Independent Review Service  for the Social Fund   Race Equality Scheme    Homepage   Your Rights   and the Law     Race Equality Scheme for the Independent Review Service The Independent Review Service provides the independent grievance process, by means of a review, for applicants who are dissatisfied with Jobcentre Plus' decisions on their applications to the discretionary Social Fund. This Race Equality Scheme sets out how the Independent Review Service plans to meet its duty under section 71(1) of the Race Relations Act 1976 (as amended) to have due regard to the need to eliminate unlawful discrimination and to promote equality of opportunity and good relations between persons of different racial groups. Current Position The Independent Review Service: Conducts regular customer surveys. Has conducted focus groups. Meets with a wide variety of individuals and organisations which have an interest in the Social Fund and its independent review. Monitors the ethnicity of customers, staff and job applicants on a regular basis. Places recruitment advertisements in ethnic press. Has policies on diversity and equal opportunities and has delivered relevant training to staff. Has put in place a number of initiatives to improve access to our services (fuller details supplied in the "Access to Our Services" section, below.) However, we recognise the need to develop and extend what we do in order to promote equality of opportunity and good relations between persons of different racial groups. Relevant Functions, Policies, and Proposed Policies We have considered our functions, policies, and proposed policies and have set out in Appendix A those we consider relevant to our performance of the duty under section 71(1) of the Act. Assessing and Consulting on the Likely Impact of Proposed Policies on the Promotion of Race Equality When developing new policies, members of staff will consider the likely impact of proposed policies on the promotion of race equality. Assessment and consultation on the likely impact of proposed policies will be proportionate and will depend upon the nature of the policy, the relevance, if any, to the promotion of race equality and upon the nature and extent of any previous assessment or consultation relevant to the particular policy. Assessments may include use of historical data, existing surveys, or new mechanisms. Consultations may include members of staff, the staff council (including trade unions), individual users of the review service, individuals with relevant expertise and relevant organisations, local and national. Monitoring the Impact of Policies on the Promotion of Race Equality We will monitor the impact of our policies on the promotion of race equality. The means of monitoring will be tailored to the nature of the policy or policies concerned. Our monitoring processes will include: Surveys of customers, customers' representatives, and staff. Ethnic monitoring of customers and staff. Monitoring of complaints. Monitoring of the use of our language line and translation services. Publishing the Results of Assessments, Consultations and Monitoring The results of the assessments, consultations, and monitoring, referred to above, will be published annually on the IRS website, as they become available. Public Access to Information and ServicesWe aim to make our information and services accessible to all. The following services are in place: A translation service into different languages, including Braille, for our written communications. Translation of oral communications through Language Line. Leaflets available in a variety of the languages most commonly used in the United Kingdom. A website providing information about the services provided by the Independent Review Service and about Social Fund law and procedures. Communication by text-phone and telephone on a freephone number and by letter, facsimile, e-mail and large print. Our leaflets have been quality assured by the Plain English Campaign, and members of staff have received plain English training. Staff Training in connection with the Duties Imposed by the Act We provide training in equal opportunities and diversity for members of staff. This training will continue to be delivered and will be evaluated to ensure it remains effective. We shall also develop and deliver training to enhance understanding and awareness of the requirements of the Act and the ability of staff to comply with those requirements. Action Plan The IRS has an action plan (see Appendix B) in which we set out detailed plans for fulfilling our duties under the Act. The action plan sets out key tasks, responsibilities and internal accountability processes. The IRS will account to the public for progress in the implementation of the plan on an annual basis, on our website and where appropriate in the Annual Report. Comments on the Scheme We welcome comments on our Race Equality Scheme from service users, members of staff and other interested parties. The Scheme will be reviewed in the light of any comments received. Comments may be directed to: The Office Manager Independent Review Service 4th Floor Centre City Podium 5 Hill Street Birmingham B5 4UB Facsimile: 0121 606 2180 e-mail: pga@irs-review.org.uk Appendix A: Functions/Policies/Proposed Policies Assessed as being relevant to the Independent Review Service's Duty under Section 71(1) of the Act Function/Policy/Proposed Policy Priority The Delivery and Administration of the Review High The Handling of Complaints High The Employment of Staff High Public Information and Relations Medium Appendix B: Action Plan Key Task Responsibility Timescale Accountabilty Place the Race Equality Scheme on our website, include it within our Publication Scheme and invite comments; and review annually. Business Team Management Team Annual Review Business Team Manager Management Team Report Develop links with individuals and organisations to help us comply with our duties under the Act, particularly in relation to consultation Office Manager SFC Support Team Business Team Develop an initial pool of consultees and review annually. Annual Report Management Team Reports Monitor and evaluate translation services and their use Case Management Team Manager Annually Management Team Review and identify if there are areas for improvement in ethnic monitoring processes for customers Management Team By 31 March 2006 Management Team Report Review, and develop as appropriate, existing customer surveys, linking them to ethnic monitoring, giving particular consideration to the following areas: Customer complaints Telephone contact Response rates to Statements of Issues. Management Team By 31 March 2006 Management Team Report Review whether the External Complaints Panel could provide helpful feedback in relation to our duties under the Act Senior Manager 31 March 2006 Management Team Report Publish progress in fulfilling our duties under the Act for the period up to 31 March 2006, and in subsequent years, publish the results of consultations, assessments, monitoring and Action Plan progress. Publication to be on our website and where appropriate in the Annual Report By 31 July 2006, and annually thereafter. Annual Report Consider organising a mini-conference with relevant experts to help develop our approach to promoting race equality Management Team By October 2006 Management Team Report Staffing Issues, to include recruitment, retention and training Put in place appropriate measures to monitor ethnicity of staff applying for training and promotion; and evaluate applications in relation to the ethnicity of IRS staff as a whole Human Resources Manager Training Team Manager By 31 March 2006 and annually thereafter Management Team Report Deliver Equal Opportunities Training to all staff in the organisation Training Team Manager Completed Management Team Report Analyse ethnic data forms from last recruitment exercise and use this information to inform the advertising campaign for the next recruitment exercise. Undertake appropriate ethnicity monitoring as part of any recruitment exercises and analyse the information once the exercise has been completed Human Resources Manager Within 6 months of any recruitment exercise Management Team Report Develop and implement a Managing Diversity Policy Human Resources Manager Commissioner's Aide Senior Manager Review existing policy on regular basis Management Team Report Undertake an annual survey of staff ethnicity Human Resources Manager By 30 June 2006, and annually thereafter Management Team Report Review recruitment procedures in order to ensure that we encourage applications from a broad range of the population. Human Resources Manager By 30 June 2006 Management Team Report Review HR Policies to ensure that requests for leave to celebrate religious festivals are treated sympathetically, taking business requirements into account. Human Resources Manager By 30 June 2006 Management Team Report