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Equality and Diversity

Equality is relevant to us all. Addressing discrimination and promoting equality are everyone's core business.

Equality Act 2010

The Equality Act 2010 replaced previous anti-discrimination laws with a single act. The aim of the Act is to provide a legal framework to protect the rights of individuals and advance equality of opportunity for all. It provides Britain with a discrimination law which protects individuals from unfair treatment and promotes a fair and more equal society in employment, and as users of private and public services based on the following nine protected characteristics

  • age,
  • disability,
  • gender reassignment,
  • marriage and civil partnership,
  • pregnancy and maternity,
  • race,
  • religion or belief,
  • sex,
  • sexual orientation.

Equality Outcomes

The Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012 requires public bodies to develop and publish an equality outcomes and mainstreaming report every four years and to report on progress against that report every two years.

The general equality duty is intended to accelerate progress towards equality for all, by placing a responsibility on bodies subject to the duty to consider how they can work to tackle systemic discrimination and disadvantage affecting people with particular protected characteristics.

The duty in particular reflects this by requiring relevant bodies to have due regard to the need to minimise or remove disadvantages, to take steps to meet the different needs of people with different protected characteristics and by encouraging participation in activities by those whose participation is disproportionately low.

The council has developed, in partnership, a new Equality and Diversity Framework 2021 -25 that includes eight Corporate, Education and Licensing equality outcomes and mainstreaming actions which are intended to address the most significant inequalities emerging from local evidence and involvement activities that could have the greatest positive impact.

The council is committed to tackling discrimination, advancing equality of opportunity and promoting good relations both within our workforce and the wider community. Mainstreaming equality is the process by which we will work towards achieving this as an organisation.

Our objective in mainstreaming equality is to integrate an equality perspective into the everyday work of the council, involving managers and policy makers across all council services, as well as equality specialists and community planning partners.

Equality mainstreaming is a long term approach that aims to make sure that policy making within the council is fully sensitive to the diverse needs and experiences of everyone affected. The approach will help to provide better information, transparency and openness in the way we make decisions about our services and resources.

Our equality outcomes (and mainstreaming actions) and progress reports are available from the 'Reports' section on this page. (Then link to Equality Outcomes Framework 2021 2025, outcomes 2017 -2021 and outcome 2013 to 2017, Education outcomes same time frame . Also to have the previous reports (in a list Council, e.g 2017 -19 and 2019 21 and Education).

 

Integrated Impact Assessment (IIA) enables the council to meet its legal duties to consider equality, and human rights when considering changes to 'policy' or services or implementing new policies or services.
The Council's HR service monitors recruitment and equality monitoring data is collected for job applicants and employees.
The Equality Act 2010 requires all public bodies (such as councils and the health service) to publish equality outcomes at least every four years. Equality outcomes aim to achieve specific and identifiable improvements in people's life chances, eliminate discrimination and foster good relations.
At its meeting on 25 May the council recognised that the onus of keeping women safe should not rest with women and that a wider conversation is needed around the safety of our public places and spaces.

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