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Equality duties need leadership for impact - Continuous commitment is needed not just 'initial spin' - Nov 2007
A continuous commitment from senior leadership is vital to realising a positive impact from the public-sector equality duties, according to the first ever report to look at the impact of all three duties in tandem.
The research, by diversity consultants Schneider Ross, found that while the race, disability and gender equality duties have influenced employment practices and service delivery, the impact was greater in organisations where there is a lasting commitment from leadership.
Anjana Nathwani, project lead and director of knowledge and practice at Schneider Ross, said: "Leadership commitment is vital to their effective implementation. It's not just the initial spin but the continuous commitment that is important."
The report, Public Sector equality Duties: Making an Impact, found that public authorities are choosing to respond to the specific duties by single equality schemes or strand specific approaches. Nathwani said that while 44 per cent of organisations have single equality schemes "because it provides coherence, others find it does not fit with their business needs."
The report, based on case studies of eight public sector bodies, also found that organisations that had dedicated resources to support the implementation of the duties and periodically assessed progress gained the most improvements in people management and service delivery.
The race-equality duty was introduced six years ago while the disability duty became effective in December last year and the gender duty in April this year. The duties require public-sector organisations to be proactive in ensuring equality regardless of race, gender or disability.
Nathwani urged the government, who are currently considering proposals for next year¹s Equality Bill, to use the findings to ensure the new legislation "considerably emphasises the role of senior leaders and their accountability".
This article appeared in People Management Magazine on 21st November 2007 and is reproduced here by kind permission.
The research, by diversity consultants Schneider Ross, found that while the race, disability and gender equality duties have influenced employment practices and service delivery, the impact was greater in organisations where there is a lasting commitment from leadership.
Anjana Nathwani, project lead and director of knowledge and practice at Schneider Ross, said: "Leadership commitment is vital to their effective implementation. It's not just the initial spin but the continuous commitment that is important."
The report, Public Sector equality Duties: Making an Impact, found that public authorities are choosing to respond to the specific duties by single equality schemes or strand specific approaches. Nathwani said that while 44 per cent of organisations have single equality schemes "because it provides coherence, others find it does not fit with their business needs."
The report, based on case studies of eight public sector bodies, also found that organisations that had dedicated resources to support the implementation of the duties and periodically assessed progress gained the most improvements in people management and service delivery.
The race-equality duty was introduced six years ago while the disability duty became effective in December last year and the gender duty in April this year. The duties require public-sector organisations to be proactive in ensuring equality regardless of race, gender or disability.
Nathwani urged the government, who are currently considering proposals for next year¹s Equality Bill, to use the findings to ensure the new legislation "considerably emphasises the role of senior leaders and their accountability".
This article appeared in People Management Magazine on 21st November 2007 and is reproduced here by kind permission.