Summary of Main Findings

This five-year review of the Equality Scheme shows how Causeway Coast and Glens Borough Council has worked to make sure services are fair and inclusive for everyone in our community. It highlights the benefits for local people, the role of leaders in the Council, challenges faced, and the good practice we can build on.


Benefits for Individuals within Section 75 Groups

  • Council policies and services are checked to see how they affect different groups of people, helping to make outcomes fairer.
  • Consultation and engagement give people from different backgrounds including people with disabilities, older people, young people, and minority communities a chance to shape local services.
  • Staff training and awareness campaigns have helped make services more accessible and inclusive.


Leadership and Engagement

  • Elected Members review and approve equality reports each year, making sure the Council is accountable and focused on improving equality and good relations.
  • Senior staff make sure equality is part of everyday decision-making; included in plans and policies from the start.
  • The Diversity Ambassador has helped promote equality, and this will be strengthened further in the coming years.


Challenges and How They Have Been Overcome

Challenge: Some equality screenings have used broad or outdated information.

What’s being done: The Council is improving the quality of data and keeping staff statistics more up to date.

Challenge: Some follow-up actions after screenings were not always strong enough.

What’s being done: More training and clearer internal guidance are being introduced to improve this.

Challenge: Screenings were not always reviewed in a consistent way.

What’s being done: New systems will be developed to make sure reviews happen on time and results are reported properly.


Lessons Learned

  • Good quality, up-to-date information is vital for equality work to be effective.
  • Clearer processes and regular reviews lead to stronger outcomes.
  • Visible leadership from both senior managers and Councillors is key to building confidence and making equality part of everyday Council business.


Good Practice

  • The Council looks at what other councils are doing to make sure we follow best practice.
  • Training for staff and decision-makers has helped equality become part of daily work.
  • Local communities are consulted so that barriers can be identified and solutions developed together.
  • Council leaders have shown commitment to equality and inclusion and will continue to build on this in the years ahead.


What’s next?

This review shows that the Council has a strong base to keep improving over the next five years. Going forward, the Council will:

  • Strengthen the role of the Diversity Ambassador to promote equality.
  • Keep working closely with communities to identify and remove barriers.
  • Make its buildings and facilities more accessible for everyone.

Together, these actions show the Council’s commitment to building on progress and making sure equality and inclusion remain at the heart of its work.