When prejudice commands, reason is silent.”

“My disability is that I cannot use my legs. My handicap is your negative perception of that disability, and thus of me.”

Eradicating FGM: Don't cut your daughters' bodies

Diversity Living Services (DLS) is running monthly participatory forums with Enfield refugee and migrant women and girls and campaigners to discuss and explore the issues of Female Genital Mutilation (FGM).

This project aims to:

· -Increase knowledge and awareness of the risks and negative impacts FGM on women and girls

· -Agree and adopt strategic actions and approaches from the community about ways to fight against FGM

The forums will cover a range of FGM related topics including health, access to services and the law in relation to FGM, safeguarding Children, etc.

Women and girls suffering from FGM or at risk of FGM will have access to face-to-face advice sessions including referral to appropriate treatment and counselling services.

If you are worried about someone who is at risk of FGM or has had FGM, join our workshops or call us on 02088036161 for confidential advice.

When and how to attend:

The January 2017 forum will take place on 09/01/2017 from 11 am to 1pm. Then from February 2017, the forums will take place on every first Monday of each month from 11 am-1pm.

If you plan to attend the worships, please book your place by calling 02088036161 or email eradicatefgm@diversityliving.org

Venue:

Edmonton Shopping centre

First Floor

54-56 The Market Square

Edmonton Green

London N9 0TZ

Tuesday, 24 November 2015

Barnet Council: FOI Request : Diversity and Equality in Practice

Barnet Council: FOI Request : Diversity and Equality in Practice

Thank you for your request received on 19 October 2015, for the following
information:
1. Please send me the Council's reports about the implementation of your Equality
and Diversity Scheme for the last three years.
2. Please send me the information about the nature and description of Barnet
Council's contracts awarded to Black, Asian and Minority Ethnic (BAME) businesses
in the last there years, including the support provided to BAME businesses to win
Barnet Council's contracts. Please send me your report about the action undertaken
by the Council to minimise the disadvantages usually experienced by BAME small
organisations and business in competing for Barnet's contracts.
3. Please send me the information about proportion of BME staff employed by the
Council, especially in the management positions.
4. Please send me the report that you may have showing the breakdown of Black
people who have applied for jobs within the London Borough of Barnet including the
rates of applicants invited for interviews and the pass rates of the interviews by Black
applicants.
5. Engagement and Participation:
Please send me any report that you may have in relation to the Council's
engagement with BAME people and BAME organisations based or serving London
the Borough of Croydon. We are interested in the Council's engagement work
undertaken directly with BAME people and organisations. Please send me the
information about the level of participation of BAME people and organisations in the
Council's consultations.
6. Please also send me the information about the rate of unemployment from Black
people residents of Barnet.
We have processed this request under the Freedom of Information Act 2000.
Response
1. Please send me the Council's reports about the implementation of your Equality
and Diversity Scheme for the last three years.
These are available on our website: https://www.barnet.gov.uk/citizen-home/counciland-
democracy/policy-and-performance/equality-and-diversity.html
2. Please send me the information about the nature and description of Barnet
Council's contracts awarded to Black, Asian and Minority Ethnic (BAME) businesses
in the last there years, including the support provided to BAME businesses to win
Barnet Council's contracts. Please send me your report about the action undertaken
by the Council to minimise the disadvantages usually experienced by BAME small
organisations and business in competing for Barnet's contracts.
Equalities is mainstreamed into procurement policy
https://www.barnet.gov.uk/citizen-home/council-and-democracy/finance-andfunding/
procurement-tenders-and-contracts/procurement-policy.html. We are more
interested in the equality track record of businesses in Barnet and their capacity to
act in accordance with Equality legislation, know about, respect and value the
diversity Barnet’s service users and residents in access to, service design and
delivery.
The Entrepreneurial Barnet strategy is on our website website and was considered
at 08/09/2014 - Assets, Regeneration and Growth Committee and included an EIA
https://barnet.moderngov.co.uk/ieDecisionDetails.aspx?AIId=8009
3. Please send me the information about proportion of BME staff employed by the
Council, especially in the management positions.
HR data is published on equalities internet pages, as above, and as part of the
Annual Equalities report also on those pages.
4. Please send me the report that you may have showing the breakdown of Black
people who have applied for jobs within the London Borough of Barnet including the
rates of applicants invited for interviews and the pass rates of the interviews by Black
applicants.
HR data is published on equalities internet pages, as above, and as part of the
Annual Equalities report also on those pages.
5. Engagement and Participation:
Please send me any report that you may have in relation to the Council's
engagement with BAME people and BAME organisations based or serving London
the Borough of Croydon. We are interested in the Council's engagement work
undertaken directly with BAME people and organisations. Please send me the
information about the level of participation of BAME people and organisations in the
Council's consultations.
We do not have information on Croydon. Equalities is mainstreamed into Barnet
Council’s approach to consultation. https://www.barnet.gov.uk/citizen-home/counciland-
democracy/democracy-and-elections/consultations.html
6. Please also send me the information about the rate of unemployment from Black
people residents of Barnet.
This information is not held, it may be obtainable through job centre plus
Further information
If you are interested in the data that the council holds, we recommend that you take
a look at Open Barnet, the council’s data portal. This is an important tool in pushing
forward Barnet’s Transparency Agenda, bringing together all our published datasets
and other information of interest on one searchable database for anyone, anywhere
to access:

London Borough of Barnet,
North London Business Park,
Oakleigh Road South,
London
N11 1NP


[diversityliving] Haringey Council: FOI Request - Equality and Diversity in Practice Reference LBH/4743415 [2 Attachments]

 
[Attachment(s) from Diversity Living Services included below]

Freedom of Information Act Request ref: LBH/4743415

 

Thank you for your request for information received on 26 October 2015, in which you asked for the following information:

 

1. Please send me the Council's reports about the implementation of your Equality and Diversity Scheme for the last three years.

 

2. Please send me the information about the nature and description of Haringey Council's contracts awarded to Black, Asian and Minority Ethnic (BAME) businesses in the last there years, including the support provided to BAME businesses to win Barnet Council's contracts. Please send me your report about the action undertaken by the Council to minimise the disadvantages usually experienced by BAME small organisations and business in competing for Haringey's contracts.

 

3. Please send me the information about the proportion of BAME staff employed by the Council, especially in the management positions.

 

4. Please send me the report that you may have showing the breakdown of Black people and other BAME residents who have applied for jobs within the London Borough of Haringey  including the rates of applicants invited for interviews and the pass rates of the interviews by Black and BAME  applicants.

 

5. Engagement and Participation: Please send me any report that you may have in relation to the Council's engagement with BAME people and organisations based or serving London the Borough of  Haringey. We are interested in the Council's engagement work undertaken directly with BAME people and organisations. Please send me the information about the level of participation of BAME people and organisations in the Council's consultations.  Please let us know how you know BAME residents? needs and priorities to inform your service delivery framework.

 

6. Please also send me the information about the rate of unemployment from Black and other BAME people residents of LBH and the information about the Council 's support  to unemployed BAME people in accessing the labour market.

 

My response is as follows:

 

1. The Council published its annual report on the implementation of its equality scheme for 2012/13 and 2013/14. From 2013 our equalities objectives were embedded within the Council's Corporate plan and progress reported through the regular performance reporting on this plan.

 

The Council's current Corporate Plan is a 3 year plan and runs from 2015-18. It includes a cross-cutting theme of a Fair and Equal Borough which covers our equality and diversity objectives over the lifetime of the plan.

 

Attached is the:

·         Corporate Equality annual report 2012-13

·         Equality objectives progress update 2013/14 – see pages 11-14

·         The Council's Corporate Plan 2013/14-14/15

·         Example quarterly performance reports from 2013/14 and 2014/15

·         The Council's current Corporate Plan 2015-18

 

All performance reports and the Council's current performance management reporting can be found on the Haringey website:

http://www.haringey.gov.uk/local-democracy/performance-and-finance/council-performance

 

2. Procurement does not hold information on contracts awarded to Black, Asian and Minority Ethnic (BAME) people.

 

3. The Council produces a quarterly Equalities Scorecard giving a profile of the council's workforce. A copy of the Scorecard can be found on the council's website - http://www.haringey.gov.uk/local-democracy/about-council/equalities-haringey

 

4. The Scorecard also gives details of recruitment in terms of applicants and new starters across the council, categorised by age, disability and race, we don't keep data for all shortlisted candidates separately. The recruitment data that is captured is for all applicants regardless of whether or not they are residents of the borough.

 

5. There is no specific report relating to engagement with BAME people and organisations. A monitoring form is included as part of consultation activity, where relevant and appropriate, to monitor participation for different groups. However, we are not currently collating this information centrally. The Council works closely with its Voluntary and Community Sector partner HAVCO to identify key voluntary and community organisations, including those representing BAME groups. The Council also keeps a database of key groups that represent different communities in the borough. Services should complete a stakeholder map of key community groups as part of the consultation process and these groups are notified of upcoming consultations.

 

The needs and priorities of BAME residents inform our service delivery framework in two ways:

·         Business intelligence data includes local and national data which highlights needs and priorities for different groups of residents – including BAME groups - and helps to inform the Council's overall corporate objectives and service planning

·         The Equalities Impact Assessment process requires services to consider the needs of different groups when planning service provision. The results of consultation with service users is expected to inform the EqIA and is formally recorded within EqIA documents.   

 

6. Labour market data of this nature are in the public domain and can be accessed from the following link:

 

www.nomisweb.co.uk

 

By way of summary, below are two tables showing ethnic minority employment and unemployment rates:

 

Employment rates

 

 

July 2011-June 2012

July 2012-June 2013

July 2013-June 2014

July 2014-June 2015

Haringey – all people aged 16-64

66.2%

67.4%

69.9%

70.5%

Haringey – ethnic minorities aged 16-64

56.3%

54.1%

59.1%

57.3%

London – all people aged 16-64

67.3%

68.7%

70.6%

72.2%

London – ethnic minorities aged 16-64

58.7%

59.9%

61.7%

63.8%

England – all people aged 16-64

70.2%

71.1%

72.0%

73.3%

England – ethnic minorities aged 16-64

58.7%

59.1%

60.3%

62.1%

Source: Annual Population Survey

 


 

Unemployment rates

 

 

July 2011-June 2012

July 2012-June 2013

July 2013-June 2014

July 2014-June 2015

Haringey – all people aged 16+

9.3%

9.0%

8.3%

6.2%

Haringey – ethnic minorities aged 16+

17.8%

17.5%

15.9%

10.7%

London – all people aged 16+

9.5%

9.2%

7.7%

6.6%

London – ethnic minorities aged 16+

14.4%

14.3%

12.2%

9.4%

England – all people aged 16+

8.1%

7.8%

6.8%

5.6%

England – ethnic minorities aged 16+

13.7%

14.1%

12.4%

9.7%

Source: Annual Population Survey

 

Haringey Council has an employment service, the Haringey Employment and Skills Team (HEST), that offers support to unemployed and economically inactive residents seeking work.  At least 50% of the people HEST works with will be from an ethnic minority background.   More information about HEST can be accessed from the link below:

 

http://www.haringey.gov.uk/jobs-and-training/help-getting-job/employment-skills-team

 

Also, the Council has launched an apprenticeship scheme offering opportunities (with the Council and other employers) to local people, including people from ethnic minority groups.  More information about the scheme and the opportunities currently available can be accessed from the link below:

 

http://www.haringey.gov.uk/jobs-and-training/training-and-apprenticeships/apprenticeships

 

In addition, the Council has also been successful in managing and delivering employment programmes that support people from an ethnic minority background.  To illustrate this point, below is data from a European Social Fund programme that Haringey Council managed (and partly delivered) across Enfield, Haringey and Waltham Forest from June 2012 to September 2014:

 

Output

Total

Ethnic Minorities

Registration

1,444

1,022 (71%)

Job start

603

427 (71%)

Sustained job (26 weeks)

378

279 (74%)

Conversion rate (sustained jobs as a percentage of registrations)

26%

27%

 

 

If you have any further queries, or are unhappy with how we have dealt with your request and wish to make a complaint, please contact the Feedback and Information Team as below. (Please note you should do this within two months of receiving this response.)  

 

Feedback and Information Team

River Park House

225 High Road

N22 8HQ

T 020 8489 1988

E FoI@haringey.gov.uk

 

 

Yours sincerely,

 

Haringey Council

River Park House, 225 High Road, London N22 8HQ

 

T. 020 8489 2576

E. claire1.gunn@haringey.gov.uk

 

www.haringey.gov.uk

twitter@haringeycouncil

facebook.com/haringeycouncil

 

 

__._,_.___

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[diversityliving] Haringey Council_FOI Request - Equality and Diversity in Practice Reference LBH/4743415 [3 Attachments]

 
[Attachment(s) from Diversity Living Services included below]

 

Freedom of Information Act Request ref: LBH/4743415

 

Thank you for your request for information received on 26 October 2015, in which you asked for the following information:

 

1. Please send me the Council's reports about the implementation of your Equality and Diversity Scheme for the last three years.

 

2. Please send me the information about the nature and description of Haringey Council's contracts awarded to Black, Asian and Minority Ethnic (BAME) businesses in the last there years, including the support provided to BAME businesses to win Barnet Council's contracts. Please send me your report about the action undertaken by the Council to minimise the disadvantages usually experienced by BAME small organisations and business in competing for Haringey's contracts.

 

3. Please send me the information about the proportion of BAME staff employed by the Council, especially in the management positions.

 

4. Please send me the report that you may have showing the breakdown of Black people and other BAME residents who have applied for jobs within the London Borough of Haringey  including the rates of applicants invited for interviews and the pass rates of the interviews by Black and BAME  applicants.

 

5. Engagement and Participation: Please send me any report that you may have in relation to the Council's engagement with BAME people and organisations based or serving London the Borough of  Haringey. We are interested in the Council's engagement work undertaken directly with BAME people and organisations. Please send me the information about the level of participation of BAME people and organisations in the Council's consultations.  Please let us know how you know BAME residents? needs and priorities to inform your service delivery framework.

 

6. Please also send me the information about the rate of unemployment from Black and other BAME people residents of LBH and the information about the Council 's support  to unemployed BAME people in accessing the labour market.

 

My response is as follows:

 

1. The Council published its annual report on the implementation of its equality scheme for 2012/13 and 2013/14. From 2013 our equalities objectives were embedded within the Council's Corporate plan and progress reported through the regular performance reporting on this plan.

 

The Council's current Corporate Plan is a 3 year plan and runs from 2015-18. It includes a cross-cutting theme of a Fair and Equal Borough which covers our equality and diversity objectives over the lifetime of the plan.

 

Attached is the:

·         Corporate Equality annual report 2012-13

·         Equality objectives progress update 2013/14 – see pages 11-14

·         The Council's Corporate Plan 2013/14-14/15

·         Example quarterly performance reports from 2013/14 and 2014/15

·         The Council's current Corporate Plan 2015-18

 

All performance reports and the Council's current performance management reporting can be found on the Haringey website:

http://www.haringey.gov.uk/local-democracy/performance-and-finance/council-performance

 

2. Procurement does not hold information on contracts awarded to Black, Asian and Minority Ethnic (BAME) people.

 

3. The Council produces a quarterly Equalities Scorecard giving a profile of the council's workforce. A copy of the Scorecard can be found on the council's website - http://www.haringey.gov.uk/local-democracy/about-council/equalities-haringey

 

4. The Scorecard also gives details of recruitment in terms of applicants and new starters across the council, categorised by age, disability and race, we don't keep data for all shortlisted candidates separately. The recruitment data that is captured is for all applicants regardless of whether or not they are residents of the borough.

 

5. There is no specific report relating to engagement with BAME people and organisations. A monitoring form is included as part of consultation activity, where relevant and appropriate, to monitor participation for different groups. However, we are not currently collating this information centrally. The Council works closely with its Voluntary and Community Sector partner HAVCO to identify key voluntary and community organisations, including those representing BAME groups. The Council also keeps a database of key groups that represent different communities in the borough. Services should complete a stakeholder map of key community groups as part of the consultation process and these groups are notified of upcoming consultations.

 

The needs and priorities of BAME residents inform our service delivery framework in two ways:

·         Business intelligence data includes local and national data which highlights needs and priorities for different groups of residents – including BAME groups - and helps to inform the Council's overall corporate objectives and service planning

·         The Equalities Impact Assessment process requires services to consider the needs of different groups when planning service provision. The results of consultation with service users is expected to inform the EqIA and is formally recorded within EqIA documents.   

 

6. Labour market data of this nature are in the public domain and can be accessed from the following link:

 

www.nomisweb.co.uk

 

By way of summary, below are two tables showing ethnic minority employment and unemployment rates:

 

Employment rates

 

 

July 2011-June 2012

July 2012-June 2013

July 2013-June 2014

July 2014-June 2015

Haringey – all people aged 16-64

66.2%

67.4%

69.9%

70.5%

Haringey – ethnic minorities aged 16-64

56.3%

54.1%

59.1%

57.3%

London – all people aged 16-64

67.3%

68.7%

70.6%

72.2%

London – ethnic minorities aged 16-64

58.7%

59.9%

61.7%

63.8%

England – all people aged 16-64

70.2%

71.1%

72.0%

73.3%

England – ethnic minorities aged 16-64

58.7%

59.1%

60.3%

62.1%

Source: Annual Population Survey

 


 

Unemployment rates

 

 

July 2011-June 2012

July 2012-June 2013

July 2013-June 2014

July 2014-June 2015

Haringey – all people aged 16+

9.3%

9.0%

8.3%

6.2%

Haringey – ethnic minorities aged 16+

17.8%

17.5%

15.9%

10.7%

London – all people aged 16+

9.5%

9.2%

7.7%

6.6%

London – ethnic minorities aged 16+

14.4%

14.3%

12.2%

9.4%

England – all people aged 16+

8.1%

7.8%

6.8%

5.6%

England – ethnic minorities aged 16+

13.7%

14.1%

12.4%

9.7%

Source: Annual Population Survey

 

Haringey Council has an employment service, the Haringey Employment and Skills Team (HEST), that offers support to unemployed and economically inactive residents seeking work.  At least 50% of the people HEST works with will be from an ethnic minority background.   More information about HEST can be accessed from the link below:

 

http://www.haringey.gov.uk/jobs-and-training/help-getting-job/employment-skills-team

 

Also, the Council has launched an apprenticeship scheme offering opportunities (with the Council and other employers) to local people, including people from ethnic minority groups.  More information about the scheme and the opportunities currently available can be accessed from the link below:

 

http://www.haringey.gov.uk/jobs-and-training/training-and-apprenticeships/apprenticeships

 

In addition, the Council has also been successful in managing and delivering employment programmes that support people from an ethnic minority background.  To illustrate this point, below is data from a European Social Fund programme that Haringey Council managed (and partly delivered) across Enfield, Haringey and Waltham Forest from June 2012 to September 2014:

 

Output

Total

Ethnic Minorities

Registration

1,444

1,022 (71%)

Job start

603

427 (71%)

Sustained job (26 weeks)

378

279 (74%)

Conversion rate (sustained jobs as a percentage of registrations)

26%

27%

 

 

If you have any further queries, or are unhappy with how we have dealt with your request and wish to make a complaint, please contact the Feedback and Information Team as below. (Please note you should do this within two months of receiving this response.)  

 

Feedback and Information Team

River Park House

225 High Road

N22 8HQ

T 020 8489 1988

E FoI@haringey.gov.uk

 

 

 

Haringey Council

River Park House, 225 High Road, London N22 8HQ

 

T. 020 8489 2576

E. claire1.gunn@haringey.gov.uk

 

www.haringey.gov.uk

twitter@haringeycouncil

facebook.com/haringeycouncil

 

 

__._,_.___

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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.