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NORTHERN IRELAND LOCAL GOVERNMENT
OFFICERS’ SUPERANNUATION COMMITTEE
EQUALITY SCHEME
April 2001
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CONTENTS
Foreword
Assessing Compliance with s75 duties
Appendices
FOREWORD
Since 1950 NILGOSC has been
administering the pension scheme for local government employers and admitted
bodies in Northern Ireland. The quality of this service is of the highest
importance to the NILGOS Committee.
NILGOSC is fully committed to
equality of opportunity which is an important element of the quality service we
offer. This commitment includes our intention to fully comply with the
statutory obligations set out in Section 75 and Schedule 9 of the Northern
Ireland Act 1998.
NILGOSC continues to ensure
that equality issues are part of our normal business procedures. This Equality
Scheme sets out how we intend to fulfil new duties required of public
authorities to promote both equality of opportunity and good relations.
The NILGOS Committee will make
all necessary resources available to implement the Equality Scheme and will
ensure that the results of its operation will be reflected in our corporate
plan. The Committee will also monitor compliance with the Scheme on an annual
basis and review the Scheme at the end of its first cycle.
John Galbraith
Chairman
April 2001
Deane Morrice
Secretary
April 2001
1. Introduction
1.1 Section
75 of the Northern Ireland Act 1998 ("the Act") requires NILGOSC, in carrying
out its functions, to have due regard to the need to promote equality of
opportunity:
- between
persons of different religious belief, political opinion, racial group, age,
marital status or sexual orientation;
- between men
and women generally;
- between
persons with a disability and persons without;
and
- between
persons with dependants and persons without.
1.2 In
addition, without prejudice to its obligations above, NILGOSC shall, in
carrying out its functions, have regard to the desirability of promoting good
relations between persons of different religious belief, political opinion or
racial group.
1.3 NILGOSC
is committed to the fulfilment of its Section 75 obligations in all parts of
its organisation. All necessary resources (in terms of finance, staff and time)
will be allocated to ensure that the statutory duties are complied with and
that the Equality Scheme is compiled and implemented effectively and on time.
1.4 This equality scheme sets out how NILGOSC proposes to fulfil
the duties imposed by Section 75 and Schedule 9 of the Act and relates to all
of its functions, powers and duties. NILGOSC will ensure that there are
effective internal arrangements in place to ensure that the duties are
effectively complied with and for monitoring and reviewing progress. This
includes an action plan of which communication and training are key elements.
2. Organisational Structure
2.1 The
Northern Ireland Local Government Officers' Superannuation scheme is managed by
a Committee consisting of 10 members and a Chairperson appointed by the
Department of the Environment. The
Committee meets 11 times per year and its authority to manage the scheme is set
out in the Local Government Pension Scheme Regulations (Northern Ireland) 2000.
2.2 The
Secretary, as Accounting Officer and de facto Chief Executive, is responsible
for the operational management of the organisation and for providing strategic
advice to the Committee. The Secretary
is not a member of the Committee.
2.3 NILGOSC
has three departments, led by a senior manager reporting to the Deputy
Secretary. These departments are
Pensions Administration, Pensioner Payroll and Finance.
2.4 Equality Scheme Responsibilities
2.5 NILGOSC is committed to the fulfilment of
its Section 75 obligations for all of its functions, powers and duties. Statutory responsibility rests with the
Committee. Operational responsibility
lies with the Secretary and he is responsible for the implementation of
administrative arrangements to ensure that the Section 75 duties are complied
with. All necessary resources will be
made available to meet the Section 75 obligations.
2.6 NILGOSC has specific
administrative arrangements for the operation of the scheme.
1. Equality issues within NILGOSC will be co-ordinated by David
Murphy, the Deputy Secretary, who is the first point of contact for the
Equality Commission, anyone requiring information regarding the Equality Scheme
or making a complaint about the operation of the Scheme.
Contact Details
Post: NILGOSC, Templeton House, 411 Holywood Road, Belfast, BT4 2LP.
Phone: (028) 90768025
Fax: (028) 90768790
Email: david.murphy@nilgosc.org.uk
2. The NILGOS Committee will monitor annually the actions taken under
the Scheme and will review the progress of the implementation of the Scheme at
the end of its first cycle.
3. The Secretary, as Chief Executive, is responsible to the Committee
for operating the Scheme The Secretary will chair the Senior Management Team
which will consider each of the policies exposed to screening and oversee the
impact assessment exercises. This Team will also produce the annual report to the Committee and the Equality
Commission. The Senior Management Team meets monthly.
4. The Principles and Action Plans outlined in this Scheme will be
reflected in the NILGOSC Corporate Plan. This plan is reviewed annually by the
NILGOS Committee which assesses performance and sets objectives for the
forthcoming rolling 3 year period.
5. The implementation of the Corporate Plan is monitored and managed
by the Senior Management Team which reviews progress on a quarterly basis as a
standing item. Progress made on Equality issues, including those elements
outlined in the Corporate Plan, will form part of the annual report to the
Equality Commission described at paragraph 5.2.
2.7 Complaints Procedure
2.8 The Committee has an official complaints procedure
which applies to matters relating to the Equality Scheme as well as pension
matters. NILGOSC will ensure that the
complaints procedure is accessible to all by exposing it to an impact
assessment as part of the administration of the pension scheme.
2.9 Any individual with a complaint should
contact the person with whom they have been dealing or his or her Team Manager.
This can be done in writing, by telephone or by personal visit (no appointment
necessary). If the matter is not
resolved the complaint may be made to the Deputy Secretary. However a complaint
about the Equality Scheme should be made directly to David Murphy, the Deputy
Secretary.
2.10 If the
complaint is still not resolved, an individual can make a formal complaint, in
writing, to the Secretary. The
complaint will be answered within five working days. Where this is not possible an acknowledgement will be issued
within five working days to advise of when a reply will be sent.
2.11 The
Committee can then be asked to reconsider the matter. The individual must apply, in writing, within 6 months of receipt
of the previous decision, giving the reasons for the dissatisfaction. The Committee will reconsider the complaint
and inform the individual, in writing, within 2 months, of its decision.
2.12 If an
individual wishes to make a complaint arising because they are a member of one
of the nine s75 categories, but does not wish to be identified, a complaint can
be made on their behalf by a representative.
Summary
of Complaints Procedure
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Stage 1 |
Make
complaint to person you were dealing with or his/her Team Leader |
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Stage 2 |
Make
complaint to Deputy Secretary. Complaints regarding the Equality Scheme can
be made directly to the Deputy Secretary |
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Stage 3 |
Make formal
written complaint to Secretary |
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Stage 4 |
Make
formal written complaint to the Committee |
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Contact
Details |
NILGOSC 411
Holywood Road, Belfast BT4 2LP Tel. (028)
90768025 Fax (028) 90768790 |
3. NILGOSC - Its Role, Functions and Policies
3.1 NILGOSC
performs 2 principal roles:
* The administration of the Local
Government pension scheme in compliance with the Local Government Pension
Scheme Regulations (Northern Ireland) 2000.
* To manage and maintain a fund out of
which the benefits of the scheme are met.
3.2 In
performance of the above roles NILGOSC carries out functions in the following
areas:
* The admittance of eligible employing
organisations to the Scheme
* Collection and investment of income
* Calculation and payment of Scheme
benefits
* Assessment of eligibility for Scheme
benefits under the regulations
* Provision of information to all
stakeholders.
3.3 To
support and implement the above functions and provision of services NILGOSC has
discretion within a number of policy areas:
* Administration of the Local Government
pension scheme within the framework set out in the legislation. A major element
of this policy is the method of communication with our stakeholders.
* Investment of net income
* Matters relating to employment
* Matters relating to the procurement of
goods and services.
These
four areas, which represent the entirety of the service provided by NILGOSC, will
be exposed to an impact assessment.
The
Committee has no discretion over the terms of the pension scheme as set out in
the regulations. The Department of the
Environment is responsible for the Local Government pension scheme regulations.
The Department of the Environment will cover in its Scheme the arrangements for
equality impact assessments of the pension scheme regulations. NILGOSC will
provide such information which may be required by the Department in carrying
out those equality impact assessments and will co-operate with the Department
in equality matters.
4. Consultation
4.1 Consultation with the
Equality Commission, our stakeholders and all those directly affected by our
policies whether or not they have a direct economic or personal interest is an
important element of our Equality Scheme. Our stakeholders are considered to be
our members, pensioners, deferred pensioners, employing authorities, staff,
suppliers and the Department of the Environment.
4.2 Consultation will be undertaken at the following stages:-
1. · Drafting of Equality Scheme and mechanisms to
satisfy s75 obligations
2. · Screening of policies
3. · Impact assessment
4.3 NILGOSC will consult with those listed in Appendix 1 on all
matters relating to the duties imposed by Section 75 of the Act. This includes
the formulation and revision of this Equality Scheme, the assessment of the
impact of policies, and the screening of the elements within policies.
4.4 Whatever methods are used, NILGOSC will ensure that the
consultation is meaningful. That includes the arranging of consultation which
is open, timely and inclusive. Consultation will commence as early as possible
with consideration given to the best method as shown below.
4.5 NILGOSC
will consult on screening and equality impact assessments with its members,
pensioners, employing authorities, trade unions, relevant public sector and
affected groups as necessary including those shown at Appendix
1 and all those directly affected by our policies whether or not
they have a direct economic or personal interest.
4.6 In
addition to consultation on equality impact assessments, NILGOSC will also,
from time to time, have a need to consult on strategies, reviews and other
plans. The bodies listed at Appendix 1 will be included in relevant
consultations of these kinds.
4.7 In
consulting affected groups, NILGOSC will aim to provide a period of response of
at least 8 weeks. However there may be
circumstances when this timescale is not feasible, for example, in order to
ensure continuity of the provision of services in an emergency. Such
circumstances will be monitored, reviewed, justified and reported upon in the
equality annual report.
4.8 In
consulting on any matter to which this scheme relates, NILGOSC will use any of
the following methods:-
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· letter
o
· meetings with the public, in
groups or as individuals
o
· attitude surveys of service
users and potential service users
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· consultative panels
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· press releases/Public notices
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· internet
o
direct invitation to groups
4.9 NILGOSC will work with representative groups and individuals in
order to identify how best to obtain their views. This may involve face to face
meetings, advisory groups, surveys, consultative panels, internet discussions
and other innovative ways of consulting as there will be different ways of
consulting for different groups and it will be important to establish the basis
for dialogue and engagement during the life of the Scheme.
4.10 NILGOSC considers it particularly important that sufficient,
timely and appropriate information is provided to enable all affected groups
and individuals to consider the full implications of proposals and it will take
steps to ensure this. This will include any qualitative, quantitative and other
documentation including consultants reports.
4.11 Information will be available, on request and in consultation
with the affected groups, in alternative formats (such as minority languages
and audio cassette) to ensure there are no barriers to consultation and that
any person requesting an alternative format has the same opportunity as the
other consultees. A system will be put in place to ensure that the alternative
formats are available on a timely basis. NILGOSC will consider how best to
communicate information to young people and those with learning disabilities by
consulting with representative groups.
4.12 If meetings are used as a method of consultation, consideration
will be given to facilitating the meeting to ensure full participation
including; location of meeting, time and length of the meeting, accessibility
and the provision of support facilities such as childcare, translation and
signing.
4.13 NILGOSC recognises that members of some of the specific Section
75 categories may not wish to be publicly identified as being of that category
and will take this into account when determining best methods of consultation.
5. Arrangements for Assessing Compliance with Section 75 Duties
5.1 NILGOSC
will assess over a 5 year period how each of its policies and the policy areas
can contribute to the promotion of equality of opportunity and the promotion of
good relations within the terms of Section 75 of the Act. This will be done through equality impact
assessments and the timetable at paragraph 8.1 will be followed. Each equality
impact assessment for functions or policies will include a section on the
promotion of good relations. The
organisations indicated at Appendix 1 in relation to each policy will be
consulted on these equality impact assessments. The Community Relations Council will also be consulted
specifically in relation to the section in each policy statement which deals
with good relations.
5.2 NILGOSC
will also prepare an annual review of the progress made in implementing the
Scheme and the steps which it has taken during the year to promote equality of
opportunity and Good Relations. This
will be sent to the Equality Commission to assist it in compiling the
Commission's Annual Report. The statement will also be published in the
Committee’s annual financial statements.
5.3 NILGOSC
will liaise with a view to ensuring such progress is maintained with the
Equality Commission and the Community Relations Council. It will respond constructively to proposals
from those bodies relating to its compliance with the Section 75
obligations.
5.4 NILGOSC will monitor complaints that it
has not fulfilled its statutory obligations.
It is committed to give a substantive response to complaints within one
month although, as per the Complaints
Procedure at paragraph 2.7, in most circumstances a response will be
provided within five days. When a
complainant claims to have been directly affected by a failure of NILGOSC to
comply with this scheme, he/she will be informed of the procedure for bringing
such a complaint to the Equality Commission.
5.5 NILGOSC will review this scheme within
five years of its submission to the Equality Commission. This review will include an assessment of
how NILGOSC has complied with its Section 75 obligations and how equality of
opportunity and good relations have been advanced in relation to the policy
areas. NILGOSC will consult with those
bodies listed at Appendix 1 before submission of the review to the Equality
Commission. The outcome of the review will be made public.
6. Assessing the Impact of Policies on the Promotion of Equality of Opportunity
6.1 In fulfilling its statutory obligations,
NILGOSC will expose each of its four policies to an impact assessment These
four policies are:-.
§
·Administration of the
Local Government Pension Scheme and Compensation for Premature Retirement,
including communication.
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·Investment
of Contributions
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·Matters
relating to the procurement of goods and services
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· Matters relating to employment
6.2 The terms ‘policy’, ‘policy area’ and
‘functions’ are used loosely to describe all that NILGOSC does (encompassing
strategies, protocols, procedures, guidelines, codes of practice across the
organisation including service delivery, employment and procurement).
7. Screening of Policies
7.1 ‘Screening’ is term used by Equality
professionals to mean the initial review of policy using consultation and
supporting data to determine if there is a likelihood that there is a higher or
lower participation by a particular group.
7.2 The functions performed by NILGOSC are
limited in scope compared to many public sector organisations. Therefore, at
this stage, NILGOSC intends to expose all functions to an impact assessment
process involving consultation. No policy has been ‘screened-out’ of the
equality impact assessment exercise.
7.3 Any new policy will be exposed to a screening
process. At this stage no new policies are anticipated. However if a new policy
was adopted the screening process would determine:-
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Is there any evidence,
or other reason to believe, that there is 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 better promote equality of opportunity or better community relations by
altering the policy or working with others in government or the wider
Community?
§
Have consultations with
relevant groups, organisations or individuals indicated that particular
policies create problems which are specific to them?
7.4 In order to assess which new policies have the potential to affect equality of opportu