Agenda item

Report attached.

Members considered a report of Councillor Ethan Rawcliffe, Portfolio Holder for People and Communities, seeking approval for the adoption of the Equality and Diversity Strategy 2026-2030.

In the absence of Councillor Rawcliffe, Councillor Kimberley Whitehead, Deputy Leader and Portfolio Holder for Culture, Heritage and Sport, gave a brief introduction to the report.  She noted that the strategy had last been reviewed in 2020 and that there was now an opportunity to update elements of the document, particularly in the light of data from the 2011 Census.  The strategy provided a framework for decision making and would embed equality across the evaluation of major projects and day to day services.  The strategy was not just about legal compliance, but was about the Council being fair and effective.

Members welcomed the strategy.  Councillor Fisher spoke of her experience of a close family member with ADHD who was often labelled as ‘naughty’ during her childhood.  Hyndburn’s strategy would recognise such neurodivergence.  Councillor Dad highlighted the Council’s recognition and adoption of definitions for antisemitism and islamophobia, noted at Section 3.5 of the strategy.

Councillor Khan commented that the strategy was a core document, but had been in need of an update as Hyndburn’s demography had changed over time.  In particular, he noted the 5% increase in the ethnic minority population and the better understanding of disability leading to increasing numbers of residents and staff identifying themselves as having a disability.  However, he did express some scepticism about impact of the strategy alone.  The Actions set out at Section 9 of the strategy tended to focus on monitoring and training.  He expressed a desire to understand what outcomes would be achieved, such as what the document might mean in practice for someone who was disabled, or gay, or from the ethnic minority population and whether community cohesion be enhanced.  Overall, he believed that the Borough was harmonious, as had been evident following the stabbings and deaths in Southport in July 2024.

Councillor Pritchard also noted the increasing numbers of residents with a disability and commented that disability covered a wide range of conditions.  There were many disabled people in work.  The Borough had a good record of cohesion and inclusivity, but sometimes it was difficult for neurodivergent individuals to feel included.  She welcomed the revised strategy and the Council’s track record on equality and diversity.

Councillor Whitehead added that the strategy was not a comprehensive list of all the work taking place around inclusivity.  It was part of many other Council strategies and was embedded in other activities too.  The wider outcomes were reported to overview and scrutiny.  She agreed that no strategy should be produced just for the sake of it, but should lead to real outcomes.

The Leader of the Council summed up by noting that there would be challenges within the Borough from time to time.  The incident in Southport had tested community cohesion nationally and locally.  In Hyndburn, diverse groups had come together to maintain good relationships.  The Council had a proactive approach to equality and diversity and Hyndburn was a cohesive community.

Approval of the report was not deemed a key decision.

Reasons for Decision

The Council's previous Equality and Diversity Strategy had covered the period 2020-2025.  This new strategy updated the authority’s approach for 2026-2030 and reflected significant changes in both the local context and the legislative landscape.

The strategy was underpinned by comprehensive 2021 Census data, which provided an up-to-date picture of Hyndburn's diverse communities.  Key demographic changes since the 2011 Census included:

• Population growth to 82,234 residents;
• Increase in ethnic minority population from 12.3% to 17.3%;
• Significant increase in residents aged 65+ from 12,809 to 15,006;
• 20.8% of residents were disabled under the Equality Act.

The strategy incorporated recent legislative developments including the Worker Protection (Amendment of Equality Act 2010) Act 2023, which had come into force in October 2024 and placed enhanced duties on employers to prevent sexual harassment, and the Domestic Abuse Act 2021.

New content in this strategy included recognition of neurodiversity and neurodivergence, reflecting growing understanding of conditions such as autism, ADHD, dyslexia and dyspraxia.  The strategy also addressed contemporary challenges including digital exclusion, the ongoing impacts of the cost-of-living crisis on residents with protected characteristics, and the need to embed equality considerations in major regeneration projects.

The strategy maintained the Council's established approach of using Customer First Analyses (the authority’s equality impact assessment process) to ensure equality considerations were embedded in decision-making.  It set out specific actions covering areas including workforce monitoring, training, accessibility, hate crime awareness, support for refugees and asylum seekers, and monitoring of service delivery.

The Public Sector Equality Duty under the Equality Act 2010 required the Council to have due regard to eliminating prohibited conduct, advancing equality of opportunity, and fostering good relations between people who shared protected characteristics and those who did not.  This strategy demonstrated how the Council would meet these duties across all its functions including employment, service delivery, budget setting, procurement and regulatory activities.

Alternative Options Considered and Reasons for Rejection

The Council could choose not to adopt a refreshed strategy and continue operating under the 2020-2025 strategy.  This option was rejected as the previous strategy was now out of date.  Failing to update the authority’s strategy would not demonstrate its commitment to equality and diversity or support effective compliance with the Public Sector Equality Duty.

Resolved                                    -    That Cabinet approves the Equality and Diversity Strategy 2026-2030 as set out at Appendix 1 to the report.