Level 3 Evidence RMTC EIA Islington

London Borough of Islington
Race Equality Scheme

Contact: Equalities Unit 0207 527 3054/3433
This document is about what Islington Council is doing to tackle racial discrimination and promote race equality. It also explains how the council plans to meet its statutory duties under the Race Relations (Amendment) Act 2000. If you want to find out more about this document or the shorter executive summary of the plan, please contact the Equalities Unit; telephone Joy Walton on 0207 527 3054. ENGLISH BENGALI
ARABIC
GUJARATI
CHINESE
URDU
TIGRIGNIA
AMHARIC
This document is about what Islington Council is doing to tackle racial discrimination and promote race equality. It also explains how the council plans to meet its statutory duties under the Race Relations (Amendment) Act 2000. If you want to find out more about this document or the shorter executive summary of the plan, please contact the Equalities Unit; telephone Joy Walton on 0207 527 3054.
ENGLISH
Iwe yi je nipa akitiyan ti ile ise ijoba agbegbe Islington nse nipa oro eleyameya ati fun idagba soke gbogbo eya. O tun nso ero ile ise na lori oro asepo gbogbo eya labe ofin Asepo gbogbo eya ti nse (Race Relations Amendment Act 2000). Ti e ba fe mo si nipa iwe yi e ba Joy Watson soro lori 0207 527 3054.
YORUBA
Bu belge, Islington Belediyesinin rk ayrmclyla mcadele ve rk eitliini tevik almalar hakkndadr. Belgede 2000 Tarihli (Yeni Deiiklikler Getirilmi) Irk likileri Yasas uyarnca, belediyenin grevlerini yerine getirmek iin nasl bir planlama yapt da aklanmtr. Belge hakknda ayrntl bilgi ya da plan zetini edinmek isterseniz, ltfen 0207 527 3054 den Equalities Unit, Joy Walton ile balant kurun.
TURKISH
Ky dokument tregon se far po bn Kshilli i Islington-it pr t luftuar diskriminimin racial dhe pr t nxitur barazin raciale. Ai shpjegon edhe planet e kshillit pr zbatimin e detyrimeve ligjore n baz t Ligjit (Ndryshimit) t vitit 2000 pr Marrdhniet Raciale. Nse doni t dini m shum pr kt dokument ose pr prmbledhjen e shkurtr mbi zbatimin e planit, ju lutemi kontaktoni Seksionin pr Barazi; telefononi Joy Walton n 0207 527 3054. ALBANIAN Dukumentigani wuxu ku saabsan yahay waxa Kownsalka Islington samaynayo si uu wax uga qabto midabtakoorka oo uu u horumariyo sinaanta ummadda. Waxa kale ooy sharaxaysaa si uu kownsalku u qorsheeyo si uu u gaadho shaqooyinkiisa qaynuuniga ee hoos yimaada xidhiidhka ummadda (Wax-ka-bedelid) Xeerka 2000. Haddii aad rabto inaad wax badan ka oga-ato dukumentigan ama qorshaha oo ka kooban, fadlan la xidhiidh Unugga Sinaanta; ka wac Joy Walton 0207 527 3054
SOMALI
Islington . () 2000. , , (Equalities Unit), Joy Walton 0207 527 3054.

GREEK
Este informe trata sobre lo que la Municipalidad de Islington est haciendo para abordar la discriminacin racial y promover la igualdad de oportunidades. Tambin explica cmo planea el Municipio cumplir con sus obligaciones legales bajo la Ley de Relaciones Raciales (Enmienda) 2000. Si desea saber ms sobre este informe o el resumen ejecutivo del plan, contacte a Joy Walton en el Centro de Igualdad, Tel.. 0207 527 3054. SPANISH
Ce document explique ce que fait la municipalit dIslington pour combattre la discrimination raciale et pour promouvoir lgalit des races. Il explique galement comment la municipalit projette de remplir ses obligations conformment la loi 2000 (amendement) sur les relations interraciales. Si vous voulez en apprendre plus sur ce document ou sur le rsum plus court du plan, veuillez contacter le service des galits; tlphonez Joy Walton au 0207 527 3054.
FRENCH
Contents Page
Section
1 2
Title
Foreword by the Chief Executive Introduction What the council has been doing to tackle racial discrimination and to promote race equality Organisational structure and decision making process: flow chart Organisational structure and decision-making process Ensuring we implement the requirements of the Race Relations (Amendment) Act 2000 How we will meet the general duty How we will meet the specific duties Our race equality performance indicators and targets How we will deal with complaints about the Race Equality Scheme Race Relations (Amendment) Act 2000 action plan Specific duties implementation timetable
Page Number 2 4 7 8 12 14 15 16 20 21 22
30
3 4 5 6 7 8
Appendix A Appendix B Appendix C
Results of impact assessment and timetable for reviews 32
RR(A)A: RESversion13 13 June
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Foreword
Islington Council is committed to tackling discrimination. We believe that race equality should be a natural part of everything that the Council does both as a service provider and employer. Our staff are key to ensuring that this happens and that race equality is mainstreamed in other words - considered whenever we take forward policies, procedures and our day to day practices and delivery of services. We have done a lot over the last year or so to address many race equality issues and the action we have taken is set out in this document. Even so, we know that we still have a long way to go. We are determined to change the organisational culture, by rooting out and tackling any examples of inequality or discrimination in the delivery of our services or employment. Islington Council values diversity by recognising and respecting people for the contribution that they make to life in the borough and we are determined to ensure that black and minority ethnic communities have a real voice in Islington. We have recently set up a small race equality external advisory group, made up from local black and minority ethnic residents and representatives from local community groups. We are working with this group to help steer the Councils race equality agenda and, most importantly, to help us put in place a much wider consultative framework. We welcome the introduction of the Race Relations (Amendment) Act 2000. This Race Equality Scheme has been written as a result of the act. We will use it as a tool to help us to improve the delivery of services to the boroughs black and minority ethnic communities. We regard the detail set out in this scheme as being very much a starting point. We will review the scheme each year to ensure it becomes less about setting out arrangements and process and far more about taking action and achieving solid results. This scheme is a living document which we will adapt and amend as local circumstances change and new issues arise. We will re-publish it every year, together with the results we have achieved and progress we have made to take forward race equality. We want to make sure that our Race Equality Scheme is about making services accessible, appropriate and effective for all communities. We will have robust assessment and monitoring systems in place to ensure we are accountable and committed to promoting racial equality in our service delivery and employment. We are very keen to work with our partners, including local black and minority community organisations, to promote equality of opportunity and good relations between persons of different racial groups. We will be working closely with our staff race diversity forum and external advisory group to ensure this happens. Islington Council strives to have a workforce that reflects the make-up of our local communities. We aspire to being regarded by our staff and service users as an organisation that listens to the views of members of local black and minority ethnic communities and one where people from those communities tell us they feel listened to. We will be carrying out customer satisfaction surveys to measure how we are doing so that we can address any concerns identified.
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Leisha Fullick Chief Executive
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Section One: Introduction

1.1 Over the past few years, Islington Council has been taking forward a range of measures aimed at tackling racial discrimination and achieving race equality in both employment and service delivery. Our values and strategic aims 1.2 The council adopted the Stephen Lawrence inquiry definition of institutional racism and applies this in its widest sense, extending it beyond racism to all individuals, when working to remove discrimination on any grounds. 1.3 The councils values and strategic aims are set out in its Equalities policy Dignity for All. This makes clear that we will not tolerate processes, attitudes and behaviour that amount to discrimination, including harassment, victimisation and bullying through prejudice, ignorance, thoughtlessness and stereotyping. We strive to demonstrate this commitment from top management and throughout the council. 1.4 This ethos is reflected in key corporate and departmental strategies. Islingtons Community Strategy, owned by the Islington Strategic Partnership of which the council is a key member, comprises six themes, one of which is a safer, more inclusive Islington where Islington will be a place where everyone can feel supported by each other and the local community and able to contribute towards the development of their local area. The Community Strategy sets out the overall vision for the future of the borough. 1.5 Islington Faith Communities Network was established to address the issues of faith groups in the borough and to ensure they have a strong voice in strategic planning processes e.g. through the Islington Strategic Partnership. Following the events in America in September 2001, the Network issued a press release which said: "The events, causes and consequences of the terrorist attacks on September 11 give us all a challenge to uphold a society where people of different faiths can live together in harmony. We affirm and celebrate the diversity of our community here in Islington. We reject prejudice and discrimination based upon race, colour or religion. We affirm our commitment to respect each other's human rights and live and work together for a peaceful and just society both here in Islington and in the wider world". 1.6 The Crime and Disorder reduction strategy, owned by the Islington Crime Reduction Partnership, links closely to the Community Strategy in relation to crime priorities. It acknowledges the diversity of the borough and highlights the commitment to maintain and enhance local accountability and equity both in terms of how we address crimes and how we communicate with our communities. 1.7 The councils race equality strategic objectives have been set out in the black and minority ethnic housing strategy document. Its objectives include developing effective action plans to tackle institutional racism and combat racial harassment, ensuring that communities are fully informed and consulted on, and have equality of access to, housing services, establishing effective links with other areas of social policy and, finally, providing effective mechanisms for partnership working with registered social landlords.
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1.8 It is a government requirement that Islington have a Neighbourhood Renewal Strategy in place by September 2002, focusing on improving the quality of life for all Islingtons communities. One of the vision statements for this is an increased sense of community, with improved private and public behaviour, greater integration of minority groups, greater recognition and tolerance of social diversity. 1.9 Islingtons Neighbourhood Renewal Strategy is expected to be ambitious and far reaching with a focus on the causes of poverty and social exclusion. Strategically it sits within the wider framework of the recently launched Islington Community Plan. 1.10 In late 2001, District Audit carried out an audit focussed on assessing the councils practice in providing services for asylum seekers. The overall conclusion was that the council has a generally well-managed service in place but that it is still developing its good practice in a number of areas. A full best value thematic review on refugee and asylum seeker services has now been set in motion, the first of its kind in the country. 1.11 In addition to the five national EDP (Education Development Plan) priorities on raising educational achievement, CEA@Islington has developed three local priorities and an action plan to implement these. The three local priorities are: Improving the impact of school leadership on raising standards Improving the impact on ICT on school effectiveness, and standards Improving the arrangements to recruit, retain and maximise the potential of all staff who impact on pupil attainment.
1.12 At Islington, we are actively using E-government to enable us to be more inclusive towards, and responsive to, our diverse community structure. An example of this is digital TV for which a pilot is currently underway. Digital TV is significant because it directly benefits our communities thus: The use of video to communicate, which is a powerful vehicle as it circumvents issues of literacy (e.g. how to fit a smoke alarm in Turkish) Access to the internet is far more achievable through broadband digital TV than it is through leveraging home PCs. An example of a website accessible through the community TV channel is paperboy.com which enables you to access world-wide local language newspapers.
Of the 56 households taking part in the pilot, 12 represent different ethnic groups. The results from the pilot will determine feedback directly from these groups, and will draw out new ideas in which this medium can be even more effective for ethnic communities. 1.13 The council is committed to ensuring that equality is part and parcel of everything it does, whether through council officers or partners or contractors, to deliver its services. The Race Relations (Amendment) Act 2000 1.14 This document, Islington Councils Race Equality Scheme, sets out how we plan to meet the statutory duties of the Race Relations (Amendment) Act (RR(A)A). Details of some of the measures the council has taken already, in advance of the RR(A)A, are included because they address the requirements of the new Act and put it in context.
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1.15 The RR(A)A came about as a result of the Stephen Lawrence Inquiry. It strengthens and extends the Race Relations Act 1976. 1.16 The RR(A)A came into force from 2 April 2001. It is aimed specifically at public authorities and introduces a general statutory duty to promote race equality. This means that in everything a local authority does it shall have due regard to the need to: eliminate unlawful racial discrimination promote equality of opportunity and promote good relations between persons of different racial groups.
1.17 To ensure the general duty is met, specific duties were put in place on the 3 December 2001 and public authorities must comply with these by 31 May 2002. In broad terms, they cover: carrying out an assessment of all our policies and functions across the council to identify which are relevant to the general duty and the degree of relevance and preparing and publishing a Race Equality Scheme (RES) which sets out our assessment of policies and functions that are relevant to the general duty, and our arrangements for meeting the general duty through: assessing and consulting on the likely impact of proposed policies monitoring and reviewing our existing policies and service delivery for adverse impact on race equality publishing results of monitoring, assessment and consultation ensuring public access to information and services training staff on the general duty and monitoring a range of employment-related aspects, publishing statistics and acting on results.
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Section Two: What the council has been doing to tackle racial discrimination and promote race equality
2.1 Following the Stephen Lawrence inquiry, the council held a one-day conference attended by members of local community groups and the public. Each council department then drew up an action plan to take forward issues identified. Commission for Racial Equality (CRE) Standard 2.2 The council subsequently adopted the CRE Standard for local authorities. Any issues outstanding from its Stephen Lawrence action plans were incorporated into departmental action plans for taking forward the CRE standard. The aim of the Standard was to bring racial equality into the mainstream of local government, providing a tool with which to identify achievement and plan for improvement in local authority services in relation to service delivery and employment practices. In March 2002, the council achieved level 3 of the CRE standard which is about using the results of ethnic monitoring and consultation to improve policy and service delivery. Work that the council has been doing so far provides a sound basis for taking forward the RR(A)A 2000. Equality Standard 2.3 From April 2002, a new Equality Standard for local authorities was introduced which replaced the CRE standard. The new standard covers three aspects of equality - race, gender and disability. The purpose of the Equality Standard is to enable local authorities to mainstream these aspects into council policy and practice at all levels and provide a basis for tackling forms of institutional discrimination. The council has taken a decision to anticipate forthcoming legislation covering sexuality, religion, belief and age by also including these aspects in the implementation of the Equality Standard. 2.4 The council has formally adopted the new standard and has committed to achieving Level 1 of the standard by April 2003 and Level 2 by April 2004. Level 1 is about having in place a comprehensive equality policy and planning process that contains a specific commitment to action and developing good practice in race, gender and disability equality. To do this, we will be starting with an audit of these areas of equality. Level 2 is concerned with assessment and consultation, including having a robust population and staffing profiles in place.
On the next page, there is a flow chart which sets out the organisational structure and decision making process in relation to race policy development work at Islington Council.
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ORGANISATIONAL STRUCTURE AND DECISION MAKING PROCESS: FLOW CHART
Executive
Leader of the council and councillors from the majority party
Corporate Management Board/Executive
Corporate Management Board

Chief Executive and all departmental directors
Equalities Steering Group

Chief Executive, four directors, chair of the staff Race Diversity Forum and the Head of Equalities
External Advisory Group

Local residents and community representatives.
Equalities Unit
Race Diversity Forum

Staff group with representatives from each department.
Human Resources
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Making sure equality features in everything we do 2.5 The council has in place comprehensive guidance to ensure equalities aspects are covered in all its best value reviews of services and all reports going to council committees. 2.6 New democratic arrangements are currently being put in place and the council will be ensuring equalities aspects remain a strong feature of the revised reporting and decisionmaking process. Harassment policy 2.7 The council will not tolerate harassment on any grounds. We have in place clear policy and procedures for tackling harassment and complaints in both the workplace and service delivery. 2.8 The council monitors closely the number and type of cases reported and follows up action taken. Information on racial cases, based on the persons perception when reporting the case, is used to inform the councils performance indicators (see Section7). 2.9 A borough-wide strategy for tackling racial harassment is being developed to ensure that effective multi-agency procedures are established to encourage greater reporting of racist incidents. The strategy, which builds on action taken so far to address harassment issues and hate crimes, will set out how borough agencies will work together to ensure racial harassment continues to be tackled robustly. Race Diversity Forum (see flow chart on page 7) 2.10 The Race Diversity Forum is a council-wide black and minority ethnic staff group with representatives from each council department. The group meets about every two months. Its chair is also a member of the councils Equalities Steering Group (see paragraph 3.1). 2.11 In addition to the Race Diversity Forum, staff in each council department are being encouraged to set up a departmental black and minority ethnic group to ensure issues on the ground are brought to the attention of the Race Diversity Forum. Housing and Social Services already have black and minority ethnic staff groups in place. Positive Action Schemes 2.12 There are staff development training schemes throughout the council which are open to all staff. In addition, over the last year, the housing department has piloted a positive action scheme aimed at developing staff from groups currently under-represented in management grades e.g black and minority ethnic staff, women and staff with disabilities. Housing management team worked closely with its black and minority ethnic staff group to plan and implement the scheme. It has proved to be a success and, during 2002/03, the council will be extending it across other departments. Improving Equalities Information Council employment
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2.13 Having adopted the 2001 census categories, and adopted additional categories to reflect Islingtons local communities, the council has recently carried out an information gathering exercise aimed at establishing the make-up of all its employees and its overall workforce. This information is essential to enable the council to identify and address under-representation issues. A new HR Pro computer system has been introduced and will enable an accurate picture of employees to be maintained (see paragraph 6.22 for more details). Currently, about one third of the councils employees are from black and minority ethnic communities. Services users 2.14 The council has information from the 1991 census, local community groups, a variety of consultation and monitoring carried out and various population studies. In addition, we are awaiting information from the 2001 census, where its estimated that between 60-70% of people returned their forms. (This is the postal return rate and this should improve with follow-ups. This final return rate is not yet available.) The number of Islington residents from black and minority ethnic communities was estimated, in 2001, to be about 27% of the boroughs population of around 177,500 residents. 1 2.15 If the council is to ensure fair access to services and to promote good relations between different racial groups, it is vital that we have a really reliable and in depth understanding of all communities including any hidden communities (e.g. those not covered by the census categories in the borough). The information on Islingtons communities also needs to be kept up-to-date to ensure newly arriving and growing communities are recognised and peoples needs established. With this goal in mind, the council is currently arranging for a community mapping exercise to take place which, it is hoped, will provide a more detailed picture of our service users. Setting up a race equality advisory group (see flow chart on page 7) 2.16 The council has recently formed a small advisory group made up, predominantly, of local residents from black and minority ethnic communities and community groups and local agencies. This group also includes the councils Chief Executive, Leader of the council, local councillors and the Head of Equalities. The overall aim of the group is to help steer the councils race equality agenda and positively promote race equality in Islington. The group will be advising the council on how best to establish a wider consultative framework between Islington council and the boroughs black and minority ethnic communities to take forward race equality and diversity issues. Islington Strategic Partnership 2.17 The Islington Strategic Partnership is an accredited local strategic partnership formed in early 2002. The purpose of the partnership is to lead on action to improve the quality of life for all residents in Islington, particularly those in disadvantaged neighbourhoods. Membership is drawn from local public and private sectors, voluntary and community sectors, including the local voluntary sector black and minority ethnic network. Islington council is a key member. Equalities is an explicit theme of the partnerships work reflected in its membership and structure.
These estimates were provided by the Greater London Authority.

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Voluntary Sector Compact 2.18 The council is developing a Local Compact agreement with voluntary and community sector organisations in Islington. The agreement will provide a positive framework for improving partnership working, sharing information and working together better to provide high quality services for Islington residents. A priority area for attention is to ensure that the needs of ethnic minority communities are fully met and that ethnic minority community groups get an equal opportunity to deliver relevant services, for example where these are commissioned by the council. The Compact will be subject to extensive consultation before being finalised by April 2003.
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Section Three: Organisational structure and decision making process

Please see the flowchart on page 8 to see how policy development flows through these structures: Equalities Steering Group 3.1 To ensure equalities issues are at the forefront of the councils agenda, the council has an Equalities Steering Group. The group is chaired by the Chief Executive and is made up of 4 directors, the chair of the staff Race Diversity Forum, and the Head of Equalities. Key issues from the Equalities Steering Group are subsequently discussed and agreed at Corporate Management Board meetings. Corporate Management Board 3.2 The Chief Executive oversees the work of departments through the Corporate Management Board, made up of directors from each department. The board is responsible for the corporate management of the council. Chief Executive 3.3 The Chief Executive is responsible for providing strategic direction and advice to the council, for the day to day management of services and the longer term planning and allocation of resources. Council decisions 3.4 Under the new democratic arrangements, from May 2002, key decisions, such as those on policy and service delivery, will be made by an executive (see flow chart on page 7), led by the Leader of the council and consisting of councillors from the majority party. The executive will meet every three weeks. A list of forthcoming key decisions will be published and updated monthly, available on the councils website and in hard copy at the town hall. Equalities Unit 3.5 The council has a small equalities unit, which is responsible for driving equalities forward at a strategic level. It is the responsibility of each department and all the staff employed across the council to ensure they adhere to the councils equalities policy. Human Resources 3.6 The Human Resources function has equalities in employment as an integral part of its brief. They are responsible for the monitoring of policies and their impact on different groups and the development and review of employment policies and training activities relating to specific equalities initiatives. Partnership Working
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3.7 Increasingly the council delivers services through partnership arrangements through partners and contractors. The Council will ensure duties under the RR(A)A are cascaded to partners and contractors delivering services on behalf of the Council. The Council will also develop robust monitoring to ensure that its partners and contractors fulfil RR(A)A requirements. Negotiations with existing partners will be undertaken to seek to ensure RR(A)A requirements are fulfilled. Schools 3.8 Schools are included in the general duty and certain specific duties in the Race Relations (Amendment) Act to promote race equality. There are specific requirements for schools. They must prepare and publish a written statement of their policy for promoting race equality. They must also make arrangements to assess and monitor the impact of their policies on pupils, staff and parents of different ethnic groups, in particular on pupil attainment. 3.9 Cambridge Education Associates are providing a programme of activities to support schools and governing bodies in meeting these requirements and to share learning and good practice.
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Section Four: Ensuring we implement the requirements of the RR(A)A 2000

4.1 Through implementing the arrangements set out in this Race Equality Scheme, Islington Council will ensure its responsibilities under RR(A)A 2000 are met. 4.2 Richard Hill, Director, Customer Focus, is responsible for the overall management of the Race Equality Scheme. 4.3 Progress reports on implementing arrangements set out in this Scheme will be made to the Equalities Steering Group, chaired by the Chief Executive, which meets every two months. 4.4 Richard Hill will be supported by the councils Head of Equalities, presently Angela Homsy, who can be contacted at: Equalities Unit, Room G03, Town Hall, Upper Street, London N1 2UD Telephone :020 7527 3330/3241 Email: angela.homsy@islington.gov.uk 4.5 To ensure good progress is made in implementing the Race Equality Scheme, an assistant director level strategy group has been formed and representatives will ensure their respective departments progress their responsibilities under the scheme. The new Equality Standard for all local authorities (see paragraph 2.3) is intended to underpin implementation of the Race Relations (Amendment) Act 2000. The council also has a working group, with representatives from each department taking this forward. How we will review our action plan and timetable 4.6 The council will ensure that, on an ongoing basis, both its (staff) Race Diversity Forum and the Race Equality Advisory group are regularly consulted on implementing the Race Equality Scheme. 4.7 We will review the Race Equality Scheme annually. Each year, it will be updated to provide plans for the forthcoming three years, providing an ongoing rolling three-year programme. 4.8 Starting from 2003, we will report annually progress made against plans set out in the Race Equality Scheme. Starting from 2003, the annual report will be published on the councils internet site in July each year. A summary will also be published in the councils residents newsletter - Islington and announced via local media.
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Section Five: How we will meet the general duty

In carrying out our functions, we will have due regard to eliminate unfair racial discrimination, promote equality of opportunity and good race relations between people of different racial groups. The councils functions and policies 5.1 To meet the general duty, the council has identified and assessed its functions and policies to check how relevant each is to each part of the general duty. 5.2 A list of the councils functions and policies is shown at Appendix C. Each item has been assessed and assigned to one of three categories high, medium or low. Those assessed as high (H) will be reviewed in year 1 (i.e. by 31 May 2003); medium (M) in year 2 (i.e. by 31 May 2004) and low (L) in year 3(i.e by 31 May 2005). 5.3 We have assigned H, M or L using the following definitions, set out in the CRE Guide for Public Authorities: High Priority Year 1 by 31 May 2003 5.4 Those functions and policies that are relevant to all or part of the general duty, and for which there is some or substantial evidence that different racial groups are (or could be) differently affected, or about which there is a public concern, should have the highest priority for mainstreaming race equality and be addressed in the first year. Medium Priority Year 2 by 31 May 2004 5.5 Those functions and policies that are relevant to part of the general duty, and for which there is little or some evidence that different racial groups are (or could be) differently affected, or about which there is a public concern, should have medium-term priority for mainstreaming race equality and should be addressed in the second year. Low Priority Year 3 by 31 May 2005 5.6 All other functions and policies should be scheduled for mainstreaming race equality in the third year. Some functions may have very limited relevance to the general duty, but should still be addressed and reconsidered every three years. 5.7 We will be reviewing our policies and services, to ensure that race equality is mainstreamed, over a 3-year cycle as set out in Appendix C. As we do so we will seek to co-ordinate reviews across departments and where it is possible to do so, this process will be linked to the Best Value review cycle.
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Section Six: How we will meet the specific duties

Assessing and consulting on the likely impact, on the promotion of race equality, of policies the council is intending to adopt 6.1 When making a decision to implement a proposed policy, in relation to either service delivery or employment, the council will carry out an impact assessment to establish its relevance to the three parts of the general duty (listed at paragraph 1.13) and identify whether there is any reason to believe people from some racial groups are being or could be adversely affected by the policy and, if so, which groups. A record of the impact assessment and consultation carried out will be included in the record of the decision on the policy. Consultation 6.2 The council will use a range of consultation methods for consulting on its proposed policies including, for example: consultation meetings; focus groups; reference groups; citizens juries; public scrutiny; survey questionnaires.
6.3 The council will seek to ensure that its consultation does not just concentrate on formal ethnic minority associations and community leaders. We will include some or all of the following in our consultation, depending upon the relevance and proportionate impact of the proposed policy: groups new to the borough e.g. refugees and asylum seekers established groups, targeting those not regularly involved in consultation black and minority ethnic businesses women young people.
6.4 The council will also be reviewing its own key corporate consultation mechanisms, such as the annual residents survey, to ensure that they are a suitable tool for hearing from minority ethnic communities and monitoring their views on the council and its services. 6.5 The council will work closely with its (staff) Race Diversity Forum and Race Equality Advisory group to identify proposed policies most likely to impact on race equality and, as a consequence, the level and focus of consultation required. 6.6 Wherever possible, the consultation with minority ethnic communities will take place as part of the wider consultation with stakeholders on proposed decisions. This is in line with the councils commitment to develop a strategic approach to consultation to ensure that all
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public consultation undertaken by the council takes place in a properly planned and coordinated way, and to a consistently high standard. 6.7 The council will produce a consultation strategy and a set of standards for services, which will give guidelines on how to ensure that consultation is inclusive and hears from all relevant groups. 6.8 As with existing policies, new policies will be given a review date based on the initial assessment of their relevance to the general duty. (see paragraph 5.1). Monitoring and reviewing for any adverse impact on race equality our existing policies and functions 6.9 As part of achieving its target to meet Level 3 of the CRE standards, the council has developed a range of ethnic monitoring across both service delivery and employment. The council will be reviewing these arrangements and subsequent results in the light of the initial impact assessment (see Appendix C) and extending and improving monitoring wherever gaps or concerns are identified. Baseline monitoring information and subsequent results will be reviewed on an annual basis. Publishing results of monitoring, assessment and consultation 6.10 Results of individual assessments and consultation on proposed policies in relation to both service delivery or employment will be available from departmental lead officers and a summary of results published annually as part of the Race Equality Scheme. Ensuring public access to information and services 6.11 The council is committed to effective communication with all of its service users. We recognise that there are potential barriers which may prevent some people being able to access information and we will continue to ensure that information is available in a variety of ways to meet different needs. 6.12 Information on the services provided by the council is available on the councils website www.islington.gov.uk; in the residents newsletter Islington; in the councils annual performance plan and in a range of leaflets produced by different sections of the council. 6.13 The council is developing a communications strategy which will set out in more detail how it will ensure access to information by all communities. The communications strategy is being prepared and will be finalised by March 2003. 6.14 The communications strategy will include a policy on good practice for producing information in different languages and in alternative formats. 6.15 The Interpreting and Translation service is a support service to front line council service providers. The aim of the service is to facilitate successful communication between the service provider and their non-English speaking/reading clients. It is accessible by council officers and paid for by the individual departments and comprises a full-time co-ordinator who recruits, inducts and supports interpreters/translators. The coordinator also maintains a register of approximately 200 professional interpreter/translators, which is made available to all managers of front-line services and
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Members of the council. Interpreters are booked directly by all officers and translations are organised by the co-ordinator. The service is based in the Social Services department but is a resource for the entire council. A review of the Translation and Interpreting service and its impact on taking forward race equality will be carried out by 31/5/03. Training staff 6.16 All job specifications require understanding of, and commitment to the councils equalities policy. This is part of the contractual obligations for council employees. The council has also given a commitment to ensure that performance appraisals now include equalities issues as a standard item. 6.17 The council will continue to ensure that race equality training is included in its induction training for new staff and Equalities training modules for more experienced staff and managers. 6.18 In addition, to make sure all staff across the council have a good understanding of the key points from the RR(A)A 2000, the council will be producing and distributing a short guide to be issued to all staff. The information from this guide will also be available on the councils intranet and internet sites. The council will also ensure that key staff responsible for managing and introducing the councils Race Equality Scheme receive training on the RR(A)A and their roles. 6.19 The council has delivered to Assistant Directors from all its departments a series of briefings on various aspects of the RR(A)A. 6.20 To ensure that the councils Race Equality External Advisory group and staff (Race Diversity Forum) are familiar with the requirements of the RR(A)A, the council will be arranging training and briefing sessions for these groups. 6.21 The council will also ensure that senior officers and councillors across the council have access to the RR(A) training. Monitoring employment related aspects, publishing results and acting upon them 6.22 The council will monitor, analyse and publish every year, as part of the Race Equality Scheme, by racial group, details of:
staff in post type of work; grade; department applicants for employment; promotion applicants for training and that given grievances and results disciplinary action including outcomes performance appraisal staff leaving the councils employment and reasons for this.
6.23 The council has just completed a survey of all its employees to find out their racial groups. To ensure this picture is kept up-to-date, the council will invite all new staff employed to provide this detail on a voluntary basis. Where an individual has been invited to provide the information on a voluntary basis but, despite repeated reminders fails to do
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so, the council will follow the advice recommended in the Commission for Racial Equalitys Guide for local authorities, and explain to the individual concerned that their manager will be asked to estimate the individuals racial group. The council gives an assurance that personal information will remain confidential under the Data Protection Act. 6.24 The councils HRPro system will provide heads of department reports on the racial groups of their staff, on a quarterly basis. Managers in turn will use this information to address under-representation issues. Summary reports will also be sent to the Equalities Steering Group to monitor progress made.
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Section Seven: Our race equality performance indicators and objectives

2001/02 Achievements and performance indicators
Established an external advisory group to help steer the councils race equality agenda Introduced council-wide Race Diversity Forum for staff Achieved level 3 of the Commission for Race Equality Standard. Equality Standard adopted. (Please see definition at paragraph 2.2) Reviewed existing positive action schemes being piloted within the council and agreed a plan for extending these during 2002/03 Introduced comprehensive guidance to ensure equalities issues are built into best value reviews and also committee reports. Number of racial incidents (best value performance indicator) Number of racial incidents follow up action (best value performance indicator) % of black and minority ethnic workforce compared with percentage of the economically active black and minority ethnic population (34.5%, against the target of 28%).
2002/03 Objectives and performance indicators

Through the External Advisory Group, put in place a wider consultative mechanism, by end March 2003. Using feedback from the Race Diversity Forum to address race equality issues. This is ongoing. Ensuring the council achieves at least level 1 of the Equality Standard for local government by April 2003 and level 2 by 2004. (Please see definition at paragraph 2.3) Extend positive action schemes as one means of tackling under-representation.
Number of racial incidents (best value performance indicator) Number of racial incidents follow up action (best value performance indicator) % of black and minority ethnic workforce compared with percentage of the economically active black and minority ethnic population (best value performance indicator) % of top 5% of council workforce earners from black and minority ethnic communities (best value performance indicator) Implementing the Race Relations (Amendment) Act 2000, and as part of this, producing a Race Equality Scheme by 31/5/02 Taking action to address equalities issues arising from the councils 2001 Staff Attitude Survey. The action plan to be in place by 31/7/02. Putting in place by 30th July 2002 a strategy to address under-representation in management grades Ensuring all council staff are equipped to encourage and value diversity by linking this with an equalities training module. 21
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Section Eight: How we will deal with complaints

Complaints about services 8.1 If anyone is unhappy about a particular service or wants to make a suggestion, they should raise it first with the relevant local office or departmental staff. They will do their best to try and sort out the problem as soon as they can. Sometimes it may not be possible to solve problems immediately but we will let the complainant know how long it is expected to take. 8.2 If the complainant doesnt know who is the right person to contact, they should ask a member of staff or a departmental complaints officer. There is a full list of departmental complaints officers in the leaflet How to comment or complain about a council service. These are available at all council outlets. One can be obtained by phoning 020 7527 3007.
Complaints about the Race Equality Scheme 8.3 If a member of the public, or staff, feel that the council is not fulfilling its statutory obligations under the Race Relations (Amendment) Act, or the Race Equality Scheme itself, they should write to Angela Homsy, who will acknowledge their complaint within three working days of receiving it. A full written reply will normally be sent within 10 workings days.
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Appendix A
RACE RELATIONS (AMENDMENT) ACT IMPLEMENTATION PLAN

ACTION
PERFORMANCE INDICATORS
Minuted decision
WHO
Equalities Steering Group As above Equalities Steering Group Equalities Steering Group Corporate Management Board Partnership Committee Equalities Unit Assistant Director Group Equalities Unit AD Group
WHEN
Equalities Steering Group to approve outline paper for implementing Race Relations (Amendment) Act Senior officer responsible for managing Race Equality Scheme to be appointed Race Equality Scheme steering group identified Assistant Director level strategy group to be formed Corporate Management Board to endorse outline paper and recommendations for implementing Race Relations (Amendment) Act
2/2002 As above As above As above As above
Richard Hill (Director, Customer Focus) appointed in charge of the Race Equality Scheme Equalities Steering Group to be steering group Minuted decision Minuted decision
Partnership Committee to agree way forward for Minuted decision implementing Race Equality Scheme Assistant Director strategy group to meet Meeting held Briefing given Meeting held Briefing given
3/2002 12/3/2002
Assistant Director strategy group to meet

2
25/3/2002
The shaded areas denote those items completed at the date of publication.
RR(A)A: RESversion13 June13th
23
Carry out impact assessments Produce draft Race Equality Scheme Assistant Director strategy group to meet Incorporate in Race Equality Scheme Departmental impact assessments Circulate draft Race Equality Scheme to key partners and local community groups & invite comments Progress updates to Equalities Steering Group Race Equality External Advisory Group to be briefed on Race Relations (Amendment) Act & consulted on Race Equality Scheme Assistant Director strategy group to meet3 Revise draft Race Equality Scheme in the light of comments received Final Race Equality Scheme to be signed off by Corporate Management Board Final Race Equality Scheme to be agreed by a
3
Impact assessments Draft Race Equality Scheme Meeting held Briefing given Departmental impact assessment in Race Equality Scheme Draft Race Equality Scheme circulated Minutes of meeting Meeting held
Equalities Unit & all Departments Equalities Unit Equalities Unit AD Group Equalities Unit Equalities Unit
9/4/2002 9/4/2002 9/4/2002 17/4/2002 30/4/2002
Equalities Unit Advisory Group
18/4/2002 29/4/2002
Meeting held Draft Race Equality Scheme
Equalities Unit Assistant Director group Equalities Unit
30/4/2002 3/5/2002
Minuted decision Minuted decision
Corporate Management Board Corporate
7/5/2002 14/5/02
Please note that future meeting dates for this group have to be set.
24
joint meeting of Corporate Management Board and the Executive Final Race Equality Scheme to be agreed by Executive Race Equality Scheme to be ready for publication Arrange Race Equality Scheme publication Progress update, on actioning Race Equality Scheme, to Equalities Steering Group
Minuted decision Finalised Race Equality Scheme Race Equality Scheme to be published on the internet Minuted decision
Management Board/Executive Executive Equalities Unit Equalities Unit Equalities Steering Group Equalities Unit Equalities Steering Group Human Resources
23/5/2002 24/5/2002 31/5/2002 7/6/2002 7/2003 2/8/2002 9/2002
Guide to Race Relations (Amendment) Act 2000 Guide published to be published on the internet Progress update, on actioning Race Equality Minuted decision Scheme, to Equalities Steering Group Human Resources to provide managers with quarterly employment monitoring statistics and managers to take action to rectify/address any concerns Update on actioning Race Equality Scheme to Equalities Steering Group Update on actioning Race Equality Scheme to External Advisory Group Update on actioning Race Equality Scheme to staff Race Diversity Forum Update on actioning Race Equality Scheme to Equalities Steering Group Six-monthly progress report to lead members Human Resources to provide managers with
Report
Minuted decision Minuted decision Minuted decision Minuted decision Report Report 25
Equalities Steering Group External Advisory Group Race Diversity Forum Equalities Steering Group Equalities Unit Human Resources
4/10/2002 12/2002 12/2002 6/12/2002 12/2002 12/2002
quarterly employment monitoring statistics and managers to take action to rectify/address any concerns Through the External Advisory Group, put in place a wider consultative mechanism Council communications strategy prepared and finalised Human Resources to provide managers with quarterly employment monitoring statistics and managers to take action to rectify/address any concerns Update on actioning Race Equality Scheme to External Advisory Group Update on actioning Race Equality Scheme to staff Race Diversity Forum Update on actioning Race Equality Scheme to Equalities Steering Group Achieve Level 1 of the Equality Standard for local government Finalisation of Voluntary Sector Compact Training needs analysis carried out for staff in relation to Race Relations (Amendment) Act Year 1 reviews completed (see Appendix C) Human Resources to provide managers with quarterly employment monitoring statistics and managers to take action to rectify/address any concerns Update on actioning Race Equality Scheme to External Advisory Group Update on actioning Race Equality Scheme to staff Race Diversity Forum Update on actioning Race Equality Scheme to Equalities Steering Group
Wider consultative mechanism agreed Strategy in place Report
External Advisory Group Communications Unit Human Resources
31/3/2003 3/2003 3/2003
Minuted decision Minuted decision Minuted decision Level 1 achieved Compact in place Report Reports produced Report
External Advisory Group Race Diversity Forum Equalities Steering Group Equalities Unit Community Development Human Resources Lead officers Human Resources
3/2003 3/2003 3/2003 4/2003 4/2003 4/2003 31/5/2003 6/2003
Minuted decision Minuted decision Minuted decision
External Advisory Group Race Diversity Forum Equalities Steering Group 26
6/2003 6/2003 6/2003
Yearly review of Race Equality Scheme Publish annual report on the progress against the Race Equality Scheme on the internet Put in place a strategy to address underrepresentation in management grades. Human Resources to provide managers with quarterly employment monitoring statistics and managers to take action to rectify/address any concerns Update on actioning Race Equality Scheme to External Advisory Group Update on actioning Race Equality Scheme to staff Race Diversity Forum Update on actioning Race Equality Scheme to Equalities Steering Group Six-monthly progress report to lead members Human Resources to provide managers with quarterly employment monitoring statistics and managers to take action to rectify/address any concerns Update on actioning Race Equality Scheme to External Advisory Group Update on actioning Race Equality Scheme to staff Race Diversity Forum Update on actioning Race Equality Scheme to Equalities Steering Group Human Resources to provide managers with quarterly employment monitoring statistics and managers to take action to rectify/address any concerns Update on actioning Race Equality Scheme to External Advisory Group Update on actioning Race Equality Scheme to staff Race Diversity Forum
Scheme reviewed Report published Strategy in place. Report
Equalities Unit Equalities Unit/ Communications Human Resources/ Equalities Unit Human Resources
7/2003 7/2003 30/7/2003 9/2003
Minuted decision Minuted decision Minuted decision Report Report
External Advisory Group Race Diversity Forum Equalities Steering Group Equalities Unit Human Resources
9/2003 9/2003 9/2003 12/2003 12/2003
Minuted decision Minuted decision Minuted decision Report
External Advisory Group Race Diversity Forum Equalities Unit Human Resources
12/2003 12/2003 12/2003 3/2004
Minuted decision Minuted decision
External Advisory Group Race Diversity Forum 27
3/2004 3/2004
Update on actioning Race Equality Scheme to Equalities Steering Group Achieve Level 2 of the Equality Standard for local government Year 2 reviews completed Human Resources to provide managers with quarterly employment monitoring statistics and managers to take action to rectify/address any concerns Update on actioning Race Equality Scheme to External Advisory Group Update on actioning Race Equality Scheme to staff Race Diversity Forum Update on actioning Race Equality Scheme to Equalities Steering Group Yearly review of Race Equality Scheme Publish annual report on the internet Human Resources to provide managers with quarterly employment monitoring statistics and managers to take action to rectify/address any concerns Update on actioning Race Equality Scheme to External Advisory Group Update on actioning Race Equality Scheme to staff Race Diversity Forum Update on actioning Race Equality Scheme to Equalities Steering Group Six-monthly progress report to lead members Human Resources to provide managers with quarterly employment monitoring statistics and managers to take action to rectify/address any concerns Update on actioning Race Equality Scheme to
Minuted decision Level 2 achieved Reports produced Report
Equalities Unit Equalities Unit Lead officers Human Resources
3/2004 4/2004 31/5/2004 6/2004
Minuted decision Minuted decision Minuted decision Scheme reviewed Report published Report
External Advisory Group Race Diversity Forum Equalities Steering Group Equalities Unit Equalities Unit/ Communications Human Resources
6/2004 6/2004 6/2004 7/2004 7/2004 9/2004
Minuted decision Minuted decision Minuted decision Report Report
External Advisory Group Race Diversity Forum Equalities Steering Group Equalities Unit Human Resources
9/2004 9/2004 9/2004 12/2004 12/2004
Minuted decision 28
External Advisory
12/2004
External Advisory Group Update on actioning Race Equality Scheme to staff Race Diversity Forum Update on actioning Race Equality Scheme to Equalities Steering Group Human Resources to provide managers with quarterly employment monitoring statistics and managers to take action to rectify/address any concerns Update on actioning Race Equality Scheme to External Advisory Group Update on actioning Race Equality Scheme to staff Race Diversity Forum Update on actioning Race Equality Scheme to Equalities Steering Group Year 3 reviews completed Human Resources to provide managers with quarterly employment monitoring statistics and managers to take action to rectify/address any concerns Update on actioning Race Equality Scheme to External Advisory Group Update on actioning Race Equality Scheme to staff Race Diversity Forum Update on actioning Race Equality Scheme to Equalities Steering Group Yearly review of Race Equality Scheme Publish annual report on the internet
Minuted decision Minuted decision Report
Group Race Diversity Forum Equalities Steering Group Human Resources
12/2004 12/2004 3/2005
Minuted decision Minuted decision Minuted decision Reports produced Report
External Advisory Group Race Diversity Forum Equalities Steering Group Lead officers Human Resources
3/2005 3/2005 3/2005 31/5/2005 6/2005
Minuted decision Minuted decision Minuted decision Scheme reviewed Report published
External Advisory Group Race Diversity Forum Equalities Steering Group Equalities Unit Equalities Unit/ Communications
6/2005 6/2005 6/2005 7/2005 7/2005
29
Update on actioning Race Equality Scheme to External Advisory Group Update on actioning Race Equality Scheme to staff Race Diversity Forum Update on actioning Race Equality Scheme to Equalities Steering Group Six-monthly progress report to lead members
Minuted decision Minuted decision Minuted decision Report
External Advisory Group Race Diversity Forum Equalities Steering Group Equalities Unit
9/2005 9/2005 9/2005 12/2005
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APPENDIX B RES (SPECIFIC DUTIES) YEAR 1
OBJECTIVE
Policy and Service Delivery
Monitor existing functions and policies for any adverse impact on the results
ACTION
WHO
WHEN
End December 2002
Conduct assessments of the proposed policies related to any of the prioritised functions and policies and consult Publish results of the monitoring, impact assessment and consultation set out arrangements for ensuring ethnic minorities have access to information and to services they require
Review of existing ethnic All Departments monitoring arrangements to be carried out by each service, to identify gaps in existing monitoring, and put in place further monitoring to address gaps Monitor and assess all future All Departments policies and committee reports for their impact on different racial groups in the borough Publish annual progress report on Islington Councils internet and in summary form in residents newsletter, Islington Arrangements are set out in RES document, (section 6) Develop communication strategy which sets out how public can have access to information Equalities / All departments Communications Communication
On going from May 02
July 2003
March 2003
31
Train staff responsible for managing and delivering the RES
Produce a staff guide on RR(A)A 2000 Departments to identify key staff for training Provide training for relevant departmental staff and managers Provide briefing/training for members Provide training / briefing for Race Diversity Forum (staff) Provide training / briefing for External Advisory Group on race equality
HR/Equalities All Departments HR/Equalities HR/Equalities HR/Equalities Equalities
July 2002 June 2002 By December 2002 July 2002 September 2002 Ongoing
EMPLOYMENT Ethnically monitor and analyse grievances, disciplinary action, performance appraisal (when this results in benefits and sanctions), training, and dismissals and other reasons for leaving
HR Pro (computerised data system) to provide detailed information on grievances, disciplinaries, performance appraisal, training, dissmissals, other reasons for leaving, for all departments All departments to monitor HR Pro information and action plan to deal with any issues arising Publish data showing Council position on above areas Departments to publish annual action plans to address issues arising
Human Resources
July 2002, then end of each quarter
All Departments Human Resources All Departments
Quarterly April 2003 then annually April 2003 then annually
Publish annually the results of ethnic monitoring
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Appendix C High Priority Items To be reviewed by end of Year 1 5/2003
RR(A)A: RESversion13-13 June
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Policy/Function
High/Medium/ Low (H/M/L) H H H H H H H H H H H H H
Lead Officer
Time-scale for review 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003
Housing
Performance management (best value performance indicators) Communications Regeneration initiatives Supporting People (assisting people to live independently) Anti-social behaviour Rent arrears Allocations and rehousing IT Projects Recruitment, selection and retention Secondments and acting up Strategy and Commissioning Manager As above Principal Officer Regeneration and Partnerships Supporting People Manager Principal Policy Officer Housing Management As above Rehousing Manager Assistant Director Housing Needs HR Manager As above Business Manager As above Head of TSG
Technology Solutions Group

Equalities policy Recruitment procedures Delivering digital TV pilot
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Law and Public Services

Registration of deaths Attesting (Witnessing) of Notices of Marriages. Debt recovery Employment law H H H H Superintendent Registrar As above Assistant Director (Litigation) Assistant Director (Corporate Law and Community services) Head of HR As above 5/2003 5/2003 5/2003 5/2003
Corporate Human Resources

Organisational development organisational reviews (including redundancy) Employee relations Management of employment tribunals Complaints Recruitment policy and practice Probation policy Appraisal policy Disciplinary policy Competency policy H H 5/2003 5/2003
H H H H H
As above As above As above As above As above
5/2003 5/2003 5/2003 5/2003 5/2003
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Communications and Consultation

Corporate consultation exercises Consultation best practice policy and advice to services Communications best practice policy on information H H H Senior Research and Consultation officer As above Internal Communications officer Assistant Director (Children and Families) Assistant Director (Children and Families) Assistant Director (Children and Families) Assistant Director (Children and Families) Assistant Director (Children and Families) Assistant Director (Children and Families) Assistant Director (Children and Families) Assistant Director (Community Services) 5/2003 5/2003 5/2003
Social Services
Assessment and care management for looked after children and children in need Services for disabled children Child protection Residential services Family placement (fostering and adoption) Leaving care Youth offending Mental health services H H H H H H H H 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003
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Services for asylum seekers Welfare rights Complaints (Corporate) interpreting and translation service
H H H H
Assistant Director (Community Services) Assistant Director (Support Services) Assistant Director (Support Services) Head of Strategy and Commissioning
5/2003 5/2003 5/2003 5/2003
Regeneration and Education (R&E) Schools services (CEA@ISLINGTON) (R&E)

To allocate and monitor the spending of specific grants the LEA receives, such as those under the Standards Fund. H Assistant Director (Pupil Services) (CEA) Director of Education As above 5/2003
a) To review the composition of governing bodies of schools; b) To make arrangements for the appointment of parent and teacher governors; and c) To appoint governors where the LEA has the duty to do so. To ensure that LEA functions relating to the provision of education are exercised with a view to promoting high standards. To prepare an education development plan setting out the LEAs proposals for raising the standards of education for children, to submit the plan to the Secretary of State; and to comply with any modification required. To select an accredited baseline assessment scheme which the LEA considers suitable to be adopted by the primary school it maintains. To take steps to ensure that any sex education is given in such a way as to encourage pupils to have due regard to moral considerations and family life. To make arrangements for appeals by parents against a permanent exclusion to be heard by an appeal panel. To make arrangements for the provision of suitable education at school
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5/2003
H H H H H H
As above As above As above As above As above As above
5/2003 5/2003 5/2003 5/2003 5/2003 5/2003
37
(including pupil referral units), or otherwise than at school, for children of compulsory school age who, by reason of illness, exclusion from school or otherwise, will not receive a suitable education without those arrangements. To take such steps as necessary to prevent the breakdown, or continuing breakdown, of discipline at a maintained school. To prepare and review a plan relating to children with behaviour difficulties.
H H H H H H H H H H H H H H
As above As above Head of Early Years service As above Head of Regeneration As above As above As above As above As above Head of Community Safety As above As above Principal Complaints Officer Head of Best Value and Procurement As above As above
5/2003 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003
Regeneration and Education Early Years

Childrens Information Service Admission (Nursery education playcare)
Regeneration
Strategy and policy development Community partnership Regeneration key priority Neighbourhood Renewal Strategy Compact Voluntary sector funding
Community Safety
Crime audit/strategy/action plan Domestic violence strategy Borough-wide racial harassment strategy
Central Complaints Unit

Stage 3 and Ombudsman complaints
Performance directorate
Performance review Review existing contracts Review procurement process
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H H H 38
5/2003 5/2003 5/2003
Finance and Property services

Cashiers Training Complaints Contracts Communication Medium term financial strategy Capital strategy Service plan Team plans Flexitime H H H H H H H H H H Principal Client Officer As above Development and Quality officer Principal Client Officer Assistant Head of Service As above As above As above As above As above 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003 5/2003
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Appendix C Medium priority items To be reviewed by end of Year 2 May 2004
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Policy/Function
High/Medium/ Low (H/M/L) M M
Lead Officer
Time-scale for review 5/2004 5/2004
Communications and consultation

Media relations Residents newsletter External communications manager External communications manager/ Internal communications manager Internal communications manager Principal Equalities Officer Principal Officer Complaints Strategy and Commissioning Manager Principal Officer Housing Management As above As above Principal Housing Officer Housing aid centre
Website
5/2004
Housing
Equalities strategies Complaints procedure Tenant participation Tenant management organisations and Tenants associations Tenancy management Leasehold management Caretaking Housing Aid centre/homelessness M M M M M M M 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004
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Emergency accommodation Energy advice/Design (presentations, leaflets, promotions) Housing Benefits Rent restructuring policy streamlining social housing rent Tenants Compact Community centres management Housing Strategy/Network Best value reviews and inspections Business planning Local Authority Social Housing Grant Nominations Affordable housing Staff complaints Organisational review (and early retirement) Occupational Testing
M M M M M M M M M M M M M M M M M M 42
Assistant Director (Housing needs) Admin and Business Support Manager Principal Client Officer Quality Assistant Director Finance Strategy and Commissioning Manager As above As above Procurement and commissioning manager Business Planning project officer Principal Officer Regeneration and Partnerships As above As above Human Resources Manager As above As above Business Manager
5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2003 5/2003

TSG corporate harassment policy
Environment and Conservation

Parking enforcement HR policies including recruitment and staff development
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Environment and Conservation continued

Communications M M Assistant Director (Corporate Law and Community Services) As above As above As above Assistant Director (Commercial and Environment) As above As above As above Electoral Services manager As above Superintendent Registrar Assistant Director (Litigation) As above As above 5/2003 5/2004

Administrative and Corporate law
Education Human Rights, Data Protection and Freedom of Information Social Services Council house sales Other property work Contracts Procurement advice Electoral services registration at annual canvass Rolling registration (all-year round registration) Registrations of Births/Stillbirths Squatters Possession proceedings: residential Environmental/conservation policy/advice
M M M M M M M M M M M M M
5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004
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Corporate Human Resources

Equalities - Training - HR Equalities Project Managing Attendance policy Organisational development - Training and development Secondment policy M M M M M M M M M M M M Head of HR As above As above As above Assistant Director (Community Services) Assistant Director (Community Services)` Assistant Director (Community Services) Assistant Director (Community Services) Assistant Director (Support Services) Assistant Director (Support Services) Assistant Director (Support Services) Assistant Director (Community Services) Head of Equalities Head of Equalities 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004
Social Services
Older people Services for people with learning disabilities Physical disabilities Home care Strategy and commissioning Transport Learning and development Occupational therapy
Equalities Unit
Harassment policy for service users Corporate Equalities policy
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M M 44
5/2004 5/2004
Regeneration and Education (R&E) Schools services (CEA@ISLINGTON) (R&E)

To provide the required information to governors, free of charge, and to provide the training for governors which the LEA thinks necessary. M Assistant Director, Pupil services (CEA) Director of Education As above As above As above As above 5/2004
To act in accordance with employment law and to seek to ensure that governing bodies of schools where the LEA employs the staff also do so. Through the CEO, to offer advice on the appointment of head teachers and deputy head teachers of schools where the LEA employs the staff. To give advice, where requested to do so by governing bodies of schools, where the LEA employs the staff on the appointment of teachers. To appoint and dismiss teaching and other staff in schools where the LEA employs the staff, acting, where required, on the directions of governing bodies and, where appointing staff, doing so when potential employees meet the staff qualification requirements. To have regard to the Code of Conduct on LEA School Relations. To exercise its function with a view to securing that the curriculum for each maintained school is a) Balanced and broadly based, promotes the spiritual, moral, cultural, mental and physical development of pupils at the school and of society, and prepares pupils for the opportunities, responsibilities and experiences of adult life; b) Provides the National Curriculum; c) except in special schools, provides for religious education and religious worship; and d) in secondary schools, provides for sex education. To exercise its functions with a view to securing that community schools provide for religious education and collective worship. To forbid the pursuit of partisan political activities by pupils of primary school age and the promotion of partisan political views in the teaching of pupils of any age, and to take steps to ensure that where political issues are brought to the
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M M M M
5/2004 5/2004 5/2004 5/2004
M M
As above As above
5/2004 5/2004
M M
As above As above
5/2004 5/2004
45
attention of the pupils they are offered. To make arrangements for the consideration of complaints about the curriculum and related matters in the schools the LEA maintains. a) in exercising the LEAs functions in relation to children with special educational needs, to have due regard to the provisions of the Code of Practice on special educational needs; b) in accordance with the Code of Practice, to establish a policy on special educational needs; c) to provide written statements about the rights and duties of parents; and d) to keep under review the arrangements made for special educational provision. To have regard to the need for special educational provision to be made for those who need it, identifying and assessing those children with special educational need which call for the LEA to determine the provision that should be made for them, and issuing guidance to schools on the assessment procedures to be used. a) To take action in relation to a request from a parent to assess whether a pupil has special educational needs; and b) to assess the special educational needs of a child under the age of two if requested by the parents. To educate a pupil for whom the LEA maintains a statement of special educational needs in an ordinary school, as long as account has been taken of parents views, the pupil received the right provision, and resources are used and education provided efficiently for other pupils. To maintain a statement and to review each statement of a pupils special educational needs annually. To ensure that schools in its area are sufficient in number, character and equipment to provide education suitable for the different ages, abilities and aptitudes and special educational needs of pupils of school age. To establish a school organisation committee for their area in accordance with regulations made by the Secretary of State. To prepare a school organisation plan showing how the LEA intends to secure the provision of primary and secondary education that meets the needs of the population in their area.
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M M
As above As above
5/2004 5/2004
As above
5/2004
As above
5/2004
As above
5/2004
M M M M
As above As above As above As above
5/2004 5/2004 5/2004 5/2004
46
Where the LEA is the admissions authority, to fix the admissions numbers to maintained schools. To publish information about admission arrangements for maintained schools in the LEA area and to give parents in its area the opportunity to say which school they would like their children to attend. To meet parents wishes for the attendance of their children at particular schools, where possible and where consistent with efficient education or the use of resources at the schools, and with the admission criteria of selective schools and any agreement on maintaining a schools distinctive character. To make arrangements for parents to appeal against decisions on admissions to schools where the LEA is the admissions authority. a) To make arrangements for encouraging and assisting pupils to take advantage of provision for medical and dental inspection and treatment; and b) To ensure cleanliness of pupils. Lifelong Learning (R&E) Out of school hours learning plan Learning Plus Early Years (R&E) Sure Start strategy Libraries (R&E) Social inclusion strategy Cultural strategy Strategy and Commissioning (R&E) Equalities action plans Investors in People Commissioning services Contract management and monitoring
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M M M
As above As above As above
5/2004 5/2004 5/2004
M M
As above As above
5/2004 5/2004
M M M M M M M M M
Head of Lifelong Learning service As above Head of Early Years service Head of Library and Information service As above Head of Strategy and Commissioning As above As above As above
5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004
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Communications Regeneration (R&E) Economic development Health equalities Service agreements
M M M M M M M M M M
As above Head of Regeneration As above As above Assistant Head of Service As above As above As above As above As above
5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004 5/2004

Strategy review Council tax Business rates Poll tax Employment Overtime
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Appendix C Low priority items To be reviewed by end of Year 3 May 2005
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Policy/Function
High/Medium/ Low (H/M/L) L L L L L L L L L L L L L L L L L L L L L 50
Lead Officer
Time-scale for review 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005
Housing
Site inspections (H&S) Advice and guidance (H&S) Architects Design (tenant consultation) Pre and post contract Professional qualification Site inspection Engineering services design (tenant consultation) Engineering services professional qualification/training Maintenance (Contractor management) Engineering inspectors site inspection (during works defect period) Energy management/audit Professional qualification/training Conservation Surveyors Design (Tenant consultation) Maintenance (contractor management) Housing benefit Determination team HB IT NET working document HB Customer care HB investigations policies Council tax and housing benefit fraud investigation Fraud awareness training Rent accounts
th
Admin and Business support manager As above As above As above As above As above As above As above As above As above As above As above As above As above Principal Client Officer (Quality) As above As above As above As above As above Assistant Director
FTAs Cash control Writing off debt Accountancy Budget control PSH strategy Capital programmes and monitoring Planned maintenance and capital projects Repairs Changes of tenancy Illegal occupation Tenants improvements Sex offenders/suspected child abuse Animals Refunds, compensation and insurance Furniture storage Estate parking Major works transfers Estate maintenance Voids reservicing Leasehold management Performance appraisal Managing attendance (& retirement due to ill-health) Induction and probation Training and development
th
L L L L L L L L L L L L L L L L L L L L L L L L L 51
(Finance) As above As above As above As above As above Strategy and Commissioning manager Investment Manager As above Repairs Manager Principal Housing Officer (Housing Management) As above As above As above As above As above As above As above As above As above As above As above HR Manager As above Training and Development manager As above
5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005
Right to buy
Principal Housing Manager (Fraud and Investigation) Business Manager As above Operations Manager Leisure Manager Ecology and Sustainability manager Greenspace Services Manager As above As above As above Greenspace Operations Manager Greenspace Business Manager Greenspace Operations Manager Specialist Services Manager Building Control Manager Development Control Manager
5/2005

TSG flexitime policy TSG complaints procedure Health and safety policy L L L 5/2005 5/2005 5/2005
Environment and Conservation

Leisure Services, including Aquaterra Nature conservation services Cemetery & cremation services Tree services Nursery services Projects and development Grounds maintenance service (inc. Glendales plc) L L L L L L L 5/2004 5/2004 5/2004 5/2005 5/2005 5/2005 5/2005
Environment and Conservation continued

Business section Parks service Building Control specialist services Building regulations Conservation L L L L L 5/2005 5/2004 5/2004 5/2004 5/2005
th
52
Development control (inc. enforcement and tree service) Information Planning policy Planning projects Transport policy Traffic schemes (inc. CPZ) Public protection Waste management (inc. ICSL) Highways management (inc. PFI and Crowleys) and DLOs Customer focus (inc. complaints handling) Health and safety Performance management Service commissioning Financial support
L L L L L L L L L L L L L L
As above Information and Enquiries manager Policy and Projects manager As above Transport Planning manager Transport and Design manager Service Managers Waste Manager Highways Manager Strategy and Commissioning manager As above As above As above Head of Environment Finance Assistant Director (Commercial and Environment) As above As above As above As above As above As above
5/2004 5/2004 5/2004 5/2005 5/2004 5/2005 5/2004 5/2004 5/2005 5/2004 5/2004 5/2005 5/2005 5/2004

Commercial leases Sales of properties (commercial properties) Planning Development control/conservation Planning policy/advice Development work Environment work
th
L L L L L L L 53
5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005
General support to councillors Mayoral visits/functions Preparation of meetings/committee reports Law and public services finance Information, including archives Learning and development Complaints Performance planning and management Local Land Charges Voting (access and practical arrangements) Registration of marriages Production of certified birth, death and marriage certificates Possession proceedings: commercial Disrepair claims Injunctions Housing policy/advice Prosecutions Claims against the council
L L L L L L L L L L L L L L L L L L
Head of Scrutiny and Democratic Services As above As above Legal Business Manager As above As above As above As above As above Electoral Services Manager Superintendent Registrar As above As above Assistant Director (Litigation) As above As above As above As above
5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005
Corporate HR
Corporate terms and conditions of employment - Contracts - Single status - Job evaluation scheme - Code of conduct Employee relations - Joint negotiation/consultation framework - Disputes procedures
th
L L L L L L 54
Head of HR As above As above As above As above As above
5/2005 As above As above As above 5/2005 As above
Organisational Development - Organisational change initiatives - TUPE Family Friendly policies
L L L
Head of HR As above As above
5/2005 As above 5/2005
th
55
Communications and consultation

Internal communications Intranet L L L L L Internal communications manager As above Assistant Director (Support Services) Assistant Director (Support Services) Assistant Director (Support Services) 5/2005 5/2005 5/2005 5/2005 5/2005
Social services
Finance Information Human resources
Regeneration and Education (R&E) Schools services (CEA@Islington) (R&E)

To prepare a scheme dealing with matters connected with the financing of maintained schools, setting arrangements for the allocation and use of budgets, and to keep the scheme under review. To prepare a statement of planned expenditure, and a statement of actual expenditure and resources. To meet all the expenses of maintaining a school, except in the case of voluntary aided schools. To determine and publish a policy on any charges and remission of charges to be made for optional out-of-school activities. To consider draft instruments of government submitted by the governing bodies of all maintained schools and, with any necessary modifications, approve them. To make a written report to the governing body where the LEA has serious concerns about the performance of any headteacher. To establish, maintain and review appraisal schemes for teachers and head teachers. This is no longer a statutory requirement for LEAs. It is now the responsibility of governing bodies to ensure that a Performance Management policy is in place, and is implemented in the school. The requirement for the
th
L L L L L L
Assistant Director, Pupil Services (CEA) Director of Education As above As above As above As above As above As above
5/2005
5/2005 5/2005 5/2005 5/2005 5/2005 5/2005
56
school to have a Performance Management policy came into effect on 1 January 2001. a) To determine, and keep under review, a written policy on the secular curriculum for community and aided schools; and b) To have regard to this policy in carrying out the LEAs functions. To establish a Standing Advisory Council on Religious Education (SACRE) and adopt an agreed syllabus for the teaching of religious education. To provide the LEAs statement of action and comment on the action plan produced by the governing body of any of its schools requiring special measures after an inspection under the Education Act 1996. To prepare the action plan of any school without a delegated budget requiring special measures. To give a warning notice to the governing body of a maintained school where the LEA is satisfied that the standards of performance of pupils are unacceptably low, where there has been a serious breakdown in the way the school is managed or governed or where the safety of pupils or staff of the school is threatened. To notify the parent of a pupil of their right to appeal to an independent Tribunal against the LEAs decision. To secure that school premises conform to the standards prescribed. To provide accommodation and meet the School Organisation Committees expenses. Where children of compulsory school age are not receiving full-time education by regular attendance at school or otherwise: a) to serve school attendance orders on parents; and b) in appropriate circumstances, to consider whether to apply for an education supervision order and/or to institute other court proceedings. To decide the terms and holidays of community, voluntary controlled or community special schools. To provide the educational aspects of the support required for children in need, as defined by the Children Act 1989. Lifelong Learning (R&E) Adult learning plan
L L L L L
As above As above As above As above As above
5/2005 5/2005 5/2005 5/2005 5/2005
L L L L
As above As above As above As above
5/2005 5/2005 5/2005 5/2005
L L L
As above As above Head of Lifelong Learning service
5/2005 5/2005 5/2005
th
57
ICT strategy Connexions business plan Family Learning policy Connexions Student support Islington on-line Islington Business Partnership Regeneration and LLL Adult and community learning Family and parent learning Mother tongue and supplementary schools Early Years (R&E) EYDCP strategy Libraries (R&E) Annual library plan Adults library services Childrens library services Library service to black and other ethnic minority communities Museum Arts Strategy and commissioning (R&E) Performance plan Performance management Departmental D&T plan Departmental data collection and co-ordination Support services Complaints services Finance support
th
L L L L L L L L L L L L L L L L L L L L L L L L L 58
As above As above As above As above As above As above As above As above As above As above As above Head of Early Years service Head of Library and Information Service As above As above As above As above As above Head of Strategy and Commissioning As above As above As above As above As above As above
5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005
Regeneration (R&E) Programme management ABI strategies
L L L L L L L L L L L L L L L L L L L L L L L L L L L L L 59
Head of Regeneration As above Assistant Head of Service As above As above As above As above As above As above As above As above As above As above As above As above As above As above As above As above As above As above As above As above As above As above As above` As above As above As above
5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005 5/2005

Commercial lettings Commercial sales Housing Income ATU budgets ATU financial advice/support Central payments Strategic finance Capital accountancy regeneration/corporate strategy Loans Insurance Payroll Pensions Commissioning Internal audit Municipal offices facilities unit Operational health and safety Town hall and Finsbury town hall facilities unit Council-wide facilities management Education print and stationery services Council-wide accommodation services Recovery Equalities internal and external Harassment Write offs Health and safety TIFIM
th
th
60

Level 3 Evidence RMTC EIA Islington

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Level 3 Evidence RMTC EIA Islington

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London Borough of Islington

Race Equality Scheme

Islington . () 2000. , , (Equalities Unit), Joy Walton 0207 527 3054.

Appendix A Appendix B Appendix C

Results of impact assessment and timetable for reviews 32

RR(A)A: RESversion13 13 June

RR(A)A: RESversion13 13 June

Leisha Fullick Chief Executive

RR(A)A: RESversion13 13 June

Section One: Introduction

RR(A)A: RESversion13 13 June

RR(A)A: RESversion13 13 June

RR(A)A: RESversion13 13 June

ORGANISATIONAL STRUCTURE AND DECISION MAKING PROCESS: FLOW CHART

Corporate Management Board/Executive

Corporate Management Board

Equalities Steering Group

External Advisory Group

Race Diversity Forum

RR(A)A: RESversion13 13 June

RR(A)A: RESversion13 13 June

These estimates were provided by the Greater London Authority.

RR(A)A: RESversion13 13 June

RR(A)A: RESversion13 13 June

Section Three: Organisational structure and decision making process

RR(A)A: RESversion13 13 June

RR(A)A: RESversion13 13 June

Section Four: Ensuring we implement the requirements of the RR(A)A 2000

RR(A)A: RESversion13 13 June

Section Five: How we will meet the general duty

RR(A)A: RESversion13 13 June

Section Six: How we will meet the specific duties

RR(A)A: RESversion13 13 June

RR(A)A: RESversion13 13 June

Section Seven: Our race equality performance indicators and objectives

2002/03 Objectives and performance indicators

RR(A)A: RESversion13 13 June

Section Eight: How we will deal with complaints

RR(A)A: RESversion13 13 June

RACE RELATIONS (AMENDMENT) ACT IMPLEMENTATION PLAN

2/2002 As above As above As above As above

Assistant Director strategy group to meet

RR(A)A: RESversion13 June13th

9/4/2002 9/4/2002 9/4/2002 17/4/2002 30/4/2002

Equalities Unit Advisory Group

Meeting held Draft Race Equality Scheme

Equalities Unit Assistant Director group Equalities Unit

Minuted decision Minuted decision

Corporate Management Board Corporate

RR(A)A: RESversion13 June13th

23/5/2002 24/5/2002 31/5/2002 7/6/2002 7/2003 2/8/2002 9/2002

4/10/2002 12/2002 12/2002 6/12/2002 12/2002 12/2002

Wider consultative mechanism agreed Strategy in place Report

External Advisory Group Communications Unit Human Resources

31/3/2003 3/2003 3/2003

3/2003 3/2003 3/2003 4/2003 4/2003 4/2003 31/5/2003 6/2003

Minuted decision Minuted decision Minuted decision

External Advisory Group Race Diversity Forum Equalities Steering Group 26

6/2003 6/2003 6/2003

Scheme reviewed Report published Strategy in place. Report

7/2003 7/2003 30/7/2003 9/2003

Minuted decision Minuted decision Minuted decision Report Report

9/2003 9/2003 9/2003 12/2003 12/2003