Equality Outcomes 2018 2022 - Orkney Islands Council Orkney Islands Council Education Authority Orkney Islands Area Licensing Board
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Equality Outcomes
2018 - 2022
Orkney Islands Council
Orkney Islands Council Education Authority
Orkney Islands Area Licensing Board
0Working
Equality Outcomes together for a
2018 - 2022
better Orkney
Orkney Islands Council,
Introduction
Equality, fairness and inclusion are at the heart of our organisation Education Authority and
and in all that we do. Our commitment to promoting equality means Orkney Islands Area
that we recognise that we all have different needs and that we are Licensing Board have
taking steps to ensure that we are all able to achieve our potential.
revised their Equality
Our workforce Outcomes for the period
We want to create a working culture where everyone is included
2018 – 2022.
and where they can be the best they can be whilst they are working
for us. Our employees are our greatest asset and are key to the These outcomes aim to
successful delivery of our services.
make a positive
Take a look at our Employee Survey here. difference to the life
Our services chances of those who
The wide range of services that we provide means that everyone in experience
Orkney is likely to be affected by what we do and how we do it at discrimination and
some point in their lives; from education and elections to street
disadvantage in Orkney.
lighting and sports and leisure facilities; our services need to be
accessible and fit for purpose. This is our second set of
Take a look at how we are performing here. equality outcomes
building on the set of
Our communities
By continuing to increase our understanding of our diverse outcomes published
communities we will be better placed to plan what we need to previously.
deliver to meet future needs. Community engagement and
empowerment are important elements of our strategic planning. Our equality outcomes
Making sure that we provide opportunities for everyone to have link with our strategic
their say and to participate in decisions that affect them is integral priorities and plans to
to achieving our strategic priorities.
integrate the work we
Take a look at our Community Plan here. are already doing and to
better focus our efforts in
improving equality.
1Much has already been achieved since the publication of our first set of equality outcomes, but we
need to make sure that we continue to improve our work on equality matters. By reviewing and
revising our equality outcomes on a regular basis we aim to make fairer decisions and to
demonstrate that we are delivering real benefits for our communities and our employees.
Why is Equality important?
There is evidence that shows that not everyone has the same life chances as others and some
groups of people face greater disadvantages than others.
The law and our duties
As a public authority in Scotland we must comply with the Public Sector Equality Duties (PSED) as
set out under the Equality Act (2010). This is also known as the general equality duty. This means
that as part of our day to day business we must show how we will:
• Eliminate unlawful discrimination, harassment and victimisation and any other conduct that is
prohibited under the Act;
• Advance equality of opportunity between people who share a relevant protected
characteristic and those who do not share it; and
• Foster good relations between persons who share a relevant protected characteristic and
those who do not share it.
We must also publish a set of equality outcomes that will help us achieve the aims of the general
equality duty. Equality outcomes are not what we do, but the beneficial change or effect which
results from what we do. These could be a change in attitudes or how
people behave, or it could be improvements in knowledge
and skills as a result of activities such as training.
Equality outcomes should be determined by local Protected Characteristics are
needs and should lead to improvements in the defined in the Equality Act (2010)
lives of those who experience prejudice, as:
• Age.
discrimination and disadvantage in the
• Disability.
delivery of services and employment. • Gender Reassignment.
• Marriage and Civil
Our revised equality outcomes take account Partnership.
of the up to date evidence base of research • Pregnancy and maternity.
and consultation. They also consider the • Race.
emerging new requirements of legislation • Religion or belief.
including the Fairer Scotland Duty, British Sign • Sex.
• Sexual Orientation.
Language (Scotland) Act and the Gender
Recognition Act.
2About the people in Orkney
A profile of
The 2011 Census gave us an update on equalities data for Orkney.
Orkney has a total population of 21,349. Our population has Orkney
increased by just over 10% since the previous 2001 Census figures.
Orkney comprises 70
Population by gender 1
or so islands and
Life expectancy for men in
skerries, of which up to
Orkney is 80.3 years and for
51% women it is 82.7 years. 19 may be inhabited
female
49% The Scottish national
depending on the time
male average is 77.1 years for of year. Orkney enjoys
men and 81.2 years for an outstanding natural
women.
environment with clean
Population by age 2
air and water, fine
20% Projected figures show that
scenery, diverse
the highest population
65+
change by age band is wildlife and a unique
growth of those aged 65
63% and over. Declines in all cultural heritage.
16 - 17% other age groups are
64 under expected. But Orkney is not
16
immune to the
difficulties facing other
Population by ethnicity3
remote and rural
communities, including
17.7%
white british an ageing population,
under-employment, low
2.2% wages, a high cost of
white irish, polish, other
living, limited affordable
0.8% housing, fuel poverty
asian, asian scottish / and access to essential
79.3% british, mixed,
services.
multiple or other
white
scottish
1
National Records of Scotland
2
National Records of Scotland
3
National Records of Scotland
3People with a disability or limiting long term illness
Orkney, along with Shetland, experienced the
19% largest increases in people reporting a limiting
limited health problem or disability when comparing the
2001 and 2011 Census figures.
More detailed analysis of the Scottish national data
shows the highest proportion of long-term health
condition (18.7%) as other condition followed by
81% 6.7% identifying physical disability and 6.6% as
not limited Deafness or partial hearing loss. 4
People who provide unpaid care
In comparison to the 2001 Census figures, the
0.7%
proportion of carers has increased by almost
16% in Orkney. The Scottish national data
20 - 34 hrs
highlights that the proportion of people
0.6% providing unpaid care declines with age until
35 - 49 hrs retirement, when it strongly increases. Figures
5.8% for those aged over 65 who provide unpaid
1 - 19 hrs 2.2% care is double that of the 50 – 64 age group.
50+ hrs Unpaid care is estimated to contribute £10.3
billion to the Scottish economy in 2011. 5
4
Scotland’s Census.
5
2011 census data analysis. Growing older in Scotland.
4Current workforce by gender and grade
About our workforce
Orkney Islands Council employs 2,694 staff, either full time or G-01 26% 74%
part time. 86.8% of staff are non-teaching staff and 13.2% are G-02 23% 77%
teaching staff. G-03 22% 78%
G-04 27% 73%
Gender
G-05 27% 73%
Current non-teaching workforce by gender G-06 22% 78%
G-07 26% 74%
G-08 47% 53%
30.6% G-09 55% 45%
male G-10 38% 63%
G-11 50% 50%
69.4% G12-G14 77% 23%
female Chief Officials 65% 35%
Instructors 43% 57%
Lecturers 47% 53%
Current teaching workforce by gender
Other 82% 18%
(Depute) Head Teachers 41% 59%
Teachers 17% 83%
22.7%
male male female
These figures differ marginally from the staff profile as relief
workers are not included and some employees have been
counted more than once as they are multiple post holders. At
77.3% Orkney Islands Council, women are over-represented in
female
Grades 1–7 and within the Teachers band.
5Ethnicity
Current workforce by ethnicity Current workforce by ethnicity and grade
66.8% of OIC’s non-teaching staff and 51.8% of OIC’s Note: This chart only presents white and non-white staff. Staff
teaching staff are from a white background. who have not stated their ethnicity have been included in the
calculation but are not represented in the graph to make it
48.6% non-teaching more meaningful. Due to the low levels of disclosure it is
32.2% difficult to make meaningful analysis of the data for this
purpose.
16%
2.2% 0.5%
99.4%
99.5%
98.3%
98.6%
98.6%
99.1%
98.4%
97.9%
100%
100%
100%
100%
100%
100%
0.3% 0.1%
95.5%
94.1%
99%
85.7%
any other white
mixed
asian indian
white scottish
white other
other ethnic
say / not stated
background
prefer not to
background
british
14.3%
47.1%
5.9%
4.5%
teaching
2.1%
1.7%
1.6%
1.4%
1.4%
1.0%
0.6%
0.5%
36.1%
1%
0%
0%
0%
0%
0%
0%
Instructors
Teachers
G12-G14
Chief Officials
G-01
G-02
G-03
G-04
G-05
G-06
G-07
G-08
G-09
G-10
G-11
Other
(Depute) Head Teachers
Lecturers
14.3%
1.4% 0.6% 0.3% 0.3%
any other white
mixed
white scottish
asian pakistani
say / not Stated
white other
african
prefer not to
background
british
non-white white
The workforce data by ethnicity is fairly representative of the
population of Orkney, although ethnic diversity figures are
lower in comparison to the Scotland average.
6Disability
Current workforce by disability Current workforce by disability and grade
3.5% of non-teaching staff at OIC have declared a disability Note: Staff who have not stated whether they have a disability
along with 1.4% of teaching staff. The declaration rates for or not have been included in the calculation but are not
non-teaching staff are just over 32% and a little over 45% for represented in the chart to make it more meaningful.
teaching staff.
99.5%
98.9%
98.3%
98.3%
100%
100%
100%
97.3%
97.2%
97.1%
96.9%
96.5%
96.2%
95.8%
95.0%
94.1%
93.9%
non-teaching
89.7%
64.2% 3.5%
prefer not to say
no
disability
1.3%
yes disability
10.3%
6.1%
5.9%
5.0%
4.2%
3.8%
3.5%
3.1%
2.9%
2.8%
2.8%
1.7%
1.7%
1.1%
0.5%
31%
0%
0%
0%
not stated
Instructors
Teachers
G12-G14
Chief Officials
G-01
G-02
G-03
G-04
G-05
G-06
G-07
G-08
G-09
G-10
G-11
Other
(Depute) Head Teachers
Lecturers
teaching
1.4%
53.2% yes
no disability disability no disability
disability
1.4%
prefer not to say
Analysis from regional employment patterns in Scotland 2015,
44% shows the employment rate of those with a disability in Orkney
not stated is 73.5% compared with the overall employment rate of around
87%.
7Religion Sexual Orientation
Current workforce by religion and belief Current workforce by sexual orientation
Among those who declared their religion / belief, the majority Of those who have shared this information, the majority of both
(27%) have no religion or are Church of Scotland (25.1%). staff groups have identified as heterosexual and currently only
non-teaching around 1% have identified as lesbian, gay, bisexual or other.
30.8% non-teaching
25.1% 27%
1%
lesbian, gay,
6.6% 5.7% 63.8% bisexual, other
1.9% 0.2% 0% 0.4% 2.2% heterosexual
4.4%
buddhist
catholic
christian
prefer not
no religion
not stated
church of
muslim
religion
pagan
scotland
roman
other
other
to say
prefer not to
say
A significant number of teaching staff have not shared 30.9%
information relating to their religion and belief. Although, the not stated
figures from those who have declared this information are
similar to non-teaching staff.
teaching
teaching 0.8%
45.1% lesbian, gay,
48.5% bisexual, other
15.7% 17.9% heterosexual
3.4%
9.5% 6.7% 5.9%
0.3% 1.4%
prefer not to
say
catholic
prefer not to
christian
religion
no religion
not stated
church of
pagan
scotland
roman
other
other
44.8%
say
not stated
8Age Employment in Orkney
Employment rates in Orkney (2016) were 86%, higher than the
Current workforce by age Scottish average of around 73%.
Overall, non-teaching staff at the council are aged 35-64
(73.3%). Around 30% of non-teaching staff are over 55. 85.7% of working people in Orkney have permanent contracts
in comparison to 94% of the Scottish average.
non-teaching
Gender
29.6%
24.9% The overall employment rate for men in Orkney is 80.7% and
18.8% for women is 91.6%, both higher than the Scottish averages at
76.9% and 69.2% respectively.
12.8%
7.6% 5.7% The gender employment gap is -10%, much lower than the
0.6% national average of 7.6%. 48% of working women are in full-
time work, around 10% lower than the national average.Recruitment
Gender Ethnicity
Proportion of applied, shortlisted and offered non-teaching and Proportion of applied, shortlisted and offered non-teaching and
teaching staff by gender. teaching staff by ethnicity. (BME = Black Minority Ethnic).
non-teaching non-teaching
65.9%
64.4%
90.6%
89.6%
60.5%
84.9%
32.6%
28.1%
22.8%
12.6%
13.3%
6.9%
5.9%
7.6%
6.6%
0.2%
0.1%
0.1%
2.8%
2.8%
1.8%
applied shortlisted offered white BME not stated
female male other not stated
applied shortlisted offered
The proportion of non-teaching applicants who are from Black
teaching and Ethnic Minority backgrounds are fairly consistent at each
76.3%
74.6%
71.3%
stage of the recruitment process. However, the proportion
declines at each stage for teaching staff.
25.2%
21.1%
15.5%
teaching
92.1%
90.9%
9.9%
85.9%
3.5%
2.6%
applied shortlisted offered
14.1%
female male not stated
7.0%
6.3%
2.8%
0.9%
0.0%
Overall the proportion of men and women who were offered is
in line with those who applied and were shortlisted. white BME not stated
applied shortlisted offered
10Disability Age
Proportion of applied, shortlisted and offered non-teaching and Proportion of applied, shortlisted and offered staff by age.
teaching staff by disability. Overall the proportion of people
with a disability who were offered is in line with those who non-teaching
25%
23%
22%
22%
applied and were shortlisted for non-teaching staff.
22%
20%
20%
18%
18%
16%
non-teaching
15%
14%
87.4%
13%
82.5%
89%
11%
10%
9%
8%
7%
0.5%
0.4%
0.3%
3%
2%
2%
13.8%
8.4%
7.7%
4.2%
3.8%
3.7% 18 and 19-24 25-34 35-44 45-54 55-64 65+ not
under stated
no yes not stated applied shortlisted offered
applied shortlisted offered
Overall the proportion of staff from each age group is broadly
The proportion of people with a disability dips at shortlisting
in line between applicants, shortlisted and offered, with a
stage for teaching staff, although figures are low and it is
higher increase in shortlisted applicants aged 45-54, for
difficult to make meaningful interpretation.
teaching posts.
teaching
94.7%
94.4%
teaching
87.3%
40%
32%
32%
30%
28%
27%
23%
20%
19%
10%
11.3%
8%
8%
8%
0.9%
0.3%
4.4%
4.2%
4%
4%
1.4%
1.4%
0.9%
3%
2%
0%
0%
no yes not stated 19 to 24 25 to 34 35 to 44 45 to 54 55 to 64 65+ not
stated
applied shortlisted offered applied shortlisted offered
11Religion and belief
Proportion of applied, shortlisted and offered non-teaching and
teaching staff by religion and belief.
not stated 17% 14% 19%
none 46% 47% 42%
other religion 2% 2% 2%
pagan 0.9% 0.5% 0.2%
muslim 0.5% 0.7% 0.5%
jewish 0.1% 0.1% 0.2%
hindu 0.1% 0%
buddhist 0.1% 0% 0.2%
other christian 11% 10% 9%
roman catholic 4% 4% 3%
church of Scotland 17% 21% 23%
applied shortlisted offered
Overall, the proportion of applicants, shortlisted and offered
staff is similar for all the different religions although in some
cases, figures are too low to draw meaningful analysis.
not stated 15% 18% 27%
none 30% 25% 20%
other religion 3% 4% 3%
buddhist 0.3% 0%
other christian 24% 21% 24%
roman catholic 7% 7% 7%
church of Scotland 20% 25% 20%
applied shortlisted offered
12Equality Outcomes Action Plan
Equality Theme: People in Orkney have the opportunity to fulfil their potential throughout their life.
We have tackled the significant inequalities in Scottish society.
We realise our full economic potential with more and better employment opportunities for our people.
Links to National We are better educated, more skilled and are more successful, renowned for our research and innovation.
Outcomes: Our young people are successful learners, confident individuals, effective contributors and responsible citizens.
Links to Local TOP Priorities: Strong Communities,
Outcomes: OIC Priorities: Thriving Communities, Quality of Life.
Other Links: Children and Young People Act (Scotland) 2014 – improving the rights of children and young people.
Context: What we are What is its Who will Will additional When will it How will we How does this
planning to do: intended do it? resources be happen? recognise meet the
outcome? required? success? General Duty?
Is Scotland Carry out an There will be an Head of Utilise existing Baseline of Eliminate
Fairer? (2015) audit of existing increased number Education. resources. number of work discrimination
highlighted an work experience of people with experience and advance
increase in age- placements, disabilities placements, equality of
related modern experiencing better modern apprentice opportunity for:
employment apprenticeships opportunities to roles and graduate
gaps and and graduate access sustainable traineeships by Age and
unemployment traineeships by employment. protected Disability.
rates for those protected characteristic.
with disabilities. characteristic.
13Context: What we are What is its Who will Will additional When will it How will we How does this
planning to do: intended do it? resources be happen? recognise meet the
outcome? required? success? General Duty?
National figures Work with
for Modern stakeholders to
Apprenticeships promote and
show clear embed inclusion
gender split and across all
low levels of schemes
access for those including
with disabilities. Developing the
Young
Workforce.
Figures indicate Audit existing There will be an Utilise existing Baseline of
Head of Eliminate
that there is modern increased number Education. resources. number modern discrimination
evidence of apprentice of people in non- apprentice roles in and advance
occupational scheme by traditional gender Orkney by equality of
segregation on gender. roles. protected opportunity for:
the basis of characteristic.
gender, in Work with Age and Sex.
Increase in uptake
Orkney. Men stakeholders to of non-traditional
and women identify roles by gender.
tend to be opportunities for
highly increased Monitor Annual
represented in promotion of Population Survey
different jobs gender balance breakdown on
and at different in particular labour market
levels or courses and participation.
grades. schemes.
14Context: What we are What is its Who will Will additional When will it How will we How does this
planning to do: intended do it? resources be happen? recognise meet the
outcome? required? success? General Duty?
Occupational Challenge Increased number Utilise planned Eliminate
Head of Establish baseline
segregation has gender of young people resources. discrimination,
Education. figures of uptake in
a direct impact stereotypes that choosing STEM advance
STEM subjects by
on the gender influence subjects. equality of
protected
pay gap. Girls education, opportunity
characteristic.
are less likely to training and and foster
choose science, career choices good relations
technology, through Increased for:
engineering and inclusive engagement levels Age and Sex.
mathematics communication and positive
(STEM) and awareness feedback relating
subjects. raising to awareness
These opportunities raising events.
differences including
continue national
throughout awareness
school, college, days.
university and
are then
reflected in the
wider
occupational
segregation
within the labour
market including
apprenticeships.
15Context: What we are What is its Who will Will additional When will it How will we How does this
planning to do: intended do it? resources be happen? recognise meet the
outcome? required? success? General Duty?
Evidence shows Deliver actions Improve Utilise planned Improved How Eliminate
that whilst relating to opportunities for resources. Good is Our discrimination
attainment closing the success for all School and and advance
levels have National
narrowed attainment gap pupils. Improvement equality of
between care between the benchmarks. opportunity for:
experienced most and least
young people disadvantaged Increased number Age, Care
and other children in the of care Experienced
pupils, experienced young
attainment Education people engaging and
remains well Improvement with the Orkney Peripherality.
below that of Plan. Offer.
other pupils.
Leaders of Increased number
learning in of care
Orkney have experienced young
also indicated people in positive
that a better destinations.
understanding
of poverty and
rural
disadvantage in
Orkney is
needed.
Research Baseline in % Eliminate
Implementation Reduction in Head of Utilise existing June 2019.
highlights the bullying and discrimination,
negative and of Anti-Bullying bullying and Education. resources. harassment advance
long-term effect Policy for our harassment incidences in
that bullying can Schools and all equality of
have on the establishments run opportunity
16Context: What we are What is its Who will Will additional When will it How will we How does this
planning to do: intended do it? resources be happen? recognise meet the
outcome? required? success? General Duty?
physical and Children and incidences in by Education, and foster
mental Young People. Schools. Leisure and good relations
wellbeing of Housing. for:
young people.
In order to thrive
and achieve All Protected
their full Characteristics.
potential,
children and
young people
need
environments
which are safe,
nurturing,
respectful and
free from fear,
abuse and
discrimination.
17Equality Theme: Orkney Islands Council is an inclusive employer.
Links to National We realise our full economic potential with more and better employment opportunities for our people.
Outcomes: We are better educated, more skilled and more successful, renowned for our research and innovation.
Links to Local TOP Priorities: A vibrant economy
Outcomes: OIC Priorities: Enterprising communities.
Other Links: Workforce Strategy.
Context: What we are What is its Who will do Will When will it How will we How does this
planning to do: intended it? additional happen? recognise meet the
outcome? resources be success? General Duty?
required?
Figures show Review of Delivery of Head of HR Utilise Baseline % of Eliminate
that we have an flexible working employment and existing flexible working discrimination,
ageing plan for ageing practices that Performance. resources. requests by age. advance
workforce and workforce. support equality of
projected sustainable Baseline % of opportunity
figures Review of employment for sickness absence and foster
suggests that sickness ageing workforce. by age. good relations
the population absence Improved for:
of Orkney will process to be Employee Survey Age.
continue more inclusive of Staff feel valued results by age.
ageing. age related and are treated
18Context: What we are What is its Who will do Will When will it How will we How does this
planning to do: intended it? additional happen? recognise meet the
outcome? resources be success? General Duty?
required?
By responding conditions and fairly and
to the changing mental health of equitably.
workforce older workers.
demographics,
we will be best Proactive age-
placed to recruit inclusive
and retain communications,
people and promotion and
support the development
wellbeing and opportunities.
engagement of
employees of
all ages.
Recent Review Staff feel valued Utilise Baseline % of Eliminate
Head of HR
research Employee and are treated existing Employee Survey discrimination,
and
suggests that Survey fairly and Performance. resources. results by age and advance
women are responses by equitably. sex. equality of
more likely to age to assess opportunity
suffer greater baseline and foster
age evidence. good relations
discrimination Develop for:
in the proactive age- Age and Sex.
workplace that inclusive
men. communications,
promotion and
development
opportunities.
19Context: What we are What is its Who will do Will When will it How will we How does this
planning to do: intended it? additional happen? recognise meet the
outcome? resources be success? General Duty?
required?
There is Carry out regular Staff feel valued Head of HR Increased Eliminate
continued staff survey. and are treated and response rates discrimination,
evidence fairly and Performance. year on year. advance
demonstrating Delivery of equitably. % of participants equality of
that employee Mentally Healthy Staff wellbeing is attending training. opportunity
health, Workplace Plan. a priority. Reduction in work and foster
wellbeing and Communication Information on related stress good relations
engagement plan to increase workforce equality figures. for:
are important awareness data is improved. Increase in % of
for relating to staff recording All Protected
organisational mental health information relating Characteristics.
success. and wellbeing. to protected
Further, that it characteristics.
is the Continue to
combination of encourage staff
the three to provide their
elements that equality data
enables through My
sustainable View.
positive
outcomes over
a prolonged
period.
Evidence from Review of jobs Employment Head of HR Baseline % of Advance
recent appropriate to opportunities and recruitment activity equality of
consultation be undertaken have improved for Performance. from outlying opportunity for:
with the non- remotely. those in outlying Head of IT islands.
linked isles islands. and All Protected
highlight the Facilities. Characteristics
20Context: What we are What is its Who will do Will When will it How will we How does this
planning to do: intended it? additional happen? recognise meet the
outcome? resources be success? General Duty?
required?
need for an Review of and
increased facilities Peripherality.
proportion of available to
sustainable support remote
employment working.
opportunities on
the isles. Review of
management
skills /
development.
21Equality Theme: People in Orkney have an equal opportunity to access and shape public services.
We have tackled significant inequalities in Scottish society.
Links to National We live in well-designed, sustainable places where we are able to access the amenities and services we need.
Outcomes: Our public services are high quality, continually improving, efficient and responsive to local people’s needs
TOP Priority: Living Well – people are participating in their communities and the economy and are valued for their
contribution.
Links to Local OIC Priority: Thriving Communities – communities are empowered to take decisions on services throughout
Outcomes: Orkney.
Community Empowerment Act (2015)
Other Links: Children and Young People (Scotland) Act 2014.
Context: What we are What is its Who will do Will additional When will it How will we How does this
planning to intended it? resources be happen? recognise meet the
do: outcome? required? success? General Duty?
Social isolation Further Older people are Utilise Wider Eliminate
Strategy
and loneliness develop active and existing representation at discrimination,
Manager /
can impact guidance for engaged and resources. community advance
Head of
physical and inclusive participate in engagement equality of
Executive
mental health engagement public life. events. opportunity
Support.
and evidence and embed and foster
suggests that it is within the good relations
widespread within Council’s for:
particular age Community
groups or groups Consultation Age, Disability
in society. and and
Best Value Engagement Peripherality.
Review
22Context: What we are What is its Who will do Will additional When will it How will we How does this
planning to intended it? resources be happen? recognise meet the
do: outcome? required? success? General Duty?
recommendations guide and in-
include building house training.
on community
engagement best
practice to
improve
consistency of all
communities
including those
seldom heard.
According to the Prior to an Increased Head of Improved % Age, Disability
Utilise
Is Scotland election, inclusion for all Executive turnout to election. and
existing
Fairer? report review and community Support. Peripherality.
resources.
some people with develop groups to access
certain inclusive opportunities to
characteristics practices to vote.
remained less support
likely to participation in
participate in the democratic
political process. process.
Women, disabled Audit of Increase in Head of Baseline figure of Eliminate
Utilise
people and existing number of Executive elected office by discrimination
existing
people from elected office women in elected Support. protected and advance
resources.
ethnic minorities by protected office. characteristic. equality of
were also characteristic. opportunity for:
politically under-
represented both Prior to an Sex.
at national and election,
local levels engage with
across Scotland. stakeholders to
23Context: What we are What is its Who will do Will additional When will it How will we How does this
planning to intended it? resources be happen? recognise meet the
do: outcome? required? success? General Duty?
develop action
plan to
promote
inclusion.
Anecdotal Improve the The way in which Head of Improved rating in Eliminate
Utilise
evidence would accessibility of our services can Executive How good is our discrimination
planned
suggest that services be accessed Support and council? and advance
resources.
there is a lack of provided online offers more Head of IT equality of
consistency in the through choice and is and Facilities. Improved opportunity for:
way in which the delivery of inclusive for all. Customer
Council applies Customer Satisfaction All Protected
best practice Services Survey results. Characteristics.
principles of Platform and
inclusive and Council Reduction in
accessible Website complaints relating
communication. redesign. to accessing
services.
Audit exiting
processes for
recording
personal
information to
ensure it is
inclusive of
gender identity
requirements.
Development
of British Sign
Language local
24Context: What we are What is its Who will do Will additional When will it How will we How does this
planning to intended it? resources be happen? recognise meet the
do: outcome? required? success? General Duty?
plan in
partnership
with OHAC.
Evidence Consult with Establish Legal Baseline figure of Eliminate
Utilise
suggests that the (1) taxi and baseline Services. wheelchair discrimination
existing
provision of private hire car information. accessible taxis and advance
resources.
wheelchair operators and Ensure suitable and private hire equality of
accessible taxis (2) the public level of provision cars. opportunity for:
is limited in to identify any of wheelchair
Orkney. unmet need in accessible taxis Disability.
relation to and private hire
wheelchair cars for residents
accessible and tourists.
vehicles.
Promote list of
wheelchair
accessible
vehicles on
Council
website.
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