Progress E & D Action Plan 06/07

Equality and Diversity Action Plan 2006/07

Progress of key actions from the Equality & Diversity Action Plan 2006/07

All of our housing offices are now third party hate crime reporting centres. We have developed this in conjunction with Rochdale Centre of Diversity.

As well as dealing with individual cases, we monitor how many incidents are

reported to us, look for trends and share statistics as part of a group called MARHF (multi- agency race and

hate forum).

All of our staff have been trained on the new hate crime reporting mechanisms.
We monitor all of our lettings and current tenants by ethnicity. Currently, 9% of our tenancies are held by people from a black or minority ethnic (BME) background.
We have developed a bespoke translation block for the current and former arrears and recharge letters that we send out.
Our repairs call centre is going to be transferred to the Council. This has a Minicom facility.
We have continued to work with BME tenants who move to non- traditional areas, offering them tenancy support.
RBH has taken part in a vulnerability study in conjunction with other social landlords in Rochdale. Our staff have interviewed over 300 tenants. The outcome will be a vulnerability checklist which is going to be given to front- line staff to assess vulnerability at sign- up and provide appropriate support .
We’ve carried out a survey to assess the language needs of new BME households on Kirkholt, and are planning to train staff in different languages.

Our personnel procedures have been reviewed in line with the Age discrimination legislation. As a result, our traineeships and apprentiships now have no upper age limit and our staff can request to work beyond the age of 65 if they wish.

We monitor our staff by age, ethnicity, disability & gender.

At the 31st March 2007:

8.4% of our staff were from a BME background
4.6% of the workforce declared themselves as disabled
62% of the workforce were male and 38% were female
2 female employees aged 65 have been given approval to remain in employment for a further 12 months in accordance with the new age discrimination procedure.

In March we participated in International Womens’ week by holding a multi- cultural celebration evening on Freehold estate.

We are continuing the equality impact assessments for all new policies and procedures to ensure they don’t have a negative impact on any group of people.

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Home About RBH Business Plan Annual Report Equality and Diversity Governance Annual General Meetings RBH Board Area Panels Organisational Structure Employment Directors Reports and Financial Statements * * *		Equality and Diversity Action Plan 2006/07 Progress of key actions from the Equality & Diversity Action Plan 2006/07 All of our housing offices are now third party hate crime reporting centres. We have developed this in conjunction with Rochdale Centre of Diversity. As well as dealing with individual cases, we monitor how many incidents are reported to us, look for trends and share statistics as part of a group called MARHF (multi- agency race and hate forum). All of our staff have been trained on the new hate crime reporting mechanisms. We monitor all of our lettings and current tenants by ethnicity. Currently, 9% of our tenancies are held by people from a black or minority ethnic (BME) background. We have developed a bespoke translation block for the current and former arrears and recharge letters that we send out. Our repairs call centre is going to be transferred to the Council. This has a Minicom facility. We have continued to work with BME tenants who move to non- traditional areas, offering them tenancy support. RBH has taken part in a vulnerability study in conjunction with other social landlords in Rochdale. Our staff have interviewed over 300 tenants. The outcome will be a vulnerability checklist which is going to be given to front- line staff to assess vulnerability at sign- up and provide appropriate support . We’ve carried out a survey to assess the language needs of new BME households on Kirkholt, and are planning to train staff in different languages. Our personnel procedures have been reviewed in line with the Age discrimination legislation. As a result, our traineeships and apprentiships now have no upper age limit and our staff can request to work beyond the age of 65 if they wish. We monitor our staff by age, ethnicity, disability & gender. At the 31st March 2007: 8.4% of our staff were from a BME background 4.6% of the workforce declared themselves as disabled 62% of the workforce were male and 38% were female 2 female employees aged 65 have been given approval to remain in employment for a further 12 months in accordance with the new age discrimination procedure. In March we participated in International Womens’ week by holding a multi- cultural celebration evening on Freehold estate. We are continuing the equality impact assessments for all new policies and procedures to ensure they don’t have a negative impact on any group of people. Back to Equality & Diversity