Equality & Diversity

Harvest Board approved a revised E&D Strategy, Policy and Action Plan in June 2008. This approach, complementing work previously undertaken, ensures compliance with the regulatory code and recent legislation and places the organisation in a strong position with the proposed implementation of the Single Equality Duty.

The Executive Director Service Delivery sponsors the E&D Steering Group, which meets regularly and is chaired by the M&D Director. The group includes representatives from each area of the business, Board Members, customers and the support of an Equality & Diversity Consultant – Chris Root. Chris carried out a presentation at the E&D Group’s September meeting on the Single Equality Duty and the possible impact for Harvest.

The Audit Commission’s Inspection Report for M&D acknowledges that great progress has been made in the last 12 months and the Group has a focus and commitment to this area of work.

The Group Action Plan is based on the Audit Commission’s Key Lines of Enquiry and demonstrates the Group’s commitment to ensuring Equality & Diversity is embedded across the whole organisation. Local Action Plans have been established for each Stock Owning Subsidiary, and these were reported to the D&S, Frontis, M&D and Moorlands Boards in August & September 2009.

Progress on the Group E&D Plan in the last year has been significant and includes:

Customer Profiling – To enable improved service delivery to customers, information on household composition linked to the 7 strands of diversity has been collated during the last year. We now hold
80% of data for M&D
75% of data for Moorlands
68% of data for D&S and
60% of data for Frontis
This data can now be accessed by staff as required. We are currently working with our software supplier to develop a package which will enable communications to be generated automatically in the customer’s preferred format e.g. large print. This software is scheduled to go live in Autumn 2009.

Equality Impact Assessments (EIA) – EIAs are required on all Policies and Procedures, as well as Board Reports with Resolutions. Progress has been made on the assessment of Service Delivery Policies and Procedures and it is envisaged that all 180 will be completed by the early 2010.

To date, outcomes of the EIAs have included the development of an Access Pack for all staff to use whilst visiting customers at home. The pack includes overshoes; Braille card; magnifying glass enabling large print; sign language guide; coloured paper and markers for easy reading, and portable hearing loops which are available from local offices.

Promotion / Publicity – The law places a requirement on organisations to promote accessibility and to demonstrate a non-discriminatory approach to services as a landlord and as an employer.

The Group’s first edition of Celebrating Diversity was published in February 2009, which highlighted work in our neighbourhoods promoting our inclusive approach. Issue 2 is due to be published in September / October 2009 and will feature examples from all areas of the Group. Information is also contained within the tenants' newsletter, The LINK.

In addition, regular articles are now circulated to staff with information on events and festival dates raising awareness for staff who may wish to participate or support such activities. The Harvest website has also been improved to include translations, varying text sizes and ‘browse aloud’ features.

Training / Awareness

Sessions have been carried out during the year with 300 staff attending, to be advised of the importance of this area of work, how it impacts their role and position and how it improves customer service. This has assisted them with understanding the framework within which Housing Associations operate, and the benefits of adopting a fair and inclusive ethos.


Harvest has also become a Member of the Housing Diversity Network, an organisation representing the sector, enabling sharing of best practice, networks, and updates on legislative changes.




The key outcomes across the group include:-

 

Manchester & District

o Staff from M&D trained to complete Equality Impact Assessments, including Board Reports
o M&D staff trained on E&D issues in January / February 2009. Further refreshers to be scheduled on the impact of the Single Equality Bill.
o Grove Village, Eavesbrook and East region ran a pilot ‘Move-In’ scheme to provide practical help for new customers. Following its success, this will be now rolled out to the whole of M&D in 2009, and to all of Harvest in 2010.
o Numerous events and projects across M&D regions covering issues such as worklessness, life-skills training, diversionary activities for young people, minority ethnic communities, activities for older people, and people with disabilities etc.
o Involvement in Manchester Pride in August 2009, a celebration of lesbian, gay, bisexual and transgender life.
o Partnership working across M&D with local police, including joint activities, provision of police car or police officers based in local offices.
o Highly successful Domestic Violence initiative in the M&D West office, with a support worker based there part time.
o Aids and Adaptations process centralised. All minor works are now completed within 28 working days, with much improved waiting lists for major works.

 

Derwent & Solway

o Staff at D&S trained to complete Equality Impact Assessments, including all D&S Board Reports.
o D&S staff were trained on E&D issues in January 2009. Further refreshers to be scheduled on the impact of the Single Equality Bill.
o Continuation of highly successful Routes 2 Work programme, assisting people back into employment, including those who have been long term unemployed, or people with a disability.
o DRAMA project – working with Credit Unions to offer affordable handy loans, and also 2 workers appointed to promote home contents insurance across the County.
o D&S is hosting the Department for Works and Pensions Financial Inclusion Champion who will work strategically to further the Financial Inclusion agenda across Cumbria.
o Sheltered schemes in D&S to be Access Audited in 2009-10 with regard to the Disability Discrimination Act and work completed to recommended priority improvements.
o One fully adapted bungalow was included in the New Build scheme in Moorclose. All other new developments in D&S adhere to the 'Home for Life' standard.
o Recent changes to D&S Allocations Policy to ensure that medical points were awarded for mental ill-health as well as physical disability.

 

Moorlands Housing

o Members of Moorlands staff trained to carry out Equality Impact Assessments on both Board Reports and policy / procedure documents.
o Moorlands staff trained on E&D issues in January 2009. Further training will be carried out this year on the potential impact of the Single Equality Bill.
o Moorlands partnership working to provide the 'Moorlands Together Domestic Abuse Service'. Moorlands accommodate 4 Domestic Violence Support Workers and are part of multi agency Management Steering Group
o Moorlands website recently relaunched with more accessible features such as variable font size and translation facility.
o Computer Course at Washington Close, as well as provision of internet connection at the Hammersley Hayes Community House.
o Work ongoing to develop the Lesbian, Gay, Bisexual and Transgender (LGBT) network in the Moorlands area, and also involvement at the Stoke Pride event on the 8th August 2009.

Frontis

o Frontis members of staff trained to complete Equality Impact Assessments on both Board Reports and policy / procedure documents.
o Customer Profiling telephone survey carried out in May 2009 which resulted in over 60% of data recorded.
o Friends of Oakwood Park, the recent launch of the first fully inclusive play park in Warrington.
o Aids and Adaptations process centralised. All minor works are now completed within 28 working days, and much improved waiting lists for major works.
o Summer Sports / Athletics programme in conjunction with Warrington Wolves.
o ENCAMS (Keep Britain Tidy) survey carried out and action plan created