- Equality Legislation
- The Public Sector Equality Duty
- Equality and Diversity Policy Statement and Managing Equality and Diversity
- Implementation of Equal Pay
- Equality and Diversity Profiles
- Equalities analysis
- Equality Guidance for Public Consultation and Engagement Activity
- Equality and diversity objectives
- Modern slavery statement
Equality Act 2010
The Equality Act 2010 replaced existing anti-discrimination laws with a single Act. It strengthened the law to help tackle discrimination and inequality. The Act applies to all organisations that provide a service to the public or a section of the public (service providers).
Who is protected?
The Act protects people from discrimination on the basis of ‘protected characteristics’. The protected characteristics are as follows:
- gender reassignment
- pregnancy and maternity
- race – this includes ethnic or national origins, colour and nationality
- religion or belief
- sexual orientation
- marriage and civil partnership
What the law prohibits?
- Direct discrimination – treating someone differently and worse than someone else because of who they are.
- Indirect discrimination – when there’s a practice, policy or rule which applies to everyone in the same way, but it has a worse effect on some people than others because of who they are.
- Discrimination by association – protects a person from being discriminated against because of a third-party’s protected characteristic.
- Discriminate by perception – discrimination against someone because they are wrongly perceived to have a certain protected characteristic, for example where an employer believes an employee is gay, or is of a particular race, and treats them less favourably as a result.
- Harassment – unwanted behaviour with the purpose or effect of violating your dignity, or creating a degrading, humiliating, hostile, intimidating or offensive environment.
- Victimisation – the action of singling someone out for cruel or unjust treatment.
The Public Sector Equality Duty
The Equality Act 2010 introduced the Public Sector Equality Duty (PSED) on all public authorities. In fulfilling this duty the County Council in all its activities must have ‘due regard’ to the need to:
- eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.
- advance equality of opportunity between people who share a protected characteristic and those who do not.
- foster good relations between people who share a protected characteristic and those who do not.
To meet the requirements of the Equality Act 2010 and the PSED, it is the responsibility of all staff to ensure that decision making, policy setting and service delivery supports these three aims, that equalities is integrated into our day-to-day work, and that we positively contribute to the advancement of equality and good relations.
If you require further advice about how to meet your responsibility for equalities, please contact the Corporate Equality and Diversity Team on the following:
Tel: 01926 412659 Minicom: 01926 412277
Annual Equality and Diversity Workforce and Gender Pay Gap Reports
From 2017, any organisation that has 250 or more employees must publish and report specific figures about their gender pay gap annually. The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings. For example, ‘women earn 15% less than men per hour’. The figures must be calculated using a specific reference date which is the 31st March every year for public sector organisations. We have also included information on the demographic of our workforce.
Other Relevant Information
The Council uses information provided by Warwickshire Observatory, in particular:
- Information on the profile of people living within the district and boroughs
- Quality of Life Report
Within the specific duties of the PSED, public sector organisations must review and publish their equality objectives every 4 years. Warwickshire County Councils equality objectives can be found here.
Equality and Diversity policy statement and managing Equality and Diversity
This policy statement and guidance document sets out Warwickshire County Council’s vision and commitment to ensuring equality of opportunity for all, including equality of access to those services that we provide. In serving our community and in valuing the contribution of our workforce, we aim to improve the quality of life and wellbeing of the population.
Implementation of Equal PayImplementation of Equal Pay Structure (msword,1.82mb)
Equality and Diversity Profiles
We have commissioned the following profiles and present data relating to Equality and Diversity.
Rugby Key Messages 2015 (PDF, 364.05 KB)
Rugby Profile (PDF, 186.21 KB)
Stratford Profile (PDF, 185.86 KB)
Stratford language map (PDF, 286.88 KB)
Stratford health and wellbeing report (PDF, 545.63 KB)
Warwickshire health profile 2015 (PDF, 2.09 MB)
North Leamington Health and Wellbeing profile 2014 (PDF, 623.76 KB)
North Leamington Health and Wellbeing Report (PDF, 623.76 KB)
North Warks Profile (PDF, 182.09 KB)
Nuneaton and Bedworth Profile (PDF, 190.25 KB)
Nuneaton Language Map (PDF, 370.99 KB)
Warwickshire Key Messages (PDF, 468.19 KB)
An Equality Impact Assessment / Analysis (EqIA) is a tool for identifying the potential impact of the County Council’s 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.
Broadly EQIA help us answer the following;
- What does the evidence tell us?
- Where are the gaps?
- Is there any evidence of unlawful discrimination?
- Can this policy/ decision contribute to removing or minimising any of those disadvantages?
- Are specific steps necessary to meet the needs of particular groups
- Who benefits?
- Who does not benefit and why not?
- Who should be expected to benefit and why they don’t?
- What are the biggest risks to equality?
- What diversity monitoring is taking place?
- What actions need to be taken?
These documents are good examples of equality impact assessments. This is for internal access only;
- MASH EqIA Example (pdf, 973 Kb)
- Staff Benefits EqIA Example (PDF, 380.27 KB)
- Transitions Pathway EqIA example (PDF, 337.44 KB)
Customer and Functions Information
The Council undertakes a process called Equality Impact Assessment to record how it has undertaken due regard to the aims of the duty in decision-making in relation to service provision. This assists the Council in understanding the decisions impact on equality and highlights the evidence used in the decision-making process.
Equality Guidance for Public Consultation and Engagement Activity
Under the Public Sector Duty Section of The Equality Act 2010, we have a legal duty to understand the communities we serve, our customer profile and the profile of our staff. You can find the Equality Guidance for Public Consultation and Engagement Activity on our intranet pages under Consultation and Engagement (internal access only)Guidance for Collecting Equality Monitoring Information (PDF, 179.9 KB)
Equality and diversity objectives
- Objective 1: WCC provides fair and accessible services to the citizens of Warwickshire.
- Objective 2: WCC knows and understands the profile of its staff, customers and citizens.
- Objective 3: There is positive engagement between the council, communities, customers, groups and individuals.
- Objective 4: There is effective partnership working between the council and its partners.
- Objective 5: WCC workforce / potential workforce rate WCC as a good employer.
Modern slavery statement
Warwickshire County Council is committed to preventing slavery and human trafficking in our corporate activities and in our supply chain management. This statement is published in response to the Modern Slavery Act 2015.