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Equality Framework for Local Government

Since its introduction in 2000 the Equality Standard for Local Government (ESLG) has become one of the most significant drivers for local government in respect of equality and diversity and has helped to mainstream equalities into service delivery. The new Equality Framework for Local Government (EFLG) aims to build on that position but offers a streamlined approach which not only provides a more effective tool for improving performance but reflects the ongoing changes in society and in the role of local government.

The EFLG is part of the current package of reforms to local authority performance assessment, such as the new performance framework and Comprehensive Area Assessment, and changes in the field of equality and diversity, including the proposed Single Equality Bill and new Equality Duty. Like these other measures, the EFLG has been developed in response to changing demographics and attitudes and is clearly focussed on outcomes rather than processes. It is hoped the new framework will also complement the National Improvement and Efficiency Strategy and the work of the Regional Improvement and Efficiency Partnerships (RIEPs) in terms of improving performance on equality and diversity.

Consultation on the EFLG was completed in September 2008 and the IDeA was pleased to note the high level of participation across the sector. The new framework will be operational from April 2009.
 
 
Significant Changes
 
The new framework aims to be simpler and address concerns that the former ESLG was too process orientated and cumbersome. The most obvious of these changes is the move from five levels to three:
1.   Emerging;
2.   Achieving; and
3.   Excellent.
 
The new framework places greater emphasis on critical self assessment and peer challenge as these are less expensive than external auditing and also contribute more to capacity building and development. Authorities that successfully complete the self-assessment and peer challenge process will be awarded a kite mark.
 
Building on the definitions utilised in the ESLG, the new framework will include all six equality strands but also encourage authorities to work with other groups who may face disadvantage or discrimination, such as Gypsies and Travellers or white, working class boys. This approach has been adopted in anticipation of the proposed Equality Duty within the Single Equality Bill.
 
This approach also draws on the inclusive definition of equality adopted in The Equalities Review:
“An equal society protects and promotes equal, real freedom and substantive opportunity to live in the ways people value and would choose, so that everyone can flourish. An equal society recognises people’s different needs, situations and goals, and removes the barriers that limit what people can do and can be.”
(Fairness and Freedom: The Final Report of the Equalities Review, February 2007)
 
The IDeA initially consulted on whether the EFLG should be a combined equality and human rights framework. The conclusion was that it was too early for such a step although the IDeA is currently considering how human rights might be incorporated in the future, particularly in relation to services for vulnerable groups.
 
The framework recognises the new role that local authorities play in place shaping and the importance of partnership working, including LSPs and LAAs. It is hoped that the overlap between the EFLG and the CAA will allow evidence collected on equalities to support both assessment processes.
Structure

The original ESLG was built on four key areas of change management: Corporate Leadership, Stakeholder Consultation, Improved Service Delivery and Diverse Workforces. These have been retained within the new framework and this will enable authorities to migrate their current achievements more easily. A fifth category, Knowing Your Communities – Equality Mapping, has been added in recognition of the place shaping agenda and is more important at the Achieving and Excellent stages. It highlights the key role that equality mapping and understanding community profiles can have within service delivery. It also demonstrates the importance of developing a strong evidential basis for work on equality and clarifies the relevance of equality to an authority’s core business.
1.      Place Shaping, Leadership, Partnership: Understanding the importance of equality in visions of place, political and officer leadership, working with partners to challenge inequality.
2.      Community Engagement and Satisfaction: Involving ‘equality’ groups in decision making and assessing satisfaction.
3.      Responsive Services and Customer Care: Providing personalised services that meet the needs of people from differing backgrounds, reflecting differing needs in commissioning and procurement as well as measuring access.
4.      A Modern, Diverse Workforce: Measuring diversity of the workforce and setting appropriate objectives to improve performance, equal pay and flexible working.
5.      Knowing Your Community – Equality Mapping – The use of local and national data to understand the profile of communities and to measure inequalities.
 
Transition

Authorities currently at Level 1 or Level 2 of the ESLG can automatically transfer to the Emerging level of the new framework and, similarly, those at Level 3 and Level 5 can claim to be at the Achieving and Excellent levels, respectively. A temporary category of ‘Moving towards Excellence’ has been created for those authorities currently assessed at Level 4 of the ESLG. This category is only intended to assist with transition and will not be available to those currently at Level 3.
 
External Assessment and Diversity Peer Challenge

The ESLG currently requires external assessment at Level 3 and Level 5. This includes a two-part diversity peer challenge consisting of:
·       A review of the authority’s self assessment document, including supporting documentary evidence; and
·       A two-day, on-site visit to conduct interviews and focus groups with employees, members and other stakeholders.
 
The peer review is undertaken by officers and members who have undergone specialist training and been accredited by the IDeA’s Peer Clearing House.
 
A similar process of external assessment will be required at the ‘Achieving’ and ‘Excellent’ levels of the new framework. Local authorities wishing to transfer to one of these levels will be able to take part in the external assessment process via Diversity Peer Challenge from May until September.
 
Evidence Collection
 

The IDeA has developed a new evidence collection tool called ef:ect and this available on their website. This replaces the existing es@t tool which was developed for the ESLG.

 
Consistency across the Public Sector

Both the original standard and the new framework are examples of a sector reclaiming the equality agenda, previously an area dominated by discussion of law or national policy. A tailored version of the EFLG is being developed for the Fire and Rescue Service and the framework is also providing a basis for the standard setting work of the National Policing Improvement Agency.