Equality Scheme with Equality Action Plan 2023-2027 page 2
Appendix 4
Timetable for measures proposed (Schedule 9 4.(3) (b))
The following table lists some examples for illustration purposes
Measure |
Lead responsibility |
Timetable |
---|---|---|
Section 75 Annual Progress Report [2.7] |
Policy Officer / Chief Executive |
31 August (annually) |
Action plan
Formulation of draft action plan [2.15]
Finalised action plan published [2.18]
Arrangements for monitoring progress in place [2.16] |
Policy Officer
Policy Officer
Policy Officer |
April 2023 – June 2023
September 2023
Every August in line with annual progress report |
Consultation list reviewed and updated [3.4] |
Policy Officer |
ongoing |
Screening timetable
HR Policies, Financial Policies, Corporate Plan, Waste Management
Complaints Policy Enforcement Policy Equality and Disability Action Plans
Other service led policies as identified
Screening Reports |
Policy Officer |
January – March 2023
April – June 2023
Ongoing quarterly |
Measure |
Lead responsibility |
Timetable |
---|---|---|
[4.15] |
|
|
EQIA timetable [4.16]
Any EQIAs identified as required through the screening process will timetable. |
Policy Officer/Relevant Council Officers |
Ongoing |
Monitoring
Review of monitoring information [4.31]
Publication of monitoring information [4.33;4.34] |
Policy Officer |
March (annually)
August (annually) as part of the Progress Report; EQIA in line with terms of reference of EQIA |
Training
Development of summary scheme [5.4]
Development of overall training programme [5.5] Focused training [5.4] Update training [5.4] Evaluation of training [5.6] |
Policy Officer
Head of HR and Organisational Development /Policy Officer |
Within three months of the Equality Commission approval of the scheme.
Within six months of new Council. |
Assessing access to information and services |
Policy Officer |
August (annually) |
Measure |
Lead responsibility |
Timetable |
---|---|---|
[6.9] |
|
|
Communication of Equality Scheme [9.3]
Notification of consultees [9.3] |
Policy Officer
Policy Officer |
Within one month of scheme approval
Within one month of scheme approval |
Review of Equality Scheme [10.1] |
Policy Officer |
Within 5 years of approval of the Equality Scheme |
Any other measures proposed in Equality Scheme |
|
|
Appendix 5
Glossary of terms
This glossary of terms is taken from the Equality Commission’s guidance
Action plan
A plan which sets out actions a public authority will take to implement its Section 75 statutory duties. It is a mechanism for the realisation of measures to achieve equality outcomes for the Section 75 equality and good relations categories.
Action measures and outcomes
Specific measures to promote equality and good relations for the relevant Section 75 and good relations categories, linked to achievable outcomes, which should be realistic and timely.
Adverse impact
Where a Section 75 category has been affected differently by a policy and the effect is less favourable, it is known as adverse impact. If a policy has an adverse impact on a Section 75 category, a public authority must consider whether or not the adverse impact is unlawfully discriminatory. In either case a public authority must take measures to redress the adverse impact, by considering mitigating measures and/or alternative ways of delivering the policy.
Affirmative action
In general terms, affirmative action can be defined as being anything consistent with the legislation which is necessary to bring about positive change. It is a phrase used in the Fair Employment and Treatment Order (NI) 1998 to describe lawful action that is aimed at promoting equality of opportunity and fair participation in employment between members of the Protestant and Roman Catholic communities in Northern Ireland.
Article 55 Review
Under the Fair Employment and Treatment (NI) Order 1998, all registered employers must conduct periodic reviews of the composition of their workforces and of their employment practices for the purposes of determining whether members of the Protestant and Roman Catholic communities are enjoying, and are likely to continue to enjoy, fair participation in employment in each employer’s concern.
These reviews, which are commonly known as Article 55 Reviews, must be conducted at least once every three years.
Audit of inequalities
An audit of inequalities is a systematic review and analysis of inequalities which exist for service users and those affected by a public authority’s policies. An audit can be used by a public authority to inform its work in relation to the Section 75 equality and good relations duties. It can also enable public authorities to assess progress on the implementation of the Section 75 statutory duties, as it provides baseline information on existing inequalities relevant to a public authority’s functions.
Consultation
In the context of Section 75, consultation is the process of asking those affected by a policy (i.e., service users, staff, the general public) for their views on how the policy could be implemented more effectively to promote equality of opportunity across the 9 categories. Different circumstances will call for different types of consultation. Consultations could, for example, include meetings, focus groups, surveys and questionnaires.
Council of Europe
The Council of Europe, based in Strasbourg, covers virtually the entire European continent, with its 47 member countries.
Founded on 5 May 1949 by 10 countries, the Council of Europe seeks to develop throughout Europe common and democratic principles based on the European Convention on Human Rights and other reference texts on the protection of individuals.
Desk audit
An audit of a draft Equality Scheme to ensure that the scheme conforms to the requirements on form and content as detailed in the Commission’s Guidelines (the Guide).
Differential impact
Differential impact occurs where a Section 75 group has been affected differently by a policy. This effect could either be positive, neutral or negative. A public authority must make a judgement as to whether a policy has a differential impact and then it must determine whether the impact is adverse, based on a systematic appraisal of the accumulated information.
Discrimination
The anti-discrimination laws prohibit the following forms of discrimination:
- Direct discrimination
- Indirect Discrimination
- Disability Discrimination
- Victimisation
- Harassment
Brief descriptions of these above terms follow:
Direct discrimination
This generally occurs where a public authority treats a person less favourably than it treats (or, would treat) another person, in the same or similar circumstances, on one or more of the statutory non-discrimination grounds. A decision or action that is directly discriminatory will normally be unlawful unless: (a) in an age discrimination case, the decision can be objectively justified, or (b) in any other case, the public authority can rely on a statutory exception that permits it – such as a genuine occupational requirement exception; or, a positive action exception which permits an employer to use “welcoming statements” or to take other lawful positive action to encourage participation by under-represented or otherwise disadvantaged groups.
Indirect discrimination
The definition of this term varies across some of the anti- discrimination laws, but indirect discrimination generally occurs where a public authority applies to all persons a particular provision, criterion or practice, but which is one that has the effect of placing people who share a particular equality characteristic (e.g. the same sex, or religious belief, or race) at a particular disadvantage compared to other people. A provision, criterion or practice that is indirectly discriminatory will normally be unlawful unless (a) it can be objectively justified, or (b) the public authority can rely on a statutory exception that permits it.
Disability discrimination
In addition to direct discrimination and victimisation and harassment, discrimination against disabled people may also occur in two other ways: namely, (a) disability-related discrimination, and (b) failure to comply with a duty to make reasonable adjustments.
- Disability-related discrimination generally occurs where a public authority, without lawful justification, and for a reason which relates to a disabled person’s disability, treats that person less favourably than it treats (or, would treat) other people to whom that reason does not (or, would not) apply.
- Failure to comply with a duty to make reasonable adjustments: One of the most notable features of the disability discrimination legislation is that in prescribed circumstances it imposes a duty on employers, service providers and public authorities to take such steps as are reasonable to remove or reduce particular disadvantages experienced by disabled people in those circumstances.
Victimisation
This form of discrimination generally occurs where a public authority treats a person less favourably than it treats (or, would treat) another person, in the same or similar circumstances, because the person has previously exercised his/her rights under the anti-discrimination laws, or has assisted another person to do so. Victimisation cannot be justified and is always unlawful.
Harassment
Harassment generally occurs where a person is subjected to unwanted conduct that is related to a non-discrimination ground with the purpose, or which has the effect, of violating their dignity or of creating for them an intimidating, hostile, degrading, humiliating or offensive environment. Harassment cannot be justified and is always unlawful.
Economic appraisal
An economic appraisal is a systematic process for examining alternative uses of resources, focusing on assessment of needs, objectives, options, costs benefits, risks, funding and affordability and other factors relevant to decisions.
Equality impact assessment
The mechanism underpinning Section 75, where existing and proposed policies are assessed in order to determine whether they have an adverse impact on equality of opportunity for the relevant Section 75 categories. Equality impact assessments require the analysis of both quantitative and qualitative data.
Equality of opportunity
The prevention, elimination or regulation of discrimination between people on grounds of characteristics including sex, marital status, age, disability, religious belief, political opinion, dependants, race and sexual orientation.
The promotion of equality of opportunity entails more than the elimination of discrimination. It requires proactive measures to be taken to secure equality of opportunity between the categories identified under Section 75.
Equality Scheme
A document which outlines a public authority’s arrangements for complying with its Section 75 obligations. An Equality Scheme must include an outline of the public authority’s arrangements for carrying out consultations, screening, equality impact assessments, monitoring, training and arrangements for ensuring access to information and services.
Good relations
Although not defined in the legislation, the Commission has agreed the following working definition of good relations: ’the growth of relations and structures for Northern Ireland that acknowledge the religious, political and racial context of this society, and that seek to promote respect, equity and trust, and embrace diversity in all its forms’.
Mainstreaming equality
The integration of equal opportunities principles, strategies and practices into the everyday work of public authorities from the outset. In other words, mainstreaming is the process of ensuring that equality considerations are built into the policy development process from the beginning, rather than being bolted on at the end. Mainstreaming can help improve methods of working by increasing a public authority’s accountability, responsiveness to need and relations with the public. It can bring added value at many levels.
Mitigation of adverse impact
Where an equality impact assessment reveals that a particular policy has an adverse impact on equality of opportunity, a public authority must consider ways of delivering the policy outcomes which have a less adverse effect on the relevant Section 75 categories; this is known as mitigating adverse impact.
Monitoring
Monitoring consists of continuously scrutinising and evaluating a policy to assess its impact on the Section 75 categories.
Monitoring must be sensitive to the issues associated with human rights and privacy. Public authorities should seek advice from consultees and Section 75 representative groups when setting up monitoring systems.
Monitoring consists of the collection of relevant information and evaluation of policies. It is not solely about the collection of data, it can also take the form of regular meetings and reporting of research undertaken. Monitoring is not an end in itself but provides the data for the next cycle of policy screening.
Northern Ireland Act
The Northern Ireland Act, implementing the Good Friday Agreement, received Royal Assent on 19 November 1998. Section 75 of the Act created the statutory equality duties.
Northern Ireland Human Rights Commission
A statutory body established under Section 68 of the Northern Ireland Act 1998, which works to ensure that the human rights of everyone in Northern Ireland are fully protected in law, policy and practice.
Northern Ireland Statistics & Research Agency (NISRA)
The Northern Ireland Statistics and Research Agency (NISRA) is an Executive Agency within the Department of Finance and Personnel (DFP).
They provide statistical and research information regarding Northern Ireland issues and provide registration services to the public in the most effective and efficient way.
OFMdFM
The Office of the First Minister and Deputy First Minister is responsible for providing advice, guidance, challenge and support to other NI Civil Service Departments on Section 75 issues.
PAFT
The Policy Appraisal and Fair Treatment (PAFT) Guidelines constituted the first non-statutory attempt at mainstreaming equality in Northern Ireland in January 1994. The aim of the PAFT Guidelines was to ensure that issues of equality and equity informed policy making and activity in all spheres and at all levels of government. PAFT has now been superseded by Section 75 of the Northern Ireland Act 1998.
Policy
The formal and informal decisions a public authority makes in relation to carrying out its duties. Defined in the New Oxford English Dictionary as ‘a course or principle of action adopted or
proposed by a government party, business or individual’. In the context of Section 75, the term policies covers all the ways in which a public authority carries out or proposes to carry out its functions relating to Northern Ireland. Policies include unwritten as well as written policies.
Positive action
This phrase is not defined in any statute, but the Equality Commission understands it to mean any lawful action that a public authority might take for the purpose of promoting equality of opportunity for all persons in relation to employment or in accessing goods, facilities or services (such as health services, housing, education, justice, policing). It may involve adopting new policies, practices, or procedures; or changing or abandoning old ones. Positive action is not the same as positive discrimination.
Positive discrimination differs from positive action in that positive action involves the taking of lawful actions whereas positive discrimination involves the taking of unlawful actions. Consequently, positive action is by definition lawful whereas positive discrimination is unlawful.
Qualitative data
Qualitative data refers to the experiences of individuals from their perspective, most often with less emphasis on numbers or statistical analysis. Consultations are more likely to yield qualitative than quantitative data.
Quantitative data
Quantitative data refers to numbers, typically derived from either a population in general or samples of that population. This information is often analysed by either using descriptive statistics, which consider general profiles, distributions and trends in the data, or inferential statistics, which are used to determine ‘significance’ either in relationships or differences in the data.
SACHR
The Standing Advisory Commission on Human Rights (SACHR) has now been replaced by the Northern Ireland Human Rights Commission. SACHR, as part of its review of mechanisms in place to promote employment equality and reduce the unemployment differential, recommended that the PAFT Guidelines should be made a statutory requirement.
Screening
The procedure for identifying which policies will be subject to equality impact assessment, and how these equality impact assessments will be prioritised. The purpose of screening is to identify the policies which are likely to have a minor/major impact on equality of opportunity so that greatest resources can be devoted to improving these policies. Screening requires a systematic review of existing and proposed policies.
Schedule 9
Schedule 9 of the Northern Ireland Act 1998 sets out detailed provisions for the enforcement of the Section 75 statutory duties, including an outline of what should be included in an Equality Scheme.
Section 75
Section 75 of the Northern Ireland Act provides that each public authority is required, in carrying out its functions relating to Northern Ireland, to have due regard to the need to promote equality of opportunity between:-
- persons of different religious belief, political opinion, racial group, age, marital status and sexual orientation;
- men and women generally;
- persons with a disability and persons without; and
- persons with dependants and persons without.
Without prejudice to these obligations, each public authority in carrying out its functions relating to Northern Ireland must also have regard to the desirability of promoting good relations between persons of different religious belief, political opinion or racial group.
Section 75 investigation
An investigation carried out by the Equality Commission, under Schedule 9 of the NI Act 1998, arising from the failure of a public authority to comply with the commitments set out in its approved Equality Scheme.
There are two types of Commission investigation, these are as follows:
- An investigation of a complaint by an individual who claims to have been directly affected by the failure of a public authority to comply with its approved Equality Scheme;
- An investigation initiated by the Commission, where it believes that a public authority may have failed to comply with its approved Equality Scheme.
Appendix 6
Action plan/action measures
Equality Action Plan 2023-2027
Actions and Measures
|
Action |
Timeframe |
Performance Indicator |
Expected Outcome |
Responsibility |
||||||
---|---|---|---|---|---|---|---|---|---|---|---|
1.0 |
Maintain a centralised Section 75 Consultee List |
2023-2027 |
Year 1-4 An up to date Section 75 Consultee List |
Engagement with Section 75 groups will ensure Council are meeting the diverse needs of people living in, and visiting our Borough. |
Policy Team |
||||||
2.0 |
Distribute Council newsletters, E-zines schedules, notices, events and case studies to Council’s S75 consultee list. |
2023-2027 Ongoing as required. |
Year1-4 Circulation to Section 75 consultee list |
Engagement with Section 75 groups will ensure Council are meeting the diverse needs of people living in, and visiting our Borough. |
Policy Team |
||||||
3.0 |
Promote the assisted lift service and additional capacity residual collections for residents with conditions that generate medical waste. |
2023-2027 Quarterly |
Year 1-4 No. of assisted lifts No of additional capacity residual collections. |
Appropriate waste collection services for those living with a limiting long term illness or disability, larger families, and those with medical waste. |
Facilities Management & Waste |
||||||
4.0 |
Promote availability of information leaflets at Waste facilities detailing amenities on offer such as assistance services, braille bin collection calendars and print in various languages. |
2023-2027 Biannually |
Provision of new leaflet.
Delivery of bin collection calendars to all 58,000 households. |
Ensures Council waste services are inclusive and accessible to all. |
Facilities Management & Waste |
||||||
5.0 |
Council to consult with the Department for Communities about including questions to gather data on which of the Section 75 categories participants identify with. |
2023-2024 |
Year 1 Addition of Section 75 questions on surveys used by the Town Centre Development Team. |
Will enhance Section 75 data gathering within the Borough creating |
Town Centre Development team. |
||||||
6.0 |
Raise awareness of initiatives, projects and training programmes offered by Council in partnership with others to help people gain new skills and access employment opportunities. |
2023-2027
|
Year 1-4 Circulation to Section 75 consultee list. |
Increased awareness will invite a more diverse demographic to Councils training and employment opportunities. |
Skills and Entrepreneurship Manager |
||||||
7.0 |
Continue to engage with special needs schools and employers to promote career opportunities, skills and activities associated with the Science Summer School. |
2023-2027
|
Year 1-4 Continued engagement Attendance at the Science Summer School NI. |
Link employees with special needs schools in the Borough to encourage engagement and provide students the experience of the Science Summer School. |
Skills and Entrepreneurship manager |
||||||
8.0 |
Circulation of upcoming town centre development disturbances to Section 75 consultee list. |
2023-2027
|
Year 1-4 Circulation to Section 75 consultee list. |
Proper information provision will provide suitable notice for identified categories to organize access to the town centre. |
Town Centre Development |
||||||
9.0 |
Develop MEAqua Little Stars Pan Disability swim lessons to include a second class for an older age group (10-13 years). |
2025-2027 |
Year 3: 2 x classes in each pool Year 4 4 x classes in each pool |
More children living with a disability learning to swim within the Borough. |
Aquatic Lead |
||||||
10.0 |
Achieve the Diversity Mark accreditation from Diversity Mark.
|
2023-2025 |
Year 1-2 Achievement of the Diversity Mark accreditation |
Council will build a more diverse and inclusive workplace. |
Learning Development Manager |
||||||
11.0 |
Provide equality and disability training for elected members and all Council staff. |
2023-2027
|
Year 1-4 Number of elected members and employees trained – |
Increased awareness of disability legislation and understanding of issues relating service users. |
Learning Development Manager |
|
|||||
12.0 |
Provide equality and disability training for elected members and all Council staff. |
2023-2027 Ongoing |
Year 1-4 Number of elected members and employees trained – |
Increased awareness of disability legislation and understanding of issues relating service users. |
Learning Development Manager |
|
|||||
13.0 |
Council will deliver the commitments of the Equality Commission for Northern Ireland Mental Health Charter. |
2023-2024
|
Year 1 Implementation of the Charter |
By delivering the Equality Commission for Northern Ireland’s Charter, Council is committed to employee mental health and wellbeing. |
Learning and Development Manager |
|
|||||
14.0 |
Establish an inter-departmental Equality, Diversity & Inclusion (EDI) Network. |
2023-2024 |
Year 1 Develop Terms of Reference and hold the first meeting. |
Will improve internal communications to share good practice and coordinate EDI projects within all departments. |
Policy Team All Departments |
|
|||||
15.0 |
Hold internal Equality Diversity & Inclusion Network meetings. |
2023-2027 |
Year 1-4 12 meetings per year |
Ensures a collective approach and best practice to services provided to people living with disabilities. |
Policy Team |
|
|||||
16.0 |
Work with the Local Government Equality and Diversity Group to establish a baseline on Equality, Diversity and Inclusion in Northern Ireland local government. |
2023-2027
|
Year 1-4 Fulfil the Equality, Inclusion and Diversity Baseline And Impact Study Action Plans. |
Participation by Council will help prioritise and influence equality, good relations and diversity initiatives across local government in Northern Ireland. |
Policy Team |
|
|||||
17.0 |
Facilitate a skills development program for tourism businesses, including one business which facilitates tours for disabled people |
2023-2024 |
Year 1 Biannual review |
Offer tailored equality and diversity awareness information to key delivery partners, contractors and interested groups within the Borough. |
Tourism Development Team |
|
|||||
18.0 |
Work with the Local Government Staff Commission for Northern Ireland and 11 other Councils to complete actions set out by the Equality, Inclusion & Diversity Baseline & Impact Study. |
2023-2024 |
Year 1 Completion of Actions assigned to Mid and East Antrim Borough Council. |
This Action Plan takes into account the statutory obligations to ensure local communities and stakeholders identify Councils as being equality focussed, diversity driven, and inclusion minded. |
Policy Team |
|
|||||
19.0 |
Conduct outreach visits to Section 75 groups within the Borough to better understand their role, services and membership and how to complete consultations |
2023-2027 |
Year 1-4 Number of outreach visits. |
Engagement with Stakeholders to ensure Council are meeting the diverse needs of people with disabilities living in, and, visiting our Borough. |
Policy Team |
|
|||||
20.0 |
Screen annual events programme and recommend accessibility improvements for Section 75 groups if appropriate. |
2023-2027 |
Year 1-4 100% Section 75 screening of annual events programme. |
Strive to achieve equality of opportunity to Council services and facilities for those from a minority group through enhanced accessibility and encouraged participation. |
All departments |
|
|||||
21.0 |
Increase visibility of people with from Section 75 groups in Council promotional and brand material and social media. |
2023-2027 |
Year 1-4 Biannual Review |
Will promote positive attitudes towards people from a minority amongst employees, Elected Members and the public. |
Communications |
|
|||||
22.0 |
Increase awareness of the Equality Action Plan amongst local Section 75 groups and representatives. |
2023-2024 |
Year 1 Circulation with Section 75 Consultee List |
Ensures Mid and East Antrim Borough is an inclusive and welcoming destination for all. |
Policy Team |
|
|||||
23.0 |
Update the Audit of Inequalities for use in equality screenings, to better inform policy development processes and to better understand the profile of the Borough. |
2023-2027 |
Year 1-4 Annually |
Conduct ongoing research to identify ways to meet the increasing and diverse needs of people with a disability living in our Council area and take action towards securing funding and implementing the identified requirements. |
All departments |
|