Tower Hamlets is a diverse, multicultural inner London borough.

EastendHomes (EeH) recognises and welcomes this diversity and the many benefits it brings to the area.

As an organisation, EeH aims to promote an understanding and appreciation of equality and diversity issues and to ensure that our employees have a good appreciation of these issues.

We will also strive to promote an understanding and appreciation of equality and diversity in the communities we serve and our strategies and policies on these key issues will assist us in achieving this objective.

EeH is committed to eliminating discrimination on the grounds of:

• Class
• Age
• Disability
• Colour, ethnic origin, nationality, national origin or race.
• Gender
• Transgender / Transsexual
• HIV / AIDS status
• Marital status
• Faith
• Caring responsibility for dependants
• Sexuality
• Offending Past

EeH is committed to developing services in ways which promote equality and we will work positively to achieve this.

Our Equality and Diversity Strategic Framework sets out how we will develop and provide services which meet the needs and expectations of all residents on our estates and how our staff will demonstrate equality in their day-to-day work.

This Strategic Framework uses a definition of BME that includes all non white British communities and this is the definition that is used in all target setting and monitoring throughout EeH

This Strategic Framework is an important part of demonstrating that commitment and ensuring that diversity and equality are integrated in all EeH services and business processes.

Introduction

This Strategic Framework sets out EeH commitment to equality and diversity and how we will work toward achieving our key targets and objectives. The framework will help to ensure we can meet the needs and aspirations of EeHs residents by bringing together the key themes and objectives of EeHs Equality and Diversity Strategies with Tower Hamlets Community Plan and the overall themes which guide the work of the Tower Hamlets Partnership. In turn, these help shape and structure EeH Corporate Plan.

To support the Strategic Framework, a range of other documents are available that help guide the work of EeH in this area. These include:

• Action plans which detail the range of actions that EeH is undertaking to assist us in meeting national good practice standards.
• The Equality and Diversity Strategy which sets out EeHs position on equality and diversity and outlines how it will be implemented.
• Housing Corporation regulatory requirements that EeH must address.
• Specific strategies, schemes and statements that address individual diversity themes such as:

The Black and Minority Ethnic (BME) Strategy

The Disability Equality Scheme

The Gender Equality Scheme

The Aids and Adaptations Policy

The Profiling Strategy

The Interpretation, Translation and Communication Needs Policy

The Safe and Well strategy

The Vulnerability Strategy

The Equality and Diversity Strategic Framework is therefore an overarching document which will assist EeH in meeting our key objectives. The Strategic Framework will be subject to monitoring and review in response to changing information, legislation and as a result of resident feedback and experience. The Strategic Framework will cover the period up to 2012 and will be subject to annual review and updating by the board of EeH

EeH Corporate Vision and Values

EeHs vision is to achieve the comprehensive regeneration of our estates and to bring about a sustained improvement in the homes and quality of life for residents.

To help achieve this EeH will:

• Give active support to our communities to enable their involvement in service development and decision making, and shaping our services to meet the needs of all;
• Monitor and evaluate our performance, systems and procedures to ensure equality of access and that they meet the diverse needs of all our residents;
• Work with our residents of EeH estates, LBTH and other organisations to contribute to the delivery of equality and diversity objectives, such as community cohesion.

The core values which support, inform and guide our work at all levels in the organisation are:

• We value and support resident involvement.
• We recognise and value the commitment and hard work by our staff.
• We will always strive to provide the best possible service.
• We welcome and support diversity and we are committed to equality.
• We want to improve and succeed in all aspects of our work.

EeH recognises that we will need to explore new ways of working and that this will involve opening the organisation up to both external and internal challenge in the way that local services are provided, to ensure that local communities receive appropriate services which reflect local needs.

EeH will aim to maximise the impact of the Strategic Equality and Diversity Framework overall by working with local partners and investing our resources in local initiatives which will assist in developing a skilled workforce for the future.

All of the strategies and policies in respect of the key diversity themes are supported by action plans and these will assist in directing resources towards achieving our objectives.

Equality and Diversity Strategy: The Tower Hamlets Context

Tower Hamlets is one of the most culturally rich and diverse boroughs in the United Kingdom. It is also one of the poorest boroughs in the UK with high unemployment that is twice the inner London average; over 70% of tenants on housing benefit and some of the most severe overcrowding on social housing estates in the country.

In terms of the population of the borough, black and minority ethnic (BME) communities comprise almost half the population, with the Bangladeshi community comprising the single largest ethnic minority group at 34%. In addition, 6% of the population are from Afro Caribbean background and the borough also has a growing Somali population.

Around 22% of Tower Hamlets population are under 15 years of age compared with 18% for inner London and England. In particular, the 20-34 year old age group represents 34% of the total borough population compared to 20% for England as a whole, and 76% of young people in the borough are from minority ethnic communities.

• In terms of disabilities, census data indicates that around 31% of the population of Tower Hamlets are identified as having some form of disability.
• EeH is committed to partnership working with Tower Hamlets to address the challenges and key diversity and equality issues in the borough. Our Corporate Plan therefore reflects the key themes and priorities identified in Tower Hamlets Local Strategic Partnership (LSP).

Currently, EeH is undertaking our first comprehensive resident profiling exercise, which will provide a range of information on the make up of our estates and the diversity of our communities on those estates. We will use the information obtained from this profiling exercise to tailor service provision to meet the diverse needs of our customers and to ensure that ourservices are accessible to all of our customer base.

At the present time, our estate specific information is limited to data obtained during the tenant and leaseholder status survey which was undertaken in 2007. These have provided the following information:

Tenants:

Disability:

41% of tenant households have at least one member who has a long term illness, health problem or disability, 83% of these state that their disability limits their daily activity. 4% of households have at least one member who uses a wheelchair.

Leaseholders:

Disability in Leaseholder sector:

28% of leaseholders have at least one member who has a long term illness, health problem or disability, 84% of these state that their disability limits their activity in some way. 3% of households have at least one member who uses a wheelchair.

Strategic Objectives

The key aims of the Equality and Diversity Strategic Framework are aligned with EeH strategic objectives set out in the table below.

Roles and Responsibilities

There are a number of key roles and responsibilities that are necessary to ensure the effective implementation of the policies and strategies that make up the Strategic Framework.

The Role of the Board

The Board of EeH is fully committed to promoting equality and diversity across the full range of service provision and to tackling discrimination of any type. The Board will ensure that it:

• Provides effective leadership in respect of equality and diversity;
• Has a commitment to achieving board membership which reflects the diversity of the communities on EeH estates;
• Develops training and support programmes for new and existing board members to assist them in developing an effective role on the board.
• Has a principle of achieving equality and diversity that is given appropriate attention by setting targets and performance indicators to measure the effectiveness of the organisation.
• Ensures that all committees and sub committees and local boards adhere to the principles of equality and diversity as set out in EeH Equality and Diversity Strategy.
• Incorporates the National Housing Federation’s Code of Governance to ensure that all working practices and business activities reflect the principles of equality and diversity.

The Role of the Chief Executive and the Senior Management Team (SMT)

The Chief Executive has responsibility for ensuring the effective implementation of the Equality and Diversity Strategic Framework. Through committed leadership, the Chief Executive will establish an organisational culture in which the Equality and Diversity Strategic Framework can operate effectively.

The Service Directors are individually and collectively responsible for ensuring that the Equality and Diversity Strategic Framework is fully implemented by EeH corporately.

The Directors are also responsible for providing effective leadership to the organisation in terms of an effective focus on equality and diversity in service provision.

The Chief Executive has taken personal responsibility as the Champion for Equality and Diversity in EeH

The Role of EeH Managers

Managers are collectively responsible for the implementation of operational arrangements necessary to achieve EeH equality and diversity objectives within their areas of responsibility, including services and activities carried out by contractors on behalf EeH.

Managers will promote a regular, consistent message and ethos in order to ensure that EeH is recognised as an organisation which is fully committed to equality and diversity.

Managers will work to increase awareness of equality and diversity issues amongst employees in order to ensure that they appreciate the contribution they can make. This will include undertaking impact assessment in their service areas to assess potential areas of negative impact on the various diversity strands and to produce plans to address particular areas of concern, where required.

The Role of the Equality and Diversity Group

The internal Equality and Diversity Group consists of representatives from all areas of EeH and meets on a quarterly basis to monitor the progress of action to promote equality and diversity.

The Role of EeH Employees

All employees of EeH, irrespective of the position held, have a responsibility to ensure that equality and diversity considerations are central to all aspects of service provision in the organisation.

In addition, employees are encouraged to respect and value the differing and diverse skills of individual colleagues in ensuring that appropriate and effective services are provided to residents.

Employment

EeH will:

• Work toward developing an employee profile that reflects the diversity of a community it services. We will adopt recruitment, support and retention practices to ensure that this profile remains representative in the future.
• Ensure our recruitment policy is to employ the most suitable person for each position and that the principle to equality of opportunity is central to this process.
• Eliminate all forms of discrimination in the areas of recruitment and employment and take positive measures to encourage employees and potential employees from under-represented groups to take up employment with EeH
• Ensure that all applicants who consider themselves to have a disability and meet the essential criteria for a post will be offered an interview and measures adopted to take account of individual needs.
• Ensure that job applicants and employees are provided with suitable access to buildings and premises, ensuring that the requirements of Disability and Discrimination Act 1995 are met.
• Ensure training programmes on aspects of equality and diversity are mandatory for all employees and involve employees in regularly reviewing this training.
• Value all our employees and provide them with the skills and training to do their job well and provide them with the opportunities to progress and develop within the organisation.

Meeting Housing Need

• EeH will work with Tower Hamlets Council and other partners in the Common Housing Register to identify and address differing housing and related needs of local communities through a range of options and initiatives to provide affordable housing.
• Be committed to a choice based letting scheme that promotes opportunity and choice, considers appellants’ needs and encourages the development of sustainable and balanced communities.
• Assist Tower Hamlets Council in developing its Housing Strategy and help remove barriers that may discourage applicants to the Common Housing Register from certain groups or communities.
• Ensure that our transfer policy and related procedures do not discriminate directly or indirectly in relation to gender, sexual orientation, marital status, race, colour, ethnic origin, nationality, religious belief, age disability or any other reason.

Service Provision

EeH is committed to providing effective and efficient housing services which are appropriate and sensitive to the diverse needs of local communities. We will achieve this by:

• Treating people fairly regardless of gender, sexual orientation, marital status, race, colour, ethnic origin, nationality, religious belief, age disability, caring responsibilities, HIV status, appearance or any other reason, in all aspects of service delivery and access to services.
• Promoting positive relations between people regardless of gender, sexual orientation, marital status, race, colour, ethnic origin, nationality, religious belief, age disability, caring responsibilities, HIV status, appearance or any other reason.
• Responding seriously to, and investigating complaints of bullying, harassment, discrimination, victimisation or domestic abuse.
• Obtaining information and data on the diversity of the communities and residents on EeHs estates.
• Carrying out impact assessments on key policies and service areas in EeH
• Promoting social inclusiveness through partnership working with Tower Hamlets Council and other registered social landlords to establish housing support needs and preferences to meet the diverse needs of local communities.
• Providing periodic reports to the main EeH Board and local estate boards on how we are working towards developing services which meet the diverse needs of local communities.
• Ensuring that residents have suitable access to our local housing office ensuring that the requirement of a Disability Discrimination Acts 1995 and 2005 are met.

Resident and Community Involvement

EeH is committed to ensuring that resident involvement is at the heart of service provision and governance arrangements. EeH will:

• Ensure resident involvement and participation includes incorporating BME residents’ views, expectations and aspirations regarding our services.
• Ensure that residents have the opportunity to participate in developing our Equality and Diversity Strategy.
• Reflect the views and expectations of local residents in service planning in monitoring performance and improving standards.
• Work with and support community groups and tenants and residents associations to help ensure that equality and diversity principles are integrated in their terms of reference and community initiatives.
• Work towards ensuring that all groups are able to become involved in our activities regardless of gender, sexual orientation, marital status, race, colour, ethnic origin, nationality, religious belief, age disability, caring responsibilities, HIV status, appearance or any other reason.
• Provide a range of opportunities for all residents to be involved in participation and consultation in relation to service provision and review.
• Provide translation and interpretation services that encourage and facilitate involvement from all residents and service users. These services will be publicised to all EeH employees to encourage usage.

Contractors, Consultants and Suppliers

EeH will:

• Ensure that contractors, consultants and suppliers adhere to the Procurement Policy and the Housing Corporation’s Regulatory Code and Guidance in relation to equality and diversity.
• As a criteria for award of work or contracts and as a condition for doing business, specify our requirements of contractors, consultants and suppliers in meeting equal opportunities legislation and eliminating all forms of discrimination.
• Develop targets and performance indicators for promoting equality and diversity in service areas where contractors and consultants are employed.
• Develop standard contract arrangements with contractors, consultants and suppliers that address equality and diversity principles in accordance with the Egan Report “Rethinking Construction”.

Consultation and Communication

As part of our ongoing commitment to consultation and resident involvement.

EeH will:

• Seek the views of residents and employees on our policies in a variety of different ways, including at our Service Review Board and local estate boards.
• Ensure that information is provided to residents in plain English and is available in a range of appropriate languages and formats, including Braille, large print, compact disk (CD) and audio cassette. The Language Line and Type Talk services are available and induction loops provided at all local housing offices; these will be publicised to encourage usage. Further information is contained in the Access to Services Strategy, which is available on our website.
• Involve residents in setting and monitoring performance indicators and carrying out service reviews as required.
• Ensure that residents are involved in ways which they choose, in accordance with EeH Resident Involvement Strategy, ensuring equality of access for consultation and involvement.
• Coordinate the implementation of this policy through its internal and external Equality and Diversity Groups to ensure that equality and diversity remains at the heart of EeH service provision.

Monitoring and Review

EeH will develop good practice initiatives in service provision and will benchmark current practices and performance against other organisations, seeking new ideas and innovation in support of continuous improvement.

EeH will regularly evaluate the implementation progress of the Equality and Diversity Strategy and Action Plan through external and internal processes and benchmarking.

The Board will maintain an overview of progress on equality and diversity through the quarterly Service Review Board progress report.

The Equality and Diversity Strategic Framework will be formally reviewed on an annual basis by the EeH Board to ensure targets are being achieved or are revised in the light of new information and new legislation, and that EeH is continuing to provide appropriate services to all sections of the community.