Appendix 3 - East Sussex LGR equality considerations

Noted · Received for information; no decision followed.

This document sets out equality considerations for the proposal to establish a single unitary council in East Sussex, referencing councils' duties under the Equality Act 2010 to eliminate discrimination, advance equality of opportunity and foster good relations. p1

It states that at this stage, because of uncertainty over funding, structures, process and practical implications, it is not yet possible to assess specific equality impacts with confidence or to define mitigating actions. p2

It lists issues the councils say they are aware of needing to consider, including avoiding disruption to service delivery for the most vulnerable, communicating changes effectively to people facing barriers to understanding, addressing challenges across urban and rural areas, using equality data to inform planning, and monitoring staffing implications. p3p4p8p10p14

It states that if the unitary council proposal is accepted by government, detailed implementation plans will include equality impact assessments covering how the new council will meet its equality duties and how the plans are likely to affect people with different protected characteristics. p1

Show the 7 passages this is based on

• p1Equality statement for LGR proposal All of the East Sussex councils have responsibilities under the Equality Act 2010 to ensure that, in the exercise of their functions, they have due regard to the need to: (a) eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under the Act. (b) advance equality of opportunity between persons who share a relevant protected characteristic (as defined by the Act) and persons who do not share it. (c) foster good relations between persons who share a relevant protected characteristic and persons who do not share it. The protected characteristics set out in the Act are age, disability, gender reassignment, pregnancy/ maternity, race, religion or belief, sex and sexual orientation. Marriage and civil partnership are also protected characteristics for the purposes of the duty to eliminate discrimination. When making decisions councils may also consider other matters such as the impact of rurality, deprivation, care experience, and being a carer, where relevant. Any change in how public services are delivered will have the biggest impact on those most reliant on them, who are often among the most vulnerable people in society and include people sharing one or more of the legally protected characteristics. If the proposal for the establishment of a single unitary council is accepted by Government, detailed implementation plans will be created. Equality impact assessments of these will set out both how the new council will continue to ensure it fulfils its legal requirements in relation to equality, diversity and inclusion, and will also include assessments of how each of the detailed plans are likely to impact people sharing different protected characteristics.
• p2There are potential equality and inclusion benefits and challenges in relation to this proposal, but at this stage with so much uncertainty over funding, structures, process and practical implications, it is not possible to assess specific impacts with confidence, nor to define appropriate mitigating actions. However, the councils are aware of the need to consider a range of issues, including (but not limited to) the following:
• p3· Ensuring no disruption or delay in service delivery, especially for the most vulnerable, including during transition arrangements.
• p4· Effective communication of transitions and any changes in services to people currently using services, especially where there are cognitive, sensory, language, digital or other barriers to understanding.
• p8· Addressing practical challenges for service delivery across urban and rural areas, specifically considering physical and digital isolation.
• p10· Using equality data to inform planning, implementation and monitoring throughout the transition process and in the new authority.
• p14· Monitoring staffing implications, including any changes to staffing structures, working policies and locations; providing ongoing communication about changes and impacts; and ensuring change processes are followed.