Legal responsibilities
Under the Employment Equality (Sexual Orientation) Regulations (2003) discrimination, harassment and victimisation on the grounds of sexual orientation is unlawful in employment, and vocational training. The recent Equality Act 2006 provides that discrimination on the grounds of sexual orientation in the provision of goods, facilities and services is also unlawful. Although the legislation does not place a general duty on the Council, we will: • eliminate discrimination and harassment on the grounds of sexual
orientation
• promote equality of opportunity for and good relations between people of different sexual orientations.
As an employer, the Council will monitor, with reference to the sexual orientation of staff, those who:
• are currently employed by the Council;
• apply for employment, training and promotion; • receive training;
• benefit or suffer detriment as a result of the Council’s performance assessment procedures;
• are involved in the Council’s grievance procedures; • are the subject of disciplinary procedures; and • cease employment with the Council
The Council already has employment monitoring arrangements in place
relating to its race equality duties and will continue to publish annual reports to Cabinet which will be available on the Council’s website
(http://www.tunbridgewells.gov.uk/equality) and in other formats on request. Sexual Orientation in the borough
We do not have detailed information of the sexual diversity of people in the borough, although available data indicates that:
• of households living in a couple, 0.3% live in a same-sex couple (source: Census 2001)
• In Kent, 157 civil partnerships have taken place (source: General Register Office, 5th December 2005-31st March 2006)
The available data does not provide detailed information of people’s
experiences of the services that the Council provides which, we will need to gather to establish that people’s needs are being met.
Over the past few years the Council has made progress in consulting and involving a sexually diverse community in the development of various plans and strategies. Groups and organisations have taken an active part in the Council’s Stakeholder Conferences and contributed to the development of the borough’s Community Plan through the Community Development Forum. In developing this Sexual Orientation Equality Scheme and action plan, we have:
• received views from local groups and organisations on the priorities we should adopt for promoting sexual orientation equality
• publicised the scheme on the Council’s website
• received views from our staff on the priorities we should adopt for promoting sexual orientation equality
Our vision for sexual orientation equality
Our vision for sexual orientation equality in Tunbridge Wells borough is that: • everyone should expect to have an opportunity to lead a fulfilling life, free
from discrimination and harassment, regardless of their
• long-lasting changes that meet the needs, and improve the quality of lives, of a sexually diverse community are identified
• barriers to social inclusion are removed
• people experience equality of opportunity when applying for employment and working for the Council, regardless of their sexual orientation
• all services delivered by us, and on our behalf, are appropriate and relevant to the needs of a sexually diverse community
Priorities for the next three years
We have produced an action plan that shows what each of the Council’s services intends to do to eliminate discrimination and promote equality on the grounds of sexual orientation.
We will also be working, with partners where appropriate, to achieve the following priorities:
• actively promote the involvement of local communities in the further development of this scheme
• gather more evidence to gain a better understanding of the needs of our sexually diverse community
Sexual Orientation Action Plan 2007-2010
Ref Objective Action Outcome/monitoring
information and targets
Date for Completion
Implemented by
Directorate of Change and Business Support
Customer Access and Business Transformation S154 Ensure that reception
areas are accessible and provide comfortable and confidential
surroundings.
Accommodation review will identify access
improvement programme.
Reception areas will be renovated
August 2007 Head of Customer Access and
Business
Transformation.
S155 Ensure that services are delivered equitably.
Update guidance and information on equality issues in the customer service handbook.
Staff will be aware of their customer service
responsibilities in relation to equality issues.
August 2007 Customer Service Manager
Ref Objective Action Outcome/monitoring information and targets
Date for Completion
Implemented by Legal and Democratic Services
S156 Ensure/promote public access to ballot box.
Review buildings used – consider alternative arrangements where deficiencies are identified. Review processes and revise if required.
Buildings and processes will comply with best practice. Buildings and processes will be audited.
Deficiencies and alternatives will be identified. August 2007 Democratic Services Manager S157 Encourage a diverse range of people to become Councillors.
Hold informal information events for people to find out about becoming a
Councillor.
Promote the events towards targeted communities by attending meetings of representative
organisations/groups and advertising in specialist publications and media.
The Councillors reflect the diversity of the community they serve and act as role models for other individuals who want to become Councillors. Annually (February/Marc h) Head of Legal, HR and Democratic Services
Ref Objective Action Outcome/monitoring information and targets
Date for Completion
Implemented by Human Resources
S158 Ensure the recruitment process does not
disadvantage any group of the community or prevent them from applying for
employment at the Council...
Review recruitment policy in line with ‘e-recruitment’ project, including reviewing and revising the information provided to applicants. Consider advertising in specialist publications and websites and media.
Review to be completed. Applicants will have full
information about the Council. Procedure will be legally compliant.
Further actions identified, if necessary.
December 2007 Human Resources Manager
Directorate of Services to the Community
Leisure Services S159 Effectively market the
Museum and Library Service to targeted groups.
Develop and Audience Development Plan for the Museum and Library.
Audience development Plan will be produced.
April 2007 Museum Development Manager
S160 Promote active, healthy and inclusive
communities
Promote informal participatory leisure activities.
Revised leisure guide will be published.
April 2007-April 2010
Leisure Client Officer
Ref Objective Action Outcome/monitoring information and targets
Date for Completion
Implemented by Environment and Street Scene
S161 Endure the consistent investigation and application of
environmental health requirements.
Review and update the existing enforcement policies.
A new enforcement policy that provides a framework for the consistent use of enforcement powers. September 2007 Head of Environment and Street Scene
S162 Ensure the needs of bereaved families continue to be meet through the provision of services at the Council’s crematorium and
cemetery.
Maintain an understanding of the needs of local people through a dialogue with funeral directors, clergy, faith leaders and bereaved families.
The continuous improvement of the services available for
bereaved families.
On-going from January 2007
Head of
Environment and Street Scene and Registrar
Revenues and Benefits S163 Increase awareness
and accessibility of Revenues and Benefits Services.
Be an active partner in the Kent Benefits and Training Partnership.
Awareness of entitlement to benefits across all groups will be improved.
Take-up of benefits will be monitored.
April 2007-April 2010
March 2008
Head of Revenues and Benefits, Kent Benefits and Training Partners.
Ref Objective Action Outcome/monitoring information and targets
Date for Completion
Implemented by
Directorate of Planning and Development
Community and Corporate Planning S164 Reduce the fear of
crime.
Deliver the Community Safety Partnership Action plans relating to anti-social behaviour, children and young people, drugs and alcohol, priority
neighbourhoods, the rural area and the town centre.
Contribute to a 10% reduction in fear of crime across Kent.
Delivery and monitoring of the outcomes as detailed in the Community Safety Action Plan.
March 2008 Community Safety Co-ordinator and members of the Community Safety Partnership
S165 Support vulnerable members of the sexual diversity community.
Provision of a Homophobic Incident Reporting Line. Active officer representation on the West Kent Sexual Diversity Advisory Group by Council Officer.
Contribute to a 10% reduction in fear of crime across Kent.
Information will be followed up and actions taken as
appropriate.
Percentage of Council officer attendance at meetings will be monitored. April 2007-April 2010 Community and Corporate Planning Team, Kent Districts, Shepway Lifeline
Ref Objective Action Outcome/monitoring information and targets
Date for Completion
Implemented by Planning Services
S166 Ensure all people are able to fully access service functions and processes, in a way that is appropriate to their needs.
Review and update the Statement of Community Involvement.
Access to service functions and processes will be increased.
The Statement of Community Involvement will embrace relevant equality and diversity issues.
Use of service functions and processes will be monitored.
Annually Policy Team
Leader and Area Team Leader
details of any the groups or organisations referred to in this document, please contact:
Sarah Andrews
Equality Policy Officer Telephone 01892 526121 Fax: 01892 554009
E-mail: [email protected] Town Hall
Royal Tunbridge Wells Kent
TN1 1RS
The scheme is also available on our website: www.tunbridgewells.gov.uk/equality
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