Tackling inequalities is critical if Central Bedfordshire is to be successful in delivering services in such a way that people whose circumstances make them vulnerable are not disadvantaged. Narrowing the equality gap requires an awareness of the needs and interests of people who are at greater risk of lower quality of life outcomes. This includes assessing how well matched services are to needs and the means available to people to influence decision making and service delivery. Tackling inequality is also about promoting the welfare of employees by keeping the workplace free from harassment, bullying and all other forms of discrimination. The detail of how Central Bedfordshire will work towards achieving these objectives is set out within the Equality and Diversity Scheme.

Central Bedfordshire Council works closely with community groups and the voluntary sector through our Equalities Forum and also with our contractors and those working on behalf of the council to promote equality and tackle discrimination. In striving to improve the quality of life and secure a range of responsive and valued services for the people of Central Bedfordshire, the Council will undertake equality impact assessments and engage and consult with the community on how well we are performing and what we can do to improve.

Promoting equality and diversity is about recognising people’s different needs, situations and goals, and working to remove the barriers that limit what people can do and can be.

Equality is about creating a fairer society where everyone can participate and has the opportunity to fulfil their potential. It is backed up by legislation designed to address unfair discrimination. Equality is not about doing people favours, lowering standards, tokenism or a numbers game.

Equality is about ensuring that all people are treated equally. This does not mean treating everyone the same, but means recognising the differences in life situation or in experience and ensuring that there is equality of opportunity for all people, taking their needs into account.

This definition recognises that:

• equality is an issue for all;
• don’t all start from the same position and to create a fairer society we must recognise different needs.

Diversity is about recognising and valuing differences between individuals, groups and communities to create a positive and inclusive culture for the benefit of the people of Central Bedfordshire. Society is increasingly diverse, and everyone experiences life in different ways, for many different reasons. Prosperity and cohesion of all communities are affected by differences in identity. Social mobility, migration and other socio-economic factors affect all councils.

Diversity is also about creating a culture of working practices that recognise, respect, value and harness differences for the benefit of the organisation and individual.

The Equality Duty requires the Council to have due regard to the need to:

Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.

Advance equality of opportunity between people who share a protected characteristic and people who do not share it. This involves considering the need to remove or minimise disadvantages suffered by people because of their protected characteristics; meet the needs of people with protected characteristics; and encourage people with protected characteristics to participate in public life or in other activities where their participation is low.

Foster good relations between people who share a protected characteristic and people who do not share it. This involves tackling prejudice and promoting understanding between people who share a protected characteristic and others.

Complying with the Equality Duty may involve treating some people better than others, as far as this is allowed in discrimination law. This could mean making use of an exception or positive action provisions in order to provide a service in a way that is appropriate for people who share a protected characteristic – e.g. providing computer training for older people to help them to access information and services.

Putting the law into practice - Central Bedfordshire Council is legally required to:

• Deliverhigh quality, accessible services that meet the needs of all our customers.
• Understand issues relating to age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex or sexual orientation.
• Engage with service users, local communities, staff, stakeholders and contractors to identify and implement improvements.
• Tackle barriers, which restrict access to services (e.g. inaccessible buildings, lack of employee understanding about customer needs).
• Employ a representative, well trained workforce.

Central Bedfordshire Council takes all customer complaints about our services very seriously including those relating to discrimination. Please click on the following link for further information on customer services.

Complying with the equality duty

Central Bedfordshire Council is committed to complying with the Equality duty. As part of our commitment to being open and transparent this website contains various sources of information that show how the Council consciously takes into consideration the three aims of the equality duty as part of our decision making process. This includes:

• how we act as employers;
• how we develop, evaluate and review policy;
• how we design, deliver and evaluate services; and 
• how we commission and procure from others.

Information that is available on this website includes:

Employee information: including annual workforce diversity profiles, showing employment monitoring information broken down by various protected characteristics.

Equality and Diversity Forum: Central Bedfordshire's Equality and Diversity Forum meets on a quarterly basis. The terms of reference for this group and a list of the items that have been considered will be made available on this website.

Equality Impact Assessments: we regularly publish completed equality impact assessments (EIAs). EIAs allow us to develop a greater understanding of the effects of policies and decisions before they are taken.

Single Equality and Diversity Scheme (2010-13): the scheme sets out the Council’s approach to equality and diversity and how the Council aims to address the three aspects of the public sector equality duty.

The Council currently produces annual employment monitoring information. This information is broken down by the protected characteristics outlined in the Equality Act. As part of the Council’s commitment to complying with the equality duty we will publish this information annually so that members of the public can see how we are addressing the aims of the equality duty. Please click on the links below for further information:

• Employment monitoring report 1 April 2010 – 31 March 2011 (PDF 48KB)
• Council salary range by sex and disclosed disability (PDF 318KB)

Employment policies

The Council also has various policies and procedures that have been put in place to address any potential equality and diversity concerns within the workforce. The following is a sample of our key employment policies:

• Conditions of Service provide clear terms and conditions for employees of Central Bedfordshire Council. These conditions cover various aspects of employment such as pay scales, conduct and performance and equal opportunities. The conditions specifically require staff to comply with Council policies relating to equality issues and to treat others with respect, not discriminate unlawfully against any other person and to treat Members and co-opted members of the Authority professionally.
• Disciplinary and Grievance policies and procedures provide various requirements for the manner in which disciplinary and grievance procedures are to be undertaken by the Council. Policies include specific examples of misconduct that may include discrimination or harassment of people with a protected characteristic and the manner in which the Council will deal with these matters. There is also a Capability Policy that aims to support employees in performing their duties and addressing issues of under performance. These policies address each of the aspects of the equality duty by eliminating unlawful discrimination, advancing equality of opportunity and fostering good relations.
• Flexible Working is encouraged by the Council and there are a range of policies relating to flexible working and retirement, career breaks, the emergency care of dependents, special and unpaid leave and work-life balance. This suite of policies provides clear eligibility criteria for different methods of working. These criteria eliminate unlawful discrimination and advance equality of opportunity for all staff who are considered for any of these methods of work on a consistent basis.
• Home Working Policy sets out support that will be provided for home and remote workers and criteria on which applications for home working will be considered. The policy advances equality of opportunity for people who share a protected characteristic and those who do not. It also ensures that those who undertake home working have the same opportunities for career development and training as office-based employees.
• Learning and Development Policy sets out the objectives that underpin learning and development (L&D) in the Council. The policy provides assurance that all employees will receive equal access to L&D opportunities based solely on the basis of need, priority and availability of resources. The policy aims to both eliminate unlawful discrimination and advance equality of opportunity.
• Managing Change processes for consulting with staff if we are making significant changes in the services we provide or the way that we deliver them are outlined in the managing change policy. The Council acknowledges that there will be occasions when it is not possible for employees to continue in their current post. In such instances, redeployment of employees within the Council will be considered as an alternative to the ending of the employment, in line with the redeployment guidelines. These policies and procedures ensure both equality of opportunity and the elimination of unlawful discrimination.
• Parental Leave policies provide clear guidelines for those parents who qualify to take up to 13 weeks unpaid leave to look after a child or make arrangements for their welfare. The Council also has in place adoption guidelines that provide guidance on adoption leave and pay as well as maternity and paternity leave policies. These guidelines and policies set out the rights of employees so persons who require leave for this purpose are not unlawfully discriminated against.
• Recruitment and Selection Policy and Procedure provides a clear process for the recruitment of employees to the Council. The policy sets out clear consistent procedures including those relating to selection of candidates, pre-employment clearances, induction and probation.
• Sickness Absence Policy sets out how the Council provides a supportive environment for those members of staff affected by ill-health as well as attempting to resolve any underlying causes of absence. The policy aims to eliminate unlawful discrimination.

Full copies of any of these policies can be provided on request.

The Public Sector Equality Duty requires public bodies to prepare and publish, by 6 April 2012, one or more specific and measurable equality objectives which will help them to further the three aims of the Equality Duty. Subsequent objectives must be published at least every four years. For more details on the Council's equality objectives click on the link below.

Setting the Councils equality objectives (PDF 48KB)

Equality and Diversity training

The Council provides regular training for staff in relation to equality and diversity issues in order to foster good relations and eliminate unlawful discrimination. All training takes account of equalities issues. The details of recent training can be viewed below:

• An elected Member workshop and Equality Act briefing.
• Corporate Training that includes equality and diversity awareness, equality impact assessments, religion and belief and hidden disabilities.  
• Specific targeted training was delivered in Adult Social Care and Children’s Services.
• The Councils induction process includes an introduction to equalities issues.
• Training was delivered in collaboration with Bedford Race and Equalities Council for groups of staff.  The Council also commissioned Bedford Race and Equalities Council to deliver training to the community and voluntary sector

Central Bedfordshire Council wants to promote and improve equality outcomes for all the people of Central Bedfordshire.

The Council has developed a Single Equality and Diversity Scheme which demonstrates our corporate commitment as community leaders and service providers to equality and diversity being at the heart of all that we do, for local people, our employees, our partners, and the community at large.

The scheme which was approved by the full Council on 24 June 2010 sets out our overall strategy and includes our plan of action for the next three years from 2010-2013.  The scheme also identifies key aspects of inequality which have been identified in national and local research.

In addition to the Single Equality and Diversity Scheme we also publish a corporate equality action plan.  The action plan outlines progress of the Council in delivering against equality objectives.  Please click on the link below to view a full copy of action plan published in June 2011:-

• Equality action plan (PDF 202KB) (June 2011)

Central Bedfordshire Council has set up an Equality and Diversity Forum. The Forum consist of representatives of different organisations and community groups working across Central Bedfordshire and neighbouring authorities. Members of the Forum have demonstrable knowledge; experience or expertise in Equality and Diversity issues and so can make a significant contribution to the work of the Council via the Equality Forum. The role of the forum is to assist the council with consultation on relevant matters, policies and procedures.

The Forum also has a key role to play in examining the Council’s equality impact assessments and highlighting issues which require further consideration. The Forum is also instrumental in relation to community engagement and is helping Central Bedfordshire ensure that the diverse needs of the communities in the area are understood and that the Council’s strategies are developed with their needs in mind to foster community cohesion. The Forum meets on a quarterly basis.  Further details of the work undertaken by the Forum are available by clicking on the links below:-

• Equality Forum terms of reference (PDF 38KB)
• Items previously considered by the Forum (PDF 47KB)

If you, or someone you know, is being bullied because of his or her race, religion, sexual orientation, gender / transgender or disability, don't be afraid to tell someone. Central Bedfordshire Council actively participates in a local multi agency partnership for recording and acting upon such incidents across Bedfordshire. Please click on the following link for more information on hate crime and hate incidents.

The Council recognises that in order to ensure that services are accessible to all sections of the community consideration must be given to the need to provide accessible information and ensure positive outcomes to people who have a disability, speak English as a second language or have low levels of literacy. Our agreed approach is set out in our Customer Service Strategy.

Approach to Translation and Interpretation at Central Bedfordshire

We will ensure that documents, signage, websites, leaflets etc comply with good practice standards relating to Plain English, clear texts, translation into other languages and accessibility for disabled people.

The Council will not automatically translate or transcribe all public materials but will take into account evidence of need or demand for the translation, and importantly, evidence that people will be disadvantaged without this provision. Decision will be made taking into account overall budget constraints and wider activities that can be taken to improve access to services.

The Council will commission transcription, translation and interpretation services from external contractors as appropriate. Decisions will be based on the extent to which translation is crucial to enabling particular individuals to:

• Access essential services like education, social care, housing, police and safety campaigns e.g. fire and road safety;
• participate in local democracy for example enabling people to register to vote or take part in local consultations;
• support local community groups or intermediaries working directly with new migrants or non-English speaking communities;
• enable people to function effectively as citizens in society and be able to get along with others, by ensuring that they understand local rules and appreciate local customs e.g. rubbish disposal, parking restrictions and common courtesies.

Since Central Bedfordshire Council was established in 2009 the Council has won various Equality Awards.  Further details of these awards are outlined below:-

Equality and Diversity Champion of the Year (2011)

In 2011 Bedfordshire Race and Equalities Council presented Glenn Young of Henlow VC Middle School with the award for Equality and Diversity Champion of the Year (2011).  The award recognised Glenn's work at Henlow VC Middle School to provide sessions for school children with Show Racism the Red Card and subsequent sessions with teachers and teaching assistants to promote consistent practices across the school in relation to equalities issues.

Innovation in Equality and Diversity (2011)

In 2011 Bedfordshire Race and Equalities Council presented Joyce Hunnibell, manager at Kingfishers with an award for innovation in Equality and Diversity.  This award recognised Joyce's promotion of equality issues at Kingfishers unit, which provides short breaks for families with children who have learning disabilities.  Changes included an initial audit of practice, implementing staff equality training, discussions in team meetings and facilitating sessions with families.

Training in Equality and Diversity (2011)

In 2011 Bedfordshire Race and Equalities Council presented Central Bedfordshire Council Domestic and Sexual Abuse Team with an award for training in Equality and Diversity.  This award recognised the development and launch of Healthy Relationships education packs for delivery in schools in Bedfordshire.  The packs aim to raise awareness in our younger generations about abuse in the home, what is acceptable and what isn’t and how and where to go for help. The packs also highlight the gender imbalance with regard to abusive relationships in order to educate our younger generations in the hope of reducing the prevalence of domestic abuse in the future.

Partnership working in Equality and Diversity (2010)

In 2010 Bedfordshire Race and Equalities Council presented Central Bedfordshire Council with a runner-up award for partnership working in Equality and Diversity.  This award was in recognition of the development of the Central Bedfordshire Equality Forum, which brought together various voluntary sector experts on a quarterly basis to discuss strategies and assessments so as the Council could encourage positive challenge and quality assurance. The Forum had shaped the development of a variety of initiatives in the Council including the Single Equality Scheme and the Eligibility Strategy.

Training in Equality and Diversity (2010)

In 2010 Bedfordshire Race and Equalities Council presented Central Bedfordshire Council with an award for training in Equality and Diversity.  Central Bedfordshire Council was presented with the award as a result of an interactive quiz that had been designed to raise understanding of the evidence base relating to the experiences of discrimination in both service delivery and employment. The quiz aimed raised levels of interest in equality and created a greater desire to take action.  It also served as a signposting mechanism, directing people to sources of further information, support and guidance. 

Innovation in Equality and Diversity (2009)

In 2009 Bedfordshire Race and Equalities Council presented Julia Overton, Anti-Bullying Coordinator at Central Bedfordshire Council and the pupils of Hillcrest School with an award for innovation in Equality and Diversity. To mark anti-bullying week Julia organised an event which was open to all local middle and upper schools and was on the theme of being different and belonging together. Hillcrest Special School were awarded the prize as overall winners in the upper school category. Their entry was a drama based on their own experiences of bullying in school and in the community.  The project was innovative because of the way it linked various elements of the bullying strategy to challenge and promote learning. A DVD based resource was developed that was been distributed to all Central Bedfordshire middle, special and upper schools alongside advice about how this was delivered and the objectives of the resource.

Partnership working in Equality and Diversity (2009)

In 2009 Bedfordshire Race and Equalities Council presented Aspire with an award for partnership working in equality and diversity.  The award recognised a new and innovative partnership between Aspire Central Bedfordshire Council and the National Trust, which had been forged in 2008 to focus on various equalities issues.  Among other benefits the partnership combined expertise,  improved engagement and built foundations.

Research in Equality and Diversity (2009):

In 2009 Bedfordshire Race and Equalities Council presented Peter Martin (Bedfordshire Rural Communities Charity / BPROUD) and Central Bedfordshire Council with an award for research in Equality and Diversity.  This award was in recognition of work 'to test approaches to better engagement with Lesbian, Gay, Bisexual and Transgender people in Bedfordshire.'  The outcomes of this research were publicised to raise the profile of the issue locally, to inform Central Bedfordshire Council's equality impact assessments and to inform training.