Alternative formats
If you require any of the documents below in an alternative format (e.g. hard copy, large print) or as a Word document on CD-ROM for use with spoken text software please contact the Policy Officer (Equalities) on 01224 664414.
Gender Equality Scheme 2007-2010
The Equality Act 2006, which came into force on 6 April 2007, amended the Sex Discrimination Act 1975 and created a new general duty for all public authorities to promote gender equality.
To meet these requirements, Aberdeenshire Council has developed a Gender Equality Scheme for 2007 – 2010. The Scheme outlines the Council's gender equality objectives and a detailed Action Plan for achieving those objectives.
This Scheme also meets the additional need of the Council as an educational authority to have an education gender equality scheme.
Disability Equality Scheme 2006-2009
The Disability Equality Duty (DED), which came into force on 4 December 2006, places a duty on the public sector in Scotland to promote disability equality. In addition, many public sector organisations in Scotland are required to develop a Disability Equality Scheme (DES), with the involvement of disabled people.
Aberdeenshire Council has worked with North East Scotland disability groups and individuals to develop the support the authority provides for its residents and employees.
The scheme will be reviewed and revised every three years and will have a strong focus on ensuring even greater involvement by disabled people in this process.
Disablilty Equality Scheme Annual Report
- Disability Equality Scheme Annual Report 2006 – 2007 (pdf 49 kb)
- The EL&L Disability Equality Scheme Annual Report 2006 – 2007 (pdf 148 kb)
- Disability Equality Scheme Annual Report 2006 – 2007 Appendix (pdf 213 kb)
Disablilty Equality Scheme
- Disability Equality Scheme (pdf 301 kb)
- Appendix 1 - Action Tables (pdf 305 kb)
- Appendix 2 - Education, Learning & Leisure Disability Equality Scheme (pdf 205 kb)
- Appendix 3 - Disability Equality Scheme involvement process (pdf 34 kb)
- Appendix 4 Impact Assessment documentation (pdf 64 kb)
Race Equality Scheme 2005-2008
Aberdeenshire Council has reviwed and revised its original Race Equality Scheme of 2002-2005. More effort has been made to ensure the involvement and contribution of the local minority ethnic communities, the local minority ethnic voluntary infrastructure and our statutory partner organisations in producing the 2005 – 2008 Race Equality Scheme
The new Scheme also details many of the achievements made since November 2002. It is more focused and captures the rapid changing demographic, cultural and socio-economic map of Aberdeenshire and the North East of Scotland, which is a direct result of both global economic changes and the recent enlargement of the European Union.
Equality Impact Assessments
Equality Impact Assessment (EIA) is a process where we consider how our policies, decisions or activities may impact either positively, negatively or neutrally on individuals, groups or sectors of the community.
EIAs help to ensure that Aberdeenshire Council does not discriminate and allows the Council to promote equality and good relations between groups.
- Garlogie layby vehicle restriction order January 2007 (pdf 77 kb)
- Gypsy Traveller Unauthorised Encampments Policy (pdf 68 kb)
- Autism Spectrum Disorder Strategy (pdf 68 kb)
- Quality Assurance - Autism Spectrum Disorder Strategy (pdf 28 kb)
- Corporate Communications Strategy (pdf 80 kb)
Aberdeenshire Council employment Equality & Diversity monitoring information
The Personnel Service undertakes monitoring of both applicants and employees and has recently introduced new Equality and Diversity monitoring forms which cover all 6 equality strands: race, gender, disability, age, sexual orientation and religion or belief.
Data is collected on job applicants, employees and leavers. The employee data includes information on those employees who raise a grievance or who are disciplined. In the near future, this information will include the profile of employees who apply for training and development, as well as those who participate in training and our development and review schemes.
This information collected assists the council to meet legislative requirement and to identify and eliminate any kind of discrimination within our employment practice. Furthermore it works towards ensuring that the principles within the Equality strategy and policies actually become a reality for everybody who works for, or applies for employment in the Council.
