EQUALITY ACT AND THE TRANSITION PROCESS

1
(No Transcript)
2
EQUALITY ACT AND THE TRANSITION PROCESS

• Sheila Rogers
• CEHR Transition Team

3
.from vision to strategic themes

• A Britain where people have an opportunity to
  participate where achieving potential is not
  limited by prejudice or discrimination where
  there is respect for human rights and the dignity
  and worth of each individual where is there
  mutual respect between communities

4
..a draft mission statement

• To achieve equality and human rights for all and
  promote and celebrate a diverse Britain where
• There are good relations between groups
• People are not discriminated against because of
  their race, gender, disability, religion or
  belief, age or sexual orientation

5
.the mandate

• Promoting and encouraging good practice
• Working to eliminate unlawful discrimination
• Promoting an understanding of the importance of
  good relations
• Monitoring the effectiveness of the legislation
• Identifying changes in society and results to aim
  for to achieve the vision

6
.the powers

• Advice and information for individuals
• Advising employers and service providers
• Conducting inquiries
• Carrying our investigations
• Arranging for conciliation for some disputes
• Helping victims of unlawful discrimination
• Providing grants
• Public duty assessment and compliance

7
TRANSITION TO DATE

• Stakeholders consultations
• Community consultation
• Policy seminars
• Employer consultation
• Good relations project
• Human rights

8
TRANSITION TO DATE

• Advice and information
• Conflicts and challenges
• Compliance and enforcement
• Scotland
• Wales
• Equality impact assessment

9
EMERGING THEMES POLICY AND PRIORITIES

• Influencing the public policy agenda to embed
  equality, diversity and human rights
• Conducting research to fill evidence gaps
• Promoting best practice and a new relationship
  with business
• Promoting an holistic and new approach to change
  using human rights principles

10
EMERGING THEMES POLICY AND PRIORITIES

• Raising awareness of and enforcing the
  legislation
• Using effectively the range of enforcement and
  compliance tools
• Tackling stereotypes, prejudice, hate crime,
  isolation and power imbalances
• Empowering and supporting safe communities and
  local solutions

11
EMERGING THEMES EMPLOYMENT AND SERVICE PROVISION

• Balance between enforcement and promotion
• CEHR to be a strategic influencer, a champion and
  proactive in its approach
• Should deliver differentiated services,
  particularly for SMEs
• Partnership working is crucial

12
EMERGING THEMES EMPLOYMENT AND SERVICE PROVISION

• Accessible and clear guidance and good practice
• Regional delivery with expertise to provide local
  advice
• Business can help promote good relations in
  communities through CSR
• Work with existing providers nationally and
  regionally

13
TRANSITION MOVING FORWARD

• Appointment of the Chair
• Appointment of the Commissioners
• First Commission meeting
• Governance framework
• Decisions on strategic priorities
• Development of the first strategic plan, KPIs and
  consultation
• Designing and developing CEHR services
• Organisational design
• Staff assimilation and recruitment

14
LOOKING AHEAD.

• What consultative mechanisms will the CEHR put in
  place? For the Strategic Plan?
• Is there a need for strand specific input? If
  so, how might this work?
• How will communities and groups influence and
  inform the CEHR?
• Are there issues for the English regions,
  Scotland and Wales?

15
(No Transcript)