Our corporate equality objectives

Corporate equality objectives and targets (‘business as usual’)

Objective / target Further information

1. Equality Reference Group (ERG) provides insight and challenge.


The ERG provides insight and challenge on equality, diversity and inclusion through ERG Surgeries or involvement in other activities such as Scrutiny Committee Task and Finish Groups, ensuring that service plans and policies include sufficient equality considerations, recognising good practice and impact of work, and helping the organisation to ‘join up’.

About the Equality Reference Group

Equality Reference Group newsletters

2. 100% of decisions to Cabinet include a sufficient equality impact assessment.



Impact Assessment is used to ensure DCC meets its Public Sector Equality Duties and puts people at the heart of decisions.

Target is reported internally via risk management.

Published Impact Assessments.

3. Address unacceptable behaviour and discrimination.


Monitor for unacceptable behaviour (including sexual harassment), ensure incidents are resolved satisfactorily and continuously promote a culture of ‘zero tolerance’ and ‘it’s OK to say it’s not OK’.

Information on complaints and incidents

Reporting incidents of discrimination

4. Awareness raising. Involvement in events and sharing of information to:

  • engage communities, staff and Members
  • celebrate diversity
  • raise awareness of equality and challenge inequalities
  • promote relevant DCC services, information and employment opportunities.

5. Staff influence.




Support and promote the staff networks and groups ensuring members have a voice and can influence policy and practice. Current staff networks / groups:

6. Robust evidence base.


Use data and information (including feedback) about our diverse communities and workforce to inform our strategies, policies and practice.

Key sources of information:

7. Training and development.

Training and development options are available via DeL (access to DCC only).

Current options include:

Equality, diversity and inclusion essentials (mandatory)

Advanced equality diversity and inclusion (available once EDI Essentials is complete):

  • Deaf Awareness
  • Understanding Race Bias


Project based corporate equality objectives

Activity Why is this needed? When Further information
7. Develop further equality learning and development options 

We need to continue to ensure staff are competent at meeting people’s needs, reducing inequalities and eliminating unlawful discrimination.

We have published a Diversity Guide and e-learning packages but need to develop more.



Phase 3: January to July 2021


Phase 4:

July 2021 to March 2023

Phase 3:

Pilot of cultural competency mentoring programme for Leadership Group.

Pilot started in January 2021. Mentors were trained and receive regular coaching and mentoring supervision.

Phase 4a:

Development of more Advanced Equality, Diversity and Inclusion e-learning packages including Disability Awareness and LGBT Awareness.

Work has started on a film with staff about Neuro-diversity.

Phase 4b:

Review the cultural competency mentoring programme pilot and consider rolling out further (including running disability and LGBT mentoring).

Pending completion of pilot (phase 3).

9.   Review and report on progress against the BSL Charter Devon County Council led the development and implementation of a Devon BSL Charter. The Devon Charter has been replaced by a national Charter from the British Deaf Association and we would like to align to the national Charter. The Charter helps us ensure that Deaf people can access our services and information including with access to video interpreting and BSL video information. Date to be revised On hold due to coronavirus pandemic
10. Review interpreting and translation provision. We have a contract for British Sign Language interpreting, but foreign language has always been on an ad-hoc basis due to low usage. In the past, we have supported the development of local interpreting provision. Although still relatively low spend, with increasing usage arising from work such as supporting unaccompanied asylum-seeking children, we need to review our provision so that people who do not speak English can access our services and information through us having access to cost effective and good quality interpreting services. Date to be revised Review of foreign language interpreting and translation provision underway but completion delayed due to pandemic.
13. Achieve 95% completion of DCC staff diversity data for ethnicity and disability.

DCC has introduced a new HR system which offers the option of self-completion.

We need to increase the number of staff completing their diversity data so that effective workforce monitoring can take place.

Activity monitored via Risk Register.

March 2021

We are regularly reminding staff to update their records and seeing an increase in the number of records completed.



14. Address systemic racism.

20 years on from the Race Relations (Amendment) Act, despite there being a duty to advance equality, the coronavirus pandemic and UK Black Lives Matter movement has highlighted that the pace of change has been too slow.


January 2020 – ongoing.

A Race Equality Audit is due to be completed by December 2021 and will inform an anti-racism strategy.

The Cultural Competency Mentoring pilot is currently being evaluated (see above).

Implementation of an Anti-Racism Commitment to ensure a safe and inclusive working environment for ethnically diverse staff.


Annual performance reports

2020 to 2021

Further information

Please see our Newsletters.