Frequently Asked Questions
Frequently Asked Questions
- eliminating unlawful discrimination, harassment, victimisation and any other conduct prohibited by the Act
- advancing equality of opportunity between people who share a protected characteristic and people who do not, and
- fostering good relations between people who share a protected characteristic and people who do not.
- age
- gender reassignment
- being married or in a civil partnership
- being pregnant or on maternity leave
- disability
- race including colour, nationality, ethnic or national origin
- religion or belief
- sex
- sexual orientation
What do you mean by equality, diversity and inclusion?
Equality, diversity and inclusion means different things to different people. For us:
| Equality means... | ensuring that every person has an equal opportunity to make the most of their lives and talents. It is also the belief that no one should have poorer life chances because of who they are, where they come from, or what they believe. |
| Diversity means... | having a range of people with various backgrounds, circumstances, lifestyles, experience and interests, in line with the variety of people that make up society. |
| Inclusion means... | the sense of belonging: feeling respected and valued for who you are; feeling a level of supportive energy and commitment from others so that you can do your best. |
Public sector bodies have a legal obligation under the Equality Act 2010 to have ‘due regard’ for advancing equality. What does this mean?
This includes:
What are 'protected characteristics'?
It is against the law to discriminate against anyone because of:
These are called ‘protected characteristics’.
Why is Norwich City Council drafting an Equality, Diversity and Inclusion Strategy?
As a local authority, we are legally required to publish equality objectives at least every four years under the Equality Act 2010 (Specific Duties) Regulations 2011. This strategy helps us meet our legal responsibilities and our long-held commitment to address inequality across Norwich.
How was the Equality, Diversity and Inclusion Strategy developed?
To help guide our ongoing work and the development of this strategy, we have heard from communities via representative groups and from residents across the city as well as businesses, institutions and our own employees and elected members.
We did this through community conversations, online surveys, workshops, and open calls for views, trying to enable people to tell us their views in a way that worked for them.
We have also drawn on analysis of a range of quantitative data sources that show the distribution and nature of inequality in the city council area. You can read more about this under the 'key documents' and ''data and evidence' section of this page.
Why am I being consulted on the draft Equality, Diversity and Inclusion Strategy?
Our conversations with residents, community groups, businesses, councillors and Norwich City Council employees showed that equality, diversity and inclusion were understood to be key elements for any positively functioning environment and city like Norwich.
We do not have a legal responsibility to consult on our strategy but it is good practice to do this. More importantly, we want to make sure that all that we do to improve equality across the city continues to be informed by your feedback and priorities.
What are the strategy's 3 main aims?
We have three strategic aims for this strategy:
| Aim 1 - Norwich is a fair city where people facing inequality can share in and contribute to the city’s success. | Ensuring that all communities share in the city’s success is a core part of the vision set out in our Corporate Plan. Many of the challenges we face need action by a range of partners and the council has a leading role to play in bringing together organisations across the private, public, and voluntary sectors to tackle inequalities and exclusion across Norwich. |
| Aim 2 - Our services will be joined up, accessible and inclusive | The council has duties and powers to provide a wide range of services in an inclusive way. Many of these services can play a role in creating a more level playing field for people who face inequality or exclusion. |
| Aim 3 - Norwich City Council is an inclusive place to work | It is important that we have a culture that has inclusion and equality at the heart of everything we do. This is not just about the council’s role as an employer: we need to be a genuinely inclusive organisation in order to achieve aims 1 and 2. |
What happens after the consultation closes?
Once the consultation closes, your survey responses will be analysed and your feedback considered. The draft Equality, Diversity and Inclusion Strategy will then go through the internal governance process which includes presenting this at Cabinet on 15 November 2023. If agreed, the new strategy will be published and adopted at the council.
How will my data be used?
Survey data will used by the council to support the development of the Equality, Diversity and Inclusion Strategy. Please read the council's Privacy Notice for Surveys and Consultations for further information on how data is used.