We understand the many additional EDI needs of the public sector. Not only must all public sector organisations – along with the private sector – adhere to the Equality Act 2010, they are subject to many more requirements.
Why? Because the public sector is so large, it has the potential to make society a more caring and inclusive place by seeping values of fairness, equality and inclusion through its systems right from the person in charge, through its workforce, to the public it serves.
It also has a duty to ensure services are accessible and available for every member of the community, and that certain groups do not face unnecessary barriers or discrimination in accessing its services.
These duties are usually ensured through robust reporting structures, action plans and organisational strategy.
The Public sector equality duty came in to force in April 2011 (s.149 of the Equality Act 2010). Public authorities such as the Ministry of Justice are now required, in carrying out their functions, to have due regard to the need to achieve the objectives set out under s149 of the Equality Act 2010 to:
(a) eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under the Equality Act 2010;
(b) advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
(c) foster good relations between persons who share a relevant protected characteristic and persons who do not share it.
To ensure transparency, and to assist in the performance of this duty, the Equality Act 2010 (Specific Duties) Regulations 2011 require public authorities named in it to publish information demonstrating their compliance with the public sector equality duty.
Be it employee engagement, setting up a staff network or efficient engagement with stakeholders – we can help!
We understand that these requirements can differ between public sector organisations. For instance, the NHS may have additional EDI goals written into their quality contract (see our NHS page), whereas the third sector may have EDI goals attached to certain funding streams or to ensure a group can access their service (see Third Sector page).
We can help not only to produce documentation for compliance but, most importantly, we can support you to achieve the equality, diversity and inclusion goals of your organisation through specific agreed actions.
That’s how, together, we drive change towards a more inclusive society.
Sophie Hunter MCIPD MA BA (Hons)
Human Resources and EDI Consultant
“Enabling Employee Performance”