The Equality Act 2010 is the law which bans unfair treatment and helps achieve equal opportunities in the workplace and in wider society.

The Equality Duty applies to Sandwell MBC because we provide public services.

The new duty covers the following eight protected characteristics: age – disability - gender re-assignment - pregnancy and maternity - ethnicity (this includes ethnic or national origins, colour or nationality) - religion or belief (this includes lack of belief) - sex (gender) - sexual orientation - marriage and civil partnership (only in respect of eliminating unlawful discrimination)

The public sector equality duty consists of a general equality duty and specific duties.

The general duty requires public organisations to have due regard to the need to:

• eliminate unlawful discrimination:    harassment and victimisation and other conduct prohibited by the Equality Act 2010
• advance equality of opportunity:     between people who share a protected characteristic and people who do not share it, and
• foster good relations:                      between people who share a protected characteristic and people who do not share it.

The specific duties require public bodies to:

1. publish relevant, proportionate information demonstrating compliance with the equality duty. The information must be published at least annually; and
2. set and publish first equality objectives by 6 April 2012. Subsequent objectives must be published at least every four years.

Specific Duty - 1:

To evidence compliance with the Equality Duty Sandwell MBC has provided the following information which is accessible by following the relevant link:

Service Specific:

• Tenant profile information: http://www.sandwellhomes.org.uk/About/Equality/Documents/GTKY.pdf

• Service specific information:             Service Specific Equality Information

• Introduction to Employee Data:              HR - Introduction to Information

• Employee Data:       Evidence – HR Data

Specific Duty - 2:

Equality Objectives: 2012-2016

To comply with the Equality Act 2010, Sandwell MBC is required to publish corporate equality objectives by 6 April 2012. Officers initially identified a range of potential objectives, which have been refined through consultation with board members, community groups, employees and tenants.

Following this consultation, the following objectives were approved:

• By 2016 we will increase the percentage rate of young tenants (aged between 16 and 25 years) who sustain their introductory (first) tenancy for a minimum of 12 months to 90% - (83.83% in 2012)

• By 2014, we will increase the percentage of female and disabled Apprentices to at least 50% and 17% respectively, in line with the overall workforce profile - (apprentice profile currently 32% and 0%)

• By 2015 our Construction Partners will increase the percentage of female and BME apprentices to at least 10% and 5% respectively, - (apprentice profile currently 4% and 0% respectively)

• By 2016, at least 3 Team Leader (or equivalent) positions within our Asset Management Directorate will be held by female employees - (currently none)

If you have any comments about any information provided, please contact the Equality Team via our Customer Services Contact Centre on: 0121-569 6000