RACE EQUALITY SCHEME
version 1. 17.04.2003
The PPA Race Equality Scheme will make clear how the Authority plans to meet both its general and specific duties. The Scheme is a public document because public authorities will be answerable to the public for delivering the programme set out in their Schemes. The Scheme will address the following questions:
1. How the Authority will decide which of it's services and policies are relevant to the general duty
|
ISSUE
|
ACTION
|
DEADLINE
|
RESPONSIBILITY
|
|
1.1
Review of services and policies.
|
The Scheme will form an appropriate group with representatives from each department to serve as a Standing Committee to review the appropriateness of all services and policies within the context of the Race Relations Amendment Act 2000. The Group will be chaired by the Director of Human Resources. An Authority Member will be co-opted to serve on the Committee thereby demonstrating the Authority's direct support.
|
Ongoing
|
Standing Committee/
Research
sub-group
|
|
1.2
Review of employment policies and procedures.
|
The Standing Committee to undertake a review of existing employment policies and practices.
|
30/06/03
|
Research
sub-group &
Gemma Boden (HR)
|
|
1.3
Assessment and consideration of new, proactive services and policies.
|
The Standing Committee will seek to identify opportunities for the Authority to take a pro-active approach to race relations and produce costed proposals for such opportunities.
|
Dependant on 1.1 above.
|
Research
sub-group
|
2. How the Authority will assess and monitor its services and policies, including services and policies it is proposing to introduce, to make sure that they are not affecting some groups negatively, and that all communities are satisfied with them
|
ISSUE
|
ACTION
|
DEADLINE
|
RESPONSIBILITY
|
|
2.1
Monitoring of all employment policies.
|
Monitoring by Standing Committee of staff in post, applicants for jobs, training, promotion, grievances, disciplinary procedures, benefit/detriments from performance appraisal, dismissals and other reasons for leaving.
|
Ongoing
|
Monitoring
sub-group
|
|
2.2
Introduction of new services and policies.
|
All new and revised policies and procedures to be considered by the Standing Committee prior to implementation. Impact assessments to be undertaken.
|
Ongoing
|
Mike Siswick (HR) & Research sub-group
|
|
2.3
Introduction of new services and policies.
|
The Standing Committee will join other NHS groups in consultation activity to pool good practice.
|
Ongoing
|
Gemma Boden (HR)
|
3. How the Authority will deal with evidence that its services and policies are not in line with the general duty
|
ISSUE
|
ACTION
|
DEADLINE
|
RESPONSIBILITY
|
|
3.1
Assessment of services and policies.
|
Evidence will be fed back to the Standing Committee who will review that evidence informing the Management Board and the Authority as necessary. Consultation to take place through established mechanisms (for example joining other NHS groups in consultation activity) and amendments will be made as appropriate.
|
Dependant on 1.1 above
|
Research
sub-group
|
4. How the Authority will consult the general public and, particularly, involve ethnic minorities at all stages
|
ISSUE
|
ACTION
|
DEADLINE
|
RESPONSIBILITY
|
|
4.1
Consultation with ethnic minority groups.
|
Join other NHS groups in consultation activity.
Join consultation group, focusing on Ethnic Employment Opportunities and the needs of ethnic minorities.
|
Ongoing
|
Research
sub-group &
Gemma Boden (HR)
|
5. How the Authority will deal with complaints about the way it is meeting the duties or other complaints about racial equality
| ISSUE |
ACTION
|
DEADLINE
|
RESPONSIBILITY
|
|
5.1
Handling of complaints from the public. .
|
Ensure that the Standing Committee has reviewed the existing process for the handling of complaints.
Ensure that results are recorded and monitored.
|
30/06/03
|
Gemma Boden (HR)
|
|
5.2
Handling complaints from staff of racial harassment or regarding the application of employment policies and practices.
|
Ensure that the existing harassment and bullying procedure includes racial harassment. Ensure that The Standing Committee has reviewed all of the existing employment policies and procedures including the full disciplinary process.
Ensure that results are recorded and monitored.
|
30/06/03
|
Gemma Boden (HR)
|
6. How the Authority will publish the results of its assessments, consultations and monitoring
|
ISSUE
|
ACTION
|
DEADLINE
|
RESPONSIBILITY
|
|
6.1
Results of assessments and consultations.
|
Publish in PPA People/progress reports.
|
January / July
|
Communications sub-group
|
|
6.2
Results of monitoring
|
Publication of results in the PPA annual report in a section separate to, and in addition to, the HR report.
|
Annual June to Authority
|
Communications sub-group
|
7. How the Authority will make sure that everyone, whatever their ethnic background, has access to information about the Authority and its services
|
ISSUE
|
ACTION
|
DEADLINE
|
RESPONSIBILITY
|
|
7.1
Provision of information.
|
Review the need to contribute to 'Ethnic Britain' directory and similar publications.
|
Dependant on 1.1 above
|
Research
sub-group &
Communications sub-group
|
|
7.2
Provision of information.
|
Join other NHS groups in consultation activity.
|
Ongoing
|
Gemma Boden (HR)
|
7.3
Provision of information.
|
Investigate the website and the possibility of further information being provided. |
February and ongoing |
Communications sub-group |
7.4
Provision of information.
|
Investigate the possibility of guidance leaflets produced in different languages for PPA services. |
30/06/03 |
Communications and Research sub-group |
8. How the Authority will make sure that all its staff understand their responsibilities under the duty
|
ISSUE
|
ACTION
|
DEADLINE
|
RESPONSIBILITY
|
|
8.1
Training staff.
|
Ensure that all staff have received diversity training. Investigate the possibility of training through a CD Rom.
|
Research 30/04/03
Training Complete 31/12/03
|
Gemma Boden (HR)
|
9. How often the Authority will review the scheme
|
ISSUE
|
ACTION
|
DEADLINE
|
RESPONSIBILITY
|
|
Review by Management Board and Authority.
|
Progress report to the Authority every 12 months. Scheme to be reviewed every 2 years.
The People Issues paper will also refer to work currently being done.
|
Ongoing
|
Gemma Boden
Gordon Wanless
Suzanne Jones
|
|
