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About equalities, specific duties and objectives

About equalities

Adur District and Worthing Borough Councils are committed to providing equality of opportunity in all our activities and to ensuring that discrimination does not occur.

We will strive for a workforce that reflects the diversity of the local community in order that our services are provided appropriately and the Council benefits from a wealth of experiences.

The Councils will involve the wider community in our decision-making processes and use our influence to progress equality issues in the Adur District and Worthing Borough.

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Specific duties of the Equalities Act 2010

A public authority is required to publish sufficient information to demonstrate its compliance with the general equality duty across its functions.

This must be done by 31st January 2012 and at least annually after that, from the first date of publication. It is good practice to publish information as soon as it is available in order to keep it up to date.

The Equality and Human Rights Commission (EHRC) recommended that monitoring and demonstration of progress will be easier if information is published at regular intervals and in a format that allows compatibility with previous information.

This information must include:

  • Information on the effect that its policies and practices have had on people who share a relevant protected characteristic, to demonstrate the extent to which it furthered the aims of the general equality duty for its employees and for others with an interest in the way it performs its functions;
  • Evidence of analysis that they have undertaken to establish whether their policies and practices have (or would) further the aims of the general equality duty;
  • Details of the information that they considered in carrying out this analysis;
  • Details of engagement that they undertook with people whom they consider to have an interest in furthering the aims of the general equality duty;

The information must be available in a manner that is reasonably accessible to the public. The information can be published within another document or separately.

The information that would be expected is:

  • The race, disability, gender, age breakdown and distribution of the workforce;
  • Indication of likely representation on sexual orientation and religion or belief, provided that no individuals can be identified as a result;
  • An indication of any issues for transsexual staff, based on your engagement with transsexual staff or voluntary groups;
  • Gender pay gap information.

The EHRC have stated that in cases where limited experience of workforce monitoring, it is important to start by publishing the information that already exists and to be open about what improvements to the information will be made over time.

The EHRC in relation to services has stated that they would normally expect to see the information that you routinely publish broken down by protected group.

See also:

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Equality Objectives

The Councils have a specific duty set out in the Equality Act which is a requirement to prepare and publish one or more equality objectives every four years.

The Councils have adopted an Equalities Policy which is council-wide outlining the equalities commitment to staff and members of the public. It sets out the measures the Councils are taking to meet the requirements of the Equality Act 2010.

The Councils have a corporate action plan which provides an overarching framework for addressing equalities issues. An operational action plan has also been developed to provide more specific actions in certain areas of the Councils.

The Councils have taken the view that the following lead headings from their action plan will form the overarching objectives:

  • Knowing your community and equality mapping
  • Place shaping, leadership, partnership and organisational commitment
  • Community Engagement and Satisfaction / Responsive services and customer care
  • A modern and diverse workforce

See also: 

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