Hi Berry, nice to hear from you. Yes ofcourse I am very happy to give my
advice on this. I also hope that colleagues on our base can also send,
advise/contribute their pearls of wisdom on this issue.

The most important phrase in the request is.... UPDATE AND INTEGRATE INTO
ONE POLICY.

Having one EO Policy/Overarching Strategy/Umbrella and Action Plan is a
great idea however, for it to be effective there are certain vital issues
that HAVE to be taken into account, otherwise the whole idea will not
achieve what it should. We also need to remember that we are dealing with
issues that are open to litigious challenge, therefore there are certain
statutory requirements that we need to fulfil

These are as follows,

The EO Policy/Overarching Strategy/Umbrella (whatever you want to call it)
and its Action Plan should:

1.      Not be an excuse for the institution not being explicit about all
the relevant components of EO legislation and areas that have to be
mainstreamed into the relevant institutional functions in order to ensure
best institutional practice for all. After all equality is indivisible and
should be seen to be implemented accordingly.

2.      Evidentially show that the institution cannot expect to effectively
mainstream all the EO areas that it is statutorily obliged to, in all its
functions, unless each area is explicitly defined and appropriate commitment
statements made, that are linked to action plans whose priority areas of
action have clear aims and objectives that have S.M.A.R.T. tasks of
implementation. The tasks should also clearly define who is responsible,
what are their accountabilities and liabilities and how are they to be
monitored and reviewed.

The RRAA Template, according to the advice given by the CRE Statutory Code
of Practice and Guides, defines the minimum way in which institutions can
ensure this basic starting point level of effective response, to all their
EO and Diversity obligations.

The attached ECU recommended Structure for a Model Race Equality Policy and
Action Plan can be adapted to any area of Equality and Diversity.

3.      Ensure that, before they are integrated into the single EO Policy
and its Action Plan, each component area of EO, (e.g. Race, Gender,
Disability and soon to be upon us, Age, Sexual Preference and Religion and
Belief) will therefore need to be explicitly defined (as in 2. above)before
it can be integrated and be meaningfully considered to be "implicit" within
the main EO Policy and Action Plan otherwise the whole thing becomes a
semantic exercise which, in reality and at best, does not enable the
institution to deliver on Equality and Diversity, in its mainstream
institutional functioning, while at worst, could be condoning institutional
and unlawful discriminatory practice.

The above are vital when we are considering how we need to respond to all
the EO and Diversity statutory requirements that are being placed on our
institutions. This is the only meaningful and evidential way of
institutionalising and mainstreaming non-discriminatory practice for all.

As always, if any issues arise out of the above, please do not hesitate to
contact me at any time.

I look forward to hearing from you.


Mannie Kusemamuriwo
Policy Adviser: Ethnicity & Cultural Diversity
Equality Challenge Unit
3rd Floor, 4 Tavistock Place
London  WC1H 9RA

Tel 020 7520 7063
Fax 020 7520 7069
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-----Original Message-----
From: Berry Dicker [mailto:[log in to unmask]]
Sent: 25 October 2002 09:01
To: [log in to unmask]
Subject: Request for info


Hi, Mannie I have had the request below from one of the EAS visits we did.
Can you help at all? Berry


Hi Berry
hope  you can help, I have been tasked with organising the Equal Opps
monitoring group to update and integrate all other policies relating to
race etc. into the one policy, it seems like a mammoth task.  do you know
of any good practice within other institutions that I might take a look
at?