Basingstoke and Deane Borough Council aims to embed the principles of equality, diversity and inclusion in everything that it does. This includes the provision of services, the work of councillors in the community, work with partner organisations and the development of the council’s workforce.
The Equality Act 2010 brings together a large number of previous anti-discrimination laws within a single Act. It has strengthened the law and provides a straight forward legal framework to tackle disadvantage and discrimination more effectively. The Act protects people from being treated less favourably because of certain characteristics. These are known as 'protected characteristics' and include:
The Equality Act 2010 places an equality duty on public bodies and organisations carrying out public functions. Its main aim is to support good decision-making by ensuring public bodies consider how different people will be affected by their activities. It also helps to deliver policies and services that are efficient and effective, accessible, and that meet different people's needs, as much as is reasonably possible.
The Public Sector Equality Duty includes a general duty and specific duties. The three main aims of the general duty require public bodies to have due regard to the need to:
To help public bodies meet the general duty, there are specific duties that require public bodies to:
To meet the Public Sector Equality Duty and embed the principles of equality and diversity in everything we do; the council has developed a Corporate Equality, Diversity and Inclusion Plan (opens in a new window) (PDF) [97kb].
The council's equalities, diversity and inclusion priorities are:
These are put into practice by all staff and managers in the council, supported by the council's Equality Working Party and Equality Strategy Group via a Corporate Equality, Diversity and Inclusion Action Plan (opens in a new window) (PDF) [536kb]. This plan is informed through work with local partner organisations and groups. It includes specific actions that relate to different service areas and is monitored on a regular basis.
To improve our understanding of local communities and better target our services to suit people's needs, we have collected general equality and diversity information about the characteristics of the local population and our service users including: gender, age, race, disability, sexual orientation, religion or belief or lack of belief, transgender status, marriage and civil partnership, pregnancy and maternity status. For more information, please view the document:
We believe that our staff are key to making council services and work with local communities a success. Staff members come from a range of different backgrounds and we celebrate and value the diversity of our team. For more information, please view the document:
The gender pay gap shows the difference between the average (mean or median) earnings of men and women.
The Gender Pay Gap report for the council's workforce is based on data at the snapshot date of 31 March each year, and must be published by 30 March the following year. The results have been published on the council's website as well as the Government Equalities Office website.
To find out how the council's policies, schemes and services could affect different communities, we use Equality Impact Assessments (EIAs). This way we can identify possible negative effects and overcome them whenever possible. For more information, visit our Equality Impact Assessments (EIAs) page.
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