Equality, diversity and community cohesion

As an employer, service provider and provider of public functions we have responsibilities under the Equality Act 2010 and Public Sector Equality Duty.

The Equality Act 2010 has defined nine protected characteristics:  age, disability, sex, gender reassignment, pregnancy and maternity, race, religion or belief, sexual orientation and marriage and civil partnership status

We have a duty to:

  • Eliminate discrimination
  • Advance equality of opportunity
  • Foster good relations between people (community cohesion)

Public authorities have specific duties under the Equality Act to help them comply with the public sector equality duty, including a requirement to prepare and publish equality objectives at least every four years. 

The county council's Equality Objectives were refreshed in Spring 2024, aligned to the council's corporate strategy; 'Our Vision for Lancashire'.

All our policies are informed by research and statistics which we gather and make available in our website.

Every year we report on how we comply with our equality duty:

Information on government policy, guidance, publications and consultations is available in the equality rights and citizenship section of the GOV.UK website.

The Equality and Human Rights Commission provides advice and guidance on rights, responsibilities and good practice based on:

Human rights legislation (Human Rights Act 1998)

Equality objectives 2024-2028

The Public Sector Equality Duty required that by 6 April 2012 all public authorities publish at least one equality objective and that these objectives can last for up to four years. The country council refreshed its equality objectives in Spring 2024, with the objectives aligned to the Corporate Strategy and supported by the Corporate Equality Strategy.

Our equality objectives:

  1. Develop an inclusive workforce which reflects our communities
  2. Ensure Services are inclusive and accessible
  3. Enable participation and understanding of County Council activities
  4. Ensure everyone's experience is a respectful and inclusive one.

1. Develop an inclusive workforce which reflects our communities

Whilst we have robust systems and policies in place, information from the staff survey (2023) shows that some employees don't believe they can be themselves at work, don’t believe they are treated fairly or have experienced harassment, bullying or abuse from colleagues or managers in the last 12 months. We want to achieve a workforce where more staff feel they are included, can reach their potential and progress and which is more reflective of our communities of Lancashire. (LCC Staff Survey, 2023)

2. Ensure Services are Inclusive and Accessible

Whilst many services are delivered in accessible and inclusive ways, we are aware that these need to evolve to keep pace with changing demand, digital developments, and changes within our population. As a result of two Local Government and Social Care Ombudsman 'Findings of Fault' an action plan on delivering reasonable adjustments for disabled people has been approved and is being implemented across the organisation.

3. Enable participation and understanding of County Council activities

The County Council aims to increase participation in public life by underrepresented communities within Lancashire. To achieve this, the Council must provide information about the role of the County Council and how decisions are made. Increased understanding of what the County Council does and that we are an inclusive employer, will encourage underrepresented communities to apply for vacancies and increase participation.

4. Ensure everyone's experience is a respectful and inclusive one

The staff survey 2023 highlighted that 22% of respondents had experienced abuse, bullying or harassment from service users, their families, customers, or the public whilst carrying out their roles within the previous 12 months. Although the figures vary across services there is the potential for any employee to experience abuse, harassment or bulling at any time. There are arrangements to report and address this and information to help and support employees when these situations arise. This would Increasing awareness of signs of hate crime, extremism, radicalisation and intolerance of any kind and how to respond appropriately

April 2024