Public Sector Equality Duty - Equality Objectives
Our Public Sector Equality Duty objectives for 2022 to 2024 are as follows.
1. We will consistently demonstrate ‘due regard’ (give genuine attention and thought) to equality and diversity in our organisation and aim to be leading practitioners of workplace diversity and inclusion across Essex.
We will do this by:
- working towards having a diverse workforce that is representative of the communities we serve;
- continuing to develop an inclusive and enabling culture, where we make the most of difference and all employees have the opportunity to succeed;
- continuously improving the way we monitor information about our workforce and set benchmarks;
- improving how we encourage people to want to work for us by involving our communities in creating an inclusive recruitment process, actively encouraging applications from people who have diverse characteristics that are under-represented in our service, and checking that we are providing equal opportunities to all applicants at all stages of the recruitment process;
- reflecting and meeting national frameworks and accreditations to achieve and maintain the highest standards, including gold Inclusive Employers standard; and
- supporting diversity and inclusion outside our organisation and developing a regional and national reputation for this.
2. We will invest in a diverse workforce with the skills, knowledge and attitude needed to build a culture of diversity and inclusion.
We will do this by:
- continuing to increase awareness of inclusion and diversity at every opportunity through communication and training;
- providing training on People Impact Assessments (PIAs) across our organisation and at all relevant levels, with particular emphasis on the need to demonstrate ‘due regard’ when making decisions;
- working in partnership with our colleagues in the trade unions and staff networks to give our staff a bigger voice, identify potential barriers to inclusion in the workforce and jointly develop approaches to overcome them; and
- investing in dignity and inclusion representatives, and giving them authority to take action to bring about change and support employees.
3. We will deliver inclusive evidence-based services that show ‘due regard’ when assessing risks and behaviour in the community, to help make sure services are accessible and fair to everyone.
We will do this by:
- involving our diverse communities and giving them an active role in decision-making, focusing on ‘due regard’, dealing with inequalities and involving minority groups;
- using facts, data, information and feedback to target inequalities in order to help reduce community risk and encourage positive behaviour;
- developing a more in-depth understanding of the needs of diverse communities within Essex and, in particular, using feedback from the local community to help guide policy and practice and prevent issues that can be avoided; and
- using People Impact Assessments to make sure inclusion and diversity are included in existing work, focusing on continuous improvement, our people strategy, our community risk management plan (CRMP), and our programme for change.
4. Demonstrate community-focused leadership by working in partnership and making the most of our presence in the region to stress the importance of socio-economic factors and how they affect both employment and services.
We will do this by:
- looking at ways of encouraging local people, including those from diverse communities, to take part in decision-making within our organisation and across the region;
- taking every opportunity to consider how our decisions affect social and economic inequality as well as people who have the characteristics that are protected by law (age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexuality);
- using our presence across Essex and community wealth-building principles to play a defining role in creating and reinforcing local social and economic ties; and
- setting an example for organisations across our region to follow, by being a beacon of best practice and supporting diversity and inclusion.
We are proud that these objectives have received a Crystal Mark from The Plain English Campaign, meaning the information is written in the clearest possible way.
