Issue - meetings

(A report by James Gilbert, Assistant Director – Corporate)

The Leader of the Council, Councillor Dale Broughton, presented a report by the Assistant Director – Corporate which sought approval for a Partnership Equality, Diversity & Inclusion Strategy.

Cabinet was informed that the strategy set out a clear framework to ensure that Council services were fair, accessible and inclusive for all residents and staff. It aligned with the Council’s legal duties under the Equality Act 2010 and the Public Sector Equality Duty, and responded to feedback received through the Local Government Association Peer Challenge.

Councillor Broughton explained that the strategy had been developed following consultation with staff, councillors and community partners, including Citizens Advice, SHINE and Lincs Digital. The approach was built around four key objectives: understanding communities, inclusive leadership, accessible services, and a diverse workforce.

The strategy was supported by a high-level action plan and included provision for a two-year fixed-term officer post to oversee delivery. It had been endorsed by the Overview and Scrutiny Committee and supported by scrutiny committees at South Holland and East Lindsey.

Cabinet was advised that governance arrangements would include oversight by an Equalities Board, with regular reporting to the Portfolio Holder and Senior Leadership Team.

Cabinet welcomed the strategy and acknowledged the importance of embedding equality, diversity and inclusion across all areas of Council activity. Members noted the collaborative approach taken in developing the strategy and the value of input from community partners and scrutiny committees.

The inclusion of a dedicated officer role to support implementation was seen as a positive step in ensuring delivery of the action plan and maintaining momentum.

The recommendations were moved by Councillor Dale Broughton and seconded by Councillor Sandeep Ghosh.

Resolved:

1.    That the Equality, Diversity & Inclusion Strategy and Action Plan, at Appendices A and B within the report be approved; and

2.    That a 2-year fixed term officer role to provide expertise and to oversee the implementation of the high-level action plan be contributed to.

( A report by James Gilbert, Assistant Director-Corporate)

The committee received a comprehensive update from the Group Manager – Organisational Development on the revised Equality, Diversity and Inclusion (EDI) Strategy, attached as Appendix A within the report, for the South and East Lincolnshire Councils Partnership (SELCP) for 2025-2028 following feedback from the Overview and Scrutiny Committee on 29th May 2025.

Members were advised that the strategy had been developed in consultation as part of a key recommendation from the Local Government Association’s Peer Challenge Process. The strategy included a high level action plan, attached as Appendix B within the report, the aim being to implement the strategy effectively.

The purpose of the strategy was to ensure that Council services were accessible, inclusive, and reflective of the diverse communities served. The Group Manager – Organisational Development highlighted that the Committee’s previous feedback had been instrumental in shaping the revised version. In particular, members had raised points around:

·         Language and Accessibility: The strategy had been rewritten in plain English to improve clarity and ensure it was accessible to a wider audience.

·         Broadened Scope of Inclusion: The revised document now better reflected local socio-economic challenges, including economic hardship and political disengagement, particularly within the Boston area.

·         Data Integrity: Demographic data had been reviewed for accuracy. While the figures were confirmed to be correct, terminology had been refined to avoid potential misinterpretation.

The Group Manager- Organisational Development emphasised that the updated strategy and action plan reflected the Council’s ongoing commitment to fostering an inclusive environment for both its workforce and the wider community. The action plan included practical steps to support implementation, such as training, policy review, and community engagement initiatives.

The Committee was invited to consider the revised documents and provide further feedback ahead of their submission to Cabinet for approval.

Members welcomed the revised report and reflected on the improvements made since the initial draft was reviewed in May, acknowledging the clearer language, broader scope, and refined data presentation..

Members discussed the  importance of effective communication in ensuring the strategy reached and resonated with all parts of the community.  It was acknowledged that while the policy was well-intentioned and comprehensive, its impact would depend heavily on how successfully it was communicated and understood by residents. There was a shared view that improved communication could significantly enhance engagement, particularly within Boston’s diverse population.

The Committee discussed the broader issue of community integration and the barriers that some residents face in accessing services or participating in civic life. Members noted that political disengagement remained a concern in certain areas and suggested that engagement might be more effective in places with a town or parish council structure, where the link between elected representatives and the community tends to be stronger.

The Chairman took the opportunity to remind members of the ongoing consultation on the establishment of a Parish / Town Council for Boston, encouraging participation and promotion of the consultation within their wards.

The Group Manager – Organisational Development provided further insight into the Council’s efforts to address political disengagement.  She highlighted recent  ...  view the full minutes text for item 19

(A report by James Gilbert, Assistant Director – Corporate)

The Group Manager – Organisational Development presented a report by the Assistant Director – Corporate which sought views on the proposed Partnership Equality, Diversity and Inclusion (EDI) Strategy. The strategy was attached at Appendix A and the High-Level Action Plan was attached at Appendix B within the report.

The strategy set out four key objectives:

1.     Understand the needs of our communities and bring local people together.

2.     Create a diverse and inclusive leadership team and embed inclusion in decision-making.

3.     Ensuring Council services meet the diverse needs of residents and make it easy for local residents to access services.

4.     Being an inclusive and fair employer with a diverse workforce at all levels.

The accompanying action plan focused on training and development, policy review, community engagement, and monitoring and evaluation.

Members discussed the report and commented as follows:

·        A number of members expressed concerns regarding the practical value and effectiveness of the strategy. It was suggested that such policies often failed to address the root causes of inequality, such as income disparity, class, and political disengagement, and may serve more as a performative exercise than a meaningful intervention.

·        Concerns were raised about the language used in strategy, which some members felt was overly abstract and lacked clarity. It was suggested that the document be revised using more accessible and plain Englishto ensure it was understandable to a wider audience.

·        Members queried the accuracy and consistency of demographic data presented in the report, particularly in relation to the 2021 Census.The Group Manager – Organisational Development advised that she would review the figures and provide clarification.

Questions were raised regarding the extent of community engagement in the development of the strategy. In particular, members asked whether representatives from Eastern European communities, such as Lithuanian, Ukrainian, Bulgarian, and Romanian residents, had been consulted. The Group Manager – Organisational Development confirmed that engagement had taken place with a cross-section of staff, councillors, residents, and partner organisations, including Citizens Advice and local community groups. However, members requested that future engagement efforts be broadened to ensure wider representation.

·        The legal obligations under the Equality Act 2010 and the Public Sector Equality Duty were discussed. The Group Manager – Organisational Development clarified that while a formal strategy was not mandatory, the Council was required to publish equality objectives and demonstrate due regard to eliminating discrimination and advancing equality.

·        Members proposed that the strategy be broadened to include additional dimensions of inclusion not covered by the nine protected characteristics, such as economic hardship and political exclusion, which were considered highly relevant to the local context.

·        The estimated cost of implementing the strategy was confirmed to be approximately £7,000 for Boston Borough Council, representing a share of a part-time fixed-term post across the partnership.

·       
Members sought clarification on how the success of the strategy would be measured. The  Group Manager – Organisational Development advised that outcomes would be monitored through resident surveys, hate crime data, and feedback from community partners.

The Committee noted the report and  ...  view the full minutes text for item 5