PAPER B2

Purpose : For Noting

REPORT TO THE EXECUTIVE

Date : 17 NOVEMBER 2004

Title : DIVERSITY – UPDATE ON THE BLACK MINORITY ETHNIC MAPPING REPORT

REPORT OF THE PORTFOLIO HOLDER FOR RESOURCES

IMPLEMENTATION DATE: 29 November 2004

SUMMARY/PURPOSE

1. The council has committed to Valuing Diversity and is focussing on three priority areas: BME (Black Minority Ethnic) communities with particular regard to the Race Relations (Amendment) Act 2001, Disability and the Disability Discrimination Act 1995 (DDA), not least ensuring that we meet the legal duties with regard to access to services, and Women Into Management (WIM), ensuring that we provide an appropriately sophisticated route for women employees to progress throughout the organisation.

BACKGROUND

2. Faith Regen were commissioned by the Council to undertake a mapping exercise in order to determine what faith and ethnic minority communities exist on the Island and what services are currently available to them. This piece of work is very important as the Island has a population of mainly white UK origin and a small population of people from ethnic minority background.

In order to be part of the 21^st century the Island needs to embrace the multi cultural, multi faith dimension that makes for an increasingly cosmopolitan society and, take account of the increasing numbers of people from BME communities who live on the Island. Figures show an increase from the census in 1991 of 0.7% of the population coming for a BME background to the census data of 2001 increasing to 1.32%.

STRATEGIC CONTEXT

3. In 2000, the government gave all local authorities in Britain a legal duty to promote race equality (The Race Relations Amendment Act 2000). This means that, in carrying out our functions we have a duty to:

§ Eliminate unlawful racial discrimination

§ Promote equal opportunities; and

§ Promote good relations between people from different racial groups

This mapping exercise is the first stage of identifying where the BME communities are. Having identified where the BME communities are on the

Island further consultation can take place to identify needs and/or barriers to service provision.

4. Progress with the diversity agenda will ensure that we increase our CPA rating. The Annual Action Statement 2004/05 includes the following statement

‘Development of an improved approach to tackling diversity and social inclusion in particular the development of women managers and support for BME groups’.

The council has recognised the importance of the diversity agenda and is taking valuable steps to ensure that progress is made. The Strategic Lead Director (Adult & Community Services) has put in place a policy forum with the help of officers from both the Council and the Primary Care Trust.

Service Plans now feature a section on valuing diversity but there is a need to undertake Impact Assessment across the authority as a matter of priority.

CONSULTATION

5. Faith Regen consulted across the Island with BME communities. When the report was finalised the council met with the Diversity Standing Forum to present their findings.

6. Organisations involved in the Diversity Standing Forum are:

Parkhurst Prison, Camphill Prison, IW Chamber of Commerce, IW Police, IW RCC, The Law Centre, IW Housing Assoc., Medina Housing Assoc., South Wight Housing Assoc., The Pension Service, IW Primary Care Trust and IW Council officers.

FINANCIAL/BUDGET IMPLICATIONS

7. None. Any future work will be kept within the existing diversity budget.

LEGAL IMPLICATIONS

8. Section 2 of the Race Relations (Amendment) Act 2000 gives public authorities a general statutory duty to promote race equality. The aim is to ensure that authorities provide fair and accessible services, and to improve equal opportunities in employment.

Race Relations (Amendment) Act 2000 – General Duty:

§ Isle of Wight Council must take the lead in promoting equality of opportunity and good relations, and preventing unlawful discrimination

§ The council must take account of racial equality in the day to day work of policy making, service delivery, employment practice and other functions

The Race Relations Act 1976 (Statutory Duties) Order 2001 places specific duties on the council.

§ The council must publish a Race Equality Scheme

§ Assess whether functions and policies are relevant to race equality

§ Monitor policies to see how they affect race equality

§ Assess and consult on new policies with regard to race equality

§ Publish any results of BME consultation

§ Ensure that the Island community have access to the information and services that we provide

§ Ensure that staff undergo relevant BME training

Training:

Since the Strategic Director of Adult and Community Services has had the lead for diversity a programme of training through The Garnett Foundation has been taking place. The following table shows the number of staff who have undertaken diversity training since October 2003:

Directorate	Nov 03	March 04	Apr 04	Oct 04	Total no of staff on permanent contracts
Adult & Community	133	115	34	87	955
Children’s Services	7	70	17	42	494 excluding schools
Corporate Services	63	34	10	18	341
Environment Services	2	5	2	10	396
Fire	4	1	0	5	266
Other Organisations (Inc Members)	16	10	10	36
Total	225	235	73	198
Take up of training places				731

There has been a very positive response from those undertaking the training; staff have found it to be a very positive experience.

The results have been very encouraging, 77% rated the play as excellent, whilst the whole event has received a 67% excellence satisfaction rating (figures based on October 2004 feedback).

Further Garnett events are planned for 2005. Follow on training is being co-ordinated through the Learning Centre, which is aimed at providing a variety of training opportunities across the authority.

OPTIONS

9. To note the mapping report and support the valuing diversity work taking place.

EVALUATION/RISK MANAGEMENT

10. Corporate commitment at all levels to the diversity agenda is vital. The next CPA inspection will look at diversity in detail and there will be an expectation that all staff will have undertaken training across all sections of the authority.

Failure to meet the duties of the Race Relations (Amendment) Act 2000 will result in a poor CPA score and put the council at risk of non-compliance.

11. The council will be subject to inspection by the Commission for Racial Equality, who will assess where the council is with regard to the Equality Standards for Local Government. The Council is currently at Level 1 and aims to be at Level 3 by December 2005. In order to achieve this the Council must:

(a) Engage with the BME communities on the Island to assess need and take the necessary action required to ensure that access to services is not prevented.

(b) Undertake ‘Impact Assessments’ before January 2005. This also includes any new policy or function being impact assessed before it is approved.

12. The Diversity Policy Forum monitor the Race Equality Scheme in line with the requirements of the Race Relations (Amendment) Act 2000 and Best Value inspection. Work is currently underway to develop a Comprehensive Equality Plan, which will inform policy and monitor the progress being made towards the Council’s overall aim of improving our CPA score and achieving of all five levels of the Equality Standard for Local Government.

RECOMMENDATIONS

13. To note the report and continue to support the work of the diversity agenda.

BACKGROUND PAPERS

14. Faith Regen:

15. Report on mapping exercise for the Isle of Wight

Guide to BME and faith communities on the Isle of Wight

Both reports available on: http://www.iwight.com/council/documents/other_reports/

Race Equality Scheme - www.iwight.com/council/documents/strategy_papers/race.pdf

Contact Point: Rosie Barnard, ( 520600 ex 2236 email: [email protected]

GLEN GARROD Strategic Director of Adult and Community Services

REG BARRY Portfolio Holder for Resources