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CNPA RACE EQUALITY SCHEME
3 YEAR REVIEW AND ACTION PLAN
June 2010

INTRODUCTION

1. The CNPA published its first Race Equality Scheme (RES) in November 2007 setting
out how it will promote equality of opportunity for people with different racial
backgrounds in the delivery of its public functions and as an employer. The CNPA
must review its RES after 3 years and publish a new RES on 30 November 2010. To
streamline reporting of our Equality Schemes (covering disability, gender and race)
we intend to publish our RES along with the review of our Gender Equality Scheme
on 29 June 2010.

2. This paper firstly sets out what is required by CNPA under current race legislation.
This is followed by a summary of objectives and progress made on CNPA’s existing
RES. The final section sets out our new Action Plan based on progress and any new
evidence gathered. An Annex is available separately which provides a more detailed
account of new evidence and information gathered.

LEGISLATION

3. The general duty requires that in carrying out its functions CNPA pays due regard
to the need to:

a) Eliminate unlawful discrimination and harassment

b) Promote equality of opportunity and

c) Promote good relations between persons of different racial groups.

4. The specific duties include:

a) The preparation and publication of a race equality scheme.

b) Assessing which functions are relevant to the duty (with a review of that
assessment at least every three years).

c) Setting out arrangements for assessing and consulting on the likely impact on
the promotion of race equality of proposed new policies.

d) Monitoring of policies for adverse impact on the promotion of race equality.

e) Publishing the results of assessments, consultations and monitoring.

f) Ensuring access to information and services.

g) Training staff on issues relevant to the duty.
CAIRNGORMS NATIONAL PARK AUTHORITY

Gathering and Using Evidence

5. Legal requirement:

a) To monitor (including for adverse impact) all policies and practices that are
relevant to race equality.

b) To ensure that the public has access to information and services that we
provide

6. What we said:

a) Gather baseline data on racial mix of area and compare with racial mix
accessing employment, goods and services.

b) Monitor and review CNPA publications showing equality of race in images.

c) In visitor survey, obtain statistics on balance of participation from different
backgrounds in different activities and address any stereotyping.

d) Hold consultation event with Park users to identify specific barriers and ways
to address them.

e) Create feedback forms at CNPA meeting/events which capture information
on racial issues / needs for BME people to participate.

f) Continue to work with Inclusive Cairngorms to build awareness.

7. What we have done:

a) Baseline data of racial mix of 4 Local Authorities obtained, but not specific to
the National Park. In Scotland as a whole the average ethnic minority
population is around 2% in total. The four local authorities represented in the
Park are fairly consistent in having a minority ethnic population of around
0.8% each. We propose to seek more up to date data which contains more
recent trends eg migrant populations.

b) CNPA publications are monitored for images which are representative of
communities using the Park, and we will continue to source new images of all
equality groupings through Inclusive Cairngorms and CNPA supported
events.

c) Stats and evaluation feedback used from the Black and Minority Ethnic
consultation event held in October 2007 in association with Backbone. Real
and perceived barriers identified including lack of confidence, awareness of
countryside, feeling of not belonging (only for white/middle classes) , fear,
transport, language, cost, parental control.

d) Evaluation report from Active Life project (follow-on project from
consultation event). Addressing some of the barriers identified, eg increasing
confidence, awareness of Park, health and wellbeing, changing lifestyles,

e) Mosaic Evaluation report

f) Joint National Parks Outreach action research project identified barriers for
ethnic communities engaging with National Parks (similar to Backbone
consultation). Following this, CNPA have reviewed priority groups that we
support for social inclusion/outreach (BME groups considered medium
priority).

g) Stats are gathered on ethnic origin of participants on training events and
LEADER grant beneficiaries.

h) Evaluation form templates being developed for use at other public events (to
capture ethnic origin of participants).
Not achieved

i) Visitor Survey (May 09 – Apr10) did not capture information on people from
different ethnic backgrounds who visit the National Park.

8. A more detailed summary of new evidence is available separately.
Consultation and Involvement

9. Legal requirement:

a) Although there is no explicit requirement to consult in preparation of our
RES, EHRC recommends we do this, as it will improve our evidence base and
community involvement.

10. What we said:

a) Hold consultation event with Park users to identify specific barriers and ways
to address them

b) Continue to work with Inclusive Cairngorms to build awareness of racial
issues.

c) Make contact with new groups who hold information

11. What we have done:

a) Supported BME consultation event in Oct 2007, and provided funding for
subsequent Active Life project to support community leaders in accessing the
countryside.

b) Maintaining relationship and ongoing consultation with intermediary
organisation Backbone to explore ways to encourage participation in
National Park. (including presentation and discussion at Inclusive Cairngorms
meeting in September 08).

c) New BME contacts established through working with Backbone, eg Polish
Association, Highland Muslim Association.

d) Involving people from BME groups in development of Race Equality Scheme
eg Backbone, BEMIS, Black Environment Network.

e) Engaged with BME people at Rural Equalities conference and through Rural
Equalities network (Highlands and Islands Equality Forum )

f) Established contact with Mosaic project in other UK National Parks –
providing further evidence/ feedback.

g) IC have prioritised key areas in CNPA’s Corporate Plan against all equality
strands – outdoor access, visitor services and information, communities,
housing and planning and Equality Schemes. (Jan 09)

Impact Assessment

12. Legal Requirement:

a) To impact assess proposed policies and monitor existing policies.

b) To show how we will publish the results of impact assessments.

13. What we said:

a) CNPA will identify and prioritise policies and procedures that may cause
barriers to people from different ethnic backgrounds and amend them to
prevent potential discrimination.

b) Develop template for reviewing policies in consultation with people from
BME groups / organisations and IC.

c) IC to help with impact assessments.

d) Evaluate guidance on completing Park for All section in Board papers.

14. What we have done:

a) 14 staff have attended EqIA training

b) IC has helped to identify and prioritise policy areas in Corporate Plan for
EqIA.

c) EqIA process being rolled out in 2009 / 10 involving IC where necessary. 5
generic EqIAs completed by 31 Mar 2010 involving 14 staff.

d) Mechanisms being implemented to embed equality into policy and project
development, including reviewing format of Board Papers.

e) Completed EqIAs will be published on our corporate website
www.cairngorms.co.uk

Employment

15. Legal requirement:

a) To undertake ethnic monitoring according to racial group of: staff in post,
applications for employment, applications for training, and applications for
promotion.

b) To train staff on general and specific race duties.

16. What we said:

a) Equality monitoring with regards to racial balance will be on-going at all
stages of employment, eg recruitment, uptake of training.

b) Ensure all staff are trained in racial equality awareness, through company
training and induction programmes.

c) Promote equality of opportunity and diversity in workforce through positive
action, eg, staff encouraged to seek career development opportunities, job
adverts will promote equality of opportunity, explore work placements
within wider community.

d) Build awareness of racial issues amongst CNPA staff through Staff
Consultative Forum, staff surveys, trade unions.

17. What we have done:

a) Ethnic monitoring of employment includes records of staff’s ethnic origin,
applications for employment, and applications for training. Applications for
promotion are not relevant to CNPA. A summary of this data is provided
below.

b) Employee ethnicity demographics are higher than average demographics of 4
local authorities that make up the National Park

c) Recruitment - Jobs are advertised in the local press and on the website, and
are accessible to all. Adverts state that CNPA is an equal opportunities
employer. Advert placed in Ethnic Britain Directory in 2008 and through
BEMIS. Application forms include detail of ethnic origin.

d) Staff involved in focus group to discuss race issues in development of Race
Equality Schemes.

e) Equalities issues are a standing item on the Staff Consultative Forum agenda
(with staff and Union representation), and this ensures consistent awareness
of equalities issues.

f) Appraisal forms have been amended to include a section on equalities needs,
with training provided for line managers to deal with any needs arising.

g) Annual “staff details” information gathering provides further opportunity for
staff to highlight any equality needs.

h) Staff “Away Days” are held twice each year. These events are used to discuss
key themes that are relevant to staff, the organisational culture, and
stakeholder relationships. All staff are invited to contribute their views and
are involved on how we develop our core approaches

i) Race Equality training for staff delivered in 2007. Further equalities training
for staff and Board members scheduled in autumn 2010.

j) Work placements have been explored, and short term placements hosted for
a young person and a teacher, however due to resourcing issues, has not
been a priority.


Ethnicity within CNPA Staff

18. Within the organisation, there are 63 White European staff and 1 Asian staff member
(1.6%)

Recruitment

19. Of a total of 183 applicants for jobs in 2006, there were 173 people who were
White European, 4 Asian, 2 White Other,1 Black African, and 2 White US/AUS/NZ.
One candidate did not give details of ethnicity in their application. The percentage of
applicants who identified themselves as from a minority ethnic group was therefore
5.5%.

20. Of a total of 121 applicants for jobs in 2008, there were 117 people who were
White European, 1 Asian, 1 White Other, and 1 Black African. One candidate did
not give details of ethnicity in their application. The percentage of applicants who
identified themselves as from a minority ethnic group was therefore 3.3%.

21. Of a total of 129 applicants for jobs in 2009, there were 108 people who were
White European, 10 Asian, 1 Middle Eastern, 2 White US/AUS/NZ and 3 Black
African. Five candidates did not give details of ethnicity in their applications. The
percentage of applicants who identified themselves as from a minority ethnic group
was therefore 16.3%, a considerable increase on previous years.

Training

22. Every member of staff had attended at least one training course/conference/seminar
in the period 1 April 2009 – 20 April 2010.

a) 9 (13%) staff had attended only one course


b) 21 (32%) staff had attended two courses, including the 1 ethnic minority staff
member who was only appointed in February 2010.

c) 8 (12%) staff attended 3 courses

d) 13 (20%) staff attended 4 courses

e) 6 (9%) staff attended 5 courses

f) 7 (11%) staff attended 6 or more courses

23. Training opportunities are identified during the appraisal process. These courses are
then sourced by a dedicated officer. Additional training opportunities are advertised
to all staff equally through the Intranet. In addition, some staff source additional
courses themselves, and these are always approved, provided they link to the
individual’s line of work and/or career development. These statistics indicate that
training opportunities are presented and taken up pretty equally across the
organisation.

Action Planning and Delivery

24. Legal requirement

a) The Race Equality Scheme should be a timetabled and realistic plan for
meeting both the specific and general duties.

25. What we said:

a) Specific actions set out in our RES Action Plan (not already referred to in the
previous sections) include:

i. Raising awareness and understanding of racial equality amongst Park
service providers, and demonstrate good practice in meeting the needs of
user groups. Eg through training and applications for NP brand.

ii. Raising awareness amongst Park users of the needs of different racial
groups.

26. What we have done:

a) Action Plan is included in our RES 2007-10 and annual updates published
in June 08 and June 09.
Key actions and outcomes not already referred to in previous sections
include:

a) Equality and Diversity awareness training for Park service providers held
in June 2009. Poor uptake so plan to run this again.

b) Currently discussing with Brand Management Group how promoting
equality good practice can be encouraged through applications to use the
CNP brand.

c) We and Inclusive Cairngorms found it difficult to identify what is required
to raise awareness between groups. Until we know who, ie which BME
groups, are visiting the Park, then it is difficult to provide the relevant
information. Data of racial mix of visitors is therefore required to take
this action further.

d) Influencing other organisations in relation to equality good practice.
Collaboration with SEARS partners eg SNH and Loch Lomond and
Trossachs NPA to deliver actions collectively, member of NDPB Equality
Forum

Publishing, Reporting and Reviewing

27. Legal requirement:

a) To publish our Race Equality Scheme, the results of impact assessments
(including consultation), monitoring information and, on an annual basis, our
employment monitoring results.

28. What we have done:

a) Published RES in November 2007 on CNPA website

b) Provided annual updates on RES and Action Plan in June 08 and June 09 as
part of Joint Equality Scheme

c) Established internal ‘Park for All’ Group which meets quarterly to oversee
development of our equalities work including our Equality Schemes and
monitoring of EqIAs.

To do

a) Publishing of EqlAs, employment monitoring results
REFOCUSSING PRIORITIES FOR PROMOTING RACE EQUALITY

29. Reviewing our Race Equality Scheme provides an opportunity to refocus our
priorities to ensure we are tackling the most relevant and significant issues to bring
about race equality. In doing this, we must consider what we have achieved to date
and focus where more work is required, while also considering any evidence and the
views of staff and people from different ethnic backgrounds.

30. Importantly, the new RES should also reflect CNPA’s business, i.e. the Corporate
Plan and Operational Plan, focussing on the key policy areas identified by Inclusive
Cairngorms:

a) Outdoor Access, including core paths, health walks and transport

b) Visitor services including publications, interpretation, information, rangers

c) Communities including community engagement (events, meetings, training,
venues)

d) Housing and Planning including Local Plan

e) Equality Schemes, including corporate and HR policies – recruitment, staff
development and training, accommodation

31. The following Action Plan includes feedback from the Draft RES Review, which was
consulted with staff and Inclusive Cairngorms during April 2010. It also includes
some actions which are carried forward from CNPA’s RES 2007-10.

Elspeth Grant
Kate Christie
June 2010

CNPA RACE EQUALITY SCHEME: ACTION PLAN
June 2010

Aim 1 – To Eliminate Unlawful Discrimination:
Outcome Action Timescale Accountable

Objective 1

Ensure that CNPA policies do not allow direct or indirect
racial discrimination, harassment and victimisation.

1. Equality Impact Assessments of new policies being
rolled out following completion of generic EqIAs, and
publication of results.

2. Embedding equality into other CNPA processes and
procedures eg Board papers, applications to grants
programme, grants to 3rd parties, procurement,
programme and project management guidance.
June 2010 ongoing
Mar 2011
Social Inclusion
officer / HR Manager
Social Inclusion
officer, Programme Managers

Objective 2

Ensure CNPA staff and Board are aware of and understand
racial equality; how their work impacts on equality and
what their own responsibilities are in terms of promoting
equality within the CNPA.

1. Build equality awareness into company training and
induction programmes so that all staff attend equality
training covering all equality strands on a rolling 3 year
programme, building on previous training and utilising
skills and knowledge of staff.

2. Ensure that all staff understand equality and diversity
good practice and how to identify particular racial
equality issues. Raise awareness of direct and indirect
discrimination, harassment and victimisation and what
to do should they witness them,

3. All senior managers to undergo recruitment training.

4. Ensure clear guidelines for the reporting and
management of any discriminatory practice, and make
clear that discrimination will not be tolerated and will
be dealt with.

1,2 Equalities
training will be delivered to staff
and Board in Autumn 2010
3 Autumn/winter
2010/2011.
HR Manager
HR Manager
HR Manager
HR Manager

Aim 2 – To Promote Equality of Opportunity.
Outcome Action Timescale Accountable

Objective 1

Ensure equality of opportunity for CNPA staff and
general public in accessing training opportunities / events

1. Continue to gather and monitor baseline data on
racial mix of area (including migrant population) and
compare with racial mix accessing employment, goods
and services, eg through 2011 census, Local Authority
Ongoing 2011
HR Manager
HR Manager
(Internal trg)


stats

2. Continue to audit training provision and uptake of
training opportunities for racial equality.
Ongoing Training Project
Manager (External training)

Objective 2

Ensure all staff are equally encouraged to take up training
and career development opportunities.

1. Explore new ways to provide information about
training and career development opportunities to all
across the organisation.

2. Use findings from monitoring to inform actions

3. Publish employment monitoring results

September 2010
ongoing
Ongoing
HR Manager
HR Manager and
other managers

Objective 3

To promote a good racial balance throughout all levels of
the organisation, taking positive action where necessary

1. Job advertisements at all levels promote equality of
opportunity

2. Continue to advertise through BEMIS

3. Staff at all levels encouraged to seek career
development opportunities equally through the
appraisal system, with information on career paths
available.

Ongoing annually
ongoing
HR Manager
All line managers
through Appraisals
HR Manager

Objective 4

Ensure that the equalities needs of delegates of
meetings/training courses delivered by the CNPA are fully
met.

1. Update and ‘relaunch’ internal guidance on organising
meetings/courses to ensure race equality

2. Produce updated guidance on auditing meeting venues
to ensure they are fully accessible and inclusive

3. Ensure staff include equalities clauses in all invitations
to training courses/meetings

Autumn 2010 and ongoing
Social Inclusion officer

Objective 5

Ensure Park service providers and residents are well
informed on the needs of BME groups.

1. Provide Park for All (equalities) training for Park
service providers that will raise their awareness of
equalities issues, and help improve their service to
BME groups

2. Support Community introductions project
(Backbone) to introduce BME groups to Park service
providers (incl Park Ranger services)

November 2010
Training Project
Manager
Social Inclusion
Officer, Visitor
Services Officer

Objective 6
People from different ethnic backgrounds will be aware of
the National Park and how to engage with it.

1. Follow recommendations from Joint NPs ‘Barriers to
Engagement’ project to address barriers for BME
(Black and Minority Ethnic) groups by:

2. Working with BME intermediary groups (eg 
Backbone) to identify and develop support packages
to help them engage with the Park. 
June 2010
ongoing
Social Inclusion
officer
Outdoor Learning
Officer


3. Providing advice and signposting for BME groups who
wish to engage with the Park.
Visitor information / leaflets will be produced in Plain
English and using images which are inclusive and
representative of the target audience.
Communications
Officer

Aim 3 – Promote good relations between persons of different racial groups.
Outcome Action Timescale Accountable

Objective 1

CNPA staff and Board to be able to positively influence
Park Service Providers in relation to race equality.

1. Provide Equalities training to Park Service
providers to market the business case for
promoting equality and diversity.

2. Discuss with Brand Management Group the
options for including diversity / equalities criteria
in Park brand applications, eg training in equalities
awareness.

3. Work with Park Ranger Services to identify ways
to make ranger services more accessible to BME
groups

4. Produce Park for All assessments ie generic
checklists that businesses can use to assess
and improve the accessibility of their services

December 2010
August 2010
Mar 2011
October 2010
Training Project
manager
Sustainable Tourism
Officer
Senior Visitor
Services Officer
Social Inclusion
officer

Objective 2

CNPA will produce materials showing images which are
representative of the relevant communities using the Park
to promote equal access to services and facilities.

1. Monitor and review CNPA publications showing
equality of race in images.

2. Source images which are representative of the
relevant communities using the Park – through

Inclusive Cairngorms and events supported by
CNPA.

3. Identify ways to gather information on racial mix
of visitors to the National Park (eg through Park
Service providers)
June 2010 ongoing
Ongoing
Mar 2011
Communications
Officer
Social Inclusion
officer,
Grants programme
Manager

Aim 4 – To Build Awareness of Specific Barriers to Full Inclusion of different racial groups
Outcome Action Timescale Accountable

Objective 1

Continue to build awareness of any racial issues amongst
CNPA staff

1. Equalities is an agenda point on all staff
consultative forum meetings

2. Hold regular staff surveys/face-to-face focus
group meetings

3. Consult with staff and trade unions

4. Collate information from complaints procedure

5. Analyse findings eg if not achieving a
representative racial mix, investigate possible
causes and take action

6. Feed back learning into future RES Action Plans
ongoing
Ongoing
quarterly
Annually
2010
HR Manager
HR Manager
Head of Corporate
Services
Education and
Inclusion Manager
and HR Manager

Objective 2

Continue to build awareness of any racial issues amongst
CNPA Park Users

1. Continue to monitor evaluations from Backbone
events and consider ways to address barriers.

2. Use and monitor feedback forms at CNPA
meetings / events that ask pertinent questions
about equalities issues to improve our
engagement with BME groups (part of Aim 2
Objective 4)

3. Continue to work with Inclusive Cairngorms

4. Make contact with new groups who hold
information eg through Backbone events
June 2010 ongoing
Autumn 2010 ongoing
Ongoing
June 2010 ongoing
Social Inclusion
officer