Content

RESOLVED:
 
1. 
To recommend to Full Council that the Equality Plan be
adopted, along with the anti-racism framework and LGBTQIA
framework:
· 
Appendix 1: Equality Plan
· 
Appendix 2: the anti-racism framework
· 
Appendix 3: the LGBTQIA framework

 
2. 
To agree that a full action plan for the Equality Plan
will be brought to Cabinet later this year

 
3. 
To agree that the Equality and Cohesion Policy is also
brought to Cabinet later this year, so it can reflect the new
objectives
 
REASONS FOR DECISION
 
In November 2022 Hackney adopted a new
Strategic Plan at Cabinet and Council. An equality plan is needed
to support the ambitions of the strategic plan and political
priorities and consider these ambitions through an equality
prism.  The new Equality Plan will
replace the existing Single Equality Scheme 2018-2022 and so we are
at a key point of change in policy which requires consultation and
engagement.  It is a statutory duty to
publish equality objectives, and consult on them.  In the interests of transparency, we published and
consulted on a summary plan, rather than just the objectives.
Consultation and engagement on the Draft Equality Plan took place
between 20th November 2023 and 21st January 2024 This has informed
the final draft of the equality plan.
 
The last Equality Scheme included a commitment
to developing a refreshed LGBTQIA plan. In July 2020, a motion was
passed to work towards being an anti-racist organisation. This
helped strengthen the focus on what we need to change within
institutions.  Both the LGBTQIA
Strategic Framework and Anti-Racism Framework are presented in
these papers, along with the Equality Plan. They are discrete
documents within the wider Equality Plan.  In appending these frameworks, we are not diluting
these documents but situating these plans in a wider frame and
justification.
 
DETAILS OF ALTERNATIVE OPTIONS CONSIDERED AND
REJECTED
 
We could have done what is statutorily
required and only published draft objectives, without developing
the more detailed plans that flow from these objectives. In the
early consideration of the Equality Plan this option was rejected
by corporate leadership so that sufficient attention could be given
to the positive actions needed to tackle inequality of outcomes,
build opportunity and celebrate diversity and to address the
challenges for us as an institution, and for statutory
partners.
 
We could have incorporated objectives into the
wider Strategic Plan.  An equality plan
was considered to be needed in order to consider the Strategic Plan
ambitions for fairer outcomes through an equality prism.