Disability Equality Scheme
Disability
Equality Scheme 2006-2009
Contents
1. Foreword
This is South Staffordshire Council’s first Disability
Equality Scheme which forms an integral part of the Council’s wider
Comprehensive Equality Policy. That policy sets out how the
Council promotes equality of opportunity regardless of race,
gender, disability, age, religion or belief or sexual orientation,
in the delivery of its services and employment of staff.
This Disability Equality Scheme is a joint venture between
East Staffordshire Borough Council, Keele University,
Newcastle-under-Lyme Borough Council, South Staffordshire District
Council, Stafford Borough Council, Staffordshire County Council,
Staffordshire Fire & Rescue Service and Staffordshire
Police.
The implementation of this countywide Scheme, involving people
with disabilities from across the county and the collaboration of a
wide range of public bodies, should signal the beginning of the end
to the discrimination which often occurs when institutions fail to
take into account the impact upon disabled people when developing
services or policies.
It is essential that within Staffordshire this duty leads to
real outcomes and practical improvements in the day-to-day life and
experience of disabled people in the county. At the heart of
the duty is the need to involve disabled people, which will
increase the effectiveness of public bodies across Staffordshire in
identifying and prioritising equality initiatives.
We firmly believe that this will not only make a real
difference to disabled people but will also be essential for
everyone across Staffordshire who is touched by disability, whether
as a service user, employee, pupil, or carer. By taking a
countywide approach we hope to produce a more joined-up approach in
order to ensure that all disabled people can participate fully as
equal citizens.
The Disability Discrimination Act (DDA) 1995 amended by the
DDA 2005, places a statutory General Duty on all public authorities
to promote disability equality.
The new General Duty means that we must, in carrying out our
functions, have due regard to the need to:
- eliminate discrimination that is unlawful under the Disability
Discrimination Act
- promote equality of opportunity between disabled people and
others
- eliminate harassment of disabled people that is related to
their disability
- promote positive attitudes towards disabled people
- encourage participation by disabled people in public life
- take steps to meet disabled people’s needs, even if this
requires more favourable treatment
“Due regard” means that authorities should give due weight to
the need to promote disability equality in proportion to its
relevance to disability.
The Duty covers all functions and activities, not just
employment and service delivery but also budget setting,
procurement, regulatory functions and setting the framework within
which the organisation will deliver services. This places a
positive, proactive responsibility on authorities to work towards a
more equal society by thinking about the needs of disabled people
when developing services and functions, rather than adjustments at
the end.
3. What is a
Disability Equality Scheme?
In order for the Council to meet the requirements of the
General Duty, the DDA 2005 imposes a number of statutory specific
duties. The Specific Duties are:
- to publish a Disability Equality Scheme with a three year
action plan;
- to show how disabled people have been involved in developing
the scheme;
- to develop methods for assessing the impact of its policies and
practices, or the likely impact of its proposed policies and
practices on disabled people;
- to set out arrangements for gathering information on the effect
of its policies and practices on disabled people;
- to monitor, check and report annually on the steps it has taken
to meet the requirements of the DDA 2005.
4. National and Local
Context
The Disability Discrimination Act 1995 defines a disabled
person as “someone who has a physical or mental impairment that has
a substantial and long-term adverse effect on his or her ability to
carry out normal day-to-day activities.”
The Disability Discrimination Act 1995 now extends the legal
definition to cover HIV, cancer and multiple sclerosis from the
point of diagnosis. In reality, disabled people are a diverse group
including young and old, different races and religions/beliefs, of
different genders and cultural backgrounds, gay and lesbian and
those who have different impairments.
Disability is defined by the 2001 Census as a Long-Term
Limiting Illness (LTLI)
National Context
The exact number of people who are disabled within Britain is
unclear. The Disability Rights Commission statistics indicate that
there are over 10 million disabled people in Britain. 4.6 million
of these are over State Pension Age and 700,000 are children
(figures determined from the Family Resources Survey 2003-2004).
Disability increases with age: only 10% of adults aged 16-24 are
disabled, but one third of people between the age of 50 and
retirement age are disabled.
Local Context
South Staffordshire Council has a resident population of
105,482 (2003 Mid Year Estimate) with an age profile that is higher
than the national average. Whilst the age profile of the
District is 21.87% being over aged 60 years, compared to the
national figure of 20.79% it is the age profile of the group 45 and
over that is more marked. The District has 44.33% of its
population in this group compared to the national average
39.70%
The percentage of the population stating that they had good or
fairly good health at the 2001 census was 91.90%. Table 1
below shows the number of people with limiting long-term illness
across Staffordshire and indicates that from that Census the
residents of the District expressed the lowest levels of long-term
illness within the County.
Table 1: People with limiting long-term illness (Census
2001)
|
|
Number
|
%
|
|
England
|
8,809,194
|
17.9
|
|
Staffordshire
|
148,004
|
18.3
|
|
Cannock
|
18,308
|
19.9
|
|
East Staffs
|
17,723
|
17.1
|
|
Lichfield
|
16,001
|
17.2
|
|
Newcastle-under-Lyme
|
25,430
|
20.8
|
|
South Staffs
|
17,985
|
17.0
|
|
Stafford
|
21,199
|
17.6
|
|
Staffs Moorlands
|
18,818
|
19.9
|
|
Tamworth
|
12,540
|
16.8
|
For the year 2005/06 1.53% of the Council workforce
identified themselves as a disabled person as defined within the
DDA 1995.
Michael Oliver in ‘Understanding Disability 1996’ defined a
disabled person as:
- The presence of an impairment (Medical Model – underpins
current definition under the Act and focuses on causes of
disability due to medical conditions)
- The experience of externally imposed restrictions (Social Model
– focus is firmly on the barriers put in place by society and
considers the social environment of the disabled person, which may
prevent them from fulfilling their true potential.)
- Self-identification as a disabled person (Representational
Model – this model focuses on how a disabled person represents the
world from their perspective, it recognises both the medical and
social models but goes further in recognising that the spiritual
and emotional needs of the person also need to be taken into
account.)
We recognise that there are different models of disability,
each of which have their own individual merits and weaknesses. For
the purposes of this scheme we will be adopting the social model of
disability but will aim in the longer term to take on board the
representational model.
6. Vision, Priorities
and Objectives
South Staffordshire Council has set out its vision:
“As a well managed council, we will strive to
make South Staffordshire a safe and healthy place to live, with
prosperous villages and thriving communities where everyone can
develop their abilities to the full and pass on to future
generations a better environment.”
In support of this specific aims and objectives have been
declared including;
“We will maintain and improve access to services
and facilities for all.”
This Scheme sets out the framework, within which we can
promote equality for, and prevent discrimination against, disabled
people as users of our services, as our employees and member of the
community. The following objectives are intended to support and
complement this framework:
Objective 1 – We will eliminate discrimination against
disabled people by:
- Making the environment as safe as possible for disabled
people.
- Ensuring that no existing or potential employee or service user
will receive less favourable treatment than another on the grounds
of disability.
- Challenging patronising or discriminating attitudes
Objective 2 - We will promote equality of opportunity
for disabled people by:
- Removing barriers to accessibility, particularly in relation to
employment and access to services, information and buildings
- Ensuring that disability equality is embedded throughout our
strategic objectives and Corporate Plans.
- Promoting equality in the delivery of services in both access
and provision.
- Ensuring that Service users and employees are treated with
dignity and respect at all times regardless of their
disability.
- Seeking to ensure that when we commission services, work in
partnership or procure goods or services that the organisations
that we work with understand, adhere to and practice equal
opportunity policies.
- Ensuring that our workforces reflect the diverse communities
that we serve.
Objective 3 – We will eliminate harassment of disabled
people by:
- Providing a positive and supportive work environment for
employees with a disability, which is free from harassment and
where individuals are encouraged to realise their full
potential.
- Challenging anti-social behaviour against, or harassment, of
disabled people
Objective 4 – We will promote positive attitudes
towards disabled people by:
- Delivering a comprehensive programme of disability equality
training involving disability groups in its design and
delivery
Objective 5 – We will encourage participation by
disabled people in public life by:
- Enabling disabled peoples active participation
- Involving disabled people in the changes and improvements
made
- Consulting with disabled people on issues that affect them
- Upskilling and empowering disabled people so that they can
participate effectively
Objective 6 – We will take steps to meet disabled
people’s needs, even if this requires more favourable treatment
by:
- Implementing Equality Impact Assessments on all new, existing
and proposed functions and policies
- Ensuring that we provide reasonable adjustments where
necessary.
7. Involving
People With Disabilities
We recognised from the outset, that to create a Scheme that
really made a difference to the people of Staffordshire, we needed
to involve the people who really matter…our service users,
customers, staff, members of the community and voluntary and
community sector disability organisations.
Engaging Disability Organisations
We believe our partnership approach involving East
Staffordshire Borough Council, Keele University,
Newcastle-under-Lyme Borough Council, South Staffordshire District
Council, Stafford Borough Council, Staffordshire County Council,
Staffordshire Fire & Rescue Service and Staffordshire Police
has led us to achieve more meaningful engagement with disability
organisations and groups. Having pooled all our contacts together
into one database we contacted over 284 local organisations and
groups across Staffordshire inviting them to be involved in the
creation of the Scheme.
The organisations and groups were given the opportunity to get
involved in a number of ways, these were:
- On-line questionnaire
- Focus groups
- Mystery-shopping exercises
- Round table discussions on specific topic areas
As a result 61 groups indicated that they would like to
complete a survey, 34 groups expressed an interest in taking part
in focus groups. 43 groups said they would like to attend a round
table involvement event and 22 groups said that they would like to
take part in a mystery shopping exercise.
The results of the above were broken down into district areas
and each partner led the focus groups, mystery shopping exercises
in their respective areas. The questionnaire, which was designed
jointly by all partners was available both on-line and in hard copy
on request. To date we have received 177 responses to the
questionnaire and have taken the view that since the scheme is
about ongoing involvement that it will be available online until a
foreseeable date.
The round table discussions have been held across the County
on various specific topic areas such as:
- Community Safety
- Highways, Transport and Road Safety
- Employment
- Access
- Sport and Leisure
Feedback from the events has been fed back to all partner
organisations to enable them to identify what issues are relevant
to their own individual organisations.
A number of focus groups have also taken place across the
County and there are many more already planned for the next six
months.
Disability Equality Scheme Workshops
We also held two countywide events to which we invited
organisations and individuals such as Mencap, Sports Across
Staffordshire, Shaw Trust, Connexions, Employment Opportunities for
People with Disabilities, and Making Space. In addition we also
invited various members of staff from our own organisations to
ensure that we could have some meaningful two-way involvement. The
aim of these events was to identify key priorities and actions that
we could include in our action plans.
Representatives were invited to attend one of three workshops
on Access, Employment or Service Delivery to enable them to focus
on their particular area of expertise. Following these events three
sub-groups were formed to continue identifying the priorities and
actions we needed to take to improve issues relating to Access,
Service delivery and Employment.
Black and Minority Ethnic Groups
In order to ensure that we have engaged with the whole
community we have contacted both North and East Staffordshire
Racial Equality Councils to establish what links they have with the
BME community.
They have provided us with details of a number of community
groups that exist in the BME community. We are currently in the
process of contacting these groups to arrange some focus groups
within the next couple of months.
Employee Involvement
Employees have been consulted through questionnaires and
surveys within the on-going work on equalities. Following a
Best Value Review of Equality of Opportunity in Service Delivery,
where additional consultations were undertaken, a Valuing Diversity
Group was established. This group has been drawn from a cross
section of staff from services across the Council and is currently
drawing up an action plan and work programme for the period
2006/2010. This plan will identify programmes and priorities
including those covering disabilities.
8. Monitoring,
Evaluation and Review
The Council will assess and monitor its services and policies,
including services and policies it is proposing to introduce, to
make sure that they are not affecting some groups negatively.
In building on the Council’s Best Value principles, and
building on the work already underway on the Council’s Consultation
Strategy, the Disability Equality Scheme requires the Council to
set out arrangements for monitoring the impact of policies.
These mechanisms will include:-
- Establishing appropriate monitoring systems
- Monitoring effect on different groups
- Identifying and highlighting possible inequalities
- Assessing whether differences constitute any adverse impact and
endeavouring to remove any unfairness or disadvantage
- Investigating underlying barriers or causes that result in some
groups not being treated as well as others.
Customer satisfaction surveys, one-off surveys, and best value
consultations with customers will include monitoring where
appropriate.
If any causes constitute unjustifiable discrimination the
policy may need to be considered for revision.
9. Equality Impact
Assessments
We need to understand whether our services are meeting
everyone’s needs and that people who need our services have access
to them. To help us to do this we carry out an Equality
Impact Assessment.
Why do we carry out Equality Impact
Assessments?
Section 49A(1) of The Disability Discrimination (Amendment)
Act 2005 places a duty on Public Authorities to assess the impact
of its policies and practices, or the likely impact of its proposed
policies and practices, on equality for disabled persons; this will
be carried out in this Scheme through Equality Impact Assessments
(EIA).
All Public Authorities are also subject to the Comprehensive
Performance Assessment (CPA) and the equality dimensions of this
assessment are being enhanced to ensure that any lack of progress
in this assessment is addressed.
What are Equality Impact Assessments?
An Equality Impact Assessment is a way of deciding whether an
existing or proposed policy, procedure, practice or service does
(or may) affect people differently, and if so, whether it affects
them in an adverse way.
Assessments will be carried out on new policies and services,
as they are developed and over time on existing policies and
services. Disability issues will be considered alongside the
other five equality strands (race, gender, religion or belief,
sexual orientation and age).
A summary of the results of the Equality Impact Assessments,
Action Plans, and consultation exercises will be reported as part
of the annual review of the Disability Equality Scheme.
Service Delivery
Standards to take into consideration:
- Make clear reference to specific disability access objectives,
priorities and outcomes in service plans
- Ensure equality impact assessments on policies and procedures
are carried out so that disabled people are not adversely
affected
- Consultation with disabled users and potential users about
their requirements and needs
- Content of Website to be accessible for people with
disabilities
- Promote access within services we commission as well as those
we deliver
Employment
We need clear standards around recruitment and retention
policies
Standards to take into consideration:
- Have a continually updated database of employee profiles, to
publish facts and set targets for increased representation of
disabled people within the workforce year by year
- Improve systems to increase equal opportunities for disabled
people within the Council, through implementation of its
Recruitment Standards
- Applying the double tick symbol to appear on all job
adverts
- Application forms being available on request in Braille and
large print, on disc and tape by request
- Disabled people being guaranteed an interview if they meet the
essential minimum requirements for the post
- Monitoring trends in the type/number of applicants and act on
this information
- Make reasonable adjustments to the working environment to allow
disabled applicants to be appointed/retained
- Develop a list of services available to disabled staff
- Investigate the need for a support action group for disabled
employees.
Training and Development
Ensure the Scheme is promoted amongst staff to enable clear
understanding of responsibilities. Provision of regular
information and training on the Scheme and through the existing
Employee Development processes will:-
- Identify knowledge and skills required
- Assess extent to which staff have knowledge and skills
- Identify any gaps
- Design and deliver training
- Monitor and evaluate training including requests and
participation.
Implementation of the Disability Equality
Scheme
This Disability Equality Scheme is based on eight core areas
which form the action planning framework where we can build
standards and focus on the actions that need to be taken and set
priorities. The eight core areas, which are set out in more
detail within Appendix 1, are:-
1. Making sure the Disability Equality
Scheme is put into practice
2. Identifying relevant functions and
policies
3. Assessing and consulting on the likely
impact of proposed policies
4. Monitoring Council policies for adverse
impact
5. Communicating the results of
assessment, consultation and monitoring
6. Making sure the public have access to
Council buildings, information and services
7. Employment duties – supporting staff
and monitoring employment, recruitment and retention, training and
development
8. Complaints procedure.
Mike Owen, Head of Human Resources, has responsibility to
co-ordinate the required tasks to ensure the Council meets its
statutory duties. He will make available, update and promote
the scheme throughout the Council. He can be contacted
at
South Staffordshire Council
Council Offices
Codsall
South Staffordshire
WV8 1PX
Telephone: (01902) 696103
Links
PDF Document: Disability Equality
Scheme Action Plan (62.1 KB)