Equalities and Diversity Sample Clauses

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 xxxx://xxx.xxxxxxxxxxx.xxx.xx/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. In Thurrock, the importance of working with all those who live in the borough is recognised. It is expected that voluntary, community and faith groups will work in partnership with public agencies in promoting race equality, tackling social exclusion, and creating a society in which everyone can participate. Social exclusion happens when people or places suffer from a series of problems such as unemployment, discrimination, poor skills, low incomes, poor housing, high crime, ill health and family breakdown. Consideration of equalities and diversity is intended to ensure that everyone in the community has an entitlement to equality of opportunity and access to all services. This is so that they can achieve their full potential, irrespective of their gender, age, ethnicity, faith, tenure, impairment (physical, mental or sensory), sexuality or circumstance. The need to ensure equality in the delivery of public services has long been recognised, as there are many people affected by social and economic exclusion for a wide range of reasons. By way of example, current challenges which are causing inequality are: • In 2001, over 7,500 people in Thurrock were economically inactive because they were looking after a home or family: of these, 94% were women. • Women in Thurrock earn 78% of the average male wage. • Almost 8% of Thurrock’s population reported that their health was ‘not good’. • Early deaths from cancer, heart disease and smoking are above the national average for people in Thurrock. • Over 13,000 Thurrock residents (9.3%) reported that they were providing unpaid care for another person; of these 2% were providing 50 or more hours of unpaid care each week. • Only 47% of disabled women are in employment, compared with 53% of disabled men. • Men’s take-up of primary health care services is generally lower than that of women, resulting in later diagnosis of problems, greater risks for their health and greater cost to the health service. • Ethnic minority children are less likely to attend pre-school education. There are still shortcomings across and within all the sectors, and the introduction of Equalities Impact Assessment as a tool will help to ensure full participation and identify and address any potential for discrimination before new policies and services are introduced. Partners often commission many and varied services through external contracts with private companies or voluntary organisations. All partners have a responsibility to ensure that al...

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 xxxxxx 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. 5.4.1 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; xxxxxx 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. [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.]

Equalities and Diversity. E2.1 In the performance of the Services, the Provider and any sub-contractor shall not unlawfully discriminate within the meaning and scope of any law, enactment, order, or regulation relating to discrimination (whether in race, gender, religion, belief, disability, sexual orientation, age, human rights or otherwise) in employment.

Equalities and Diversity. 13.1 The Recipient shall: (a) perform its obligations under this agreement (including those in relation to the Service) in accordance with: (i) 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 (ii) the Council’s equality and diversity policy as provided to the Recipient from time to time; and (iii) 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 (b) 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). (c) 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. 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. 5.1 The Company must make sure that good equalities and diversity practice is followed towards all sections of the community in relation to: • service delivery • recruitment and selection of staff • Board recruitment • volunteers • diversity among employees • diversity among cast/creative members • diversity among trustees • diversity within programming • diversity within its youth, community and participatory provision. 5.2 A copy of the Company's equal opportunities policy must be supplied to DCC. 5.3 The Council may suspend payment of grant if there is a formal complaint to the Charities Commission or any other regulatory body of unlawful or discriminatory practices by the Company 6 GREEN CHARTER 6.1 The Company is expected to develop the business having due regard to the principles of DCC's strategy for sustainable development.