From April The Equality Act 2010 introduced the Public Sector Equality Duty to ensure that public bodies consider how different people will be affected by their activities. This will help them to deliver policies and services which are accessible to all.
All public bodies subject to the general duty should consider issues affecting people sharing each of the "protected characteristics" and the three aims of the equality duty:
- Eliminate unlawful discrimination, harassment, victimisation and any other conduct that is prohibited by or under this 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 protected characteristic and people who do not share it
The Equality Duty is supported by the specific duties which require public bodies to:
- publish relevant, proportionate information, demonstrating compliance with the Equality Duty,
- set themselves specific, measurable Corporate Equality Objectives.
Four new Corporate Equality Objectives were agreed in April 2016.
- Objective 1 - Provide a welcoming and safe place for our communities, visitors and businesses which embraces equality and is free from discrimination.
- Objective 2 - Provide relevant services that are free from discrimination and delivered in a way that is responsive and accessible.
- Objective 3 - Understand and value the diversity of our communities through community engagement
- Objective 4 - Foster an accessible and inclusive working environment for all our staff and strive to achieve a workforce that is representative and diverse.
Underpinning the Equality Objectives we intend to deliver equality actions that demonstrate our progress in meeting the aims of the General Duty.
From April 2016 we started working on our four year action plan and will publish more information about our Compliment, Comment and Complaints procedure and start to look at how residents, visitors and customers can access our services, using technology and different formats. We are also keen to hear from businesses in the borough about any equality issues that they have identified so that we can share support and information with others in the business community.
We will look at feedback that staff and members of the on-line panel have provided about the objectives and try to identify actions that address the issues that they have raised. We have already evaluated some Autism Awareness sessions we held for front line staff and hope to run more sessions before March 2017.
In drafting the new objectives we consulted local community groups and the local Youth Forum to identify the actions we required to develop our action plan.
Erewash Borough Council is a Level 2 Disability Confident Employer.
What you told us
The consultation we undertook identified issues that showed what made people feel welcome and safe in the borough. Some of these issues do not relate directly to services provided by Erewash Borough Council but we wanted to provide feedback on some of the issues residents raised.
Grit bins – Derbyshire County Council have more than 800 grit bins in the county but are not able to provide new ones. Over 1,200 grit bins are provided by town and parish councils. If residents feel that additional bins are needed where they live they may wish to raise the matter with their parish council.
Street lighting – Street lighting is provided by Derbyshire County Council and lights that need repairing can be reported via their website http://www.derbyshire.gov.uk/ . New lighting is only installed on existing roads where there's a night-time casualty record, evidence of high levels of night time antisocial behaviour or where justified as part of other measures to improve road safety. (Information from DCC’s website). Erewash Borough Council provides lighting in car parks and other public places.