The Council has produced its Strategic Equality Plan to set out how it aims to meet its commitment to equality and how it will meet its legal obligations contained within the Equality Act 2010.
The Equality Act 2010 brought together and replaced previous anti discrimination laws into a single Act and introduced a new general duty on the Council when making decisions and delivering services to have due regard how to:
Eliminate discrimination, harassment, victimisation and any other conduct that is prohibited under the Act
Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it (protected characteristics are explained in 2.4 below)
Foster good relations between persons who share a relevant protected characteristic and persons who do not share it
The Equality Act provides a power to make regulations imposing duties on public bodies to support better performance of the general duty; these are known as the Specific Public Sector Equality Duties and are different in England, Scotland and Wales.
The Public Sector Equality Duties in Wales which came in to force on 6th April 2011 included a requirement for public authorities (including Local Authorities and Schools) to develop and publish a Strategic Equality Plan by 2nd April 2012 that contained Equality Objectives and included information on the engagement process carried out in order to identify these.
A comprehensive engagement process took place to involve/consult as many people as possible on the Draft Equality Objectives and to give an opportunity for suggestions for additional or alternative Objectives. Full details of the process are contained within Section three of the Strategic Equality Plan.
Feedback on the engagement and consultation process was very positive and as a result the Equality Objectives included in the Strategic Equality Plan are:
Disability Hate Crime - People live in communities where difference is accepted and there is no harassment
Engagement - Everyone has the chance to give their views on issues that can affect their quality of life
Addressing Negative Behaviours and Attitudes - People in Rhondda Cynon Taf are able to live their lives with tolerance and respect
Research Project to identify pay equity patterns and causes
The Council is legally required to consider the pay differences that exist across the organisation and to identify an objective that will address any difference identified. The project will look at a number of areas that may contribute to the causes of gender pay differences.
An Action Plan has been developed in line with the Council’s Performance Management Arrangements. Progress will be monitored in the same way and at the same time as the Council’s priority and business plans.
If you would like more information on the Scheme please contact Dilys Jouvenat, Team Manager, Equality & Diversity on 01443 424075 or e mail firstname.lastname@example.org
If you require a copy of the Scheme in an alternative format or language please contact Louise Jones on 01443 424121 or e mail email@example.com