Cookie Policy

This website works best using cookies. You can find out more and change your settings any time but by continuing you agree to this.

Council Services:

Public Sector Equality Duty

Public sector bodies are required to demonstrate their compliance with the Equality Act 2010 through the Public Sector Equality Duty (section 149).

This duty places both general and specific duties on public bodies, such as the county council, which they need to comply with in order to fulfil the requirements set out in the Equality Act.

The general duty requires all public bodies to have due regard to the need to:

  • Eliminate discrimination, harassment, victimisation, and any other conduct that is prohibited by/or under the Act.
  • Advance equality of opportunity between persons who share relevant protected characteristics and persons who do not share those characteristics.                                         
  • Foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

Equalities Objectives

The public sector equality duty (the equality duty) came into force on 5 April 2011. The duty requires public bodies to publish at least one equality objective to achieve any one of the things mentioned in the aims of the general duty.

Our equality objectives which are listed below were approved by Council on 19th February 2016 along with the Council Business Plan 2016/2017. 

  • Increase public confidence in how we tackle domestic abuse 
  • Reduce the number of young people committing a crime
  • Children are safe and healthy
  • Young people are supported to reach their potential
  • There is a secure foundation for all children to progress through school and life  
  • Enhanced quality of life and care for people with learning disability, autism and or mental health
  • People have a positive experience of care
  • Carers feel valued and respected and able to maintain their caring roles
  • Safeguarding adults whose circumstances make them vulnerable, protecting them from avoidable harm and acting in their best interests where they lack capacity
  • Make a positive difference for our communities. When we review or introduce a new policy or activity, commission, begin a new project, decommission or help communities to do things for themselves, we will always assess the impact on people with protected characteristics. This analysis helps us to make informed decisions.
  • Impact and increase employment and apprenticeship opportunities currently offered to young people aged 16 - 24 within Lincolnshire County Council.

Progress will be evidenced through the measures in the council business plan.

How we comply

The council has developed a new approach to Equality and Diversity:

  • The straightforward approach which puts people at the centre of Equality and Diversity was agreed by the Corporate Management Board and by the Portfolio Holder as a delegated decision in Autumn 2011.
  • We removed bureaucracy by no longer producing an Equality Scheme and introduced Equality Impact Analysis which focuses on evidencing how we are meeting the section 149 Public Sector Equality Duty under the Equality Act 2010.

Corporate Diversity Steering Group 

  • During winter 2011 we reviewed our Corporate Diversity Steering Group so that we have an effective way of making sure we comply with our statutory duties under the Equality Act in a way that makes sense locally.
  • We believe the meetings are a unique environment for Councillors and Officers to discuss ideas. The group creates motivation to create change and look at things differently.
  • The meetings spark thinking beyond constraints and have led to tangible differences. For example, Dragon (speech recognition) software training  allowing employees who have difficulty typing long documents due to a physical disability to dictate documents, search the web and email quickly and accurately by using their voice. Also, creating a ‘tranquil room’ a private neutral space that  all staff regardless of faith or belief can use  for activities that have a positive effect on mental, physical and emotional health and wellbeing and ultimately people’s motivation and performance at work.

Publishing information

We began publishing case studies in January 2012 demonstrating how services were being delivered people with protected characteristics under the Equality Act and publish equality monitoring data about our employees.

Employee engagement groups

Strengthening of the employee engagements groups who have delivered disability awareness events and implemented the Kwicklincs voluntary interpreter service and help the council evidence way likely adverse impacts of service changes could be minimised or mitigated.  

Recruitments and selection

Equality and diversity training for those on recruitment selection panels covering the importance of wording interview questions in plain English allowing anyone where English is not a first language. For example, British Sign Language to fully participate, letters for interview asking those attending interview if they had any specific needs to attend interview such as physical access to a building, and where the selection process also includes a test, informing those invited to interview the types of tests involved such as use of IT, written test, reading of documents etc so that those attending interview are better able to say if they have any specific requirements to fully participate such as voice activated software, different coloured paper for dyslexia.

Mindful Employer

The council is signed up to the Mindful Employer Charter. This is a charter for employers who are positive about mental health issues amongst their employees. We are committed to providing informative, non-judgmental and pro-active support to staff that may experience mental health issues, along with providing guidance to managers on how to support staff dealing with these issues.

Equalities objectives

  • We value all of our workforce and want to make sure they are able to do the best job. We are reviewing all of our People Management policies to make sure that they are consistent yet flexible and fit for a modern local authority. Add what was reviewed and outcome
  • We want to make a positive difference for our communities. When we review, or introduce a new policy or activity, commission or begin a new project we look at the impact on people. This analysis helps us to make informed decisions.

We originally published our equality objectives in our Council Business Plan 2012-2015 which was approved by full council in February 2012. Our equality objectives were then reviewed in 2013 and 2014 as part of our annual update.

  • Image of paper people

    Case Studies

    How the council is meeting the three strands of the duty and what difference these have made for our communities.

  • Photograph - County Offices

    Annual Report

    Highlights of what the Council has achieved during the year.

JUST Lincolnshire

A county-wide organisation which aims to encompass all diversity strands and make a real difference to the lives of people from every background.


Did you find what you were looking for?

Please give us your name, email address and any comments you have.

Last updated: 30 March 2016

Bookmark with:

What are these?


Powered by Webstructure.NET