We have published five reports that show how we are meeting the needs of the public sector equality duties.

We want North Lanarkshire to be the place to live, learn, work, invest and visit for everyone.

Addressing the disadvantage and inequality that some groups of people experience because of barriers, prejudice, direct and indirect discrimination requires a strong, sustained strategic approach directly aligned to The Plan for North Lanarkshire.

We also need a commitment from employees at all levels to understand the causes and consequences of inequality.

The mainstreaming equality report details how we make sure equality issues are considered in our day-to-day business, including:

• information about our equality strategy 2019-24
• roles and responsibilities of employees and elected members
• employment 
• Education and the Licensing Board
• our contractual relationships

The purpose of setting equality outcomes is to improve the lives of people protected by the Equality Act 2010. In 2017 we set eight equality outcomes which are: 

1. Older people, disabled people and those with other specific needs have improved access to a range of housing options that meets their needs and supports independent living.
2. Disabled people, BME people, lone parents and carers are supported to access employment opportunities
3. The educational attainment for children and young. people with disabilities and/ or additional support needs, Gypsy Traveller children and young carers is improved.
4. Our schools, are safe, accessible and inclusive.
5. Young women and disabled and Black and Minority Ethnic young people are supported and leave school with positive destinations.
6. Our communities and town centres are safe accessible and inclusive.
7. Participation and engagement with under-represented groups is improved
8. NLC as an employer is accessible and all employees are valued and supported to work to their full potential.

This report details our progress in achieving these outcomes.

Our Plan for North Lanarkshire is to be the place for all people to Live, Learn Work, Invest and Visit. Our equality outcomes sit within our business priorities ensuring they are integral to what we do.

The outcomes were developed by:

• looking at the progress made in achieving our equality outcomes for 2017-21
• engaging with our communities and people
• gathering statistical local and national information
• engaging with our services in relation to their areas of work
• considering the public sector equality duty (general duty)

Our equality outcomes for 2021-25 are:

1. The housing needs of older and young people, disabled people and others with specific needs are met.
2. Women, disabled people, young people and BAME people access employment and business opportunities and support.
3. Older and young people, women, disabled people and BAME people on low incomes and benefits access welfare and financial advice and support.
4. The educational attainment for children and young people with disabilities and/ or additional support needs, Gypsy traveller children and young carers is improved.
5. Our schools are safe, accessible and inclusive.
6. Increased opportunities for children and young people with protected characteristics to develop their employability skills to enable them to leave school with positive destinations
7. The decisions by the our community engagement and participation mechanisms are influenced by the contributions. of young people, women, BAME people and disabled people.
8. Our communities, town centres, facilities, parks and open spaces are safe, inclusive and accessible to older people, disabled people, women, people of different faiths, LGBT people and BAME people.
9. Young, BAME, Disabled, LGBT and female employees are provided opportunities to work for, thrive and progress in their employment with the council.

The report details all the evidence we gathered and why we set these outcomes. 

The Public Sector Equality Duty (Specific Duty) requires the council to provide information on the characteristics of its employees. The information provided in this report includes:

• the composition of the council workforce
• pay gap information - average hourly pay by sex, disability and ethnicity
• occupational segregation - occupations and grades by sex, disability and ethnicity
• recruitment information
• promotions

As well as gathering this information we need to analyse it and use it to help us improve our employment practices.

This report provides all the detail about what the information we gathered tells us. 

Another requirement of the public sector duties is to review and publish our policy statement on equal pay every four years. The equal pay statement details how the council is meeting the duty and is committed to ensuring equal pay structures for all its employees.