Tough times…but we are Stronger Together

Inequality in the South West and the need for a strong civil society

Colette BennettSenior Equality Development Officer

Equality South West

Equality South West

Dedicated to promoting equality, diversity and human rights throughout the South West.

We work with partners to tackle discrimination on the grounds of age, disability, gender, race, religion or belief, sexual orientation and transgender status.

• Build the equality capacity of organisations:

host local & regional events e:bulletin, newsletter & website support & facilitate pan equality networks provide training share good practice & signposting.

• develop information, data and evidence

• support, campaign for & influence policy

Our main work

Age Equality

Working age population:

• 51% is aged 40+• 27% is aged 50+

Inequality in the SW

Disability Equality

• 20% of the adult population are disabled

• 6% of children/young people are disabled compared with 5% of the population of Great Britain

• 58.3% of disabled people are in employment compared with 83.7% of non-disabled people

Inequality in the SW

Gender Equality Employment rate

Inequality in the SW

Gender Equality Median full time wage rates (2008)

Inequality in the SW

South West United Kingdom

Men £11.97 £12.50

Women £9.93 £10.91

Sexual Orientation and Transgender Equality

Pride, Progress and Transformation research 2010

Inequality in the SW

In the workplacea mixed picture

82% treated with respect always or most of the time23% not ‘out’ at work

•“I would not feel comfortable disclosing my gender identity (history) openly in my work place. T

•“I was continually called names at work, and physically assaulted but was not backed up by the management, leading to a mental breakdown and ill-health retirement. G

•“...physical and homophobic verbal threats (were) made to me as an employee by another employee, my manager refused to take any action, I was advised to take a grievance out on my manager by HR which I did not have the emotional strength to do. L

In the workplace selective disclosure• “Like many people, I am selectively open about my sexuality at

work. As a head teacher I feel that to be completely out leaves me open to the potential for homophobia beyond the workplace. G

• “In the SW and everywhere my gender ID has not been any cause of negative responses. I do not cross dress at work. I believe when the issue has come up (very rarely) the attitudes appeared positive. T

• “I have become quite adept at picking up clues/cues as to who I can tell. e.g. I work for an equality charity and so predictably my colleagues are fine (my relationship is treated the same as anyone else's, with occasional envy from female colleagues!) L

• “... so far as I'm aware, nobody at work knows that I'm gay. In most of my previous workplaces it's become known and accepted sooner or later and I'm sure the same will happen here. G

In the workplace changing the culture...• “I just feel that being openly gay means that I'm

contributing my own element to the mix in my workplace and that this is positively perceived. 241 G

• “Workplaces, schools/colleges/universities etc. need to have training on equality and diversity. Not just for LGBT's but for everyone, it needs to be addressed and these are the best and most viable places to do it. 300

• “I don't feel comfortable being out to everyone. Perhaps zero tolerance posters would make me more comfortable if I had to out myself to someone but it can be more trouble than it's worth.” (26)

• “In a work setting, an LGBT staff network can help provide confidence is disclosing one's sexual identity to an employer or colleagues. 9

New Public Sector Equality Duty In the exercise of their functions public

authorities must: Eliminate discrimination – 9 protected

characteristics Advance equality of opportunity between

people who share a protected characteristic and those who do not

Foster good relations…

Specific duties and guidance to published by Government Equalities Office (Feb 11)

The three ‘E’s of the public duty

Evidence – links with the Big Society agenda, needs to be appropriate.

Engagement – directly with equality groups & communities

Enforcement – EHRC to tackle strategic cases. The rest is up to us!

Key issues for civil society now...

Sustainability without public sector grants? A new way of working...delivery of public and

other services? Developing capacity within our communities Providing a voice Monitoring, challenging and supporting public

bodies financial decisions. Monitoring ,challenging and supporting public

bodies implementation of the Equality Act.

How ESW is helping

South West wide responses to Government consultation on the specific duties.

Targeted empowerment support in local areas (Plymouth, North Somerset, Torbay).

Supporting local organisations to challenge financial decisions.

Undertaking qualitative research with local equality groups.

Facilitating Regional and Local Pan Equality Networks.

The Equality Standard

What is it?An independent, 3rd party assessment of how an organisation approaches and commits to equality and diversity.

A public demonstration of your commitment to equality for your staff, customers & funders to see.

The Equality Standard

Why?Budget cuts = bigger role for civil society & private sector in delivery of public services.

Equality Act = increased emphasis on equality in the procurement process.

The benefits?Civil Society – Quality mark Public sector – reassurance

The Equality StandardCore Elements of Assessment:

1. Leadership

2. Policies and Procedures

3. Harassment and Bullying

4. Pay and Remuneration

5. Customers and Community

6. Your People:

The Equality Standard

How does it work?

1. Self-assessment on 6 areas2. ESW support to complete ‘gap’ analysis and action plan3. ESW provide relevant tools and resources based on your

need4. You monitor and manage your own achievement of your

action plan5. Present your portfolio of evidence for assessment6. Achieve the Equality Standard7. Free entrance to the South West Equality Awards8. Use of the Equality Standard logo across your

organisation.

Wiltshire

Equal Chances Better Lives – multi-agency funded approach to supporting under represented groups in the community

Public Sector Support for Civil Society

South West Forum http://www.southwestforum.org.uk/

Development and SupportResearch and IntelligencePolicy SupportTraining and eventsCollaboration and networking

Other support and work around the region

South West Forum http://www.southwestforum.org.uk/

Development and SupportResearch and IntelligencePolicy SupportTraining and eventsCollaboration and networking

Other support and work around the region

• Local equality groups• Other charities• Your community• Remember public sector staff

are part of your community too!Free stuff, e.g.

http://www.goodwillgallery.com/http://www.uk.freecycle.org/

Other support

Make A difference – save a starfish!

www.equalitysouthwest.org.uk

Tel: 01823 250 813E: info@equalitysouthwest.org.uk

Thank you for listening