Equality and diversity

The SSSC is committed to valuing diversity and improving opportunity for all. We are responsible for registering people who work in social services and regulating their education and training. Our vision is of a competent, confident workforce, capable of delivering high quality services, a workforce that has the confidence of the public, those who use services and their carers. We aim to put people who use services and carers at the centre of everything we do.

Public Sector Equality Duty

The Equality Act 2010 came into force in October 2010 and replaces previous equalities legislation.  Section 149 of the Act came into force on 5 April 2011 and created the Public Sector Equality Duty (PSED). This replaces the previous race, disability and gender equality duties set out in earlier legislation. The purpose of the PSED is to ensure that public authorities consider how they can positively contribute to a fairer and more equal society through advancing equality in all their policies, the services they provide and in their day-to-day business.

The general duty requires us, in all that we do, to consider the need to:

  • eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under the Equality Act 2010
  • advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it
  • foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

Specific Duties

The purpose of the specific duties is to help us in our performance of the general equality duty.  The duties are:

  • the duty to publish a set of equality outcomes by 30 April 2013 and to report progress not later than 30 April 2015 and every following two years
  • the duty to assess and review policies and practices (by means of equality impact assessments)
  • the duty to report progress on mainstreaming the equality duty by 30 April 2013 and every following two years (ie the Equality Report 2013)
  • the duty to gather and use employee information
  • the duty to publish gender pay gap information by 30 April 2013 and every following two years
  • the duty to publish statements on equal pay – in the first instance in relation to gender only by 30 April 2013 and then in relation to gender, race and disability by 30 April 2015 and every two years thereafter
  • the duty to consider equalities in public procurement
  • the duty to publish in a manner that is accessible.

Equality and Human Rights Commission

The Equality and Human Rights Commission replaces the three former commissions: Commission for Racial Equality, the Disability Rights Commission and the Equal Opportunities Commission.The Equality and Human Rights Commission champions equality and human rights for all, working to eliminate discrimination, reduce inequality, protect human rights and build good relations ensuring everyone has a fair chance to participate in society. For further information please visit their website.

Equalities reports

The Equality Mainstreaming Report 2017 sets out our approach on equalities and demonstrates how we take equality into consideration in everything we do. The Equality Outcome Report 2017 describes progress made towards our 2013-2017 equality outcomes and lists our new outcomes and action plan for 2017-2021.

Equality Impact Assessments (EIAs)

Equality impact assessments (EIAs) help us make sure that our policies, and the functions we carry out, do what they are intended to do and for everybody.  This means assessing the likely (or actual) effects of policies on people in respect of their protected characteristics.  Through completing EIAs, we can:

  • make sure that we do not discriminate against or disadvantage people
  • identify and mitigate disadvantages when they are unavoidable
  • find opportunities to promote equality that may have previously been missed.

Our completed EIAs are available in our publication section under equality impact assessments.