Towards a Fairer Swale Swale Borough Council

Corporate Equality Strategy 2007 - 2011 Towards a fairer Swale Swale Borough Council

Towards a fairer Swale

Commitment to Equalities and Diversity

Swale Borough Council is responsible both as an employer ethnic or national origin, religion or belief, gender, marital and as a provider of services to our community. This status, sexuality, disability, age or any other unjustiﬁ able document forms our comprehensive equality policy and sets reason. We want everyone in Swale to feel safe from out the Council’s ambitions in terms of promoting equality harassment and to be able to access high quality services and diversity in employment and in service delivery. designed to respond to their individual needs.

Our community is made up of a diverse range of individuals As an employer, we want to make Swale Borough Council and groups with differing needs, which can change for a a great place to work where individuals can make a positive number of reasons. This diversity brings a richness to our contribution to improving services and helping to create a culture and we need to embrace the differences that we fully inclusive community. We will recruit, develop and retain share to encourage tolerance and understanding. This the most talented people by valuing their different skills and will help us to create and improve people’s lives by raising experiences. We will make sure that employees are treated expectations and ambitions within our community so that fairly and equitably and we will encourage an honest and Swale is a great and safe place to live and work. We want open culture, which values the differences we all bring. to play a role in developing opportunities for social inclusion and community cohesion so that all groups in our community To help us achieve our aims we are committed to raising can enjoy a high quality of life where individuals feel that the Council’s achievement in terms of the level we attain of they can contribute to and participate fully in society. the Equality Standard for Local Government. The Equality Standard sets all equality issues on an equal footing using We are determined to meet the duties placed on us relating one common framework for everything and standardises all to equality and are committed to reducing disadvantage, equality legislation. The standard seeks to make sure that discrimination and inequality of opportunity. Our aim is to we mainstream equalities into our everyday work, by writing make Swale a place where everyone is treated equally, it into our business and service plans, performance reviews, where different needs and the diversity of our community is actions plans, employment practises and into our everyday recognised, supported and valued. service delivery. It provides a framework that extends to all the six equality groups of Race, Gender, Disability, Age, This means that we have to work and strive continuously to Sexual Orientation, Religion or Belief. make sure that Swale is a place where no-one experiences discrimination or disadvantage because of race, nationality,

Cllr. Andrew Bowles Cllr. Angela Harrison Cllr. Elvina Lowe Cllr. Chris Boden Leader of the Council Labour Group Liberal Democrat Independant Group Leader Leader Leader

2 Swale Borough Council

Towards a fairer Swale

Contents

Commitment to Equalities and Diversity ...... 2 Introduction ...... 4 Key Drivers ...... 5 Views of Local People...... 5 The Borough of Swale ...... 7 The Aim of This Strategy...... 9 Race ...... 10 Religion and Belief ...... 12 Gender ...... 13 Disability ...... 15 Age ...... 17 Sexual Orientation ...... 19 Equality Impact Assessment ...... 20 Performance and Review ...... 21 Action Plans ...... 22 Contact Details ...... 28 How to Get Involved? ...... 28

3 Swale Borough Council

Towards a fairer Swale

Introduction

Our Corporate Plan sets out a framework within which Swale Our Corporate Commitment to Equalities Borough Council will work and contribute towards the delivery of its vision for the Borough. Swale Borough Council’s Mission To deliver, directly and in partnership with others, a variety of services to meet and champion the needs of the local community Our Vision for Swale To be a performance led organisation that delivers excellent public services, good value for money and effective community leadership Our Priorities to Achieve the Vision To achieve its vision the Council has set four interrelated priorities. 1. Regenerating Swale The Council is committed to ensuring that it tackles social 2. Creating A Greener and Cleaner Swale inclusion and diversity issues across all the services the Council 3. Promoting A Safer and Stronger Community provides, both internally and externally. Swale Borough Council 4. Becoming A High Performing Organisation recognises that individuals and communities may experience unlawful discrimination on the grounds of their race or ethnicity, The priorities cover the entire borough of Swale, which includes disability, gender (including transgender and transsexual people), the urban areas of Faversham, Sheppey and Sittingbourne and a relationship or marital status, sexual orientation (because they are signifi cant rural area. In setting these priorities we have considered lesbian, gay, bisexual or heterosexual), age, HIV or other health Swale’s performance against a range of economic, social and status, language, background, physical or mental impairment, environmental factors relative to the Thames Gateway, Kent, faith or religious belief or physical appearance. We believe that the South East and to the national picture. We have consulted equality for all is a basic human right and actively oppose all forms widely and taken into account a range of research that helps us of unlawful and unfair discrimination. We recognise and value understand what is important to our communities and what you the diversity of society and are striving to promote and refl ect believe we should be focusing on. that diversity within this Council. We will implement the Corporate Equality Strategy to ensure this takes place. Our Values We support the shared values of our partners as set out in the Kent Partnership Compact. The Compact focuses on the relationship between the voluntary and community sector with the public sector and aims to encourage closer working and co-operation for the benefi t of the people of Kent. Openness Objectivity Honesty Understanding Accountability Transparency Integrity Common purpose Respect Leadership Trust Good communications Confi dence Listening

4 Swale Borough Council

Towards a fairer Swale

Key Drivers

Legal and National Priorities The Corporate Plan 2007 – 2011, “Shaping the Future of Swale” sets out how the Council will use its resources to A wide range of legislation has been introduced to promote equality work with a range of partners to deliver essential services and tackle unfair discrimination, which applies to local government that will improve the lives of the people that live, work and and Swale Borough Council. visit Swale. The Equal Pay Act 1970 states that women must be paid The Best Value Performance Plan 2006/07 brings the same as men when doing work of equal value or vice together information about the Council’s recent versa. performance and plans for its future, how we intend to The Sex Discrimination Act 1975 makes it unlawful to improve. discriminate on the grounds of sex, in employment, The Regeneration Framework 2006-2016 aims to guide education, advertising or when providing housing, goods, investment in Swale by identifying regeneration priorities services or facilities. and securing public resources to support them. The Race Relations Act (RRA) 1976 (as amended in 2000 Economic Development Strategy 2005-2008 sets out & 2003) requires that local authorities take appropriate key objectives, projects and wider economic development steps to promote race equality, eliminate unlawful race activity across the Borough. discrimination & promote good race relations between The Swale Housing Strategy 2004-2007 reviews all people of different racial groups. housing related issues in Swale, sets out housing The Disability Discrimination Act (DDA) 1995 (as amended objectives and establishes priorities for action. in 2003 and 2005) requires that local authorities take The Swale Borough Local Plan 2000 sets out appropriate steps to actively promote disability equality proposals for development and other use of land as well as the and makes it unlawful to discriminate on the ground of general planning policies that apply Borough-wide. In disability. early 2008, this will be replaced by the Swale Borough The Sex Discrimination (Gender Reassignment) Local Plan Review, following which the Council will prepare Regulations 1999 insert into the Sex Discrimination Act its Local Development Framework. 1975 a provision, which extends the Act to cover discrimination on grounds of gender reassignment in Views of Local People employment & vocational training. The Human Rights Act 1998 gives greater effect to rights The 2007 General User Satisfaction Survey found that and freedoms guaranteed under the European Convention 42.5% of respondents believed that Swale is an area on Human Rights where people from different backgrounds get on well, 14% The Employment Equality (Religion & Belief) Regulations disagreed with this statement. 2003 make it unlawful to discriminate against workers 9.7% of respondents believed that the Council treats all because of religion or similar belief. types of people fairly a great deal of the time and a further The Employment Equality (Sexual Orientation) 34% believed that the Council treats all types of people Regulations 2003 make it unlawful to discriminate against fairly to some extent. workers because of sexual orientation. Top 5 Issues The Employment Equality (Age) Regulations 2006 make it People were asked to state what they considered to be unlawful to discriminate against workers, employees, job their fi ve most important things in making somewhere a seekers and trainees because of their age. good place to live, less than 1% of respondents placed The Equality Act 2006 places a duty on all public race relations in their top fi ve issues. The top fi ve issues authorities to eliminate discrimination and harassment and were health services, level of crime, affordable decent to promote equality. housing, education provision and clean streets, and these were largely supported by people regardless of ethnic Swale Borough Council’s Key Documents group and whether or not they had a disability. The Community Plan, “Priority Swale” sets out how the For people from a Black or Minority Ethnic (BME) Group Council will work with its key partners to improve the the top fi ve issues in making somewhere a good place to live economic, environmental and social well being of the were health services, the level of crime, clean streets, borough. shopping facilities and the level of traffi c congestion.

5 Swale Borough Council

Towards a fairer Swale

For people with a disability the top fi ve issues in making well the Council is performing; again this was slightly lower somewhere a good place to live were health services, amongst respondents from a BME group (68%) and those the level of crime, clean streets, affordable decent housing, with a disability (66%). and public transport. Finding Out About Swale Borough Council Most Needing Improvement The survey asked residents how they fi nd out about People were also asked which of those issues most needed Swale Borough Council. 32% of respondents use local improvement, again race relations was only mentioned by less media (newspapers, televisions and radio) to fi nd out about than 1% of respondents. The top fi ve issues were the Swale Borough Council, 27% rely on information provided level of crime, road and pavement repairs, activities for by the Council (newspaper/ magazines, leafl ets, posters), teenagers, shopping facilities and health services. Again these 16% rely on word of mouth, 11% rely on direct contact were largely supported by people regardless of BME group with the Council, 10% rely on the Council website, 2% and whether or not they had a disability. from their local Councillor and 2% said they used other ways. For people from a BME Group the top fi ve issues most Respondents from BME groups were more likely to rely needing improvement were the level of crime, job on local media, the Council website and direct contact with prospects, shopping facilities, health services and sports their local Councillor to fi nd out about Swale Borough and leisure facilities. Council. People with disabilities were more likely to rely For people with a disability the top 5 issues most needing on information provided by the Council or word of mouth to improvement were road and pavement repairs, health fi nd out about Swale Borough Council. services, activities for teenagers, the level of crime, Local Decision Making and public transport. 25% of respondents were very or fairly satisfi ed with the opportunities to participate in local decision making provided Feeling Informed by the Council, this was slightly higher amongst respondents The proportion of residents feeling informed about the from a BME group (37.5%) and those with a disability (33%). services and benefi ts the Council provides has declined Only 30% of respondents felt able to infl uence decisions considerably between 2004 and 2006. affecting their local area, this was signifi cantly less 63% of respondents stated that they were not well informed amongst respondents with a disability (25%) and those about the services and benefi ts the Council provides. from a BME group (17%). This compares to 50% of respondents in 2004 who believed 59% of respondents said depending on the issue they that the Council gives only a limited amount of would like to be more involved in the decisions the Council information/doesn’t tell us much at all about what it does. makes that affect their local area, this was considerably The proportion of respondents from a Black or Minority higher amongst respondents from a BME group (72%) and Ethnic community who felt they were not well informed considerably lower amongst respondents with a disability about the services and benefi ts the Council provides was (46%). slightly higher than for non-BME respondents (67% compared to 63%), and 59% of people with a disability Satisfied with opportunities to felt they were not informed about the services and benefi ts participate in local decision making the Council provides . Only 4.5% of respondents feel they are very well informed about the services the Council provides (compared to 5% Disabled in 2004), and a further 32.5% feel they are fairly well Respondents informed about the services the Council provides (compared to 38% in 2004). BME Respondents Delivery & Performance 71% of respondents did not feel well informed about All whether the Council is delivering on its promises. This Respondents was slightly lower amongst respondents with a disability (64%) and those from a BME group (52%). 0.0% 10.0% 20.0% 30.0% 40.0% 70% of respondents did not feel well informed about how

6 Swale Borough Council

Towards a fairer Swale

The Borough of Swale

SHEERNESS Located between the North Kent Coast and the North Downs, Swale has a prime location, within 40 miles of London and

the Channel ports, but set in the Kentish countryside. It is a ISLE OF SHEPPEY diverse Borough, containing three distinct areas in the form of Sittingbourne, Faversham and the Isle of Sheppey, as well as an extensive rural hinterland. Population Growth The 2001 Census of Population shows that Swale has a total population of 122,801, with 47% of the resident SITTINGBOURNE FAVERSHAM population living in the Sittingbourne area, 25% in the Faversham area, and 28% in the Sheppey area. The population of Swale grew signifi cantly between 1991 and 2004, ranking 110 out of 408 districts in Great Britain. The Offi ce of National Statistics mid-year population estimates show that the population of Swale grew by only 600 people (0.5%) between 2004 and 2005. Kent County Council population forecasts predict that the population of Swale will grow by 8,300 persons (4.3%) According to latest population estimates approximately between 2001 and 2011 and by 2,400 persons (6.5%) 5,000 (3.8%) people in the Swale Borough Council area between 2001 and 2016. classifi ed themselves as belonging to a Black or Minority Ethnic (BME) group, this is lower than the average for the Households South East (6.95%) and for England as a whole (10.89%). The 2001 Census of Population estimates there to be Asian or Asian British people (1,600 people) represent the 49,257 households in Swale, of these 74% per cent are largest number of people from a BME community in the owner occupied and 26% are rented, this is a very similar Swale area; this is followed by Black or Black British (1,400 picture for Kent County and the South East as a whole. people), people of mixed race (1,300) and Chinese or Other The Department for Communities and Local Government Ethnic Group (700 people). dwelling stock count as at the 1 April 2006 estimated the Amongst people of an Asian or Asian British ethnic grouping, total number of dwellings in Swale to be 56,593 people from the Indian community make up the largest households. group (800 people) within Swale. The distribution of people The average household size in Swale is 2.49 persons per from the Indian ethnic group across the borough differs household, ranking 54th out of 408 districts in the Country, signifi cantly to the distribution of the population of Swale above the National, South-East and Kent averages. as a whole with 52% living in the Sittingbourne area, 11% in

the Faversham area and 37% in the Sheppey area. Deprivation African and Caribbean people are the largest ethnic groups Swale Borough Council is ranked as the second most (800 and 500 people respectively) within people of black deprived local authority in Kent, the 9th in South East and or black British ethnic grouping within Swale. The distribution 130th nationally. 5 of the 20 most deprived areas in Kent of people from the African and Caribbean ethnic groups are in Swale. Poor education and skills play a signiﬁ cant across the borough differs signiﬁ cantly to the distribution of role in low deprivation scores in Swale. the population of Swale as a whole, with 32% of people

from the African and 29% of people from the Caribbean Ethnicity ethnic group living in the Sittingbourne area, 16% of people Within the Swale area there are relatively few people from from the African and 11% of people from the Caribbean ethnic minority groups in comparison to the number ethnic group in the Faversham area and 52% of people of white residents, which account for 96.1% of the resident from the African and 60% people from the Caribbean ethnic population. group in the Sheppey area.

7 Swale Borough Council

Towards a fairer Swale

Amongst people of mixed race, people from a White and Gender Asian community and a White and Black Caribbean represent the largest grouping (400 people) within Swale. The number of men and women in the Swale Borough The distribution of people from the white and Asian ethnic Council area is fairly evenly split - 49% and 51% group across the borough is similar to the distribution of the respectively. This is similar for all age groups, until population of Swale as a whole with 40% living in the after the age of 75, where there is a marked difference with Sittingbourne area, 26% in the Faversham area and 34% in signiﬁ cantly more women over the age of 75 (63%) than the Sheppey area. men (37%). Around 8,200 (0.6%) of the population in Kent is a Gypsy or Traveller. Age The age distribution for Swale is very similar to that of Kent Disability County, the South East and England as a whole. 18% of people living in the Swale Borough Council area 7,751 people (6%) that live in Swale are under the age consider themselves to have a long term limiting illness, of 5 and 18,760 people (15%) are aged 5–15 years. this compares to 17% for Kent County, 16% for the South 6,033 people (5%) that live in Swale are aged 16–19 East and 18% for England. years Last year, through the Staying Put programme we helped 41,100 people (33%) that live in Swale are aged 20-44 78 disabled people to continue living in their own home years and 24,587 people (20%) are aged 45-59 years with disabled grants. 93 people were helped to continue 6,178 people (5%) that live in Swale are aged 60-64 living in their home through a range of other private and years and 18,392 people (15%) are aged 65 years or charity work and a further 20 people paid themselves or over, of which 8,402 people are aged 75 years or over. had charity help for funding, included help for leaking roofs The average age in Swale is 38.2 years, placing the and bad electrics as well as work to improve disabled Borough 292 out of 408 districts in the Country. access. Religion or Belief Sexual Orientation The majority of people who live in Swale state their religion The amount of people living as a same sex couple in Swale as Christian (93,192 people), accounting for 76% of the according to the 2001 census was 138 or 0.15% of the resident population; followed by Muslim (448 people), people aged 16 or over in the borough at that time. This other religions (340 people), Hindu (248 people), Buddhist is below both the South East average (0.21%) and England (164 people), Sikh (112 people), and Jewish (103 people). as a whole (0.2%). Within the Swale area, 15% (18,888 people) of the population stated that they did not have a religion.

8 Swale Borough Council

Towards a fairer Swale

The Aim of This Strategy

The Council has a legal duty to produce equality schemes covering Cover All Aspects of Policy Making, Service six separate strands of diversity - race, disability, gender, sexual Delivery and Employment orientation, age and religion & belief. To ensure that our approach to equality is consistent and integrated across the organisation it We aim to: makes sense to bring these together into one document, which encourage policy makers to be more aware of issues will allow the Council to address effectively multiple issues of concerning particular groups; discrimination, which cut across more than one diverse group. identify and develop good practice which will lead to more As the legislation covering the six strands of diversity is slightly informed decision-making; different for each area, this strategy dedicates a separate section encourage greater openness in policy-making helping to to each diversity strand. make sure that our policies are properly targeted; improve the organisation’s ability to deliver suitable and This Corporate Equality Strategy aims to: accessible services, and to carry out functions so that they secure equality as a corporate goal meet various needs; create a culture of questioning and challenging assumptions increase conﬁ dence in public services, especially among on service planning & delivery minority communities; cover all aspects of policy making, service delivery and achieve a more representative workforce, with improved employment staff morale and productivity.

Equality as a Corporate Goal We aim to identify disadvantage associated with age, disability, gender, race, religion or belief and sexual orientation and work with our local community to set targets to eliminate the barriers that create disadvantage and ultimately mainstream equality and diversity into service delivery and employment for all aspects of the Council’s work. Culture of Questioning and Challenging Assumptions on Service Planning & Delivery We aim to achieve better targeted policies; representation of different groups at all levels; improvements in perceptions of services, and more satisfaction with services; greater conﬁ dence in services; better consultation and more participation by service users and members of the public; better targeted information about public services; and better access to public services.

9 Swale Borough Council

Towards a fairer Swale

Race

The General Duty

The Race Relations Act 1976, as amended by the Race Relations (Amendment) Act 2000 places a statutory general duty on all public authorities, including local authorities to: Eliminate unlawful racial discrimination Promote equality of opportunity; and Promote good relations between people of different racial groups. The Specifi c Duties Alongside the production of a Race Equality Scheme (RES) public authorities, including local authorities, have a specifi c duty to carry out employment monitoring and publish relevant data on an annual basis. This specifi c duty is to ensure that organisations are aware Swale area; this is followed by Black or Black British (1,400 of any trends and patterns within their employment practices people), people of mixed race (1,300) and Chinese or Other and policies that could indicate adverse impact on certain racial Ethnic Group (700 people). groups. Amongst people of an Asian or Asian British ethnic grouping, people from the Indian community make up the largest As part of their RES, public authorities must include a list of group (800 people) within Swale. The distribution of people prioritised functions and policies, and indicate how and when this prioritised list will be impact assessed. The public authority has from the Indian ethnic group across the borough differs a duty to publish all impact assessments so that they are made signifi cantly to the distribution of the population of Swale available to the public; a common way of doing this is through the as a whole with 52% living in the Sittingbourne area, 11% in Council’s website. the Faversham area and 37% in the Sheppey area. African and Caribbean people are the largest ethnic groups How It Will Be Enforced (800 and 500 people respectively) within people of black In relation to the specifi c duty and production of a RES, the EHRC or black British ethnic grouping within Swale. The distribution - Equalities and Human Rights Commission will have the power to of people from the African and Caribbean ethnic groups issue compliance notices where it is satisfi ed that a local authority across the borough differs signifi cantly to the distribution of has failed to comply with its specifi c duties under the regulations the population of Swale as a whole, with 32% of people and can enforce the notices in the County Court. from the African and 29% of people from the Caribbean

ethnic group living in the Sittingbourne area, 16% of people Race in Swale from the African and 11% of people from the Caribbean Within the Swale area there are relatively few people from ethnic group in the Faversham area and 52% of people ethnic minority groups in comparison to the number from the African and 60% people from the Caribbean ethnic of white residents, which account for 96.1% of the resident group in the Sheppey area. population. Amongst people of mixed race, people from a White and According to latest population estimates approximately Asian community and a White and Black Caribbean 5,000 (3.8%) people in the Swale Borough Council area represent the largest grouping (400 people) within Swale. classiﬁ ed themselves as belonging to a Black or Minority The distribution of people from the white and Asian ethnic Ethnic (BME) group, this is lower than the average for the group across the borough is similar to the distribution of the South East (6.95%) and for England as a whole (10.89%). population of Swale as a whole with 40% living in the Asian or Asian British people (1,600 people) represent the Sittingbourne area, 26% in the Faversham area and 34% in largest number of people from a BME community in the the Sheppey area.

10 Swale Borough Council

Towards a fairer Swale

Gypsies and Travellers within Swale Challenges Facing Swale Swale Borough Council is part of the Kent Joint Select The biggest single challenge for Swale Borough Council Committee with other local authorities across Kent, which in tackling issues of equalities and diversity remains aims to address the accommodation needs of gypsies and accessing “hard to reach” communities. travellers at a strategic level. Around 8,200 (0.6%) of the population in Kent is a Gypsy Race Priorities for Action or Traveller. It is important to recognise that an estimated 70% of the Gypsy and Traveller population in Kent is Priorities for Action estimated to live in settled housing or on sites Refresh the Council’s Race Equality Scheme Swale Borough Council manages 2 publicly provided Equality impact assessment undertaken of all policies and Gypsy and Traveller caravan sites at Iwade and Murston, strategies to eliminate discrimination on the grounds of Sittingbourne. According to the KCC January 2005 race Caravan Count, within Swale Borough Council there Work with Swale LSP to develop a more inclusive Equality were 28 caravans on local authority sites, 37 caravans on & Diversity Group for Swale private licensed sites with consent, 40 on tolerated sites Reduce tensions between Gypsies and Travellers and and 2 unauthorised encampments and developments. the settled community, through sustainable site provision and effective enforcement Race within the Council Effective regular consultation with hard to reach groups in Swale Borough Council employs 146 men and 237 women place on a fulltime and part-time basis. Of these, we have no men and 2 women are from a BME group, a total of 2 BME employees overall representing 0.5% of the total workforce. 17 staff are within the top 5% earners in the Council; none of the top 5% of earners in the Council consider themselves to be from a BME group. We have advertised 98 vacancies externally over the last 2 years, of these 2.67% (16) applicants considered themselves to be from a BME group. Achievements to Date Swale Borough Council undertakes a voluntary annual workforce survey to monitor the composition of staff by ethnic origin. We also monitor the ethnic origin of applicants for job vacancies and candidates through the recruitment and selection process. These are important ways of identifying trends and issues, to enable inequalities to be addressed and action taken to remove barriers and promote equality of opportunity. The Council has provided diversity awareness training for all staff and Members. Through the Swale Community Safety Partnership two needs assessments have been undertaken with the Chinese and African & Caribbean Communities.

11 Swale Borough Council

Towards a fairer Swale

Religion and Belief

From 2 December 2003, the Employment Equality (Religion (164 people), Sikh (112 people), and Jewish (103 people). or Belief) Regulations make it unlawful to discriminate against Within the Swale area, 15% (18,888 people) of the workers because of religion or similar belief. population stated that they did not have a religion. What the Regulations Cover Religion and Belief within the Council Swale Borough Council seeks to create an environment Regulations extend beyond the better-known religions and faiths to where faith and belief are respected and valued. The include beliefs such as Paganism and Humanism. The Regulations Council understands that people hold different faiths and also cover those without religious or similar beliefs. religions and others may have strong held beliefs they These Regulations apply to vocational training and all facets may not class as religious. The Council will ensure of employment – including recruitment, terms and conditions, that religious observances are respected and promotions, transfers, dismissals and training. They make it accommodated wherever possible. Harassment of people unlawful on the grounds of religion or belief to: due to their faith or belief will be taken seriously and will not be tolerated in relation to service delivery or discriminate directly against anyone. That is, to treat them employment. less favourably than others because of their religion or The Council does not currently undertake any workforce belief; survey to establish religion or belief; we will be reviewing discriminate indirectly against anyone. That is, to apply a our approach as part of the Corporate Equality Strategy. criterion, provision or practice which disadvantages people of a particular religion or belief unless it can be objectively Achievements To Date justiﬁ ed; The agreement by all key partners to establish an subject someone to harassment. Harassment is unwanted Equalities & Diversity Group which feeds into the Swale conduct that violates a person’s dignity or creates an Local Strategic Partnership. intimidating, hostile, degrading, humiliating or offensive environment having regard to all the circumstances and Challenges Facing Swale the perception of the victim; The Council will be considering religion and belief as part victimise someone because they have made or intend of its Corporate Equalities Strategy 2007 - 2011. All to make a complaint or allegation or have given or intend services, functions and policies, new and old will be to give evidence in relation to a complaint of discrimination assessed through the Equality Impact Assessment (EIA) on the grounds of religion or belief; Process. discriminate or harass someone in certain circumstances The biggest single challenge for Swale Borough Council after the working relationship has ended. in tackling issues of equalities and diversity remains Exceptions may be made in very limited circumstances if accessing “hard to reach” communities. there is a genuine occupational requirement for the worker Religion and Belief Priorities for Action to be of a particular religion or belief in order to do the job or to comply with the religious or belief ethos of the organisation. Priorities for Action Review all employment policies and practices to eliminate Religion or belief is deﬁ ned as being any religion, religious discrimination on the grounds of religion or belief. belief or similar philosophical belief. This does not include any Equality impact assessment undertaken of all policies and philosophical or political belief unless it is similar to religious belief. strategies to eliminate discrimination on the grounds of It will be for the Employment Tribunals and other Courts to decide religion and belief. whether particular circumstances are covered by the regulations. Improve information and data on the Borough’s population Religion and Belief in Swale and places of religious worship Work with Swale LSP to develop a more inclusive Equality The majority of people who live in Swale state their religion & Diversity Group for Swale as Christian (93,192 people), accounting for 76% of the Work with Swale LSP to establish the demand for religious resident population; followed by Muslim (448 people), facilities/multi-faith centres locally. other religions (340 people), Hindu (248 people), Buddhist

12 Swale Borough Council

Towards a fairer Swale

Gender

The General Duty ground that that person intends to undergo gender reassignment, or is undergoing gender reassignment, The Equality Act 2006 places a duty on all public authorities to or has at some time in the past undergone gender eliminate discrimination and harassment and to promote equality. reassignment. The gender equality duty also applies to functions, carried out by This ensures that the various stages of the gender external contractors, as well as those which are carried out directly reassignment process, including the very initial stage, by the public authority itself. Legal liability for meeting the duty where an individual indicates an intention to commence remains with the public authority, which is expected to take action gender reassignment, are covered by the Regulations. to ensure contractors meet the requirements of the duty. It is not necessary for all three circumstances to apply for discrimination to have taken place. The Specifi c Duties Unfavourable treatment means treating a person less To ensure public authorities comply with their general duty, favourably on gender reassignment grounds than you specifi c duties that state what must be done in order to treat, or would treat, a person for whom no gender meet the general duty came into effect on 6 April 2007. reassignment grounds exist. This will also apply to Prepare and publish a gender equality scheme by 30 April recruitment, unless a Genuine Occupational Qualifi cation 2007, showing how it will meet its general and specifi c exists. duties and set out its gender quality objectives How It Will Be Enforced In formulating its overall objectives consider the need to include objective to address the cause of any gender pay The duty will be actively enforced by the Equality and gap Human Rights Commission (EHRC). The EHRC will be Gather and use information on how the public authority’s able to issue compliance notes to authorities that are policies and practices affect gender equality in the failing to meet the general duty. The EHRC workforce and in the delivery of services will be able to issue compliance notices in the To consult stakeholder (i.e. employees, service users specifi c duties. These are enforceable in the courts. and others, including trade unions) and take account of Notices state that the authority must meet the duty relevant information in order to determine its gender and instruct them to tell the EHRC within 28 days equality objectives what they have done to comply. To assess the impact of its current and proposed policies Public sector inspection bodies are also subject to the and practices on gender equality duty and will therefore have to pay due regard to the To implement the actions set in its scheme within three duty in their functions. This means they will have years, unless it is unreasonable or impracticable to do so to integrate the requirements of the gender duty into their To report against the scheme every year and review the monitoring and inspection frameworks and processes. scheme at least every three years. Gender in Swale Gender Reassignment The number of men and women in Swale is fairly evenly Transsexualism affects an estimated 5,000 people in split, 49% and 51% respectively. This is similar for all the United Kingdom. Medical treatment to enable age groups, until after the age of 75, where there is a transsexual people to alter their bodies to match their marked difference with signifi cantly more women over the gender identity is highly successful. The process is known age of 75 (63%) than men (37%). medically as “gender reassignment”. Gender Within The Council The Sex Discrimination (Gender Reassignment) Regulations 1999 extend the Sex Discrimination Act Swale Borough Council employs 383 staff of which 146 1975 to cover discrimination on grounds of gender (38%) are men and 237 (62%) are women. Of these, reassignment in employment and vocational training. 15 (3.9%) male and 92 (24.0%) female staff work part-time. It is unlawful to discriminate against a person for the 17 staff are within the top 5% earners in the Council; purpose of employment or vocational training on the 2 (11.7%) of the top 5% of earners in the Council are female.

13 Swale Borough Council

Towards a fairer Swale

We have advertised 98 vacancies externally over the last Challenges Facing Swale 2 years, of these 1347 applicants, 512 (38%) were male and 835 (62%) were female. To increase the percentage of women in senior positions within the Council to better reﬂ ect the Gender split within the Council workforce.

Gender Priorities for Action Priorities for Action Prepare and publish a gender equality scheme Review all employment policies and practices to eliminate gender discrimination Equality impact assessment undertaken of all policies and strategies Work with Swale LSP to develop a more inclusive Equality & Diversity Group for Swale

Achievements to Date Swale Borough Council undertakes a voluntary annual workforce survey to monitor the composition of staff by gender. We also monitor the gender breakdown of applicants for job vacancies and candidates through the recruitment and selection process. These are important ways of identifying trends and issues, to enable inequalities to be addressed and action taken to remove barriers and promote equality of opportunity.

14 Swale Borough Council

Towards a fairer Swale

Disability

The General Duty How It Will Be Enforced The Disability Discrimination Act (DDA) 1995 as amended by In relation to the specifi c duty and those bodies who will produce the DDA 2005 places a duty on all public bodies, including local a DES, the Equality and Human Rights Commission (EHRC) will councils to: have the power to issue compliance notices where it is satisfi ed that a public authority has failed to comply with the specifi c duties Promote equality of opportunity between disabled persons under the regulations and can enforce the notices through the and other persons County Court. Eliminate discrimination that is unlawful under the Act Eliminate harassment of disabled persons that is related to Disability Defi ned their disabilities The Disability Discrimination Act (DDA) defi nes a disabled person Promote positive attitudes towards disabled persons as someone who has a physical or mental impairment that has Encourage participation by disabled persons in public life; a substantial and long-term adverse effect on his or her ability to and carry out normal day-to-day activities. Take steps to take account of a disabled person’s disabilities, even where that involves treating disabled For the purposes of the Act: persons more favourably that other persons. substantial means neither minor nor trivial long term means that the effect of the impairment has The Disability Equality Duty requires local authorities to actively lasted or is likely to last for at least 12 months (there are promote disability equality and is similar to the duty to promote special rules covering recurring or fl uctuating conditions) race equality under the Race Relations (Amendment) Act. This is normal day-to-day activities include everyday things like a positive duty, which builds in disability equality at the beginning eating, washing, walking and going shopping of the process, rather than makes adjustments at the end. It brings a normal day-to-day activity must affect one of the about a shift from a legal framework, which relies on an individual ‘capacities’ listed in the Act which include mobility, manual person with disabilities to complain about discrimination to one in dexterity, speech, hearing, seeing and memory which the public sector becomes a proactive agent of change. Some conditions such as a tendency to set fi res and hay fever, are specifi cally excluded. The Specifi c Duties Provisions allow for people with a past disability to be covered by To ensure that a local authority complies with the general duty, the scope of the Act. There are also additional provisions relating with effect from 4 December 2006, they are required to produce a to people with progressive conditions. Disability Equality Scheme (DES). In the process of producing a The DDA 2005 amends the defi nition of disability, removing DES authorities must the requirement that a mental illness should be ‘clinically well- Involve people with disabilities in producing the scheme recognised’. and developing the action plan People with HIV, cancer and multiple sclerosis will be deemed to Identify how they will gather and analyse be covered by the DDA effectively from the point of diagnosis, evidence to inform their actions and track progress rather than from the point when the condition has some adverse Set out how they will assess the impact of their existing effect on their ability to carry out normal day-to-day activities. and proposed activities on people with disabilities Produce an action plan for the next 3 years Disability in Swale Report on their progress every year and review and make Swale’s population is predicted to grow by 6.5% by 8000 appropriate revisions to this scheme at least every three years persons between 2001 and 2016. Authorities must demonstrate that they have taken the actions We are seeing year on year increases in demand for they have committed themselves to and achieved appropriate services for disabled people, particularly mental health outcomes. services and services for people with learning diffi culties. Of the 122,801 people who live in Swale 18% of the population, consider themselves to have a limiting long- term illness.

15 Swale Borough Council

Towards a fairer Swale

Last year, Staying Put helped 78 disabled people to Challenges Facing Swale continue living in their own home with disabled grants. We also helped 93 with private and charity work and Encouraging new development into the area that is approximately another 20 paid themselves or had charity designed to cater for people with disabilities. help for funding which would include help for leaking roofs The biggest single challenge for Swale Borough Council and bad electrics as well as work to improve disabled in tackling issues of equalities and diversity remains access. accessing “hard to reach” communities. It is estimated that 1 in 100 people in Kent suffer from a severe mental illness and that this is rising. KCC Social Services Care Management Team are working Disability Priorities for Action with approximately 380 people in Swale aged 18 or over Priorities for Action with a learning disability Prepare and publish a disability equality scheme Disability within the Council Review all employment policies and practices to eliminate disability discrimination Swale Borough Council employs 383 staff, of which 279 Equality impact assessment of all other policies and are fulltime and 107 are part-time. 0.52% of fulltime staff strategies and 0.26% of part-time staff state they are disabled. Of Work with Swale LSP to develop a more inclusive Equality these 2 are male and 1 is female. & Diversity Group for Swale 17 staff are within the top 5% earners in the Council; none of the top 5% of earners in the Council consider themselves to be disabled. We have advertised 98 vacancies externally over the last 2 years, of these 26 (4%) applicants considered themselves to have a disability. Achievements to Date 92% of Swale Borough Council buildings are DDA compliant. The Council employs a part-time Access Ofﬁ cer whose role supports compliance with the general disability duty. Swale Borough Council undertakes a voluntary annual workforce survey to monitor the disability breakdown of staff. We also monitor the disability breakdown of applicants for job vacancies and candidates through the recruitment and selection process. These are important ways of identifying trends and issues, to enable inequalities to be addressed and action taken to remove barriers and promote equality of opportunity.

16 Swale Borough Council

Towards a fairer Swale

Age

From 1 October 2006, the Employment Equality (Age) Regulations provide exemptions for many age-based rules in make it illegal for employers to discriminate against employees, occupational pension schemes trainees or job seekers because of their age and ensure that all workers, regardless of age, have the same rights in terms of Non-Compliance training and promotion. The Regulations apply to employment and Risks of non-compliance with the Age Regulations are serious. vocational training across Great Britain and they prohibit unjustifi ed Where employers fail to meet requirements on age discrimination direct and indirect age discrimination, and all harassment and (as well as race, sex and disability discrimination), they are at risk victimisation on grounds of age, of people of any age, young or of having to pay out considerable sums of money because there old. is no upper limit to fi nancial awards for age discrimination. ACAS What the Regulations Cover (Advisory, Conciliation and Arbitration Service) is the nominated agency to provide advice on age issues. ACAS offers free, From 1 April, an employer will now have to give an confi dential and impartial advice on all employment rights issues. employee approaching the age of 65 no less than six months notice of their intended retirement date. This is to Age in Swale enable individuals to plan better for retirement and be confi dent that “retirement” is not being used to cover The age distribution for Swale is very similar to that of Kent unfair dismissal. Prior to implementation of the age County, the South East and England as a whole. regulations, employers had to give only 4 weeks notice 7,751 people (6%) that live in Swale are under the age of 5 (unless otherwise stated in individual contracts of employment). 18,760 people (15%) that live in Swale are aged 5–15 years The national default retirement age means that employers 6,033 people (5%) that live in Swale are aged 16–19 years can no longer force someone to retire before reaching 65. This can only be overruled in cases where there is a 41,100 people (33%) that live in Swale are aged 20-44 years genuine occupational requirement. 24,587 people (20%) that live in Swale are aged 45-59 years All employees will have the right to request to work beyond the age of 65, or any other retirement age, (if there is one), 6,178 people (5%) that live in Swale are aged 60-64 years set by the company. Employers will have a duty to 18,392 people (15%) that live in Swale are aged 65 years or consider, although not necessarily accept, such a request. over, of which 8,402 people are aged 75 years or over. This will involve an employee meeting with their employer to discuss the request. An employee will have a right of appeal if they are dissatisfi ed with the outcome of the Age Breakdown within the Council meeting. This policy will be reviewed in 2011. Swale Borough Council employs 383 staff, of which 190 As well as applying to retirement they: people (49%) are aged 20-44 years of age, 154 people remove the upper age limit for unfair dismissal and (40%) are aged 45-59 years of age, 32 people (8%) are redundancy rights, giving older workers the same rights aged 60-64 years of age, and 7 people (1%) are aged 65 to claim unfair dismissal or receive a redundancy payment years or older. Female employees make up a larger as younger workers, unless there is a genuine retirement proportion of the 20-44 year age band (70%) and males allow pay and non-pay benefi ts to continue which depend make up a larger proportion of the 65+ age band (71%). on length of service requirements of 5 years or less or which recognise and reward loyalty and experience and motivate staff remove the age limits for Statutory Sick Pay, Statutory Maternity Pay, Statutory Adoption Pay and Statutory Paternity Pay, so that the legislation for all four statutory payments applies in exactly the same way to all remove the lower and upper age limits in the statutory redundancy scheme, but leave the current age-banded system in place.

17 Swale Borough Council

Towards a fairer Swale

Swale Borough Council Employees By Age Band 20 - 44 years 45 – 59 years 60 – 64 years 65+ years Total Actual % of Actual % of Actual % of Actual % of age age age age band band band band Total Male Employees 57 30% 71 46% 13 41% 5 71% 146 Total Female Employees 133 70% 83 54% 19 59% 2 29% 237 Total Employees 190 154 32 7 383 Workforce Survey April 2007

17 staff are within the top 5% earners in the Council; none of the top 5% of earners in the Council are under the age of 39. We have advertised 98 vacancies externally over the last 2 years, the age breakdown is as shown below

Applicants for Swale Borough Council Vacancies By Age Band (2005-2007) Age 16 – 25 years 26 – 35 years 36 – 45 years 46 – 55 years 56 – 65 years 65+ years % 34.22 22.15 23.97 14.59 5.04 0.03 Achievements to Date to respond positively, such an extension being normally for a period of one year, with a repeated review afterwards We have developed a youth forum which exists to help at a twelve month interval(s). young people have a stronger voice in issues affecting Where any employee or worker requests such an Swale. extension, the Council requires that managers must The introduction of the Customer Service Centre allows us seek advice and be guided by the Head of Organisational to provide greater access to our services to all age groups Development. Through our Staying Put Service we are encouraging more people to remain in their own homes longer. Challenges Facing Swale Swale Borough Council has eliminated questions Establishing and meeting the needs of different age groups identifying age from its job application forms and through improved service delivery. has eliminated references to age or to periods of time in The biggest single challenge for Swale Borough Council person specifi cations, and replaced these with more in tackling issues of equalities and diversity issues remains focused descriptions of the skill, experience or accessing hard to reach communities. competence required. Terms and conditions have been reviewed in an attempt Age Priorities for Action to eliminate any use of age related criteria that are unjustifi able in law and to continually review practices to Priorities for Action make sure the principles of the regulations are upheld. Prepare and publish an age equality strategy Swale Borough Council actively undertakes succession Review all employment policies and practices to eliminate planning in those service areas where senior staff have an age discrimination ageing profi le. Equality impact assessment undertaken of all other Swale Borough Council will fairly and objectively policies and strategies consider any request made by any member of its staff that Work with Swale LSP to develop a more inclusive Equality their employment continues beyond their 65th birthday. & Diversity Group for Swale Where all other factors are equal, and the interests of the Council’s service to its customers is in no way diminished,

18 Swale Borough Council

Towards a fairer Swale

Sexual Orientation

On 1 December 2003, the Employment Equality (Sexual Sexual Orientation in Swale Orientation) Regulations came into force, making it unlawful to discriminate against workers because of sexual orientation. In The Civil Partnership Act came into force on 5 December 2005. addition, the Civil Partnership Act 2004 came into force from 5 The Act creates a new legal relationship of civil partnership, giving December 2005 enabling a same-sex couple to register as civil legal recognition to same-sex couples for the fi rst time. partners of each other. Sexual Orientation within the Council What the Regulations Cover The Council does not currently undertake any workforce survey to These Regulations apply to all employment and vocational training establish sexual orientation; we will be reviewing our approach as and include recruitment, terms and conditions, promotions, part of the Corporate Equality Strategy. transfers, dismissals and training. They make it unlawful on the grounds of sexual orientation to: Achievements to Date discriminate directly against anyone – that is, to treat them To support its commitment to creating a work environment free of less favourably than others because of their actual or harassment and bullying, where everyone is treated with dignity perceived sexual orientation and respect, Swale Borough Council has introduced a Dignity at discriminate indirectly against anyone – that is, to apply a Work Policy. criterion, provision or practice which disadvantages people of a particular sexual orientation unless it can be Challenges Facing Swale objectively justifi ed subject someone to harassment. Harassment is unwanted Swale Borough Council will be considering Sexual conduct that violates a person’s dignity or creates Orientation Equality as a part of its Corporate Equalities an intimidating, hostile, degrading, humiliating or offensive Strategy 2007-2011. All services, functions and policies, environment for them having regard to all the new and old will be assessed through the Equality Impact circumstances including the perception of the victim Assessment (EIA) process. victimise someone because they have made or intend to The biggest single challenge for Swale Borough Council make a complaint or allegation or have given or intend in tackling issues of equalities and diversity issues remains to give evidence in relation to a complaint of discrimination accessing hard to reach communities. on grounds of sexual orientation discriminate against someone, in certain circumstances, Sexual Orientation Priorities for Action after the working relationship has ended. Priorities for Action Review all employment policies and practices to eliminate Within the Regulations, sexual orientation is defi ned as – sexual orientation discrimination Orientation towards persons of the same sex (lesbians and Equality impact assessment of all other policies and gay men) strategies Orientation towards persons of the opposite sex Work with Swale LSP to develop a more inclusive Equality (heterosexual) & Diversity Group for Swale Orientation towards persons of the same sex and the opposite sex (bisexual).

19 Swale Borough Council

Towards a fairer Swale

Equality Impact Assessment

Equality Impact Assessments (EIAs) are a way of examining the Carrying Out an Equality Impact main functions and policies of an organisation to see whether Assessment they have the potential to affect people differently. Their purpose is to identify and address real or potential inequalities resulting There are two stages to Equality Impact Assessments from policy and practice development. EIAs should cover all of An initial assessment or screening of all existing policies or the six strands of diversity and ensure that all receive equitable functions. The assessment can be based on existing attention. knowledge, data and best estimates of the scope of the issue and the people it will affect. Impact assessments will help to gain an understanding of the A full impact assessment will include the results of external functions of an organisation and the way decisions are made by: consultation, ﬁ nal recommendations, and arrange considering the current situation. for monitoring and evaluating the assessment. A full impact deciding what is to be achieved - i.e. the objectives and assessment may not be necessary in every case. intended outcomes of a function or policy. considering what evidence there is to support the decision. where the gaps are in terms of evidence to support the Results of Equality Impact Assessments decision. The ﬁ ndings of equality impact assessments will be making an informed decision. published on the Council’s website at www.swale.gov.uk reporting / publishing that decision.

The Business Case By ensuring that equality is embedded within their objectives from the outset, Equality Impact Assessments will assist organisations in achieving their business objectives. EIAs help us understand the needs of all our service users, which enable us to target our resources more efﬁ ciently. Understanding the needs of service users is an important part of service delivery, by providing services that are appropriately designed and targeting resources where they will be most effective we can have maximum impact and deliver more competitive services.

20 Swale Borough Council

Towards a fairer Swale

Performance and Review

The Councils Performance Board consists of the Leader, Deputy All Head of Services will considerer equality and diversity issues in Leader of the Council, the Executive Portfolio Holder for Finance the planning and delivery of services and these will be highlighted and Performance, the Management Team and a number of Heads in their Service Plans. of Service. The Board meets monthly to consider performance The new performance management system will capture progress issues affecting the Council including progress towards the Equality against Corporate Equality Strategy and provide quarterly reports Standard for local government The Board provides regular reports on outcomes to the Performance Board. to the Council Executive. To ensure that equality and diversity issues are integrated and mainstreamed into all council activities rather than a stand alone issue we do not plan to have a separate priority within our corporate plan but have made equality and diversity an underlying theme within the plan, and very much supporting the all four of our corporate priorities.

21 Swale Borough Council

Towards a fairer Swale

Corporate Equality Action Plans 1. CORPORATE ACTION PLAN ACTION OUTCOME PERFORMANCE DEADLINE LEAD OFFICER LINK TO OTHER INDICATOR POLICY STRATEGY/ DUTY 1.1 To update report Integration and Templates revised End May 2007 Head of Legal Duty to promote template for Executive & mainstreaming of and implemented Services equality full Council meetings to equalities targets ensure implications on Race and Diversity are considered 1.2. To ensure the Council achieves Level 1 of March 2008 Chief Executive/ Duty to promote Council reaches level 1 of the the Equality Management equality Corporate Equality Equality Standard Standard for Team Corporate Plan Standard levels laid out for Local Local Government in the Corporate Plan Government achieved 1.3 Equalities & diversity Integration and All Service Plans March 2008 All Heads Duty to promote issues considered as mainstreaming of consider equality of Service/ equality part of service planning equalities targets and diversity issues Management Direction of Travel and delivery affecting service Team Plan delivery 1.4 Employment Compliance with Employment March 2008 Head of Duty to promote monitoring processes new legislation monitoring process Organisational equality are reviewed in light and codes of legally compliant Development/ Human Resources of new Government practice and cover all Head of Policy Strategy regulations on sexual strands of diversity orientation, faith and age 1.5 Review all Quality Initial EIA Process March 2008 Head of Duty to promote employment policies improvement and completed and Organisational equality and procedures to compliance with action plan for Development Equality Act 2006 eliminate discrimination the Equalities further work Human Resources Standard developed Strategy 1.6 Equality Impact System in place Initial EIA Process March 2008 Head of Policy/ Duty to promote Assessment undertaken to ensure policies completed and All Heads of equality of all other Council and strategies are action plan for Service Corporate Plan policies and strategies compliant further work Councils’ Policy developed Framework 1.7 Work with Swale Greater Remit and March 2008 Head of Policy Duty to promote LSP to develop a more engagement with membership of the equality inclusive Equality & hard to reach group revised Corporate Plan Diversity Group for communities on Community Plan Swale equality & diversity issues

22 Swale Borough Council

Towards a fairer Swale

ACTION OUTCOME PERFORMANCE DEADLINE LEAD OFFICER LINK TO OTHER INDICATOR POLICY STRATEGY/ DUTY 1.8 Ensure the Council Raised awareness Procedure in place March 2008 Head of Policy/ Duty to promote regularly publicises of the Council’s and fully understood All Heads of equality the availability desire and ability to Service Communications of information in provide information Strategy accessible formats in a format to suit (large print, Braille, the individual different languages) 1.9 New performance Integration and Quarterly progress March 2009 Head of Policy Duty to promote management system mainstreaming of reports produced equality to capture progress equalities targets against Corporate Corporate Plan against Corporate Equality Strategy Direction of Travel Equality Strategy Plan and regularly report outcomes to Performance Board 1.10 To ensure the Council achieves Level 2 of March 2009 Chief Executive/ Duty to promote Council reaches level 2 of the the Equality Management equality Corporate Equality Equality Standard Standard for Team Corporate Plan Standard levels laid out for Local Local Government in the Corporate Plan Government achieved 1.11 Ensure new System in place New system March 2009 Head of ICT Complaints system for corporate that allows implemented & Corporate Procedure monitoring of complaints Council to capture Support Services is implemented data on number of complaints involving bias or discrimination 1.12 Improve Discrimination All staff and March 2009 Head of Complaints awareness among complaints dealt Members to Organisational Procedure staff and Members of with promptly and receive training Development/ handling complaints sensitively Head of Legal involving discrimination Services or bias 1.12 Ensure Council’s Review of the Baseline March 2009 PA to Chief Complaints complaints procedure Complaints established Executive/Head Procedure includes a speciﬁ c Procedure for number of Legal Services reference to complaints and Improve of complaints involving bias or awareness of involving bias or discrimination council’s position discrimination. on discrimination

23 Swale Borough Council

Towards a fairer Swale

ACTION OUTCOME PERFORMANCE DEADLINE LEAD OFFICER LINK TO OTHER INDICATOR POLICY STRATEGY/ DUTY 1.13 To conduct an Effective Council complying March 2009 Head of Audit Duty to promote equalities audit veriﬁ cation with its legal duties equality Direction of Travel Plan 1.14 Review the A fair and Procurement March 2009 Head of Finance Duty to promote Council’s procurement consistent policies comply equality procedures in light of approach for with legislation Procurement policy equalities legislation procurement 1.15 Develop better A systematic Effective regular March 2009 Head of Policy Duty to promote ways of engaging method of consultation with equality with “hard to reach/ consultation is in hard to reach Corporate Plan hard to hear” groups in place that ensures groups in place Community Plan the community about all groups are services involved in and providing views and comments.

2. RACE ACTION PLAN ACTION OUTCOME PERFORMANCE DEADLINE LEAD OFFICER LINK TO OTHER INDICATOR POLICY STRATEGY/ DUTY 2.1 Review and update Three yearly Scheme legally March 2008 Head of Duty to promote the Council’s Race update of the RES compliant Organisational equality Equality Scheme (RES) Development/ Race Relations Head of Policy (Amendment) Act 2000 2.2 Work with KCC and Reduce tensions Action plan to March 2009 Head of Housing Duty to promote other district councils to between Gypsies strategically Services equality develop a sustainable and Travellers address the Corporate Plan site provision and and the settled accommodation Community Plan effective enforcement of community needs of gypsies Gypsy & Traveller sites and travellers in place. 2.3 Conduct an annual Meet legal Annual review March 2009 Head of Equality Act 2006 review of the RES requirement completed Organisational Human Resources to review RES Development/ Strategy annually Head of Policy

24 Swale Borough Council

Towards a fairer Swale

ACTION OUTCOME PERFORMANCE DEADLINE LEAD OFFICER LINK TO OTHER INDICATOR POLICY STRATEGY/ DUTY 2.4 Conduct an annual Meet legal Annual review March 2010 Head of Equality Act 2006 review of the RES requirement completed Organisational Human Resources to review RES Development/ Strategy annually Head of Policy 2.5 Conduct an annual Meet legal Annual review March 2011 Head of Equality Act 2006 review of the RES requirement completed Organisational Human Resources to review RES Development/ Strategy annually Head of Policy

3. GENDER ACTION PLAN ACTION OUTCOME PERFORMANCE DEADLINE LEAD OFFICER LINK TO OTHER INDICATOR POLICY STRATEGY/ DUTY 3.1 To perform an Equal Comprehensive Equal Pay audit March 2007 Head of Gender Equality Pay Audit audit to establish completed and Organisational Scheme baseline data for action plan Development further action if developed necessary 3.2 Prepare and publish Scheme shows Scheme in place March 2008 Head of Equality Act 2006 a gender equality how council will for next 3 years Organisational Human Resources scheme (GES) meet general and Development/ Strategy speciﬁ c duties Head of Policy 3.3 Conduct an annual Meet legal Annual review March 2009 Head of Equality Act 2006 review of the GES requirement completed Organisational Human Resources to review GES Development/ Strategy annually Head of Policy 3.4. Conduct an annual Meet legal Annual review March 2010 Head of Equality Act 2006 review of the GES requirement completed Organisational Human Resources to review GES Development/ Strategy annually Head of Policy 3.5 Conduct an annual Meet legal Annual review March 2011 Head of Equality Act 2006 review of the GES requirement completed Organisational Human Resources to review GES Development/ Strategy annually Head of Policy

25 Swale Borough Council

Towards a fairer Swale

4. DISABILITY ACTION PLAN ACTION OUTCOME PERFORMANCE DEADLINE LEAD OFFICER LINK TO OTHER INDICATOR POLICY STRATEGY/ DUTY 4.1 Prepare and publish Scheme shows Scheme in place March 2008 Head of Disability a disability equality how council will for next 3 years Organisational Discrimination Act scheme (DES) meet general and Development/ 2005 speciﬁ c duties Head of Policy Human Resources Strategy 4.2 Conduct an annual Meet legal Annual review March 2009 Head of Equality Act 2006 review of the DES requirement completed Organisational Human Resources to review DES Development/ Strategy annually Head of Policy 4.3 Conduct an annual Meet legal Annual review March 2010 Head of Equality Act 2006 review of the DES requirement completed Organisational Human Resources to review DES Development/ Strategy annually Head of Policy 4.4 Conduct an annual Meet legal Annual review March 2011 Head of Equality Act 2006 review of the DES requirement completed Organisational Human Resources to review DES Development/ Strategy annually Head of Policy

5. AGE ACTION PLAN ACTION OUTCOME PERFORMANCE DEADLINE LEAD OFFICER LINK TO OTHER INDICATOR POLICY STRATEGY/ DUTY 5.1 Prepare and publish Scheme shows Scheme in place March 2008 Head of Employment Equality a age equality scheme how council will for next 3 years Organisational (Age) Regulations meet general and Development/ Human Resources speciﬁ c duties Head of Policy Strategy 5.2 Conduct an annual AES reviewed Annual review March 2009 Head of Equality Act 2006 review of the AES annually completed Organisational Human Resources Development/ Strategy Head of Policy 5.3 Conduct an annual AES reviewed Annual review March 2010 Head of Equality Act 2006 review of the AES annually completed Organisational Human Resources Development/ Strategy Head of Policy 5.4 Conduct an annual AES reviewed Annual review March 2011 Head of Equality Act 2006 review of the AES annually completed Organisational Human Resources Development/ Strategy Head of Policy

26 Swale Borough Council

Towards a fairer Swale

6. RELIGION & BELIEF ACTION PLAN ACTION OUTCOME PERFORMANCE DEADLINE LEAD OFFICER LINK TO OTHER INDICATOR POLICY STRATEGY/ DUTY 6.1 Improve information Better Baseline March 2009 Head of Policy/ Cultural Strategy and data on the understanding of established for Head of Borough’s population religion and belief number & types of Community in the Borough places of worship Regeneration 6.2 Work with Swale Better Baseline March 2009 Head of Policy/ Cultural Strategy LSP to establish the understanding of established for Head of demand for religious religion and belief number & types of Community facilities/ multi-faith in the Borough places of worship Regeneration centres locally

7. SEXUAL ORIENTATION ACTION PLAN ACTION OUTCOME PERFORMANCE DEADLINE LEAD OFFICER LINK TO OTHER INDICATOR POLICY STRATEGY/ DUTY 7.1 Improve information Better Baseline March 2009 Head of Policy/ Cultural Strategy and data on the understanding of established Head of Borough’s population sexual orientation Community in the Borough Regeneration

27 Contacting Swale Borough Council The Customer Service Centre deals with all enquiries across the Council; it should be your ﬁ rst stop when contacting us.

Copies of this Swale Borough Council Strategy are available on the Council website www.swale. gov.uk If you would like further hard copies or alternative versions (i.e. large print, audio, different language) we will do our best to accommodate your request please contact the Council at:

Swale Borough Council Swale House, East Street Sittingbourne Kent, ME10 3HT

Customer Service Centre 01795-417850

Contact Details

For any further information on these proposals or the work of the Council please contact: The Leader of the Council, email [email protected] The Chief Executive, email [email protected] The Head of Policy, email [email protected] The Head of Organisational Development, email [email protected]

How to Get Involved The Council encourages and welcomes community and partner organisation involvement in all its work and there are various ways you can participate: Working with Ward Members Involvement in the Overview and Scrutiny process Attendance at Committees and Executive meetings Become involved with our Equality & Diversity Group Taking part in consultation activities Implementing joint projects

For further details of how to get involved please contact the Head of Policy, telephone 01795-417533 email [email protected]