Equalities and Diversity Clause Samples
The Equalities and Diversity clause establishes a commitment by the parties to promote and uphold principles of equality and non-discrimination throughout their relationship. It typically requires compliance with relevant anti-discrimination laws and may obligate parties to implement policies or practices that foster an inclusive environment, such as providing equal opportunities regardless of race, gender, disability, or other protected characteristics. The core function of this clause is to ensure fair treatment, prevent discriminatory practices, and create a respectful and diverse working or contractual environment.
Equalities and Diversity. Equality and Diversity is seen as an integral component within our new community planning structure. Our Community Planning Partners include NHS Borders, Police Scotland, Borders College, Scottish Fire and Rescue Service and the Third Sector. Equality Leads from across the partners have come together to form a Community Planning Partnership Equality Group. Under the new structure the Equality Group support and scrutinise the programmes of work within the Community Planning themes. This will ensure that equalities work is being mainstreamed, progress towards equality outcomes is being made and equalities best practice is being shared across the programme boards. The Group will also raise equality and diversity issues to the programme boards as appropriate. The Community Planning partners have agreed to share a mutual set of Equality Outcomes- see table below. This is in recognition that we share common, issues and aims and that through working together to achieve our outcomes we are more likely to make a greater difference for the communities we serve. SBC has developed a set of Performance indicators for these outcomes and can be viewed at ▇▇▇▇://▇▇▇.▇▇▇▇▇▇▇▇▇▇▇.▇▇▇.▇▇/downloads/download/1712/equality_report_and_outcomes_2013_
1. We are seen as an inclusive and equal opportunities employer where all members of staff feel valued and respected and our workforce reflects our community. 5. Our citizens have the freedom to make their own choices and are able to lead independent, healthy lives as responsible citizens.
2. Our services meet the needs of and are accessible to all members of our community and our staff treat all service users, clients and colleagues with dignity and respect.
Equalities and Diversity. 5.6.1. This is set out in more detail within the relevant section of the Committee reports included within the background section of this DPR.
Equalities and Diversity. 1.1. Employees will be afforded equal opportunities in employment irrespective of disability, gender, transgender, race, religion or belief, pregnancy or maternity, age, sexual orientation and marital or civil partnership status.
1.2. Councils will ensure that unlawful discrimination and harassment is eliminated, and equality of opportunity promoted in all areas of employment including recruitment, training, and development, pay, promotion and exit arrangements.
1.3. Councils will develop, publish, and regularly review an equal pay policy, including measures to ensure equality of promotion and development and to address occupational segregation.
1.4. Conditions are equally applicable to all employees irrespective of hours worked and employment status (in line with legislation).
1.5. Councils are required to produce and publish an equalities scheme, compliant with their duties under the relevant legislation and to undertake and produce equal pay audits along with an equal pay statement.
Equalities and Diversity. 8.1 The Equality Act 2010 requires organisations exercising public functions to demonstrate that due regard has been paid to equalities in: • Elimination of unlawful discrimination, harassment and victimisation and other conduct prohibited by the Equality Act 2010. • Advancement of equality of opportunity between people from different groups. • Fostering of good relations between people from different groups. 8.2 The Equality Act 2010 identifies the following protected characteristics: age; disability; gender reassignment; marriage and civil partnership, pregnancy, and maternity; race; religion or belief; sex and sexual orientation. To assist in meeting the duty, the Council will: • Try to understand the diversity of our customers to improve our services. • Consider the impact of our decisions on different groups to ensure they are fair. • Mainstream equalities into business and financial planning and integrating equalities into everything we do. • Learn more about Barnet’s diverse communities by engaging with them. 8.3 The broad purpose of this duty is to integrate considerations of equality into day-to-day business and keep them under review in decision making, the design of policies and delivery of services.
Equalities and Diversity. The Recipient shall: perform its obligations under this agreement (including those in relation to the Service) in accordance with: all applicable equality Law (whether in relation to race, sex, gender reassignment, age, disability, sexual orientation, religion or belief, pregnancy, maternity or otherwise);Derbyshire county the Council’s equality and diversity policy as provided to the Recipient from time to time; and any other requirements and instructions which the Council reasonably imposes in connection with any equality obligations imposed on the Council at any time under applicable equality Law; and take all necessary steps, and inform the Council of the steps taken, to prevent unlawful discrimination designated as such by any court or tribunal, or the Equality and Human Rights Commission or (any successor organisation). take all reasonable steps to secure the observance of clause 13.1 by all servants, employees or agents of the Recipient and all suppliers and sub- contractors engaged on the Purpose.
Equalities and Diversity. 5.6.1 The core provisions of the Equality Act 2010 came into force on 1st October 2010 and the public sector equality duty (section 149 of the Act) came into force on 5th April 2011. Under section 149, the Council must have due regard to the need to eliminate discrimination, harassment and victimisation prohibited under the Act and to advance equality for opportunity and ▇▇▇▇▇▇ good relations between those with protected characteristics and those without.
5.6.2 The protected characteristics are age; disability; race; gender reassignment; pregnancy and maternity; religion or belief; sex; and sexual orientation. They also cover marriage and civil partnership with regard to eliminating discrimination.
5.6.3 Any organisation providing public sector services is subject to scrutiny by the Council to ensure that delivery complies with the public sector equality duty.
5.6.4 The contract for the recommissioned services includes explicit requirements fully covering the Council’s duties under equality legislation and the specification requires that hard to reach groups are to be identified and have the opportunity to receive the services.
5.6.5 The Equality Impact Assessment undertaken for this Tender found that there will be no negative impact because the services will continue to be delivered within the budget envelope specified and the there is no reduction in service anticipated. This will still apply albeit that the Council will now be entering into a Contract with Barnet Homes for the provision of this service.
5.6.6 Further equality-specific measures may be developed as the contract progresses to ensure that the organisation acts in keeping with the Council’s public sector equality duty.
Equalities and Diversity. 5.5.1 It is mandatory to consider Equality and Diversity issues in decision-making in the Council, pursuant to the Equality Act 2010. This means the Council and all other organisations acting on its behalf must have due regard to the equality duties when exercising a public function.
5.5.2 The broad purpose of this duty is to integrate considerations regarding equality and good relations into day to day business, requiring equality considerations to be reflected into the design of policies and the delivery of services and for these to be kept under review.
5.5.3 The specific duty set out in S149 of the Equality Act is to have due regard to need to: • Eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under this Act; • Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it; • ▇▇▇▇▇▇ good relations between persons who share a relevant protected characteristic and persons who do not share it.
5.5.4 Relevant protected characteristics are – age; disability; gender reassignment; pregnancy and maternity; race; religion or belief; sex; sexual orientation.
5.5.5 Health partners as relevant public bodies must similarly discharge their duties under the Equality Act 2010 and consideration of equalities issues should therefore form part of their reports. Proposals are therefore assessed for their impact on equality and diversity in line with the Barnet CCG Equality Delivery System. A requirement of the BCF is to guarantee that no community is left behind or disadvantaged – the commissioning system therefore needs to be focused on reducing health inequalities and advancing equality in its drive to improve outcomes for patients and service users.
Equalities and Diversity. 5.4.1 Section 149 of the Equality Act 2010 (“the Act”) imposes important duties on the Council in the exercise of its functions including a duty to have regard to the need to eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under the Act; advancing equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it; ▇▇▇▇▇▇ good relations between persons who share a relevant protected characteristic and persons who do not share it.
5.4.2 The draft SPD will be subject to an Equalities Impact Assessment. The proposed terms of the planning performance agreement do not conflict with the Council’s Equalities Policy or the commitments set out in the Council’s Equality Scheme and support the Council in meeting its statutory equality responsibilities.
Equalities and Diversity. The Orbis Leadership Team (OLT) is accountable for ensuring that full Equality Impacts Assessments (EIAs) are completed during the appropriate stages of integration (i.e. as part of a consultation process when restructuring)
Equalities and Diversity. [Guidance note: In this section, please set out the equalities and diversity targets that have been agreed and any specific equalities and diversity requirements that may be specific to this Project. Also consider relevant background data and source information which could be gathered to give context to the equality and diversity targets and the Project.]