East Cambridgeshire District Council

Equality Framework for Local Government

Since 2001, the Council's progress in mainstreaming equality has been measured against the Equality Standard for Local Government (ESLG). However, over time, the strengths and weaknesses of the standard have become clearer, and in April 2009 the Equality Standard was replaced by the Equality Framework for Local Government to respond to new thinking on equality outcomes and the challenges that local authorities face today.

The framework is based on three levels of achievement; 'developing', 'achieving' and 'excellent', rather than the five levels of the old standard, and contains new features including:

• a wider definition of equality, based on equal life chances;
• a new section on 'Knowing your communities and equality mapping';
• a focus on equality outcomes for all sections of the community, mapping and narrowing gaps; and
• a central role for self-assessment and peer challenge.

At each level, authorities will be able to self-assess against the five performance areas:

1. Knowing your communities and equality mapping
2. Place shaping, leadership, partnership and organisational commitment
3. Community engagement and satisfaction
4. Responsive services and customer care
5. A modern and diverse workforce.

Migrating achievements from the Equality Standard to the Equality Framework

As the Council had reached Level 2 of the old Equality Standard, we have migrated to the 'developing' level of the new framework.

Successful implementation of the framework will depend on a partnership between the council and the community and should involve:

Councillors

• to provide leadership and support
• to ensure resources are available
• to engage with the local community
• to provide a scrutiny role

Managers/Staff/Trade Unions

• to work towards speedy implementation
• to organise and participate in training
• to challenge existing cultures and traditions
• to engage with the community

Community/ Voluntary Sector

• work with the equality planning process
• to participate in scrutiny
• to extend knowledge of equality framework within community

The Framework represents a tool that can bring about change but this can only be achieved through an active engagement in the processes it sets out. The Council's Equal Opportunities Working Group (EOWG) consisting of representatives from Management Team, Council Members, UNISON and employees meets once every two months to steer the Council successfully through each stage. Regular progress reports are also presented to the Council's Management Team, Joint Consultative Committee and/or Personnel Committee.

The Council is now working towards becoming an 'achieving' authority, a key requirement of which is for the Council to continue to develop and improve its monitoring, consultation and self-assessment systems.