Equality and Diversity

This procedure summarises the local authority's commitment to provide inclusive and equal services to a diverse range of children and young people, and to promote equality and diversity as part of our recruitment and employment practices. The local authority will not discriminate (directly or indirectly) against any persons (including staff, potential staff, children or foster carers) on the basis of a protected characteristic under the Equality Act 2010:

• Age;
• Disability;
• Gender reassignment;
• Marriage and civil partnership;
• Pregnancy and maternity;
• Race;
• Religion or belief;
• Sex;
• Sexual orientation.

We know that there are other groups in our population who also suffer disadvantages and therefore we will be mindful of their needs. Poverty, rural isolation and care experienced people are extra categories for priority set by CCC, even though they are not protected characteristics under the Equality Act. It is important to recognise that being in more than one of the protected groups, or having additional barriers such as living in poverty, may exacerbate the inequalities that people experience.

• Threatening behaviour;
• Assault;
• Robbery;
• Damage to property;
• Inciting others to commit hate crimes;
• Harassment;
• Online abuse.

You can report hate crime online - see the True Vision website, Report a hate crime.

Our Equality, Diversity and Inclusion Strategy outlines how Cambridgeshire County Council (CCC) is working to ensure that we meet our statutory obligations in the Equality Act 2010 to the benefit of our employees, residents and service users.

In addition:

• We encourage children to develop respect for themselves and for others;
• We deliver services that recognise and build on the strengths of children and young people from all cultures, religions, gender, age, sexual orientation, ability and backgrounds; in ways that meet their needs and help them to achieve their full potential;
• Every effort is made to ensure that services are welcoming to all children and young people and others significant in their care and wellbeing. Resources used to develop work with children and young people are chosen for their suitability, positive image and anti-oppressive nature;
• Children are offered opportunities to try out new experiences, which are not restricted by traditional gender options;
• Staff and foster carers are expected to challenge attitudes, behaviour and language that are non-inclusive and discriminatory, in a positive way;
• Children are protected, and helped to keep themselves safe, from bullying, homophobic behaviour, racism, sexism, radicalisation and other forms of discrimination. Any discriminatory behaviours (direct or indirect) are challenged and help and support are given to children about how to treat others with respect;
• Managers are expected to monitor the range of children and young people placed in terms of ethnicity, gender and disability. This is to ensure the service provision is reaching all and not creating barriers to certain groups.

• All children are given the opportunity to be cared for and educated in order to develop their full potential;
• Before making any decision affecting a child placed or to be placed with a foster parent, due consideration is given to the child's wishes and feelings (having regard to the child's age and understanding), and religious persuasion, racial origin and cultural and linguistic background;
• Children are encouraged and supported to understand their rights and be well-informed about ways of challenging discrimination;
• Managers, staff and foster carers are expected to identify local community resources that contribute to meeting the needs of individual children and young people. These will be highlighted and promoted and where they do not meet required needs alternatives are sought and suitably identified regardless of geographical location;
• Children are cared for by carers who have been suitably trained in all aspects of equality and diversity including legislation and their responsibilities;
• Assessments of the child/young person's specific needs are carried out with an aim to support and develop each child to reach their full potential;
• Carers are expected to examine ways in which diversity can be valued and activities adapted to meet the individual child's needs including food preparation and menu choices;
• Additional support is offered to carers, staff and/or children who are finding difficulty in understanding diverse or complex situations.

• Our Equality and Diversity in Employment Policy Statement.docx (sharepoint.com) sets out our approach to EDI in employment .
• We are committed to providing an inclusive working environment for all current and prospective employees. We believe that having a diverse workforce and an inclusive culture benefits our employees, our organisation and the communities that we serve. We will positively promote equality and diversity as well as ensuring that we meet our legal obligations.
• Our People Strategy outlines our commitment to ensuring that equality and diversity is welcomed and our workforce is culturally competent and aware. This policy details how we put our commitment into practice.
• Our Equality Diversity and Inclusion Strategy DEC23 (cambridgeshire.gov.uk) has a workforce theme which outlines our commitment to foster an inclusive, supportive and safe working environment that attracts and retains diverse people who feel valued, respected, and empowered.
• Our workforce policies aim to avoid any direct or indirect discrimination in all aspects of recruitment and employment. We ensure that our working practices do not indirectly discriminate against a person with a protected characteristic. Protected characteristics are age, disability, sex, gender reassignment, pregnancy, maternity, race, sexual orientation, religion or belief and marital/civil partnership status. We would like to explicitly highlight our commitment to anti-racism. To us, being anti-racist means actively identifying and opposing racism, being consciously and visibly anti-racist. We do not accept any forms of bullying, harassment, discrimination or any other unacceptable behaviours in our communities and workplace. We can, and must, do better and we have a responsibility to act against all aspects of overt and systemic racism.
• We will ensure that the policy is circulated to any agencies responsible for our recruitment and a copy of the policy will be made available for all employees and made known to all applicants for employment;
• The policy will be communicated to all private contractors reminding them of their responsibilities towards the equality of opportunity;
• The policy will be implemented in accordance with the appropriate statutory requirements and full account will be taken of all available guidance and in particular any relevant Codes of Practice;
• Bullying and Harassment is not tolerated and we work hard to ensure that we have a work environment where everyone is treated with respect. Our Respect at Work Policy defines the behaviour that we expect from all our employees and managers. It also details what we consider to be unacceptable behaviours and explains how we will resolve any issues that arise, promptly and constructively.

Disability Confident Employer

CCC is proud to be a Level 2 Disability Confident Employer. Disability Confident is a government initiative designed to encourage employers to recruit and retain disabled people and those with health conditions. CCC is a level 2 employer. This means:

• We will ensure our recruitment processes are inclusive and accessible.
• We will communicate and promote roles through a range of channels.
• We will offer an interview to disabled people who meet the essential criteria for a role.
• We will provide reasonable adjustments as required, including during the recruitment process.
• We will support employees who acquire a disability or long-term health condition.

Our Staff Network- IDEAL  

We have an active staff EDI network called Inclusion, diversity and equality for all (IDEAL), IDEAL is a network for employees, workers, recognised trade unions and elected members.  The role of the network is to:

• Promote EDI within our workforce.
• Improve the diversity of our workforce as well as to promote and celebrate diversity across the Council.
• Raise the profile of EDI through engaging with senior management and communication campaigns.
• Work with partners to link with events and campaigns.

IDEAL also has several self-organised peer groups including carers, hidden disabilities and LGBTQIA+.

Wellbeing

Our commitment to considering wellbeing in all aspects of employment ensures that you feel supported at every stage of your life and time with Cambridgeshire. You will have the resources that support you to do your job well, and we want you to feel that you belong in your team and in the wider organisation.

We put wellbeing at the heart of the management relationship, and the ‘Our Conversations’ framework encourages a specific discussion about wellbeing at every 1:1. 

We actively promote wellbeing interventions and resources that support colleagues to improve their health and wellbeing, with a particular focus on mental health. This includes: 

• An Employee Assistance Programme (EAP) provided by Health Assured, which offers confidential support 24 hours a day, 365 days a year, and includes counselling, legal, financial, and medical support.
• Colleagues specially trained to listen and signpost when you need help, including mental health first aiders (MHFAs) and Respect at Work contracts.
• Our learning and development offer supports your wellbeing and enables you to make connections between your life in and outside of work to support your wellbeing holistically. This includes Mental Health Awareness workshops, Menopause Awareness sessions, Financial Wellbeing learning, and annual First Aid refreshers.
• Monthly Wellbeing Hours, delivered by external speakers and internal specialists, which are a great chance to have a break from work and focus on understanding more about a wellbeing topic of interest to you. Sessions are recorded wherever possible and posted, along with relevant resources, on our Wellbeing Hub.
• The Wellbeing Hub contains blogs, videos, and information about support and resources available. It's your one-stop-shop for finding out what is there to support your wellbeing.
• Support to stop smoking, get more active, weight management, and NHS health checks, delivered by Healthy You.