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NWDA Gender Equality Scheme and Action Plan
April 2007
Foreword from the Chief Executive The Northwest Regional Development Agency (NWDA) leads the economic development of England's Northwest. For the NWDA to be effective, it is vital that all communities are engaged and can contribute to the success and regeneration of our region, and the 2006 RES is clear about the importance of the diversity of the Northwest’s people and communities as a real economic asset. It is important that we maximise the opportunity of economic participation for all. In terms of equality, according to the 2007 Equalities review (CEHR) at the current rate of change we will: Close the gender pay gap
2085
Close the ethnic employment gap
2105
End the 50 plus employment penalty
not in this lifetime
Close the disability employment gap
probably never
The NWDA acknowledges that this is a challenging agenda. We and our partners may experience obstacles in meeting our commitments, but we expect to have an honest dialogue and to work together to develop pragmatic solutions to attempt to accelerate this agenda within the region. This strategy also supports the implementation of the Regional Economic Equality and Diversity Strategy which is included as a key action in the Regional Economic Strategy (2006). Equality and Diversity are assets for the Northwest, and if correctly promoted can have a huge potential economic benefit. We also recognise that in considering gender, we also need to consider issues related to: Ethnicity Disability Sexual orientation Faith or Belief Age
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This Gender Equality Scheme (GES) has been drafted to reflect the NWDA’s key role as a strategic economic leader, regional facilitator, investor and employer. Delivery of the GES, both by ourselves and by our partners will require embedding the actions firmly in the mainstream of both our internal and external facing work. Our Executive Management Board and Equality and Diversity Champions will be leading this change. The NWDA includes in our business planning and staff performance objectives related to equality so that we can monitor and report on our progress. The NWDA expects that partners and suppliers will demonstrate their own progress in concrete outcomes. We have had significant engagement internally with staff and externally with our stakeholders in order to develop our Gender Equality Scheme (GES). We are examining our ways of working, and plan for this learning to continue. We have undoubtedly benefited from their insight and their willingness to be our “critical friends” and we look forward to continuing to work with them as we turn our Gender Equality Scheme (GES) into action. At NWDA we are committed to promoting gender equality, and so are proud to present our first Gender Equality Scheme. It will make a positive impact on the delivery of the Regional Economic Strategy, our work with partners, and the culture and employment practice of the Agency.
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Executive Summary The Executive Summary gives an overview of the NWDA’s commitment to gender equality and a context for our work. In subsequent sections of this document you will find: Ø A summary of the GES objectives Ø Information on the development of the scheme Ø Overview of the Gender Equality Duty and on assessing the impact of our work Ø Information on the North West evidence base for gender equality Ø Information on existing NWDA work on gender Ø Information on how we will implement the scheme Ø Action plans – strategic and directorate plans The aim of the NWDA GES is to mainstream gender equality into the Agency by building it into the way we work. This GES will support us to promote equality for women and men including trans people. It is both a strategy and an action plan, describing the journey from where we are now, to where we want to be, in the area of gender equality. This Gender Equality Scheme (GES) addresses the NWDA’s general and specific duties under the Equality Act 2006, and the priority given to Equality and Diversity in the 2006 RES. It supports delivery of the Regional Equality and Diversity Strategy (REDS) and covers both the Agency’s internal processes and its regional role. During 2007/08 the Agency will bring together its different equality schemes into a unified approach covering: · · · · ·
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Race and Ethnicity Disability Sexual Orientation Age Faith and Belief
Throughout the implementation of the scheme, the NWDA will gather evidence regarding gender. Our GES has benefited from the valuable experience of developing our race equality and disability equality work. The Agency’s three year GES sets out our strategic objectives and activities for each of the Directorates within the Agency. Following detailed discussion within the Agency, and with external consultees, our overarching strategic priorities are: · · · · · ·
Gender Equality Impact Assessments Project development and appraisal Procurement and contract compliance HR OC&D processes and procedures Positive promotion relating to the region and the NWDA Ongoing involvement of women and men, including trans people
These priorities are consistent with our Disability Equality Scheme (developed in December 2007) and our Race Equality Scheme (reviewed in 2006). This alignment will maximise the extent to which equality is mainstreamed into our work. The NWDA will review the Gender Equality Scheme and its outcomes every three years. General progress on the scheme will be reported annually in the NWDA Inclusion Report. Equality objectives are included in our business plan and we report on progress on the scheme to our Board quarterly as part of business planning reports. Many of our ways of working have already been revised to make sure the NWDA promotes equality for all groups to ensure positive outcomes for women and men from NWDA’s programme. We believe our Action Plan will not only help the Agency meet the Duty, but also provide the opportunity to demonstrate exemplar practice. Above all, our Gender Equality Scheme supports the NWDA in making a real difference to women and men in the Northwest. ‘Becoming a mother is the one factor that above all leads to women’s inequality in the labour market’ Equalities Review 2007
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‘A survey of 122 recruitment agencies that revealed that more than 70% of them had been asked by clients to avoid hiring pregnant women or those of childbearing age’ Women and Work Commission 2006
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Summary of GES Objectives Strategic Objectives 1. Ensure ongoing stakeholder involvement on gender and other equality issues in the mission and objectives of the NWDA 2. Ensure business support and inward investment activities promote Gender Equality Duty and involve women and men including trans women and men 3. Work with the Learning & Skills Council and the Regional Skills Partnership to better promote skills and training provision to women and men who are likely to experience disadvantage in the region, e.g. Black and Minority Ethnic Women and Men, Disabled Women and Men, Lone Parents 4. Work with the Learning & Skills Council to ensure that the Regional Statement of Skills Priorities, and actions to address them, positively include women and men who are likely to experience disadvantage in the region, e.g. Black and Minority Ethnic Women and Men, Disabled Women and Men, Lone Parents 5. Ensure that Equality Impact Assessments are part of mainstream work and help the region to deliver the Regional Equality & Diversity Strategy 6. Ensure NWDA devotes sufficient resources and prioritises action to meet its equality obligations, and supports partners in meeting theirs
Equality Impact Assessment (EIA) 7. Ensure the EIA process fully addresses the new legal duties and promotes gender equality across the NWDA 8. Build NWDA expertise in, and quality of, EIA’s. 9. Ensure completion of Priority Impact Assessments
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Policy 10. Take full account of Gender Equality Requirements in all NWDA Policy and Strategy development 11. Ensure that review and EIA on RES delivery of the Regional Equality and Diversity Strategy takes full account of GED requirements 12. Influence the development of new opportunities for ERDF & ESF to ensure maximum potential for inclusion of diverse range of women and men 13. Ensure our GED duties are understood by Sub Regional Partnerships and other partners, using where appropriate NWDA expertise and knowledge to influence how the organisations we partner with, and/or fund, understand and are delivering their responsibilities under the GED 15. Ensure that the NWDA commitment to equality and diversity in the RES is clearly communicated in the region 16. Ensure that appropriate research undertaken on behalf of the NWDA reflects equality issues, and that such research is promoted and used externally and internally
Infrastructure and Development 17. Ensure principles of inclusive design in relation to gender are built into all our work on planning 18. Embed Corporate Social Responsibility (CSR) within businesses through delivery of the Responsibility NW programme. 19. Ensure that key projects within Directorates undergo an Equality Impact Assessment (EIA)
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Enterprise, Innovation and Skills 20. Work with training delivery agencies and providers to address the skills gap for Incapacity Benefit (IB) claimants, which includes lone parents, disabled people, BME people, ex offenders and people over 50 21. Work with employers to raise awareness of the barriers to entering employment for women and men, including trans people; ensure specific barriers for BME and Disabled people addressed 22. Ensure that the NWDA promotes the opportunity for women and men to consider non traditional roles as career choices 23. Ensure that the Regional Women’s Enterprise Forum is aligned with the National Women’s Taskforce 24. Ensure that there is a robust evidence base in the region regarding business start up rates for different groups and stock of existing businesses 25. Ensure that beneficiaries of NWDA funded projects on Worklessness are monitored by gender, ethnicity and disability 26. Ensure that key projects within the Directorate undergo an Equality Impact Assessment 27. Ensure that the management of the Business Link contract includes monitoring progress on equality issues
Operations 28. Promote positive attitudes towards women and men, including trans people, in all our work on communications 29. Work with Regional Tourist Boards to ensure that women and men, including trans people are encouraged to visit the NW, and diversity amongst our visitor base is actively welcomed 30. Embed equality and inclusion in the design and delivery of all programmes 31. Ensure that projects and programmes which involve premises take into account gender issues
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Corporate Resources 32. Ensure assessment of the make up of the Agency’s supplier base and if appropriate take positive action to improve diversity 33. Ensure gender equality is embedded into NWDA procurement documentation and processes. 34. Review standard legal documentation for procurement of goods and services, and grants. 35. Ensure that all significant and ‘high profile’ projects meet GED requirements. 36. Ensure that the Agency is seen as a good practice leader in the area of procurement and equality and shares this good practice 37. Ensure that ICT provision supports staff in flexible working
HR, Organisational Change and Development 38. Ensure that the NWDA is representative in terms of equality groups at all grades, including women and men in relation to ethnicity and disability 39. Develop a better understanding of why disabled women and men and BME women and men are less likely to apply for jobs within the Agency 40. Ensure that potential barriers to promotion for women internally are investigated and addressed 41. Provide a recruitment and retention guide for staff and line managers 42. Ensure better understanding and awareness through the NWDA of rights and responsibilities in relation to all gender issues; in particular flexible and part time working, and ensure clarity about use of arrangements for urgent domestic leave 43. Ensure the harassment policy addresses harassment based on gender reassignment
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44. Ensure that new strategies on pay include a consideration of gender 45. Integrate gender equality and diversity into all staff training 46. Ensure ongoing review of equal pay
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Development of the Scheme The NWDA has worked in partnership with Equality Works Consultancy to produce this scheme. Equality Works are based in Manchester and London, and have been working throughout the UK since 1992 for an extensive range of clients across the public, private and notforprofit sectors. We were fortunate to be in joined in this partnership by the Oxfam UK Poverty Programme (ReGender project). The ReGender project aims to raise awareness of the benefits of a gender aware approach to regeneration, both for women and men at the grassroots and for programme effectiveness. The project offers training for practitioners around the UK and works with training providers and regional and national decision making bodies to disseminate good practice and develop clear gender guidelines for the sector. Their involvement in the external and internal consultation, and input into the evidence base for the scheme has been extremely valuable. The scheme has been developed through: · · · ·
·
Consultation with external stakeholders (see Appendix 1) Consultation with NWDA staff Input from NWDA Board, Executive Directors and staff Review of regional data and research, including the Regional Economic Strategy, NWDA Disability and Race Equality Schemes and the Regional Equality and Diversity Strategy Undertaking two Equality Impact Assessments
The scheme sets out the NWDA’s commitment to equality for women and men, including trans people. It states our strategic objectives in relation to gender equality and objectives for each NWDA Directorate. We recognise that women and men are not a homogenous group, and that experiences may differ according to ethnicity, disability, sexual orientation, age, religion or belief and socio economic factors. Our approach to equality is to mainstream, as the evidence shows that considering all these issues are as relevant and important to the experiences of people in the Northwest, and to focus on the specific needs of groups as appropriate.
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Overview of the Duty The Equality Act 2006 places a statutory duty on all public authorities, when carrying out their functions, to have due regard to the need: • to eliminate unlawful discrimination and harassment • to promote equality of opportunity between women and men
This is known as the 'general duty’ and came into effect on 6 April 2007. The duty applies to public authorities in respect of all of their functions. It therefore applies to policymaking, service provision, employment matters, and decisionmaking. It also applies to the delivery of services and functions contracted out by a public authority to private or voluntary bodies. Public authorities are expected to have 'due regard' to the need to eliminate unlawful discrimination and harassment and promote equality of opportunity between women and men in all of their functions. As with the Race and Disability Duties, ‘due regard’ comprises two linked elements: proportionality and relevance. The weight which public authorities give to gender equality should therefore be greater, the more relevant a function or activity is to gender equality. As part of the duty, public authorities are also required to have due regard to the need to eliminate unlawful discrimination and harassment for people who intend to undergo, are undergoing or have undergone gender reassignment. To support the delivery of the general duty, there is also a series of ‘specific duties’ which apply to listed public authorities including RDAs. In brief, the specific duties are: • To prepare and publish a gender equality scheme, showing how it will meet its general and specific duties and setting out its gender equality objectives. • In formulating its overall objectives, to consider the need to include objectives to address the causes of any gender pay gap.
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• To gather and use information on how the public authority's policies and practices affect gender equality in the workforce and in the delivery of services. • To consult stakeholders (i.e. employees, service users and others, including trade unions) and take account of relevant information in order to determine its gender equality objectives. • To assess the impact of its current and proposed policies and practices on gender equality. • To implement the actions set out in its scheme within three years, unless it is unreasonable or impracticable to do so. • To report against the scheme every year and review the scheme at least every three years.
At a time when graduate skill shortages have been increasing, the proportion of women graduates in lowlevel jobs – the bottom 24% of all jobs – has almost trebled, from 5% in 1995 to 13% in 2005. (Equal Opportunities Commission)
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Assessing impact The duty to promote gender equality, as stated in the Statutory Code of Practice – England & Wales, states that:
A listed public authority must ensure that its scheme sets out the actions it has taken or intends to take to assess the impact of its policies and practices, or their likely impact, on gender equality. 'Policies and practices' covers all the proposed and current activities which the authority carries out, including its employment and service delivery functions. The purpose of an impact assessment, according to the Code of Practice, is twofold: ·
to ensure that neither sex is disadvantaged by an authority's decisions and activities
·
to identify where public authorities can promote equality of opportunity between men and women.
The Agency will also have due regard to the need to ensure that trans women and men are not disadvantaged by anything we do. We will also look to opportunities to promote equality of opportunity for trans people. The Agency views the Equality Impact Assessment process as crucial to the successful delivery of responsibilities under the Duty, and under the Duties in relation to Race and Gender and therefore devotes a specific section of the action plan to assessing impact. We have identified a number of priority impact assessments to conduct in the first year of the Gender Equality scheme and we will use these assessments to inform the review of all of our Equality Schemes. When conducting impact assessments we will include all strands of equality this means in addition to gender, we will consider Race and Ethnicity, Gender, Sexual Orientation, Age, Faith and Belief. The Agency aims to ensure gender and all other equality areas are ‘mainstreamed’ into all parts of the business, and will use the existing Equality Impact Assessment (EIA) process as the tool to ensure this happens. This allows the Agency to make the most of opportunities to tackle discrimination and promote the equality of women and men.
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The existing EIA process allows the NWDA to consider equality issues from the outset and remove any disadvantage in the way the Agency carries out its work. The NWDA will undertake a review of its current Impact Assessment processes to ensure that all requirements within the Gender Equality Duty are met, and will use its internal Programme Management Framework to ensure clear and simple guidance and training is available to all staff on both the GED and assessing impact. Following the review of the EIA process a training programme will be developed to increase staff understanding. Ongoing involvement and consultation with equality groups is central to the process of carrying out EIAs, and the Agency will ensure that systems are in place to ensure that a broad range of views can be sought.
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North West Evidence Base The Northwest has a strong evidence base in relation to gender equality. The Northwest of England is the largest region in the UK outside of London and the South East. In 2005, it generated just over 10% of UK national income with a £106 billion economy. The region is ethnically very diverse, with 7.8% of its 6.8 million residents describing themselves as having an ethnicity other than White British. Women make up 51.3% of the North West population, and men 48.7%. There is no accurate data about the number of trans people in the Northwest region. 72.6% of women and 81% of men in the Northwest are economically active. This is slightly below the national average of 73.2% of women and 83.6% of men. A study conducted in Summer 2004, partfunded by the NWDA, found that removing barriers to work would benefit women, disabled people and BME communities. It also noted that through increasing economic activity rates for these groups to match the regional average, the Northwest economy would actually be functioning 25% more effectively. It is estimated if the employment rates of women were to increase to match those of men, regional income would increase by £1.7 million annually. Flexible working, which allows both women and men to combine work with caring, is vital to increasing participation in the economy. ‘Taking maternity leave and becoming a parent definitely affected how I was viewed at work. Before I had my child, I was earning the same as my partner. 3 years on, I’m earning £5,000 less than him a year. I know that I would have had chances for promotion if my employer understood the needs of working parents better’ Consultee – NWDA Gender Equality Scheme
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The Equal Opportunities Commission has recently estimated that 4.8 million people nationally are not fully using their skills and experience at work, and say they would have made different job choices if flexible working had been available. A further 1.7 million people out of work say that flexible working would encourage them back into employment 41% of working women in the North West work part time, compared to 8.8% of men. Levels of parttime working are slightly lower in the Northwest than in the UK as a whole, where 42.7% of women and 9.5% of men work parttime. The Northwest also has a relatively low rate of homeworking, with just 9% of its workers working from home, compared to the UK average of 11%. ‘Caring done by men can be a real issue too. Men aren’t expected to have childcare responsibilities, so can face problems in getting time off or even just in going home in time. There’s still the view that caring isn’t something men do – and if we want to make things better for women and men, we need to get employers to take this on board’ Consultee – NWDA Gender Equality Scheme
81,000 women were selfemployed in the Northwest in 2003, compared to 261,000 men. The Federation of Small Businesses (2004) estimates that 16% of businesses in the Northwest are owned by women, compared to 47% by men. 37% are jointly owned. Women have a lot to offer. I know women in my community who would like to open their own businesses. But many women are isolated …………. and they have problems of confidence and selfesteem. They need training in terms of language, presentation and maybe confidence building – yes, that is really important” (Pakistani woman who provides basic skills training to BME women, in Omar et al) Women in full time employment earn 20% less than men, for women working parttime the gap increases to 40%. This national figure is repeated in the North West. Gender segregation in different job sectors is now widely recognised as being one of the causes of the pay gap. Women tend to go into caring professions, and service sector jobs, while men tend to go into engineering and manufacturing. This is borne out in the Northwest, where 32.7% of women, compared to 8.6% of men, work in Education, Social Work and Health Service and 17/72
7.7% of women, compared to 22.3% of men work in Manufacturing. Not only does such job segregation create inequalities in pay for men and women, but it also leads to problems recruiting an appropriately skilled workforce. In the Northwest, 24% of men and 21% of women aged 65 and over report restricted activity due to acute illness. Our work on gender therefore also links to our work on disability. Lower levels of economic participation and of pay during people’s working lives can clearly affect their economic situation in retirement and the Agency has found that, while the average pension for a single woman is £153 per week, for men it is £194. Up to 25% of women pensioners in the North West are living in poverty. This can be particularly acute for some ethnic minority groups. The Agency has found that only 3% of Bangladeshi and Pakistani women have any sort of occupational pension. The evidence base clearly shows a need to address equality for women and men in the Northwest. The 2006 Regional Economic Strategy is clear on the importance of unlocking the full economic potential of the region’s diverse population and ensuring economic opportunities are accessible to all.
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NWDA Work on Gender The NWDA Equality & Diversity Champions Group The NWDA’s Equality and Diversity Champions Group was established to develop a coordinated approach to equal opportunities and diversity for the Agency, and to provide a cross Directorate forum for leadership and sharing expertise and experience. This ensures activities in this area, including disability, are properly coordinated in line with current good practice and in support of the Regional Economic Strategy. Equality and Diversity Champions are drawn from across Directorates and have been trained in both the Gender Equality Duty and in Equality Impact Assessment. The Race Equality Scheme The Disability Equality Scheme The NWDA has an existing Race Equality Scheme and Disability Equality scheme. The NWDA recognises that there will be overlap between the work of the three schemes and that issues related to gender should be an integral part of any equality scheme we produce. The Regional Equality & Diversity Strategy (REDS) In support of the Regional Economic Strategy (RES) (Transformational Activity 111), the Northwest’s first Equality and Diversity Strategy is a three year plan setting out the key priorities for action around the equality and diversity agenda in the region. NWDA has agreed to take responsibility for delivery against the specific objective “Economic Participation for All” and recognises the potential of the introduction of the GED to strengthen this work. Equality and Diversity Policy and Guidelines for NWDA staff The aim of this policy is to ensure that the Agency is an organisation which recognises and values diversity and is an example of good practice. This will be achieved by implementing equal opportunities across the whole spectrum of NWDA’s business: Ø As an employer Ø As a deliverer of programmes Ø By playing a leadership role through partnership and strategy development
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Women’s Enterprise The NWDA supports and is represented on the Northwest Strategic Women’s Enterprise Forum, set up to increase the number of women starting up and growing their own businesses in the region. The role of Women’s Enterprise Ambassador for NWDA’s Board is carried out by one of the Agency’s ViceChairs. The Forum aims to create a Northwest in which enterprising women have the skills, confidence, support and opportunities to make an equal contribution to economic prosperity by: · · · · ·
Providing a collaborative, longterm approach to women’s enterprise Creating an environment that encourages women into business Supporting the development of partnerships in the region Sharing good practice Undertaking mapping and research of the provision of women’s business support providers
Key actions for the Forum include: · · · ·
Working with partners to influence regional and national women’s enterprise policy Generating additional access to finance for women entrepreneurs Working towards removing barriers for women who are carers Facilitating the rollout of a quality framework for business support to get more women into business
The NWDA is involved in a wide range of work in relation to gender equality in enterprise, which in turn boosts the economy of our region. Achievements include: ·
Recruiting a Strategy Manager (People) who has responsibility for the Women's Agenda in February 2006
·
Developing a regional structure of five Women’s enterprise advocates whose role is to gather sub regional intelligence, e.g. Business Women's networks, specialist support services
·
Supporting the Northwest to ensure that we have the highest number of Prowess Quality Kite mark women friendly business services in the UK
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·
Supporting a regional web site www.ww4w.co.uk with over 1000 women business members
·
Ensuring that one of the quality standards for tenders for start up projects is the Prowess Quality kite mark award
Northern Leadership Academy The Northern Leadership Academy (NLA) is a partnership to support and stimulate leadership and its development across the North of England, to close a productivity gap between the North and the rest of England and raise the region's levels of performance. Gender issues have been raised by the NLA in programmes delivered on behalf of the NWDA. Work includes: ‘Women Leaders in Construction’ a programme run by Business Link Lancashire. The project provides a tailored, individual approach to enable women in the construction sector to achieve a Target Award and work towards a Leadership & Management qualification. Women working in the construction sector are eligible, whether they are aspiring or current managers, including those that have been recently recruited, or work part time. Funding is available primarily for companies employing fewer than 250 people, with candidates living or working in the Northwest region of England. Insights into Leadership Conference held in September 2006 considered the role of flexible skills and intuition in leaders’ decision making. The event included on panel discussions presentations from womenleaders followed by discussion on women leadership style. Equality Impact Assessment (EIA) of Business Link As part of the development of the New Business Link service, an Equality Impact Assessment was undertaken of the Business Link plan. The EIA was done in partnership with ACAS (Advisory Conciliation and Arbitration Service) and reviewed all aspects of the proposed Business Link service, from access to the service to the representation of staff.
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Equal Pay Reviews The NWDA recognises that unequal pay affects the economic viability of women in the North West and limits the opportunities for women to meet their full potential. In addition to influencing employers in the region on equal pay issues, the NWDA ensures that it undertakes regular equal pay reviews to monitor pay between women and men, and as a model of good practice. Our latest equal pay review was undertaken in 2007 and we will continue to monitor our pay. Careers North West Website The NWDA supports the Careers Northwest Website which is designed to support younger women and men in exploring their potential and considering employment in a wide range of industries and sectors. The NWDA works with partners to promote career opportunities for young people and this includes the promotion of non traditional roles. Tackling Worklessness and Influencing Employers Much of the work the NWDA supports to ensure that people in our region who want to work can do so has an impact on gender. This includes work the NWDA is undertaking as part the Regional Economic Strategy to ensure that those claiming incapacity benefit are supported to develop the skills and knowledge they need to enhance their employability and get them into sustainable jobs. The NWDA also work as part of the North West Construction Sector Alliance for Skills and Productivity comprising all the key agencies connected to construction in the region. The NWDA supports major initiatives to continue to meet the demands of infrastructure development and tackle the skills needs in the Northwest. This includes funding for signposting to help small companies through the maze of business support and the production of a Diversity Handbook by CITBConstruction Skills. The handbook aims to assist employers in the construction sector in recruiting, selecting and retaining a diverse workforce. “In my workplace, having a male boss, not drinking wine and beer and not being able to stay out until 2 in the morning and now having a baby will stop me from moving up” (Pakistani woman, responding to the EOC’s Moving on up? Investigation, March 2007).
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Implementing and mainstreaming the Gender Equality Scheme Accountability Structure Board
Health & Social Inclusion Sub Committee
Chief Executive
Executive Management Board Members
Cross Directorate Champions Group
Health and Social Inclusion Team
GENDER EQUALITY SCHEME
Responsibility for Delivery: Each Directorate is responsible for delivering the actions in the plan. Each member of staff has responsibility for promoting equality through their work. The Social Inclusion and HR & OCD teams will provide support and guidance. Statutory responsibility lies with the Board, and operational responsibilities lie with the Chief Executive and Executive Management Board.
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Communication and Consultation: The NWDA currently has a system for consulting with the general public on many aspects of its work. This system is being reviewed to ensure that future consultation and engagement reaches sectors of the public who risk being excluded and marginalised from consultation activities. This is critical to ensuring open, transparent and representative involvement and engagement. We will also continue to consult on high impact and priority areas, and develop creative and innovative methods for encouraging engagement, involvement and consultation. Involvement and engagement can only be secured by demonstrating how consultation is supporting change and developing a greater sense of ownership, commitment and trust between all stakeholders and the NWDA.
‘I enjoyed the opportunity to feed in the community’s voice – thanks’ ‘Thanks to everyone involved – we look forward to receiving feedback. We all need to continue to network and share’ Evaluation from Consultees at Stakeholder event
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Feedback, compliments and complaints Any person who would like to comment, or believes they have a complaint about the NWDA’s Gender Equality Scheme should write to: HR OC&D Director, Northwest Regional Development Agency P O Box 37 Renaissance House Centre Park Warrington WA1 1XB Email: Info@nwda.co.uk Tel: 01925 400 100 An initial response will be provided within five working days of receipt of a complaint. A full response will be provided within 20 working days of receipt of a complaint unless further investigation is required. If during the investigation it becomes apparent that an aspect of the Equality Scheme has failed to comply with the requirements of the general duty, then the policy will be amended to ensure future compliance. A full version of our complaints procedure is available at www.nwda.co.uk
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Glossary of Abbreviations BME
Black and Minority Ethnic
Corp Plan
Corporate Plan 2006/2009
DED
Disability Equality Duty
GEIA
Gender Equality Impact Assessment
DESchm
Disability Equality Scheme
GED
Gender Equality Duty
GES
Gender Equality Scheme
EIA
Equality Impact Assessment
ERDF
European Regional Development Fund
ESF
European Social Fund
GMP
Greater Manchester Police
HIS
Health and Social Inclusion
MANCAT
Manchester College of Arts & Technology
NAO
National Audit Office
NHS
National Health Service
NWDA
North West Development Agency
PANW
Positive Action North West
REDS
Regional Equality & Diversity Strategy Implementation Plan
RES
Regional Economic Strategy
RESchm
Racial Equality Scheme
RSP
Regional Skills Partnership
SCC
Sector Skills Council
SLA
Service Level Agreement
SRP
SubRegional Partnership
SSPA
Sector Skills & Productivity Alliances
TUC
Trade Union Council
UKTI
UK Trade & Investment
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NWDA Gender Equality Scheme: Action Plan
111
Actions
Success is….
6 7
By whom this may be
Corp Plan
REDS
RES
GES objective
Agency and / or Partners 1. Ensure ongoing stakeholder involvement on gender and other equality issues in the mission and objectives of the NWDA
Explore the development and funding of ongoing stakeholder consultation with representatives from all equality groups, including organisations representing women and men, including trans people
The stakeholder group will be representative of all equality groups and will have an ongoing role in terms of advice and policy influence
EMB and Policy Directorate
Year 1, 2 or 3
Strategic Objectives
12
27
NWDA Gender Equality Scheme: Action Plan
Link directly with the Disabled Peoples’ Reference Group as established through the DESch Explore the development of this group in partnership with the NWRA and GONW 19
1 7
2. Ensure business support and inward investment activities promote Gender Equality Duty and involve women and men including trans people
Brief Business Presentations Support and delivered Inward Investment Teams biannually on GED issues
1.2
Equality Champions and Inward Investment Team
1
28
NWDA Gender Equality Scheme: Action Plan
44
Obj 1 p.10
6 7
Activity 2
3. Work with the Learning & Skills Council/Regional Skills Partnership to better promote skills & training provision to women and men who are likely to experience disadvantage in the region e.g. Black and Minority Ethnic Women and Men, Disabled Women and Men, Lone Parents
Discuss with the An agreed way RSP to identify forward ways that skills and training for women and men who experience disadvantage can be better promoted in the region
Skills Policy 2 Team working with the RSP
29
NWDA Gender Equality Scheme: Action Plan
44
Obj 1 p.10
34
6 7
Activity 2
4. Work with the Learning and Skills Partnership/ Regional Skills Partnership to ensure that the Regional Statement of Skills Priorities, and actions to address them, positively include women and men who are likely to experience disadvantage in the region, e.g. Black and Minority Ethnic Women and Men, Disabled Women and Men, Lone Parents
Make presentations to RSP & SSC to raise awareness of issues
Identify and promote existing good practice
The Annual Equality Statement will Champions demonstrate that the RSP is meeting the general and specific duties as appropriate
Equality Champions RSP
1
3
30
NWDA Gender Equality Scheme: Action Plan
111 Obj 1
2 6 7 10
111
2 6 7 10
5. Ensure that Equality Impact Assessments are part of mainstream work and help the region to deliver the Regional Equality & Diversity Strategy
6. Ensure NWDA devotes sufficient resources and prioritises actions to meet its equality and diversity obligations and supports partners in meeting theirs
Conduct 10 Equality Impact Assessments in Year 1
Equality Impact Assessments are conducted and results published
Use the results to update the race, disability and gender schemes in Year 2
Concrete actions from the EIA’s are included in revised schemes
Every project to Resources include allocated identified and resources to deliver allocated impact assessments and other obligations as appropriate and HR and policy to have resources required to enable the NWDA to meet their obligations
Directorates 1 (see individual plans) with support from Equality champions and HSI 2
EMB
1
31
NWDA Gender Equality Scheme: Action Plan
111
Actions
Success is….
Corp Plan
REDS
RES
GES objective
2 6 7 10
By whom – this may be Agency and / or Partners
7. Ensure the EIA process fully addresses the new legal duties and promotes gender equality across the NWDA
Review the EIA If appropriate, an process to ensure all amended EIA is in requirements of the place Duty have been included
HSI (Lead) Programme Office (Quality assure)
Share GED/ EIA good An agreed schedule Renew practice with of events relevant NW partners
Year 1, 2 or 3
Impact Assessment
1
2
32
NWDA Gender Equality Scheme: Action Plan
111
2 6
8. Build NWDA expertise and quality of EIAs
7 10
111
2 6 7 10
9. Ensure completion of Priority Impact assessments
Ensure the provision & promotion of guidance for staff on identifying adverse impact in relation to gender and in involving and consulting equality groups in project development
Guidance available; HSI positive feedback from users 1
Impact assessments Equality Impact completed and Assessments planned published for: Elevate East Lancashire
Infrastructure
Leigh Sports Village
Infrastructure
Mersey Waterfront Regional Park
Infrastructure
Sustainable Procurement Project
Infrastructure
33
NWDA Gender Equality Scheme: Action Plan Faiths for Change
Infrastructure
Airport Master planning
Infrastructure
High Growth Start Up Project
EI & S
Flexible Working Project
EI & S
Worklessness
EI & S
Life Works Programme
HR OCD
34
NWDA Gender Equality Scheme: Action Plan Policy Working closely with key regional partners and Government to ensure
REDS
111
Obj 1
Actions
1 10
1 10
By whom this may be Agency and / or Partners
10. Take full account of Gender Equality Requirements in all NWDA Policy and Strategy development
Carry out Equality Impact Assessments on high priority areas and new policies and strategies
Completed EIAs for high priority existing, revised and new policies and strategies
Policy Group lead HSI/HR OC&D ongoing
Brief Policy Group from HSI/HR on GED
111
Success is….
Corp Plan
RES
GES objective
Year 1, 2 or 3
the most supportive policy environment in which to work
11. Ensure that EIA on REDS review and EIA on REDS delivery of the
Policy Group takes account of GED during policy development REDS reflects GES priorities
HSI through Regional Equality
3
35
NWDA Gender Equality Scheme: Action Plan
2,
6
5/6
7
92 94
Regional Equality and Diversity Strategy takes full account of GED requirements
Involve stakeholders in relation to gender as part of review
12. Influence the development of new opportunities for ERDF & ESF to ensure maximum potential for inclusion of diverse range of women and men
Ensure GED requirements are fed into ERDF programme/ project specifications
Strategy Group
Successful EIAs of European programme / project European specifications Team HSI Team
NWDA response to consultation includes Ensure Gender GED requirements Equality requirements and desire to fed into the national promote gender consultation on ESF equality Ensure that organisations representing women and men including trans people have the opportunity to understand how they can benefit from the new European funding arrangements
1
NWDA’s new/revised ERDF communications and delivery publicity about the team processes 1
36
NWDA Gender Equality Scheme: Action Plan 9
92 93 94 111
1 10
13. Ensure our GED duties are understood by the SubRegional Partnerships and other partners where appropriate and use NWDA expertise and knowledge to influence how the organisations we partner with, and/or fund, understand and are delivering their responsibilities under the GED
Ensure the template for designing Sub Regional Action Plans is robust in terms of the GED
Action Plans and Policy & SLAs will be Development assessed against the revised template
2
Ensure Sub Regional Action Plans and any relevant Service Level Agreements are required to undergo an EIA Identify and share good practice with partners
A mechanism is established and is delivering
HSI 1 HSI Policy & Development Team
2
Revise relevant SLAs SLAs agreed in respect of the GED
37
NWDA Gender Equality Scheme: Action Plan 95
Obj 1
10
p.13 Activity 24
111
Obj 1
3
p.10 Activity 4
10
15. Ensure that the NWDA commitment to equality and diversity in the RES is clearly communicated in the region
As a priority, produce a policy statement on equality and diversity which includes gender equality
16. Ensure that appropriate research undertaken on behalf of the NWDA reflects equality issues and that such research is promoted and used externally and internally
Revise the ‘Appointment of Consultant’ form to include questions on how this research contributes to gender, race, disability equality
Publish a quarterly overview which highlights where data/information available
Policy statement produced and published with invitation for feedback form stakeholders
Policy Team
Form revised and monitored
RIU
1
1
Overview published
Awareness of research increases
Ongoing
38
NWDA Gender Equality Scheme: Action Plan Infrastructure & Development
9
47 48 49 50
Actions
Success is….
Corp Plan
REDS
RES
GES objective
8 17. Ensure principles of inclusive design in relation to gender are built into all our work on design and development activity
By whom this may be Agency and / or Partners
Develop and produce an appropriate inclusive design guide to access jointly with NWRA
Guidance is Head of Design and agreed and Built made available Environment/Plannin g Team/NWRA
Promote the Guide
Guidance is issued as a standard enclosure with all Agency responses to Planning applications
Head of Design and Built Environment/Plannin g Team/NWRA
Year 1, 2 or 3
Providing a high quality approach in developing significant economic impacting projects
1
2
39
NWDA Gender Equality Scheme: Action Plan
111
2 18. Ensure that key projects within the 6 Directorate undergo an equality impact
Guidance is also issued by NWRA in all NWRA responses to Planning applications
Head of Design and Built Environment/Planning Team/NWRA
Develop series of questions for use by Design Review Panels when undertaking peer review of projects
Questions produced and used to influence projects
Head of Design and Built Environment/ /RENEW
Deliver Design Review Days which have wide public involvement from a diverse range of groups – target publicity towards these groups
Participants are Head of Design and diverse and Built Environment/ have a positive Planning Team input into the days
Undertake Impact assessments on:
Impact Assessments completed and
1
1
Evaluation of days is positive
40
NWDA Gender Equality Scheme: Action Plan 7
assessment
Elevate East Lancashire published Park
Senior Development Executive
Leigh Sports Village, Wigan
Development manager
10
Mersey Waterfront Regional Sustainable Procurement Project
Results inform future work on equality
Land Regeneration Manager Regional Resource Efficiency Coordinator
Faiths for Change
Environment and Sustainable Development Policy Officer
Airport Master Planning
Chief Planner
41
NWDA Gender Equality Scheme: Action Plan 35 Obj 2 19. Embed CSR within 1 businesses through 111 delivery of the p.9 Responsibility NW Acti programme vity 5
Deliver Programme to raise awareness of and demand for CSR support (including gender equality) in regional business
Sustainable business development will build on existing good practice
Responsibility NW, SD team, with input from HSI
2 Obj 1 p.1 0 Acti vity 5
42
NWDA Gender Equality Scheme: Action Plan Enterprise, Innovation & Skills
RES
REDS
31
Obj 1
6
41
p.11 Activity 13
7
44
Actions
Success is….
Corp Plan
GES objective
By whom this may be Agency and / or Partners
20. Work with training delivery agencies and providers to address the skills gap for Incapacity Benefit (IB) claimants, which includes lone parents, disabled people, BME people, ex offenders and people over 50
Continue planned work with partners to develop activities to increase the skill base of IB claimants. Work with Northern Way pilots to develop and test approaches
Activities delivered, resulting in increased skills and qualifications of IB claimants
Year 1, 2 or 3
Working to exploit growth potential, improve competitiveness & productivity and develop the region’s knowledge base
Skills HS&I JCP LSC FE providers Training Providers 2
43
NWDA Gender Equality Scheme: Action Plan 9
Obj 1
6
p.9 Activity 5
7
2
Obj 1
6
3
p.9 Activity 2
7
Obj 1
21. Work with employers to raise awareness of the barriers to entering employment for women and men, including trans people.Ensure specific barriers for BME and Disabled people addressed
Establish a high level network of private/public sector diversity champions
22. Ensure that the Campaign on NWDA promotes the Careers North West opportunity for Website women and men to consider non traditional roles as career choices, including influencing sector skills councils
Greater employer HSI with EIS engagement with ACAS diversity in business across the Northwest 3
Awareness of opportunities is increased
Sector Skills council/Operator of the Careers North West website 1
p.10 Activity 1
44
NWDA Gender Equality Scheme: Action Plan
111 Obj 1
6
p.9 Activity 3
23. Ensure that the Regional Women’s Enterprise Forum is aligned with the National Women’s Taskforce
Promote non traditional roles to economically inactive women and men in priority sectors
Awareness of non traditional roles is increased
Review membership of forum
Membership Women’s reflective of women Enterprise in region Forum with Strategy Manager – People Clear constitution and terms of reference in place
Develop a constitution Revise terms of reference
NWDA’s Worklessness Programme 2
Women and men are represented in priority sectors
1
(underway – Yvonne Sampson) 3
Obj 1
1
4
p.9 Activity 3
2 6 7
24. Ensure that Collect data there is a robust evidence base in the region regarding business start up rates for different groups and stock of existing businesses
Data available
Business Link
and EIS
2
45
NWDA Gender Equality Scheme: Action Plan 43 Obj 1 46 p.11 Activity 2
4 5 6 7
111
2 6 7 10
25. Ensure that beneficiaries of NWDA funded projects on Worklessness are monitored by gender, ethnicity and disability
Produce guidance for Data collected and 5 pilot projects used to inform future work Implement system
Worklessness Programme with Projects 1
Analyse data Identify any gaps in engagement
26. Ensure that key Undertake impact projects within the assessments on: Directorate undergo an equality impact assessment High Growth Start Up Project Flexible Working Project
Impact assessments completed and
46
NWDA Gender Equality Scheme: Action Plan Worklessness
published
Results inform future work on equality
27. Ensure that the management of the Business Link contract includes monitoring progress on equality issues
Monitor implementation of Business Link Equality Impact Assessment action plan
Plan is EIS implemented and demonstrates best practice in equality issues
Ongoing
47
NWDA Gender Equality Scheme: Action Plan Operations
95
Actions
Success is….
Corp Plan
REDS
RES
GES objective
10 28. Ensure that marketing and communications activity does not discriminate against men, women or transpersons and that diversity is appropriately represented in marketing and communications material
By whom this may be Agency and / or Partners
Include GED requirements in a Communication plan, to include media work to promote positive representation of women, men including trans people
Communications reflect diversity in terms of gender, including BME and Disabled Women and Men
Inclusion Conference
Event successfully held Policy with positive feedback Marketing
Year 1, 2 or 3
Central to the delivery of Agencyfunded projects
Marketing
2
Annual ly or equival ent
48
NWDA Gender Equality Scheme: Action Plan Celebr8 diversity 2007/2008/2009
98
Obj 1 1 101 4 p.9 104 Acti 5 vity 4 10
29. Work with Regional Tourist Boards to ensure that women and men, including trans people are encouraged to visit the NW, and diversity amongst our visitor base is actively welcomed
Strategies produced by the RDA and Tourist Boards to reflect equality and diversity considrations
Events successfully held with positive feedback
HIS
Tourism Businesses are welcoming to all visitors and therefore improve the quality of the experience for all visitors encouraging repeat visits and improving productivity
NWDA
Marketing
Tourism Team and Tourist Boards
Annual ly
2
49
NWDA Gender Equality Scheme: Action Plan 95
6
111
7
30. Embed equality and inclusion in the design and delivery of all programmes
Use process already in place through project appraisal and revise M&E template to ensure clarity about E&D objectives and will be monitored Review training for appraisers to include all equality issues
The monitoring and Programme review processes which Office take account of equality and diversity, and will be consistently followed
Training rolled out as part of appraisal training
1 HSI
A step change will be achieved in the level of Programme monitoring against & Delivery E&D objectives through team mentoring, coaching and cultural change 9
6 7
31. Ensure that projects and programmes which involve premises take into account gender issues
Design a process to ensure issues related to gender equality are integrated into audits delivered on proposals to new build projects
1
NW Guidance and D&A Programme forms make it clear Office that gender issues related to premises must be taken into account
1
1
50
NWDA Gender Equality Scheme: Action Plan
51
NWDA Gender Equality Scheme: Action Plan
Corporate Resources
REDS
2
Obj 1
93
p.10
94
Activity 5
Actions
Corp Plan
RES
GES objective
1 32. Ensure assessment of the 2 make up of the Agency’s supplier 6 base and if appropriate take
Success is….
By whom this may be Agency and / or Partners
Establish baseline of numbers of women and men owned businesses / suppliers the NWDA currently works with
Numbers of known Procurement women and men Team owned businesses working with NWDA established and analysed
Year 1, 2 or 3
Responsible for the Procurement of Goods and Services, managing the Agency’s property assessments, providing a comprehensive Legal, ICT and Financial Service, and managing the Agency’s Risk Policy
1
52
NWDA Gender Equality Scheme: Action Plan
111
7 appropriate actions Establish an Equality & to improve Diversity Panel from diversity which to commission work specifically around Equality & Diversity
Panel established and used
Procurement Team
Panel representative in terms of gender
1
Ensure this panel is representative in terms of gender Audit our procurement Audit completed documentation and processes for any barriers for women and men owned businesses
Procurement Team
Address matters arising through the audit
Procurement Team
Monitoring will show increased positive impact
1
1
53
NWDA Gender Equality Scheme: Action Plan
Provide workshops on preparing to tender and EU legislation, including target groups
Workshops delivered
Procurement Team 1
2 Monitoring shows a positive impact. 2
Obj 1
93
p.10 Activity 5
94 111
1 33. Ensure gender equality is 6 embedded into NWDA procurement documentation processes
Add a series of gender equality measures/ checks to our procurement paperwork, as appropriate e.g. monitoring of women and men, equal pay, flexible working policies
A Procurement Procurement Policy and Strategy endorsed Team by the Executive Management Board
1
Piloted in first year and evaluated for year 2
54
NWDA Gender Equality Scheme: Action Plan
Develop a new A recognised Procurement Sustainable Procurement exemplar Strategy Team Policy and Strategy, which and Policy takes into account gender equality, in line with the new national procurement strategy for the Public Sector
Revise procurement guidance and documentation to suppliers to ensure that gender and other equality issues are explained and captured
1
Revised guidance produced
Suppliers demonstrate increased evidence of good practice
55
NWDA Gender Equality Scheme: Action Plan
As part of Sustainable Procurement Policy and Strategy, consider ways in which NWDA can influence existing supplier panels to evidence good practice
Actions identified and implemented
Consult with internal and Policy is external stakeholders to implemented & ensure strategy meets monitored both the Agency needs and covers equality issues 92
1 34. Review Redraft documentation standard legal 6 documentation for procurement of goods and services, and grants
1 2
Supplier panels demonstrate good practice in relation to gender and other equality areas Procurement Team
1
Implementation of Legal Team the redrafted documentation. 1
56
NWDA Gender Equality Scheme: Action Plan
92 93 94 111
92 94 111
1 35. Ensure that all Include a requirement to 10 significant and comply with GED in offer ‘high profile’ letters projects meet GED requirements Project planning, development and appraisal processes have a GEIA
Amended offer letter is in use
Legal
Monitoring shows GEIAs are carried out
Programme Office
1
Seminar delivered
Procurement Team
36. Ensure that the Agency is seen 10 as a good practice leader in the area of procurement and equality and shares this good practice
Deliver a regional seminar on the process for embedding equality into procurement and sharing some of the good practice and challenges which have arisen
1
2
2
NWDA seen as exemplar of good practice
57
NWDA Gender Equality Scheme: Action Plan
21
6
58
7 8
37. Ensure that ICT provision supports staff in flexible working and to develop a better work life balance
Produce guidance on use of Blackberries and other ICT equipment to ensure that these are a helpful tool which supports flexible working
Guidance produced and disseminated
TBC
1
58
NWDA Gender Equality Scheme: Action Plan
HR, Organisational Change & Development
1 Obj 1 1 1 p.13 Activit y 4
Actions
Success is….
Corp Plan
REDS
RES
GES objective
2 38. Ensure that the NWDA is 6 representative in terms of equality groups at all grades, including women and men in relation to ethnicity and disability
By whom this may be Agency and / or Partners
Take action to ensure full and accurate monitoring at all stages of recruitment process
(underway – Tracy Bowers)
The NWDA has an accurate picture of the applicants at all stage in the process and can identify underrepresentation
Analysed and reported on as part of existing quarterly report
Year 1, 2 or 3
Responsible for all HR issues including Staff Development and Organisational Change
HROC&D to Ongoing implement systems
Directorates to ensure accurate collection of data
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NWDA Gender Equality Scheme: Action Plan
Place job advertisements are placed in a diverse range of publications
A yearonyear increase in the numbers of people who apply, get short listed, and are appointed to RDA jobs
HROC&D
1
(underway – Tracy Bowers) More BME and disabled women and men are applying for NWDA jobs
60
NWDA Gender Equality Scheme: Action Plan
Review recruitment processes and make changes as appropriate
The RDA has 3% disabled staff.
(underway – Debbie Henderson)
The RDA sets and monitors targets for women at different grades
Set targets for representation in terms of ethnicity and gender 1 1 1 4 1
2 39. Develop a better Design and carry out understanding of research 6 why disabled women and men and BME women and men are less likely to apply for jobs within the Agency
HROC & D
3
The RDA sets and monitors targets for BME women and men More disabled people and BME people are applying for NWDA jobs
HROC&D
2
Findings of research implemented
61
NWDA Gender Equality Scheme: Action Plan
1 1 1 6 1 4 1
2 40. Ensure that potential barriers to 6 promotion for women internally are investigated and addressed
Review provision of Any barriers are training for women at identified and a plan different grades and is in place other barriers to promotion, for example flexible working
HROC&D
2
Review exit interviews for evidence of barriers
There is an increase in women receiving internal promotion
62
NWDA Gender Equality Scheme: Action Plan
4 Obj 1 1 p.13 1 Activit 1 y 4 1
1 2 2 1 6 1 1 1 1
2 41. Provide a recruitment and 6 retention guide for staff and line managers
2 42. Ensure better understanding and 6 awareness through the NWDA of rights and responsibilities in relation to all gender issues; in particular flexible and part time working, and ensure clarity about use of arrangements for urgent domestic leave, in order to ensure better work
Review existing guidance and revise for GED requirements and issue to all relevant staff
Recruitment, HROC&D induction and staff support processes will take account of gender equality
1
NWDA staff confident HROC&D to recruit and manage a diverse group of women and men at all levels
1
Carry out an EIA of the Occupational Health provision and ‘Lifeworks’
More use of Occupational Health and ‘Lifeworks’
1
Include training on these issues as part of the Management Development Programme
Management ability to HROC&D to deal with issues is deliver improved
(planned – Damien Redfearn)
HROC&D
12
Managers to attend and implement
63
NWDA Gender Equality Scheme: Action Plan
life balance
Brief staff on flexible working, part time working and use of urgent domestic leave
Staff feedback indicates improvement in satisfaction with issues i.e. flexible working, part time working
Directorates with support from HR OCD
12
Monitoring shows flexible and part time working take up at all grades
Possible reduction in sick leave recorded for women due to better understanding of urgent domestic leave
64
NWDA Gender Equality Scheme: Action Plan
4 1 1 1 1
1 Obj 1 2 p.13 2 Activit 1 y 4 4 1
2 43. Ensure the harassment policy 6 addresses harassment based on gender reassignment
Amend the existing policy to ensure that it deals with harassment on the grounds of gender identity or presentation
A demonstrated understanding amongst managers and staff of what constitutes harassment on the grounds of gender and gender reassignment
HROC&D
1
2 44. Ensure that new strategies on pay 6 include a consideration of gender
Carry out Equality impact Assessment on Pay Strategy
EIA complete. Changes made and monitoring in place.
HROC&D
2
2 45. Integrate gender equality and 6 diversity into all staff training
Integrate Equality and Diversity, including GED responsibilities, into all parts of the Management Development Programme
Mainstreaming of HROC&D Equality and Diversity Training, including GED responsibilities
1
65
NWDA Gender Equality Scheme: Action Plan
6 1 1 1 1 1 Obj 1 1 1 p.13 Activit y 4
2 46. Ensure ongoing review of equal pay 6
Integrate Equality and Diversity, including GED responsibilities, into induction training
Evaluation shows it is effective
HROC&D
1
Implement actions from 2007 review
Actions are implemented and monitored
HROC&D
1
Repeat review in 2010
Review repeated and evidences equal pay
HROC&D
3
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NWDA Gender Equality Scheme: Action Plan
Appendix 1 – Consultees NWDA Staff Age Concern Stockport Annejennette Stephenson Community Activist Bolton Patients Council for Mental Health Burnley Borough Council Bury College CAEC Gender and Community Engagement in Manchester (GEM) Project Greater Manchester Police Halton Borough Council Independent Police Complaints Commission (North Region) Jobcentre Plus, Salford KMBC Lancashire Care Trust MANCAT Manchester Joint Commissioning Team Members of the Womens Enterprise Network Merseyside Enabling Choices Municipal Offices, Rochdale North Lancs Health North West Regional Assembly Oldham PCT Pennine Care NHS Trust Pennine Care NHS Trust Headquarters Positive Action North West Press for Change Rochdale PCT
67
NWDA Gender Equality Scheme: Action Plan Salford City Council Stockport CVS Stockport Women’s Aid Stockport Youth Service Suhail Khan The Oldham College University of Manchester
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NWDA Gender Equality Scheme: Action Plan
Appendix 2 EIA People Pack
Equality Impact Assessment – People Pack NWDA The People Pack is the set of employment policies and procedures used by the Agency in relation to their staff. This Equality Impact Assessment was carried out on the revised ‘People Pack’ of the North West Regional Development Agency (NWDA) in March 2007 as part of the development of the Gender Equality Scheme. This impact assessment considers issues related to gender, but also considers to ethnicity, disability, sexual orientation, religion or belief and age. The People Pack was revised in 2007 to ensure that it reflects new legislation, including new equalities legislation. This equality impact assessment draws upon the People Pack and the Workforce Monitoring data provided by the NWDA. It also draws upon staff consultation conducted as part of the Gender Equality Scheme development and on previous staff surveys. Consultees referred to the clarity of the People Pack, but also highlighted that management practice was not always consistent, for example, in supporting staff to work flexibly. Stage 1 Screening to establish if the proposed project, policy or strategy has any relevance to equality issues and minority groups Given the aims of the proposed strategy, project or policy, is it likely that there will be a negative impact on one or more minority and excluded group or on race relations and community cohesion? Or is it clear at this stage that it will be equality neutral? The purpose of the People Pack is to state clearly the policies and procedures of the organisation in a clear and accessible way. In addition to specific sections on Equality & Diversity and Dignity and Respect at Work, issues related to equality are an integral part of the pack – for example, in policies related to maternity, paternity, redundancy.
69
NWDA Gender Equality Scheme: Action Plan The People Pack is therefore likely to have a positive, rather than a negative, impact in terms of ensuring that staff members have access to information about their rights and responsibilities. As with all internal documents, the pack is available on the intranet and in hard copy and in a range of formats if required. In any organisation, there is the potential for negative impact in terms of the application of some of the policies (for example, flexible working and other areas which operate at the discretion of managers). However, the NWDA intends to minimise this risk by rolling out a Management Development Programme to support managers in confidently implementing the people pack; and has in place monitoring systems which will identify any issues which may arise in terms of the operation of the policies. This includes monitoring of: appointments; flexible working opportunities; training; promotion; grievance and discipline. There are some opportunities for the NWDA to further promote equality through the People Pack by: Ø Producing a policy on Gender Reassignment Ø Ensuring that the Paternity policy explicitly includes same sex partners and adoption Ø Ensuring that the harassment policy includes harassment based on gender reassignment Ø Developing a stress management policy which includes considerations relating to gender, e,g. pressures in relation to lack of opportunities to work flexibly
The NWDA is also considering enhancing maternity provision and this will further evidence the NWDA’s good practice in gender equality in terms of employment policy.
70
NWDA Gender Equality Scheme: Action Plan For which groups is there likely to be a negative impact? What is this impact likely to be and at this stage what plans could be built in to address this and to add measures which promote a positive impact? As highlighted above, the People Pack in principle is unlikely to have a negative impact and instead contributes to the positive promotion of equality. The potential for negative impact on all equality groups is mitigated by learning and development and by monitoring of the policies throughout the organisation. Consultation is also in place.
Is a full impact assessment required? NO (explain rationale behind decision) As highlighted above, the People Pack has minimal potential for negative impact and measures are already in place to mitigate this. In contrast, the People Pack is a mechanism for promoting equality through the inclusion of specific policies and through specifically addressing the issues for different groups through other policies. In terms of consultation, the revised policies will be presented to the Staff Consultative Group and in addition, questions related to the employment policies in the People Pack are included in staff surveys which are conducted on a regular basis and reported to Executive Management Board and the staff consultative committee. We therefore conclude that the revised People Pack does not require a full impact assessment. Actions related to further monitoring and management development will be included in the Gender Equality Scheme.
71
NWDA Gender Equality Scheme: Action Plan Appendix 3 Bibliography Gender Equality Duty Draft Code of Practice England and Wales North West Regional Economic Strategy Omar, A., Davidson, M.J. & Fielden, S.L. (2006) Black and Minority Ethnic Small Business Owners: a comparative study investigating the problems, experiences and barriers faced by BME female and male entrepreneurs in North West England, University of Manchester Equal Opportunities Commission (2006) Facts about Women & Men in Great Britain, EOC Equal Opportunities Commission (2007) Moving on up? The way forward: Report of the EOC’s investigation into Bangladeshi, Pakistani and Black Caribbean women and work, EOC Equal Opportunities Commission (2007) Working outside the box: changing work to meet the future – executive summary Equal Opportunities Commission (2007) Business Case for Diversity, NWRA (2005) Action for Equality: A Consultation Paper National Statistics (Winter 2004/5) Region in Figures: North West The Equalities Review (2007) Fairness and Freedom: The Final Report of the Equalities Review
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