Our Equality and Diversity Policy statement
Managing population growth and change in an increasingly diverse and ageing community, and providing excellent services particularly to vulnerable people are key priorities for the Council as is the creation of a fair and equal society. In Waltham Forest this is not only of concern to those who face discrimination or victimisation. It is a matter of concern for everyone and needs the contributions of all to make it a reality.
Waltham Forest is already a place with a strong tradition of tolerance and understanding between different communities and people from all walks of life. We are proud of this and are determined to continue to build and support cohesive and resilient communities where strong and positive relationships are being developed between people from different backgrounds in the workplace, schools and our neighbourhoods.
To help the Council deliver its policy and meet the legal equality duties the Council has committed itself to:
- Promoting equality of opportunity for all
- Opposing all forms of discrimination, intolerance and disadvantage by reducing inequalities that limit people’s life chances
- Ensuring our workforce reflects the diverse communities of Waltham Forest at all levels
- Providing inclusive, accessible and excellent services to all
Public Sector Equality Duty
This section is intended to show how Waltham Forest Council is complying with its Public Sector Equality Duty (PSED) under section 149 of the Equality Act 2010. The PSED consists of a general equality duty and specific duties which are imposed by secondary legislation.
General Equality Duty
In summary, those subject to the equality duty must, in the exercise of their functions, 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 those who do not
- Foster good relations between people who share a protected characteristic and those who do not
Specific duty
A public authority is required to:
- Publish sufficient information by 31st January 2012 to demonstrate its compliance with the general equality duty across its functions.
- By 6 April 2012, prepare and publish objectives that it reasonably thinks it should achieve to meet one or more aims of the general equality duty.
Publishing information
The purpose of publishing equality information is for the Council to demonstrate its compliance with the general equality duty across all its functions. Publishing equality information should enable service users, staff, the Commission, regulators and other interested parties to assess the equality performance of the Council. It explains how and why we have reached certain conclusions and made certain decisions. It provides a clear picture of how the Council has complied with the general equality duty and it will make the Council's decision-making more transparent. The Council has attempted to provide a comprehensive picture as possible, at the same time recognising that there may be areas for development which the Council will seek to address. The information will be reviewed regularly.
Our Equality information
Information to identify equality issues
This section includes a range of information which the Council has used to help understand and identify key equaliy issues as they relate to our services and functions. It includes information about Council employees, residents and service users. The information also helps demonstrate the effect of Council activities on people with different protected characteristics as well as details and results of various engagement activity the Council has carried out. In addition, there is information on how the Council complied with its previous statutory equality duties (including outcomes).
» See our information on Equalities issues
Information about steps taken to have due regard to the aims of the general equality duty
This section shows how the Council has had due regard in making certain decisions, information that was considered in that decision-making (including engagement), consideration of steps to mitigate adverse impacts, and details of policies to address equality concerns
» See our information on meeting the General Equality Duty aims
Employment information
This section contains equalities information on our staff profile and equality issues.
» See our Employment information
Information on services and other functions
This section contains information on equalities and service performance.
» More on Services
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