This resource is from the Committees section. This is report 13 of the 20 December 2007 meeting of the MPA Committee setting out the equality objectives of the MPA and its committees.

Sections available here:

• Equality objectives of MPA committees
  • Summary
  • A. Recommendations
  • B. Supporting information
  • C. Race and equality impact
  • D. Financial implications
  • E. Background papers
  • F. Contact details

Equality objectives of MPA committees

Report: 13
Date: 20 December 2007
By: the Chief Executive

Summary

This report sets out the equality objectives that will solidify the MPA’s commitment to equality seen through the workings of its committees. These objectives will show that the MPA as a whole is fulfilling its statutory and policy obligations in this area and assist the MPA to move through the levels of the Equality Standard for Local Government.

A. Recommendations

That the Authority agrees its own equality objective (as outlined at paragraph 6 of the report) and confirms those accepted by the other committees.

B. Supporting information

1. There are a number of pieces of legislation that impose equality duties on public bodies in the areas of race, gender and disability. The MPA is subject to those duties. The MPA is also required, under Section 404 of the Greater London Authority Act 1999, under which it was created, to promote equality of opportunity for all persons irrespective of their race, sex, disability, age, sexual orientation, religion or belief and to eliminate unlawful discrimination. The policy of the Authority is to apply all of the law to all of the diversity strands (race, gender, disability, sexual orientation, age and religion or belief) and operate a ‘gold standard’.

2. First introduced in October 2001, the Equality Standard for Local Government (ESLG) provides a framework for ensuring that ‘a comprehensive and systematic approach’ is taken towards equalities. By working through the Standard, disadvantage associated with age, disability, faith, gender, race and sexual orientation can be identified and action taken to eliminate these barriers. The Greater London Authority (GLA) agreed that all members of the GLA family group [London Development Agency (LDA); London Fire & Emergency Planning Authority (LFEPA); Metropolitan Police Authority (MPA); Transport for London (TfL)] would work towards level 5 of the Standard.

3. At this time, the MPA is working towards level 3 of the ESLG. That level is best described as “Setting equality objectives and targets”. It is a vital stage in the Standard, as without objectives the commitments of the MPA could be just words and that would not fulfil our obligations in paragraph 1 above. The duties placed on the MPA, and those that the MPA has placed upon itself, require it to be proactive and make equality happen. As the work of the MPA is done through its committee structure, it is obvious that objectives at that level are imperative if the MPA is to be seen to be fulfilling its duties and proactively moving the equalities agenda forward.

4. Rather than adopting a standard equality objective for each committee, it is imperative that each committee looks at the work that it does and gives itself a meaningful and stretching objective. It is also important that in working towards such an objective, achievements can be demonstrated i.e. are quantifiable.

5. As a guide to producing a meaningful objective, committees have the resource of the MPA’s Generic Equality Scheme (GNES). That document, still in production, sets out how the MPA, generally, will improve equalities performance, in terms of employment and customer service, across all diversity strands. It focuses on four areas: access, consultation, training and monitoring. In setting equality objectives, it is helpful for committees to utilise those same areas:

• Access – this relates to obtaining information and being able to participate in decision-making processes. It can also relate to physical access e.g. being able to enter buildings to participate in decision-making processes.
• Consultation – this relates to at one extreme, obtaining feedback and at the other, active participation of equality groups in our scrutiny and decision-making processes. This requires us to maintain an open-mind to alternative ideas, concepts and perceptions.
• Training – this relates to all training, learning and development activities.
• Monitoring – this relates to providing equality data on activities. For example, examining whether a new policy, procedure or function adversely impacts on Deaf and disabled staff or communities.

6. It is proposed that the Authority adopts the following objective as part of its 2007/08 work plan:

Monitoring committee annual reports

In future equalities objectives will be integrated into each committee's annual workplan. When the full Authority receives committee annual reports in September of each year it will require those reports to specifically address the extent to which equalities objectives have been met.
Timescale: September 2008 and annually after that

7. The objectives agreed by committees are as follows:

Co-ordination and Policing Committee

As part of its strategic role, the Co-ordination & Policing Committee is responsible for commissioning scrutinies and receiving scrutiny reports. In doing so, the Committee will:

• ensure that the terms of reference of all scrutinies include the need to conduct an equalities impact assessment (EqIA); and
• in receiving scrutiny reports, ensure that the equalities issues have been adequately addressed through equalities impact assessment.

This will be monitored through the annual report of the committee.
(Timescale: immediate and ongoing)

Planning, Performance and Review Committee

The committee will ensure that any differential performance in the services provided to Londoners, and specific equality groups (e.g. children, women or black and minority ethnic communities), are identified, understood and rectified as necessary.

Professional Standards and Complaints Committee

Monitoring Disproportionality:

The Professional Standards & Complaints Committee will continue to monitor the way in which the Metropolitan Police Service manages conduct and discipline matters particularly in relation to black and minority ethnic officers. The purpose of which will be to ensure that individuals who are the subject of public complaints and conduct matters are treated consistently and proportionately. It is proposed that by June 2008, this objective will be achieved by means of:

• Monitoring equalities data relevant to complaints and conduct matters relevant to police officers and police staff through the established MPA performance framework;
• Commissioning a report detailing progress made by the MPS in response to recommendations made by the Morris Inquiry team, CRE and the Cambridge research project.
• Auditing closed MPS public complaints files in accordance with the Dip Sampling Protocol.
• Reviewing ‘live’ public complaints and misconduct investigations in accordance with the Case Management Protocol.

A Review of MPA Professional Standards Gender and Disability Equality Scheme:

As part of the 2007-2008 work programme, an MPA report detailing work undertaken in fulfilment of objectives set under the MPA’s Gender and Disability Equality Scheme will be presented for consideration at the Professional Standards and Complaints Committee The proposed deadline for completion of this objective is April 2008.

Finance Committee

To monitor progress in implementing the Responsible Procurement Policy especially:-

• Embedding the policy throughout the MPS
• Increasing the number of diverse suppliers we procure goods and services from
• Implementation of the London Living Wage

Corporate Governance Committee

Reports provided to Corporate Governance Committee which include data on staff/officers of the Service or Londoners as a whole provide a breakdown of all relevant equalities information

Standards Committee

• To encourage all MPA members to participate in training being organised by the Greater London Authority in relation to the new Members' Code of Conduct (Timescale: December 2007).
• To ensure that all new MPA members elected/appointed to the Authority in 2008 are fully briefed on the requirements of the Authority's Code of Conduct (Timescale: August 2008).
• This training and briefings will contain a significant equalities dimension. ‘Respect for others’ is a key principle on which the Code is founded but specifically there is a requirement in the Code that a member must not breach any of the equality enactments, as defined in section 33 of the Equality Act 2006.

C. Race and equality impact

In adopting equality objectives, the committees of the MPA will demonstrate their compliance with the duties placed upon them by equalities legislation and policy. They will also demonstrate to the diverse communities of London that they are an authority of action, and not just commitment, in securing a fair society for all. This, in turn, will lead to a greater willingness of those diverse communities to work with an MPA in which they have greater confidence.

D. Financial implications

There are no financial implications arising directly out of this report. It is intended that any planned delivery of activity towards these equality objectives would be an integrated part of any programme of action.

E. Background papers

None

F. Contact details

Report author: Douglas Lewins, MPA

For more information contact:

MPA general: 020 7202 0202
Media enquiries: 020 7202 0217/18