Active Lancashire Diversity, Gender Equality and Equal Opportunities Policy and Implementation Plan
The Active Lancashire Board
Active Lancashire’s Board is fully committed to recruiting and engaging people with appropriate diversity, independence, skills, experience and knowledge to take effective decisions that further our organisational aims and objectives.
- Active Lancashire has adopted a target of a minimum of 30% of each gender on our Board; and,
- Active Lancashire will demonstrate a strong and public commitment to progressing towards achieving gender parity and greater diversity on the board including, but not limited to. Black, Asian, minority ethnic (BAME) diversity and disability.
This statement of policy is our public commitment to promoting diversity and equality in-line with the Public Sector Equality Duty (Equality Act 2010). It covers the Board and the staff of Active Lancashire, our delivery partners across our delivery network, their staff, and the beneficiaries of our activities.
We are committed to equality of opportunity and the promotion of an inclusive society by delivering services in a manner that is relevant, responsive and sensitive.
We will apply our equality and diversity, safeguarding adults policies and procedures to our delivery of all projects and programmes and in all of our interaction with the people and partners with whom we work as well as members of our own Staff and Board.
We value diversity and recognise that different people bring different perspectives, ideas, knowledge and culture, and that this difference brings great strength.
We expect commitment and involvement of all Board members, Employees, Partner organisations and providers of goods and services in working towards the achievement of a fair and just society where people are treated with dignity and respect, inequalities are challenged and we anticipate, and respond positively to different needs and circumstances to help everyone can achieve their potential.
We do not tolerate any form of direct discrimination (including by perception or association), indirect discrimination, harassment or victimisation of staff and/or service users on any grounds including in relation to the following protected characteristics: Age; Disability; Gender; Gender Reassignment; Race/Ethnicity; Religion or Belief; Sexual Orientation; Marriage and Civil Partnership; Pregnancy and Maternity.
Within all of the organisation’s activity our commitment will translate into actions that:
- Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act;
- Advance equality of opportunity between people who share a protected characteristic and those who do not;
- Foster good relations between people who share a protected characteristic and those who do not.
- Removing or minimising disadvantages suffered by people due to their protected characteristics;
- Taking steps to meet the needs of people from protected groups where these are different from the needs of other people.
- We will measure and monitor participation on our programmes by gender to ensure that our programmes are being promoted effectively to both men and women.
- We will positively promote our work with a diverse range of partners and our marketing materials reference both men and women and we will use case-studies of both men and women supported by our project which will be utilised as examples of positive role models.
- Wherever possible opportunities will be made accessible to all – by carefully considering the delivery location, means of promotion using both social media and traditional marketing such as flyers, newsletters etc, access to childcare, timing of activities – eg during school hours, summer holiday programmes provide associated activities for children;
- Wherever possible we will make specific provision for those with physical barriers to access such as the hard of hearing, visually impaired and those with limited mobility to ensure that access t and the support provided by our projects and programmes is available to all.
- We will measure and monitor the makeup of our beneficiaries by age and by ethnicity to ensure that our services are reaching all groups who make up the target population;
- Wherever possible we will consider activities designed to appeal to groups who would not normally access services as a means to engage them in our programmes
- We will be sensitive to the needs of individuals who are caring for older relatives – referral through to support through Age concern etc;
Staff - Training and Personal Development
Equality and diversity issues and cultural awareness will be included in core training for all staff within Active Lancashire and delivery partners. At the recruitment stage for both staff and partners, potential applicants will be made aware of our commitment to equality and diversity, particularly emphasising the behaviour expected of them. These expectations will also be embodied in personal development and appraisal processes.
Staff will receive training on equality and diversity issues at least every two years to ensure that they are able to deal sensitively with the diverse needs of customers.
We will carry out an annual monitoring of project staff by characteristics – sex, race, disability, age (with a view to identifying any significant under-representation).
All delivery partners have their own Equality and Diversity Policies, however we will promote and seek that all partners will commit to the principles embodied in this document by supporting the work of the partnership and individual partnership and delivery agreements they enter into.
Participants will be informed of our commitments to equality and diversity on entry into our programmes as part of our promotional and induction activity.
The equality commitments will be included in both individual and group induction sessions.
Active Lancashire will monitor its performance in terms of representation effectiveness of different groups through the collection of beneficiary data at the point of entry into projects and Programmes and this will form the basis for monitoring up on exit from the scheme(s).
Reporting on equality data will take place as part on the monthly monitoring to project Steering Groups and will include monitoring representation and performance of different groups (sex, race, disability, age).
Our commitment to equality and diversity will be included in a full range of documents and other media, such as application and information literature, newsletters, job descriptions, contracts for services and policies.
We will communicate effectively and information will be made as accessible as possible using interpreters if requested and/or translated materials. A number of customer service’s staff are trained in sign language. We will offer communication in a pictorial format, audio or DVD where requested to do so.
The plan shall be reviewed annually as part of the Board performance review.
|Action||By Whom||When Required||Target|
|Diversity and equality inputs included in all staff training||Included in Annual team development plan (External input)||Implemented January 2018||100% (Met 2019)|
|Review staff diversity training||All partners||January 2018 and January 2019||100% (Met 2018, 2019 Q3 review)|
|Diversity and equality briefing for all new staff
||All delivery partners||Ongoing||100%|
|Beneficiary equality reporting||All delivery partners||Quarterly||Exceed minimum project targets (Met 2018. 2019)|
|Review diversity make up of staff
||CEO / Staff profile review||Annually||Met 2018.|
|Adopt the “Rooney Rule” that for all recruitment including for new Board members all applicants from a BAME and Minority applicants will be interviewed
||CEO / Chair / HR Partners||Immediate||Ongoing|
|Ensure that the Board and the staff are made up of a minimum of 30% Male or Female
||CEO||March 2018||Met 2018, 2019|
|All-male and female shortlists for senior recruitment and all-male /female selection panels will only be allowed in exceptional circumstances
||CEO||Immediate||Met 2018, 2019|
|The Board and Staff Team to appoint an Equality and Diversity Champion||CEO / Chair||March 2018||100%|