Policy document
Equality, diversity and inclusion 2022-2025
Published 18 April 2024
Public Sector equality duty
Rights and responsibilities
As a public authority the Council has responsibilities and a duty to fulfil for both its residents and staff. This was introduced in the Equality Act 2010 which replaced previous anti-discrimination laws with a single Act; simplifying the law, removing inconsistencies, making it easier to understand and comply with. It also strengthened the laws to help tackle inequality and discrimination.
The Equality Duty applies to public bodies which includes the Council and other organisations carrying out public functions.
It supports good decision-making by ensuring public bodies consider how different people will be affected, helping them to deliver policies and services that are efficient, effective and accessible to all by meeting different types of people’s needs.
The duty applies to nine ‘protected characteristics’: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex and sexual orientation.
Duty
What the Council must do to fulfil this duty is:
- Publish information to show compliance with the Equality Duty, at least annually.
The information published must show due regard to:
- Eliminating unlawful discrimination harassment and victimisation and any other conduct prohibited by the Act
- Advancing equality of opportunity between people who share protected characteristics and people who do not share it
- Fostering good relations between people who share a protected characteristic and people who do not share it
- Set and publish equality objectives, at least every four years.
These should be specific and measurable.
By publishing relevant equality information to demonstrate transparent decision-making processes the Council becomes accountable to its service users. This in turns provides the public with the information they need to hold it to account, should they need to, for its performance on equality.
Armed Forces Act 2021
All councils have voluntarily signed the Armed Forces Covenant. The further enshrinement of the Covenant into law is an opportunity to build upon work councils are already leading to help serving personnel, reservists, veterans, and their families to have the same equality of access to public services as their civilian neighbours. This includes the areas of focus in the Act – housing, education and healthcare. Councils play a key role in the provision or commissioning of these services with partners and joining-up support around the needs of an individual and their family.
Our Armed Forces Community is included in our consideration of equalities impacts as part of decision-making.
Policy statement
Maidstone is the County Town of Kent, a historic market town with a rich and diverse history. It is constantly changing and evolving. What remains important as Maidstone changes and grows is that residents have a sense of belonging and community in order to prosper.
As a council we want to know our residents, we want to ensure that we are meeting their needs by offering opportunity and access to services through a conscious awareness and understanding of equality and diversity issues.
Our commitment to achieving this is outlined in the standards and actions set out in this document. These apply to staff, councillors and to those who deliver services on our behalf.
Maidstone Borough Council’s Strategic Plan 2019-2045 sets the Council’s strategic vision for the borough of Maidstone. It outlines the council’s priorities and informs on its values. Equalities are firmly ingrained in the council’s values. This document helps determine not only the decisions made by the officers and elected members but it also advocates our approach to day to day business and conduct, and the way we treat our customers and each other.
Services
Everything we do impacts on our customers, both internal and external. We will listen to and understand their needs, then take action to
provide the right services in a positive and professional manner.
Teamwork
Working together to achieve our objectives and goals in a way that that utilises talent and creativity of everyone in our organisation.
Responsibly
We work in an environment that encourages us to take ownership for our actions. Making the right choices and decisions that lead to a satisfactory
outcome for all.
Integrity
We have the courage to act on our convictions to build trust and honesty We work with our partners and customers to create a feeling of openness and transparency in everything we do.
Value
Taking care and weighing up our options, aiming to get the maximum effect for every penny of public money we spend.
Equality
Valuing our differences and understanding how they can contribute to a better working environment and services that are fair and easy to access
We will deliver on our commitment to equalities by setting an organisational standard through clear objectives for each of the three important roles and responsibilities we have as a council:
- Role 1: As a Community Leader: We will engage with residents in an open and meaningful way.
- Role 2: As a Service Provider: We will ensure our services are inclusive, accessible and support residents and customers.
- Role 3: As an employer: To have a workforce that feels valued and respected.
Objectives and action plan
As a community leader
Objective - To lead by example, to ensure every individual resident is connected and supported.
Commitments | Actions | Responsibility | Timeframe |
|---|---|---|---|
We will work closely with our partners (Voluntary and Community Sector, Anchor Institutions, Parishes and Church and Faith groups) to:
| Delivery of One View project (ongoing project):
Implement no wrong door (local campaign to signpost to services), and increase access to services (ongoing project):
Develop a greater understanding of our communities through the Implementation of the Community Insight system:
Provide access to digital training and support at Trinity House (ongoing project):
| Housing | Ongoing - update to be provided as part of EDI annual update |
We will undertake a review of consultation and engagement activities to ensure that they maximise resident participation and are representative of Maidstone’s demographic. | Increase engagement from our Seldom Heard Communities - (ongoing project):
Delivery of Community Grants and support to Community Groups:
| Policy, Communities and Engagement | First round of project to be delivered by 31 March 2024 with further projects to be agreed |
We will support and promote diversity and inclusion in the borough through our communications and events – with a focus on our seldom-heard communities. | Develop the Equality Diversity and Inclusion officer group to provide internal direction and challenge (ongoing project):
Implement the Diversity Calendar to ensure join up between our communities and key internal teams (ongoing project):
| Policy, Communities and Engagement | March 2024 |
We will support our serving and veteran communities through our commitment to the Armed Forces Covenant and responsibilities under the Armed Forces Act 2021 with guidance provided to staff across all services. | Provide guidance to enable all staff to support Armed Forces Community Ongoing Project
| Policy, Communities and Engagement team | Ongoing - update to be provided as part of EDI annual update |
| Climate change. | Explore structural inequality impact of climate change in Maidstone:
| Policy, Communities and Engagement/ Data Analytics/ Climate Change and Biodiversity | October 2024 |
Connections to other plans | |||
As an employer
Objective - To lead a diverse and inclusive workforce that is reflective of the borough of Maidstone where residents and colleagues feel safe, confident, and empowered to challenge and bring about change.
Commitments | Actions | Responsibility | Timescale |
|---|---|---|---|
We will train our staff so that they are skilled in inclusive practice, to work with communities who are less able, or willing, to participate in life in their local neighbourhoods. We will provide training and support to staff so they can recognise and manage unacceptable behaviour. | Support delivery of actions to support Inclusion and Belonging for staff in the Workforce Strategy:
Ensure all new Members have equitable access to support and resources for their role:
| Human Resources/ Policy/Communities and Engagement | Ongoing - update to be provided as part of EDI annual update |
We will look after the mental health of our staff and recognise when this offer needs to change. | Maintain understanding of the organisation’s diversity and staff need:
Provide training and support for Mental Health Champions (ongoing action):
| Policy, Communities and Engagement/ Human Resources | July 2025 |
Connections to other plans | |||
As a service provider
Objective - To deliver inclusive services in accordance with Council’s values.
Commitments | Actions | Responsibility | Timescale |
|---|---|---|---|
We will use specific and meaningful language when referring to diverse communities. | Adopt of LGA Inclusive Language Guide:
| Policy, Communities and Engagement team | October 2024 |
We will support access to services and support through ICT process, communication and join up with partners. We will take an evidence-based approach supporting financial inclusion and social well-being in Maidstone.
We will review the Equalities Impact Assessment processes. | Proactively use ‘neutral spaces’ to increase access to support and services for residents (ongoing action):
Understand where relevant who is accessing our services and ensure that this informs service deliver:
| Policy, Communities and Engagement | Ongoing - update to be provided as part of EDI annual update |
We will work towards becoming a Compassionate Community. | Support delivery of Maidstone becoming a Compassionate borough. The Compassionate Maidstone Project has restarted with Heart of Kent Hospice:
| Policy, Communities and Engagement/Communication and Events | October 2024 |
We will review and identify our policies where we consider equalities impacts and identify how we can improve outcomes through revisions to policy. | Support delivery of the Financial Inclusion and Social Well-Being Strategy and Action Plan:
Ensure EDI is embedded in policies and service development (ongoing action):
| Policy, Communities and Engagement/Data Analytics
| March 2024 |
Connections to other plans | |||