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NORTHERN IRELAND LOCAL GOVERNMENT OFFICERS’ SUPERANNUATION COMMITTEE

 

 

EQUALITY SCHEME

 

 

April 2001

 

 

 

 

 

 

 

 


CONTENTS

 

 

Foreword

 

Introduction

 

Organisational Structure

 

NILGOSC Role and Policies

 

Consultation

 

Assessing Compliance with s75 duties

 

Impact of Policies

 

Screening of Policies

 

Impact Assessement Timetable

 

Equality Impact Assessments

 

Monitoring

 

Publication of Assessments

 

Training and Communication

 

Public Access to Services

 

Publication of the Scheme

 

Promotion of Good Relations

 

Action Plan and Timetable

 

Appendices

 

List of Bodies Consulted

 

 

Impact Assessment Methodology

 

Scheme Consultation

 

 

 


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

 

Stage 1

Make complaint to person you were dealing with or his/her Team Leader

 

Stage 2

Make complaint to Deputy Secretary. Complaints regarding the Equality Scheme can be made directly to the Deputy Secretary

 

Stage 3

Make formal written complaint to Secretary

 

Stage 4

Make formal written complaint to the Committee

 

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:-

 

o       · letter

 

o       · meetings with the public, in groups or as individuals

 

o       · attitude surveys of service users and potential service users

 

o       · consultative panels

 

o       · press releases/Public notices

 

o       · 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.

§         ·Investment of Contributions

§         ·Matters relating to the procurement of goods and services

§         · 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:-

 

§         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