Agenda Item No


The Vale of Glamorgan Council


Cabinet 4 January 2012


Report of the Cabinet Member for Human Resources and Equalities


Strategic Equality Plan and Equality Objectives


Purpose of the Report

1.             The purpose of this report is to seek the approval of the Cabinet to begin consultation on the draft Strategic Equality Plan (Appendix A) and equality objectives contained within it. 


2.             That the Draft Strategic Equality Plan and equality objectives are approved for consultation. 

Reasons for the Recommendations


3.             The Equality Act 2010 includes a new public sector equality duty ('the general duty') which came into force on 5 April.  The general duty requires the Council to have due regard to the need to eliminate unlawful discrimination, advance equality of opportunity and foster good relations.

In addition to this, the Council (as a listed body under the Act) must comply with the specific duties in Wales, designed to help performance of the general duty and to aid transparency.

The specific duties in Wales cover a range of requirements, including the requirement to draw up and publish a strategic equality plan by 2 April 2012 and include in it equality objectives (including pay objectives).

Relevant Issues and Options

4.             A Strategic Equality Plan is the device used to detail information that demonstrates that the Council is meeting the general duty.  It must include information on a number of prescribed issues, such as its arrangements to identify and collect relevant equality and employment information, arrangements for assessing the likely impact on protected groups of any polices and practices, and how the authority will promote knowledge and understanding of the general and specific duties among employees.

5.             A key element of the Strategic Equality Plan is the equality objectives.  The Council is required to publish objectives for each of the protected characteristics or to publish reasons why not.  It must also set out the steps it intends to take to meet each objective and how is intends to monitor progress.  The draft Strategic Equality Plan comments on this.  At meetings with the Equality and Human Rights Commission and the Welsh Local Government Association, the advice has been to have a smaller number of equality objectives and achieve them, rather than one for every characteristic and not make any significant progress in achieving real improvements.

6.             There is also a requirement to publish an equality objective to address any gender pay gap identified or else publish reasons why it has not done so.  It must have due regard to the need to have objectives to address the causes of any pay differences that seem reasonably likely to be related to any of the protected characteristics.

Resource Implications (Financial and Employment and Climate Change, if appropriate)

7.             As with any area of work, resources are required to implement the Strategic Equality Plan and equality objectives.  This includes collecting and analysing information, engaging with the public and providing equality training. 

Legal Implications (to Include Human Rights Implications)

8.             The Equality Act 2010 created a new public sector duty, replacing the race, disability and gender equality duties. The duty came into force in April 2011. The duty covers age, disability, gender, gender reassignment, pregnancy and maternity, race, religion or belief and sexual orientation. Under the general duty, public sector organisations must have due regard to the need to:

·               eliminate unlawful discrimination, harassment and victimisation;

·               advance equality of opportunity between different groups;

·               foster good relations between different groups.

9.             The duty to have due regard to the need to eliminate discrimination also covers marriage and civil partnership.

10.        The Equality Act gives Welsh Ministers the power to impose specific duties through regulations. The specific duties are legal requirements designed to help public bodies meet the general duty. These were published in April 2011.  The Equality and Human Rights Commission published guidance on them on 8 June 2011.

Crime and Disorder Implications

11.        The Draft Strategic Equality Plan will assist in promoting community cohesion by meeting the diverse needs of local people and creating equal opportunity.

Equal Opportunities Implications (to include Welsh Language issues)

12.        The Draft Strategic Equality Plan sets out how the Council is working to meet the general duty and public sector equality duty for Wales.  The equality objectives detail the work that the Council is prioritising to address the concerns raised during the engagement process and the national equality agenda.

Corporate/Service Objectives

13.        It is a corporate priority to work with partners to promote good governance and ensure a coordinated approach to delivering the shared vision for the future of the Vale.  This plan and its objectives support each of the three associated improvement objectives:

·               to tackle those issues that matter most to local people, with customer focus at the heart of the Council’s service delivery;

·               to provide leadership in representing and promoting the interests of the local community and engage effectively with citizens and stakeholders;

·               to promote through partnership working greater cooperation with other organisations that deliver services in the Vale, thereby improving the quality of life of its citizens.

Policy Framework and Budget

14.        This is a matter for Executive decision.

Consultation (including Ward Member Consultation)

15.        The public sector equality duty for Wales requires that the Council involves people representative of protected to set its equality objectives, prepare and review a Strategic Equality Plan.

16.        To achieve this, the Council invited 67 voluntary groups and our Local Service Board partners to participate in the engagement process.  The Council's Consultation Officer organised 8 sessions with support groups operating in the Vale of Glamorgan (reaching over 100 residents with protected characteristics) and 16 organisations were represented in two engagement events that took place in mid November.  Feedback from these meetings has very much informed and shaped the equality objectives being presented.

17.        Feedback from the Corporate Equality Working Group endorsed the equality objectives that have been prioritised.   

18.        The Draft Strategic Equality Plan and equality objectives have been presented to, discussed with and endorsed by the Equalities Consultative Forum.

19.        The next stage will be to consult widely on the Draft Strategic Equality Plan and equality objectives, internally and externally, and to further develop them as necessary.

Relevant Scrutiny Committee

20.        Corporate Resources.

Background Papers

Appendix A Draft Strategic Equality Scheme


Contact Officer

Nicola Hinton, Corporate Equalities Officer


Officers Consulted

Bev Noon, Operational Manager - Corporate Policy and Communications

Huw Isaac, Head of Performance and Development

Reuben Bergman, Head of Human Resources

Corporate Management Team


Responsible Officer:

Nicola Hinton, Corporate Equalities Officer