Action Date of Completion How will success be Responsibility/ Delivery measured? Lead PEO 1: To assess, consult and evaluate the equality impact of our policies and decisions and to change where reasonably possible what we do if it creates inequality 1.1 Equality Working Group to act as a critical friend Review at least one EIA per Equality Working Group in reviewing Equality Impact Assessments as April 2018 quarter as part of a monitoring appropriate. framework. 1.2 Produce & maintain an up-to-date Equality Impact Measured via corporate Corporate Improvement Assessment completion programme. April 2018 performance management & Policy Officer system. Annual EIA Report submitted to Equality Working Group and SMT for monitoring and scrutiny. Audit Equality Impact Assessment completion 2 reports submitted to the 1.3 and publication rates against numbers of planned April 2018 Equalities Working Group with Corporate Improvement EIAs and take action where necessary to address recommendations for & Policy Officer issues. appropriate action. 1.4 Raise awareness of the EIA process and 1 article per year to raise Corporate Improvement guidance, through One Charnwood, intranet etc. January 2017/ awareness of process. & Policy Officer/ January 2018 Communications Officer 1.5 Highlight the use of resident reference groups Review at least one EIA per Equality Working Group when making changes to major policies and December 2017 quarter to monitor the use of encourage services to consider as a consultation appropriate resident groups method. within consultation. 1.6 Monitor complaints for any discrimination related Annual report submitted to the Human Resources complaints. An annual report from HR and October 2018 Equality Working Group. Advisor/ Corporate Complaints is presented to the group Corporate Service as appropriate. Development Officer
Action Date of Completion How will success be measured? Responsibility/ Delivery Lead PEO 1: To assess, consult and evaluate the equality impact of our policies and decisions and to change where reasonably possible what we do if it creates inequality 1.1 Equality Working Group to act as a critical friend in reviewing Equality Impact Assessments as appropriate. April 2018 Review at least one EIA per quarter as part of a monitoring framework. Equality Working Group 1.2 Produce & maintain an up-to-date Equality Impact Assessment completion programme. April 2018 Measured via corporate performance management system. Annual EIA Report submitted to Equality Working Group and SMT for monitoring and scrutiny. Corporate Improvement & Policy Officer 1.3 Audit Equality Impact Assessment completion and publication rates against numbers of planned EIAs and take action where necessary to address issues. April 2018 2 reports submitted to the Equalities Working Group with recommendations for appropriate action. Corporate Improvement & Policy Officer 1.4 Raise awareness of the EIA process and guidance, through One Charnwood, intranet etc. January 2017/ January 2018 1 article per year to raise awareness of process. Corporate Improvement & Policy Officer/ Communications Officer 1.5 Highlight the use of resident reference groups when making changes to major policies and encourage services to consider as a consultation method. December 2017 Review at least one EIA per quarter to monitor the use of appropriate resident groups within consultation. Equality Working Group 1.6 Monitor complaints for any discrimination related complaints. An annual report from HR and Corporate Complaints is presented to the group as appropriate. October 2018 Annual report submitted to the Equality Working Group. Human Resources Advisor/ Corporate Service Development Officer
Equality%20Strategy%20Action%20Plan%202016-2018.docx