We are committed to celebrating diversity and promoting equality in everything we do, to improve the quality of life for everyone living, working and visiting Denbighshire .
The information we produce is available in English and Welsh and in a range of accessible formats upon request including:
- Audio - web and CD versions
- Braille documents
- British Sign Language DVD
- Electronic information
- Easy-read and pictorial documents
- Large Print (Arial 18+) documents
- Languages other than English and Welsh
Please contact us if you would like our information in one of the above formats.
For customers who would like to communicate with us in other languages we can arrange for an interpreter.
We can also arrange a range of face-to-face communication support such as British Sign Language interpreters.
The Equality Act 2010 brought together the previous 116 separate pieces of legislation into one single Act. It simplifies and strengthens the law on equality, and makes it easier for people to understand and abide by it.
Everybody is included in the Act. The nine protected characteristics are:
- gender reassignment
- marriage or civil partnership
- pregnancy and maternity
- religion or belief
- sexual orientation
The Act covers employment and the provision of goods and services, and includes both staff and members of the public who use our services.
The Welsh language is not included in the Equality Act because it is covered by the Welsh Language Act 1993. Find out what we’re doing to protect and promote the Welsh language.
What are our responsibilities?
The Equality Act sets out three main principles that public bodies like Denbighshire County Council must follow. This is known as the General Duty. Public bodies must.
- eliminate discrimination, harassment and victimisation
- advance equality of opportunity
- foster good relations between people of different protected characteristics
As well as the General Duty, public authorities in Wales have some additional specific duties, which are set out in the Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011. The specific duties are:
- annual reporting
- assessing impact
- employment information
- equality information
- pay differences
- setting objectives
- staff training
- strategic equality plans
- Welsh ministers’ reporting
We have established a new and innovative approach to impact assessment. We want to be sure that we consider the impact of proposals on a range of issues. Our new approach, the ‘Well-being Impact Assessment’, has been designed to assess the likely impact of proposals on the social, economic, environmental and cultural well-being of Denbighshire, Wales and the world. It integrates requirements to assess impact on equality, the Welsh language, environment, economy, health, and so on.
The Well-being Impact Assessment highlights any areas of risk and maximises the benefits of proposals across all of these issues, including equality. It helps us to ensure we have considered everyone who might be affected by the proposal. It also helps us to meet our legal responsibilities under the general equality duties (Equality Act 2010), the Welsh Language Standards, the Well-being of Future Generations (Wales) Act 2015 and access to information legislation. There is also a requirement under Human Rights legislation for Local Authorities to consider Human Rights in developing proposals.
Our approach to impact assessment will help us to strengthen our work to promote equality. It will also help to identify and address any potential negative or disproportionate impacts before introducing something new or changing the way we work.
In Wales, the Equality Act 2010 (Wales) Regulations 2011 place upon public authorities in Wales a specific legal duty that requires the Council to have effective arrangements in place to monitor equality and have effective arrangements in place to gather, analyse and publish employment monitoring data.
The Public Sector Equality Duty (PSED) requires that all public authorities covered under the specific duties in Wales should produce an annual equality report each year.
The report explains how the Council is compliant with the Equality Act 2010 general duty across our employment functions. It summarises the equality employment monitoring data for employees at the Council from 1 April to 31 March each year. Our report also includes commentary to explain the information, including discernible trends against national published external data where identified.
Denbighshire County Council is a member of the North Wales Public Sector Equality Network. We have worked with other public bodies across North Wales to develop our strategic equality plan and identify our equality objectives.
Our strategic equality plan is intended to ensure fair treatment for all, and to eradicate the risk of unfair or unequal treatment, such as harassment, victimisation or unlawful discrimination, in our work and service delivery. This includes our internal processes and treatment of employees, as well as services delivered to the public, and treatment of the public. We aim to foster good relations and equality of opportunity, and contribute to positive outcomes for all the people of Denbighshire.
Read our strategic equality plan in full.
In April 2011 a new single public sector equality duty (the PSED) was implemented and in the same month the Welsh Government introduced regulations putting in place a series of specific duties to underpin the general duty of the Equality Act 2010.
As part of our duty, we are required to produce a Strategic Equality Plan for a four year term and report annually against progress.
In 2015, the Wellbeing for Future Generations (Wales) Act attained Royal Assent and requires us to implement by autumn 2017.
One of the seven Wellbeing goals of the new Act is ‘A more equal Wales’ which sets out to have a society that enables people to fulfil their potential no matter what their background or circumstances (including their socio economic background and circumstances). The Wales We Want
Therefore, in order to strengthen the value of our Strategic Equality Plan and to underpin the goal within the Wellbeing for Future Generations Act we have decided that we will publish a fully integrated Plan in the autumn of 2017.
This interim plan sets out the proposed focus for our activity for the period April 2016, through to March 2018 and focusses upon the feedback provided at the regional consultation event held in October 2015 and our regular service planning processes.
Our activities will broadly align to the proposed regional public sector objectives and to the National Challenges published in the ‘Is Wales Fairer?’ report produced in December 2015; and we will begin to align our activities to the Wellbeing goals.
Our four objectives for this interim plan are:
- Enhance involvement of service users and better use evidence
- A Fairer and Healthier Denbighshire
- A Fairer More Prosperous Denbighshire
- Denbighshire of Safe Cohesive Communities
How we developed our strategic equality plan and objectives
You can find out about the kind of information we used to develop our plan and objectives below
We used national research as a starting point for identifying inequalities in North Wales. We drew together some of the key issues and conclusions of a range of national research that had been carried out in recent years.
We also looked at information held by each public authority. This helped us to see whether the national trends were reflected in the local area, and whether there were any local issues that may not have been recognised nationally. This local information helped us to identify a range of areas we could work on.
Information from engagement
Engagement is how organisations get involved with members of the public, to find out their views and opinions. Organisations then use this information to help make decisions about their work.
During 2015, the North Wales Public Sector Equality Network carried out a series of engagement activities. This included a regional stakeholder meeting in September 2015, which involved a number of organisations working across North Wales. We used the information we gathered from this event, along with all the engagement activity, to help develop our strategic equality plan.
We have a duty under the Human Rights Act 1998 to act compatibly with the rights under the European Convention for the Protection of Fundamental Rights and Freedoms. In the courts the Equality Act 2010 (and all other primary UK legislation) is interpreted in ways that are compatible with the Human Rights Act.
The Human Rights Act is derived from the European Convention on Human Rights and became law in November 1998. It enabled any person who considers they have been a victim of a human rights violation to challenge a public authority in the courts or tribunals.
The purpose of the Human Rights Act is to support a culture of respect for everyone’s human rights and a feature of everyday life. The convention rights include:
- Abolition of the death penalty
- Freedom of assembly and association
- Freedom of expression
- Freedom of thought
- Prohibition of discrimination
- Prohibition of slavery and forced labour
- Prohibition of torture
- Protection of property
- Restriction on political activity of aliens
- Right to a fair trial
- Right to an effective remedy
- Right to education
- Right to free elections
- Right to liberty and security
- Right to life
- Right to marry
- Right to respect for private and family life