Agenda item

The purpose of the report is to seek adoption of the Equality & diversity strategy 2019-22.

RECOMMENDED that the Cabinet member for Resources

(1)  adopts the Equality & diversity strategy 2019-22, (Appendix 3)

(2)  notes the update from the Equality & diversity strategy 2014-17 (Appendix 1)

(TAKE IN REPORT)

Gina Perryman, Equalities and Diversity Officer, introduced the report explaining that Portsmouth City Council's Equality & Diversity Strategy needed to be refreshed to update the equality objectives. Although there is no statutory duty to provide a strategy document PCC still needs to demonstrate how it will comply with the Equality Act 2010 legislation and the strategy provides a framework on how this will be achieved. Paragraph 4.2 of the report sets out the content of the refreshed strategy for 2019-22.

In response to questions

Blue Badge

·         Kevin McKee, Parking Manager, gave a brief overview of the new legislation explaining that central government were in the process of introducing a revised set of criteria for being eligible to receive a Blue Badge.  Currently it is based on mobility whereas the eligibility criteria will be changed to include people with no physical disabilities but will include for example those with conditions such as autism.  The guidance - that will have to be adopted by the Council - is not yet finalised but the changes will mean an increase in the number of Blue Badges being awarded and the expectation is that the opportunity for fraud will increase also.

• Kevin McKee confirmed that there is a specialist team that works specifically on discouraging Blue Badge fraud and its success has led to other local authorities in the area seeking training from PCC.

Workforce Data

·         With regard to page 47 of the Strategy, in response to a query raised about how to improve the collection of workforce data, Helen Kane, Assistant Director of HR, said there was a need to remind staff to declare and disclose data through the EBS system.  HR's intention was to send a communication to all staff about this matter.  It was important to first establish a baseline to understand the starting point and communicate that to staff advising what will be done with any data collected. A corporate approach is needed - perhaps by way of a range of focus groups to enable conversations to take place about fears people have. It was likely there would then be a six month monitoring period to look at the results of action taken.

The Equalities and Diversity Officer advised that the staff opinion survey may include questions around disability in future.  She also said it may be useful to be able to declare disabilities anonymously as this would probably result in more accurate data.

·         The Cabinet Member for Resources expressed concern about ownership of workforce data saying this should be owned by officers in HR as well as being monitored by members.  Helen Kane said HR will own the data.  The Cabinet Member said she looked forward to receiving an update in 6 months' time.

• The Cabinet Member reiterated that Equalities is central to everything and should not be considered as just an add on.

Taxis

·         With regard to page 48 of the strategy - in relation to the issue relating to accessible taxis, the Licensing Manager, Nickii Humphrey said she was not aware of any major issues.  Occasionally complaints are made that  taxi drivers have refused to take a passenger in a wheelchair and in those cases robust action has been taken - such as through giving penalty points.  Licensing have a structure and policy to deal with this.  Before the Equality Act, they had had to rely on old legislation dating from 1847 but the Equality Act had added more strength to existing legislation.

• Drivers can be exempted from having to take wheelchair users such as if they have a pre-existing medical condition making it difficult for the driver to comply.  There is a need to achieve a balance but not many complaints are received.
• The Equalities and Diversity Officer said that an issue in the evenings is that a driver can collect several fares in the time taken to take one wheelchair user. 
• The Licensing Manager also suggested that members of the public can help in various ways when they see drivers refusing to take wheelchair users - such as by noting registration numbers where people are visually impaired.
• The Cabinet Member said an awareness campaign is not a strong enough response.
• The Licensing Manager said that there are prescribed fines for drivers laid down in legislation, but ultimately drivers can be told to come before the Licensing Committee and could have their licence revoked.
• The Equalities and Diversity Officer said that disabled people find it difficult to get taxis during the day where there is a school run, but the Licensing Manager said there is nothing that can be done about that other than to licence more vehicles.

In summary, the Cabinet Member for Resources said that Equality Impact Assessments have been seen as a bolt-on exercise and not something that is viewed as an integral part of each report.  She said a cultural change was required.  All reports should include EIA wording and completed forms when needed.

The Equalities and Diversity Officer said that since 2016, all reports include EIA wording and where necessary, EIAs are attached.  However there is still an issue around the quality of the EIA forms and also around ensuring members have the right amount of training to enable them to challenge the content of the EIA.

It was suggested that the Equalities and Diversity Officer could meet with the Cabinet Member to consider how this can be achieved.

DECISION:

The Cabinet Member for Resources

(1)  adopted the Equality & diversity strategy 2019-22, (Appendix 3)

(2)  noted the update from the Equality & diversity strategy 2014-17 (Appendix 1)