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PAPER NO. 02-407WANDSWORTH BOROUGH COUNCIL

EXECUTIVE – 20TH MAY 2002

GENERAL PURPOSES COMMITTEE – 21ST MAY 2002

Report by the Chief Executive and Director of Administration on the proposed initial RaceEquality Scheme 2002-05 as required under the Race Relations (Amendment) Act 2000

SUMMARY

The Race Relations (Amendment) Act 2000 places on publicauthorities a general duty to promote race equality boththrough the provision of services and as an employer. TheGovernment’s stated aim is to make race equality a centralpart of the way public authorities work by putting it at thecentre of policy making, service delivery and employmentpractice. Under the Act, the Home Secretary has issued anOrder which sets out specific duties for public authorities.The Order empowers the Commission for Racial Equality(CRE) to publish a statutory Code of Practice on thepromotion of race equality. The draft Code of Practicerequires public authorities to publish a Race Equality Schemeby 31st May 2002. This report sets out the Council’sproposed initial Scheme for public consultation. The finalCode of Practice is expected from the CRE before 31st May2002.

Recommendations

1. The Executive are asked to recommend the Council:-

(a) to approve the initial Race Equality Scheme 2002-05 embodied in this report andthe associated documents, as required under the Race Relations (Amendment) Act2000;

(b) to publish the Scheme for consultation with the aim of a report back in the latterpart of this year; and

Race Equality Scheme

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(c) to agree that the Scheme be included in the group of plans, strategies, etc., thattogether form the Council’s budget and policy framework, for whichresponsibility is shared between the Council and the Executive.

2. The General Purposes Committee are asked to recommend the Council to endorse therecommendations to the Executive insofar as the Scheme relates to the Council as anemployer, as addressed more specifically in paragraphs 6 to 9 and 30 to 39.

Introduction

3. The Commission for Racial Equality’s draft statutory Code of Practice requires localauthorities to publish a Race Equality Scheme (RES) by 31st May 2002. A RaceEquality Scheme must be for a 3-year period. Local authorities are required to assessall of their functions for relevance to the new general duty to promote race equalityand to describe their procedures for assessing the adverse impact of a proposed policyon racial minority groups. In addition, the arrangements for service monitoring,consultation, access to services, the publishing of information and staff training mustbe shown. Schools and other educational institutions also have specific duties. Localauthorities with at least 150 full-time staff are required to monitor and analyse byracial group: grievances, disciplinary action, performance appraisals (when they leadto benefits or penalties), training and staff leaving the authority. The employmentanalysis must be published every year. The purpose of this report is to seek approvalto an initial RES to be used both as an action plan and for consultation.

Background

The Race Relations (Amendment) Act 2000 (RR(A)A 2000) – The compilationand publication of a Race Equality Scheme

4. The Council is obliged to compile, publish and consult on a RES. The Scheme mustshow how the Council plans to meet its statutory duties under Section 71(1) ofthe Act and, in particular, Sections 2(2) and (3) of the Race Relations Act (StatutoryDuties) Order 2001, as follows:-

Section (2) – A Race Equality Scheme shall state, in particular –

(a) those of its functions and policies, or proposed policies, which that person hasassessed as relevant to its performance of the duty imposed by Section 71(1) ofthe Race Relations Act; and

(b) that person’s arrangements for –

(i) assessing and consulting on the likely impact of its proposed policies on thepromotion of race equality;

(ii) monitoring its policies for any adverse impact on the promotion of raceequality;


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(iii) publishing the results of such assessments and consultation as are mentionedin sub-paragraph (i) and of such monitoring as in mentioned in sub-paragraph (ii);

(iv) ensuring public access to information services which it provides; and

(v) training staff in connection with the duties imposed by Section 71(1) of theRace Relations Act and this Order.

Section (3) – Such a person shall, within a period of three years from 31st May2002, and within each further period of three years, review the assessment referred to inparagraph (2)(a).

The CRE’s draft statutory Code of Practice on the duty to promote race equality

5. The draft Code of Practice reflects the general duty above, requiring the RES to includethe following (the final Code of Practice, together with other expected guidelines wasawaited at mid-May 2002):-

(a) The functions and policies (including proposed policies) that are relevant to theirperformance of the general duty. This list must be reviewed every three years.The CRE recommend that each function is examined separately in respect of thethree parts of the general duty, i.e. eliminating discrimination, promoting equalityof opportunity and promoting good race relations. They also recommend thateach function is given a priority in terms of its relevance to race equality. It isaccepted that many technical functions will have little or no race equalityimplications.

The Council’s response is set out in paragraph 14 below.

(b) The arrangements for assessing and consulting on the likely impact of proposedpolicies.

The Council’s response is set out in paragraphs 17 to 21 below.

(c) The arrangements for monitoring functions and policies for any adverse impacton the promotion of race equality.

The Council’s response is set out in paragraph 15 below.

(d) The arrangements for publishing the results of any assessments, consultation andmonitoring undertaken to identify any adverse impact on race equality.

The Council’s response is set out in paragraphs 18 to 22 below.

(e) The arrangements for ensuring that the public have access to information and theservices provided.


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The Council’s response is set out in paragraphs 22 below.

(f) The arrangements for training key staff in connection with the general duty topromote race equality and any specific duties.

The Council’s response is set out in paragraphs 23 below.

Council employment

6. In addition to the above, the Act places a specific duty on local authorities regardingemployment. This duty does not apply directly to schools and further education highereducation institutions. The main duty rests with local education authorities (LEAs),with schools providing their own staffing data (to the LEA).

Employee monitoring

7. Sections 5(1), (2) and (3) of the Race Relations Act (Statutory Duties) Order 2001, statethe following:-

Section 5 (1) – A person to which this article applies shall:-

(a) before 31st May 2002, have in place arrangements for fulfilling, as soon as isreasonably practicable, its duties under paragraph (2) (see sub-paragraphs (a) and(b) below); and

(b) fulfil those duties in accordance with such arrangements.

Section 5 (2) – It shall be the duty of such person to monitor, by reference to the racialgroups to which they belong:-

(a) the number of:-

(i) staff in post; and

(ii) applicants for employment, training and promotion, from each such group;and

(b) where that person has 150 or more full-time staff, the numbers of staff from eachsuch group who:-

(i) receive training;

(ii) benefit or suffer detriment as a result of its performance assessmentprocedures;

(iii) are involved in grievance procedures;

(iv) are the subject of disciplinary procedures; or


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(v) cease employment with that person.

The Council’s response to the employment statutory duty is set out in paragraphs 30 to39 below.

Schools

8. Sections 3(1), (2) and (3) of the Race Relations Act (Statutory Duties) Orders2001 place specific duties on governing bodies of schools to:-

Section 3 (1) – Before 31 May 2002,

(a) prepare a written statement of its policy for promoting race equality; and

(b) have in place arrangements for fulfilling, as soon as is reasonablypracticable, its duties under paragraph (3) (see Section 3 (3) below).

Section 3 (2) – Such a body shall,

(a) maintain a copy of the statement; and

(b) fulfil those duties in accordance with such arrangements.

Section 3 (3) – It shall be the duty of such a body to,

(a) assess the impact of its policies, including its race equality policy, onpupils, staff and parents of different racial groups, including, in particular,the impact on attainment levels of such pupils; and

(b) monitor, by reference to their impact on such pupils, staff and parents, theoperation of such policies, including, in particular, their impact on theattainment levels of such pupils.

Action taken by the Director of Education on this aspect is detailed in paragraph 13below.

The Council’s long established approach to race equality in service delivery and asan employer

9. The Council has a long established and successful race policy and associatedprogrammes. The detailed monitoring based on the racial background of staffcommenced in 1978. Equality in the Council’s employment has been the subject of anannual report to committee since 1978. In 1985, the first corporate annual report on raceequality in service delivery was submitted to committee by the Chief Executive andDirector of Administration. Annual reports have continued up until the present time.The most recent annual report (combining both equality in Council employment and inservice delivery) Paper No. 01-1044, forms part of this Race Equality Scheme. A copyof Paper No. 01-1044 is available in the Members’ Room.


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10. The Council has carefully implemented its responsibilities in race equality matters. In1991 it was only one of two United Kingdom public authorities invited to present apaper to the Council of Europe’s standing conference of local and regional authorities inEurope, on urban multi-culturalism. In February 1995, at the request of the CRE, theCouncil was the launch authority for the South West London and Home Counties area,for the Commission’s then new Code of Practice – ‘A Standard for Race Equality meansquality’. At the same time, the Council adopted the Commission’s Standard forEquality in Contracting.

11. Race equality has, since 1985, been seen by the Council as the responsibility ofmainstream management. Service delivery to minorities has, wherever possible, beenintegrated into mainstream services. Every effort has been made to build socialcohesion through integrated service delivery rather than by marginalising services. TheCouncil has never adopted the approach of establishing race units and relatively highnumbers of race adviser type posts. One of the challenges for the Council presented bythe Race Relations (Amendment) Act 2000 is to ensure that the successful managementdriven approach to race equality is maintained under the new statutory requirements.

12. In order to meet the requirements of the Race Relations (Amendment) Act 2000 and theassociated Order, the Council can draw upon this extensive experience. For example,the Council in 1988, following feedback from that year’s annual race consultationconference, instigated a 4-year programme of in-depth reviews covering virtually thewhole of the Council’s service delivery. The objective of the programme was to ensurethat the basic content of services properly addressed the needs of racial minorityresidents and businesses. The review reports for the major services were submitted tothe service committees. The programme was extended until its completion during1994/95. The review programme, although undertaken some years ago, will serve as agood basis for the undertaking of the Adverse Impact Assessments, and other reviewsnow required as part of the Race Equality Scheme.

13. In response to the CRE’s publication of the Order and draft Code of Practice inDecember 2001, the Director of Education wrote to all of the Council’s schools in orderto provide guidance on meeting the specific duties placed on governing bodies.

The Council’s position as at May 2002 in respect of the requirements of the RaceRelations (Amendment) Act 2000

Council functions relevant to the Act

14. During April 2002, the Council assessed all its functions as required by the statutoryduties. The results of the assessment are set out in Table 1 contained in Appendix 1attached.

Established service monitoring information by ethnicity

15. The Council has in place extensive service monitoring in respect of its key services.Listed below are the functions where the ethnicity of the users is recorded and analysedor the name of the system where it provides departmental wide administration.


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Administration Department

(a) House Sales – ‘Right to Buy’

(b) Priority Group Sales Scheme

Education Department

(a) The Central Pupil Database

(b) Racial Incidents in Schools

(c) Junior Centre for Young Musicians places taken up (periodic surveys)

(d) Services provided by the Ethnic Minority Achievement Service

(e) Support Services provided by the Literacy Support Service

(f) Services provided by the Special Needs Assessment Section

(g) Services provided by the Education Psychology Service

(h) Services provided by the Education Welfare Service

(i) School Exclusions

(j) Services provided by the Early Years Development and ChildcarePartnership

(k) Services provided by the Research and Evaluation Unit

Finance Department

(a) Business Advice Service

(b) Employment Support Services

(c) Community Services (Regeneration programmes)

(d) Benefit Fraud Investigations

Housing Department

(a) Housing Register

(b) Homeless Register

(c) Housing Transfer Register


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(d) Sheltered Housing Register

(e) Disabled Housing Register

(f) Special Housing Register (comprising hostel resettlement, mental health and‘Children and Families’ cases)

(g) Mobility Scheme Nominations

(h) Allocations by Access Register

(i) Allocations by Property characteristics

(j) Allocations by number of bedrooms

(k) Allocations by non-estate/estate

(l) Housing Register reviews requested

(m)Homeless households presenting as homeless, accepted and admitted as homeless

(n) Average time taken to serve a Section 184 Notice

(o) Nominations to Mobility Schemes and Housing Associations

(p) Portable Discount activity

(q) Homebuy Activity

(r) Responsibility for the corporate collation of racial incidents activity for submissionto the Racial Incidents Panel

Leisure and Amenity Services Department

(a) Periodic Library user surveys

(b) Applications for funding under the ‘Arts about Wandsworth’ scheme

(c) Minority attendances at Battersea Arts Centre

(d) Entries to the London Writers’ competitions

(e) Youth Service programmes

(f) Pump House Gallery visitors


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Social Services Department

(a) Caseload allocation and staffing distribution

(b) Languages spoken in the home of clients on the caseload

(c) Breakdown of caseload by team

(d) Number of case referrals by age

(e) Children in children’s centres by age

(f) Children on the Child Protection Register by age

(g) Children on the Child Protection Register by district

(h) Children on the Child Protection Register by category of abuse

(i) Children being looked after by age and gender

(j) Children being looked after by legal status

(k) Children being looked after by district

(l) People with learning difficulties

(m) clients on the register of disabled people

(n) Clients registered disabled with sensory needs

(o) Race record keeping completion rates

Technical Services

Environmental Services

(a) Home Improvement Agency Service

(b) Renovation Grant take-up

(c) Residential Premises Service

Community Safety

(d) Racial background of Neighbourhood Watch co-ordinators


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The Council’s service provision to racial minorities

16. As mentioned in paragraph 9 above, the service provision to racial minorities is thesubject of an annual report to the Corporate Resources and Overview ScrutinyCommittee. The most recent report was Paper No. 01-1044 submitted to the Committeeon 21st November 2001. Paper No. 01-1044 is incorporated into this version of the RESin order to provide a comprehensive description of current service provision to racialminorities within the Borough.

Adverse Impact Assessments (AIAs)

17. An AIA will be an exercise for the department concerned. An AIA is expected to bedefined in the final guidance as a significant exercise undertaken over and above the‘mainstreamed’ management processes for bringing forward race equality issues. Inaccordance with the Order, an AIA will be undertaken in respect of the introduction ofnew policies.

The fact that a review is being undertaken as a formal AIA will not preclude thereporting of any positive (as well as any adverse) impact on racial minorities serviceusers that the new policy might be expected to deliver.

It is anticipated that an AIA will be focussed generally on areas where one or more ofthe following conditions are met in respect of a proposed new policy:-

(a) The subject service is delivered under a statutory requirement and directly affectsa significant proportion of the Borough’s residents.

(b) The subject service is delivered under a statutory requirement and racialminorities form a significant proportion of the service users; and/or

(c) The service is a high relevance function.

The results of each AIA will be the subject of specific consultation appropriate to theservice delivery area in question.

The Council’s approach to consulting with minority service users

18. The Council’s approach to consultation with minority service users has been‘mainstreamed’ into the Council’s consultation strategy with additional consultationundertaken by standing consultative groups.

The consultation strategy

19. The consultation strategy includes consultation exercises undertaken arising from BestValue programmes, Best Value Performance Indicators, Government initiatives and theproduction of statutory plans, as well as the continuing programme of service linkedissues. Consultation within the strategy is either aimed at residents generally or specificgroups of service users. A range of techniques is employed, including telephone


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interviews with the Residents’ Panel, postal self-completion questionnaires, face to faceinterviews using ‘Hall Tests’, focus groups of 8-10 people, user groups of various typesand surveys. The strategy is structured to ensure the full inclusion of minorities.

Standing consultative groups

20. Currently, the Technical Services Department facilitates the Wandsworth EthnicMinorities Consultative Forum (WEMCF). The WEMCF supports the implementationof the Crime and Disorder Reduction Strategy Action Plan. In the case of the SocialServices Department, a continuing dialogue is maintained with representatives of racialminority groups to ensure that their perspective is taken into account effectively. Thedraft Community Care Plan is the subject of a special consultation meeting. From timeto time other special consultation exercises for minority groups have been set up inaddition to these standing arrangements.

Consulting on the Race Equality Scheme

21. This document will be the subject of a dedicated consultation exercise from June 2002until September 2002. The results of the exercise will be used to modify the Scheme, asnecessary. The consultation results will be reported to the meeting of the CorporateResources and Overview Scrutiny Committee in the latter part of the year.

For the purpose of public consultation, this document will be the subject of suitable publicity, including:

(a) A ‘Brightside’ feature;

(b) availability via the Council’s web site; and

(d) circulation to some 100 key stakeholders, plus all voluntary sector projects whichreceive Council support and/or predominantly serve minorities.

Ensuring the public have access to Council information and the services providedby the Council

22. Minority residents and businesses are provided with access to Council information andthe services provided through the following ways:-

(a) The ‘mainstream’ information programmes, which include:

- Specialist service specific booklets that include contact details for obtainingadvice and further information;

- posters (displayed in public areas at service points, libraries, communitycentres and voluntary organisations); and

- the Council’s web site.(b) The Interpreting Service


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The Wandsworth Interpreting Service plays a key role in acting as the initialinformation provider to those with language needs who may also have little or noknowledge of the Council’s services.

(c) The Wandsworth Voluntary Sector

Voluntary sector projects (both Council supported and non-Council supported areimportant centres for informing minorities of services available to them).

(d) Specific information dissemination initiatives aimed at minorities

The Technical Services Department hold ‘hate crime’ awareness campaigns,involving extensive use of posters and leaflets. The 2001 campaign wasundertaken in partnership with Chelsea Football Club. The Club assisted in thepromotion of the campaign.

All of the above approaches will be used, as appropriate, to publish material produced aspart of the implementation of the RES.

Training staff in connection with the duties imposed by the 2000 Act and theassociated Order

23. A review of the training needs of those officers who have lead responsibilities forimplementing the Race Equality Scheme is a key item in the first stage work plan forRace Working Groups/PROGRESS Groups, together with review of corporate trainingneeds on race.

The Council’s response to racial harassment

24. The Council’s multi-agency approach to the reporting and examination of raciallymotivated incidents was established in 1986 with the forming of the Wandsworth RacialIncidents Panel. The Panel is made up of members and officers of the Council, officersof the Metropolitan Police and representatives of voluntary organisations. Its purposeis:-

(1.) to monitor the problem of racial harassment in Wandsworth, including analysisof individual cases and to investigate its causes and consequences;

(2.) to review and propose improvements to the responses of all relevant agenciesto incidents of racial harassment, in particular the recording, investigation andcharging policies of the Police, the policies and practices of the Council andany other relevant agencies;

(3.) to identify ways of encouraging the victims of racial harassment to report suchincidents and to increase their confidence in the Police, the Council and anyother relevant agencies;


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(4.) to recommend to the Wandsworth Policing Consultative Committee anynecessary representations to be made to appropriate agencies, including theHome Office, the Commissioner of the Metropolitan Police and the Council,on their policies and practices; and

(5.) to establish ways to identify and deal effectively with the perpetrators of racialattacks and harassment.

25. Wandsworth’s multi-agency approach was identified as a model of good practice in theAssociation of London Government’s report ‘Facing Reality – Evolving responses byLondon Boroughs to racial harassment’ in July 2000.

26. The Wandsworth Racial Incidents Panel will, at future meetings, be presented withstatistical analyses of racial incidents in addition to the existing schedules. Thestatistical information will be presented in the form of tables, graphs and a Boroughmap, with data being provided by the Metropolitan Police Service, the HousingDepartment and the Technical Services Department’s Community Safety Division.

27. Victims may report racial incidents at locations not staffed by Police officers. Thecurrent non-Police staffed locations are:-

- Crime Prevention Centre, Unit 17, Wandsworth Shopping Centre

- Tooting Cultural Centre, Upper Tooting Road, SW17

- Jubilee House, Putney Bridge Road, SW15

Further steps to meet the requirements of the general duty and associated Order

28. The Council will continue with its long-established arrangement of Race WorkingGroups (RWG)/PROGRESS Groups as the principal managerial procedure for bringingforward race equality issues. The Chief Executive’s Race Working Group (CERWG)will continue to co-ordinate the programmes and the taking forward of initiatives andproposals produced across the departmental groups.

29. The following work programmes and timetable, for the RWGs/ PROGRESS Groupswill be followed for the three years June 2002-June 2005:-

First RES development stage: June 2002-November 2002

A. For all relevant functions:

Targets: By November 2002 the RWGs/PROGRESS Groups meeting structureshould have achieved:-

(a) a review of their own effectiveness in bringing forward race equality issues inservice delivery;


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(b) a review of the effectiveness of the principal equality ‘tools’ comprisingservice monitoring, consultation and access to services and informationdissemination;

(c) the enhancement of the annual race policy report to committee to provide staffdata (e.g. grievance and disciplinary statistics) in accordance with the Order’srequirements;

(d) a corporately agreed AIA programme taking account of the experience gainedfrom the reviews carried out from 1988 to 1995 (see paragraph 12); and

(e) a refined prioritisation of the functions shown in Appendix 1 together with anaction plan for any further race equality development of higher priorityservices.

B. The first stage actions for each Department to undertake are as follows (some ofthese will require preliminary corporate guidance to ensure a consistent approach):-

(a) Review how the Department’s management procedure for bringing forwardrace equality issues in respect of contractor delivered and direct provisionservices, including the arrangements for staff participation inRWGs/PROGRESS Groups;

(b) refine the prioritisation of functions shown in Appendix 1 as required by target(e) above;

(c) review the extent of service monitoring, including whether additional/lessmonitoring is required and whether the maximum management information isbeing obtained from the existing data;

(d) review the consultation commissioning criteria and forward consultationprogramme;

(e) (i) review the need to undertake specialist race equality training for theDepartment’s lead officer(s) as required by the Order; and

(ii) review other race training needs for staff in their Department, takingaccount of turnover of senior staff involved in recruitment and selection,and of staff at other levels;

(f) review arrangements for publicising information about the Council and accessto its services;

(g) monitor the consideration of race equality issues during the undertaking ofBest Value Reviews and AQPR preparation (this will be a continuing activityfor the subsequent stages of the development of the RES);


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(h) formulate the Department’s first AIA programme (where found to be required)in conjunction with the CERWG and an action plan for the furtherdevelopment of the race equality procedures for the highest priority functions;

(i) review the equality in contracting arrangements and procedures; and

(j) the Head of Corporate Services to co-ordinate the required amendments to thestaff monitoring systems in order to achieve compliance with the Order.

Second Race Equality Scheme development stage – November 2002-November2003

Targets

The targets for the second stage period will be to put into effect the enhancementsidentified during stage 1. The specific tasks being:-

(a) The relevant Departments to undertake the AIA programme with departmentalRWGs/PROGRESS Groups and the CERWG co-ordinating the work; and

(b) the outcomes of stage 1 reviews be put into effect including the functioning/composition of the RWGs/PROGRESS Groups.

The corporate and departmental work programmes will be devised by November 2003for the remaining period until June 2005.

Meeting the requirements of the specific duty on employment

30. As mentioned above, the Council has operated an Equal Opportunities in EmploymentPolicy since 1977. The results of its first monitoring exercise to analyse the racialcomposition of its workforce were reported in 1978. Since then the work of developingmonitoring has continued and results reported regularly to committee. This probablyrepresents the longest unbroken series of statistics produced by any local authority.

31. As such the Council has considerable experience of employment monitoring and ofsetting the results in a context where policy, practice and procedure have been reviewedand revised. For example, every year each departmental RWG summarises key pointsfrom its annual employment monitoring statistics and also identifies a work programmefor the coming year. This may link up with quantitative findings from the monitoring ormore qualitative aspects. Details of 2000/01 employment monitoring are included inPaper 01-1044.

32. It is considered that these arrangements should provide a satisfactory starting point formanaging the Council's new responsibilities in respect of employment. The frameworkfor work planning and scrutiny of the results can be provided at departmental level bythe RWGs. Corporately this role will continue to be assumed by the Directors' Boardand/or the CERWG as appropriate. At the personnel practitioner level these provisions


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will also be augmented by the Personnel Working Group convened by the CentralPersonnel Service; its membership comprises all Departmental Personnel Officers.

33. The broad outline of the initial set of tasks will be dictated by the requirements of thespecific duty on employment. The precise priorities, the methods to be adopted andtimescales for completion of the work will be set by departmental RWGs/PROGRESSGroups. In the case of corporate concerns, especially where co-ordination acrossdepartments is required, such work items will be overseen by the Directors' Board or theCERWG as appropriate. Matters requiring Member level approval will, of course,continue to be the subject of report to the appropriate committee - as at present.

Enhancing the existing employment monitoring procedures

How we will tackle this responsibility

34. The Council has had an Equal Opportunity in Employment Policy since 1977. It hasalso regularly undertaken ethnic monitoring since that time and reported to Councillorson the results so it will build upon these firm foundations by further developing itsmonitoring to match the requirements outlined above. The Council collects andanalyses by race, the following employment statistics:-

(a) about staff in post (which meets section 2(a)(i) of the statutory employment duty);

(b) applicants for employment (which meets section 2(a)(ii) of the statutoryemployment duty);

(c) who cease employment (which meets section 2(b)(v) of the statutory employmentduty).

It also produces statistics about some aspects of training (which meets section 2(b)(i) ofthe statutory employment duty.

35. Plans will now be made to collect the remainder of the statistics required. Firstly it willbe necessary to clarify some aspects of the terminology used in the Code. In thisconnection it is anticipated that further advice and guidance will be issued by the CREto clarify some aspects of what is intended. Once this advice is available a timetablewill be prepared for devising the best means of collecting the additional data required,for processing it and publishing the results. This timetable will be prepared by the Headof Corporate Services in consultation with departmental personnel functions. He willthen seek the endorsement of the Directors' Board/CERWG for the proposedarrangements.

36. Meanwhile the monitoring statistics which the Council already maintains will continueto be the subject of an annual report to Councillors. However, in view of the fact thatthis is now a statutory duty the format, content and method of publicising the results willbe reviewed. This will be done in time for the next report (in the November 2002cycle). The position on monitoring and reporting of schools data, i.e. 'current and


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prospective staff ' will be examined by the Head of Corporate Services in consultationwith the Director of Education.

37. As part of this review the Head of Corporate Services will also examine the mostappropriate means by which comment on how the Council "is dealing with trends orproblems highlighted by… monitoring" will be tackled. It is anticipated that proposalsfor action will, as at present, also be included in the report on the employmentmonitoring results. Consideration will be given to two points:-

(a) whether it would be useful to provide a standard format for the annual report orwhether it would be more sensible to use a comprehensive checklist to analyseeach year's results but only use certain items - as appropriate; and

(b) how to balance the presentation as between corporate/cross-departmentalconcerns and purely departmental issues.

38. As a footnote to these plans, it should be mentioned that it is anticipated that the Councilis likely to be asked to consider adopting the Equality Standard for Local Authoritieslater in the year. It seems clear that there are likely to be areas of overlap between therequirements of the standards and the CRE Code. To avoid either duplication or "gaps"appearing in the Council's response to these closely-related initiatives, it will benecessary to review, and possibly adjust, its work plans and timetable in respect of theCode. This will be done in order:-

(a) to ensure the most efficient use of resources in responding to the Code and theStandard; and

(b) produce the most effective response

Consultation

39. A draft of this report has been provided to the Chief Officers’ Group, the Staff Side andrepresentatives of teaching staff. Any observations will be reported to the GeneralPurposes Committee. Any further responses to the strategy will also be reportedalongside other responses to consultation in November.

Conclusion

40. The Council’s long-standing record of placing a high priority on race equality, both interms of service delivery and as an employer, means that it is well placed to meet therequirements of the Race Relations (Amendment) Act 2000. The proposed initial RaceEquality Scheme is recommended as the basis of widespread consultation. The resultsof the consultation will be used to further inform the action plan contained in the RaceEquality Scheme.

__________________________________


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The Town Hall G K JONESWandsworth Chief Executive andSW18 2PU Director of Administration

17th May 2002

Background papers

The following documents were used in the preparation of this report:-

1. Annual Report by the Chief Executive and Director of Administration on theimplementation of policies aimed at eliminating racial discrimination and promotingequal opportunities in service provision and as an employer -–Paper 01-1044.

2. Commission for Racial Equality – Consultation Draft – Statutory Code of Practice on theduty to promote race equality – A guide for public authorities.

3. Home Office – Race Relations (Amendment) Act 2000 – New laws for a successfulmulti-racial Britain.

If you wish to inspect any of these documents, please contact initially the CommitteeSecretary on 020 8871 6005.

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APPENDIX 1 TO PAPER NO. 02-407.

TABLE 1: ASSESSMENT OF THE RELEVANCE TO RACE EQUALITY OF THE COUNCIL’S FUNCTIONS AND POLICIES

Department

Function (or policy)

The CRE defined aspects of raceequality. The function relates to:

1. Eliminating discrimination2. Promoting equal opportunities3. Promoting good race relations

Relevance to race equality:

A = HighB = MediumC = Lower

Description of the basis used for therelevance ranking

ADMINISTRATION

Central Personnel Services 2. Promoting equal opportunities A Undertakes statutory functions expresslyrequired by the RRA(A) 2000

Chief Executive’s Office (includingChief Executive’s ComplaintsOffice)


A The Chief Executive will be required toplay a strategic role in devising andimplementing the Race Equality Scheme

Corporate Communications 3. Promoting good race relations A Undertakes key function ofdemonstrating the Council’s leadershipin promoting good race relations

Electoral Registration 1. Eliminating discrimination A Charged with ensuring that minoritiesare fully aware of their entitlement tovote and devising programmes toachieve maximum registrations

Mayoralty 3. Promoting good race relations A Highly relevant to promoting good racerelations as demonstrated by the post11.9.01 Mayoral visits programme


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Department







ADMINISTRATION (contd)

Support Services (including:- Wandsworth Interpreting Service- Concourse Information)

1. Eliminating discrimination3. Promoting good race relations

A High relevance arising from key role ofWIS and important role of ConcourseInformation staff in presenting theCouncil’s image

Legal Services 1. Eliminating discrimination B The responsibility for the provision ofadvice on race equality legislationrequires the assignment of the minimumof a B categorisation

Registrar’s Office 3. Promoting good race relations B Prominent and visible role indemonstrating the Council’scommitment to encouraging good racerelations by way of culturally sensitiveprocedures and services

Committee Services 3. Promoting good race relations C Main relevance lies in ensuringaccessibility to committee work in all itsforms


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Department








Home Ownership Unit 1. Eliminating discrimination C Requirement of ensuring that salesprogrammes are non-discriminatoryplaces a race equality relevance on theHOU

Information Technology 3. Promoting good race relations C Relevance arising from the requirementplaced on the main switchboard topresent the Council as a leader inpromoting good race relations via thequality of operators’ service to allcallers irrespective of racial/ethnicbackground

Office Premises ManagementServices

1. Eliminating discrimination C Relevance arising from the requirementof ensuring that all staff are respondedto in an equal manner

Policy and Strategy/Quality andReview

1. Eliminating discrimination C Secondary/tertiary relevance arisingfrom AQPR, BVR and Charter Markguidance to Departments


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Department








Valuation Services 3. Promoting good race relations C The letting of commercial properties toa significant number of minority ownedbusinesses and lettings to voluntarysector groups places a relevant role onValuation Services

Local Land Charges - N/A Basically a regulatory function of atechnical nature. No practical raceequality relevance (apart from standardemployment equality requirement)

Property Audit - N/A No practical equality relevance (apartfrom standard employment equalityrequirements)

EDUCATION

Integrated Support Services 1. Eliminating discrimination3. Promoting good race relations

A Prominent and visible role in promotinginclusion and combating under-achievement of pupils with SEN andfrom ethnic minorities


Page 23 of 62


Department







EDUCATION (contd)

Lifelong Learning/14-19 1. Eliminating discrimination A Prominent and visible role in wideningparticipation and promoting socialinclusion and PSHE

Performance & Standards 2. Promoting equal opportunities A Key role in improving educationalstandards for all children

Personnel 2. Promoting equal opportunities A Provides advice to schools andDepartment to ensure statutory functionsin the RR(A)A 2000 are met

REU 1. Eliminating discrimination A Monitoring attainment by ethnicity,setting targets to reduce under-achievement; collecting and analysingdata on racial incidents


Page 24 of 62


Department







EDUCATION (contd)

Special Educational Needs Policyand Planning

1. Eliminating discrimination A When SEN and Inclusion Policy isrevised, specific reference to raceequality can be made. Impact ondifferent ethnic groups of proposedchanges in SEN provision needs to beanalysed and appropriate actionundertaken

Admission of pupils to school 1. Eliminating discrimination B Scope for monitoring inequalities inadmission and taking appropriatefollow-up action

Curriculum and ProfessionalDevelopment


B Promote inclusive practice, particularlyin public events, e.g. music and supportfor school-based staff

Early years and Childcare 3. Promoting good race relations B Promote inclusive practice in EY andCC


Page 25 of 62


Department







EDUCATION (contd)

Educational Psychology Service 1. Eliminating discrimination B Scope for ensuring a quality of access tothe EPS and for analysis of individualEPS interventions in each ethnic group

Education Welfare Service 1. Eliminating discrimination B Scope for monitoring levels ofattendance and child protection concernsby each ethnic group and ensuringappropriate follow-up occurs

Parent Partnership Service 1. Eliminating discrimination3. Promoting good race relations

B Scope for monitoring take-up to ensureequality of access to service

Place Planning 1. Eliminating discrimination B Requirement to ensure that types ofplaces are available which will addressthe needs of the whole population,including ethnic minorities

Pupil exclusion procedures 1. Eliminating discrimination B Scope for analysing exclusion levels inall ethnic groups and in following updifferences


Page 26 of 62


Department







EDUCATION (contd)

Special Educational NeedsAssessment

1. Eliminating discrimination B Scope for analysis of statutoryassessment on the basis of ethnicity toensure equality of access

Student Support 1. Eliminating discrimination B Ensures that loans and grants areavailable on an equal basis to allapplicants

Administrative Support 3. Promoting good race relations C Provides the main reception point forgeneral telephone enquiries and personalcallers and therefore promotes goodrelations by providing a good service toall

Contract Monitoring 1. Eliminating discrimination2. Promoting equal opportunities

C Ensure contractors maintain equalitystandards within employment conditionsin contracts


Page 27 of 62


Department







EDUCATION (contd)

Governor Services 1. Eliminating discrimination C Requirement to ensure recruitmentmethods will help to ensure that themake-up of Governing Bodies reflectsthe school population

Home to School travel 1. Eliminating discrimination C Policy applied according to agreedcriteria not related to race

School Resourcing 1. Eliminating discrimination C Requirement of ensuring thatdistribution of resources supportsidentified needs, including those ofracial minorities

Transport 1. Eliminating discrimination C Ensures transport provision is non-discriminatory

Buildings & Development - N/A No practical equality relevance

Finance - N/A No practical equality relevance – apartfrom standard employment equalityrequirements


Page 28 of 62


Department







EDUCATION (contd)

ICT Services - N/A No practical equality relevance

FINANCE

Mortgages 1. Eliminating discrimination C Responsibility for ensuring equaltreatment in recovery of arrears andrepossession of property

Customer Services 1. Eliminating discrimination A Has a highly visible and prominent rolewith the public and must ensure equalaccess for all to Exchequer services andto provide accurate information. It isvital that the Council’s image is wellpresented

Cashiers 1. Eliminating discrimination C This service is well used by the publicand must ensure equal access


Page 29 of 62


Department







FINANCE (contd)

Council Tax 1. Eliminating discrimination C Responsibility for ensuring equaltreatment in the collection of CouncilTax and the provision of information

Benefits 1. Eliminating discrimination B When assessing benefit, care must betaken to ensure that the claim form isuser friendly to all groups and that thedifficulties of understanding by someethnic minorities is taken into account


Page 30 of 62


Department







FINANCE (contd)

Rent Arrears 1. Eliminating discrimination A Responsibility for the recovery of rentarrears from a diverse population andthe need to ensure quality of treatmentthroughout the process leading torepossession of the premises. Thisincludes ensuring that tenantsunderstand the process

Debtors 1. Eliminating discrimination B Responsibility for collection of debt,including service charges, and musttherefore ensure equal treatment


Page 31 of 62


Department







FINANCE (contd)

Business Rates 1. Eliminating discrimination C Responsible for collection of businessrates in the borough and must ensureequal treatment for small ethnicminority businesses

Fraud 1. Eliminating discrimination A The section is responsible for thepresentation and detection of housingbenefit fraud, including criminalprosecutions. It is necessary to ensurethat all parts of the communityunderstand the legal process and alsotheir rights and responsibilities

Financial Control 1. Eliminating discrimination C Possible relevance in financial input toservice development proposals andcommittee reports

Payroll Service 2. Promoting equal opportunities B The Payroll Section needs to rigorouslyapply equal opportunities policies in itshigh profile industrial relations role


Page 32 of 62


Department







FINANCE (contd)

Pensions Service 2. Promoting equal opportunities B The Pensions Section needs torigorously apply equal opportunities inits high profile industrial relations roleand in its dealings with members of thepublic (next of kin, beneficiaries, retiredemployees etc)

Treasury

- Corporate Accounts 1. Eliminating discrimination C Production of publications places aresponsibility to provide access to theinformation to the entire community

- Accounting Services - N/A Largely self-contained accountingprocesses

- Finance Consultants 1. Eliminating discrimination C Provision of staff placements forcover/projects in service departments

Internal Audit 1. Eliminating discrimination3. Promoting good race relations

C Audit investigations require to becarried out in a non-discriminatorymanner both in respect of serviceproviders and directly employed staff


Page 33 of 62


Department







FINANCE (contd)

Economic Development

Business Services 1. Eliminating discrimination2. Promoting equal opportunities

A Provides services to all businesses in theborough and records percentage ofservice to minority communitybusinesses

Employment and Training Services 1. Eliminating discrimination2. Promoting equal opportunities

A Provides services to all residents in theborough and a higher percentage ofthose requiring these services are peoplefrom minority communities. We recordethnicity of customers.

Regeneration ProgrammesSRB3 – WandsworthSRB4 – East BatterseaSRB6 – Tooting

1. Eliminating discrimination2. Promoting equal opportunities

A Provides services to residents in thesespecific areas, often based on a highminority need


Page 34 of 62


Department







FINANCE (contd)

Town Centre Management 1. Eliminating discrimination2. Promoting equal opportunities

A Provides services to all businesses in atown centre and records businesses fromminority communities where possible

Voluntary Sector 1. Eliminating discrimination2. Promoting equal opportunities

A Provides services to all residents interms of Volunteering and AdviceServices, and services to people fromminority communities


Page 35 of 62


Department







HOUSING

Housing Advice, includingTenancy Relations Service

1. Eliminating discrimination A Provide confidential advice service toboth tenants and landlords on housingproblems including a tenancy relationsservice and accommodation vacancies inthe private sector. As part of thisservice deals with issues of racialharassment in the private sector.Collects information in respect of ethnicorigin

Homeless Persons Unit 1. Eliminating discrimination A Provides advice and assistance tohomeless applicants under the HousingAct 1996 Part VII and investigates andassesses homeless applications andapplications from asylum seekers.Undertakes analysis in respect of ethnicorigin


Page 36 of 62


Department







HOUSING (contd)

Applications and Lettings

Manages the Council’s varioushousing registers and assessesapplicants for access to thoseregisters

1. Eliminating discrimination A Responsible for administeringapplications for housing in line with theHousing Act 1996 Part VI and theCouncil’s policy, including those dealtwith as management transfers as a resultof racial harassment. Required tooperate in line with the CRE’s Code ofPractice in Rented Housing and theRace Relations (Amendment) Act 2000.Undertakes analysis in respect of ethnicorigin


Page 37 of 62


Department







HOUSING (contd)

Selects applicants for eitherCouncil accommodation oraccommodation provided throughhousing association nominationsand mobility schemes

1. Eliminating discrimination A Responsible for allocatingaccommodation in line with the HousingAct 1996 Part VI and the Council’spolicy, including those dealt with asmanagement transfers as a result ofracial harassment. Required to operatein line with the CRE’s Code of Practicein Rented Housing and the RaceRelations (Amendment) Act 2000.Undertakes analysis in respect of ethnicorigin

Deals with applications for variouspayments such as Home Loss,Disturbance Payments, Grants toTenants, Under-occupying

1. Eliminating discrimination A Access to such schemes would bedetermined by overall policy

Makes available information inrelation to the Council’s allocationpolicy


A Required to operate in line with theCRE’s Code of Practice in RentedHousing and the Race Relations(Amendment) Act 2000


Page 38 of 62


Department







HOUSING (contd)

Policy and Resources

Responsible for Publicity andCommunications to Residents


A Undertakes key function ofdemonstrating Council’s leadership inpromoting housing initiatives andensuring all sections of the communityare aware by the provision ofinformation in languages other thanEnglish

Responsible for Portable DiscountScheme and Homebuy Policy andMonitoring

1. Eliminating discrimination A Analyses the operation of both schemesin relation to ethnic origin

Responsible for the administrationof Housing Link

1. Eliminating discrimination B Seeks feedback from a panel ofresidents to obtain views on the serviceprovided by the Housing Department.Results weighted in relation to BMErepresentation


Page 39 of 62


Department







HOUSING (contd)

Responsible for the provision ofpolicy advice to the HousingDirectorate, including equalopportunities


A Responsible for initiating policy reviewetc and assessing outcome of policiesfor all sections of the community.Analyses Census data

Housing Personnel

Selection and recruitment of staffand associated staffing matters

1. Eliminating discrimination2. Promoting equal opportunities

A Undertakes statutory functions expresslyrequired by the Race Relations(Amendment) Act 2000. Undertakesanalysis by ethnic origin

Administers the Council’s andHousing Department’s trainingpolicy in relation to the HousingDepartment

2. Promoting equal opportunities A Undertakes statutory functions expresslyrequired by the Race Relations(Amendment) Act 2000. Undertakesanalysis by ethnic origin


Page 40 of 62


Department







HOUSING (contd)

Housing IT and Support Services

Deals with applications frompeople requesting access topersonal information held by theCouncil for housing purposes

3. Promoting good race relations C Service responds to requests fromapplicants. Ethnic origin information iscollected

Provides IT support for theHousing Department

- N/A Purely internal administrative function

Provides admin and finance supportfor the Housing Department


Provides an office managementservice for the Housing Departmentbuilding



Page 41 of 62


Department







HOUSING (contd)

Management and LandlordServices

Resident Participation 1. Eliminating discrimination A Enabling residents to get involved withthe management of their homesincluding the negotiation and promotionof tenant compacts. Draft ResidentParticipation Strategy has beenproduced to encourage a number ofgroups, including BME groups tobecome involved in the running of theirestates

Provision of advice and services toleaseholders and potentialleaseholders

1. Eliminating discrimination C Service responds to leaseholder andprospective leaseholder enquiries inrelation to terms and conditionscontained within the lease and the roleof the Council as freeholder, most ofwhich is proscribed by legislation


Page 42 of 62


Department







HOUSING (contd)

Monitoring Management Agentsand Contractors

1. Eliminating discrimination A Ensuring that all managing agents(including Contract Services andTMOs/Co-ops) adhere to equalopportunities policies and ensuring thatservices are being provided to a goodstandard for residents

Warden Services

Provision of the Sheltered HousingWarden Services and WATCHsystem

1. Eliminating discrimination A Provision of a resident sheltered warden,emergency warden and WATCHservice. Ensuring that all residents haveequal access to these services. Ethnicorigin information collected


Page 43 of 62


Department







HOUSING (contd)

Technical & Programming Services

Provision of a Major Works service(including lift and gas contractmonitoring) and major worksconsultation

1. Eliminating discrimination C Carrying out improvements to tenantedand leasehold dwellings andenvironmental improvements.Monitoring of major works takes placeto ensure that a good standard of serviceis obtained from contractors. Customersatisfaction form contains an ethnicorigin question and has been monitoredas of 1 April 2002

Dealing with requests for disabledadaptations to Council property andthe provision of small scale worksin non-Council owned dwellings

1. Eliminating discrimination B Initial requests received from theCouncil’s OT Service, i.e. initial clientgroups are defined by Social ServicesDepartment. Need to ensure thatprovision of adaptations service is non-discriminatory in its execution. HousingDepartment staff are liaising with SocialServices staff regarding ethnicmonitoring in this area


Page 44 of 62


Department







HOUSING (contd)

Contract Services

Provision of Estate Services,including issues around dogcontrol, parking, abandonedvehicles, removal of graffiti, andthe provision of an emergencycontrol service which deals withanti-social behaviour out of normaloffice hours


B Ensures common parts of all estates arein a safe clean and tidy condition andthe local environment is maintained to agood standard. Part of this service is theremoval of graffiti and there are specifictargets for removal of racist graffiti

Provision of a Responsive RepairService

1. Eliminating discrimination C Ensuring that repairs are carried outwithin appropriate timescales to bothtenanted and vacant properties.Monitoring of major works takes placeto ensure that all groups are receivingthe same service from contractors.Customer satisfaction is monitored butnot by ethnic origin


Page 45 of 62


Department







HOUSING (contd)

Services to Tenants and Tenants’dwellings


A Ensures that all rights and obligations oftenants are enforced, this includesinvestigating alleged cases ofharassment and taking relevant action,including eviction of perpetrators andmanagement transfers of victims

Services to Leaseholders 1. Eliminating discrimination3. Promoting good race relations

A Dealing with disputes betweenleaseholders and the Council includingissues of harassment/anti-socialbehaviour. Instigating proceedings forbreach of lease

LEISURE AND AMENITYSERVICES

Directorate 1. Eliminating discrimination2. Promoting equal opportunities3. Promoting good race relations

A Undertakes key function ofdemonstrating the Department’sleadership in promoting good racerelations


Page 46 of 62


Department







LEISURE AND AMENITYSERVICES (contd)

Parks, Open Spaces and NatureStudy

1. Eliminating discrimination C Main relevance lies in ensuring equalityof accessibility to the Service

Bereavement Services(Cemeteries and Crematorium)


A Prominent and visible role indemonstrating the Council’scommitment to encouraging good racerelations by way of culturally sensitiveprocedures and services and specialprovision for minority communities

Waste Management 1. Eliminating discrimination C Main relevance lies in ensuring equalityof accessibility to the Service

Street Markets 1. Eliminating discrimination C Main relevance lies in ensuring equalityof accessibility to the Service

Sports, Sports Development,leisure and recreation facilities

1. Eliminating discrimination B Main relevance lies in ensuring equalityof accessibility to the Service


Page 47 of 62


Department








Events and filming 1. Eliminating discrimination3. Promoting good race relations

B Prominent role in ensuring that Councilpromoted events reflect and attract localminority communities

Public Halls 1. Eliminating discrimination B Lettings for a significant number ofminority community functions place arelevant role on this service

Parks Police, Dog Control andSecurity Services


B High profile need to ensure thatuniformed police and enforcement staffoperate according to good race relationspractice

Libraries 1. Eliminating discrimination3. Promoting good race relations

A Prominent and visible role indemonstrating the Council’scommitment to encouraging good racerelations by way of culturally sensitiveprocedures and services. Specialistprovision of two minority communitylibraries


Page 48 of 62


Department








Youth Service 1. Eliminating discrimination3. Promoting good race relations

A Prominent and visible role indemonstrating the Council’scommitment to encouraging good racerelations by the social education ofyoung people, including challengingdiscrimination among young people.Ensures grant programme is non-discriminatory

Play Services, Childcare Training,Playgrounds


A Prominent and visible role indemonstrating the Council’scommitment to encouraging good racerelations by way of culturally sensitiveprocedures and services. Also ensuresthat grant programme is non-discriminatory


Page 49 of 62


Department








Community Centres andClubrooms

1. Eliminating discrimination B Lettings for a significant number ofminority community functions place arelevant role on this service. Alsoensures that voluntary sector clubroomsoperate in a non-discriminatory manner

Museums 3. Promoting good race relations B Prominent role in demonstrating theCouncil’s commitment to encouraginggood race relations by way ofsupporting and promoting local minoritycommunities

Arts Section 1. Eliminating discrimination3. Promoting good race relations

B Prominent role in demonstrating theCouncil’s commitment to encouraginggood race relations by way ofsupporting and promoting local minoritycommunities. Also ensures that grantprogrammes are non-discriminatory


Page 50 of 62


Department








Putney School of Art and Design 1. Eliminating discrimination C Main relevance lies in ensuring equalityof accessibility to the School’s courses

Central Services (Admin, Finance,IT)

- N/A No practical equality relevance otherthan ensuring that all staff and publicservices are supported in an equalmanner

Premises - N/A No practical equality relevance otherthan ensuring that all staff and publicservices are supported in an equalmanner

Personnel 1. Eliminating discrimination2. Promoting equal opportunities

A Requirement to promote and monitorequality in employment practice

Publicity 3. Promoting good race relations A Undertakes key function in ensuring thatpublicity demonstrates the Department’scommitment to equality of serviceprovision


Page 51 of 62


Department







SOCIAL SERVICES

Directorate 1. Eliminating discrimination A Overall responsibility for provision ofsocial care services in the borough.Includes representing the Council inpartnerships with the health sector, e.g.Primary Care Trust Board andPartnership Boards for mental healthservices and learning disability services.Also chairing of the Area ChildProtection Committee

Assessment and Referral Team 1. Eliminating discrimination A Responsible for initial assessment andaccess to services for all children andfamilies

Child and Adolescent MentalHealth Service

1. Eliminating discrimination A Responsible for access to and deliveryof services for children and youngpeople with mental health difficulties

Child Protection Unit 1. Eliminating discrimination A Responsible for access to and deliveryof services for children at risk


Page 52 of 62


Department







SOCIAL SERVICES (contd)

Out of Hours Duty Team 1. Eliminating discrimination A Responsible for all out of hoursassessment for all client groups

Residential, Fostering andPlacement Services

1. Eliminating discrimination A Responsible for fostering and residentialplacements for children looked after

Specialist Provider Services 1. Eliminating discrimination A Responsible for the provision of a rangeof care and support services to childrenand young people

Children and Families

Social Work Services – Children InNeed

1. Eliminating discrimination A Responsible for access to and deliveryof services for children in need

Social Work Services – ChildrenLooked After

1. Eliminating discrimination A Responsible for access to and deliveryof services for children looked after

Under 8s and Permanency Services 1. Eliminating discrimination A Responsible for care and support forchildren under eight years old and foradoption arrangements


Page 53 of 62


Department








Youth Offending Team 1. Eliminating discrimination A Responsible for access to and deliveryof services for young offenders andthose at risk of offending

Sector Administration 2. Promoting equal opportunities B Includes collection and administrationof data on service users, includingethnic monitoring

Hospitals and DisabilityAssessment and Care ManagementServices

1. Eliminating discrimination A Responsible for access to care services

Mental Health – Social WorkServices

1. Eliminating discrimination A Responsible for access to care services

Older People – Assessment andCare Management

1. Eliminating discrimination A Responsible for access to care servicesfor older people

Physical Disability Assessment andCare Management Services and OTService

1. Eliminating discrimination A Responsible for access to care servicesand OT services


Page 54 of 62


Department








Community Care

PLD Assessment and CareManagement

1. Eliminating discrimination A Responsible for access to care servicesfor people with learning disabilities

PLD Provider Services 1. Eliminating discrimination A Responsible for the provision of supportservices for people with learningdisabilities

Provider Services – Home Care 1. Eliminating discrimination A Responsible for the provision of supportservices including personal care for allclient groups

Provider Services – Mental Health 1. Eliminating discrimination A Responsible for the provision of supportservices for people with mental illness

Divisional Support Services 1. Eliminating discrimination A Includes contract compliance ofproviders of home care and externallypurchased care services and divisionaltraining function


Page 55 of 62


Department








Divisional Support Services 1. Eliminating discrimination A Includes overview of contractingarrangements with external providers,administration of the Freedom Passscheme and the Department’sComplaints Office

Management Information 1. Eliminating discrimination A Provision of all performancemeasurement data, including EthnicMonitoring Data

Personnel 2. Promoting equal opportunities A Responsible for the Department’simplementation of the specific dutiesunder the RR(A) Act relating toemployment

Planning, Review andDevelopment – Children’s Services

1. Eliminating discrimination A Responsible for planning, review andconsultation on services for children,including partnership arrangements withthe health sector


Page 56 of 62


Department








Planning and Support Services

Planning, Review andDevelopment – Community Care

1. Eliminating discrimination A Responsible for planning, review andconsultation on services for adults,including partnership arrangements withthe health sector

Planning, Review andDevelopment – Grants andRegeneration


A Responsible for funding of voluntaryorganisations providing social careservices and for relationship betweenthe Department and communityorganisations and partnership with thehealth sector

Supporting People Implementation 1. Eliminating discrimination A Implementation of the SupportingPeople Programme relates toarrangements for funding of directsupport services for people in need inthe community

Finance - - No significant relevance


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Department








IT Management - - No significant relevance

Premises Management - - No significant relevance

TECHNICAL SERVICES

Environmental Services

Enforcement:- Private Sector Housing- Noise and Complaints- HSW/Licensing- Trading Standards- Food- Environmental Initiatives

1. Eliminating discrimination C Requirement of ensuring that theEnvironmental Services Division’sEnforcement Policy & Practices arenon-discriminatory places a raceequality relevance on the service

Customer Services:- Pest Control- Trewint St Travellers site- HIA/Renovation Grants- Reception 78 Garratt Lane

1. Eliminating discrimination C Relevance arising from the requirementof ensuring that all staff are respondingto their clients in an equal manner


Page 58 of 62


Department







TECHNICAL SERVICES(contd)

Operational Services

Welfare Transport Provision 1. Eliminating discrimination C The provision of Welfare TransportServices to all minorities in the borough,whilst ensuring equality of service to allusers

Meals on Wheels Delivery Services 1. Eliminating discrimination C The provision of a home Meals onWheels Delivery Service to allminorities in the borough, whilstensuring equality of service to all users

On-Street Services 1. Eliminating discrimination C The monitoring, inspection andenforcement of various on-streetlegislation is undertaken within setparameters. To ensure equality ofenforcement action in all aspects bystaff


Page 59 of 62


Department








Stores- - Provision of services within Operational

Services, therefore no practical raceequality relevance (apart from standardemployment equality requirements)

Crimewatch, includingNeighbourhood Watch

3. Promoting good race relations B Includes significant number of minoritygroups and works with voluntary sector

Design Service 1. Eliminating discrimination C Disability access and some awareness ofcultural need on some areas of work

Support Services (including One-Stop Counter)

1. Eliminating discrimination A High relevance of ‘One-Stop’ front-lineservice presenting the Council’s image

Parking Policy and Operations 1. Eliminating discrimination B Ensures minorities are fully aware oftheir opportunity to vote on parkingconsultations. Aims to achieve suitableethnic balance in the sensitive area ofparking enforcement


Page 60 of 62


Department








Highways & Traffic Management 1. Eliminating discrimination B Ensures minorities are fully aware oftheir opportunity to vote on traffic andhighway consultations

Notice Processing & Appeals 1. Eliminating discrimination A High relevance of front-line servicepresenting the Council’s image formembers of the public making personalvisits on parking queries/viewing buslane videos

Borough Planner’s Service

Forward Planning 1. Eliminating discrimination B Policy development and consultationshould reflect any particular needs ofminorities; publications and informationshould be accessible to all


Page 61 of 62


Department








Development Control 1. Eliminating discrimination B Regulatory service needs to be appliedin a non-discriminatory way.Consultation should reflect anyparticular needs of minorities

Building Control 1. Eliminating discrimination C Largely regulatory service needs to beapplied in a non-discriminatory way

Engineering Consultancy - Design - - Engineering design is carried out withintechnical parameters, no practical raceequality relevance (apart from standardemployment equality requirements)

Engineering Consultancy –Consultations with residents

1. Eliminating discriminating C Ensuring ethnic minorities that do notuse English as their first language aremade aware of the services provided bythe Wandsworth Interpreting Service


Page 62 of 62


Department








Works Section - - Construction and maintenance ofmunicipal engineering schemes andservices (apart from standardemployment equality requirements)

Provide and maintain the Council’sTransport Fleet

- - Provision of service within OperationalServices, therefore no practical raceequality relevance (apart from standardemployment equality requirements)

Page 1

PAPER NO. 01-1044

WANDSWORTH BOROUGH COUNCIL

CORPORATE RESOURCES OVERVIEW AND SCRUTINY COMMITTEE 21ST NOVEMBER 2001

Annual Report by the Chief Executive and Director of Administration on the Council’s Race Equality Scheme for the implementation of policies aimed at eliminating racial discrimination and promoting equal opportunities in service provision and as an employer.

SUMMARY This report describes the overall Council performance in respect of implementing equal opportunities policies and programmes concerned with race over 2000/01 and 2001/02. The policies and programmes cover both service delivery and the Council as an employer. This report constitutes the corporate summary of the Council’s Race Equality Scheme and forms the race equality element of the Corporate Equality Plan. This report records that racial minorities now form 25.1% of the Council’s workforce. This figure is in keeping with the general objective set by the former Establishment Committee in 1985. A comprehensive statistical analysis of the recruitment and employment of racial minorities across the Council’s departments, for the period 1st April 2000 to 31st March 2001, is available in the Members’ Room. The report confirms that for 2000/01 the Audit Commission has determined that the Council’s race policies and programmes comply with the Audit Commission’s Best Value Performance Indicator 2 at Level 3. In respect of equal opportunities in service delivery, this report contains comprehensive summaries of the programmes and services, provided by departments, which relate specifically to the Borough’s racial minority communities.

Recommendations 1. This report is submitted to the Corporate Resources Overview and Scrutiny

Committee for information. No decisions are required on it by the Council, the Executive or the regulatory or other committees.

Equal Opportunities in service provision/employment

Page 2

2. However, if the Overview and Scrutiny Committee decide that recommendations need to be made, these will be reported to the Executive and/or appropriate regulatory or other committee for consideration.

Report contents 3. In the case of employment, programmes for 2001/02 are shown in Appendix 2

attached; statistics for 2000/01 are contained in the booklet in the Members’ Room. Service delivery reports for 2000/01 are also shown in Appendix 2, together with key programmes for 2001/02.

The Corporate Policy overview The Race Relations (Amendment) Act 2000 4. The Race Relations (Amendment) Act 2000 came into force on 2nd April 2001. The

Act strengthens and extends the provisions of the Race Relations Act 1976. The 2000 Act places a general duty on public authorities (including local authorities listed in a Schedule to the Act), that:-

“In carrying out its functions, to have due regard to the need – (a) to eliminate unlawful racial discrimination; and (b) to promote equality of opportunity and good relations between persons of

different racial groups”. 5. The definition of race discrimination remains as defined at Section 1 of the 1976 Act. It falls into the three parts of: - direct discrimination; - indirect discrimination; and - victimisation. 6. The principal new requirements placed on “public authorities” by the 2000 Act can

be summarised as follows:- (i) outlaws race discrimination (direct, indirect and victimisation) in public

authority functions not covered by the 1976 Act; (ii) defines “public authority” widely for the purposes of outlawing race

discrimination, so that it includes public functions carried out by private sector organisations and has only limited exemptions;

(iii) places a general duty on specified public authorities to promote race equality;


Page 3

(iv) gives the Commission for Racial Equality (CRE) powers to enforce specific duties imposed on public authorities;

(v) gives the CRE powers to issue Codes of Practice to provide practical guidance

to public bodies on how to fulfil their general and specific duties to promote race equality;

(vi) allows race discrimination claims to be brought against educational bodies

direct to a County or Sheriff Court without, as now, a two month “cooling off” period of notification to Central Government.

The implications of the Race Relations (Amendment) Act 2000 for the Council 7. The implications for the Council can be summarised as follows:- (i) The inclusion of functions into the Race Relations (Amendment) Act 2000 not

previously covered by the 1976 Act. (ii) Specific requirements relating to local education authorities. The 2000 Act

broadens the general duty which was placed on local education authorities in the 1976 Act. The duty required them to work towards the elimination of unlawful discrimination. The new duty requires local education authorities also to promote equality of opportunity and good relations between people of different racial groups. Specifically, each school in England and Wales will have a duty to:-

(a) prepare a written policy on race equality; (b) assess the impact of its policies on racial minority pupils, staff and parents

with the emphasis on the attainment levels of racial minority pupils; and (c) monitor the levels of attainment of racial minority pupils and the impact of

its race equality policy on pupils, staff and parents.

The Home Office document on the requirements of the Race Relations (Amendment) Act 2000 pointed out that, as far as possible, existing planning systems should be used to make such information available. The Director of Education is writing to all schools to inform them of the above requirement.

(iii) The requirement to prepare for the proposed CRE Code of Practice.

(The CRE have announced informally that there is likely to be one new Code of Practice published rather than the number proposed earlier in the year. The draft new Code is expected to be published for comment by the end of November 2001.)


Page 4

The likely contents/requirements of the proposed CRE Code of Practice for Local Authorities

8. The CRE has indicated that the expected Code of Practice will place duties on local

authorities to:- (a) prepare and publish a race equality scheme; (b) assess which of its functions and policies are relevant to the general duty; (c) set out arrangements for assessing and consulting on the impact on its proposed

race equality policies; and (d) set out arrangements for publishing the results of assessments, consultations and

the monitoring of any adverse impact on the promotion of race equality. 9. The Chief Executive and Director of Administration is satisfied that the Council’s

corporate race equality policies and programmes satisfy the requirement to have a ‘Race Equality Scheme’. Any further changes in policy, procedures or programmes arising from the expected publication of the CRE’s Code of Practice will be considered by the officers concerned and, if required, brought to the attention of the relevant committees.

Audit Commission 2000/2001 Performance Indicator BVPI2 – Commission for Racial Equality (CRE) ‘Standard for Local Government’ and ‘Auditing for Equality’ 10. Earlier reports have commented in detail on the Committee’s adoption of the CRE’s

‘Standard for Local Government – Racial Equality means Quality’ at their meeting on 13th March 1996 (Paper No. 96/220). The full implementation of the ‘Standard’ required the Council to assess its ‘level’. Local authorities can achieve a corporate ranking from ‘level 1’ up to ‘level 5’ – level 5 is the highest ranking. Wandsworth Council has assessed itself as being at ‘level 3’ – with a corporate objective to achieve ‘level 4’. For 2000/01, the Audit Commission assessed local authorities’ levels for the purpose of auditing BVPI2. The Council was assessed as Level 3.

11. The Audit Commission’s BVPI2 2000/01 results for the 32 London boroughs were: Level 5 - Nil Level 4 - Nil Level 3 - 4 (including Wandsworth) Level 2 - 18 Level 1 - 5 No level achieved - 5 Macpherson Inquiry Report into the death of Stephen Lawrence – Home Secretary’s Action Plan 12. In a previous report (Paper No. 99/787, Policy and Resources Committee –


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24th November 1999), the Chief Executive and Director of Administration reported on the announcement on 23rd March 1999 of the Home Secretary’s action plan arising from the Macpherson Inquiry Report and the recommendations which required action by local authorities. The updated position in respect of the seven

recommendations which appeared to require action by local authorities (Nos. 12, 14, 15, 16, 17, 68 and 70) is summarised in Appendix 1 attached.

Equal Opportunities in Council Employment – General trends based on current figures Annual survey of race 13. As mentioned in paragraph 3 above, the 2000/01 results of the comprehensive

monitoring of Council employees by race have been collated and are included in a booklet, a copy of which has been placed in the Members’ Room. Paragraphs 14 to 19 highlight some of the key statistics included in the booklet. Employment programmes for 2001/02 are shown in Appendix 2 attached; service delivery reports for 2000/01 are also shown in Appendix 2 attached, together with key programmes for 2001/02.

14. In comparison with 1999/2000, the percentage of racial minorities employed by the Council increased from 23.8% to 25.1%. Majority group employees reduced by 1.6% and minority group employees increased by 5.4%. Of the total number of appointments made (353) 144 were from racial minorities, representing 41% of appointments made.

Officer Staff 15. Looking specifically at officer staff within departments, the percentage of racial

minority staff has increased in all departments except Leisure and Amenity Services, as shown in the following table:-

% of officers from racial minorities Department 1999/2000 2000/01 Administration 20.1 20.8 Education 12.2 13.9 Finance 34.3 35.9 Housing 19.7 23.8 Leisure and Amenity Services 31.3 28.8 Social Services 36.2 40.7 Technical Services 21.6 23.5

16. Since 1996/97, headteachers on salaries equivalent to HAY band salaries have been

incorporated in the Chief Officers’ category. Similarly, the Principal Officer grades have been split between Principal Officer 1-2 and Principal Officers 3-8. The following comparison with the previous year can now be made as follows:-


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2000/01 % % change

Chief Officers (Hay Band/Equivalent Headteachers) 2.4 0PO3-8 13.2 +1.6PO1-2 18.1 +0.5Other Headteachers 4.5 0Other teaching staff 11.3 +1.2

17. The above picture is slightly disappointing. However, it must be emphasized that the

Council’s low rate of staff turnover means that there is limited opportunity to recruit racial minority staff to the PO3-8 and Chief Officer grades.

Recruitment monitoring – Corporate overview Officer Staff 18. Of the 402 posts monitored, racial minorities made up 56% of applicants for officer

posts during the year (an increase of 3% from the previous year) and 41% of appointments (an increase from 37% on the previous year). Racial minority appointees represent 5.7% of the total number of racial minority applicants compared with majority appointees representing 10.3% of the total majority applicants.

Manual Staff 19. The percentage of racial minorities increased from 29.2% to 29.7%. Of the posts

monitored, racial minorities made up 39% of applicants for manual posts (an increase from 36% on the previous year) and 33% of appointments (an increase from 19% on the previous year). It should be borne in mind, however, that this is based on a relatively small number of manual staff recruited during the year (15). The racial minority appointees represented 23.8% of the total number of racial minority applicants compared with majority appointees representing 30.3% of the total majority applicants.

20. This is a broadly satisfactory picture given the efforts which have been made to increase the number of racial minority staff.

Consultation 21. The Chief Officers’ Group and Staff Side, together with representatives of heads and

teachers, have been consulted on those aspects of this report which concern the Council’s Equal Opportunities in Employment policy. Any observations received will be reported to the Committee.

________________________________________

The Town Hall G.K. JONES Wandsworth Chief Executive and SW18 2PU Director of Administration


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14th November 2001 Background papers The following background papers were used in the preparation of this report:- 1. Paper No. 94/568 - Establishment Committee, 22nd September 1994 2. Paper No. 96/220 - Policy and Finance Committee, 13th March 1996 3. Paper No. 99/787 - Policy and Resources Committee, 24th November 1999. 4. Home Office document - ‘Race Relations (Amendment) Act 2000 – New laws for a successful multi-racial Britain; proposals for implementation’. If you wish to inspect any of these documents please contact initially the Committee Secretary on 020 8871 6005.

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APPENDIX 1

EQUAL OPPORTUNITIES IN SERVICE PROVISION/EMPLOYMENT

MACPHERSON INQUIRY REPORT INTO THE DEATH OF STEPHEN LAWRENCE; HOME SECRETARY’S ACTION PLAN EXTRACT

NOVEMBER 2001 UPDATE

1. Recommendations where specific action by local authorities was expected.

Macpherson Report Recommendation

Lead Responsibility

Home Secretary’s ‘Action Plan’ comments / CAPITALS: UPDATED POSITION

12. Definition of a racist incident: “A racist incident is any incident which is perceived to be racist by the victim or any other person”.

Home Office

( ( ( ( ( Definition to be universally ( adopted by Police, local

14. That this definition be universally adopted by the Police, local government and other relevant agencies.

Home Office

( government and other relevant ( agencies. ( ( (

15. That Codes of Practice be established by the Home Office, in consultation with the Police Services, local government and relevant agencies to create a comprehensive system of reporting and recording of all racist incidents and crimes.

Home Office

( ( The Home Office Racist ( Incidents Standing Committee ( to develop a code of practice ( by April 2000 for reporting ( racist incidents and inter- ( agency information sharing. ( ( HOME OFFICE’S ‘CODE OF ( PRACTICE ON REPORTING ( AND RECORDING RACIST ( INCIDENTS’ RECEIVED IN ( JUNE 2000. THE COUNCIL/

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Lead Responsibility


16. That all possible steps should be taken by the Police Services at local level in consultation with local government and other agencies and local communities to encourage the reporting of racist incidents and crimes. This should include: - the ability to report at locations other than Police Stations; and - the ability to report 24 hours a day.

Home Office

( METROPOLITAN POLICE ( SERVICE MULTI-AGENCY ( REPORTING APPROACH ( LINKED TO EXISTING ( RACIAL INCIDENT ( REPORTING PROCEDURES ( REMAINS UNDER REVIEW ( FOR 2001/02 TO DETERMINE ( WHETHER FURTHER ( ENHANCEMENTS ARE ( REQUIRED. ( ( ( ( ( ( ( ( ( The Home Office Racist ( Incidents Standing Committee ( to develop a code of practice ( by April 2000 for reporting ( racist incidents and inter-agency ( information sharing.

17. That there should be close co-operation between Police Services and local government and other agencies, including in particular Housing and Education Departments, to ensure that all information as to racist incidents and crimes is shared and is readily available to all other agencies.

Home Office

( ( SEE ABOVE COMMENT ( IN RESPECT OF ( RECOMMENDATION 15 ( ( ( ( ( (

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Lead Responsibility


68. That LEAs and school governors have duties to prevent and address racism: - Record all racist incidents. - Report all recorded incidents to parents/governors/LEA. - Publish racist incidents annually on a school by school basis. - Publish the numbers and ethnic identity of excluded pupils annually on a school by school basis.

Department for Education and Employment (DfEE)

Recommendation accepted in part. Publication of racist incidents on a school by school basis not accepted. No specific programme put forward in the ‘Action Plan’. The ‘Action Plan’ generally sets out current DfEE initiatives which respond to Recommendation 68. COMPREHENSIVE GUIDELINES FOR SCHOOLS APPROVED BY THE EDUCATION COMMITTEE IN MARCH 2000.

70. That in creating strategies under the provisions of the Crime & Disorder Act or otherwise Police Services, local Government and relevant agencies should specifically consider implementing community and local initiatives aimed at promoting cultural diversity and addressing racism and the need for focused, consistent support for such initiatives.

Local crime and disorder reduction partnerships.

Accepted in principle. (The Home Secretary wrote to all Partnerships in April 1999 to reinforce the importance of the Partnerships addressing racist crime and incidents.) WANDSWORTH CRIME AND DISORDER REDUCTION STRATEGY INCLUDES DETAILED ACTIONS FOR REDUCING RACIAL INCIDENTS.

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2. Recommendations where local authority involvement was thought to be possible.


Lead Responsibility


18. That the Association of Chief Police Officers reviews its Good Practice Guide for Police Response to Racial Incidents in consultation with local Government and other agencies.

Association of Chief Police Officers (ACPO)

New manual to be issued by December 1999. HOME OFFICE CODE OF PRACTICE ISSUED JUNE 2000.

51. Police Services consider promoting joint training with other organisations/professionals not on Police premises.

ACPO

Police Services be asked to consider promoting such training. NO FURTHER INFORMATION RECEIVED FROM THE HOME OFFICE.

54. Review the provision of training in racism awareness/ valuing diversity in local Government, other agencies and the Criminal Justice System.

ACPO

Home Secretary’s Race Relations Forum to advise on a review by June 1999. Expected a review will take 18 months. NO FURTHER INFORMATION RECEIVED FROM THE HOME OFFICE.

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APPENDIX 2 Departmental Reports Administration Department Employment 1. Of the officer staff 20.8% are racial minority, a slight increase from 20.1% in the last

year. Of a total of 27 appointments 5 were from racial minorities (19%; the same as last year).

The Department will continue its programme, including the following:- (a) The Head of Support Services and the Principal Personnel and Administrative

Officer will continue to monitor recruitment shortlists to ensure that good recruitment practice is maintained. The Head of Corporate Services will continue to monitor appointments to ensure that Council and local recruitment procedures have been complied with. No significant problems have been identified.

(b) The Administration Department’s staff appraisal arrangements were reviewed

last year and a new Staff Appraisal and Development Scheme was launched in October 2000 with the first full year of operation commencing in April. Feedback from staff has been positive. The Scheme has been amended for operation in the Wandsworth Register Office as part of the Charter Mark re-application.

(c) The Department will continue to offer local mentoring arrangements where

appropriate. (d) Departmental recruitment and selection guidelines will be kept under review. Service Delivery Electoral Registration 2. Since achieving Charter Mark status again in August 1999 the Electoral Registration

Service has continued with its outstanding performance and high quality service-delivery in line with the Charter Mark criteria (which included an emphasis on racial equality issues) in order to maintain its good, clear, relevant user standards. All efforts are being made to keep a high rate of voter registration, in particular with racial minority groups. The operation of the Electoral Registration Service is the subject of an annual quality and performance review, which is also to be reported to this Committee.

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3. The action taken by the Service to develop registration by racial minority groups has involved initiatives to make available new, clearer, and more attractive publicity, which has been distributed over the past few years, on the importance of registration, especially amongst 16 and 17 year olds and racial minority groups. This was again carried out in the period leading up to the Parliamentary Election in June this year.

4. The Service has also taken the following action to develop registration by racial

minority groups: - (a) Some local schools and a college responded to an offer by Electoral

Registration staff to visit them to bring to the attention of 16 and 17 year old students the importance of registering. A high number of those students who attended the seminars were from racial minority communities within the Borough and particular emphasis was made on illustrating the fact there is under registration from these groups.

(b) In 2001 for the first time visits are being made to University and college

registration sessions and ‘Fresher fayres’. From three visits so far, electoral registration forms have been completed by new students and a number of these were from racial minority groups.

(c) There was a joint advertisement with the Royal Borough of Kingston and the

Borough of Merton, which was aimed at students who attended local colleges, concerning raising awareness regarding registering to vote. A high number of the students receiving the information were from racial minority communities within the Boroughs.

(d) Links were again established with Operation Black Vote and were primarily

aimed at raising awareness amongst racial minority groups of the need to register to vote. The Operation Black Vote website is now linked to the Electoral Registration website.

(e) Annual visits are made to a sheltered accommodation where half the residents

are Punjabi speaking. The presentations that are given on the registration process are given in English and are then translated for the residents by the warden.

(f) Reference is made on all literature produced by the Service to the translation

facility available from the Wandsworth Interpreting Service. The canvass reminder leaflet contains text in seven Asian languages - Bengali, Chinese, Gujarati, Hindi, Punjabi, Urdu, and Vietnamese.

(g) A leaflet for presentation on the doorstep to those European Union Citizens

resident in the Borough who have difficulties with the English language has been available since 1998. It outlines the purpose of the visits by canvass staff who compile the register of electors and contains translations of all the languages of the European Union countries: - Austrian, Danish, Dutch, Finnish,

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Flemish, French, German, Greek, Italian, Portuguese, Spanish and Swedish languages.

(h) As a result of issues raised in surveys with the public and canvass staff at the

end of 1998, it was established that there was a need for canvass staff to be equipped with additional information in the form of a translation pack prepared in the languages of other racial groups located in the Borough. In the majority of cases where this information has been used the residents concerned are not necessarily entitled to be registered, but these additional translations assist the canvasser on the doorstep when faced with residents who have difficulties understanding the purpose of the visit. The languages covered are Albanian, Bengali, Chinese, Farsi, Gujarati, Hindi, Japanese, Lingala, Lithuanian, Polish, Punjabi, Serbian, Sinhalese, Somali, Tamil, Tigrigna, Turkish, Urdu and Vietnamese. If other languages are found to be required, these will be added in the future.

(i) It is proposed to undertake a further survey in the future to assess the impact of

the Council’s initiatives to encourage people from racial minority groups to both register to vote and to exercise their right to vote.

Local Land Charges 5. The Service answers enquiries from prospective purchasers of properties within the Borough and has minimal direct contact with the public other than those persons who visit the Section to carry out personal searches of the records - the vast majority of purchasers entrust specialist enquiries of this nature to the legal profession. Persons who are representatives of solicitors or personal search agencies make most contact with this Service and, consequently, it is only on an infrequent basis that contact is made with residents of the Borough. To date, the Section has not had the need to produce any form of documentation, which contains a translation into other languages. However, should any help be needed with translation, the Section would seek assistance from the Wandsworth Interpreting Service. 6. The operation of the Local Land Charges Service was the subject of an annual quality and performance review, which is also to be reported to this Committee. Environmental Services Division Home Improvement Agency 7. The Home improvement Agency continues to provide a service to householders

carrying out improvements to their homes with the aid of grant. The service is aimed particularly at elderly, low income households as well as the disabled who may require adaptation work to allow them to remain in their own homes. Of the 138 cases completed for clients during 2000/01, 43% were white British, 18% from the Indian sub-continent, 21% black African, 12% of Caribbean origin, and 6% European. The proportion of clients from the racial minorities has increased in the

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last 2 years. During the year a new leaflet has been produced which describes the Agency’s service and this has been widely distributed. The leaflet includes details of the Wandsworth Interpreting Service.

Customer profiling 8. Last year it was reported that a new element had been introduced into the

Environmental Services Division customer surveys in order to monitor the profile of users of the Division’s services. It was hoped that this would assist in identifying any gaps in the customer base as well as opportunities to provide improved customer service. At that stage the new system had only been operating for 3 months but there is now a full year’s experience.

9. Some 2190 survey forms were returned during 2000/2001. The racial background of respondents is set out in the following table :-

Racial Origin Total % Asian - 12.4% Bangladeshi 0.2% East African 0.4% Indian 1.7% Pakistani 1.1% Chinese 0.7% British 7.1% Other 1.2% Black - African British West Indian Other

8.4% 1.7% 3.8% 2.6% 0.3%

White - British/European Other

77.9%

75.1% 2.8%

Other 1.3%

10. It is encouraging that the services offered by the Environmental Services Division are being used by a representative cross section of the community. However, the results are dependent on customers from all groups returning the survey forms. Customers are also asked to indicate the most frequently used language in their household. Over 94% said that this was English. Only two respondents actually requested booklets produced by the Division to be produced in a language other than English. Of course, this is likely to under represent those non-English speakers requiring translated material as they may not understand or complete the form. It is the practice of the Division to promote the services of the Wandsworth Interpreting Service on all its leaflets and forms.

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11. 5% of respondents considered themselves disabled but none requested any special arrangements to make the delivery of our services easier.

12. Whilst it is accepted that this survey does not provide a truly representative sample

of potential users of Environmental Services Division services, it does allow an opportunity to identify any areas where there may be gaps in service delivery to particular groups in the community. It is intended to refine the process and seek to identify the extent to which particular areas of our service are used by different groups.

Publicity material

13. Following the review, a trader’s note on ‘Video Recordings’ was translated into Tamil.

Food Safety training

14. Specialist courses were established for in the main Halal Butchers in response to Butchers Shops Licensing, as they were not given the opportunity to attend training carried out by the Meat & Livestock Commission. Food Hygiene training has also been undertaken in the community at the Asian Centre in Trinity Road and the Glenburnie Community Church aimed specifically at the elderly.

Home Ownership Unit 15. The Home Ownership Unit continues to maintain the racial monitoring of house

sales applicants and purchasers.

Right to Buy 16. An analysis of the 12 month figures for the period 1 July 2000 to 30 June 2001

indicates little change from last year’s figures. A small decrease in the number of White applicants (45%) down by 2%, with a corresponding increase in the number of Black (African) applicants (9%) up by 3%. However, the number of completions to White purchasers (40%) has decreased substantially from last year, down by 16%. This decrease has been taken up by Black (UK), up by 5%, Asian (UK), up by 2%, Black (African), up by 2% and Other, up by 7% purchasers.

Priority Group Sales Scheme 17. The number of new applicants registering for this scheme has remained consistent

with the past few years (377). The number of White applicants continues to decrease, down 4% to 44%, with an equivalent increase in the number of Black (African) applicants, up 4% to 11%. There has also been a reduction in the number of Asian (UK) applicants, down 3% to 3% and Indian applicants, down 2% to 1%. Completions, on the other hand, show a trend towards White purchasers, up 17% to 59%, with the largest decrease being in the Other groups category, down 18% to 4%.

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Although there were reductions in Asian (UK) purchasers, down 4% to 2% and Pakistani purchasers, down 3% to 2%.

Registrar’s Service 18. The Wandsworth Register for Births, Marriages and Deaths is committed to

developing and maintaining a full range of services which meet the cultural and religious requirements of all the communities within the borough. The Register Office was the subject of an annual quality and performance report to this Committee on 26th September 2001 (Paper No. 01-842). In March 2001, the Registrar General’s Inspectorate conducted a comprehensive review of the Wandsworth Register Office – the report was very favourable.

The Register Office continues to place a high priority on providing an appropriate

service to racial minority users. This is exemplified by the provisions for culturally acceptable wedding ceremonies, specialised cultural awareness training for staff, fully translated leaflets and guides for particular religious groups.

Wandsworth Interpreting Service (WIS) 19. The Wandsworth Interpreting Service was the subject of a Best Value Review earlier

this year, the findings of which were reported to this Committee on 27th June 2001 (Paper No. 01-636). The WIS continues to be a popular service, catering for over 60 different languages. As part of the Best Value Review, consultation with both users and other public and voluntary agencies was undertaken. In addition, a programme of surveys specifically aimed at non-English speakers was undertaken. Minority community leaders have been consulted over ways of ensuring that potential users are fully aware of the services available from the WIS.

Education Department Employment 20. Personnel officers continue to advise managers and headteachers in all aspects of

recruitment, taking part in shortlisting and interviewing for central posts. Information gained through exit interviews with central staff and headteachers influence the development of the induction process to ensure fairness in opportunity.

21. The department was found to be maintaining the required standards of Investors in

People at a recent assessment. Comment was made on the high quality of induction of centrally based staff and the high standard of equal opportunities in staff development. Equal access to the sectional and departmental training budgets for in-house and post-entry training. This continues to be a high priority.

22. From April 2001 the performance related pay scheme has been extended to all

centrally based staff irrespective of grade or post.

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23. Recruitment and retention of teachers is a national issue that is being addressed in the borough in several ways. The Graduate Teacher Programme is being promoted to all schools with an emphasis on the under represented groups in education, i.e. men in primary schools and racial minority groups. Liaison with Initial Teacher Training (ITT) providers tries to ensure that the under represented groups are promoted. The education page on the Council web site is designed to attract all groups to teaching in the borough.

24. Training and professional development for all groups of support staff in schools will

be a priority in the next year to ensure that these lower paid staff retained and reflect to mix of pupils in the schools.

Service Delivery Implementing the recommendations of the Macpherson Report – Guidelines for

Schools on Racial Incidents 25. The Education Committee at their meeting on 7 March 2000 (Paper 00/183)

approved the Guidelines for Schools on Racial Incidents. The Education Committee had approved draft guidelines in November 1999 which had then been the subject of extensive consultation. The consultation included discussion at both the

Headteachers’ Standing Conference and the full Headteachers’ Standing Conference and at two meetings of the Racial Incidents Panel. The draft guidelines were also circulated to racial minority groups with school links, all Chairmen of Governors, the Borough Liaison Officer for the Police, the Commission for Racial Equality and other bodies.

26. An initial analysis of monitoring returns in the academic year 1999/2000 showed

that the prevalence of racial incidents was low and that the vast majority were not of a serious nature. In order to meet the requirement to produce a corporate performance indicator on racial incidents, the Research and Evaluation Unit has now revised data collection arrangements. Schools will now be able to enter information electronically via secure web pages on the Council web site. Schools will be required to enter details of completed racial incidents as they occur through the year. This will enable analysis to be undertaken at any point through the year and will allow both termly data to be produced (which was a request of the Racial Incidents Panel) and the required audit information to support the corporate Best Value indicator.

Curriculum and Professional Development 27. In 1998/99 the parents of pupils attending the Junior Centre for Young Musicians

(JCYM) were asked to complete a racial monitoring form. This exercise was part of London wide monitoring by the Foundation for Young Musicians as a requirement of the grant funding from the Association of London Government (ALG). The exercise will be repeated in 2002.

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28. The music service is developing provision to incorporate music from other cultures, this includes steel pan teaching at Chesterton, John Burns, Franciscan, Falconbrook and West Hill, and the use of musical instruments from other countries. African drumming was incorporated into a creative work “The Healing of the Earth” which was performed in May 2001 at West Hill.

The Ethnic Minority Achievement Service 29. The Ethnic Minority Achievement Service (EMA), in the Integrated Support

Service, has continued to provide a range of in-service training for school based EMA staff, class teachers, nursery nurses and classroom assistants. The training focuses on the issues involved in supporting the achievement of pupils with English as an additional language (EAL) and pupils from racial minority groups. The training also promotes access to a broad, balanced curriculum and to ensure that the National Curriculum and the National Strategies are presented in a manner which acknowledges the culture and heritage of those students. In addition to their usual programme of INSET, the EMA service hosted a conference with the theme “Celebrating an Inclusive Society” to promote Black History Month. The Head of Service collaborated with the Wandsworth Arts Office and the Society for Storytellers to plan and produce the successful conference “Many Voices”. The service also established the Refugee Task Group.

30. During the year the EMA Service carried out a monitoring programme in every

school with a devolved EMA budget. The focus of the monitoring exercise was to ensure that the provision in schools in receipt of EMAG funding through the Standard Fund falls within the guidance given to headteachers. The EMA advisers met with headteachers or school based EMA line managers to discuss the deployment of the provision in their schools and the extent to which the school monitors attainment, attendance and exclusions by racial minority groups. In schools where this is done, the school trends and findings were also discussed. This meeting was used as an opportunity to remind the schools’ senior management of the Ofsted report on raising the attainment minority ethnic pupils and the CRE document “Learning For All”.

31. The Head of Service and the EMA advisers have continued to respond to requests

for support and advice from schools without EMA funding. The two primary advisers have given long term support in a number of primary schools. The support in primary schools from one adviser has included a history project and a launching literature circle project . The second primary adviser worked on a numeracy games project with parents in one school and with every teacher in another school under special measures to advise on the provision for racial minority pupils in their classrooms. The Head of Service worked over a period of two terms with two Year 5 classes on a project to promote talk and role play. The secondary adviser has given long term classroom support in a secondary school with a large influx of refugees and asylum seeker pupils. The refugee support teacher has been very active in liaising with other agencies in the borough as well as working closely with the schools with high proportions of pupils from asylum seeking and refugee families.

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Literacy Support Service 32. The Literacy Support Service continues to identify the pupils in receipt of Special

Educational Needs (SEN) Code of Practice stage 3 support by ethnicity and gender. In consultation with the EMA advisers, advice is given to teachers about teaching strategies for a pupil for whom English is an additional language. The manager of the Literacy Support Service is involved in joint work with the EMA Service to look at issues around multi-lingualism and dyslexia or specific language difficulties.

Special Needs Assessment Section 33. The Special Needs Assessment Section (SNAS) continues to hold regular Parents’

Forums/Open Days for parents/carers whose children are undergoing statutory assessment of their special educational needs. The aim of these events is to demystify the process, enable parents/carers to meet their child’s Case Manager and encourage parents/carers to raise questions in a friendly and welcoming atmosphere. Significant numbers of parents/carers from racial minority groups continue to attend these events. The comprehensive range of information material available for parents/carers of children with special educational needs (SEN) is to be come available in one wallet with particular emphasis on the sources of independent support and advice available to parents/carers.

34. The Parent Partnership Service (PPS) continues to be grant-aided through the

Standards Fund and has further developed this year to provide a responsive information and support service for parents/carers who may need assistance to understand fully the assessment process. During the year, six volunteers from the local community successfully completed the term’s course and final assessment to become Independent Parental Supporters (IPSs or Named Persons under the 1996 Education Act) whose role is to provide information and support to the parents/ carers of children undergoing assessment of their SEN. IPSs continue to help parents/carers whose children have completed their assessment if this assistance is required. Two of the volunteers who successfully completed the course were from racial minority groups. Not only does the training undertaken assist the volunteers to help parents/carers, it also provides a good grounding for volunteers who might wish to develop at some stage careers in the field of SEN support.

35. Currently, 59% of Parent Partnership referrals are from racial minority groups and

this figure rises if Irish and/or mixed race parentage is taken into account. Ethnic origin is not always known or sought if the information and support is restricted, as it sometimes is, to a telephone call.

36. An Advisory Group for the support and development of the PPS has continued, with

membership drawn from a wide range of sources, including parents from racial minority groups and the Community Empowerment Network. Arrangements for involving the community representation in the work of the Parent Partnership Service will need to develop as the requirements of the SEN and Disability Rights in the Education Act begin to take effect.

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37. Where appropriate, the child’s case manager and Parent Partnership Co-ordinator have access to interpreting and translation services in order to assist communication. Every parent/carer whose child has completed their statutory assessment is now asked to complete a questionnaire to inform officers about how parents/carers felt about the experience. In evaluating the returns, officers will be particularly keen to learn about and act on any information coming from parents/carers suggesting that the statutory assessment process could work better in some way for parents/carers from racial minorities.

38. With the link between the Central Pupil Database and the SENS database having

been established, possible developments in racial monitoring will be examined. 39. In June 2001 the LEA held a borough-wide Parents’ Conference at Linden Lodge

School where a range of plenary and workshop sessions on various aspects of SEN were offered. A substantial number of the 90 parents/carers and representatives of other agencies attending were from racial minority groups.

40. Officers working in SEN are aware of the main thrusts of the Macpherson Report

and the requirements appropriate to local authorities in this regard. Educational Psychology Service 41. During 2000/2001 the Educational Psychology Service (EPS) has continued to

provide specific input to vulnerable groups. This has included direct and consultative work in schools to promote pupil attendance and to support pupils in danger of exclusion and to promote positive behaviour management and re-integration, through Standards Fund projects. Training programmes have been organised to support schools in dealing with children who have dyslexia (specific learning difficulties). A project to review the outcomes for pupils with moderate learning is ongoing. A report on the first phase of this project was produced in the spring term 2001.

42. Work with schools is reviewed each year through an end of year review

questionnaire, completed by the school Special Educational Needs Coordinator (SENCO). A system to obtain feedback from parents on EPS service delivery is in the process of being developed. All new referrals to the EPS are monitored according to ethnicity, gender, area of need, children looked after by the local authority, and source of referral; trends are analysed annually and service reviewed where appropriate. The profile of referrals in terms of ethnicity broadly match the profile for the borough population as a whole.

43. The EPS has a statement of belief with regard to equal opportunities and an equal

opportunities policy that sets out standards for practice regarding individual children and families, schools/ institutions and the EPS systems. This is due to be reviewed as part of a regular cycle during this academic year. The policy has been shared with other sections within the Education Department Equal Opportunities Working Group. Racial equality is directly addressed within the policy. The process of

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developing and implementing the policy has been integrally linked to the EPS continuing professional development programme. An action plan to ensure the equal opportunities policy has been fully implemented. The service policy addresses equal opportunities in the workplace and with regard to recruitment specific processes for the recruitment of staff have continued to be applied to ensure equitable selection.

Education Welfare Service 44. The Education Welfare Service (EWS) developed the ‘Life Chances’ Project, which

was started in Sellincourt School in 1997, in conjunction with the Educational Psychology Service and Section 11 Project Mangers. The target group for this project is parents with English as an additional language (EAL). The aim of the project is to improve communication between parents and school with a view to improving pupil attendance and achievement. A fourth Life Chances conference for EAL parents was held in May 2001. The Ethnic Minorities Achievement Service took over the running and development of the Project from September 2000.

45. The Principal Education Welfare Officer (PEWO) continues to act as link officer for

the African Caribbean Home-School Liaison Project. The aim of the project is to reduce exclusions for the target group of pupils. The project operated in five schools in 2000/2001 (Battersea Technology College, Elliott, Ernest Bevin and Falconbrook).

46. The EWS, in conjunction with the Social Services Department and schools, has

developed a system for ensuring the accuracy and effectiveness dissemination of information on children looked after by Social Services. This includes the monitoring of attendance data for every pupil looked after attending Wandsworth schools. The EWS will, in liaison with Social Services, the EPS, ISS and the Pupil Services Section, contribute to work on Quality Protects in relation to, for example, the transfer of looked after pupils to secondary schools.

47. The EWS has implemented a computerized database and multi-agency monitoring

system for pupils who are vulnerable because they are not currently on any school roll. This system will be developed under the new arrangements for service delivery that come into effect from September 2001.

48. 46% of EWS staff in post are African or African Caribbean. Pupil Services 49. The Pupil Services Section has continued to improve the clarity of its primary and

secondary school admission brochures in order to make the information as accessible as possible to all borough residents. This year’s improvements include a clearly set out “step by step” approach to the admission process and revised translation panel covering each of the ten most common languages spoken by residents. The practice of conducting personal interviews with all clients seeking casual admission to secondary school and a range of other enquiries has recently been enhanced by the

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introduction of “Language Line” which provides staff with the facility of obtaining an immediate translation service in any language using a three-way telephone link. The facility to obtain written translation of short information documents is also currently being explored.

50. Funding continues to be provided to enable a growing number of Year 11 students

moving into the borough from abroad with little or no English to take up full-time ESOL courses at FE college, under circumstances where admission to school is impractical.

51. Exclusions continue to be recorded by racial background, alongside other factors, in

order to facilitate ongoing monitoring and analysis of disproportionate representation of any racial group and provide comparison with local and national trends.

Early Years 52. The Council, with the Early Years Development and Childcare Partnership, has

drawn up a Strategic Plan in which it states its commitment to being fair and preventing discrimination. The Plan includes 29 targets, one of which directly relates to increasing the recruitment of under represented groups, including racial minorities, and two relating to equal opportunities strategies and equal access to services. In addition, the Partnership is committed to children receiving an education which includes: valuing and respecting each child’s background, culture and experience; encouraging respect; and one which allows children to take full advantage of the diversity and choice of educational opportunities available in Wandsworth. The Partnership requires all providers of Early Years education who subscribe to the Plan (Council-maintained, voluntary, independent and private) to demonstrate a commitment to the principles of equal opportunity for all children whatever their age, gender, attainment, racial background, special education needs or competence in English.

Reception Facilities 53. A Powerpoint display currently operating on a TV screen detailing services offered

by the Education Department has now been translated into Urdu, Gujarati, Hindi and Punjabi, and is available to callers in a paper format. All applications for Student Loans offered to the public at the reception counter include the standard paragraph translated into Urdu, Punjabi, Bengali, Hindi and Gujarati, advising that contact can be made with the Wandsworth Interpreting Service.

Performance and Standards 54. The Performance and Standards Team continued to monitor the attainment of these

pupils through Annual School Reviews and to discuss with schools the strategies used to tackle identified under-achievement. The Quality and Evaluation Division has drafted a Strategy for School Improvement in line with the requirements of the Code of Practice on LEA/School Relations. This sets out what has been achieved,

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an outline of further developments and key actions for the next twelve months in a range of areas. A key area is support for under-achieving groups. In line with the Code of Practice on LEA/School Relations, the LEA’s school inspectors now provide monitoring and support for schools in inverse proportion to success. As part of its working arrangements for school inspectors, the LEA has introduced a system of Accredited School Self Review and Evaluation . To achieve accredited status, and as a result to receive only minimal monitoring from the LEA, schools need to demonstrate secure arrangements for monitoring the attainment and the progress of all pupils including those from racial minorities.

55. The LEA is in the process of drafting its new Education Development Plan, which

will be a five-year plan, to take effect from April 2002 until March 2007. One of the five national priorities within the plan will be narrowing attainment gaps/tackling under-achievement. Within this priority the LEA will identify actions to improve the attainment of pupils from particular racial groups who have been identified as under-achieving. In addition, the LEA is in the process of shaping its local priorities and these will include actions to address provision for socially disadvantaged pupils, including those from racial minorities.

Research and Evaluation 56. The Research and Evaluation Unit (REU) has continued to provide schools and

Governors with reports on pupil attainment in Wandsworth in Baseline, National Curriculum and GCE/GCSE assessments by racial group, language needs, social background and gender. Following on from the recommendation of the LEA Ofsted inspection, a literature search of relevant research has being undertaken to identify the key issues influencing the under-achievement of certain minority pupils and good practice. This is now being updated and findings will be incorporated in the forthcoming Education Development Plan (EDP) 2002-07 alongside an analysis of change in the attainment by race and gender over time in Wandsworth. The results will then feed into the EDP priorities for tackling underachievement of these pupils. It is also expected that the REU will lead on revising the race coding classifications used in the Department to reflect those that were used in the 2001 census (as required by the DfES). This work is expected to take place in Spring term 2002 subject to confirmation by the DfES.

Finance Department Employment 57. The proportion of racial minority staff employed in the Department showed a rise

from 34.3% to 35.9% and remains well above the corresponding proportion in the local population. There were 43 appointments during the course of the year, with 23 from racial minorities. All recruitment decisions are authorised at directorate level after checking conformity with equal opportunities guidelines, and the overall position is monitored regularly by the management team. The Departmental

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Management Team will continue to monitor the equal opportunities dimensions of recruitment.

The Economic Development Office achieved Investors in People status in June

1997, maintained IIP status in 1998 and will be re-assessed shortly. The rest of the Department achieved the award in July 1999 and was successfully re-assessed in April 2001. The number of staff on long term vocational training courses remained at a good level with a total of 14 students in the Department with 4 from racial minorities. Through measures such as training supervisors in coaching skills, ensuring regular staff development reviews, promoting the Staff Charter, and encouraging secondments and mentoring, managers will continue to promote good practice in staff development, which will in due course yield further growth in the proportion of racial minority staff at senior levels.

Service Delivery

58. The Economic Development Office reported to the Regeneration and Transport

Committee on 25th June 2001 (Paper No. 01-544) on the take-up of services by racial minorities. Racial minority groups continue to achieve successful outcomes in training, business and community services. The target set for the take-up of services by racial minorities in 2000/01 was exceeded. 33% of the participants on the business advice service, 51% of the participants in the employment support services; 40% of the volunteers and 61% of the advice service users were from racial minority communities. These results indicate that a significant proportion of the Economic Development Office’s services benefit racial minorities living in the borough.

59. Applications for additional funding were also made to various funding bodies,

including the Single Regeneration Budget (SRB) this year, and the success of this has meant that extra services have been available to the more disadvantaged groups within the borough. Improved monitoring procedures are now in place and the EDO is able to assess and ensure that racial minority groups are well represented and benefit from a significant proportion of all its services.

60. The other main areas in which the Finance Department serves the public directly are

council tax and business rate administration, rent and service charge collection, and benefits. All of these are the subject of annual reports to the appropriate Committee, including action plans for improvement generally based on full Best Value Reviews conducted in the past two years. Business rate administration has been a Charter Mark service since 1998, and has recently been reassessed. Council tax and benefit services were commended for their Charter Mark application in 2000 and have recently been assessed again under the “fast track” procedures. The focus on customer service and quality improvements will be maintained, and will help to ensure fair access for all. All standard advisory leaflets are regularly reviewed and contain details of the Wandsworth Interpreting Service in the main minority languages. The increased effort directed to counter benefit fraud in the last two years has opened a new area for racial monitoring; the statistics given in the annual

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report indicated no cause for concern, but the numbers were still relatively small and this area will continue to be given high attention.

Housing Department Employment 61. The number of staff from minority groups has risen from 19.7% in 1999/2000 to

23.8% in 2000/01, exceeding the departmental target of 20%. 62. In terms of recruitment to posts, the percentage of applications received from racial

minorities has increased, as well as the numbers short-listed and subsequently appointed.

63. During the coming year the Housing Department will continue to monitor

recruitment and selection processes. This will involve having a Personnel officer presence on all short-listing and interviewing panels. In addition, quarterly recruitment statistics covering race and gender will be presented to the departmental Equal Opportunities Working Group. A series of refresher training courses is planned for staff throughout the department who have responsibility for the recruitment and selection of staff.

64. A review of the departmental training needs assessment scheme is also planned for

the coming year, which aims to consolidate on the work carried out to date and provide further guidance for managers in this area.

Service Delivery CRE’s Code of Practice In Rented Housing – Progress Made in 2000/2001 65. The Department continues to meet the requirements of the above Code of Practice.

In particular the following progress has been made in the last year. (a) Monitoring of Service Delivery

A comprehensive system of monitoring is in place in respect of the allocations process covering applicants registering for housing (including nominations to mobility schemes and housing associations), the allocation of property, Housing Register Reviews, and certain aspects of homeless applications such as the number of households presenting, accepted and admitted as homeless and the average time taken to inform such households of the Council's decision on their application.

The extension of monitoring to areas such as disabled adaptations is expected

to commence during 2001/2002. Implementation of this monitoring was delayed due to issues around data protection, which have now been resolved.

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(b) Racial Harassment The Department continues to act as lead Council department to the Racial

Incidents Panel and provides reports on racial activity on a regular basis. Monitoring of racial incidents takes place on a regular basis and results are

reported to the Racial Incidents Panel. A total of 13 cases of racial harassment were reported to the Housing Department during 2000/2001 (32 in 1999/2000). This represented a sharp decrease in the number of reported incidents although it is still believed that a number of incidents on housing estates are not being reported. This decrease in reporting to the Department is partly offset by an increase in the reporting of such incidents directly to the Police. It is hoped that the publicising of a racial incidents "hotline", subject to arrangements agreed by the Racial Incidents Panel, will encourage victims of harassment to feel more confident in reporting such incidents to the Housing Department. In the July 2000 edition of "Homelife", the Housing Department also publicised the work of a community-based group in Battersea to whom racist incidents can be reported. The latest figures show that Wandsworth Police cleared up 27.4% per cent of all racially motivated crimes reported to them last year - a slight decrease from 32% in 1999/2000. The Metropolitan Police advise that the decrease is within the expected fluctuation range for this type of crime and is not attributed to any particular factor.

Training in racial harassment procedures was carried out with residents groups

in 2000/2001. A number of new initiatives involving equal opportunities policy and cultural awareness training for residents groups are proposed, and this programme will be introduced incrementally during the next calendar year.

(c) Housing Need The Council has continued to address the needs of the priority community care

groups in its development programmes with housing associations. In terms of specific housing provision for racial minorities a number of housing association schemes are either in place or in the development pipeline, as follows:

- one housing scheme for Asian elders in the development pipeline was due

for completion in March 2001, completion due in October 2001 (two other schemes in existence);

- one scheme for black people with mental health problems in the

development pipeline (two other schemes in existence); and - one scheme for those with sickle cell anaemia is in the development

pipeline (two other schemes in existence).

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Work Programme for 2000/2001

66. A formal equal opportunities work programme for the Housing Department was presented to the Housing Overview and Scrutiny Committee at their meeting on

13th September 2001 (Paper No. 01-706). Work will encompass the following: - A review of allocations procedures and policies and the continued monitoring of

success rates and reasons why applicants leave the Housing Register. - Consideration of other property characteristics which could usefully be included

in future monitoring. - Ensuring residents of overcrowded private rented accommodation, especially

those whose first language is not English, are aware of the housing registration process (Housing Strategy Target 1999/2000) - work in progress.

- Bringing on stream full and precised taped and translated versions of current

Housing Department publications. - Continuing the programme of reviewing policy, practice and procedures across all

Divisions. - Reviewing the Housing Department Training Strategy in the light of the Race

Relations (Amendment) Act 2000. - Further developing a consultation and participation strategy which enables the

views of racial minorities to be heard. Leisure and Amenity Services Department Employment Headcount 67. There was a marginal decrease in the percentage of racial minority officer staff from

31.3% in 2000 to 28.8% in 2001, although this figure still exceeds the corporate target and is representative of the local community. The decrease is consistent with the reduction in the total number of staff in the Department i.e. from 648 in 2000 to 603 in 2001 and the reduction in racial minority staff from 203 to 174. Staff retention is a serious issue which is being addressed across the Department.

Recruitment and Selection 68. The number of applications for all officer posts from racial minority applicants

decreased from 40% in 2000 to 28% in 2001, the number of short listed racial minority applicants also decreased from 36% in 2000 to 23% in 2001 and the number of racial minority staff appointed decreased to from 34% in 2000 to 26% in

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2001. However, the total number of applications monitored for officer posts significantly decreased from 1386 in 2000 to 519 in 2001. It is acknowledged that recruitment to some posts has proved difficult and a number of posts were re-advertised. It should also be noted that the Department employs large numbers of casual staff across a range of service areas whose applications are not monitored in the same way as that for staff who apply for work which is contractual. Therefore, a large number of racial minority staff are not included in this exercise.

Current Provision Recruitment 69. The Department has continued with its established practices including the

monitoring of recruitment shortlists by the Assistant Director (Support and Community Services) and the review of race and gender recruitment statistics at the Equal Opportunities Working Group every quarter.

70. All recruitment letters have been reviewed and submitted to the Plain English

Campaign for award. The intention is to ensure that correspondence for job applicants is clear and concise, and is especially helpful to people whose main language may not be English.

71. A survey of 646 job enquirers took place in the spring and 22% responded. The

survey highlighted several equalities issues which are being addressed as part of the review of the Department’s recruitment procedures and these include areas such as raising the profile of the Council’s Equal Opportunity Policy with job application packs.

Existing Staff 72. The Equal Opportunities Working Group meets with the Assistant Director (Support

and Community Services) on a quarterly basis and the minutes are available to all staff in the Public Folders of Outlook.

73. The Staff Charter was updated and issued to all staff in the summer, this document

emphasises the Department’s commitment to equal opportunity in employment. 74. All staff are invited to review their training and development needs twice a year

through the Appraisal and Development Scheme. The Department will continue to assess staff performance in relation to equal opportunities as part of the Scheme. Furthermore, the Performance Related Pay Scheme has been extended to posts graded Scale 3. It is noted that a high proportion of racial minority staff are concentrated in posts graded Scale 3-6 amounting to 36% of total staff in these posts across the Council.

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75. There is now greater emphasis on the evaluation of training and reports will be provided to the Personnel Section on a bi-annual basis allowing for any equalities issues raised to be addressed departmentally.

76. Equalities-related training is provided to staff according to individual training needs.

Attendance at the Council’s Recruitment and Selection course is compulsory for all staff who are involved in interviewing.

77. Exit questionnaires have recently been issued to staff leaving the Department. The

questionnaire contains the Census race categories for staff to complete and asks specific questions about experience of prejudice and harassment in the workplace. Any concerns raised about equal opportunities will be referred by the Personnel Section to senior management.

78. All staff have been invited to reclassify their race category in accordance with the

Census criteria giving them more choice. Appointments from different service areas: (a) The Wandsworth Museum Service reports that in June 2001 a new member of

staff of African/ Caribbean background was appointed to the post of Museum Receptionist and Shop manager. The museum now has 2 members of staff of African and African Caribbean origin (1.6 FTE).

(b) In the Parks Police four recruits successfully passed the seven week course. Of

these one was of African background. (c) In the Youth and Sports Development Service the new Community Links

Manager is black British. Targets 2001/2002 - Future Developments 79. Recruitment procedures are currently being reviewed and equal opportunities remain

a key consideration. 80. Analysis of teams within the Department will be undertaken to ascertain the

representation of racial minority groups and where there is under-representation this will be encouraged in job advertisements.

81. The Department proposes to extend the Performance Related Pay Scheme further

encompass staff on the grade Scale 1-2. The proportion of ethnic minority staff in these posts across the Council is 22%.

82. The Department’s Personnel Section will be contributing to suggestions for

improving the standard application form used across the Council for example the use of plain English and the improved presentation of Asylum and Immigration Act

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requirements. Central Personnel intend to issue the revised the application form in 2002/03.

83. To review the recruitment and monitoring procedures for casual staff to inform the

Department of the number and grades of ethnic minority staff employed. 84. Where recruitment campaigns prove to be unsuccessful job enquirers will be issued

with a recruitment survey questionnaire which will also monitor gender and race of respondents to inform the Department of any equalities related trends to be considered.

85. Further to a recent mid-term Investors in People (IiP) assessment the equalities

issues raised will be addressed by the Department in an Action Plan. Service Delivery Libraries Current Provision 86. The Library Service is in the process of reviewing its services against the

recommendations of the Race Relations (Amendment) Act 2000. The user survey in June 2000/01 showed that the racial background breakdown of users of the four libraries matches the borough’s profile. This survey will be repeated in 2001/2.

87. A full programme of activities, events and displays is held in all libraries in Black

History Month in October. In 2000 the African Caribbean community librarian made two broadcasts on BBC Radio 4 and Choice Radio to publicise events in Wandsworth.

88. The Asian Community Library at Tooting continues to provide a wide range of

around 20,000 books and magazines in five Indic languages, supported by a collection of music and videos. The Tamil language material held at the Multi-cultural Library, Tooting has been increased to 9%, which matches the percentage of Tamil users registered.

89. An existing strategy for meeting the needs of readers requiring European language

material has been to maintain a circulating collection of European fiction. This year the scope of the collection has been expanded to include Russian material and the frequency of circulation has been increased from three to four times a year.

90. A central part the library services reader development strategy has been the

promotion of reading groups. The African Caribbean Community library has a reading group that is now well established, popular and successful and the Asian Community library has just started a Tamil Reading Group.

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91. The circulating collections of Indic language material have been revised in consultation with the user needs at individual branch libraries.

92. Displays and events marked Diwali in all libraries. Diwali celebrations at Tooting

library were organised with sponsorship from Guru Books. The author Jamila Gavin told stories and dancer Rahini Rajagopal performed.

93. Eid celebrations at Tooting library were organised with sponsorship from Urdu book

suppliers Book Centre. 40 children and 25 adults attended a party integrating Eastern and Western culture.

94. Janmashtami, the festival celebrated by the Gujerati community was celebrated by

displays in both Balham and Tooting library. 95. For the second year the library service has participated in the multicultural literary

festival organised by the Bengali cultural association. The event was held at Balham Methodist church hall. The Multi-cultural Library, Tooting supported the event by arranging for Jamila Gavin to speak on Multiculturalism in Britain and provided a display with multicultural books in English and Indic languages. The museum provided a display on Asians in Wandsworth.

96. Libraries have encountered difficulties in obtaining literature in minority African

Languages. However African people frequently have Spanish, Portuguese, French or English as a second language. These are already, or can be, catered for within Wandsworth. Portuguese material has been bought to add to the circulating collection of European fiction.

Targets 2001/2002 – Future Developments 97. A priority this year will be to improve services to the newer refugee communities

settling in the Borough. Potential partnerships with neighbouring boroughs will be investigated. Contacts are planned with Merton library service and Thames Valley University.

98. This year the main priority for the Asian Community Librarian is to monitor

development of the Asian community, size of individual groups, age, needs etc. 99. Now in its third year the multicultural literary festival organised by the Wandsworth

libraries and Arts with the Bengali cultural association will have David French, Director of Commonwealth Institute, to speak. There will be readings in Bengali, Urdu and in Gujerati and Schools workshops. In the evening there will be a literary event and a music event. The Saturday programme will involve food, craft displays and a fashion show.

100. Access to an Asian word processing package is planned in the Multicultural Library

Tooting subject to improvement of existing computer equipment.

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101. Areas for development in the stock are Arabic, Turkish, Serbo Croat and Albanian. It has been agreed to purchase a small collection of Arabic material, which will be housed at the Multicultural Library Tooting as a borough wide resource. It is planned to source collections of other languages from other library services.

Wandsworth Museum Service Current Provision

102. In the museum’s permanent displays there are exhibits relating to the history of various local minority communities including:

(a) African/Caribbean: John Archer, Britain’s First black mayor, Mayor of

Battersea 1913; arrival of people from Jamaica on SS Windrush, 1948. (b) Asian: Shapurji Saklatvala, MP for North Battersea, 1920s; establishment of

the London Mosque in Southfields in 1924. (c) Irish: housing for railway workers in Battersea; Sufragette, Charlotte Despard’s

house for Irish working men and boys in Currie Street, Battersea. (d) Polish: school and home for Polish war orphans in Balham.

103. Progress was made in 2000/01 to provide events of interest to the borough’s Asian community by presenting the exhibition ‘Shaped and Draped’, Textiles from Pakistan. This exhibition was loaned from Bradford City Art Galleries where much work has been achieved with involving the local Asian community with the museum service. The exhibition was on show from March to May 2001 and attracted 4548 visitors.

104. The Museum also provided a display for an Asian day in Balham about the history of Asian people who have lived in the borough and about the establishment of the London Mosque in the 1920s.

105. Black History Month, October 2000: The Museum joined with the Libraries and Arts

Service to provide two exhibitions in the Wandsworth Shopping centre aimed at attracting visitors from the African / Caribbean communities in the borough. The Museum presented an exhibition about the history of the black presence in Wandsworth. The exhibitions were visited by 1099 people.

106. The Museum Oral History Project, which was launched in January 1998 and marked

by an exhibition in March 1999, included recorded memories of many Wandsworth residents from the African Caribbean and Asian Communities. There are currently 5 recordings on file. In 2000/01 efforts to develop this archive were frustrated by a delay in the re-launch of the project with volunteer assistance due to vacancies in the education staff team.

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107. A display was mounted to mark Holocaust Memorial Day in January 2001. Targets 2001/2002 – Future Developments 108. October 2001: For Black History Month the museum will present West African Ties

– an exhibition and programme of events including lectures, storytelling, music and children's activities about the art and culture of West Africa and links with Wandsworth over 300 years.

109. For Holocaust Memorial Day, January 2002 an exhibition will be mounted in

partnership with Nightingale House, the Home for Aged Jews in Balham. The exhibition will explore the history of the Jewish presence in Wandsworth and the background to the establishment of the Home.

110. Both the above projects include the collecting of oral reminiscences from people

living in the borough with West African links and residents who are Jewish. Arts Current Provision 111. The Arts About Wandsworth Scheme has a significant impact on racial minorities.

14 (25%) of the applications to the fund were from racial minority organisations running projects for specific minority audiences. Twelve of these projects received funding (total £10,081) making up 27% of the grants approved. There were nine (16%) further applications from organisations running projects with a high proportion (over 40%) of racial minorities as their target audience. Six (11%) of these projects received funding totalling £4120.

112. In October 2000 the section’s expenditure included £3,000 to support projects in the

Black History Month programme. Events for Black History Month in October 2000 included an exhibition in the Wandsworth Shopping Centre of photographic images of the black diaspora by the photographer, Armet Francis. This was shown alongside an exhibition by Wandsworth Museum on the history of black people in Wandsworth, and received over 1000 visitors in three weeks. Other events included black women poets (Balham), the influence of music on Caribbean poetry with Kwame Dawes (Putney), and a musical drama, Sweet Inspiration, at York Gardens Library and Community Centre, attended mainly black elderly people.

113. A Storytelling Conference was arranged during Black History Month at York

Gardens Library and Community Centre in association with the Education Department and the Society for Storytelling. Its theme was the living oral traditions of Africa, the Caribbean and the Indian Subcontinent, and it was attended by over 50 teachers, librarians, play leaders and storytellers. Within the conference there was a storytelling performance attended for free by three local primary schools. The conference was supported by a grant of £1200 from London Arts.

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114. This was the first year that the arts office had taken part in running events for Black History Month, and some events were more successful than others. In October 2001 the section will seek to develop more projects in partnership with black organisations in Wandsworth.

115. A co-promotion (£3,000) with GWI Entertainment produced a young people’s talent show at Battersea Grand Hall. 80% of attendees and contestants were young

people from racial minorities.

116. The arts section programmes minority artists and performers into major events e.g. Poems with Your Pint and Wandsworth Dance Week during the Wandsworth Arts festival.

117. As well as programming activities targeted at minority audiences, the section uses the minority press to market its services and tries to ensure that members of racial minorities are represented as competition judges (e.g. Kwame Dawes for London Writers Competition), and on consultation groups.

118. Service agreements with main grant clients such as Battersea Arts Centre now

include the requirement to monitor attendance by ethnic origin. Entries to the London Writers competition were monitored for the first time this year, which showed that 18% of entrants are from racial minorities. Monitoring will be extended wherever possible to arts section projects for 2001/02.

Targets 2001/2002 – Future Developments

119. Draft Wandsworth Arts Strategy agreed with social inclusion objectives under the theme of improving access. 30% of Arts About Wandsworth funding to be earmarked for socially excluded groups.

120. New contract worth £3500 for black group Get With It to run projects for young

people, e.g. street dance classes and performance.

121. New project for Tooting Mela, linked to Diwali, to be run in association with community organisations in Tooting, and as part of the Wandsworth Arts Festival.

122. London Arts partnership funding for poet in residence during arts festival. Black

poet Lemn Sissay will be working with young people with special needs in three centres in Wandsworth.

Play Services Current Provision

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One O clock Service

123. The Play Services provides induction for all staff including casual staff, at which equal opportunities is discussed, to ensure that all staff are aware of the effect of equal opportunities on their programmes of activities. There continues to be an increase in the number of Asian parents and under fives using the centres. All One o’clock Centres follow the cultural calendar where possible and provide cultural activities and positive images. All centres have introduced music as a regular activity, which has included music from around the world. All new equipment purchased for the sites reflects the cultures within the community.

Teddy Bears’ Picnic

124. At the Teddy Bear’s picnic the number of children from varying cultures continues to increase. There is a huge range of entertainment for the children, which includes African workshops, steel bands and ‘Child and Sound’ who perform music from around the world. Families picnic in the park and are able to purchase cultural foods.

Playcentres for 3 and 4 year olds

125. The introduction of 3 pilot playcentres across the borough for children 3 and 4 years helping with childcare services for working parents. Activities include cooking and activities reflecting differing cultures around the world. Equipment purchased specifically for these centres included ethnic dolls, dressing up clothes from around the world and kitchen equipment from differing cultures.

Activity Centres and Playcentres for 5-11 year olds

126. Induction training for staff includes equal opportunities. Introduction of more activities and games from around the world into Activity Centres and Playcentres. Activity Centres have introduced cultural awareness sessions with children. The Centres have introduced a world map onto which they place flags from around the world and pictures of all the children. It indicates where they were born or from where their families originate. Cultural awareness weeks are conducted at Activity Centres on a regular basis and focus on all cultures. They include cooking workshops, activities and sports.

Targets 2001/2001 – Future Developments Community Centres

127. Independent community training centres are to be established. These will target, amongst others, residents from a racial minority background.

128. New monitoring forms are to be introduced for independent community centres and clubrooms and these will include attendance by people from a racial minority background.

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Youth and Sports Development Service Current Provision

129. Training on the implementation of the Youth Service curriculum has taken place this year, which addresses the needs of the variety of races and cultures in the Borough. The international exchange with Martinique was successful. Contact has been maintained with the group and future exchanges are being planned.

130. The Leisure and Amenity Services Department is represented on the Racial Incidents

Panel by the Youth and Sports Development Service. As a result of the Macpherson Report and the way incidents are categorised the number of racial incidents has increased. As part of the Panel, the Youth and Sports Development Service has been heavily involved in assisting the Panel to look at strategies for analysing the incidents.

131. Also as part of the response to the Macpherson Report, the Youth and Sports

Development Service have been involved with the Metropolitan Police Divisional training. As the Police need a venue which is “young people friendly” for the training as young people are invited to talk to the Police, the Training and Resource Centre have provided the venue for the training. Some young people from the Service have also been involved in talking to the Police about their perceptions as part of the training.

132. The Youth Service has maintained its level of 60% of the membership staffed units

being from racial minorities. The publicity for the Youth and Sports Development Service continues to be monitored not just to ensure it reflects the make up of its membership but also to ensure that the images used do not reflect stereotypical images. Delivery of sports development activities, programmes and events continues to reflect the racial make-up of the authority.


133. The Youth Service will continue to celebrate Black History Month.

134. Events during Youth Work Week will continue to reflect the diverse racial and cultural nature of the Borough.

135. The new Sports Development Coach induction pack and training will ensure staff are

aware of equal opportunity issues in their sessions.

136. Through the Active Sports Programme all coaches involved in the scheme will be required to attend a 3 hour course titled “Equality in your Coaching” and each club nominated for the programme will be required to attend a 3 hour course title “A Club for All”. Both courses are aimed at improving awareness and positive action in promoting equal opportunities.

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Parks Police, Security and Events and the Civic Suite Current Provision

137. During May and June 2000 all officers in the Parks Police Unit the Dog Control Service and Street Care Team attended a specially designed course on Race Awareness to deal with the recommendations and issues arising from the Macpherson Report. The course took place at the Professional Centre. Following this training all the Supervising Officers and Managers from the three teams attended a further one-day seminar in October 2000 to discuss their roles in and around the workings of the recommendations put forward.

138. The Millennium project included a project with the Assemblies of the First Born, a

Black Church in Battersea. The Millennium Whitsun Services included a gospel choir and had considerable support from Black Churches in Balham and Tooting. The Borough Show on Putney Lower Common included performances by eight schools involving a steel band and Asian dances on the Education stage. Of the 12 bands performing on the main music stage at the Borough Show, eight were African/ Caribbean, one was Asian, one Swedish and one English. The compare, DJ and dancers were African/Caribbean.

139. Of the various events in the Borough run by outside organisations, the Borough

hosted the Thai Cultural and Food Festival, Jamaica Funday and an African Durbah. There were eight bands in the bandstand in Battersea Park during the summer of which three were English concert type ensembles, three were African/Caribbean, and one was Thai and one Irish.

140. The Civic Suite was hired to 135 Asian groups and 11 African groups for private

functions during the year. In addition the two week Divali Festival was held in the Civic Suite nightly. The Civic Suite remains popular with racial minority groups especially Asian groups as their specialist caters are allowed to have use of the kitchens and the halls can be divided to cater for the necessary diversion of sexes for religious reasons at some ceremonies. The Civic Suite staff is very mixed and this eases negotiation when dealing with minority groups or bookers. The free lets of the Civic Suite are allowed to charities resident in the Borough each year. Of the ten allocated, four were for Asian charities (though one was cancelled shortly before the event).

141. The first UK Holocaust Memorial Day was observed on 27th January 2001 and the

occasion was marked by a tree planting on Wandsworth Common near the bowling green. A suitable plaque was unveiled by the Mayor. In the evening a candlelight Jewish holocaust poetry reading event took place.

Targets for 2001/02 – Future Developments

142. The following targets have been established:

Page 39

(a) The Parks Police and Dog Control Unit will continue to carry out annual race awareness and Human Rights Act training with an emphasis on racially aggravated crime as covered by the Crime and Disorder Act 1998 and in particular assault.

(b) Due regard will be given to inclusiveness in the planning of Queen's Golden

Jubilee events. (c) The music stage at the Borough Show will continue to have popular

African/Caribbean groups. (d) The programme for the Battersea Park bandstand will include groups from

various continents. (e) The Civic Suite will continue to promote hire and free lets among the minority

groups. (f) The Holocaust Memorial Day will be observed at the newly planted tree. If

possible representation of those countries who have suffered a holocaust will be increased.

Pump House Gallery, Battersea Park Current Provision

143. A policy of free admission ensures equal access into the gallery for all. The current lack of wheelchair access beyond the ground floor is being addressed through the aim of the provision of a lift to all floors. The following outlines some of the ways in which during recent years the Gallery has been working towards achieving a diverse audience and a diverse exhibition programme.

Audience Evaluation

144. In the gallery an evaluation questionnaire is kept available for visitors to complete. This includes a section about disability/race/ethnic monitoring and invites feedback about the gallery and the exhibition programme. Completed forms are analysed at regular intervals.

Exhibition Programme

145. In the same way that it is planned to reach and welcome a broad audience to the gallery, the diverse nature of audiences is reflected through the exhibition programme, which represents the cultural mix of artists in London, the UK and world wide. Between the beginning of 2000 to now (September 2001) the Gallery exhibited the work of artists from the following countries: England, Scotland, Ireland, Wales, including UK Black and UK Asian artists, Former Soviet Union, Germany, America, Holland, Sweden, Spain and South America and others.

Page 40

146. Some exhibitions are strategically designed to profile the work of artists who may be considered to be from a racial minority and/or to increase the accessibility of artists and the gallery to our audience.

147. The Two of Us was an exhibition project in collaboration with Autograph (The

Association of Black Photographers, London) which presented the photographic work of Eileen Perrier, a young Black British artist, together with the work of a white American photographer.

148. No Place – an exhibition of art by refugee artists or about refugee issues in

association with The Refugee Council and during Refugee week 2001. Educational outreach: community, disability and access

149. The following are some of the many events and educational activities designed to create access for all to the gallery and to a variety of arts based activities.

(a) Sensory Detour – a series of poetry workshops with five community groups

including refugees, the elderly and a special needs group, which led to a day of live poetry events in Battersea Park and at the gallery. Organised with Apples and Snakes Poetry, Battersea Arts Centre. There were various sponsors.

(b) The Group of us – Black British artist Eileen Perrier led photography sessions

with an adult group at Wandsworth Mind – a ‘drop in’ support centre for adults with mental health problems. The resulting photographic work is on exhibition at Wandsworth Museum Community space, which was sponsored by London Arts.

(c) Pump up the place and Remarkable – a painting workshop for Doddington

Activity Centre’s young children (a considerable percentage of whom were from racial minorities) resulting in a short exhibition in the gallery alongside another project by Wandsworth Youth clubs during summer 2000.


150. A range of initiatives and community based projects are planned which include racial minority users but are not exclusively aimed at those groups.

Consultation

151. There have been no public consultation exercises aimed solely at racial minority users or staff during 2000/01 but a number of public satisfaction and opinion surveys have been conducted to include a representative percentage of minority users, i.e. leisure centres, parks, street cleansing, libraries.

Page 41

Social Services Department Employment

152. The percentage of minority group employees has risen since the last report from 36.2% to 40.7% for officer staff and from 52.5% to 57.2% for manual staff.

There has also been an increase in the percentage of women employed from 76.2% to 76.4% for officer staff and from 96.5% to 96.8% for manual staff.

153. Work is continuing on finalising the arrangements related to the department's Staff

Development scheme which it is planned to implement on 1st January 2002. The Scheme is seen as being of mutual benefit to the department and to its staff. Its main aims are to review individuals' performance against agreed objectives, to establish objectives for the future and to identify training and development measures which would assist them in acquiring the full range of skills and abilities relevant to their current post.

154. The recruitment working party chaired by the Director and referred to in last year’s

report has given particular emphasis to the recruitment and retention of social workers in the light of widely reported difficulties in London. This resulted in a review of the social work grades and progression criteria leading to the opportunity for speedier advancement through the scale to the senior level for social work staff of whom 78.3% are women and 42.9% are from a racial minority and was the subject of a report to Committee in April 2001.

155. The review of Personnel Section documentation to ensure that it meets with Plain

English standards is nearing completion.

156. A review has also been undertaken of the exit questionnaire analyses which are periodically reported to the department's Joint Consultative Committee and Race Working Group. This has resulted in the design of a more comprehensive report which more easily allows for trends and significant issues to be identified and addressed. It has also been decided to increase the number of exit interviews conducted and to make the report available to managers and staff throughout the department.

157. The department also continues to rigorously monitor closely all stages of the

recruitment process to ensure that Council policies in relation equal opportunities are observed.

158. Finally, it has recently been decided to undertake a systematic review of the race

equality training needs of all new staff with particular emphasis being given by managers to addressing this area as part of the staff induction process. In addition, it has been decided that the training course in managing diversity should also be actively promoted amongst all new managers in the department.

Page 42

Service Delivery

159. The Social Services Department targets for 2000/01 together with a summary of progress are set out below:

(a) to continue the rolling programme of service reviews reporting to the

Departmental Race Working Group; The programme of service reviews has continued. This has included

consideration of social work services for people with physical disabilities and sensory needs, child protection services, provider services for people with learning disabilities, the Adoption and Fostering Unit and social work services for Children Looked After. The Department’s Racism Action Plan now incorporates the key targets agreed from each service review so that progress can be monitored on a regular basis;

(b) to implement the Advice Service for older Asian People; This service, operated by the Citizen’s Advice Bureau and based at the Trinity

Road Asian Centre has been fully operational since April 2001; (c) to continue the development of mental health services appropriate to the needs

of younger African Caribbean users; The service provided by Sound Minds, a music and arts based project which has

been particularly successful in meeting the needs of younger African Caribbean users, has been expanded with funding from the Health Improvement Partnership Group, while continued funding was approved for two other projects targeted at African Caribbean users, the Hope Project and the Servol Outreach Service;

(d) to demonstrate that fostering services meet the needs of black and ethnic

minority communities (Quality Protects Management Action Plan); A key indication of success is the proportion of same race placements achieved.

As at 30th September 2001, 97% of children looked after from black and ethnic minorities had same race placements. Additionally, training has been organised to support the continued development of appropriate practice. This has included specific training programmes on working with children of dual heritage;

(e) to maintain the Department’s approach to consultation, working in partnership

with local racial minority organisations, in order to ensure that the views and perspectives of racial minority communities are taken account of effectively;

Ongoing dialogue has continued with representatives of racial minority groups

while a specific meeting was hosted by local community groups as part of the consultation on the draft community care plan. The views expressed at this

Page 43

meeting and through ongoing dialogue were taken into account in finalising all planning documents;

(f) to implement the actions set out in the department’s service plans which are

concerned with improving the accessibility and effectiveness of services in relation to racial minority groups;

Progress on implementation of the targets in these two plans is reported on in

detail in the annual updates which are published and circulated widely to all interested organisations. Service Planning targets and progress are also set out in other documents, including the Joint Investment Plan for Adult Mental Health Services and the Quality Protects Management Action Plan for Children’s Services. The actions described under items (a) to (d) are examples of relevant targets included in these plans;

(g) to continue to require that service plans include specific targets, where

appropriate, to improve access to the Department’s services by racial minority groups and the effectiveness of those services.

A range of specific initiatives and targets have been agreed in the last year. This

has included: - to review the assessment form used for community care assessments in

relation to recording cultural and religious needs and providing culturally sensitive assessments;

- to publish a multi-lingual overview booklet on community care services, in

Gujerati, Urdu and English in print and on tape; and - to identify and undertake work to increase the effectiveness of support for

families from ethnic minorities of children with disabilities.

160. The Department has continued to review its progress in relation to the CRE Race Equality Standard and other relevant guidance and standards issued by the Department of Health. It has also considered the implications of the Race Relations (Amendment) Act 2000 and has incorporated necessary action into the Department’s Racism Strategy Action Plan. This Action Plan is reviewed regularly at the Departmental Race Working Group alongside the programme of service reviews.

161. The department has continued to improve its collection of information on the ethnicity of its service users and in the last year has consistently achieved completion rates in excess of 85%. The department’s use of information collected through ethnic monitoring and the work arising from this to develop services for older people from racial minority communities was identified by the Chief Inspector of the Social Services Inspectorate as an example of good practice (Chief Inspector’s 9th Annual Report, 2000). The department is now contributing to the preparation of Good Practice Guidance in developing services for racial minority older people which is

Page 44

due to be published by the Department of Health in Spring 2002. Additionally the department’s development work in this area was also highlighted by the Home Office as a best practice example of partnership with and capacity building support for racial minority community organisations (‘Black and Minority Ethnic Voluntary and Community Organisations: a Code of Good Practice.’ Home Office, Active Community Unit, 2000).

162. The Department’s service targets for the next year are intended to consolidate the

progress achieved to date: (i) to continue the rolling programme of service reviews reporting to the

Departmental Race Working Group; (ii) to maintain race record keeping completion rates at levels in excess of 85%; (iii) to implement the actions set out in the department’s service plans which are

concerned with improving the accessibility and effectiveness of services in relation to racial minority groups;

(iv) to continue to require that service plans include specific targets, where

appropriate, to improve access to the Department’s services by racial minority groups and the effectiveness of those services;

(v) to ensure that all Best Value Reviews undertaken include a focus on

measuring effectiveness in meeting the needs of racial minority communities; (vi) to publish a multi-lingual leaflet, in English, Urdu and Gujerati, on

community care services. Technical Services Department Employment

163. The Department currently employs 465 Officer staff of which 27.1% (21.6%) are minority staff. The previous year's figures are shown in brackets. The figures show a significant increase of 5.5% in minority staff. There are 275 manual staff with a decrease in the level of minority staff to 24% (27.6%).

- Reports continue to be made to PROGRESS Group meetings, giving details of

recruitment to established posts by gender and race category. - The Department has expanded the use of self-assessment forms for all posts. - The Department aims to send out questionnaires to analyse and formally evaluate

the effectiveness of self-assessment forms, also to investigate the poor return of completed application forms as opposed to numbers sent out.

Page 45

Service Delivery

164. The Best Value Review Inspection Report of the Planning Service concluded that the aims of the service and its contribution to the Council’s corporate aims and wider initiatives in relation to the environment, regeneration, transport, and access and equalities are clearly set out.

165. To obtain information for best value performance indicator (BVPI III) a customer satisfaction survey was carried out of all applicants whose planning applications were decided in the last financial year (2000/2001). This was carried out on a quarterly basis from April 2000, and involved around 1,750 users of the Planning Service. It is part of a national survey required by the Government to be carried out by all local planning authorities using a questionnaire drawn up by Government. This included the collection of information on ethnic origin which will enable comparisons to be made and for issues to be identified in service delivery related to ethnic origin.

166. An overall response rate of 66% was achieved. Just 75 (7%) of respondents were

from racial minorities. Eighty-three percent of racial minority respondents were either very or fairly satisfied compared with 85% of white respondents. The very satisfied proportions were 32% and 46% respectively. Seven percent (5) of racial minority respondents were either fairly or very dissatisfied compared with 8% of white respondents. The same proportion (93%) of both groups of respondents received planning permission. Though the overall satisfaction ratings are very similar between racial minority and white respondents there is a noticeable difference in the “very satisfied” proportions. This will need to be assessed in detail together with the results of the residents’ panel referred to in last year’s report to establish whether there are service delivery issues that need to be addressed.

167. In previous reports concern was raised about the absence of take-up by racial

minority groups of the pilot Access Improvement Grant scheme. The scheme was launched by the Planning Service in 1998 to provides assistance to voluntary groups and organisations with the costs of making their premises accessible to people with disabilities. The three enquiries from racial minority groups referred to last year have resulted in two successful applications for grant assistance out of a total of 11 grants approved since the scheme started. The future funding of this scheme is to be reviewed and this will include an examination of the response by racial minority groups, a re-assessment of publicity measures and a consideration of any other appropriate actions in relation to this.

168. Just two planning applications for places of worship and a community hall were

made by racial minority groups in 2000. One for the addition of minarets to an existing mosque was approved but the other was refused as it involved the loss of employment floor space in area where employment uses are safeguarded by planning policies.

Page 46

169. The Borough’s Crime and Disorder Reduction Strategy (CDRS) 1999-2002 is now in its final year and continues to progress actions specifically targeted at reducing racial incidents. The section in the Strategy that relates to racist crime was reviewed at the end of 2000/01 and now has 9 actions to be achieved over this year. Issues covered by these actions include; increasing the number of incidents reported, awareness of service provision for victims of racially motivated crime, work with vulnerable victims and increasing the level of participation in minority groups that address crime and disorder issues in the Borough.

170. Members of the Crimewatch Team continue to contribute to the work of

Wandsworth’s Ethnic Minorities Consultation Forum and Racial Incidents Panel. WEMCF continues to support the partnership with implementing actions in the Crime and Disorder Reduction Strategy Action Plan and will play a crucial role in the formulation of actions around race issues in the forthcoming Crime and Disorder Reduction Strategy. A presentation will be made on the findings of the Crime Audit with a consultation exercise to follow in November 2001. It is anticipated that this will provide the Forum with the opportunity to adopt a more inclusive role in the next Crime and Disorder Reduction Strategy as suggested in report 01-371 to the Environment and Public Services Committee in April this year. The Forum’s revised terms of reference has been agreed and reflects the key role of the Forum in the implementation of relevant actions in the next Strategy. This work will build on a survey about perceptions of racist crime which was undertaken by WEMCF during 2000/01.

171. Crimewatch Section has been successful in securing funding in a joint bid for Single

Regeneration Budget (SRB) round 6 funding. A proportion of this funding is to be used to finance initiatives aimed at reducing youth crime among minority groups. Initial work in surveying young people in Tooting about their attitudes is already underway.

172. 11 % of the Neighbourhood Watch co-ordinators in the Borough are of a racial

minority background. This is a slight increase proportionally on the previous year’s figure and one that represents a further increase in the total number of co-ordinators from racial minorities. Neighbourhood Watch is continuously promoted throughout the Borough with racial minority groups encouraged to participate.

173. The Crime Prevention Centre held a successful seven week ‘hate crime’ campaign

during February/March of this year with another to be held in early 2002. The campaign used sport as a focus and included a competition. The event was supported by Chelsea Football Club.

174. The Race Relations (Amendment) Act 2000 has added enforcement as a public

authority function to which the provisions against racial discrimination apply. The Department has a significant enforcement role in planning, building control, highways and in environmental health. Monitoring procedures, guidelines and training will need to be reviewed in the coming year to ensure compliance with the Act.

Results of AnnualMonitoring by Race

1st April 2000 - 31st March 2001

• The Council’s work force• The recruitment process

This is available in large print format

Equal Opportunities in Employment

TC.1301 race (rev.10.01) 5/16/02 11:11 AM Page C2

2

Table 1

Comparison with Borough Census FiguresThe publication of the 1991 Population Census details as they relate to the Boroughof Wandsworth enabled the officers to identify the Council’s overall position withregard to its employment of racial minority staff. The results of this year’s survey for race are as shown below:-

Race

Minorities asMinority proportion

White Groups (1) Total of total

1991 Census

Overall 201,821 50,604 252,425 20%

Economically active (2) 115,873 25,477 141,350 18%

CouncilEmployees 2001 4,748 1,589 6,337 25.1%

Footnotes:

(1) The minority groups listed in the 1991 census were as follows:

Black Black Black Indian Pakistani Bangladeshi Chinese Other groupsCaribbean African other Asian Other

(2) Economically Active – includes those aged 16-59 years, in full-time employment,

part-time employment, unemployed, students and those on Government schemes.

TC.1301 race (rev.10.01) 5/16/02 11:11 AM Page 2

2001200019991998199719961995

23.8% 25.1%22.5%20.4%18.4%19.4%19.2%

Majority Group Employees Minority Group Employees

Overall Percentage of Minority Group Employees

Num

ber

o f E

mp l

o yee

s

0

2000

4000

6000

8000

10000

Table 2

Overall Percentage of Minority Group Employees

Total Minority Group Percentage Year Employees Employees Minority Group

1995 7,041 1,350 19.2

1996 6,547 1,269 19.4

1997 6,399 1,175 18.4

1998 6,379 1,304 20.4

1999 6,287 1,413 22.5

2000 6,332 1,508 23.8

2001 6,337 1,589 25.1

3


4

2001200019991998199719961995

22.1% 23.7%21.4%20.3%18.5%18.5%18.8%

Officer Majority Total Officer Minority Total

Distribution Between Officer Staff

Num

ber

o f O

ffic e

r S

taff

0

1000

2000

3000

4000

5000

6000

7000

8000

Table 3

Minority Group Distribution between Officer and ManualEmployees

(a) Officer Staff

Survey Minority PercentageYear Total Group Minority Group

1995 5,658 1,062 18.8

1996 5,488 1,017 18.5

1997 5,250 970 18.5

1998 5,001 1,018 20.3

1999 4,943 1,059 21.4

2000 4,972 1,098 22.1

2001 4,878 1,156 23.7


(b) Manual Staff

Survey Minority PercentageYear Total Group Minority Group

1995 1,383 288 20.8

1996 1,059 252 23.8

1997 1,149 205 17.8

1998 1,378 286 20.7

1999 1,344 354 26.3

2000 1,405 410 29.2

2001 1,459 433 29.7

5

2001200019991998199719961995

29.2%29.7%

26.3%20.7%

17.8%23.8%

20.8%

Manual Majority Total Manual Minority Total

Distribution Between Officer Staff

Num

ber

o f M

anua

l Sta

ff

0

500

1000

1500

2000


6

20.8%

13.9%

35.9% 23.0%

28.8%

40.7%

23.5%

TechnicalServices

SocialServices

Leisure &Amenity

HousingFinanceEducationAdministration

Minority Officer Total Majority Officer Total

Racial Minorities Within Departments

0

500

1000

1500

2000

2500

Table 4

Employment of Racial Minorities within Departments

(a) Officer Staff

Minority PercentageDepartment Total Group Minority Group

2001 2001 2001 2000 1977

Administration 318 66 20.8 20.1 3

Education 2,082 290 13.9 12.2 –

Finance 359 129 35.9 34.3 4

Housing 360 83 23.0 19.7 2

Leisure and 603 174 28.8 31.3 6Amenity Services

Social Services 829 337 40.7 36.2 7

Technical Services 327 77 23.5 21.6 6

Total 4,878 1,156 23.7 22.3 –


7

Racial Minorities Within Departments

22.2% 33.3% 0%

57.2%

24.9%

20.0%

TechnicalServices

SocialServices

Leisure &Amenity

HousingFinanceEducationAdministration

Total Minority Manuals Total Majority Manuals

0

200

400

600

800

1000

(b) Manual Staff

Minority PercentageDepartment Total Group Minority Group

2001 2001 2001 2000 1977

Administration 18 4 22.2 33.3 0

Education 800 160 20.0 17.8 –

Finance – – – – –

Housing 12 4 33.3 25 1.2

Leisure and 5 0 0 0 1.6Amenity Services

Social Services 339 194 57.2 52.5 11

Technical Services 285 71 24.9 27.6 6

Total 1,459 433 29.7 29.2 –


Table 5

(a) Distribution of Racial Minorities between OfficerGrades

Minority PercentageGrading Level Total Group Minority Group

2001 2001 2001 2000 1977Chief Officer (Hay bands 1–5)* 42 1 2.4 2.4 0

Principal Officers 3–8 668 88 13.2 11.6 –

Principal Officers 1–2 320 58 18.1 17.6 3

Headteachers 67 3 4.5 4.5 –

Teaching Staff 1,199 135 11.3 10.1 –

SO 1–2 384 104 27.1 24.1 7

Sc. 3–6 1,379 497 36.0 33.4 6

Sc. 1/2 272 61 22.4 25.7 6

Social Workers 184 79 42.9 40.2 7

Residential Social 126 62 49.2 37.6 20Workers

Nursery Staff 137 25 18.2 14.6 12

Other (Grades) 100 43 43.0 43.1 –Total 4,878 1,156 23.7 22.3 –

* Incorporates Head Teachers equivalent to Hay Band Salaries

8


9

(b) Distribution of Racial Minorities between Manual Grades

Minority PercentageGrading Level Total Group Minority Group

2001 2001 2001 2000

Grade 5 and above 364 78 21.4 23.6

Grade 3 and 4 623 127 20.4 17.2

Grade 1 and 2 151 45 29.8 33.1

Other (Craft grades) 10 5 50.0 20.8

Homecare 311 178 57.2 54.7

Total 1,459 433 29.7 29.2


10

Table 6

Proportion of Minority Group Applicants and Appointeesto Officer Posts

(a) All PostsTotal: 402

Total Minority % Minority % Minority % Minoritymonitored Group Group Group Group

2000/01 2000/01 1999/00 1986/87

Applications 4,393 2,455 56 53 16

Short-listed 1,244 566 45 45 12

Appointed 338 139 41 37 3

(b) Externally and Internally Advertised PostsTotal: 385

Total Minority % Minority % Minority % MinorityStage monitored Group Group Group Group

2000/01 2000/01 1999/00 1986/87

Applications 4,274 2,388 56 53 17

Short-listed 1,204 552 46 45 13

Appointed 323 134 41 38 4

(c) Internally Only Advertised PostsTotal: 17


2000/01 2000/01 1999/00 1986/87

Applications 119 67 56 0 9

Short-listed 40 14 35 0 9

Appointed 15 5 33 0 2


Table 7

Departmental Distribution of Minority Group Applicantsand Appointees to Officer Posts

Department Stage Total Minority % Minority % Minority % Minoritymonitored Group Group Group Group

2000/01 2000/01 1999/00 1986/87

Adminis- Appl. 405 215 53 44 4tration

S.List 145 51 35 36 6

Appt’d. 27 5 19 19 0

Education Appl. 457 237 52 52 NA

S.List 156 59 38 44

Appt’d. 46 15 33 31

Finance Appl. 879 569 65 67 15

S.List 192 102 53 62 8

Appt’d. 43 23 53 53 0

Housing Appl. 352 235 67 59 15

S.List 69 40 58 55 5

Appt’d. 13 12 92 43 3

Leisure & Appl. 519 146 28 40 6Amenity S.List 129 30 23 36 0Services

Appt’d. 39 10 26 34 0

Social Appl. 915 544 59 50 14Services S.List 374 211 56 39 11

Appt’d. 112 50 45 32 17

Technical Appl. 866 509 59 52 NAServices S.List 179 73 41 46

Appt’d. 58 24 41 48

11


Table 8

Distribution of Minority Group Applicants andAppointees to Officer Posts by Grades

Grades Stage Total Minority % Minority % Minority % Minorityof Posts monitored Group Group Group Group

2000/01 2000/01 1999/00 1986/87

Hay Band Appl. 0 0 0 0 NAOfficers S.List 0 0 0 0

Appt’d. 0 0 0 0

PO3 and Appl. 391 100 26 38 NAabove S.List 198 24 12 26

Appt’d. 55 5 9 15

PO1-PO2 Appl. 253 110 43 48 8S.List 99 42 42 36 6Appt’d. 27 9 33 22 0

Senior Appl. 286 132 46 49 NAOfficers S.List 105 37 35 33

Appt’d. 23 6 26 27

Scales 3-6 Appl. 2,756 1,673 61 58 17S.List 579 305 53 53 13Appt’d. 145 75 52 45 2

Scales 1-2 Appl. 138 77 56 44 23S.List 52 21 40 48 19Appt’d. 23 11 48 45 6

Social Appl. 569 363 64 52 13Services S.List 211 137 65 48 13Grades Appt’d. 65 33 51 46 8

OSSR* Included in above gradres

Network Appl. 24 14 58 44 NATrainees S.List 18 11 61 62

Appt’d 9 6 67 65

*OSSR – Operational Services Salary Range

12


13

Table 9

Proportion of Minority Group Applicants and Appointeesto Manual Posts


2000/01 2000/01 1999/00 1986/87

Applications 54 21 39 36 32

Short-listed 37 13 35 21 26

Appointed 15 5 33 19 27

Table 10

Departmental Distribution of Minority Group Applicantsand Appointees to Manual Posts

Total Minority % Minority % Minority % Minoritymonitored Group Group Group Group

Department Stage 2000/01 2000/01 1999/00 1986/87

Adminis- Appl. 11 4 36 0 0tration S.List 7 2 29 0 0

Appt’d. 3 2 67 0 0

Education Appl. 0 0 0 0 NAS.List 0 0 0 0Appt’d. 0 0 0 0

Housing Appl. 0 0 0 0 39S.List 0 0 0 0 21Appt’d. 0 0 0 0 43

Leisure & Appl. 11 1 9 0 15Amenity S.List 9 1 11 0 17Services Appt’d. 4 1 25 0 25

Social Appl. 6 5 83 0 28Services S.List 4 4 100 0 30

Appt’d. 1 1 100 0 21

Technical Appl. 26 11 42 38 27Services S.List 17 6 35 23 27

Appt’d. 7 1 14 21 23


Table 11

Distribution of Minority Group Applicants andAppointees to Manual Posts by grade

Grades & Stage Total Minority % Minority % Minority % MinorityWage Range monitored Group Group Group Group

2000/01 2000/01 1999/00

Grade 5 Appl. 1 1 100 0 NA& above S.List 1 1 100 0

Appt’d. 1 1 100 0

Grades 3 & 4 Appl. 10 3 30 46 NAS.List 6 1 17 46Appt’d. 2 1 50 50

Grades 1 & 2 Appl. 17 6 35 0 NAS.List 13 5 38 0Appt’d. 5 2 40 0

Other Craft Appl. 0 0 0 0 NAGrades S.List 0 0 0 0

Appt’d. 0 0 0 0

Home Carer Appl. 0 0 0 0 NAGrades S.List 0 0 0 0

Appt’d. 0 0 0 0

OSSR* Appl. 26 11 42 40Grades S.List 17 6 35 26

Appt’d. 7 1 14 23

* OSSR – Operational Services Salary Range

14


Table 12

Proportion of Minority Group Appointments to Newly Qualified Primary Teacher Posts

% Minority GroupTotal Monitored Minority Group 1999/00

Appointments 122 14 11.5

Table 13

Proportion of Minority Group Staff undertaking Qualifica-tion Training for the academic year 1999/00

Total No. Total No. of Department on course Minority Staff % Minority Staff

Administration 3 2 67

Education 7 3 43

Finance 14 3 21

Housing 5 1 20

L & A Services 13 6 46

Social Services 71 27 38

Technical Services 17 5 29

Total 130 47 36

15


TC.1301 race (rev.10.01)

TC.1301 race (rev.10.01) 5/16/02 11:11 AM Page C1

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