The Southern Education and Library Board ("the Board")
was established in 1973, following the reorganisation of Local
Government in Northern Ireland. It is a corporate body, established
under statute as the local authority for education. Its functions
and responsibilities are derived from statute. Currently its
central core activities are the provision of:
primary and secondary education;
the geographical area encompassed by the Board.
supplementary and often complementary to these activities,
the Board is responsible for a wide variety of functions such
as, by way of example only, school meals, home to school transport
and the curriculum support service to schools.
The Board consists of thirty five members appointed for a
4 year period by the Minister responsible for Education to
interests of transferors of schools;
interests of trustees of maintained schools;
services for which the Board is responsible.
members meet on a monthly basis (except in the summer months)
and on a regular basis as committees and sub-committees.
Organisational Structure of the Board.
The Chief Executive is responsible for ensuring that the decisions
of the Board are implemented, the day to day management of
the organisation, and for ensuring the organisation works
effectively in accordance with Government policy and public
service values. The Chief Executive is also the Boards
Accounting Officer and in that capacity is responsible for
the effective and efficient use of resources and the maintenance
of appropriate standards of financial accountability.
Section 75 of the Northern Ireland Act 1998 ("the Act")
imposes two sets of duties upon the Board:
A set of equality of opportunity promotional duties
A set of good relations promotional duties
The equality of opportunity promotional duties require that
the Board shall, in carrying out all its functions, powers
and duties have due regard to the need to promote equality
between persons of different religious belief;
between persons of different political opinion;
between persons of different racial groups;
between persons of different age;
between persons of different marital status;
between persons of different sexual orientation;
between men and women generally;
between persons with a disability and persons without;
between persons with dependants and persons without.
The good relations promotional duties require that the Board
shall without prejudice to its obligation at 1.3 above have
regard to the desirability of promoting good relations:
between persons of different religious belief;
between persons of different political opinions;
between persons of different racial groups.
The Extent of the Duties
None of the equality of opportunity promotional duties, and
none of the good relations promotional duties are free-standing.
Instead, each duty arises only in relation to the discharge
of the Boards other functions. In this context, "functions"
The functions of the Board are wide ranging and relate to
the following main areas:
Maintenance of maintained schools;
Suspension and expulsion of pupils;
School meals and related facilities;
Employment of teachers in controlled schools and peripatetic
Employment of non-teaching staff in controlled and maintained
Open enrolment and transfer;
Financing of controlled and maintained schools;
To give effect to its functions the Board engages in a range
of corporate activities which include the recruitment of staff,
the maintenance of the Boards estate, the delivery and
development of services and the procurement of services, goods
and equipment. In keeping with the Equality Commissions
Guidance, these activities are included in the concept of
"functions" for the purposes of this Scheme.
The Act requires the Board to set out in an Equality Scheme
how it proposes to fulfil the duties imposed by Section 75.
This document is intended to fulfil that statutory requirement
and is the Boards Equality Scheme.
The Act requires that the Scheme must show how the Board intends
to implement both the equality of opportunity promotional
duties and the good relations promotional duties. The Act,
in particular, requires that the Scheme must include the Boards
Consulting on the draft Scheme (see Chapter 2 below).
Assessing the Boards compliance with the two sets of
promotional duties (see Chapter 3 below).
Consulting on matters to which an equality of opportunity
promotional duty or a good relations promotional duty is likely
to be relevant (See Chapter 4 below).
Ensuring public access to (a) Board information and (b) Board
services (See Chapter 5 below).
Assessing public access to (a) Board information and (b) Board
services (See Chapter 6 below).
Monitoring any adverse impact (on the equality of opportunity
promotional duties) of Board policies. (See Chapter 6 below).
Assessing (and consulting on) the equality of opportunity
impact of Board policies (See Chapter 7 below).
Training of Officers (See Chapter 8 below).
The publication of:
This Scheme (See Chapter 3 below).
Results of monitoring (See Chapter 6 below).
Results of equality impact assessment (See Chapter 7 below).
Establishing a complaints procedure (See Chapter 9).
The Board is committed to the fulfilment of its Section 75
CONSULTATION ON THE DRAFT SCHEME
Paragraph 5 of Schedule 9 of the Act provides that, before
submitting a draft Equality Scheme to the Commission, the
Board shall consult, in accordance with any directions given
by the Commission:
representatives of persons likely to be affected by the Board
such other persons as may be specified in the directions.
The Board has widely publicised its willingness to consult
on the draft scheme with a broad range of interested bodies.
Direct mail shot to the bodies listed at Appendix A;
Directly by telephone contact the bodies listed at Appendix
Holding a "drop in session" for the bodies listed
in Appendix A.
As a result of this consultation process the Board received
comments from a considerable number of consultees. A summary
of the submissions and the Boards responses are included
in Appendix C.
This Chapter explains the Boards arrangements for assessing
its compliance with each of the equality of opportunity promotional
duties and each of the good relations promotional duties.
The Chief Executive, Mrs Helen McClenaghan has a responsibility
to the Board to ensure that the Board fully complies with
this Scheme. Operational responsibility rests with the Boards
Head of Corporate Services, Mr Terry Heron, who is a
member of the Boards Senior Management Team.
Each member of the Senior Management Team is responsible to
the Chief Executive for ensuring that his/her Business Units
fully comply with this Scheme.
An Equal Opportunities Promotional Unit, reporting to the
Chief Executive will be established within the Board (Discussion
is currently ongoing to determine whether an Equal Opportunities
Promotional Unit is to be established on a five Board basis).
In particular, in the context of the equality of opportunity
promotional duties, the Unit will have:
an advisory role ensuring priorities are identified;
a priority setting role; and
a duty to keep the Chief Executive regularly informed of progress
and problems in the implementing of the equality of opportunity
promotional duties in the Board; that duty will be discharged
by providing regular written reports.
The Board will screen all proposed policy proposals in accordance
with Chapter 7 Paragraph 7.4.
No policy proposal will be presented to the Board unless it
has been screened and if appropriate impact assessed. This
rule will be subject only to very limited exceptions; for
example an exception would be justified in circumstances of
considerable urgency. However in these cases a subsequent
screening and (if necessary) impact assessment will be carried
The Board will carry out a systematic review of all its existing
policies to determine whether the equality of opportunity
dimension and good relations are central to any of them. The
process and timetable set out in Chapter 7 will be followed.
Objectives and targets relating to the statutory obligations
will be integrated into the Boards Corporate and Business
Plans. Progress on Business Plan objectives will be monitored
every six months. A review of past performance is an integral
part of the annual business planning process.
The Board will conduct an annual review of progress made
in implementing the Scheme and in complying with the Statutory
Duty. This report will be sent to the Equality Commission
to assist it in compiling its own Annual Report as required
by sub paragraph 5(1) (b) of Schedule 8 of the Act. The Board
will liaise with the Equality Commission with a view to ensuring
progress is maintained.
The Board will communicate to and train its staff on the requirements
of the statutory obligations and how they can be implemented.
The Board will set and monitor individual objectives for staff
with responsibility for policy development and training.
Details of progress each year will be contained in the Boards
Paragraph 4(2)(a) and (b) of Schedule 9 to the Act requires
the Board to state, in its Scheme, the Boards arrangements
for consulting on matters to which an equality of opportunity
promotional duty, or a good relations promotional duty, is
likely to be relevant (including details of the persons to
be consulted). That statement is set out in this Chapter.
The Board will consult with the Equality Commission and the
Community Relations Council, as appropriate, on any issue
which it believes to be relevant to the fulfilment of its
statutory obligations and it will take account of any proposals
from those bodies arising from such consultation.
As an integral part of the detailed equality impact assessment
the Board will consult with relevant public sector organisations
and representative groups of the Section 75 categories. For
each consultation, the public sector bodies and representative
groups will be identified from the list included at Appendix
A of this Scheme. This list is not exhaustive and may be amended
in the light of experience. The Board will work with representative
groups and individuals of the Section 75 categories in order
to identify how best to obtain their views.
In addition to consultation on equality impact assessments,
the Board may also from time to time have a need to consult
on matters to which an equality of opportunity promotional
duty or a good relations promotional duty is likely to be
relevant. For such consultation the public sector bodies and
representative groups will be identified from the list included
at Appendix A.
Consultation will commence as soon as possible to allow adequate
time for groups to consult among themselves. The Board will
aim to provide a period of response of at least two months.
However, there may be circumstances when this time scale is
not feasible for example in circumstances of considerable
urgency. Such circumstances will be monitored, kept under
review, justified very clearly and detailed in the Boards
Annual Review to the Equality Commission. The Board will also
be sensitive to the different needs and customs of consultees.
Normally, consultations will be initiated through the publication
of written proposals. In consulting on any matter to which
this scheme relates, the Board may also use any of the following
surveys of service users and potential service users;
releases and advertisements;
or ad hoc consultative fora;
invitation to groups;
The Board acknowledges the importance of full participation
in any meetings that are held as part of the consultation
process. In organising such meetings the Board will give specific
consideration to the following:
time of day when meeting is held
the appropriateness of the venue and in particular whether
it can be accessed by those with disabilities
accessibility of the language and the format of information
and the necessity of a signer
the provision of childcare
how the meeting is to be run.
The Board will provide relevant quantitative and qualitative
data, where available, in order to facilitate meaningful consultation.
Any specially commissioned research for impact assessments
will be made available.
The Board will adopt specific approaches in its consultation
with young people and those with learning disabilities directing
such consultation through schools, the youth service and projects
engaging young people being educated otherwise than at school
throughout its area. The Board will take account of the Youth
Council for Northern Irelands guidance on consulting
with young people. The Board will give due consideration on
how best to consult with people with learning disabilities.
An Inter-Board Working Group comprised of senior officers
has been established to prepare guidance on this issue.
The Board will ensure that there are no barriers to the consultation
process. Information will be available on request in accessible
formats such as Braille, disk and audio cassette and in minority
languages to meet the needs of those who are not fluent in
English. The Board will ensure that systems are put in place
to make information available in accessible formats and in
a timely fashion. Previously, requests for information in
an alternative format were dealt with on an individual basis.
An Inter-Board Working Group is being established to address
the provision of a system for providing information in alternative
formats. The Working Group will review arrangements
for providing information in alternative formats.
ENSURING PUBLIC ACCESS TO INFORMATION AND SERVICES PROVIDED
BY THE BOARD
Paragraph 4(2)(f) of Schedule 9 of the Act requires the Board
to state, in its Scheme, its arrangements for ensuring public
access to information and to services provided by the Board.
statement is contained in this Chapter.
The Board is committed to effective communication with
the public. It recognises, however, that there is a risk that
some sections of the public will not enjoy equality of opportunity
in accessing information provided by the Board. There are
four particular risk areas:
with sensory and learning disabilities;
of ethnic minority groups, who are not fluent in English;
who read newspapers predominately associated with one section
of the community;
and young people.
The Board will, within the first year following commencement
of this Scheme undertake an assessment of its arrangements
for providing information in Braille, large print, audio cassette,
text phones and minority ethnic language formats for those
who are not fluent in English. The assessment will take account
of the likely demand for information in such formats across
its direct services and key policies together with resource
implications and make recommendations on how public access
to information might be improved. Consideration will also
be given to how best to communicate information to young people
and those with learning difficulties.
With a view to ensuring public access to the Boards
accommodation which is open to the public, the Board will
maintain a welcoming and harmonious environment. Due regard
will be given to the relevant provisions of the Disability
Discrimination Act 1995.
In disseminating information through the local press,
the Board will ensure that press statements and public advertisements
are accessible to both main communities.
Following approval of the Scheme by the Equality Commission
this Scheme will be published in a manner which will ensure
equality of access to the information which it contains. The
Board will publish its Scheme in hard copy, on a floppy disk,
on audio cassette, in Braille and on the Boards website
at www.selb.org. Copies of the Scheme will be forwarded to
the bodies listed in Appendix A and a prominent press advertisement
will be issued at the time of the Schemes official publication.
Specific consideration will be given on how best to communicate
the Scheme to young people and those with learning disabilities.
If the Board becomes aware that individuals or groups
have difficulty in accessing the Scheme, the Board will, in
consultation with those affected, endeavour to address such
Paragraph 4(2)(c) of Schedule 9 of the Act provides that the
Boards Scheme must state the Boards arrangements
for monitoring any adverse impact, in relation to the promotion
of equality of opportunity, of policies adopted by the Board.
That statement is set out in this Chapter.
Paragraph 4(2)(f) of Schedule 9 of the Act provides that the
Boards Scheme must state the Boards arrangements
for assessing public access to information and to services
provided by the Board. That statement is also set out in this
Knowledge of the uptake of services provided by the Board
and the impact of its policies on the different groups within
the Section 75 categories will be of assistance in assessing
progress towards equality of opportunity. Within one year
of approval of this Scheme, the Board will assess the extent
of existing monitoring and the scope for extending it to meet
the new obligations imposed by the Act. In addition to the
value of any further information required for assessing progress
towards equality of opportunity and public access to Board
information and services, this review will also take into
account the following factors:
of the public to supply information;
of proxy measures eg. postcode analysis.
In some cases an equality impact assessment may identify
an anticipated adverse impact on particular groups within
the categories listed in Section 75. Assuming that no alternative
policy is feasible, steps will be taken, wherever possible,
to mitigate such anticipated adverse impact. The Board may,
in these circumstances, commission special monitoring to confirm
the extent of the differential adverse impact and/or the success
of any mitigating measures. Information collected in this
special monitoring will be taken into account in any future
review of the policy.
In conducting monitoring the Board may use the following
from the Department of Education, Department of Culture
Arts and Leisure, Department of Further and Higher Education
Training and Employment;
information from Great Britain or Europe;
studies and other appropriate indices;
The Board will make publicly available the outcome of any
monitoring undertaken in relation to paragraphs 6.3 and 6.4
above. This material will be accessible on the Boards
Internet Website www.selb.org. It will also be available in
printed form and in alternative formats from the Boards
Headquarters through a request in writing to the Boards
Chief Executive. The availability of such reports will be publicised
through press releases and in the Boards libraries.
EQUALITY IMPACT ASSESSMENTS
For the purposes of this Scheme, the Board has defined a "policy"
as being any "decision" taken as to how the Board
should fulfil its functions both statutory and non-statutory
(other than individualised decision taking) and includes unwritten
as well as written policies. In conducting its business, the
Board has a statutory duty to implement policies from external
sources, namely the Department of Education, the Department
of Further and Higher Education Training and Employment and
the Department of Culture, Arts and Leisure as well as formulating
its own. It is the Boards view that where it is required
to implement a policy by another public authority that the
implications of that policy on equality of opportunity and
good relations should be addressed by the source through a
process of partnership with the Board.
Equality Impact Assessment Duty
The equality impact assessment duty is contained in paragraph
4(2)(c) of Schedule 9 of the Act. This requires the Board
to state, in this Scheme, its arrangements for assessing and
consulting on the likely impact, (on the promotion of equality
of opportunity), of existing or proposed Board policies. That
statement is set out in this Chapter.
The Board is committed to carrying out a systematic review
of all its existing and proposed policies.
In fulfilling its statutory obligations the Board intends
to adopt a four stage approach:
1 - Screening of Policies;
2 - Timetable for setting priorities;
4 - Detailed report in the Annual Report to the Equality Commission.
Stage 1 Screening of Policies
purpose of screening, in relation to a particular policy,
is to consider whether or not the policy, in practice, has
the potential to significantly affect the prospects for success
or failure in relation to one or more of the equality of opportunity
promotional duties. That issue should be separately considered
in the context of each of the equality of opportunity promotional
duties. In considering the issue, in relation to any such
duty, due regard should be paid to the following questions:
Is there any evidence of higher or lower participation or
uptake by different groups?
Is there any evidence that different groups have different
needs, experiences, issues and priorities in relation to the
particular policy issue?
Is there an opportunity to promote equality of opportunity
between the relevant different groups, either by altering
the policy, or by working with others, in Government, or in
the larger community, in the context of the policy?
Have consultations with relevant groups, organisations or
individuals indicated that policies of that type create problems
specific to any relevant group?
the answer to any of the criteria set out above is positive,
the Board will consider whether to subject the policy to an
equality impact assessment. The Board considers that not all
its policies require a detailed equality impact assessment
to be undertaken and believes that only those policies which
may present a significant risk to the statutory duty in Section
75 (1) of the Act to "have due regard to the need to
promote equality of opportunity" should be subject to
such detailed assessment.
Stage 2 Timetable for setting priorities
screened its policies as outlined in Stage 1 and identified
which policies it believes should be subjected to full impact
assessment (taking into consideration the comments contained
in paragraph 7.1 above), the Board proposes to prioritise
these impact assessments.
determining priority the Board will consider the following
on peoples daily lives;
on economic, social and human rights;
own best value programme;
timetable established by other relevant statutory agencies
in relation to common functions eg. Youth services;
of expenditure incurred by the policy.
Stage 3 Consultation
Board will carry out stages 1 and 2 within 6 months of submitting
its Scheme to the Equality Commission. It will then consult
with the organisations listed at Appendix A on the results
of the screening and its time tabling prioritisation exercise.
Stage 4 Report of the Screening Exercise
Board will prepare a detailed report of the screening and
consultation exercise in its annual report to the Equality
Commission. The report will detail the policies proposed by
those consulted as appropriate for impact assessment and also
those which have not been so included and why. The timetable
arrived at for equality impact assessment following consultation
will be included in the report of the screening exercise.
During the period of 12 months following the commencement
of this Scheme the Board currently anticipates that the following
proposed policy will require equality impact assessment:
Other proposed policies may be developed during the five year
period which cannot yet be specified. Any proposed policies
will be screened for impact assessment using the criteria
identified at paragraph 7.4 above.
methodology which will be used for an equality impact assessment
is set out below.
Overview of The Impact Assessment Process
The impact assessment process will normally include each of
the following stages:
of available data and research;
in the context of the assessment;
of methods to mitigate any adverse impacts of the policy
of alternatives to the relevant policy (or proposed policy).
Available Data and Research
At this stage of the impact assessment process, due account
will be taken of each of the following:
The outcome of any relevant monitoring;
Any available data and/or research which is likely to be helpful
in assessing any impact of the proposed policy in the context
of any of the equality of opportunity promotional duties.
In some circumstances, it may be thought appropriate to commission
new data and/or new research, for the purpose of facilitating
Consultation - Impact Assessments
Impact assessment consultation will be carried out in accordance
with good practice, any relevant legal requirements and the
general principles set out in Chapter 4, paragraphs 4.7 and
The Board will use such methods of consultation as it considers
to be best suited to facilitating effective consultation,
in all the circumstances of the particular policy. In some
circumstances, it may be thought appropriate to facilitate
invitation to groups which are likely to be interested in
and able to represent interests and views which would otherwise
be inadequately represented;
advertisements in the press, and/or
or ad hoc consultative fora.
For each policy the public sector and representative groups
to be consulted will be drawn from Appendix A. In addition
any other bodies, groups or individuals who in the
opinion of the Board are directly interested in the policy
will be consulted.
The outcome of any impact assessment consultation will be
brought to the attention, in writing, of the relevant decision
Assessment of Impacts
The Board acknowledges that relevant, reliable and up-to-date
information is essential but that this alone does not provide
reasons or explanations for differences. Consequently, the
Board will use the data from its information gathering process
outlined above, to determine whether there is or is likely
to be an adverse impact, whether direct or indirect, upon
the relevant group(s).
If an adverse effect on the relevant categories can be
identified, the Board will take legal advice on whether the
policy is unlawfully discriminatory, taking into account that
some policies are intended to increase equality of opportunity
by requiring or permitting affirmative or positive action,
or action to redress disadvantage.
Acting on legal advice, the Board will decide how it can
ensure that it is acting within the law.
In keeping with the Equality Commissions guidance, where
a policy is found not to be unlawful, the Board will consider
how to respond in light of the adverse impact identified.
The guidance suggests that if the policy is intended specifically
to address the needs of a particular group, it may well be
justifiable, indeed necessary, in order to promote the equality
of opportunity of that group. If this is not the case, the
Board will consider whether there are any alternative measures
which would achieve the desired aim without the adverse impact
If the policy (or proposed policy) seems likely to have the
effect of creating or broadening any relevant inequality of
opportunity, the Board is under a duty, as part of the impact
assessment process, to consider measures to mitigate any such
In considering mitigation, the following two questions will
Is it possible to lessen the severity of the relevant adverse
impact within the policy (or proposed policy) as originally
If it is not possible to do so, or if it is decided not to
do so, consideration will be given to whether there is any
other remedy which can be provided to the relevant group.
The consideration of mitigation, and the conclusions arrived
at in the course of that consideration, will be documented.
As part of the process of assessing the impact of any particular
policy (or proposed policy), consideration will be given to
any alternative policies which might be a better means of
carrying out any of the relevant equality of opportunity promotional
Such alternative policy options will be considered separately
in relation to each of the equality of opportunity promotional
duties and only if either of the conditions below exist:
is currently a significant inequality of opportunity between
people within the relevant groups; or
is reason to believe that the policy (or proposed policy),
if left unaltered, may lead to significant inequalities
The consideration of alternative options, and the conclusions
arrived at in the course of that consideration will be documented.
making any decision on an existing or proposed policy, the
Board will take into account any relevant impact assessment
and the outcome of the associated consultation. This is a
statutory requirement under paragraph 9(2) of Schedule 9.
The results of every Impact Assessment will be published and
the availability of such reports will be publicised in local
print media and the Boards website www.selb.org. Each
such report will contain the following information:
aims of the relevant policy (or proposed policy).
of any consideration given by the Board to mitigation.
of any consideration given by the Board to alternative policies.
The information detailed above will also be available
by request in alternative formats.
Board is committed to monitoring the impact of all proposed
and existing policies in order to find out the effects on
the relevant group(s). The availability of this monitoring
information will be publicised. If the monitoring and evaluation
shows that the policy results in greater adverse impact than
predicted, or if opportunities arise which would allow for
greater equality of opportunity to be promoted, the Board
will ensure that the policy is subsequently revised.
Paragraph 4(2)(e) of Schedule 9 of the Act requires the
Board to state in its Scheme its arrangements for training.
That statement is contained in this Chapter.
Training will play a major part in the implementation of this
Scheme. In particular:
Such training will emphasise the Boards commitment to
the effective implementation of the Scheme;
Such training will contribute to an understanding by Officers
of their personal responsibility (in the context of the carrying
out of the duties of their particular post) to assist in the
effective implementation of this Scheme;
Training for those engaged in consultation exercises will
be developed in consultation with the affected groups.
Training will be provided both for Board Members and for Officers.
Training on this Scheme will be integrated within the general
training programme of the Board.
Although the contents and methods of each course will
obviously vary in the light of the particular roles and functions
of each set of course participants, the over-riding objective
will be the same. That objective is to ensure that the Board
fully and effectively implements this Scheme and that Board
Officers are fully aware of their responsibilities in that
Following the receipt of further guidance on training, the
Board will be drawing up a planned programme of its delivery
as per the Equality Commissions published Guidelines
key objectives of this training plan will be:-
To prepare a detailed training plan for all of the Boards
staff over the 5 year period to which the Equality Scheme
refers to achieve the objectives outlined below;
To raise awareness of current anti-discrimination legislation
in Northern Ireland, including the provisions of Section 75,
Schedule 9 and Section 76 of the Northern Ireland Act 1998.
This should include an explanation of the duties and their
implications for all employees;
To provide these employees involved in the screening of policies
with the necessary skills and knowledge to do this work effectively;
To provide those employees involved in the equality impact
assessment of policies with the necessary skills and knowledge
to do this work effectively.
To provide those employees who deal with complaints in relation
to the implementation of the Boards Scheme, with the
necessary skills and knowledge to investigate and monitor
To provide those employees involved in the consultation processes
with the necessary skills and knowledge to do this work effectively;
To provide those employees involved in the implementation
and monitoring of the effective implementation of the Boards
Equality Scheme to do this work effectively.
To provide more focused training for staff in management roles,
and other specialist staff, such as trainers, lawyers and
staff involved in research and data collection, policy development,
service design, monitoring and evaluation.
To evaluate the extent to which all participants in this training
programme have acquired the necessary skills and knowledge
to achieve each of the above objectives.
A copy of this Scheme will be provided to all staff.
Paragraph 10 of Schedule 9 of the Act provides that the Boards
Scheme must state the Boards arrangements for dealing
with complaints arising from a failure to comply with the
scheme. That statement is contained in this chapter.
When a person believes that he/she has been directly affected
by a failure of the Board to comply with this Scheme, he/she
should in the first instance bring his/her complaint to the
attention of the Boards Chief Executive, Mrs Helen McClenaghan,
The Southern Education and Library Board, 3 Charlemont
Place, The Mall, Armagh, BT61 9AX.
028 3751 2200, fax 028 3751 2535, e-mail firstname.lastname@example.org.
The Board will investigate the complaint or give the complainant
reasons for not investigating it. Where the Board investigates
the complaint it will seek to provide a substantive response
to a complaint normally within one month from the date of
receipt of the complaint.
Where a complainant claims to have been directly affected
by the failure of the Board to comply with this Scheme, the
complainant will be informed of his/her right to refer the
matter to the Equality Commission.
The Board will monitor complaints that it has not complied
with this Scheme.
SUMMARY ACTION PLAN AND TIMETABLE
4(3)(b) of Schedule 9 of the Act provides that the Boards
Scheme must state the Boards timetable for measures
proposed in the Scheme. That timetable is set out in this
following timetable summarises the measures which the Board
proposes to take during the five years following the commencement
of the Equality Scheme.
Seminars for Staff
Statutory Duty Co-ordinating Group formed
of Draft Equality Scheme
placed in newspapers with invitation to consult.
on Draft Equality Scheme.
to consultation considered. Scheme amended and submitted
to Equality Commission.
programme commences and is ongoing
of all existing Policies
to Equality Commission of Report on Screening Exercise
of monitoring arrangements
of arrangements for providing information to the public
of Scheme continues
of Annual Report to Equality Commission
of Scheme continues
of Annual Report to Equality Commission
of Scheme continues
of Annual Report to Equality Commission
of the Scheme continues
of 5 yearly review to Equality Commission
FIVE YEARLY REVIEW
Board is committed to conducting a formal review of the Scheme
within 5 years of its approval by the Equality Commission.
A report of the review will be forwarded to the Equality Commission.