Public Sector Equality Duty Reports 2023
Contents
- Public Sector Equality Duty Reports 2023
- Our approach to mainstreaming equality
- Roles and responsibilities
- Project management
- Fairer Scotland Duty
- Equality in the Council's procurement function
- Case Studies
- Education
- North Lanarkshire Licensing Board
- Employment
- Progress 2021-23 (Outcomes 1-3)
- Progress 2021-23 (Outcomes 4-6)
- Progress 2021-23 (Outcomes 7-9)
-
Employment Gathering Information 2022
- Employment Data 2022 - Sex
- Employment Data 2022 - Disability
- Employment Data 2022 - Ethnicity
- Employment Data 2022 - Age
- Employment Data 2022 - Sexual Orientation
- Employment Data 2022 - Religion and Belief
- Employment Data 2022 - Marriage and Civil Partnership
- Employment Data 2022 - Pregnancy and Maternity
- Training and Development
Roles and responsibilities
Everyone who works for the council, whether directly or through commissioning, is responsible for ensuring that the culture for effective mainstreaming is developed, nurtured and sustained and the objectives of the Equality Strategy are reflected in the planning and delivery of their services.
Wellbeing and Tackling Poverty Committee
This committee is responsible for taking a lead in ensuring that the Equality Strategy 2019 – 2024 represents a robust and shared vision, meets the needs of the council, is adopted across the council, and that measures are in place to monitor, challenge and review its progress.
Equality Champion
This senior political role demonstrates support for equality and diversity matters and initiatives both within the council and across North Lanarkshire’s communities.
Elected Members
Elected Members have a role to play in championing equal opportunities and promoting cohesion and fostering good relations within their constituencies. They are responsible for paying due regard to equality and human rights in all of their constituency work.
Corporate Management Team
The CMT is responsible for ensuring that the Equality Strategy is robust, integrated into all aspects of service planning and delivery, and is effectively implemented across the council. Individual members are expected to have oversight of the strategy in their areas and ensure that information about the impact of their services on equality and human rights is gathered, made available and evaluated.
Chief Officers
Chief Officers are responsible for ensuring that officers within their service areas understand their roles in implementing the strategy and that the strategy is monitored and reviewed.
Equality Board
The Equality Board is responsible for ensuring all equality matters are advanced and fit for purpose. It will:
- provide a collective, cross-service approach in the advancement of equality in the delivery of the Plan for North Lanarkshire;
- advise the Council on matters of compliance re the Public Sector Equality duties (General and Specific);
- ensure the effective implementation of the Equalities Delivery Framework;
- engage across services to ensure equality is embedded and advanced via the development of individual service equality action plans; and
- develop a robust performance monitoring framework that will more effectively measure performance and impacts against the equality outcomes.
Managers
All managers are responsible for ensuring that the objectives of the strategy are pursued appropriately within their teams, for gathering and making available information about the impact of their work on different communities and for ensuring that individual staff members understand their specific responsibilities with regard to equality and human rights.
Employees
All council staff are responsible for conducting their work in a way that supports delivery of the strategy and which demonstrates the council’s values of fairness, respect, equality and excellence.
Employee Equality Forum
This group comprises employees from all areas of the council. It is involved in consultation on workforce diversity and equality initiatives.
Trades Unions
Two recognised trade unions within the council are responsible for supporting their members on matters including diversity and equality and for ensuring that they are consulted on diversity and equality initiatives.
