Public sector equality duty

The Equality Act 2010 came into force in April 2011 and created a new public sector duty, replacing the race, disability and gender equality duties.

The Equality Act requires public authorities, like Calderdale Council, to publish relevant information to demonstrate their compliance with the ‘public sector equality duty’.

This Equality Report and the Human Resources Report are to show progress Calderdale Council has made in meeting its equality duties under:

Section 149 of the Equality Act 2010 (the public sector equality duty), and
The Equality Act 2010 (Specific Duties) Regulations 2011.

Public Sector Duty (Equality Act 2010) Progress Report January 2012 [PDF file 219KB]|

Public Sector Duty (Equality Act 2010) Human Resources Report January 2012 [PDF file 1072KB]|

Calderdale Council Equality Objectives 2012-16

Under the Public Sector Equality Duty the Council must also adopt and publish its equality objectives.

Calderdale Council has identified seven priority equality objectives, which following Cabinet approval will become the focus for our work on equality over the next four years. It is important to note that these equality objectives do not cover all the work that is being carried by the Council with the aim of improving equality in Calderdale.

Prior to the publication of these equality objectives, we sought feedback from the Equality Forum for Calderdale, local groups, Council staff and members of the public.

Objective	Why we feel this is a priority
1. Easily accessible services that respond to the different and changing needs of our communities.	We know that some groups and communities are under-represented as users of our services. We are committed to providing fair and easy access to Council services.
2. Vulnerable communities and individuals are supported in living a safe and fulfilling life in Calderdale.	Many older, vulnerable or disadvantaged people in Calderdale can experience poorer levels of health and wellbeing. Vulnerable communities and individuals are more likely to experience hate crime and antisocial behaviour.
3. Economic inequalities are addressed in partnership with other organisations.	By working in partnership and co-ordinating and maximising local initiatives the Council can make a significant contribution to narrowing economic inequalities which have an impact on life chances and opportunities of local people.
4. Calderdale is a place where our heritage and diversity is celebrated and good relations exist between people of different backgrounds.	The Calderdale population profile is changing and becoming more diverse but many people still have little knowledge or experience of people from different backgrounds. The Council plays an important role in helping people from different backgrounds (age, disability, race, religion, sexual orientation etc) to get on well together. Calderdale has a very rich heritage that is valued by many; we want to share this more widely.
5. Consultation and engagement activities are effective and inclusive of the communities of Calderdale.	All local people should have the opportunity to influence local decision making, many do, but we recognise that we need to improve our understanding of some communities ‘we find harder to reach’ in Calderdale.
6. The Councils workforce is committed to equality and is reflective of the diverse communities it serves.	A number of groups are under-represented within the Council&aposs workforce when compared to the working age population of Calderdale, including disabled people, young people and minority ethnic communities.
7. The Council’s commitment to equality is promoted in partnerships, procurement and when commissioning our services.	The Council can promote and enforce its equality objectives by ensuring that its suppliers, contractors and their agents provide goods, supplies and services in a manner that does not discriminate against people in any way.