APPENDIX 1

Equality Action Plan (Race, Disability & Gender Schemes) 2007-2010For Period 01/04/09 to 31/ 03/ 10

.

Objective 1 – Identifying relevant functions and policies, review annually & take any appropriate action

Key task / Outcome / Target date* / Responsibility
  1. Review functions and policies identified for action
/ Take action as a result of reviews and monitoring published / Ongoing / GMs, HR&D, Procurement and Customer Services; and Director of Communications

Objective 2 – Assessing and consulting on likely impact of proposed and/or revised policies

Key task / Outcome / Target date* / Responsibility
  1. Impact assess all existing policies identified as ‘High Impact’ on employees or customers.
/ Action plans developed and completed.
All employment policies have been assessed - cCustomer policies and materials have been taken past additional needs customers in focus groups. Information and feedback is now being used to secure improvements as aligned to these customers additional needs. / March10 / Steering Group - Communications Sub Group via External and Internal Advisory Groups
  1. Impact assess all new policies as part of the new policy creation process.
/ Action plans developed and completed.
Further communications to be rolled out / Ongoing / Steering Group – Data Sub Group, All new policy owners
  1. Develop a programme for impact assessing all organisational policies identified as “Medium Impact” or “Low Impact”.
/ Full compliance with duty under equality scheme / Dec 10 / Steering Group - Data Sub Group

Objective 3 – Monitoring policies for adverse impact

Key task / Outcome / Target date* / Responsibility
Further analysis of standard equality reports to better understand variations / Equality data integrated into functional workforce planning reports / Ongoing / Data Sub Group and Steering Group
2. / Identify potential areas for action based on analysis of equality data, feedback and customer surveys / Priority areas for action revised to meet current needs / Ongoing / Data Sub Group & Steering Group
3. / Review progress annually and at the end of three years / Availability of information for reporting purposes / Ongoing / Data Sub Group and Steering Group
4. / Monitor involvement of all equality groupings / Ensure the duty is met and we are meeting the needs of these groups / Ongoing / Communications Sub Group & Steering Group

Objective 4 – Publishing the results of assessment, consultation and monitoring

Key task / Outcome / Target date* / Responsibility
  1. Publish summary reports and make full information
available to interested parties / Reports and assessments, consultations and monitoring given to policy owners and available to others to help impact assessment process / Ongoing / Communications Sub Group and Steering Group

Objective 5 – Meeting the specific duty for disabled people, ethnic minority groups and gender specific groups, other than employees

Key task / Outcome / Target date* / Responsibility
1. / Ensure Scottish Water is an open and accessible
organisation. Review and secure means of involvement of disabled people, ethnic age and gender specific groups to ensure that information and services reach all customers / All key SW customer information is fully accessible to all equality groupings . Needs of all members of the community considered when SW work affecting them is undertaken.
Active network with key external equality groups in place and ability to access full range of specialist support available. / Ongoing / GM Customer Service
Corporate Communications
Communications Sub Group
2
3. / Provide all new and existing frontline staff with ongoing training to handle interpretation and disability requests with confidence
Review equality information held on customers and captured in survey information / A fully accessible service provision
Training is integral to the induction process for the Contact Centre and quality monitoring programme.
Updated special assistance register maintained on proactive basis. All customers dealt with appropriately / Ongoing
Ongoing / GM Customer Service
Training Sub Group
GM Customer Service and Data Sub group
4. / Carry out impact assessment on key processes delivered and develop and implement any required action plans / All identified actions completed and all key customer interfaces monitored for potential adverse impact / Ongoing / Steering Group and GM Customer Services
5. / Involve, communicate and give due regard to disabled people / Ensure the disabled community’s experiences and views are understood. Delivery through working together – Customer focus groups held regularly to ensure engagement with customers and understand their experience and expectations. Code of Practice and register review is ongoing following findings. / Ongoing / GM Customer Service
Communications sub group and steering group

Objective 6 – Training

Key task / Outcome / Target date* / Responsibility
1. / Deliver equality training for Senior Managers / Senior Managers understand their responsibilities, delivering Scottish Water’s equality objectives
All Senior Managers invited to Awareness Sessions.
Training linked to Equality Act / Ongoing
Sept 10 / Training Sub Group and HR&D
2. / Training programme for all line managers, built into Team Leader Development Programme / All line managers aware of responsibilities and opportunities presented by equality legislation
Course has been designed & piloted. Intergrated with Behavioural Change Programme / Dec 10
Sept 10 / Training Sub Group and HR&D
3. / Continue awareness training for all employees / Staff learn appropriately how equality issues affect both employment and customer service
Awareness Training has continued. Training and awareness sessions available on line / Ongoing / Training Sub Group and HR&D
4. / Ensure all appropriate training courses include equality issues / Positive approach to equality embedded in SW culture. Key messages incorporated in development and performance management initiatives e.g. ASPIRE, Leadership for Engagement and Customer Experience Training, Corporate Induction / Ongoing / Training Sub Group and HR&D

Objective 7 - Meeting the specific duties for employers

Key task / Outcome / Target date* / Responsibility
1. / Monitor the workforce as it relates to disability, ethnicity, age, gender, sexual orientation and religion or belief mix of Scotland’s population / Information on equality populations of Scottish Water’s work force available for analysis
Benchmark against analysis of population and take any appropriate action to address any areas of adverse impact / Ongoing / Data Sub Group and HR&D
2. / Further analysis of equality information to understand variations. / Potential areas for action identified and action plans designed / Ongoing / Data Sub Group
3. / Continue to improve the quality of equality data held through encouraging employees to share this information. / Volume of ‘declined to state’ against equality grouping reduced allowing more robust analysis. / Ongoing / Data Sub Group and HR&D