Strategic Equality Plan - swfrs

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South Wales Fire and Rescue Service Strategic Equality Plan The Welsh Assembly Government publishes employee data http://www.statswales.wales.gov.uk/ReportFolders/reportFolders.aspx and service delivery data http://wales.gov.uk/topics/statistics/theme/communitysafety/fire/?lang=en 7. Regulation 8: Impact and monitoring of policies and practices Public authorities are required to assess the impact of its decisions as well as proposed policies and practices that have an impact on its performance of the general public sector equality duty. Public authorities are required to carry out equality risk assessments (ERA) and publish a report setting out the purpose of the policy or practice being assessed, a summary of the steps taken to assess the likely impact of the policies and practices of the public authority being assessed, a summary of the evidence (e.g. in the form of statistical data and research findings) considered as part of the assessment process, the results of the assessment; and, any decisions taken following the assessment. What we did and what we intend to do…… We introduced the ERA process in 2005 and EIA training has continued and evolved. In 2005 all policies and procedures received retrospective ERAs. The ERA process is integral to all new policy and project development. Two ERA audits have been carried out. An audit carried out in 2009 provided specific and detailed feedback as well as suggestions for further areas for research and development. The Diversity Unit receives all Senior Management Team agendas and minutes and are encouraged to comment or flag up any issues. The Unit is also part of the internal consultation process for any new policy, project or initiative. Completed ERAs are available on the intranet and SWFRS website. A Wales wide project funded by the Welsh Assembly Government will introduce one ERA process and training for the 3 FRS in Wales. Approximately 300 staff will access the training between 2011 and 2013, including Fire Authority Members. The aim is to nurture an ERA mindset accompanied by a focused audit trail and process. 8. Regulation 9 and 10: Collection and reporting of employment information and training Regulation 11 and 12: Equal pay and Action Plans An authority must, in each year, collect and publish the following information by protected characteristic and those who share the protected characteristic 11
South Wales Fire and Rescue Service Strategic Equality Plan including male and female. An authority must publish a plan to address any pay differences. the number of persons employed by the authority at the relevant date in that year; the number of persons employed by the authority at that date broken down by (i) Job; (ii) Grade but only where an authority operates a grade system in respect of its employees; (iii) Pay; (iv) Contract type (including, but not limited to permanent and fixed-term contracts); and (v) Working pattern (including, but not limited to full-time, part-time and other flexible working arrangements). An authority is required to promote knowledge and understanding of the general duties and duties in the regulations amongst employees and use the personal development process to identify and address the training needs of staff in relation to these duties. For example setting individual equality and diversity objectives. What we did and what we intend to do… Data has been collated and analysed in these areas for some years, and has been used to inform the Strategic Equality Plan 2011- 2015. Debate ensues relating to personal data for sexual orientation. The employee data as well as issues identified as part of an Equal Pay Review will be published as part of the People Plan, the Annual Improvement Plan as well as Welsh Assembly Government reporting via Human Resources Forms available on their website. The ACO of People Services carried out a comprehensive review of pay as well as terms and conditions and no adverse differences have been identified as there are 4 separate conditions of service operating within the Service. Research findings and an action plan to address any differences in pay will be reported to the Fire Authority and published on the website. 12
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