public sector develop better policies and practices, based on evidence equality duty’ be more transparent, accessible and accountable, and deliver improved outcomes for all. The public sector equality duty requires equality to be considered in all the functions of public authorities, including decision making, in the design of internal and external policies and in the delivery of services, and for these issues to be kept under review. The previous public sector equality duties shifted the onus away from an individual having to seek redress after suffering discrimination, and onto public authorities being required to take a proactive and organised approach to tackling discrimination’ and focusing on ‘institutional organisational change. These duties aimed to mainstream equality into public sector culture in practical and demonstrable ways. These principles continue to apply to the public sector equality duty. Fair The public sector equality duty (the equality duty) does not prevent you ‘Making Financial from making difficult decisions such as reorganisations and relocations, Decisions’ (no redundancies, and service reductions, nor does it stop you from page number) making decisions which may affect one group more than another group. The equality duty enables you to demonstrate that you are making ‘Introduction’ and in the final financial decisions in a fair, transparent and accountable way, section considering the needs and the rights of different members of your ‘What happens if you community. This is achieved through assessing the impact that don’t properly changes to policies, procedures and practices could have on different assess the protected groups (or protected characteristics under the Equality Act impact on 2010). equality of Assessing the impact on equality of proposed changes to policies, relevant procedures and practices is not just something that the law requires, it decisions?’ is a positive opportunity for you as a public authority leader to ensure you make better decisions on robust evidence. If you have not carried out an assessment of impact on equality of the proposal, or have not done so thoroughly, you risk leaving yourself open to legal challenges, which are both costly and time-consuming. Legal cases have shown what can happen when authorities do not consider their equality duties when making decisions. Example: A overturned a decision by Haringey Council to consent to a large-scale building redevelopment in Wards Corner in Tottenham,
public sector equality duty’ develop better policies and practices, based on evidence be more transparent, accessible and accountable, and deliver improved outcomes for all. The public sector equality duty requires equality to be considered in all the functions of public authorities, including decision making, in the design of internal and external policies and in the delivery of services, and for these issues to be kept under review. The previous public sector equality duties shifted the onus away from an individual having to seek redress after suffering discrimination, and onto public authorities being required to take a proactive and organised approach to tackling ‘institutional discrimination’ and focusing on organisational change. These duties aimed to mainstream equality into public sector culture in practical and demonstrable ways. These principles continue to apply to the public sector equality duty. ‘Making Fair Financial Decisions’ (no page number) ‘Introduction’ and in the final section ‘What happens if you don’t properly assess the impact on equality of relevant decisions?’ The public sector equality duty (the equality duty) does not prevent you from making difficult decisions such as reorganisations and relocations, redundancies, and service reductions, nor does it stop you from making decisions which may affect one group more than another group. The equality duty enables you to demonstrate that you are making financial decisions in a fair, transparent and accountable way, considering the needs and the rights of different members of your community. This is achieved through assessing the impact that changes to policies, procedures and practices could have on different protected groups (or protected characteristics under the Equality Act 2010). Assessing the impact on equality of proposed changes to policies, procedures and practices is not just something that the law requires, it is a positive opportunity for you as a public authority leader to ensure you make better decisions on robust evidence. If you have not carried out an assessment of impact on equality of the proposal, or have not done so thoroughly, you risk leaving yourself open to legal challenges, which are both costly and time-consuming. Legal cases have shown what can happen when authorities do not consider their equality duties when making decisions. Example: A overturned a decision by Haringey Council to consent to a large-scale building redevelopment in Wards Corner in Tottenham,
research-report-100-awareness-and-understanding-of-ehrc-guidance-on-the-public-sector-equality-duty-accessible-version.docx