Glasgow City Council Putting Equality into Practice Glasgow

Glasgow City Council Putting Equality into Practice

Glasgow City Council ¢ ¢ ¢ Delivers services to the citizens of Glasgows largest and most diverse city Directly employs 19, 000+ staff to provide a wide and diverse range of services in Glasgow Broad range of services also now delivered by Arms Length organisations to ensure best value and flexibility in providing services

Public Sector Equality Duty – what is it ¢ ¢ To eliminate discrimination, harassment, victimisation To advance equality of opportunity To foster good relations Covers age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex and sexual orientation; pregnancy and maternity for the 1 st characteristic only

Public Sector Equality Duty. What we are doing ¢ ¢ Build on experience implementing the previous framework (race, disability and gender duties) Published Equality Outcomes and Equality Mainstreaming Report by April 2013 Reviewing EQIA guidance and ongoing refresh of training materials Continuing to develop and embed equality practice and improve staff awareness

Some good practice and some challenges (1) ¢ ¢ We routinely ask demographic questions in consultations and surveys : early inclusion of sexual orientation question in annual residents survey (Glasgow Household Survey) As an employer we have improved the percentage of women in senior roles BUT according to our data we still employ relatively low numbers of disabled people and people from ethnic minority communities

Some good practice and challenges (2) ¢ We have a forward looking approach to inclusion of equality in our schools; development of anti racist curriculum materials, work on anti sectarianism and tackling homophobia and EAL support for children in schools BUT can we measure the impact of these programmes

Some good practice and challenges (3) We provide or support a range of services to help tackle barriers to accessing services (Interpreting, BSL, ESOL classes) ¢ We need to ensure that our employees are able to respond confidently and appropriately to all colleagues and citizens ¢

Glasgow Life Arms Length organisation with charitable status ¢ Responsible for culture, sport, learning ¢ Employs approx 2, 800 staff – low numbers of BME & disabled people ¢ Women well represented at Senior management/Board level ¢

Leadership Director of Policy & Research – chairs quarterly meetings ¢ Equality policy and mainstreaming action plan ¢ Influencing services ¢ Reviewing policies – Eq. IAs ¢ Targeted v Mainstream Provision ¢ Integral to staff roles ¢

Training Core programmes – Induction, Bullying & Harassment ¢ On-line learning – equality modules ¢ Glasgow Welcomes – customer service training (equality scenarios) ¢ Service specific training e. g. Sport, Arts ¢ Use of toolkits e. g. hate crime, CLD ¢

Evidence & consultation ¢ ¢ ¢ Gathering equality data – range of systems in use CIPFA survey/visitor surveys Monitoring guidance (e. g. all ages, using data) Evidencing outcomes – tracking participants Mainstreaming equalities in consultation

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