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Single Equality Scheme 2018 - 2021 Annual Review Year Two

Meeting: 02/07/2020 - Environment and Community Scrutiny Committee (Item 21)

21 Single Equality Scheme 2018 - 2021 Annual Review Year Two pdf icon PDF 242 KB

Version 2 of the report includeas a revised background document link


Matter for Decision

The current Single Equality Scheme (SES) covers the period from 2018 to 2021. The council produces an SES in order to set out its strategic approach to equalities issues. The SES included a number of equalities objectives for the Council, which was a key requirement of the Public Sector Equality Duty (Section 149 of the Equality Act 2010).


This annual report presented information to demonstrate compliance with the Public Sector Equality Duty by providing an update on progress in delivering key actions set in SES for 2019/20. It also proposed some new actions for delivery during 2020/21 under the Scheme’s objectives.


Decision of Executive Councillor for Communities

i.      Noted the progress in delivering equalities actions during 2019/20 set out in the Officer’s report.

ii.     Approved actions proposed in Appendix 1 of the Officer’s report for delivery during 2020/21.


Reason for the Decision

As set out in the Officer’s report.


Any Alternative Options Considered and Rejected

Not applicable.


Scrutiny Considerations

The Committee received a report from the Equality & Anti-Poverty Officer.


The Equality & Anti-Poverty Officer said the following in response to Members’ questions:

      i.          The council sets targets for and monitors the proportion of BAME and disabled people as a percentage of the workforce each year and produces the Equality in Employment report that is taken to the Equalities Panel.

     ii.          The council is an accredited Disability Confident Employer.

   iii.          The feasibility of offering unconscious bias training to managers was being looked into in relation to recruitment. It may be possible to offer similar training to councillors if there was demand.

   iv.          Officers were trying to make the recruitment process simpler to help encourage equality of opportunity for all by the making application process more accessible and less prescriptive.

    v.          Officers were reviewing why the number of successful BAME applicants for jobs did not reflect the percentage of BAME people who applied. The results of this would be reported back to the Equalities Panel in January 2021.


The Committee unanimously resolved to endorse the recommendations.


The Executive Councillor approved the recommendations.


Conflicts of Interest Declared by the Executive Councillor (and any Dispensations Granted)

No conflicts of interest were declared by the Executive Councillor.