The Council has reviewed its Strategic Equality Plan that sets 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.
  • 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 every 4 years that contains equality objectives and information on the engagement process carried out in order to identify these.

The Council’s current Strategic Equality Plan (SEP) sets out how the Council has met its legal responsibilities in developing the SEP and includes the Council’s equality objectives for 2019-2022, how they had been identified, the approach taken in respect of engagement and the results, together with an action plan that sets out how the Council will deliver its objectives. The SEP includes a commitment to regular monitoring of the delivery of the SEP action plan.

.The Equality Objectives for 2019-2022 are as follows:

  • To better understand the needs of our communities and understand the barriers they face to thrive.
  • To reduce inequalities that exist within our communities.
  • To promote safe communities.
  • To reduce the gender pay gap.
  • To create an inclusive workforce.

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 delivery plans.

If you would like more information on the SEP or would like a copy of the SEP in an alternative format or language please contact the Equality and Diversity Team on 01443 444531 or e mail equality@rctcbc.gov.uk.

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