We know through our research, when it comes to matters of equality and diversity councils respond in different ways. The Equality Act 2010 imposed heavy burdens on employers, however we also know hiring specific staff is not necessary. For example, Birmingham City Council employs 28 Equality and Diversity Officers at a cost of almost £2 million. Manchester City Council doesn't employ any.
Thurrock Council is one of those councils that feels it needs to create a mini-department. Our research in 2010 showed it employed five Diversity Officers, and now the council is looking for two more - one for maternity cover and another on a full-time permanent contract. Here's part of the job description:
As it is illegal to discriminate on the grounds of sexual orientation, disability, race, gender, etc., my question to Thurrock is: if other councils can manage without diversity officers, why can't you?
Regular readers will remember North Lincolnshire Council's advertisement for a Future Shape Programme Manager in 2010. Not that North Lincolnshire was alone in advertising for such a role. Other councils have also done the same. This week it is the turn of Copeland Borough Council which is looking for a Transformation Programme Manager.
Copeland is a small district council serving a population of around 70,000 people. It already has enough well paid officers to know what needs to be done to reduce costs and getter better value for taxpayers' money. Surely one of these people can do the job?We know through our research, when it comes to matters of equality and diversity councils respond in different ways. The Equality Act 2010 imposed heavy burdens on employers, however we also know hiring specific staff is not necessary. For example, Birmingham City Council employs 28 Equality and Diversity Officers at a cost of almost £2 million. Manchester City Council doesn't employ any.
Thurrock Council is one of those councils that feels it needs to create a mini-department. Our research in 2010 showed it employed five Diversity Officers, and now the council is looking for two more - one for maternity cover and another on a full-time permanent contract. Here's part of the job description:
As it is illegal to discriminate on the grounds of sexual orientation, disability, race, gender, etc., my question to Thurrock is: if other councils can manage without diversity officers, why can't you?
Regular readers will remember North Lincolnshire Council's advertisement for a Future Shape Programme Manager in 2010. Not that North Lincolnshire was alone in advertising for such a role. Other councils have also done the same. This week it is the turn of Copeland Borough Council which is looking for a Transformation Programme Manager.
Copeland is a small district council serving a population of around 70,000 people. It already has enough well paid officers to know what needs to be done to reduce costs and getter better value for taxpayers' money. Surely one of these people can do the job?
Thurrock Council is one of those councils that feels it needs to create a mini-department. Our research in 2010 showed it employed five Diversity Officers, and now the council is looking for two more - one for maternity cover and another on a full-time permanent contract. Here's part of the job description:
The primary purpose of this post is to support the implementation of the council’s Equality and Diversity Strategy. You will take proactive responsibility for supporting developing workforce and community projects, tracking progress against action plans and ensuring that these are congruent with organisational needs and priorities, good practice in local government and current employment legislation.
As it is illegal to discriminate on the grounds of sexual orientation, disability, race, gender, etc., my question to Thurrock is: if other councils can manage without diversity officers, why can't you?
Regular readers will remember North Lincolnshire Council's advertisement for a Future Shape Programme Manager in 2010. Not that North Lincolnshire was alone in advertising for such a role. Other councils have also done the same. This week it is the turn of Copeland Borough Council which is looking for a Transformation Programme Manager.
As Transformation Programme Manager, you will be responsible for managing the delivery of a programme of high profile projects within the Council. You will work with a wide range of stakeholders to ensure that the programme delivers the necessary outcomes on time and to budget.
The programme encompasses a wide range of projects designed to change the way in which services are delivered and bring about lasting organisational change. This is an exciting portfolio of work and for the successful candidate, will be an opportunity to work within a dynamic environment at the heart of change.
Copeland is a small district council serving a population of around 70,000 people. It already has enough well paid officers to know what needs to be done to reduce costs and getter better value for taxpayers' money. Surely one of these people can do the job?We know through our research, when it comes to matters of equality and diversity councils respond in different ways. The Equality Act 2010 imposed heavy burdens on employers, however we also know hiring specific staff is not necessary. For example, Birmingham City Council employs 28 Equality and Diversity Officers at a cost of almost £2 million. Manchester City Council doesn't employ any.
Thurrock Council is one of those councils that feels it needs to create a mini-department. Our research in 2010 showed it employed five Diversity Officers, and now the council is looking for two more - one for maternity cover and another on a full-time permanent contract. Here's part of the job description:
The primary purpose of this post is to support the implementation of the council’s Equality and Diversity Strategy. You will take proactive responsibility for supporting developing workforce and community projects, tracking progress against action plans and ensuring that these are congruent with organisational needs and priorities, good practice in local government and current employment legislation.
As it is illegal to discriminate on the grounds of sexual orientation, disability, race, gender, etc., my question to Thurrock is: if other councils can manage without diversity officers, why can't you?
Regular readers will remember North Lincolnshire Council's advertisement for a Future Shape Programme Manager in 2010. Not that North Lincolnshire was alone in advertising for such a role. Other councils have also done the same. This week it is the turn of Copeland Borough Council which is looking for a Transformation Programme Manager.
As Transformation Programme Manager, you will be responsible for managing the delivery of a programme of high profile projects within the Council. You will work with a wide range of stakeholders to ensure that the programme delivers the necessary outcomes on time and to budget.
The programme encompasses a wide range of projects designed to change the way in which services are delivered and bring about lasting organisational change. This is an exciting portfolio of work and for the successful candidate, will be an opportunity to work within a dynamic environment at the heart of change.
Copeland is a small district council serving a population of around 70,000 people. It already has enough well paid officers to know what needs to be done to reduce costs and getter better value for taxpayers' money. Surely one of these people can do the job?