Equality and Diversity
Our Equality Policy
Equality Policy was amended in September 2018, as agreed by the Council’s
Cabinet. It sets out the key principles that guide the way in which the Council
makes decisions, provide services; recruit and support our employees; work with
other organisations; and involve local people.
You can download the
Equality Policy here.
Gender pay gap
Under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, all public sector organisations employing 250 people or more must publish information about their gender pay gap.
The information for the reporting period, March 2021, has been published on the Government's gender pay gap web site ( https://gender-pay-gap.service.gov.uk/employer/szMqIY2X ).
The information is available on the Government site and in the related documents section on this page.
Equality Information about our Workforce
The Equality Act 2010 requires the Council to publish equality information about its workforce every year. The latest information can be found here Equality information about our workforce 2022.pdf
Redcar and Cleveland publishes this information in this report not only because it must comply with the duties in the Equality Act but because it is good practice to demonstrate that it is a fair and inclusive employer, committed to all employees in terms of access and opportunities.
The information is used to look at whether our workforce is representative of the population of the borough - which in turn helps provide better service delivery - and also allows us to check that we are not discriminating against groups of staff in our policies or practices.
Redcar & Cleveland Council's Cabinet has approved the following Equality Objectives for 2022 for consultation. Any comments on the objectives, including any requests for consultation to be targeted at one or more groups with an interest in equalities in the Borough, should be sent to Rob Mitchell, Strategic Policy Lead, Redcar & Cleveland Council, Redcar & Cleveland House, Kirkleatham Street, Redcar, TS10 1RT, firstname.lastname@example.org
Following consultation through the winter, final equality objectives will be published here, along with progress updates.
Draft list of Equality Objectives for 2022
- Review the Council's Equality Policy in line with latest legislation, guidance and the other actions we will undertake in 2022. This action will be led by the Strategic Policy Lead and will be completed by December 2022.
- Identify a lead Cabinet Member for Equalities. Each of the portfolio roles includes a shared responsibility for equality but it is now necessary for one senior Cabinet Member to take a lead role in ensuring the consultation is robust and to ensure the actions we commit to get done and impact across all portfolios. This action can be completed as a matter of urgency and no later than the end of the calendar year 2021. NB, Cabinet (21st December 2021) agreed that Cllr Glyn Nightingale, Cabinet Member for Corporate Resources, be the lead Cabinet Member for equalities.
- Implement a new approach to equalities impact to support Member decision-making. Members' decisions must be made using full information, so we aim to introduce a cross-cutting approach to highlighting the impacts of decisions not just from an equalities perspective, but also consider other key priorities such as climate change and the environment as an integrated approach. The lead for this action will be the Governance Director and a new approach will be implemented by March 2022.
- Implement the Local Government Association's (LGA) Equalities Framework for Local Government. The framework helps local councils to meet their obligations under the Equality Act 2010 including the Public Sector Equality Duties (the duties set out in paragraph 3.5). It is a self-assessment tool and will help us to identify our strengths and areas for further development, thus informing future action plans. We are awaiting publication of the LGA's revised framework. If it is released early in 2022, we plan to implement it by September 2022 and report the findings back to Members. The lead for this action will be the Strategic Policy Lead.
- Agree a plan for, and commence delivery of, a programme of culture change, education, training and development covering equality, diversity and inclusion – for Members and officers. There is likely to be a cost to delivering something on this scale, aimed at all Members and officers. The lead for this will be the Governance Director and a costed plan will be brought forward to Cabinet for consideration no later than June 2022.
- Review the content of our published (staff) equalities data and identify areas for improvement and development. We publish data annually but we need to ensure the information is as useful as possible to inform policy and decision-making, and staff recruitment, training and development practices. The Strategic Policy Lead will lead a review of the data and report back to Members by April 2022.
- Identify a single consultation and engagement list of groups and organisations covering internal and external equality, diversity and inclusion interests. This would help us to ensure that, for a whole range of consultations the Council undertakes, we are more confident of reaching the views of as many disadvantaged or potentially disadvantaged groups as possible. In turn, this will ensure we can plan and deliver and commission better, more effective services, and be a better community leader for everyone. The lead for this will be the Strategic Policy Lead with a target date of February 2022.