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Our equality priorities and objectives

Our equality objectives

The Public Sector Equality Duty (PSED) is a legislative tool, which requires public bodies to proactively identify and tackle discrimination, inequalities and promote good relations.

At the Equality and Human Rights Commission, we are responsible for regulating compliance with the duty.

As a public body, we must also comply with it. We aim to be exemplary in doing so.

As part of this duty, we are required to set equality objectives. We have prioritised three types of equality objectives. These relate to:

  • delivering our mandate
  • our people
  • our intelligence gathering

See below for more information about the processes we followed, and the information that informed us, in setting these objectives.

Delivering our mandate

Our primary purpose (or ‘mandate’) is set out in section 3 of the Equality Act 2006.

Because an essential part of our mandate is to advance the aims of the PSED, our equality objectives are the same as the objectives in our strategic plan.

In our strategic plan we set a ‘core aim’ to help ensure that strong equality and human rights laws protect people and to use data to demonstrate what happens in practice.

We have set out several priorities to help us delivering this aim. We will work towards the following:

  • people in Britain have equal access to the labour market and are treated fairly at work
  • public transport better supports the economic and social inclusion of disabled and older people
  • people can access redress when they are wronged and have a fair trial in the criminal justice system
  • the education system promotes good relations with others and respect for equality and human rights
  • rules and practice governing entry into, exit from and treatment in institutions respect equality and human rights standard

How we set these objectives

In setting these objectives, we referred to our Is Britain Fairer? research and consulted with stakeholders on our strategic plan to help us identify where our priorities should lie.

Our people

As an employer, we will seek to:

  • provide an accessible and inclusive working environment and culture where all our staff are treated fairly, are able to perform to the best of their abilities and get support in developing and growing their careers
  • increase the diversity of our workforce to reflect the society within which each of our offices are based

How we set these objectives

In setting these objectives, we examined our equality information, including:

  • workforce diversity data
  • data identifying discrepancies in pay
  • appraisal outcomes
  • training opportunities
  • engagement and satisfaction levels expressed in staff surveys

We also convened a staff group to develop an equality and diversity strategy.

Our intelligence gathering

Our contact with stakeholders is key to the success of our work.

The experiences they share with us about inequality and discrimination help inform our work. We will:

  • review the way that we engage with stakeholders to ensure that our methods are accessible
  • ensure we are in regular contact with a representative group of stakeholders in England, Scotland and Wales and that the intelligence we gain is embedded into appropriate decision-making processes

How we set these objectives

Our organisation has changed a lot over the last few years, including changes to our structure and processes. We therefore carried out a review of our functions to see how relevant they are to carrying out our Public Sector Equality Duty. This helped us identify the above objectives.

Last updated: 26 Jul 2019