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National Museums Northern Ireland
select this link to go to the Ulster Museum website
select this link to go to the Ulster American Folk Park website
select this link to go to the Ulster Folk & Transport Museum website
select this link to go to the Armagh County Museum website
Museums & Galleries of
Northern Ireland
Equality Scheme
Approved 6th July 2001
Statement by the Chairman of the board of Trustees and Chief executive of Magni (Museums and Galleries of Northern Ireland) on the Equality Scheme
The introduction of the statutory duty, implemented by the Northern Ireland Act 1998 placed equality considerations at the heart of public policy decision making in a way that is unique to Northern Ireland.
The Public Sector Equality Duty contained in Section 75 of the Northern Ireland Act 1998 requires public authorities, in carrying out their all their functions, powers and duties relating to Northern Ireland, to have due regard to the need to promote equality of opportunity, and regard to the desirability of promoting good relations.
MAGNI is fully committed to fulfilment of its obligations under section 75 of the Northern Ireland Act 1998. This equality scheme sets out how we propose to fulfil those obligations.
We are committed to allocating the necessary resources, ensuring that there are effective internal arrangements in place and committed to development and delivery of a planned programme of communication and training to ensure that the statutory duties are implemented and complied with, including the monitoring and reviewing of progress.
_______________________ ____________________________
Margaret Elliott
Chairman of Board of Trustees Michael Houlihan
Chief Executive
July 2001
Equality Scheme
1.0 Introduction
Background
1.1 The duties imposed by Section 75(1) and (2) on a public authority are that in carrying out its function relating to Northern Ireland it must have due regard to the need to promote equality of opportunity -
(a) between persons of different religious belief, political opinion, racial group, age, marital status or sexual orientation;
(b) between men and women generally;
(c) between persons with a disability and persons without and;
(d) between persons with dependants and persons without.
Without prejudice to these obligations, a public authority is also required, in carrying out its functions, to have regard to the desirability of promoting good relations between persons of a different religious belief, political opinion or racial group.
The purpose of this Equality Scheme is to show how MAGNI proposes to fulfil the duties imposed by Section 75 in relation to functions, powers and duties relating to Northern Ireland.
1.2 The Board of Trustees of MAGNI undertakes to discharge this obligation and to implement the provisions of the statutory duties as outlined in paragraph 1.8 of this document. The Board have due regard to the need to promote equality of opportunity and regard to the desirability of promoting good relations.
This Equality Scheme states our arrangements for assessing and consulting on the likely impact of our policies and for monitoring any adverse impact of our policies on the promotion of equality of opportunity. The terms "policies" covers all the ways in which we carry out or propose to carry out all our functions, powers and duties relating to Northern Ireland.
1.3 The Board of Trustees of MAGNI undertakes to :
(see also para 1.9, 1.10 and 1.11)
National Museums and Galleries of Northern Ireland [MAGNI]
1.4 The National Museums and Galleries of Northern Ireland [hereafter referred to as MAGNI] was established by Statutory Order on 1 April 1998, initially bringing together, under a single Board of Trustees, the Ulster Museum and the Ulster Folk and Transport Museum. In October 1998 the Board also assumed responsibility for the Ulster American Folk Park. The MAGNI will also operate the new Science Centre which will form part of the Odyssey millennium landmark project currently being built at the Abercorn Basin in Belfast and expected to open in early 2001.
1.4.1 The Ulster Museum [UM] was established in 1961, evolving from the Belfast Museum and Art Gallery and the important collections of the Belfast Natural History and Philosophical Society founded in 1821. It is sited in the Botanic Gardens, Belfast. The Museums collections cover art, history and science and it has a staff complement of over 170. It attracted 230000 visitors during 1998/99 and has a branch museum, the Armagh County Museum, which received a further 17000 visitors.
1.4.2 The Ulster Folk and Transport Museum [UFTM] was set up in 1958 to record the way of life and traditions, past and present, of the people of Northern Ireland, with special reference to transport. The site covers 177 acres at Cultra, 8 miles from Belfast and contains galleries and reconstructed traditional buildings. It attracted a total of 165000 visitors during 1998/99 and employs over 150 staff.
1.4.3 The Ulster American Folk Park [UAFP], situated near Omagh is an open air museum of eighteenth and nineteenth century emigration history. The 70 acre site is laid out in two main areas - the Old World and the New World - so as to represent life on both sides of the Atlantic. Established in 1976 the UAFP employs 70 staff [38 full time and 32 part time]. In 1999 its visitors numbered 120000.
1.4.4 MAGNI is currently working on the production of a long term corporate development plan, which will set out the institutions agenda for the next five years. As the largest single cultural organisation in Northern Ireland, MAGNI will make a significant contribution to the future development and regeneration of the cultural life of the province. The museum has a strong education role and is committed to supporting the aims of cross-curricular themes of Cultural Heritage and Education for Mutual Understanding in the Northern Ireland Curriculum.
Functions and Responsibilities
1.5 The Museums and Galleries [NI] Order 1998 by Article 4 describes the functions of the Board of Trustees as follows:
'So far as practicable and subject to the provisions of this Order the Board shall -
1.5.1 care for, preserve and add to the objects in its collections;
1.5.2 secure that the objects are exhibited to the public and assist the public by interpreting the significance of the objects;
1.5.3 secure that the objects are available to persons seeking to inspect them in connection with study or research; and
1.5.4 generally promote the awareness, appreciation and understanding by the public of
(i) art, history and science;
(ii) the culture and way of life of people; and
(iii) the migration and settlement of people,
both by means of the Board's collections and by such other means as the Board considers appropriate.'
This equality scheme relates to how MAGNI carries out the above functions, powers and duties.
A copy of the Museums and Galleries [Northern Ireland] Order 1998 is contained in appendix 1.
1.6 The MAGNI Corporate Plan offers the following interpretation of its statutory responsibility in its role as :
Narrator - Using objects, stories and experiences to guide the people of Northern Ireland in the exploration and study of their cultures, achievements and environment.
Steward - Developing and safeguarding the collections and, underpinned by scholarship, deepening and disseminating our knowledge about them.
Manager - Being accountable and responsible for the efficient and proper use of our assets and resources, as well as the development of our staff in support of our core purpose and programmes.
Host - Providing a high quality, user friendly service that offers intellectual, physical and virtual access to our collections, displays and programmes for everyone.
Educator - Providing creative, stimulating and authoritative communication of our themes and collections to all audiences.
Link - Using new communication technology to extend the reach of our programmes and knowledge to existing and new audiences.
Commitment to the Statutory Duty
1.7 The Board of Trustees of MAGNI is committed to the execution of its responsibilities in relation to all its functions, powers and duties relating to Northern Ireland in respect of the Northern Ireland Act 1998 [Section 75 & Schedule 9]. Through this commitment it will have due regard to the need to promote equality of opportunity between:
MAGNI will also have regard to the desirability of promoting good relations between:
1.8 In implementing the provisions of the Statutory Duties MAGNI will:
(i) full details of the policy to which the impact assessment pertains
(ii) consideration of alternative policies which might better achieve the promotion of equality of opportunity
(iii) consideration of how to mitigate adverse impacts
(iv) arrangements for monitoring for adverse impacts in the future.
1.9 MAGNI is committed to allocating all necessary resources to ensure that the equality scheme is implemented in full and on time. Specific measures to be taken include:
1.10 MAGNI have ensured that all necessary internal arrangements are in place to ensure that the duties are effectively complied with and for monitoring and reviewing progress. The Director of Personnel will direct the implementation of the Equality Scheme, including monitoring and reviewing of progress. This will be reported on a monthly basis to the Board of Trustees.
1.11 MAGNI is committed to developing and delivering a planned programme of communication and training on the equality scheme is in place.
1.11 The commitment of the Chair of the Board of Trustees to the equality duty will be communicated :
2.0 Compliance and Consultation
Internal Arrangements
2.1 Both the Chair of the Board of Trustees and the Chief Executive Officer were actively involved in the drafting of this document. Responsibility for the implementation of the Equality Scheme rests with the Chairman and Chief Executive Officer of MAGNI. Responsibility for co-ordinating the range of actions across MAGNI is the responsibility of, Mrs Linda Hutchinson,Director of Personnel, MAGNI, Botanic Gardens, Belfast, BT9 5AB Tel: 02890 383099. She is responsible for dealing with and reporting on the statutory duties and is assisted by Mr Peter Kelly the Administrator of the Ulster American Folk Park, 2 Mellon Road, Castletown, Omagh, Co Tyrone BT78 5QY Tel: 02882 256340.
2.2 The implementation team will comprise key members of staff from all the main MAGNI sites. These members of staff are named with full contact details in Appendix 5 - Organisational Chart. Equality duties have been allocated and, these duties have been included in their job descriptions and forward job plans.
MAGNI have introduced organisational changes to draw up the Equality Scheme and subsequently monitor and review its implementation. The Director of Personnel (Unified Grade 7) is a new appointment reporting to the Chief Executive, and she has participated in the drawing up of the Equality Scheme along with Peter Kelly, Administrator at the Ulster American Folk Park. A new Personnel Officer has been recruited at the Ulster Folk and Transport Museum, Mr Mark Wilkinson. His responsibilities will include the monitoring and reporting of the Equality Scheme implementation at this site to the Director of Personnel. A Training & Development Officer, Mr Edward Curley has also be recruited and he is responsible for assisting in identifying, planning and implementing training needs in relation to the Equality Scheme across MAGNI, monitoring and reviewing training implementation and reporting same to the Director of Personnel.
2.3 MAGNI recognises that, although specific individuals will be assigned implementation duties, there is a responsibility for all staff to support the aims of the equality scheme in particular and the equality duty in general. This will be a key aspect of awareness training [see section 5.0]
2.4 MAGNI will include objectives and targets relating to the statutory duties in its annual business plan and in the 3 yearly corporate plan submitted to its sponsor department. On approval from the sponsor department (DCAL) these targets and objectives are incorporated into MAGNI's work programmes, and subsequently into individual's forward job plans. The work programme which specifically incorporates the objectives and targets of the Equality Scheme is called "The Right Method". A report will be submitted to each Senior Management Team Meeting [every two months] relating to progress on compliance and more specifically on the implementation of the equality scheme. The Chief Executive and the Director of Personnel will report on the objectives in relation to the Equality Scheme to the Board of Trustees on a monthly basis.
2.5 Staff involved in implementing the scheme (See Appendix 5) have
(see also 2.2)
2.6 MAGNI will include a progress report on its duties in the annual report.
2.7 MAGNI makes the formal commitment to:
Consultation
2.8 MAGNI recognises that consultation is the key to the success of the equality scheme process. We therefore re-state our commitment to take account of all views and comments received through the consultation process. In consulting on matters relevant to the duties, impact assessments and the Equality Scheme, MAGNI will work with representative groups and individuals of the Section 75 categories in order to identify how best to obtain their views and this consultation will begin as early as possible. Our arrangements will ensure that consultation is timely, open and inclusive. This may involve face-to-face meetings, advisory groups, surveys, consultative panels, internet discussions, citizens juries and other innovative ways of consulting as there will be different means of consultation for different groups and it will be important to establish the basis for dialogue and engagement during the life of the Scheme.
2.9 MAGNI is committed to communicating in a coherent fashion, minimising the use of technical language or jargon. The accessibility of the language and the format of information will be considered to ensure that there are no barriers to the consultation process. Information will be available on request in accessible formats such as Braille, disc, and audiocassette and in minority languages to meet the needs of those who are not fluent in English. Systems are in place to ensure that information is available in accessible formats in a timely fashion. In addition, specific consideration will be given to how to best communicate information to young people and those with learning disabilities. Staff will be available to discuss any aspect of this document with any individual or group. Any staff member allocated to this role will have strong communication skills and experience of convening and chairing meetings. In addition to this consultation training will be given to those involved in the screening and impact assessment processes to ensure those facilitating consultations have the necessary skills to communicate effectively with those being consulted.
2.10 MAGNI will ensure that consultation with groups and individuals will commence as early as possible and that there will be a two month period for consultation exercises.
2.11 If a group or individual would prefer to discuss the document at a meeting MAGNI is fully prepared to facilitate this. Consideration will be given to important issues such as the time of the meeting, the appropriateness of the venue, whether a signer is necessary, whether the venue can be accessed by those with disabilities, the use of appropriate language, how the meeting is to be run and the provision of childcare.
2.12 MAGNI will make wide use of meetings and seminars in regard to all matters relevant to duties, to screening and impact assessment, [see section 3.0 for detail on impact assessment]. In doing so we will :
2.13 All relevant information will be provided in a fully accessible way to ensure meaningful consultation. This will include a copy of the scheme and any other relevant supporting material, information which has informed a decision taken by MAGNI, information which has been directly responsible for a decision taken by MAGNI, including relevant qualitative and quantitative data and other documentation such as consultants' reports. MAGNI considers it particularly important that sufficient, timely and appropriate information is provided to enable all affected groups and individuals consider the full implications of proposals and it will take steps to ensure this.
2.14 Appendix 2 includes a list of organisations which were consulted on this document. For screening this list was expanded to Appendix 11. This list meets the Equality Commissions guidelines in that it covers the 'Equality Commission and ...other public authorities and voluntary, community, trade union and other groups who have a legitimate, particular interest in the work of the public authority and/or the impact of the authority's policies on the equality of opportunity and good relations'. MAGNI will consult with the consultation organisations listed in Appendix 5I in regard to matters relevant to the duties, the Equality Scheme, Screening and impact assessments. Two of our consultation responses suggested that this list [appendix 2] did not appear to have a sufficient range of consultees to cover all of the categories identified in Section 75. We recognise the value of these responses and would emphasise that this list is not exhaustive and will be expanded as we progress through the processes of screening and impact assessment [we undertake to take full account of the comments of the Equality Commission in this regard - they indicated that they would like to see wider consultation in their letter dated 23 June 2000].
2.15 MAGNI will respond to comments received from those consulted by
(a) including recommendations within the Equality Scheme, Screening report or Impact Assessments, or
(b) in writing to the consultee
and a comprehensive analysis will be carried out and contained in the relevant documentation (i.e. the Equality Scheme, Screening Report or Impact Assessments)
3.0 Arrangements for assessing and consulting on the impact of policies adopted or proposed.
Policies to be Reviewed
3.1 In fulfilling its statutory duties MAGNI has screened all of its policies in order to determine which would require a full equality analysis in the form of an impact assessment.
3.2 Policies were identified by MAGNI Heads of Division and Directors and both the Chair of the Board of Trustees and the Chief Executive Officer participated in this initial selection process.
3.3 The procedures followed by MAGNI in relation to its policies are generally based on Civil Service Codes, guidelines of good practice and statutory obligations. In most cases a joint [written] MAGNI policy is not yet in place. The policies are set out in Appendix 5II.
Methodology of Screening Process
3.4 Each of the policies were screened according to the following basic criteria:
3.5 MAGNI paid particular attention to the provisions contained within the Fair Employment and Treatment Order 1998 in screening its personnel policies.
3.6 If the answer to any of these criteria was positive consideration was given to whether to subject the policy to impact assessment.
3.7 MAGNI carried out the Screening Process between June 2000 and May 2001 (See attached Screening Report). Arrangements for screening reflected the Commission's advice on two phase screening. MAGNI consulted with all those organisations listed in appendix 2. In addition to this we included the screening methodology/procedure in this consultation exercise. MAGNI responded positively and inclusively to all reasoned representations made by relevant groups in relation to the screening process and procedures.
3.8 A detailed report of the screening exercise is attached in appendix 5II and is included in the annual report to the Equality Commission. This report details the policies that will be subject to impact assessment and those that will not [giving reasons for each decision]. It includes a detailed timetable for conducting any impact assessments that are required following the screening process.
3.9 In addition to the above report MAGNI informed organisations on the consultation list of the results of screening identifying those policies that require impact assessment and those that do not [providing reasons as above].
Impact Assessment
3.10 Where it has clearly been established that an impact assessment is appropriate the implementation team will process this through the seven distinct stages as recommended by the Equality Commission.
3.11 MAGNI is committed to undertaking impact assessments in accordance with the procedure for conduct of Equality Impact Assessment as set out in Annex 1 of the Guidelines based on the distinct elements outlined in paragraph 3.10. Fuller guidance [as provided by the Equality Commission] is included in appendix 3. We recognise, however, that we will have to develop MAGNI tailored guidelines prior to the commencement of impact assessment. MAGNI makes a commitment that in making any decision with respect to a policy adopted or proposed to be adopted by it, that we will take into account any equality impact assessment and consultation carried out in relation to the policy.
3.12 MAGNI appreciates that significant resources will be required for the impact assessment process. It is expected that the bulk of the duties will be undertaken by MAGNI staff with specific responsibility for the implementation of the equality duty. However it is also expected that external assistance [from consultants, representative organisations etc] will be employed as required. See also 2.1 to 2.5 regarding Internal Arrangements.
3.13 Consultation will be a key element of the impact assessment process. MAGNI is committed to consulting :
(Refer to Appendix 2 and Appendix 11 - the expanded consultation list contained in the Screening Report)
3.14 Consultation for impact assessment will not be limited to direct invitation. MAGNI will place notices in national/regional papers and in specialist press where it is considered appropriate.
3.15 MAGNI will liase with representative organisations to ensure that the results of the impact assessments.
3.16 MAGNI gives a commitment that in making any decision with respect to a policy adopted or proposed to be adopted, it will take into account any equality impact assessment and consultation carried out in relation to the policy.
Proposed Policies
3.17 The key difference in reviewing current policies and future policies is that process for future policies will begin at the outset. All policies will be conceived and developed to comply with Section 75 of the Northern Ireland Act 1998 and any new policies will be screened for impact assessment using the criteria detailed at 3.4.
3.18 It is expected that 'proposed' policies will include personnel policies and structural matters arising from restructuring as a result of the merger.
3.19 In screening proposed policies MAGNI will [as a minimum] consult with those organisations consulted in drafting this equality scheme and in screening current policies [see appendix 2].
Monitoring of Adverse Impact
3.20 In cases where an impact assessment identifies a potential adverse impact MAGNI will put in place structured monitoring arrangements to assess the potential problem in the longer term and to assess the impact of alternative actions/mitigating measures. Potential data sources include questionnaires, visitor surveys, admission system data [VISTA] and focus group discussions. These arrangements will be included in the impact assessment procedure [see also paragraph 3.11] MAGNI commits itself to a system being established to monitor the impact of policies in order to identify their effects on the relevant groups. This will be reviewed on an annual basis and the results will be widely and openly published. The monitoring information will be published and available on request from the following MAGNI sites:
Ulster Museum
Botanic Gardens
Belfast BT9 5AB Ulster American Folk Park
2 Mellon Road
Castletown
Omagh BT78 5QY Ulster Folk & Transport Museum
153 Bangor Road
Holywood BT18 0EU
If monitoring and evaluation show that a policy results in greater adverse impact than predicted, or if opportunities arise which would allow for greater equality of opportunity to be promoted, MAGNI will ensure that the policy is revised.
4.0 Publication issues
Publication of the Equality Scheme
4.1 Following approval by the Equality Commission this scheme will be available on request from the following MAGNI sites:
Ulster Museum
Botanic Gardens
Belfast BT9 5AB Ulster American Folk Park
2 Mellon Road
Castletown
Omagh BT78 5QY Ulster Folk & Transport Museum
153 Bangor Road
Holywood BT18 0EU
4.2 In addition to the above copies will be sent to the Education and Library Boards for circulation to the main library sites.
4.3 The equality scheme will also be available by e-mailing a request to %70%65%72%73%6f%6e%6e%65%6c%2e%75%6d%40%6e%69%63%73%2e%67%6f%76%2e%75%6b
4.4 A notice summarising the above sources will be placed in the following newspapers by prominent advertisements.
4.5 Copies of the scheme will be kept in each museum library for staff consultation.
4.6 MAGNI is committed to ensuring that systems will be in place to ensure its equality scheme is available to all and in a timely fashion. For this reason it is proposed to make the document, impact assessment and monitoring information available through our internet site, in printed form and in accessible formats, i.e. Braille, disk, audio cassettes and minority languages.
A summary document of the Scheme will be produced and given to all staff within the remit of the scheme. However, all staff will have access to a copy of the full scheme as detailed at 4.1, 4.2, 4.3 and 4.5 above.
4.7 MAGNI will take into account how best to communicate the scheme, impact assessment and monitoring information to young people and those with learning disabilities. Advice on this issue will be sought from relevant agencies.
4.8 Copies of the scheme will be circulated to the groups representing the various categories included in section 75 [ie appendix 2 and other groups identified as a result of this consultation process].
Publication of Impact Assessments
4.9 MAGNI undertakes to make publicly available the outcome of any equality impact assessment and of any monitoring programmes undertaken. This material will be accessible to all and in a timely fashion:
4.10 In addition to the above, each of the organisations which were consulted on the particular policy will be contacted and notified that the impact assessment has been completed and that copies are available.
4.11 MAGNI will also inform the general public about the availability of this material through press releases, including publications and media associated with the Section 75 categories, eg. talking newspapers, and publications in languages other than English. MAGNI will also directly inform those bodies and individuals with whom it has consulted when this material is available. Specific consideration will also be given to how best to communicate the Scheme to young people and those with learning disabilities. [advice will be sought from the Equality Commission and other relevant organisations].
4.12 The published information on impact assessments will include:
See also paragraph 1.8
4.13 An Equality Scheme is an important document. It is both a statement of MAGNI's commitment to fulfilling the statutory duties and a plan for our performance. It is in written form and is both comprehensible and accessible. In particular, the Scheme is available on request in formats such as Braille, disc, and audio cassette and in minority languages to meet the needs of those who are not fluent in English. MAGNI has ensured that systems are in place to ensure that the Scheme is available in such accessible formats in a timely fashion.
5.0 Training and Awareness
5.1 MAGNI will ensure that all staff and trustees will receive training on the section 75 obligations, the requirements of the Equality Scheme and in other relevant areas appropriate to their post and responsibilities. Training levels will be established as follows:
All staff will be provided with a copy of the scheme prior to receiving training.
MAGNI's training objectives are:
(i) to prepare a detailed training plan for all MAGNI staff over the 5 year period to which the Equality Scheme refers, which will aim to achieve the objectives outlined below.
(ii) To raise awareness of current anti-discrimination legislation in Northern Ireland, including the provisions of Section 75, Schedule 9 and Section 76 of the Northern Ireland Act 1998. This will include an explanation of the duties and their implications for all employees.
(iii) To provide those employees involved in the screening of policies with the necessary skills and knowledge to do this work effectively.
(iv) To provide those employees involved in the equality impact assessement of policies with the necessary skills and knowledge to do this work effectively.
(v) To provide those employees who deal with complaints in relation to the implementation of MAGNI's Scheme with the necessary skills and knowledge to investigate and monitor complaints effectively.
(vi) To provide those employees involved in the consultation processes with the necessary skills and knowledge to do this work effectively.
(vii) To provide those employees involved in the implementation and monitoring of the effective implementation of MAGNI's equality scheme to do this work effectively.
(viii) To evaluate the extent to which all participants in this training programme have acquired the necessary skills and knowledge to achieve each of the above objectives.
5.2 Implementation training and detailed awareness training will be provided by a competent provider namely Charis Consultancy, members of the Personnel Department and, if appropriate, representatives from relevant organisations. Specific training arrangements will be made for the members of the Personnel Department who will be involved in research and data collection, policy development, monitoring and evaluation, and the Training & Development Officer.
5.3 Awareness training to be provided by implementation staff on each site. Awareness training and supporting documentation will communicate to all staff the commitment of the Chair of the Board of Trustees to the statutory duties, promotion of the awareness of equality of opportunity.
5.4 MAGNI to evaluate the training to all staff and trustees, followed by an evaluation of the training provided, to assess the extent to which these objectives have been achieved. The results to be included in the Annual review to the Equality Commission.
5.5 All new staff will have Induction training which will include an introduction to equality issues and the MAGNI Equality Scheme. A system will be established to evaluate the effectiveness of training.
5.6 A basic timetable is as follows :
5.7 MAGNI will provide refresher training on awareness to all staff categories on a structured basis.
6.0 Arrangements for ensuring and assessing public access to services and informatio n
Physical Access Issues - Visitors
6.1 MAGNI will actively promote equality of opportunity for people with physical disabilities and those with a learning disability [and their carers] as employees and as beneficiaries of its services.
6.2 All MAGNI publicity material, gallery guides, education leaflets etc to include information about:
6.3 MAGNI access policy [when formally approved] to be published and made available. A synopsis to be made publicly available.
6.4 Access audits to be carried out on all MAGNI sites.
6.5 Visitor Comments Service to be visibly displayed in all entrance areas. Replies [if appropriate] to be guaranteed within two working weeks.
6.6 When disseminating information through the press MAGNI will ensure that press statements or public advertisements are carried by all three Belfast daily newspapers, including the North West version of the Belfast Telegraph.
Physical Access Issues - Staff
6.6 All staff to be given training in disability issues [further information to be sought from relevant agencies including Museums and Galleries Disability Association- see attached response for detail] as well as the equality duty training outlined in section 5.0.
6.7 Front of house/warden staff to be given Disability Access and Customer Care training.
6.8 Codes of practice to be published and issued to all staff.
6.9 Where necessary, auxiliary aids to be made available to staff with disabilities. Relocation of workstations if appropriate. Reallocation of duties to be considered [if possible] where other measures are not appropriate.
Access to Information
6.10 MAGNI policies to be published in large print, Braille, audio and most commonly identified foreign languages.
6.11 Others measures to be considered [subject to affordability and practicality] include:
Information will be made available in consultation with the affected groups to ensure the highest level of inclusivity in any policy decision making.
6.12 MAGNI is committed to monitoring access to information and services to ensure equality of opportunity. This monitoring will be carried out by the Director of Personnel [see paragraph 2.2]
6.13 MAGNI is currently in the process of drafting an access policy. The information included in this section is based on that draft policy.
7.0 Programme Timetable
7.1 The timetable outlined below details MAGNI's schedule for measures proposed in this scheme.
Note : Impact assessments have been proritised on the basis on their perceived level of impact on the equality duty. This is detailed in Section 6.0 of the Screening Report.
7.2 In year two the key activities will be as follows:
7.3 In years three to five the key activities will be as follows
7.4 The training timetable is included in paragraph 5.6.
7.5 This timetable refers only to the key events of the process. MAGNI is committed to encouraging and maintaining ongoing dialogue with representatives of all sections of the community.
8.0 Complaints Procedure
8.1 MAGNI is committed to offering the public the opportunity to make complaints arising from failure to comply with the provisions contained in this document.
8.2 Where a member of the public wishes to make a complaint he/she should contact Jude Helliker, Director of Personnel, Tel: 028 90 383099 who will, if possible, deal with it on the spot. If the matter cannot be resolved immediately the member of staff will note the relevant details and pass the matter to the Director of Personnel.
8.3 The process thereafter will be as follows:
8.4 Representative groups and organisations will be allowed to make complaints of behalf of individuals who do not wish to disclose their identity.
8.5 The duty states that complaints relating to failure to comply with the scheme must be submitted to the Equality Commission within 12 months from the day on which the complainant first knew of the matters alleged.
8.6 In making a complaint the complainant must:
8.7 MAGNI is committed to ensuring the accessibility of this complaints procedure.
Appendices ( Not included but available from MAGNI on request)
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