Equality and diversity

Our equality commitment

We are committed to ensuring that equality is a part of everything we do.

From the money we spend and the people we employ to the services we provide.

Our Barnet Plan for 2023 to 2026 sets out our aims for the next 4 years

We want Barnet to be an inclusive borough, where everyone’s hopes and aspirations can be made real.

Our diverse communities allow people of many different ethnic backgrounds, faiths and life experiences live side by side.

We will support our communities to thrive in an environment that is free from harassment and discrimination.

We want to ensure people are not held back by poverty and that our success is shared.

These principles are key to how we work as a council and our Barnet Plan.

Equalities, Diversity, and Inclusion (EDI) Policy 2021 to 2025

The Barnet Plan for 2021 to 2025 is committed to considering equalities in all that we do.

Our EDI Policy sets out how we will achieve this.

Check our Equalities, Diversity, and Inclusion Policy 2021 to 2025

Legal duty

As a local authority we have legal duty to include equalities.

Equality Act 2010

The Equality Act came into force on 1 October 2010 and brings separate pieces of legislation into a single act.

The act provides a legal framework to protect the rights of individuals and advance equality of opportunity for all.

Public Sector Equality Duty

The Equality Act Section149 introduced the Public Sector Equality Duty (PSED) which requires the council to:

eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act
advance equality of opportunity between people who share a protected characteristic and those who do not
foster good relations between people who share a protected characteristic and those who do not

These are sometimes referred to as the 3 aims of the general equality duty.

The Act explains that advancing equality involves:

removing or minimising disadvantages suffered by people due to their protected characteristics
taking steps to meet the needs of people from protected groups where these are different from the needs of other people
encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low

Protected characteristics

The equality duty covers the nine protected characteristics which are as follows:

age
disability
gender reassignment
marriage and civil partnership
pregnancy and maternity
race
religion
sex
sexual orientation

Publication of equality information

As part of the public sector equality duty, we have a duty to publish equality information about our employees and residents who share a protected characteristic.

We must also prepare and publish equality objectives.

Strategic Equalities Objective (SEO)

In line with the Public Sector Equality Duty, we have an overarching Strategic Equalities Objective (SEO) which was updated in 2021 and is included in our Equalities, Diversity, and Inclusion Policy 2021 to 2025.

The SEO states:

"All our communities will be treated equally, with understanding and respect. Both our council and our borough will be places where diversity is celebrated, and inequality is actively tackled, where people have equal opportunities and equal access to quality services".

Progress against our SEO is monitored in our Equalities Diversity and Inclusion (EDI) Action Plan.

This is integrated in everything we do to ensure equalities are embedded in all council business.

The action plan is a living document and will be continuously updated.

Check the Equalities, Diversity, and Inclusion Action Plan 2020 to 2025

Barnet Annual Equality Report

Each year the council publishes an Annual Equality Report.

This outlines the key activities we have undertaken to address equality diversity issues within our local communities and as an employer.

Check the Annual Equality Report 2019 to 2020

The 2020/21 report will be published in December 2021

Equality Impact Assessments (EqIAs)

Equality Impact Assessments (EIAs) are a way to make sure our individuals and teams think carefully about the likely impact of policies or procedures, strategies, functions and services.

It identifies any unmet needs and provides actions to improve services.

It assesses and records the actual, potential or likely impact of significant change, on different groups of people in a:

service
policy
project

The consequences of policies and projects on particular groups are analysed and anticipated.

This is so any negative consequences can be removed and opportunities for equality can be taken.

We undertake Equality Impact Assessments on changes to policy or services that could have an impact on people that share a protected characteristic under the Equality Act 2010.