Equality Standards for Local Government

Brief Outline

The Equality Standard for Local Government (‘the standard’) has been developed by a partnership between the Commission for Racial Equality, Disability Rights Commission, the Equal Opportunities Commission now known collectively as the Eqaulity and Human Rights Commission ( EHRC) and the Employers’ Organisation for Local Government with assistance from the Audit Commission. It is part of the Best Value Performance Indicator scheme.

The ‘standard’ sets out what is expected of the Isle of Wight Council to enable it to achieve each level in each area of activity. It provides a framework for improving equality practice and producing equitable outcomes in service delivery and employment.

By implementing this Comprehensive Equality Plan (CEP) the council is mainstreaming equalities into service delivery and employment. Working through the ‘standard’ will identify barriers that create disadvantage, and enable these issues to be resolved.

The ‘standard’ builds upon the principles of quality leadership and community involvement that are central features of modern local government. Successful implementation of the Standard depends upon sound partnership between the council and the wider community.

In order to achieve Level 1 of the Standard, local authorities are required to produce a comprehensive equality plan. A brief outline of each of the five levels is described below:

Level 1: Commitment to a comprehensive equality plan

To achieve Level 1 of the Equality Standard for Local Government the Isle of Wight Council must have in place a comprehensive equality plan which commits the council to achieving equality in race, gender and disability among its workforce through:
  • Improving equality practice at both corporate and departmental level;
  • Ensuring specific resources are allocated to improve equality practice;
  • Service planning impact assessments, equality action planning and equality target setting within all service areas;
  • Systematic consultation;
  • A fair employment and equal pay policy;
  • Progress monitoring;
  • Audit and scrutiny

Level 2: Assessment and consultation

To achieve Level 2 of the Equality Standard for Local Government the Isle of Wight Council will need to demonstrate that:

  • It has engaged in an impact/needs/requirement assessment process;
  • It has engaged in consultation with designated community, staff and stakeholder groups;
  • It has engaged in the development of information and monitoring systems;
  • It has engaged in an equality action planning process for employment, pay and service delivery;
  • It is developing a system of self-assessment, scrutiny and audit

Level 3: Setting equality objectives and targets

To achieve Level 3 of the Equality Standard for Local Government the Isle of Wight Council will have to demonstrate that:
  • It has completed a full and systematic consultation process with designated community, staff and stakeholder groups;
  • It has set equality objectives from employment, pay and service delivery based on impact and needs/requirements assessments and consultation;
  • Equality objectives have been translated into action plans with specific targets;
  • Action on achieving targets has started

Level 4: Information systems and monitoring against targets

To achieve Level 4 of the Equality Standard for Local Government the Isle of Wight Council will have to demonstrate that:
  • It has developed and monitoring systems that allow it to assess progress in achieving targets;
  • It is measuring progress against targets and effectively its information and monitoring systems;
  • Monitoring reports are being produced at specific intervals and circulated to designated consultation and scrutiny groups;
  • Monitoring systems providing useful information about progress towards specific targets

Level 5: Achieving and reviewing outcomes

To achieve Level 5 of the Equality Standard for Local Government the Isle of Wight Council will have to demonstrate that it has made considerable progress in achieving equal employment and service provision with regard to race, gender and disability
  • It has achieved the targets that it has set at level 3;
  • It has reviewed and revised targets, monitoring and consultation systems with designated community staff and stakeholder groups;
  • It has initiated a new round of action planning and target setting;
  • Through its achievements it can be seen as an example of good practice of other local authorities and agencies