Level two

Policy and planning

Prompts

• Are (racial) equality Action Plans endorsed at corporate and directorate level?
• Do the authority’s (racial) equality Action Plans require systematic activity within all directorates?
• Has a clearly defined organisational structure with resources for (racial) equality policy implementation and review been established?
• Have staff and service users been consulted about the content of the policy?
• Is relevant external data (for example, from the Census, workforce (ethnic) profiles, consumer surveys etc.) used to inform policy?
• Have (ethnic) monitoring systems been established?
• What documented evidence is available to demonstrate the above?

Sources of evidence

• (Racial) equality Action Plans
• Minutes from management/ team/review meetings
• Budgets showing resource allocation
• User/ staff consultation reports/ minuted discussions
• Active use of external data
• (Ethnic) breakdown of staff and service users

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Service delivery and customer care

Prompts

• Have members and senior officers endorsed the Action Plan resulting from the (racial) equality policy?
• Does the Action Plan specify systematic activity within all sections of the department/ directorate?
• Has responsibility for (racial) equality been agreed and clearly designated within the department/ directorate?
• Does the department/ directorate monitor (ethnic) minority take-up of core services as a standard procedure?
• Have appropriate consultation mechanisms been developed and used to establish the needs/ satisfaction levels of (ethnic) minority) service users?
• Are translation and interpreting services provided, where appropriate, to enable (ethnic) minority service users to have full access to all services?
• Do contracts with external providers include a requirement to deliver effective and appropriate services fairly and without unlawful discrimination?
• Are staff trained to provide an appropriate and informed response to all service users without unlawful discrimination?
• What documented evidence is available to demonstrate the above?

Sources of evidence

• Detailed Action Plans showing designated responsibilities
• Committee reports and minuted endorsements of Action Plans by members/ senior managers
• Internal monitoring data and performance indicators showing an increasing percentage of ((ethnic) minority) take-up of core services
• Reports/ minutes/ evaluations/ other documented feedback from consultations with service users
• Performance indicators showing increasing satisfaction levels among (ethnic) minority) service users
• Publicity/ reports/ other documented evidence of effective and appropriate translation and interpreting services
• Contracts with external providers/ other relevant agencies in which (racial) equality requirements and obligations are clearly specified
• Staff training programmes, reports and evaluations in which (racial) equality issues were a prominent feature

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Community development

Prompts

• Are advertisements, leaflets, videos and other sources of information about services, democratic structures and community participation translated into community languages?
• Is the (ethnic) minority voluntary sector a key strategic partner in community development and regeneration planning?
• Is full use made of the Single Regeneration Budget, SDS, or in Scotland bids under other Government funding programmes, European Funding and other external funding sources when pursuing equality objectives in this area?
• Are mechanisms in place to ensure that planning applications, licensing and other control or planning processes favour community development and take account of (ethnic) minority needs?
• Have procedures been established for responding to racial harassment and racial attacks, supporting victims and removing racist graffiti?
• Does the authority contribute funds to the local Racial Equality Council, where appropriate?
• What documented evidence is available to demonstrate the above?

Sources of evidence

• The authority’s mission statement, policies and strategic plans
• Advertisements, leaflets, videos and other sources of information about services, democratic structures and community participation in the main community languages
• Community development reports, regeneration plans, funding bids and other relevant documentation in which the (ethnic) minority voluntary sector features as a key strategic partner
• Bids in which (racial) equality objectives are a prominent feature
• Documentation relating to planning applications, licensing and other control or planning processes
• Procedures for responding to racial harassment and racial attacks, supporting victims and removing racist graffiti

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Employment (recruitment and selection)

Prompts

• What steps are taken to encourage (ethnic) minority applicants in areas where they are under-represented?
• What mechanisms have been established for collecting (ethnic) data on applicants and recruits?
• What guidance and training is given to interviewing staff and members of short-listing panels on (racial) equality issues?
• What steps are taken to reduce the potential for cultural bias in interviews – for example, asking about hobbies or social activities – unless the information is clearly relevant to the specific performance criteria of the job?
• What documented evidence is available to demonstrate the above? 

Sources of evidence

• Job advertisements and applicants’ briefing notes
• (Ethnic) data on applicants and recruits
• Interviewers’ training programmes and evaluations
• Guidance to shortlisting panels
• Job specifications

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Employment (developing and retaining staff)

Prompts

• Have procedures that contribute to a fair and multi-racial working environment been set up, covering areas such as: *  Grievance/ disciplinary procedures offering protection from (racial) harassment and victimisation * Training and Staff appraisal *  Recognition of religious and cultural needs * Health and safety
• What documented evidence is available to demonstrate the above?

Sources of evidence

• Grievance and disciplinary procedures
• Staff training data, programmes and evaluations
• Staff appraisal reports and criteria
• Corporate/ departmental policies that address staff religious/ cultural needs
• Health and safety policies

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Marketing and corporate image

Prompts

• Do the authority’s advertisements and recruitment literature positively reflect (racial) equality and/or cultural diversity in their text and illustrations?
• Are the authority’s advertisements and recruitment literature checked for (racial) discriminatory criteria and unwelcoming images?
• Are external bodies, including employment agencies, consultants and contractors, informed about the policy and its requirements?
• Do staff receive literature advising them of their rights and responsibilities under the authority’s (racial) equality policy, including their duty not to discriminate and their right to be protected from (racial) harassment?
• Is guidance provided to key staff about the implications of the policy for selection training and management?
• What documented evidence is available to demonstrate the above?

Sources of evidence

• Advertisements and recruitment literature
• Briefings and literature supplied to external agencies and contractors
• Staff handbook and code of conduct
• Guidance provided to marketing and other key staff

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