Deputy Police and Crime Commissioner, Cllr Emily Spurrell in partnership with Merseyside Police and the International Slavery Museum are to mark the International Day of Remembrance of the Victims of Slavery and the Transatlantic Slave Trade by providing a programme of events to raise awareness of Modern Slavery.
On the 29th March local businesses and partner agencies will have the opportunity to learn about Modern Slavery, how to spot the signs and how to report their concerns.
A new nationwide hate crime campaign aimed at increasing awareness and understanding of what constitutes a hate crime has been launched by the government.
The campaign has been developed in consultation with the Crown Prosecution Service (CPS), the Independent Advisory Group on Hate Crime and other organisations, to help the public understand hate crime, particularly offences which often people do not recognise as criminal, such as some forms of online and verbal abuse.
The Fifth Annual North of England Inequalities Conference will be held in Liverpool on Thursday 1 and Friday 2 November 2018.
What can devolution mean for the health and wellbeing of people and places across the North? This conference aims to bring together individuals from across the region to discuss, share and learn how we can all live long and prosper, closing the health gap between and within our communities.
Hear from elected mayors, voluntary sector organisations, local enterprise partnerships, transport specialists, World Health Organization leads on healthy cities, NHS organisations, public health experts and leading academics. Speakers include Steve Rotheram, Metro Mayor of the Liverpool City Region, Duncan Selbie, Chief Executive of Public Health England and Professor Dame Margaret Whitehead, WH Duncan Chair of Public Health at the University of Liverpool.
Aims and objectives of the conference are to: • bring individuals across the North together to discuss, share and learn how we can all live long and prosper, closing the health gap between and within our communities
• provide a multi-disciplinary platform for presentations and discussions on key themes relating to devolution, health, wellbeing and growth
• showcase examples of good practice across the region in keeping with themes and recommendations outlined in the Due North report
• build engagement with professionals from all sectors in action to tackle the determinants of health
Who should attend:
Those working to address economic development, inclusive growth, addressing health inequalities, and poverty reduction, those involved in promoting healthy development in early childhood and working in community development and engagement.
This will be of particular interest to leaders and chief executives of local authorities, portfolio holders for regeneration and economic growth, portfolio holders for health and wellbeing portfolio holders, directors of regeneration and economic growth, members of health and wellbeing boards, members of local enterprise partnerships, representatives of housing organisations, voluntary and community sector organisations, clinical commissioning groups and commissioners of NHS services, public health professionals and academics working in the field of public health, inclusive growth and community engagement.
Residents and visitors still have time to have their say on Sefton’s Council’s updated Equality and Diversity Policy.
The refreshed Equality and Diversity Policy 2016 – 2020 helps set out Sefton’s approach to making sure all staff are equipped with the relevant knowledge and skills to meet the diverse needs of the borough.
Cllr Trish Hardy, Sefton Council’s Cabinet Member for Communities and Housing, said: “This is a very important policy and we encourage as many people as possible to take part in our consultation.
“The policy sets out our approach to equality and diversity for the next three years and shows how we meet the requirements of the Equality Act 2010.
“In everything we do as a council, we make sure that our services are accessible and that we encourage supportive and cohesive communities.”
Those wishing to have a say on the policy have until June 29 to make their views known.
Sefton’s Lesbian, Gay and Bisexual (LGB) network Embrace are launching a new social evening in Bootle starting on Thursday 28th September and are inviting local LGBT residents to come along and find out more about the group.
The evening will take place at Kindfulness Coffee Club on Knowsley Road in Bootle from 7pm until 8.30pm, and will be an opportunity for local residents to find out more about the Embrace network, meet new people, and access support and advice related to LGBT issues.
Embrace is one of the Equalities networks supported by Sefton Council for Voluntary Service (CVS) and all lesbian, gay, bisexual and transgender people who live, work or play in the borough of Sefton are welcome to be involved.
The network exists to be available to decision makers in Sefton and to be consulted on matters affecting the LGB community in Sefton. Embrace also provides a social and support outlet to LGBT people in the borough of Sefton.
To find out more information about the Embrace social and support evening, please email firstname.lastname@example.org or call Embrace’s Co-Chairs Dr Mike Homfray on 07970 680483 or Rach O’Brien on 07903 773395. Residents can also follow Embrace on Twitter at @EmbraceSefton or find the group on Facebook.
Sefton CVS, Sefotn Council, One Vision Housing and Job Centre Plus invite you to next week’s ‘Responding to Universal Credit in Sefton’ Stakeholder Event at Linacre Methodist Mission, 1.30pm-5pm.
‘Responding to Universal Credit in Sefton’ Stakeholder Event
Monday 24th July 1.30pm-5pm 2017
Linacre Methodist Mission
119A Linacre Rd, Bootle, Liverpool L21 8NS
This will be an opportunity to listen to presentations and participate in a number of workshops around the changes to universal credit, and find out more about local partnership working on the Welfare Reform and Anti-Poverty (WRAP) agenda.
Inquiry into everyday experiences of those facing prejudice suggests attacks get traction in a climate of indifference.
Teachers and bus drivers need training to tackle “blatant and latent” prejudice and indifference before it escalates into hate crime, according to a new report.
The recommendations from the Scottish government’s independent advisory group on hate crime, prejudice and community cohesion, published on Friday, suggest that responsibility for tackling hate crime in society should extend beyond the criminal justice system.
In the first major investigation into hate crime in Scotland since a significant rise in alleged incidents was reported across the UK following the Brexit vote in June, the group examined how external events – such as the terrorist attacks in Paris, the EU referendum and football matches – made some people feel that they had “permission” to attack others on the basis of their identity.
Many of the report’s recommendations are focused on ensuring that the criminal justice response to hate crime is clear, swift and consistent. In particular, the report criticises the patchy operation across the UK of the existing third-party reporting system.
Morrow said, however, that hate crime needed to be treated as a citizenship as much as justice issue.
“In addition to supporting improvement in criminal justice, there needs to be a recognition that these kind of crimes emerge from a background of blatant and latent prejudice and indifference which festers far beyond individual attacks,” he said.
“Attacks on people because of their identity with a group get traction in a climate where perpetrators may feel that they are acting ‘with permission’, or ‘with the sympathy of the wider community’, both spoken and unspoken.”
Morrow said that many of those interviewed for the report described a “constant drip of insult, harassment and verbal abuse” as an everyday normality”, resulting in loss of confidence and social isolation. “Yet most of this never reaches the threshold of crime, and more often than not there are few witnesses.”
He said one solution was to train bystanders to intervene. “Schools and teachers are often in the front line. Youth workers, transport providers and community organisations are often in a position to act more immediately and more effectively. Identifying ways for people to act without putting themselves at risk is important.
“What we would like to see is training for people in immediate responsibility, like school teachers or bus drivers, and education on how to report and respond to violent incidents for the general public.”
Morrow’s report focused on public transport as “a particular kind of enclosed space where a vulnerable individual was often more at risk”. He described it as “emblematic of the unexpected places where hate crime becomes real”.
“People stopping travelling or going out at night may feel like small steps, but they have significant impact on community cohesion and a sense of public safety,” he said.
The report suggests the Scottish government consider changes to the legal framework governing hate crime in Scotland, including extending protection to include gender, age and membership of other groups such as refugees and asylum seekers.
Mandatory gender pay reporting will only apply to public bodies in England listed in the Equality Act 2010 (Specific Duties) Regulations 2011 (schedules 1 and 2) with 250 or more employees. Public sector bodies (and organisations carrying out public functions) in England with 150 or more employees already publish workforce diversity information to demonstrate their compliance with the ‘equality duty’ set out in the Equality Act, although their specific compliance duties (covered by secondary legislation) currently do not require them to disclose gender pay gap information.
Some bodies do make this available voluntarily, though. The Mayor of London published gender pay gap figures for City Hall in July which showed a gap of 4.6 per cent and that only 29 per cent of staff earning over £100,000 were female, although women make up more than half the workforce.
Scotland and Wales have taken different approaches to the equality duty as this is a devolved matter, and Scottish public bodies are already required to publish gender pay gap data. Some cross-border authorities and public authorities operating across Great Britain in non-devolved functions will be caught by the new regulations.
The ‘specific duties’ regulations will be amended to incorporate the new mandatory gender pay reporting obligations. Public sector employers must publish their first reports no later than 4 April 2018 to cover the pay period up to 5 April 2017. (Private and voluntary sector employers must publish their reports by 29 April 2018, but these dates may change in the final version of the regulations.) The Equality and Human Rights Commission will be able to take court action for non-compliance in the public sector.
Although employers now have some breathing space, preparing sooner rather than later is recommended given the scale and potential impact of the legislation.
Top tips for public bodies:
Understand what data you will need and whether this is already easily accessible. If not, there is still time to put in place the necessary processes to gather the required information
Carry out a gender pay audit to identify the likely extent of your gender pay gap and the reasons for it. Appointing an independent consultant for this exercise may be the most efficient way to do this
Benchmark against other similar organisations, if possible, to identify whether or not your figures are particularly noteworthy
Consider what information you will want to add to put the bald figure in context. Are there historical, social or other economic reasons for the gap? Has the workforce been affected by TUPE transfers or by other amalgamations which help explain the gap? What steps have been tried in the past to address the gap and why might these have failed to deliver results?
The headline figure may be misleading so drill down. Does breaking down the data by age, grade, location, full- and part-time tell a different story?
Start to plan a strategy to address the gender pay gap. While an initial gap will be unavoidable, demonstrating progress year on year will be expected
Adopt a joined-up approach to ensure resources are dedicated in the annual budget to targeted recruitment campaigns, learning and development and female mentoring campaigns aimed at up-skilling women to enable them to take on more senior roles
Consider whether terms and conditions need to be overhauled. For example, do you have flexible and part-time working policies for more senior roles? If you have enhanced maternity benefits or return to work bonuses, are these suitably publicised?
Start a conversation with trade union representatives now to see if they have any ideas or preferences about helping to close the gender pay gap
Plan your communications strategy, internally and externally, for when you publish your gender pay gap report, including the best time for this to be made public. Ensure the PR department is fully prepared beforehand.
According to the Office for National Statistics (ONS) Crime Survey for England and Wales there were about 52,000 in 2014/15. The crime survey has not published its figures for 2015/16.
Based on responses to the survey, the ONS suggested there was actually an estimated 222,000 hate crimes per year.
But the CPS hate crime report showed the number of racially aggravated and homophobic hate crimes referred by the police to prosecutors in 2014/15 was 14,376. That number decreased by 9.6%, to 12,997, in 2015/16.
The UK saw a spike in reported hate crimes before and after the EU referendum on 23 June – when the UK voted to leave the European Union.
Abuse peaked on 25 June – the day after the result was announced – when 289 hate crimes and incidents were reported across England, Wales and Northern Ireland.
A further 3,001 reports of hate crimes were made to police between 1 and 14 July – more than 200 a day.
Figures for the past three weeks will be published on Monday.
However, True Vision – the joint police and Home Office hate-crime reporting portal – told 5 Live Investigates that recorded levels of hate crime are now similar to the levels seen in 2015.
This report (click here) sets out recommendations for voluntary, community and social enterprise (VCSE) organisations in the health and care sector.
This is a joint review by the Department of Health, Public Health England, and NHS England. The aim of the review is to:
describe the role of the VCSE sector in improving health, wellbeing and care outcomes
identify the challenges and opportunities in realising the sector’s potential
address challenges and maximise opportunities
The report makes recommendations for government, health and care system partners, funders, regulatory bodies and the VCSE sector. It emphasises putting wellbeing at the centre of health and care services, and making VCSEorganisations an integral part of a collaborative system.
South Sefton: Tuesday 24th May @ Sing Plus, 53 Cambridge Rd, Seaforth, L21 1EZ
North Sefton: Wednesday 15th June @ Waterside Lodge, Marine Drive, Southport, PR8 1RY
There will be 3 workshops on each date taking place at 1-3pm, 4-6pm and 7-9pm
(Arrival 15 minutes before workshop start time for tea/coffee)
Please reserve your FREE place(s) on any of the six workshops
– To increase knowledge and ability to recognise signs and indicators of CSE
– To improve confidence to respond to CSE in line with Sefton procedures in order to protect children
– To improve appropriate information sharing by the VCFS in order to protect children experiencing CSE and assist Merseyside Police in their prosecution of offenders where appropriate.
Who Should Attend: Trustee’s, Company Directors, Managers and Frontline staff (paid and volunteers) that have responsibilities for delivering activities or services for children and young people in Sefton as part of the Voluntary, Community or Faith Sector.
Please reserve your place by returning a booking form (click here to download) to Jenny Dexter E: Jenny.Dexter@seftoncvs.org.uk T: 0151 920 0726 ext 202
Many equality and minority groups are overrepresented in the Criminal Justice System (CJS) and a large proportion of the people in the CJS face some form of discrimination or disadvantage because of being from
an equality and/or minority group.
‘Tackling Inequality in the Criminal Justice System’ summarises presentations given at a Clinks seminar by organisations working to tackle inequality in the CJS and highlights learning points for voluntary and statutory organisations.