Togetherness policy 973- what is it?
Underpins togetherness strategy and action plan- should be considered as supporting documents for LFB Transformation Plan
LFB approach and commitment to equality, diversity and inclusion- structured against four pillars- what are they?
Building a culture of BIDC
BELONGING.
Being inspired by DIFFERENCE.
Being at the centre of London and our COMMUNITIES.
Delivering excellence through INCLUSION.
Our commitment
Aspire to be the best place to work- every employee and volunteer. Celebrate and support difference- create culture where everyone can be authentic self. Forward looking- serves and protects London- ensuring excellence and inclusion for all- Zero tolerance approach to any harassment, bullying or discrimination. (9 protected- Equality Act 2010.
The Equality Act 2010 sets out list of protected characteristics, which are:
ADGMPRRSS
Age
Disability
Gender reassignment
Marriage and civil partnership
Pregnancy and maternity
Race
Religion or belief
Sex
Sexual orientation
Public sector organisation
Legal obligation in relation to equality and inclusion
What is the Equality Act 2010
Primary legislation which protects people from discrimination, victimisation and harassment in the workplace and wider society.
What is the Public Sector Equality Duty PSED
Compliance with PSED legal requirement
Consists of general equality duty- set out in Section 149 of the EA
PSED general duty
- ELIMINATE discrimination, harassment, victimisation
- Advance EQUALITY of opportunity between persons who share a relevant protected characteristic and those that don’t.
- Foster good RELATIONS between persons who share a relevant protected characteristics and those who do not share it.
Equality Impact Assessment process
In addition to supporting and protecting staff and communities with protected characteristics. LFB will ensure consideration of other underrepresented groups…menopause, non binary, carers, socio economic backgrounds.
Equality act duties
Publish info annually to demonstrate compliance.
Prepare and publish one or more objectives- it thinks it should achieve
PSED As a public body the LFB must discharge its duties in a legal, responsible and non discriminatory way- what does this mean?
Law requires us to provide equal access to services and equal opportunities for employment.
Law places on us a corporate and individual responsibility to promote equality and not discriminate.
The law applies to our procurement function/ external contractors.
What is Positive Action?
Taking specific, active steps to improve equality in the workplace. It is lawful under Sect 158- Equality Act 2010 for an employer to compensate for disadvantages faced by people who share a protected characteristic. Provisions allowing positive action in relation to recruitment and promotion are permitted under Sect 159 of the Act.
Positive action is lawful if it is taken to:
Enable/ encourage/ meet needs of people who share a protected characteristic to overcome disadvantage/ encourage participation etc
Positive action vs positive discrimination vs positive duty
What’s the difference- discrimination = unlawful
duty = because of a disability
Give an example of positive action
Provision of leadership/ coaching programmes for black, asian and minority (BAME) staff, where there is evidence BAME staff are under represented in the leadership positions in the organisation.
Examples of positive action
Placing job adverts to target particular groups
Include statements job adverts- ‘we welcome…BAME applicants’
Offer training/ internships to certain groups
Offer shadowing/ mentoring to groups with particular needs
Est leadership/ development programmes for under represented groups
In limited circumstances, favouring a candidate from an under represented group- where two candidates ‘ as qualified’ as each other.
Pillar One- building a culture of belonging
Beyond legal
Happier, more productive, contribute to culture of org.
Deliver more with our resources, work better with communities and serve London.
Having diverse, informed, empowered staff/ volunteers who are supported by organisation is key.
Building a culture of belonging (one)
Induction and deployment- induction, on boarding, deployment, learning support, review distribution of ffs, data monitoring.
Behaviours and policies- framework- compassion, togetherness & accountability.
Equality support groups- networks, share characteristics or common interests
Physical and digital infrastructure- accessibility of internal/ external systems platforms. Physical environment inclusion team, accommodation, Borough plans, CS rooms etc
Pillar Two- inspired by difference
Inclusive leadership
Training and development
Role models
Community facing staff and volunteer training
Awards and recognition
Relevant to everyone
Six characteristics of inclusive leadership
4 x Co
2 x Cu
Commitment
Collaboration
Cultural intelligence
Courage
Cognizance
Curiosity
Pillar Three- Being at the Centre of London and our Communities
Building strong, connected communities- engage, serve, protect- considering how our work impacts various groups.
Borough plans- inclusion team/ togetherness
Volunteering opportunities
Improve relations
Support diverse talent in joining the organisation.
Pillar Four- Delivering excellence through inclusion
Inclusion a central part of performance
Transparency of inclusion info
Impact of decisions
Accountability
Recruitment and promotion
Beacon of best practise
Procurement and supply chain
Inclusion incident leads
Intersectionality
Society/ people/ sociological
Joining of multiple entities
Black/ women/ gay etc. can’t just address one- black- male, women- white female
Complex
Understand
Changes over time
Hierarchy
Oppression
LFB behaviours- why
When behaviours demonstrated are associated with delivering excellence, enabling us to serve and protect London.
