Skip to content

Equality and Diversity for staff

You might be interested to know that equality is at the heart of the Council's vision:
"Putting Customers First; Improving Services and Leading Our Communities".

The vision cannot be realised without recognising the diversity which exists in our customer base, our workforce and the wider Warwickshire community. We have adopted the Equality Framework for local Government as a tool to integrate equality and diversity into everything it does from policy development to service planning and delivery.

The 'Equality and Diversity team' have developed a number of resources and guides to help you promote and deliver our equality and diversity agenda.

Equality and Diversity Conference, 20 March 2012

On 20th March 2012 Learning and Achievement hosted an Equality and Diversity Conference which focused on the Gypsy Roma Traveller community and LGBT awareness. The attached documents provide detailed information about the conference.

Conference notes 20 March 2012 (pdf, 17Kb)

Supporting LGB young people presentation (pdf, 1Mb)

Gypsy Roma Traveller presentation 20 March 2012 (pdf, 87Kb)

Equality Legislation

Equality Legislation and the Equality Act 2010 has gone through a major review, which is a piece of major of discrimination legislation that makes the law easier to understand, comply and to deliver significant benefits for business, public bodies and individuals.

It provides a new cross-cutting legislative framework to protect the rights of individuals and advance equality of opportunity for all;

  • to update;
  • simplify and strengthen the previous legislation;
  • and to deliver a simple, modern and accessible framework of discrimination law;

which will protect individuals from unfair treatment and promotes a fair and more equal society.

WCC Equality Act 2010 (pdf, 32Kb)

Public sector Equality Duty

The Equality Act 2010 which came into effect in October 2010 brought together all previous equality legislation and also introduced an integrated Equality Duty for public bodies, replacing the previous separate duties relating to race, disability and gender equality. The public sector equality duty consists of a general equality duty and specific duties.

The purpose of the duty is to provide a framework to improve equality performance which is proportionate and evidence led. The benefits of the Duty are to:

  • Help public authorities avoid discriminatory practices and integrate equality into their core business.
  • Ensure services are appropriate for customers, are efficient and cost-effective and improve public satisfaction.
  • Build a supportive working environment to increase productivity. More representative organisations can draw on a broader range of talent.
  • Use up to date equality information so that it can lead to better decision-making and policy development.

The purpose of the specific duties is to help public authorities comply with the general equality duty, by improving the focus and transparency of its activities to meet the duty.

Public Sector Equality Duty Briefing - September 2011 (pdf, 200Kb)

Public Sector Equality Duty Briefing - Presentation - September to November 2011 (msppoint, 518Kb)

Guidance on setting equality objectives (msword, 169Kb)

Equality Framework

WCC Equality framework (pdf, 24Kb)

The Equality Framework for Local Government (EFLG) is a performance improvement and benchmarking tool. It builds on and develops the work councils have done on the Equality Standard for Local Government (ESLG). The EFLG contains many new features, is simpler to use and more relevant to the way local authorities work today.

Equality Impact Assessment

An Equality Impact Assessment / Analysis (EqIA) is a tool for identifying the potential impact of the county councils strategies, policies, services and functions on its customers and staff.

It is an evidence based assessment tool, to ensure and evidence that the service does not unlawfully discriminate and has due regard in-line with the general and specific duties under the public sector Equality Duty 2011.

Equality Impact Assessment forms (msword, 1.4Mb)

EIA toolkit - part 1 Introduction and forms (pdf, 312Kb)

EIA toolkit - part 2 Guidance Notes (pdf, 199Kb)

Managing Equality and Diversity (pdf, 36Kb)

Zero tolerance to bullying

Bullying is a concept that many of us associate with a school environment, and is not something we expect to experience as adults when we go to work. Sadly bullying and harassment, while not common, does occur, and the council is firmly committed to creating an environment which promotes dignity and respect, and one where bullying and harassment is not tolerated.

Bullying or harassment can occur for a number of reasons, sometimes through cultural differences, discriminatory comments, such as homophobic insults, inappropriate jokes or ‘banter’, or at times through malicious intent. For a member of staff at the receiving end it can be upsetting, demoralising, and holds them back from fulfilling their full potential. The council is therefore committed to taking any reports seriously, and listening to the concerns of staff involved.

As part of the council’s approach to tackling bullying and harassment, staff can get in touch with a Harassment Contact for advice. Harassment Contacts are members of staff who, while not professional counsellors, have received training, and are a resource for staff to use. Harassment Contacts provide confidential and unbiased support, enabling staff to get more clarity around their individual situation.

If you feel like you are being bullied or harassed, please feel free to get in touch with one of the harassment contacts, who will do their best to provide you with the options available.

WCC Harrassment Contacts (pdf, 216Kb)

See our 'bullying and harassment policy' for more information.

If you have any queries, please contact the Corporate Equality and Diversity Team on 02476 412497 or equalities@warwickshire.gov.uk

A Summary of Warwickshire Fire and Rescue Service Equality and Diversity Scheme

This summary is a brief extract of Warwickshire Fire and Rescue Service Equality and Diversity Scheme, it forms part of our commitment and duty under the various equality streams. All fire services have a general duty to:

  • Avoid the practice or the promotion of unlawful discrimination;
  • promote and extend good relations between differing minority groups;
  • supply information about our service to all sections of the community we serve.

As an employer, we will ensure that our personnel practices cover diversity training and the promotion of equality amongst our work-force. We will investigate any complaints in relation to diversity or equality issues from our staff or the general public.

Warwickshire Fire and Rescue Service Equality and Diversity Scheme gives details of the policies we have introduced and the improvements we will make. We want to build upon the progress we have made and ensure that:

  • We consult Warwickshire’s various community and minority groups and any other interested parties.
  • We have a clearer picture of our different communities so that we will be able to deliver a service that is appropriate and effective.
  • We ensure that nothing in our policies or public information documents discriminates against anyone within the community.
  • We increase our community engagement and consultation with both socially excluded groups and the wider community.

> Back to top