Equality must not be sacrificed in public sector cuts, says thinktank

July 15, 2010 - PRLog -- An equality thinktank attended by 60 public sector managers highlights concerns about the Government’s drive for efficiency savings and the result on customer service.  The findings are particularly relevant after a University of Leeds study predicts that ethnic minorities will make up a fifth of the UK population in 40 years.
The thinktank, attended by managers from the Police, NHS, Local Government and Higher Education, directly addressed the Coalition Government’s drive for efficiency savings in the public sector.  Topics included the New Equality Act, facing the challenge of efficiency savings (including the NHS) and Equality Impact Assessments.
Vernal Scott, Principal Consultant at Marshall ACM and facilitator of the event, said: “Public sector workers can decide to be a passenger or driver in the challenging journey towards efficiency savings.  This vehicle is moving forward, so the overriding feeling from the group was that they may as well get in the driver’s seat and help steer towards outcomes that best promote the customer and equal and fair service outcomes within available resources”.
Delegates called for an end to waste in management by looking first at savings that don’t affect customers and front-line staff.  Some took issue with the culture of “free lunches” and “Bonuses to people who were already very well paid at senior level”.
Delegates said that future cuts presented challenges as well opportunities and that all recipients of public funds should deliver service excellence and the customer should be put first at every stage.
The topic of efficiency savings was animated and the group together identified a number of common themes and principles believed to be crucial:
•   Stop reinventing the wheel
•   Openness by those responsible for implementing cuts
•   Clarity in objectives
•   Transparency and accountability of process
•   Involving staff, customer s and the community in decision-making processes
•   Good communication throughout the process
•   The promotion of equality throughout the cuts process – equality must not be sacrificed
•   Use new technology, such as equality impact assessment toolkits, to help ensure an efficient and fair process. Impact assessments were crucial to the cuts process.
•   More cross-sector collaboration is essential and inevitable
Scott continues: “Equality Impact Assessments are a legal requirement on the part of public organisations and these should be instituted at the beginning of the cuts process, not in mid-surgery”.
The former head of Equality at Islington in North London, Scott further said, “I am astounded by the number of equality-specific posts that still exist today. All public staff, from the Chief Executive down, should be an equality champion or they should not be in the job. Large teams of equality officers are only a requirement in organisations where there is a lack of leadership on the issue at the top. Some organisations still think they must employ equality officers in order to be seen to be doing the right thing. This is out-dated, ineffective and wrong. There should be no need for large teams of equality officers in a well-functioning, modern organisation. Every employee should take responsibility for eradicating discrimination and promoting equality and the Chief Executive should lead by example”.
Full details of the outcome of the event will be forwarded to Central Government Equality Office and the Equality and Human Rights Commission. Copies can be obtained from Marshall ACM, who intend to put on further thinktank events in the near future and will be promoted on their website.
Scott concludes, “The new coalition government, and specifically the Prime Minister, said that they want to hear directly from Public Sector workers on these matters. Well here is a very constructive response to that request. Now the public sector will be looking for evidence that the government is true to their word”.

Ends
For press information, contact:  Kay Phelps, or Parm Evans at The PR Department for Marshall ACM, T: + 44 1932 789524; M: + 44 7710 043244; or kay.phelps@theprdepartment.net

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About Marshall ACM
Set up in 2002 by David Marshall, formerly Head of Research at Penna Consulting, Marshall ACM has 230 public and private sector organisations using its online training making it an established leader, particularly in e-diversity training. It focuses on quality, speed and innovation and demonstrates value to clients over a sustained period of time. Clients rely on its unique legislation update software to make sure content is always up to date. Marshall ACM is based in Southwark, in the heart of London, working all over the UK and increasingly internationally. www.marshallacm.co.uk