London Borough of Harrow Produced by Personnel Services, Chief Executive’s Department, London Borough of Harrow, Civic Centre, Station Road, Harrow, Middlesex, HA1 2XF. Tel: 020 8863 5611. London Borough of Harrow Race Equality Scheme 2002 - 2005 Foreword The London Borough of Harrow is committed to achieving equality of opportunity both as a large employer of people and as a provider of services. We welcome the Race Relations (Amendment) Act 2000 for giving us a comprehensive legislative framework within which to review our services and functions. The Council and indeed our partners have already undertaken considerable work to promote race equality and we have achieved Beacon Status in this area. We are committed to building on the work we have already undertaken and learning from it in order to ensure continuous improvement in the area of promoting race equality. Our aim in producing this Race Equality Scheme is to demon- strate our wholehearted commitment to fulfil our statutory obligations in relation to the Race Relations (Amendment) Act 2000 in carrying out all our functions and duties to promote race equality. We recognise that in our society, groups and individuals continue to be unlawfully discriminated against and we acknowledge our responsibilities to eliminate unlawful discrimination and to promote equality of opportunity and good relations within the rich diversity of Harrow's communities. Archie Foulds Joyce Markham Leader of Council Chief Executive 1 Acknowledgments Harrow Council would like to thank all those who have We welcome your views contributed to the development of this Race Equality Scheme. We would like to thank all staff who have been involved in This Race Equality Scheme is a developing and evolving working on the scheme, and all representatives of community document, which will be reviewed annually. Harrow Council groups who took part in the consultation process. welcomes comments and suggestions from local residents, businesses, community groups and any other interested parties. We would particularly like to thank: To tell us what you think write to: Harrow Council’s Employee Relations Section Amy Weir - Head of Children and Families (for service delivery Harrow Council’s Partnership Unit matters) [email protected] Harrow Council for Race Equality Jill Rothwell - Chief Personnel Officer (for employment Harrow Anti Racist Alliance matters) [email protected] Address: London Borough of Harrow Civic Centre Station Road Harrow Middlesex HA1 2XF 2 Contents Foreword .................................................................................................................... 1 Monitoring................................................................................................................ 12 Acknowledgements .......................................................................................... 2 Consultation .......................................................................................................... 13 Introduction .............................................................................................................. 4 Publication of Results of Assessments, What is a Race Equality Scheme (RES)? ........................................ 4 Consultation and Monitoring.................................................................... 14 Harrow’s Vision & Corporate Strategic Priorities .......................... 5 Access to Information and Services .................................................. 14 The Vision ................................................................................................................ 5 Training...................................................................................................................... 15 Strategic Corporate Priorities .................................................................. 5 Employment .......................................................................................................... 16 How will we Achieve our Strategic Corporate Priorities? ...... 5 Current Position ................................................................................................ 16 The Council ................................................................................................................ 6 Framework for Monitoring.......................................................................... 16 Harrow’s Constitution...................................................................................... 6 Staff in Post .......................................................................................................... 16 Council Organisation and Structure .................................................... 6 Applicants for Jobs ........................................................................................ 17 Developing Harrow’s Race Equality Scheme.............................. 7 Applicants for Promotion ............................................................................ 17 How did we Develop our RES? .............................................................. 7 Applicants for Training & Employees who Receive Training .... 18 Policies and Strategies for Equality .................................................... 7 Employees who Suffer a Detriment or The Council’s Equality and Employment Strategy.................... 7 Benefit as a Result of ‘Performance Assessment’.................. 18 Best Value 2002-2005 .................................................................................... 8 Employees who Lodge Grievances or who are Subject to Disciplinary Action ............................................ 18 Community Strategy Development 2003-2005 .......................... 8 Employees who Leave the Council’s Employment ................ 18 Crime and Disorder Reduction Strategy 2002-2005 .............. 8 Overall Action for Employment .............................................................. 19 Education Development Plan 2002-2007........................................ 9 Complaints ............................................................................................................ 20 Housing Strategy Statement 2001-2006.......................................... 9 Publication of the Race Equality Scheme...................................... 20 Harrow Unitary Development Plan 2002.......................................... 9 Review of the Scheme .................................................................................. 20 Procurement Strategy 2002 ...................................................................... 9 Appendix 1a Chief Executive’s Department Summary .......... 21 Harrow’s Race Equality Scheme ............................................................ 10 Appendix 1b Education Department Summary .......................... 25 Putting Harrow’s RES into Place............................................................ 10 Appendix 1c Environmental Services Dept Summary............ 26 Responsibility for Race Equality Scheme........................................ 10 Assessment of Relevant Functions and Appendix 1d Social Services Department Summary .............. 29 Policies to the Promotion of Race Equality.................................... 11 Appendix 2 Summary Action Plan and Timetables .................. 31 Assessing the Impact of Functions and Appendix 3 Employment Action Plan.................................................. 33 Policies on the Promotion of Race Equality .................................. 12 Translation Request Form ............................................................................ 35 3 Introduction The Race Relations (Amendment) Act 2000 strengthens the Race Relations Act 1976 and gives most public authorities, including the London Borough of Harrow, a general duty to promote race equality. The aim of the duty is to make race equality a central part of the way Harrow and other public authorities work by putting race equality at the centre of our policy making, service delivery and employment practice. Under the general duty we must have due regard to: ● eliminate unlawful racial discrimination ● promote equal opportunities ● promote good relations between people from different racial groups. The general duty is supported by a series of specific duties. One of the specific duties is to publish a Race Equality Scheme (RES). What is a Race Equality Scheme (RES)? Harrow’s RES is a strategy and a timetabled and realistic action plan that summarises our approach to race equality and our vision and corporate strategic priorities. It sets out how we plan to carry out each part of the specific duties and our arrangements for: ● assessing and consulting on, and monitoring our functions and policies for any adverse impact on promoting race equality ● publishing the results ● making sure the public have access to our services ● training staff. 4 Harrow’s Vision & Corporate Strategic Priorities Cabinet on 29 May 2002 adopted the following as our vision care and support for those not able to live independently, and corporate strategic priorities for the next three years. A and by enabling choice and access to good quality housing. commitment to equality and social inclusion underpins the ● We will develop a prosperous and sustainable economy vision and corporate priorities. in Harrow by promoting investment, encouraging diversity, combating economic disadvantage, addressing skills needs The Vision and supporting regeneration through active community and business involvement. In Harrow we