The Public sector equality duty came in to force in April 2011.
As a public body the LGA, including the IDeA, is required to -
- eliminate discrimination, harassment and victimisation and any other conduct that is prohibited by or under the Equality Act 2010
- advance equality of opportunity between people who share a relevant protected characteristic and people who do not share it
- foster good relations between people who share a relevant protected characteristic and those who do not share it.
The protected characteristics referred to in the duty are:
- age
- disability
- gender reassignment
- marriage and civil partnership
- pregnancy and maternity
- race
- religion or belief
- sex
- sexual orientation
In 2020 the LGA commissioned an external review of our approach to equality, diversity and inclusion (EDI), building upon our current commitments in relation to gender as part of the gender pay gap action plan and disability as part of the disability confident scheme of which we are a leader.
Alongside the review, in 2020 we also –
1. Developed an initial draft EDI strategy and action plan, to be consulted on with staff in early 2021
2. Approved two new roles - HR Officer (EDI) and a Senior Policy Adviser for EDI
3. Introduced new, and engaged with existing staff networks – Black, Asian and minority ethnic (BAME), lesbian, gay, bisexual, pansexual, transgender, genderqueer, queer, intersex, agender, and asexual, (LGBTQIA+), women’s (Lean-in), and disability.
4. Identified an EDI champion from our Strategic Management Team
5. Identified Equalities Advocates on our boards with a remit to raise the profile of equalities in their respective board areas
6. Updated the LGA’s three-year Business Plan to include a new commitment to review and strengthen the LGA’s work on reducing inequalities, promoting equalities through our policy messages and lobbying and our improvement and leadership support to councils.
7. Introduced new support to councils to enable them to tackle inequalities, including good practice examples and guidance for councils as employers, councillor training and bespoke peer challenge and advice
8. Changed approaches which led recruitment to the National Graduate Development Programme to be the most diverse to date (28per cent BAME)
2. Approved two new roles - HR Officer (EDI) and a Senior Policy Adviser for EDI
3. Introduced new, and engaged with existing staff networks – Black, Asian and minority ethnic (BAME), lesbian, gay, bisexual, pansexual, transgender, genderqueer, queer, intersex, agender, and asexual, (LGBTQIA+), women’s (Lean-in), and disability.
4. Identified an EDI champion from our Strategic Management Team
5. Identified Equalities Advocates on our boards with a remit to raise the profile of equalities in their respective board areas
6. Updated the LGA’s three-year Business Plan to include a new commitment to review and strengthen the LGA’s work on reducing inequalities, promoting equalities through our policy messages and lobbying and our improvement and leadership support to councils.
7. Introduced new support to councils to enable them to tackle inequalities, including good practice examples and guidance for councils as employers, councillor training and bespoke peer challenge and advice
8. Changed approaches which led recruitment to the National Graduate Development Programme to be the most diverse to date (28per cent BAME)
We have set out the LGA’s commitments to EDI, in our Business Plan. Our current objectives which will help us meet the aims of the duty are :
1. Narrowing inequalities and protecting communities: the Business Plan sets out actions we will take in relation to this objective
2. Embedding equality, diversity and inclusion into our core values, our policies and practices: in 2021 we will commence implementation of an EDI strategy and action plan
2. Embedding equality, diversity and inclusion into our core values, our policies and practices: in 2021 we will commence implementation of an EDI strategy and action plan