Consultation on the Scheme for Equality was conducted in two phases, between November 2002 and February 2003.  The first phase was internal consultation, covering the Council's Management Team, senior managers and employees, trades unions and elected members.  The second phase of consultation was external, covering a variety of individuals and organisations, including the Commission for Racial Equality, voluntary sector, partner organisations, County Council, Parish and Town Councils, community groups, members of the public and local businesses.

 

A variety of methods were used in an attempt to maximise understanding and involvement.  As a supplement to the full version of the Scheme, an executive summary document was produced for ease of reading.  The executive summary outlined the main features of the Scheme and explained the Council's responsibilities and commitments to equality.  Simple documentation accompanied the summary, including a covering letter and survey response form.  These documents were posted out to approximately 300 individuals and organisations.  In addition, the full Scheme, the executive summary and accompanying materials were included on the Council's Website, and made available in all Council offices, leisure centres and local libraries.  Local press releases were also used to raise positive awareness and invite participation in the consultation process, and visits were made to local community groups to encourage interest.

 

Internally, the consultation process was undertaken in conjunction with the training of employees and elected members.  Full training sessions were arranged for senior managers and elected members, outlining the background and requirements of the Race Relations Amendment Act and other relevant equality legislation.  The draft Scheme was introduced at these sessions, with an explanation of the responsibilities and commitments of the Council in response to our statutory requirements.  Feedback and participation in the consultation process was encouraged at these sessions.  For the remainder of employees, the team briefing process was the main vehicle for awareness raising, delivering training and for engaging the consultation process.  Each employee received standardised training, was given their own copy of the executive summary and directed towards the full version of the Scheme on the website and Intranet.

 

For elected members who had not yet attended one of the previously arranged training sessions, a further session was organised immediately prior to a meeting of the full Council.  This ensured significant levels of attendance and, at the time of going to press, significant numbers of elected members and employees have now received training.  Training is ongoing and alternative means of delivery are now being explored, with the production of a compact disc currently underway.