IRS Unified Diversity and Race Equality Plan


Independent Review Service for the Social Fund

Unified Diversity and Race Equality Plan

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IRS Unified Diversity and Race Equality Action Plan 2010/2011

Action	Responsibility	By when
Overall
Review Race Equality Action Plan	Management Team	31 March 2011
Review Race Equality Scheme	Management Team	31 March 2012
Publish progress in fulfilling our race and diversity equality duties	HR Manager/ Training Manager	31 July 2010
Conduct equality impact assessments as appropriate and monitor the impact of any changes to policies bearing in mind the relative race and diversity duties	Management Team	As required

Customers
Examine the information collected as part of the ethnic monitoring survey and case examination to identify any necessary changes	Standards SEO	Ongoing
Continue to promote awareness of the Social Fund for pensioners as an under-represented group among Social Fund applicants.	Office Manager SFCST	Ongoing
Ensure that all processes and communications take account of feedback received from all sources	SMT	Ongoing
Implement actions agreed as part of evaluation of Translation, Braille, Language Line and Text Phone services	Finance Manager Standards SEO	30 September 2010
Consider the findings of our customer surveys. Where these suggest any areas for improvement in relation to the promotion of equality, take appropriate action.	Management Team	Annually

External Focus
Identify new organisations and build on existing relationships with organisations that represent diverse groups of society	Office Manager SFCST	Ongoing – Review annually
Develop links with individuals and organisations, particularly in relation to a consultation process.	Office Manager SFCST	Ongoing

Staff and Recruitment and Training
Carry out an ethnic and disability survey for IRS staff	HR Manager	20^th September 2010- Survey forms for completion to be enclosed with April 2010 payslips
Where a disability has been identified arrange to meet with the individual to discuss any reasonable adjustments that may be required	Personnel Team	30^th September 2010
Evaluate recruitment processes as appropriate and work towards a work force that reflects the general public we serve	HR Manager SMT	Ongoing
Analyse ethnic, age, gender and disability data from recruitment exercise and use this information to inform the next recruitment exercise.	Human Resources Team	Conduct analysis within 6 months of any recruitment exercise; other action to be taken as appropriate
Arrange further awareness sessions for staff to broaden their knowledge of diverse groups, in particular to focus on groups where we have limited information and to provide updated equal opportunities awareness for all staff	Training Team Manager	Ongoing

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