Public Organisation and Equalities in the UK

1. Public Organisation and Equalities in the UK The mainstreaming of equality and diversity through standards and public sector duties Presentation to the OXLO Conference 17th September 2008, Stuart Speeden, Centre for Local Policy Studies, Edge Hill University

2. Equalities • In the UK there has been a growing body of work in public policy and services that focuses on equality and diversity • This terminology refers usually to 3 concepts • Anti-discrimination • The promotion of equality of opportunity • The promotion of diversity • Equitable treatment • Frequently these concepts are referred to as the ‘equalities’ agenda • Alongside we have ‘social inclusion’ and ‘community cohesion’

3. The equalities agenda • Since 2001 there has been increasing importance placed on equalities within the UK with significant new legislation • 2001 the Race Relations Amendment Act • 2005 the Disability Discrimination Act • 2006 the Equality Act • 2009 Proposed new Equality Act • The significance of this new body of legislation is that it introduced new approaches to tackling discrimination and promoting equal opportunity • It places a strong emphasis on the development of equal opportunity within public services • It also places a duty on public services to promote equality through its policies and services

4. Institutional Racism • An important impetus for change came through the enquiry into the London Metropolitan Police following the racist murder of Stephen Lawrence. The enquiry found the police force to be institutionally racist giving rise to new legislation aimed at addressing institutional in public services • This means that equality has been extended beyond equality of opportunity in employment and is concerned with the equality of outcome in public services • The Race Relations Amendment Act 2000 introduced specific duties on public bodies to undertake race impact assessment to identify patterns of institutional and indirect discrimination

5. Development of a policy framework • Greater responsibility on public sector organisations (e.g. local authorities, health, fire & rescue services) – reinforced through legal changes • Leadership emphasised, particularly at local level • ‘engagement’ and involvement of stakeholders – a legal/policy requirement on public bodies delivering services • Public sector organisations have to co-operate and work in partnership

6. Wider equalities: legal framework • Acceptance of underlying problems of institutional discrimination • Development of duties for public bodies on disability – emphasis on involvement • Public duty on Gender – emphasis on continuous improvement • Extending in line with EU on sexual orientation, faith & belief, age.

7. A definition of equality Our definition of an equal society An equal society protects and promotes equal, real freedom and substantive opportunity to live in the ways people value and would choose, so that everyone can flourish. An equal society recognises people’s different needs, situations and goals and removes the barriers that limit what people can do and can be. Fairness and Freedom: The Final Report of the Equalities Review 2007

8. Mainstreaming Equality Mainstreaming “the incorporation of Equal Opportunities issues into all actions, programmes and policies from the outset.” (Rees, 1998)

9. Equality Standard an approach to mainstreaming equality • A common framework for mainstreaming equality across a range of Equality Strands. • Supporting the legal framework • A vision of equality supporting equality of opportunity and equality of access in public services • A positive and active approach to equality through evidence based policy making, continuous improvement and quality assurance and performance management

10. Underlying Principles • Equality and diversity for quality services • Move away from ‘one size fits all’ approach • Evidence-based methods • Performance management • Engagement • Encourage learning organisation

11. Equality Standard as policy and management tool Provides a framework for continuous improvement Building organisational commitment/values for equality and the effective management of equality Identifying improvements to be made through equality impact assessment and community involvement Performance management to deliver outcomes

12. Equality Standard and democratic engagement • Builds in structures for accountability • Accountability supported by scrutiny, challenge • Builds in structures for engagement and involvement • Stakeholders involved within processes informing and influencing change

13. Equality Standard: Outcomes • Equal opportunities employment • Fair and equal services for all citizens • Promotion of equal opportunities by enabling citizens/community

14. Equality Standard: Structure Builds in organisational capacity through 5 levels of attainment • Level 1 Commitment • Level 2 Assessment and consultation • Level 3 Equality objectives & targets • Level 4 Information & monitoring • Level 5 Achieving and reviewing outcomes

15. Develops continuous process for improving equality outcomes monitoring review objectives engagement commitment

16. Reviewing the standard: Developments • Concerns about ‘process’ and ‘prescription’ • Greater emphasis on outcome • Reviewing of levels to correspond to organisational development • Self-assessment • Equality Framework for Public Services • External validation

17. New Standards/Frameworks • Retreat from central target-setting • Growing interest in the role of standards/frameworks for equality mainstreaming • Work developing with local government, central government, third sector

18. Links to a European agenda • Supports European directives (e.g. Equal Treatment) • Can take account of (organisational) performance particularly in relation to improving outcomes aimed at tackling poverty, social exclusion etc., • Community cohesion and social inclusion (European anti-poverty agenda)