Year
|
Proportion
of grants allocated to BME Groups
|
2015/16
|
3.87%
|
2014/15
|
1.92%
|
Friday, 6 November 2015
Essex County Council/Freedom of Information Act
Saturday, 10 October 2015
[diversityliving] Freedom of Information request -London Borough of Waltham Forest(October 2012) [3 Attachments]
4. Please send me your report about the complaints from the public in relation to your Equality and Diversity Scheme, including any change or action that may have been taken place in the Council's policies, activities, services as the result of these complaints.
5. Please send me the reports about the implementation of your Equality and Diversity Scheme for the last three years.
6.Please send me your annual workforce profile report that provides breakdowns of the workforce profile by gender, ethnicity, religion, disability and age and other additional data required by the Equality and Human Rights Commission.
7.What strategy to increase the proportion of black people personnel if it is under-represented in your workforce ?
Sent: 02 October 2012 08:46
To: Information Officer
Subject: FOI request related to: Other/don't know
A Freedom of Information submission has been received from the website.
Form fields
Subject: Other/don't knowI would like to have more information about the following. Please ignore my previous request sent yesterday evening because it confusing. Here is the updated version of my request. I sincerely apologise for any inconvenience:
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1. Please send me the information about the nature and description of Waltham Forest Council contracts awarded to Black and Minority Ethnic (BME) businesses in the current year and last three years, including the support provided to BME businesses to win Waltham Forest Council Contracts.
2. Please send me the information about the funding allocation and grants to BME voluntary organisations working or based in the London Borough of Waltham Forest ( for the current year and last three years), and indicate the proportion of this funding allocation in relation to all voluntary organisations working or based in the borough .
3. Please send me the information about proportion of BME staff employed by the Council, especially in the management positions.
4. Please send me your report about the complaints from the public in relation to your Equality and Diversity Scheme, including any change or action that may have been taken place in the Council's policies, activities, services as the result of these complaints.
5. Please send me the reports about the implementation of your Equality and Diversity Scheme for the last three years.
6.Please send me your annual workforce profile report that provides breakdowns of the workforce profile by gender, ethnicity, religion, disability and age and other additional data required by the Equality and Human Rights Commission.
What concrete actions being undertaken by the Council to increase its ethnic diversity for example:
• Attraction strategy, talent management and mentoring progra mmes.
• Analysing the workforce profile to explore the reasons for underrepresentation.
• Reviewing ethnicity targets for the Council .
• Comparing the Council's top 5% of ethnic minority earners, (for Council departments) against other local authorities.
• Involvement of Black and Minority Ethnic Communities in the Council decision-making process and service delivery.
• Equalities consultations ( e.g. consulting with range of people from different backgrounds and cultures about different diversity and equality issues relevant to them.
• Diversity and Community Cohesion Board/ Committees/Steering Group.
• Contracting and commissioning ( Equalities and diversity as an important part of the council's procurement process with equality and diversity requirements in all tender documents (contract monitoring system that includes routine equality reporting).
• Promoting Equality and Diversity across all our services . Oth er actions in relation to Equalities monitoring, engagement and implementation
7.What strategy to increase the proportion of black people personnel if it is under-represented in your workforce ?
Note: Please send me the information with my original copy of the freedom of information request.
Posted by: "Diversity Living Services" <INFO.DIVERSITY@DIVERSITYLIVING.ORG.UK>
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[diversityliving] Freedom of Information request -London Borough of Croydon (October 2012) [1 Attachment]
Freedom of Information request -London Borough of Croydon (October 2012)
1. The information about Council contracts awarded to Black and Minority Ethnic (BME) businesses and the support provided to BME businesses to win Council Contracts;
We do not record ethnicity of contractors and so are therefore unable to provide a response to this element of this request. There are no specific initiatives regarding encouraging BME businesses to bid for contracts.
2. Funding allocation and grants to BME voluntary organisations, in comparison with all voluntary organisations;
The Council does not formally define BME led organisations and any data provided could therefore be misleading as it may not be comparable with date provided by other local authorities. The full list of organisations funded by Croydon Council is published on the website at http://www.croydon.gov.uk/community/advice/tsfunding/thirdsector.
3. The proportion of BME staff employed by the Council, especially in the management positions;
Please see attached link to the workforce profile
http://www.croydon.gov.uk/community/equality/strategies/workforceprofiles0910
4. The report about the complaints from the public in relation to Equality and Diversity Scheme, with any change or action that may have been taken in the Council's policies, activities, services as the result of these complaints;
We have not received any complaints in relation to the scheme to date.
5. Implementation of your Equality and Diversity Scheme for the last three years;
Please see attached link and the attached document
http://www.croydon.gov.uk/community/equality/strategies/edarchive
6. Annual workforce profile report;
http://www.croydon.gov.uk/community/equality/strategies/workforceprofiles0910
7. Concrete actions undertaken to increase ethnic diversity;
Please see attached link and document http://www.croydon.gov.uk/community/equality/strategies/edarchive
8. Strategy to increase the proportion of black people personnel if it is under-represented in your workforce
Information Commissioner’s Office
Wycliffe House
Water Lane
Wilmslow
Cheshire SK9 5AF
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Posted by: "Diversity Living Services" <INFO.DIVERSITY@DIVERSITYLIVING.ORG.UK>
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Useful Links
- NHS Winter health
- National Energy Action
- How to save energy and reduce your bills
- Fuel Poverty Action Guide
- Fuel Poverty: A Practical Advice Guide
- Warm Homes for Older People
- Q&A: How to cope with the cold in frozen U
- Helpline numbers
- Home Heat Helpline: 0800 33 66 99
- Energy Saving Trust England
- Winter wrapped up: A guide to keeping well and staying warm in winter
- Keep warm, keep well
- Keep Warm, Keep Well: A guide for families
Our Vision and Services
Our vision is of a society where no one should experience discrimination on the grounds of their mental health.
Mental health problems are extremely common across society, with one in four of us experiencing them in any year. Despite being so common, people from all communities will still experience discriminatory attitudes and behaviours that can prevent people from speaking out, seeking support and playing full and active roles in our communities. The impact of mental health stigma and discrimination will vary between communities as mental health has a cultural context that affects the way communities talk about the subject and engage with people who have mental health problems. In some cultures depression, for example, doesn't exist and in others an experience of a mental health problem can be attached to a sense of shame.
For the African and Caribbean communities a key issue is the overrepresentation of young African and Caribbean men in mental health services. Misconceptions and stereotypes have led to a perception that this group is more likely to pose a risk of violent behaviour and, as a result, they are more likely to be treated as inpatients and sectioned when compared to other groups. It is well documented that this has led to a fear of talking about mental health issues more openly and a fear of using mental health services. Research by the Race Equality Foundation (2011) also highlighted fears that discrimination against Black & Minority Ethnic (BME) communities and migrant service users will increase in the austerity climate and whilst commissioning arrangements change.
Our Services
· Provide information, advice, advocacy
· Represent diversity communities in Health Care services, policies and strategies
· Organise training in health and social care in collaboration with local colleges
· Provide human resources ( including interpreters) who are suitable to the diversity communities especially to break language and cultural barriers
· Provides domiciliary care and support
· Provide services such specialised support for people with mental health needs, including people who suffer from short-term memory problems, Dementia and Alzheimer’s Disease.
· Provide visits to elderly people and help them with outings and home services
· Participate in local authority and NHS consultations , research events and programmes to voice the needs of diversity communities.
· Increase access to services and rights for disadvantaged people and the most vulnerable of our society
· Help and support unemployed people to look for work, including training and job preparation
· Provide legal advice in a range of issues from on Immigration and Asylum , welfare benefits, housing, health, education, community care, and training, employment, etc.
· Provide advice and guidance, information and practical help so that our service users can access opportunities they are entitled to
· Organise training and other community learning opportunities that provide new skills, increase confidence and motivation
· Support our service users to overcome barriers to learning, employment and training
· Provide support for young people with their education, training, confidence building, employment and social needs.
Objectives of our Diversity Living Programme:
· To promote the inclusion and participation of diversity communities* in integrated care.
· To inform policy, locally and nationally, and assisting in the formulation of effective policies, strategies and good practices in integrated care in order to contribute to improved health outcomes for the people from the diversity communities (e.g. Black and minority ethnic communities) and to ensure health services are able to meet their specific needs.
· To improve the quality of life for diversity people with disability, mental health problems and their families and carers through integrated care by providing inclusive advocacy and information.
· To provide service that enable diversity groups and individuals with disability /elderly and their carers to make the right choice for themselves and have an influence on decisions made about their future.
· To promote the rights of diversity people with disability, their families and carers and make sure their rights are safe and protected.
· To promoting access to information regarding healthcare issues and to raise awareness of the needs of diversity disabled children, young people, older people and their families.
· To promote the rights of older and disabled diversity people, helping them overcome and enable them to participate in decisions about their future
· To provide support and information to those suffering the isolation and loneliness that can be associated with disability and old age
· To fight against mental health stigma in refugee, black and minority ethnic communities and ensure no one should experience discrimination on the grounds of their mental health or disability.
*Diversity communities are older people, disabled people, Black, Asian, refugees, migrants, asylum seekers and other ethnic minorities.