Equality

Public Sector Equality Duty

The public sector Equality Duty (PSED) requires public bodies to:

•  have due regard to the need to eliminate discrimination,
• advance equality of opportunity and
• foster good relations between different people when carrying out their activities.

The key aims of the duty are to:

• Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.
• Advance equality of opportunity between people who share a protected characteristic and those who do not.
• Foster good relations between people who share a protected characteristic and those who do not.

The Council is committed to treating people with dignity and respect and will respond positively to different needs and circumstances. The Council welcomes diversity and recognise that different people bring different perspectives, ideas, knowledge and this difference brings great strength.

In making decisions, the Council considers equality and diversity and endeavours to reach all individuals including those with protected characteristics to invite their views and comments.

We have to show that we have considered how the decisions that we make and the services we deliver affect people who share different protected characteristics:

• Age
• Disability
• Sex
• Race
• Religion or belief
• Sexual orientation
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity

What we will consider.

In considering service changes and decision-making we will consider and set out:

• The aims, objectives, outcomes, purpose of the policy, service change, function we are assessing
• Whether the proposal will create, or increase barriers that might exclude any of the protected groups from accessing services
• If there is any evidence that any of the protected groups will have different needs or priorities with regard to the proposal
• If there is any evidence that the proposal could discriminate, directly or indirectly, against people in any of the protected groups

Responsibilities.

The Council expects its employees to treat everybody they come into contact with as part of their work with respect and without discrimination on any grounds. This includes being polite and courteous at all times and refraining from using language that could be offensive to others both in the workplace at whist representing the Council at external events etc.

Employees should not discriminate against any person, including customers and colleagues, on any ground protected under the Equality Act.

The Senior Leadership Team (SLT) ensures good governance of the organisation.  SLT have overall responsibility to ensure this policy is consistently applied and taken into account when setting strategic direction and reviewing performance.

Heads of Services and line managers must ensure staff are aware of the policy. Staff are trained to meet its requirements. They are expected to ensure that equality is clearly incorporated in to policy, design and delivery of services and functions, where relevant.

All staff and elected Members must comply with equality policies and legislation. Breaches may lead to disciplinary action.

In making decisions, the Council will consider protected groups with due consideration to the following statistical information. Please note that the information is provided for South Hams and West Devon in the same datasets.

Protected Characteristics Statistical Information (PDF) [659KB] (opens new window)