Town Hall

Equality Objectives

Under the Equality Act public bodies must publish an equality objective or objectives which they must review at least every four years.

We aim to select objectives that the council can have a direct impact on, and that could benefit some of our most disadvantaged residents. In July 2015 we agreed a fresh set of objectives in four new areas, which we will work towards between now and 2019. These are set out below.

Our objectives

Islington Council will reduce inequality in four key areas: 

  • Hate crime
  • Employment
  • Social isolation
  • Our workforce 

Hate crime

What do we want to achieve?

Reduce hate crime and ensure that victims of hate crime feel able to report it and receive justice when they do.

Why have we chosen this equality objective? 

There is strong anecdotal evidence from voluntary sector organisations of increased incidents of racial and religious hate crime and hate crime against disabled and lesbian, gay, bisexual and transgender people. However, the Police statistics do not reflect this. The number of reported offences is lower than the anecdotal evidence would suggest, particularly for disabled people. This indicates under-reporting of hate crime. Additionally, when incidents are reported, the numbers which are resolved (sanction detections) are reducing. If victims think nothing will happen, this will deter them from reporting.

What will success look like?

An increase in the number of Hate Crimes reported to the police, and the number of Sanction Detections, for each of the four categories of Hate Crime recorded (racist and religious, faith, sexual orientation and disability).

An increase in the proportion of hate harassment cases handled by our housing service where the perpetrator is identified and the victim consents to action against them.

Employment

What do we want to achieve?

Increase the proportion of disabled people in employment, by supporting people with long term health conditions, mental health problems, and other disabled people into work.

Why have we chosen this equality objective?

The Islington Employment Commission found that many disabled people, and those who have a long-term health condition, or mental health issues, want to work but the evidence tells us that Islington has a lower rate of employment for disabled people and long term health conditions than most other London boroughs. 

What will success look like?

  • A reduction in the percentage gap between the rate of employment for people with a long term health condition in employment and the rate of employment for the overall population from 15.7% in 2013/14 to 13.2% in March 2019 
  • An increase in the number of people claiming Employment and Support Allowance and Incapacity Benefit that are supported into work, so that the claimant level for those benefits falls by 2,700 to 10,120 by March 2019 
  • As part of the borough-wide effort, Islington Council services will support 600 disabled people into work by 2019.

Social isolation

What do we want to achieve? 

Reduce social isolation for younger disabled adults with a physical impairment. 

Why have we chosen this equality objective?

Local data shows us that among our service users of Adult Social Care, disabled people with physical impairments may be more likely to be socially isolated.

What will success look like?

An overall increase in the number or working age adults known to Adult Social Care feeling that they have adequate or better social contact.

Our workforce

What do we want to achieve? 

Work towards a senior level workforce that is generally representative of the council workforce as a whole. 

Why have we chosen this equality objective? 

If we are to deliver services that meet the needs of Islington’s diverse population, we need to ensure that those managing services and making decisions are more representative of our workforce as a whole and the communities we serve.

BME and disabled staff are under-represented in the top 5% of earners in the council. In 2015, 20.1% of the council’s top 5% of earners are from a BME background, compared with 36.4% of the total workforce. Disabled staff make up 6.9% of our workforce, but account for only 4.2% of the top 5% of earners. 

What will success look like? 

Through fair recruitment and development opportunities we expect composition and representation amongst the top 5% of earners to be generally more reflective of the workforce as a whole by 2019. 

  • The proportion of the top 5% of earners in the council who are from a BME background will increase from 20.1% in 2015 to 22.1% in 2019. 
  • The proportion of the top 5% of earners in the council who are disabled people will increase from 4.2% in 2015 to 6.6% in 2019. 


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