Disability Action Plan 2021-25

Lisburn & Castlereagh City Council Disability Action Plan 2021-2025

Publication date: September 2021

Foreword

This Disability Action Plan, the second for our council, is a statement of our commitment to fulfilling the statutory duties under Section 49A of the Disability Discrimination Act 1995 to:

promote positive attitudes towards people with disabilities
encourage participation by people with disabilities in public life

Our purpose is “Working together to deliver better lives for all” and our vision is to be “a progressive, dynamic and inclusive council, working in partnership to develop our community and improve the quality of people’s lives”.

We hope the actions in this Disability Action Plan will go some way to making lives better for people with disabilities.

We look forward to working in partnership with local disability support organisations and with residents and service users to achieve this.

The proposed actions in this plan have our full support as council leaders and we will ensure that staff across the organisation have the necessary resources to deliver on the plan.

Progress on the plan will be reported annually and we will welcome ongoing feedback and suggestions.

1. Introduction

1.1 Section 49A of the Disability Discrimination Act 1995, as amended by the Disability Discrimination (NI) Order 2006, requires us in carrying out our functions to have due regard to the need:

to promote positive attitudes towards people with disabilities, and
to encourage participation by people with disabilities in public life

1.2 We are committed to the fulfilment of our disability duties in all parts of our organisation and we have set out how we intend to do this in this Disability Action Plan, which covers the period 2021-2025.

1.3 We will undertake as appropriate a planned programme of communication and training on the above two disability duties.

2. Purpose of the disability action plan

2.1 This plan sets out how we propose to fulfil the disability duties in relation to our functions.

3. Lisburn & Castlereagh City Council – role and functions

3.1 The roles and functions of the council cover the following:

the direct provision of services and facilities
a representative role on a number of bodies and Boards
a consultative role in relation to functions conducted by other government bodies and agencies

3.2 In the performance of the above roles we carry out functions across many areas, see them listed below as directorate and service:

Chief Executive's Office: audit, risk and performance
Environmental Services: building control, environmental health, waste and operational services
Finance and Corporate: finance, HR & OD and corporate communications
Service Transformation: planning and capital development, assets, economic development and portfolio
Leisure and Community: sports services, communities, parks and amenities

3.3 To enable the Council to provide the above services and perform its functions, it must levy an annual rate and has the power to:
acquire and dispose of land
borrow money
employ staff
procure goods and services

3.4 To support and implement the above statutory functions and provision of services and facilities, we have adopted a wide range of policies.

4. Public life positions for which we have responsibility

4.1 We do not have responsibility for public appointments but has some responsibility regarding other public life positions, for example, in respect of representation on a range of external bodies. Examples of such external bodies include:

Arc 21
Belfast Region City Deal Engagement Forum
Belfast Regional Tourism Partnership
Lagan Rural Partnership o Lagan Valley Regional Park
Lisburn & Castlereagh Housing Liaison Forum
Peace IV Partnership
Lisburn & Castlereagh Strategic Community Planning Partnership

Where we have an opportunity to influence the make-up of bodies on which it is represented in terms of ensuring representation of disabled people, it will endeavour to do so.

4.2 The Equality Commission has emphasised that ‘public life’ should be defined as including any group or committee that has a role in influencing public policy or service delivery.

It can therefore include any consultative group, focus group, working group, committee, or community group that provides an opportunity for people to give their views to inform public policy or service development.

Where we are setting up or involved in such groups, we will ensure that efforts are made to raise awareness of opportunities for disabled people to participate and that their participation is actively encouraged and facilitated.

4.3 We will also ensure that any community group we facilitate or fund is encouraged to take steps to involve disabled people in their work and decision making.

5. Our commitment to the effective implementation of the plan

5.1 We are committed to the effective implementation of the plan. Responsibility for determining policy on how this will be achieved lies with the elected members.

5.2 Day to day responsibility for carrying out the policy determined by the elected members lies with the Chief Executive. He will be responsible for the implementation of administrative arrangements to ensure that the disability duties are complied with by us.

As part of our strategic corporate planning process, we will build objectives and targets relating to the disability duties into corporate and business plans. These will be reflected at all levels of planning including individual employee objectives and in annual plans.

5.3 Progress on meeting objectives, including those relating to the disability duties, will be monitored and reported on at the most senior level within the organisation. Achievement of objectives will also be monitored annually by the equality officer.

5.4 A formal report of progress on meeting the objectives relating to the disability duties will be included in our annual report to the Equality Commission.

5.5 We will ensure that adequate resources are allocated to ensure the effective implementation of the actions in the plan.

6. Internal arrangements

6.1 Our council consists of 40 elected representatives who meet monthly in full session. There are also seven standing committees, these are:

Capital Projects
Corporate Services
Development
Environmental Services
Governance & Audit
Leisure and Community Development
Planning

7. Effective engagement

7.1 We are committed to engaging with people with disabilities in the implementation, monitoring and review of this plan.

8. Annual report

8.1 We will prepare an annual report on the implementation of our plan. This report will be included as part of our annual report to the Equality Commission on the implementation of our Equality Scheme.

8.2 A copy of the latest equality scheme annual report is available on our website. You can view it on this link. If you wish to see older reports or require an alternative format please email us at equality@lisburncastlereagh.gov.uk

9. Five year review

9.1 We will carry out a review of our plan (within five years), following guidance from the Equality Commission for NI.

10. Consultation

10.1 We are committed to carrying out meaningful consultation and involvement of those with disabilities in both the development and review of its Disability Action Plan.

By so doing we are keen to bring about change for people with disabilities, and their carers, by proactively taking measures in response to the disability duties.

10.2 We have sought to ensure the involvement of people with disabilities by consulting with representative groups at both regional and local levels, as well as talking to, and meeting with individuals with a disability, or carers. Consultation is viewed therefore as an on-going process to facilitate the duties.

10.3 The groups at a local and regional level that we will consult with will include
Disability Action, Mencap, Employers for Disability, RNIB, RNID, IMTAC, Cedar Foundation and Disability Sports NI as well as all other relevant organisations.

10.4 The draft plan will be advertised on the council’s website and through other relevant media, for example social media, where responses will be sought from both individuals and organisations.

10.5 To help promote equality of opportunity in accessing information, relevant information will be provided in alternative formats on request, where reasonably practicable. Consideration will also be given, as necessary, as to how best to communicate information to certain groups such as young disabled people or disabled people who do not have English as a first language.

10.6 We believe it is important that people with disabilities and groups are involved in all stages of the plan and we will continue to seek their views to help ensure that any activity we are undertaking continues to promote the two disability duties.

11. Action measures

11.1 We already undertakes a number of measures to promote positive attitudes towards people with disabilities and encourage their participation in public life as a result of the duties under Section 75. By way of example these include:

all policies are screened to assess potential impact on the nine designated groups, including those with a disability
we have in place an Elected Member Diversity Champion and an Officer Diversity Champion
we continue to work with government departments as well as the statutory, voluntary and community sectors, to progress a range of initiatives for various groups locally, inclusive of those with a disability
we are a member of Employers for Disability NI and has utilised them to provide training across a broad range of disabilities for staff
we routinely consider the needs of people with disabilities in our communications and engagement work so that they can access information and services and participate fully in council run activities and initiatives

11.2 Appendix 1 details the measures which we intend to take in order to implement the disability duties for the forthcoming period. Progress against these will be reviewed annually and reported in the annual report to the Equality Commission.

11.3 The actions in this plan are in addition to those that we undertake routinely to ensure that it meets the commitments in its Section 75 Equality Scheme and obligations under the Disability Discrimination Act.

12. How the disability action plan will be published

12.1 Once finalised and approved after consultation this plan will be available by contacting:

    Equality Officer
    Lisburn & Castlereagh City Council
    Civic Headquarters
    Lagan Valley Island
    Lisburn
    BT27 4RL

Tel: 028 9244 7300 (switchboard)
E-mail: equality@lisburncastlereagh.gov.uk

12.2 The availability of the Disability Action Plan will be notified through a range of media and can be accessed as a PDF on this link

12.3 We will, through ongoing work with people with disabilities, including learning disabilities, find appropriate ways of communicating the plan. The plan will be available in alternative formats on request.

12.4 The plan will be highlighted through all relevant methods including meetings with relevant groups and individuals.

12.5 Employees will be made aware of the plan and be able to access it through the staff intranet. This will help ensure they know their responsibilities as well as the overall responsibilities of the council regarding the plan.

Appendix 1: The action measures of our Disability Action Plan 2021-2025

For queries or feedback email: equality@lisburncastlereagh.gov.uk

1: Policy development and reporting

Action measure	Responsibility	Impact	Timescale
1.1 Continue to ensure disability is included in all equality screening of policies/projects/plans	Heads of Service and all relevant officers	Disability issues highlighted and mainstreamed at an early stage of policy development	Ongoing
1.2 Add disability duties to equality screening template	Equality Officer	Will ensure staff consider whether their policy/project/ plan provides an opportunity to promote positive attitudes or encourage participation	2021-2022
1.3 Prepare an Annual Report to the ECNI on implementation of the plan Progress report publicised on council website	Equality Officer Input from Heads of Service	Achievements/ progress reported and shared Public informed about what we have done	Annually – according to ECNI until 31st August
1.4 Include a disability focus in quarterly Equality Officer to attend DMT meetings on a rolling basis	Departmental Management Team/ Equality Officer meetings	Departments have regular opportunity to consider how they are implementing relevant actions in the DAP and to report achievements or discuss ideas	Meetings held quarterly
1.5 Report progress on implementation of action plan to staff	Equality Officer Staff kept up to date	Good practice and achievements shared	Annually following submission to Equality Commission

2: Awareness & Understanding

Action measure	Responsibility	Impact	Timescale
2.1 Include disability duties in all general equality awareness training for staff and elected members	Equality Officer HR and Organisational Development Unit Member Services	Staff and elected members will understand why we have duties and what they are designed to achieve	Ongoing in annual training programmes
2.2 Our responsibility in relation to DDA duties to be referenced in all induction training for new staff and elected members	Equality Officer in association with Human Resources & Organisational Development Unit	New staff will have basic awareness of the duties and know how they might be relevant to their role	Ongoing – in all scheduled induction training
2.3 Include disability duties in equality screening training for relevant staff	Equality Officer in association with Human Resources & Organisational Development Unit All relevant officers	Increased awareness of disability issues and potential to deliver on the disability duties across our functions	A programme of training to be agreed and undertaken annually as required
2.4 Provide targeted awareness training for staff who are identified as having the potential to deliver on our DDA duties, e.g., managers, communication staff, those who organise consultations or engage with external groups	Equality Officer in association with Human Resources & Organisational Development Unit Relevant managers/ officers.	Opportunities identified to promote positive attitudes and encourage participation across the range of council functions and action implemented accordingly	Training to be identified on an annual basis and delivered as required
2.5 Share relevant information and promote disability support services to staff, e.g., via intranet or social media for both professional and personal use	Equality Officer HR Corporate Communications & Admin	Staff more aware of disability issues and more disability confident and more likely not to have prejudiced attitudes towards disabled people	Ongoing
2.6 Carry out survey of staff/elected members to assess knowledge of disability duties and to gauge attitudes to disability/disabled people	Equality Officer with Heads of Service support Member Services in relation to elected members	Assessment of levels of prejudice or misunderstanding gained that can be addressed through training etc	First survey in 2021-2022 Repeat in final year of plan to assess change over time

3: Promotion & Engagement

Action measure	Responsibility	Impact	Timescale
3.1 Identify relevant opportunities and encourage participation of disabled people through targeted promotion	Council, senior officers and other relevant officers in relation to their area of work Equality Officer to advise	People with disabilities are provided with more opportunities to participate and influence our activities and decision making	Ongoing, as appropriate, as part of business planning
3.2 Ensure disabled people and representative groups are targeted proactively in all council consultations and engagement events/ initiatives	Heads of Service and managers with support from Equality Officer	More disabled people have their views reflected in consultation feedback which informs decision making	Ongoing - in consultation or engagement plans
3.3 Continue to work with disabled individuals and their representative groups	Relevant staff in relation to their services/Equality Officer	Engagement with disability support groups informs policy and service delivery	Ongoing
3.4 Explore development of a Disability Forum or formal consultative group – to include representation from relevant Council officers and functions (e.g. Age Friendly, Community Planning) If feasible, run as a pilot.	Equality Officer	A formal mechanism would demonstrate Council’s strategic commitment to consulting with disabled people as well as assisting management and staff in better meeting disabled citizens’ needs	Feasibility to be considered in year 2 of plan (2022-2023)
3.5 Explore setting up an internal Disability Forum for staff	HR and Organisational Development/ Equality Officer	Would demonstrate our commitment to meeting disabled staff’s needs Increased awareness of disabled people’s issues Opportunities for disabled staff to share experience to improve service delivery and to contribute to policy making within council	Feasibility to be considered in 2021-2022
3.6 Participate in or mark annual Disability days/events, e.g., Mental Health or Autism Awareness, International Day of People with Disabilities	Equality Officer HR and Organisational Development Corporate Communications & Admin	Demonstrates our commitment Increases staff awareness Opportunities for disability groups and disabled people to contribute to and influence	Council activities plan developed in 2021-2022 Ongoing for identified days as feasible

4: Communication and Accessibility

Action measure	Responsibility	Impact	Timescale
4.1 Include positive images of individuals with a disability in our promotional material and publications	Corporate Communications & Admin Relevant officers who have a role in producing materials/ publications Equality Officer to advise	Disabled people portrayed in a positive role and the promotion of positive attitudes towards people with disabilities	Review of potential opportunities in 2021-2022 Ongoing thereafter
4.2 Ensure features or articles about disability, profiles/case studies of disabled people, information on how we facilitate disabled people, etc, are regularly included in key council publications, e.g., CityWide and on social media	Corporate Communications & Admin. Relevant officers who provide content for publication. Equality Officer to advise	Citizens more aware of disability issues and aware of what disabled people can do Disabled people more encouraged to access our services and facilities	Initial plan developed in 2021-2022 Included in annual communications planning thereafter
4.3 Review council website and communications to ensure that information about the disability duties is well promoted	Corporate Communications & Admin in conjunction with Equality Officer	Disabled citizens, visitors and others more likely to respond to consultations or participate in council activities	Initial review completed by the end of 2022
4.4 Keep under review the accessibility of our website and communication methods/policies generally.	Corporate Communications & Admin and other relevant officers	Information (and consequently services) accessible for those with disabilities Disabled people more likely to be able to respond to consultations and have a say in service development, etc	Annual review or as part of overall communications accessibility review as appropriate
4.5 Consider adopting Equality Commission Every Customer Counts initiative which includes an accessibility self-audit tool and supporting guidance for front line services	Equality Officer to promote to Heads of Service and instigate pilot Heads of Service to consider for front line services	Accessibility issues can be identified and addressed Disabled people more likely to be encouraged to access our premises and participate in council business and services	ECC initiative to be piloted in year 1 of plan and rolled out if feasible

5: Promoting employability and employment for disabled people

Action measure	Responsibility	Impact	Timescale
5.1 Explore employability programmes with key disability support organisations	HR & OD supported by Equality Officer	Disabled people portrayed in a positive role and the promotion of positive attitudes towards people with disabilities	Review of potential opportunities in 2021-2022 Plan developed for years 2-5
5.2 Work placement or shadow opportunities identified and offered to disabled people via programmes managed by organisations such as Cedar Foundation, NIUSE, etc.	HR & OD supported by Equality Officer	Disabled people gain useful skills training which may lead to further job opportunities Relevant staff more equipped to support disabled applicants for placement and/or employment	Facilitate work placements/ shadow opportunities
5.3 Work with the Equality Commission to explore the ring-fencing of some jobs for people with disabilities in conjunction with relevant support groups as appropriate	HR & OD	Employment facilitated for disabled people who may experience challenges and barriers to employment in a competitive jobs market	Ensure processes in place to avoid barriers to recruitment opportunities
5.4 Promotion of job opportunities to disabled potential applicants through lawful positive action approved by the Equality Commission, e.g., welcoming statements in job advertisements, promotion via disability groups, guaranteed interview scheme, etc	HR & OD supported by Equality Officer	Increase in number of applications and appointment of people with disabilities LCCC seen as a disability-friendly employer	Positive action taken for all external recruitment exercises