appropriate, to improve access to the Department’s services by racial minority groups and the effectiveness of those services.

A range of specific initiatives and targets have been agreed in the last year. This has included:

- to review the assessment form used for community care assessments in relation to recording cultural and religious needs and providing culturally sensitive assessments;

- to publish a multi-lingual overview booklet on community care services, in Gujerati, Urdu and English in print and on tape; and

- to identify and undertake work to increase the effectiveness of support for families from ethnic minorities of children with disabilities.

160. The Department has continued to review its progress in relation to the CRE Race Equality Standard and other relevant guidance and standards issued by the Department of Health. It has also considered the implications of the Race Relations (Amendment) Act 2000 and has incorporated necessary action into the Department’s Racism Strategy Action Plan. This Action Plan is reviewed regularly at the Departmental Race Working Group alongside the programme of service reviews.

161. The department has continued to improve its collection of information on the ethnicity of its service users and in the last year has consistently achieved completion rates in excess of 85%. The department’s use of information collected through ethnic monitoring and the work arising from this to develop services for older people from racial minority communities was identified by the Chief Inspector of the Social Services Inspectorate as an example of good practice (Chief Inspector’s 9th Annual Report, 2000). The department is now contributing to the preparation of Good Practice Guidance in developing services for racial minority older people which is

Page 43 due to be published by the Department of Health in Spring 2002. Additionally the department’s development work in this area was also highlighted by the Home Office as a best practice example of partnership with and capacity building support for racial minority community organisations (‘Black and Minority Ethnic Voluntary and Community Organisations: a Code of Good Practice.’ Home Office, Active Community Unit, 2000).

162. The Department’s service targets for the next year are intended to consolidate the progress achieved to date:

(i) to continue the rolling programme of service reviews reporting to the Departmental Race Working Group;

(ii) to maintain race record keeping completion rates at levels in excess of 85%;

(iii) to implement the actions set out in the department’s service plans which are concerned with improving the accessibility and effectiveness of services in relation to racial minority groups;

(iv) to continue to require that service plans include specific targets, where appropriate, to improve access to the Department’s services by racial minority groups and the effectiveness of those services;

(v) to ensure that all Best Value Reviews undertaken include a focus on measuring effectiveness in meeting the needs of racial minority communities;

(vi) to publish a multi-lingual leaflet, in English, Urdu and Gujerati, on community care services.

Technical Services Department

Employment

163. The Department currently employs 465 Officer staff of which 27.1% (21.6%) are minority staff. The previous year's figures are shown in brackets. The figures show a significant increase of 5.5% in minority staff. There are 275 manual staff with a decrease in the level of minority staff to 24% (27.6%).

- Reports continue to be made to PROGRESS Group meetings, giving details of recruitment to established posts by gender and race category.

- The Department has expanded the use of self-assessment forms for all posts.

- The Department aims to send out questionnaires to analyse and formally evaluate the effectiveness of self-assessment forms, also to investigate the poor return of completed application forms as opposed to numbers sent out.

Page 44 Service Delivery

164. The Best Value Review Inspection Report of the Planning Service concluded that the aims of the service and its contribution to the Council’s corporate aims and wider initiatives in relation to the environment, regeneration, transport, and access and equalities are clearly set out.

165. To obtain information for best value performance indicator (BVPI III) a customer satisfaction survey was carried out of all applicants whose planning applications were decided in the last financial year (2000/2001). This was carried out on a quarterly basis from April 2000, and involved around 1,750 users of the Planning Service. It is part of a national survey required by the Government to be carried out by all local planning authorities using a questionnaire drawn up by Government. This included the collection of information on ethnic origin which will enable comparisons to be made and for issues to be identified in service delivery related to ethnic origin.

166. An overall response rate of 66% was achieved. Just 75 (7%) of respondents were from racial minorities. Eighty-three percent of racial minority respondents were either very or fairly satisfied compared with 85% of white respondents. The very satisfied proportions were 32% and 46% respectively. Seven percent (5) of racial minority respondents were either fairly or very dissatisfied compared with 8% of white respondents. The same proportion (93%) of both groups of respondents received planning permission. Though the overall satisfaction ratings are very similar between racial minority and white respondents there is a noticeable difference in the “very satisfied” proportions. This will need to be assessed in detail together with the results of the residents’ panel referred to in last year’s report to establish whether there are service delivery issues that need to be addressed.

167. In previous reports concern was raised about the absence of take-up by racial minority groups of the pilot Access Improvement Grant scheme. The scheme was launched by the Planning Service in 1998 to provides assistance to voluntary groups and organisations with the costs of making their premises accessible to people with disabilities. The three enquiries from racial minority groups referred to last year have resulted in two successful applications for grant assistance out of a total of 11 grants approved since the scheme started. The future funding of this scheme is to be reviewed and this will include an examination of the response by racial minority groups, a re-assessment of publicity measures and a consideration of any other appropriate actions in relation to this.

168. Just two planning applications for places of worship and a community hall were made by racial minority groups in 2000. One for the addition of minarets to an existing mosque was approved but the other was refused as it involved the loss of employment floor space in area where employment uses are safeguarded by planning policies.

Page 45 169. The Borough’s Crime and Disorder Reduction Strategy (CDRS) 1999-2002 is now in its final year and continues to progress actions specifically targeted at reducing racial incidents. The section in the Strategy that relates to racist crime was reviewed at the end of 2000/01 and now has 9 actions to be achieved over this year. Issues covered by these actions include; increasing the number of incidents reported, awareness of service provision for victims of racially motivated crime, work with vulnerable victims and increasing the level of participation in minority groups that address crime and disorder issues in the Borough.

170. Members of the Crimewatch Team continue to contribute to the work of Wandsworth’s Ethnic Minorities Consultation Forum and Racial Incidents Panel. WEMCF continues to support the partnership with implementing actions in the Crime and Disorder Reduction Strategy Action Plan and will play a crucial role in the formulation of actions around race issues in the forthcoming Crime and Disorder Reduction Strategy. A presentation will be made on the findings of the Crime Audit with a consultation exercise to follow in November 2001. It is anticipated that this will provide the Forum with the opportunity to adopt a more inclusive role in the next Crime and Disorder Reduction Strategy as suggested in report 01-371 to the Environment and Public Services Committee in April this year. The Forum’s revised terms of reference has been agreed and reflects the key role of the Forum in the implementation of relevant actions in the next Strategy. This work will build on a survey about perceptions of racist crime which was undertaken by WEMCF during 2000/01.

171. Crimewatch Section has been successful in securing funding in a joint bid for Single Regeneration Budget (SRB) round 6 funding. A proportion of this funding is to be used to finance initiatives aimed at reducing youth crime among minority groups. Initial work in surveying young people in Tooting about their attitudes is already underway.

172. 11 % of the Neighbourhood Watch co-ordinators in the Borough are of a racial minority background. This is a slight increase proportionally on the previous year’s figure and one that represents a further increase in the total number of co-ordinators from racial minorities. Neighbourhood Watch is continuously promoted throughout the Borough with racial minority groups encouraged to participate.

173. The Crime Prevention Centre held a successful seven week ‘hate crime’ campaign during February/March of this year with another to be held in early 2002. The campaign used sport as a focus and included a competition. The event was supported by Chelsea Football Club.

174. The Race Relations (Amendment) Act 2000 has added enforcement as a public authority function to which the provisions against racial discrimination apply. The Department has a significant enforcement role in planning, building control, highways and in environmental health. Monitoring procedures, guidelines and training will need to be reviewed in the coming year to ensure compliance with the Act.

Page 46 TC.1301 race (rev.10.01) 5/16/02 11:11 AM Page C2

Equal Opportunities in Employment

Results of Annual Monitoring by Race

1st April 2000 - 31st March 2001

• The Council’s work force • The recruitment process

This is available in large print format TC.1301 race (rev.10.01) 5/16/02 11:11 AM Page 2

Table 1

Comparison with Borough Census Figures The publication of the 1991 Population Census details as they relate to the Borough of Wandsworth enabled the officers to identify the Council’s overall position with regard to its employment of racial minority staff. The results of this year’s survey for race are as shown below:-

Race

Minorities as Minority proportion White Groups (1) Total of total 1991 Census Overall 201,821 50,604 252,425 20% Economically active (2) 115,873 25,477 141,350 18% Council Employees 2001 4,748 1,589 6,337 25.1%

Footnotes: (1) The minority groups listed in the 1991 census were as follows: Black Black Black Indian Pakistani Bangladeshi Chinese Other groups Caribbean African other Asian Other

(2) Economically Active – includes those aged 16-59 years, in full-time employment, part-time employment, unemployed, students and those on Government schemes.

2 TC.1301 race (rev.10.01) 5/16/02 11:11 AM Page 3

Table 2

Overall Percentage of Minority Group Employees

Total Minority Group Percentage Year Employees Employees Minority Group 1995 7,041 1,350 19.2 1996 6,547 1,269 19.4 1997 6,399 1,175 18.4 1998 6,379 1,304 20.4 1999 6,287 1,413 22.5 2000 6,332 1,508 23.8 2001 6,337 1,589 25.1

Overall Percentage of Minority Group Employees

10000

19.2% 19.4% 18.4% 20.4% 22.5% 23.8% 25.1% 8000

p 6000

f E

r o

b 4000

2000

0 1995 1996 1997 1998 1999 2000 2001

Majority Group Employees Minority Group Employees

3 TC.1301 race (rev.10.01) 5/16/02 11:11 AM Page 4

Table 3

Minority Group Distribution between Officer and Manual Employees

(a) Officer Staff

Survey Minority Percentage Year Total Group Minority Group 1995 5,658 1,062 18.8 1996 5,488 1,017 18.5 1997 5,250 970 18.5 1998 5,001 1,018 20.3 1999 4,943 1,059 21.4 2000 4,972 1,098 22.1 2001 4,878 1,156 23.7

Distribution Between Officer Staff

8000

18.8% 7000 18.5% 18.5% 20.3% 21.4% 22.1% 23.7%

6000

r S 5000

fic

f O 4000

r o

m 3000

N 2000

1000

0 1995 1996 1997 1998 1999 2000 2001

Officer Majority Total Officer Minority Total

4 TC.1301 race (rev.10.01) 5/16/02 11:11 AM Page 5

(b) Manual Staff

Survey Minority Percentage Year Total Group Minority Group 1995 1,383 288 20.8 1996 1,059 252 23.8 1997 1,149 205 17.8 1998 1,378 286 20.7 1999 1,344 354 26.3 2000 1,405 410 29.2 2001 1,459 433 29.7

Distribution Between Officer Staff

2000 29.7% 29.2% 26.3% 20.8% 20.7%

1500 17.8% ff 23.8%

l S

f M 1000

r o

N 500

0 1995 1996 1997 1998 1999 2000 2001

Manual Majority Total Manual Minority Total

5 TC.1301 race (rev.10.01) 5/16/02 11:11 AM Page 6

Table 4

Employment of Racial Minorities within Departments

(a) Officer Staff

Minority Percentage Department Total Group Minority Group 2001 2001 2001 2000 1977 Administration 318 66 20.8 20.1 3 Education 2,082 290 13.9 12.2 – Finance 359 129 35.9 34.3 4 Housing 360 83 23.0 19.7 2 Leisure and 603 174 28.8 31.3 6 Amenity Services Social Services 829 337 40.7 36.2 7 Technical Services 327 77 23.5 21.6 6 Total 4,878 1,156 23.7 22.3 –

Racial Minorities Within Departments

13.9% 2500

2000

1500 40.7%

1000 28.8%

20.8% 35.9% 23.0% 23.5% 500

0 Administration Education Finance Housing Leisure & Social Technical Amenity Services Services

Minority Officer Total Majority Officer Total

6 TC.1301 race (rev.10.01) 5/16/02 11:11 AM Page 7

(b) Manual Staff

Minority Percentage Department Total Group Minority Group 2001 2001 2001 2000 1977 Administration 18 4 22.2 33.3 0 Education 800 160 20.0 17.8 – Finance – – – – – Housing 12 4 33.3 25 1.2 Leisure and 5 0 0 0 1.6 Amenity Services Social Services 339 194 57.2 52.5 11 Technical Services 285 71 24.9 27.6 6 Total 1,459 433 29.7 29.2 –

Racial Minorities Within Departments 20.0% 1000

800

600 57.2%

24.9% 400

200

22.2% 33.3% 0% 0 Administration Education Finance Housing Leisure & Social Technical Amenity Services Services

Total Minority Manuals Total Majority Manuals

7 TC.1301 race (rev.10.01) 5/16/02 11:11 AM Page 8

Table 5

(a) Distribution of Racial Minorities between Officer Grades

Minority Percentage Grading Level Total Group Minority Group 2001 2001 2001 2000 1977 Chief Officer (Hay bands 1–5)* 42 1 2.4 2.4 0 Principal Officers 3–8 668 88 13.2 11.6 – Principal Officers 1–2 320 58 18.1 17.6 3 Headteachers 67 3 4.5 4.5 – Teaching Staff 1,199 135 11.3 10.1 – SO 1–2 384 104 27.1 24.1 7 Sc. 3–6 1,379 497 36.0 33.4 6 Sc. 1/2 272 61 22.4 25.7 6 Social Workers 184 79 42.9 40.2 7 Residential Social 126 62 49.2 37.6 20 Workers Nursery Staff 137 25 18.2 14.6 12 Other (Grades) 100 43 43.0 43.1 – Total 4,878 1,156 23.7 22.3 –

* Incorporates Head Teachers equivalent to Hay Band Salaries

8 TC.1301 race (rev.10.01) 5/16/02 11:11 AM Page 9

(b) Distribution of Racial Minorities between Manual Grades

Minority Percentage Grading Level Total Group Minority Group 2001 2001 2001 2000

Grade 5 and above 364 78 21.4 23.6 Grade 3 and 4 623 127 20.4 17.2 Grade 1 and 2 151 45 29.8 33.1 Other (Craft grades) 10 5 50.0 20.8 Homecare 311 178 57.2 54.7 Total 1,459 433 29.7 29.2

9 TC.1301 race (rev.10.01) 5/16/02 11:11 AM Page 10

Table 6

Proportion of Minority Group Applicants and Appointees to Officer Posts (a) All Posts Total: 402

Total Minority % Minority % Minority % Minority monitored Group Group Group Group 2000/01 2000/01 1999/00 1986/87

Applications 4,393 2,455 56 53 16 Short-listed 1,244 566 45 45 12 Appointed 338 139 41 37 3

(b) Externally and Internally Advertised Posts Total: 385

Total Minority % Minority % Minority % Minority Stage monitored Group Group Group Group 2000/01 2000/01 1999/00 1986/87

Applications 4,274 2,388 56 53 17 Short-listed 1,204 552 46 45 13 Appointed 323 134 41 38 4

Total Minority % Minority % Minority % Minority Stage monitored Group Group Group Group 2000/01 2000/01 1999/00 1986/87 Applications 119 67 56 0 9 Short-listed 40 14 35 0 9 Appointed 15 5 33 0 2

10 TC.1301 race (rev.10.01) 5/16/02 11:11 AM Page 11

Table 7

Departmental Distribution of Minority Group Applicants and Appointees to Officer Posts

Department Stage Total Minority % Minority % Minority % Minority monitored Group Group Group Group 2000/01 2000/01 1999/00 1986/87

Adminis- Appl. 405 215 53 44 4 tration S.List 145 51 35 36 6 Appt’d. 27 5 19 19 0

Education Appl. 457 237 52 52 NA S.List 156 59 38 44 Appt’d. 46 15 33 31

Finance Appl. 879 569 65 67 15 S.List 192 102 53 62 8 Appt’d. 43 23 53 53 0

Housing Appl. 352 235 67 59 15 S.List 69 40 58 55 5 Appt’d. 13 12 92 43 3

Leisure & Appl. 519 146 28 40 6 Amenity S.List 129 30 23 36 0 Services Appt’d. 39 10 26 34 0

Social Appl. 915 544 59 50 14 Services S.List 374 211 56 39 11 Appt’d. 112 50 45 32 17

Technical Appl. 866 509 59 52 NA Services S.List 179 73 41 46 Appt’d. 58 24 41 48

11 TC.1301 race (rev.10.01) 5/16/02 11:11 AM Page 12

Table 8

Distribution of Minority Group Applicants and Appointees to Officer Posts by Grades

Grades Stage Total Minority % Minority % Minority % Minority of Posts monitored Group Group Group Group 2000/01 2000/01 1999/00 1986/87

Hay Band Appl. 0 0 0 0 NA Officers S.List 0 0 0 0 Appt’d. 0 0 0 0

PO3 and Appl. 391 100 26 38 NA above S.List 198 24 12 26 Appt’d. 55 5 9 15

PO1-PO2 Appl. 253 110 43 48 8 S.List 99 42 42 36 6 Appt’d. 27 9 33 22 0

Senior Appl. 286 132 46 49 NA Officers S.List 105 37 35 33 Appt’d. 23 6 26 27

Scales 3-6 Appl. 2,756 1,673 61 58 17 S.List 579 305 53 53 13 Appt’d. 145 75 52 45 2

Scales 1-2 Appl. 138 77 56 44 23 S.List 52 21 40 48 19 Appt’d. 23 11 48 45 6

Social Appl. 569 363 64 52 13 Services S.List 211 137 65 48 13 Grades Appt’d. 65 33 51 46 8

OSSR* Included in above gradres

Network Appl. 24 14 58 44 NA Trainees S.List 18 11 61 62 Appt’d 9 6 67 65

*OSSR – Operational Services Salary Range

12 TC.1301 race (rev.10.01) 5/16/02 11:11 AM Page 13

Table 9

Proportion of Minority Group Applicants and Appointees to Manual Posts

Total Minority % Minority % Minority % Minority Stage monitored Group Group Group Group 2000/01 2000/01 1999/00 1986/87

Applications 54 21 39 36 32 Short-listed 37 13 35 21 26 Appointed 15 5 33 19 27

Table 10

Departmental Distribution of Minority Group Applicants and Appointees to Manual Posts

Total Minority % Minority % Minority % Minority monitored Group Group Group Group Department Stage 2000/01 2000/01 1999/00 1986/87

Adminis- Appl. 11 4 36 0 0 tration S.List 7 2 29 0 0 Appt’d. 3 2 67 0 0 Education Appl. 0 0 0 0 NA S.List 0 0 0 0 Appt’d. 0 0 0 0 Housing Appl. 0 0 0 0 39 S.List 0 0 0 0 21 Appt’d. 0 0 0 0 43 Leisure & Appl. 11 1 9 0 15 Amenity S.List 9 1 11 0 17 Services Appt’d. 4 1 25 0 25 Social Appl. 6 5 83 0 28 Services S.List 4 4 100 0 30 Appt’d. 1 1 100 0 21 Technical Appl. 26 11 42 38 27 Services S.List 17 6 35 23 27 Appt’d. 7 1 14 21 23

13 TC.1301 race (rev.10.01) 5/16/02 11:11 AM Page 14

Table 11

Distribution of Minority Group Applicants and Appointees to Manual Posts by grade

Grades & Stage Total Minority % Minority % Minority % Minority Wage Range monitored Group Group Group Group 2000/01 2000/01 1999/00

Grade 5 Appl. 1 1 100 0 NA & above S.List 1 1 100 0 Appt’d. 1 1 100 0

Grades 3 & 4 Appl. 10 3 30 46 NA S.List 6 1 17 46 Appt’d. 2 1 50 50

Grades 1 & 2 Appl. 17 6 35 0 NA S.List 13 5 38 0 Appt’d. 5 2 40 0

Other Craft Appl. 0 0 0 0 NA Grades S.List 0 0 0 0 Appt’d. 0 0 0 0

Home Carer Appl. 0 0 0 0 NA Grades S.List 0 0 0 0 Appt’d. 0 0 0 0

OSSR* Appl. 26 11 42 40 Grades S.List 17 6 35 26 Appt’d. 7 1 14 23

* OSSR – Operational Services Salary Range

14 TC.1301 race (rev.10.01) 5/16/02 11:11 AM Page 15

Table 12

Proportion of Minority Group Appointments to Newly Qualified Primary Teacher Posts

% Minority Group Total Monitored Minority Group 1999/00 Appointments 122 14 11.5

Table 13

Proportion of Minority Group Staff undertaking Qualifica- tion Training for the academic year 1999/00

Total No. Total No. of Department on course Minority Staff % Minority Staff

Administration 3 2 67 Education 7 3 43 Finance 14 3 21 Housing 5 1 20 L & A Services 13 6 46 Social Services 71 27 38 Technical Services 17 5 29 Total 130 47 36

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TC.1301 race (rev.10.01)