Equality Objectives Annual Report 2023-24

The focus of this objective is to continue to seek opportunities to build inclusivity into the Council’s internal policies and procedures.

Areas of activity

A) Reviewing – and as necessary updating – relevant internal policies and procedures

Corporate Equality Policy

Following a review in 2020, the Council’s Corporate Equality Policy was updated to ensure it remained fit for purpose and properly reflected the Councils duties and obligations. This process was supported by consultation with Unions and the Staff Association as well as the Council’s Corporate Governance Group. This Corporate Equality Policy has remained current in 2022/23, and is available on the Council’s intranet and external-facing website.

Equality Impact Assessment template

Similarly to the Corporate Equality Policy, the Council’s Equality Impact Assessment template was updated in 2020. The template supports the completion of Equality Impact Assessments, which ensure Council services and decisions take account of equality considerations. As identified in the 2020 report, the updates included making the template more user friendly, including better signposting to equality information and data sources, including more emphasis on opportunities to taking a proactive approach to ensuring equality of opportunity, and enabling consideration of impact on all vulnerable residents (not just those with protected characteristics). The template has remained current in 2023/24 and is used to support the Council’s formal decision making process and project management approach.

As well as signposting to external sources, we also provide an annual summary of both borough and workforce equality characteristics to help provide an overview for informing impact assessments. These are available via the Council’s Equality web page, at: Equality | Equality | Reigate and Banstead (reigate-banstead.gov.uk)

B) Reviewing – and as necessary updating – resources and training for staff, and member learning and development resources, in relation to equalities issues

Resources and training for staff

The Council’s intranet was updated with additional and clearer information on equality, diversity and inclusion in 2020. Additional updates on related material have been provided throughout the year, including accessibility awareness, data protection, and making every contact count. Resources available to staff include the Corporate Equality Policy, the Council’s Equality Objectives, and borough and workforce equality information.

The intranet pages were also updated to include better signposting to an expanded range of training and learning opportunities, and external resources providing more information and guidance. This information has remained current, and these pages have been maintained in 2023/24.

Member learning and development

Training on equality, diversity and inclusion is available and encouraged for elected Members each year, supported and facilitated by the Local Government Association (LGA). Additional information is also readily available through the Council and the LGA. The most recent equality, diversity and inclusion training was held in September 2023, and accompanied other sessions throughout the year on topics such as communication skills, local cycling and walking infrastructure, and working with health.

Training and information is also made available to all new Members as part of the induction process, with additional training on employment law available, and required for those serving on the Council’s Employment Committee.

Support for Council staff

The Council recognises that its staff may also sometimes face equality or accessibility issues or be in need of support. In addition to the organisation’s Corporate Equality Policy and Human Resources support, the Council has expanded its health and wellbeing offer for staff, to help maintain and promote the wellbeing of its employees, with a staff wellbeing group also in place to consider opportunities and approaches. Whilst covering a broader range of content than equality, diversity and inclusion, these equality related elements can also form important parts of an individual’s wellbeing situation. 

There were a number of related events and activities during 2023/24, including a charity football match in aid of mental health, lunchtime doodling club, Sing in the Sun with the Include Choir, a staff gardening area in the town hall courtyard, celebrating Black History Month, LGBT+ History Month and International Women’s Day, awareness of Stoptober for those quitting smoking, as well as a general wellbeing social calendar to help staff coordinate their own activities. Within 2023/24, the Council also established a LGBTQ + Allies Staff Network, and has now also established a Workability Network for those who identify as having a disability or neurodiversity.

The Council also operates an employee assistance programme where staff can access free, confidential advice and support. This programme can help assist staff facing challenges, whether those might be related to finances, mental health, or other personal circumstances.
Within the last year, the Council also updated its guidance on protecting staff from abuse, with comprehensive notes now available on the intranet, external training provided on how to recognise and deal with abusive incidents, and additional support in place for staff following any such event.

Future focus

The Council’s internal policies and procedures remain up to date, and will continue to be implemented across the organisation throughout 2024/25. Where new information or guidance emerges, they will be reviewed and updated as appropriate. Signposting to supporting information and data will be updated as new material becomes available. Training for Council officers and elected Members will continue to be maintained and refreshed throughout the year. And updated as appropriate in response to new regulations, guidance or feedback.

The Council recently completed a detailed employee survey, which will help provide information on staff needs, concerns and interests. This information will therefore inform future work to support equality and inclusion at the Council. Supporting our equality responsibilities is also expected to be an area of focus within forthcoming human resources work, including supporting service and corporate planning and ensuring our duties continue to be reflected within policy and training.