The History - Why is a 'mainstreaming' project needed?

Prior to 2008 a number of things indicated the need for a project that would help build equality and diversity into Third Sector organisations in the South West.

These included:

• Equality research of Voluntary and Community Sector Consortia groups, funded through Change Up funding, which highlighted the lack of capacity and understanding relating to equality.
• The Infrastructure Strategy South West 2006 (ISSW 2006) for the Voluntary and Community Sector identifies key areas for Third Sector development, including the need to develop organisations in relation to equality and diversity.
• Regional consultation events conducted by Equality South West since 2003 indicated the need for a regional and sub-regional approach to equality and diversity.
• Feedback from a number of partner organisations also confirmed these findings.

More recently it has become increasingly evident that the Third Sector has a strong and growing role to play in delivering public services and hence needs to be aware of, understand and promote equality in its employment practices, service provision and governance.

The duties and requirements on Public bodies are also increasing and Third Sector organisations need to mainstream equality and diversity in order to deliver these services in a way which is consistent with good practice and the contracting requirements placed upon them by public sector commissioners.

Third Sector organisations that demonstrate equality and diversity practice to legislative standards and above will become increasingly important and trusted as providers of public services. Improving Third Sector practices, skills and knowledge of equality and diversity will also improve the quality and fairness of public service delivery.

What does mainstreaming mean?

Mainstreaming equality and diversity requires a 'whole organisation approach' to Third Sector activity. That means in:

1. Service delivery: Organisations need to know whether they are, and how they can be, accessible and responsive to the needs of their communities.
2. Workforce development: They need to ensure that they treat workers - paid, unpaid and at all levels - according to best practice equality and diversity employment standards.
3. Governance: They need to ensure that they have representation from all equality communities at Board/Trustee level and that the whole organisation has a real understanding of and commitment to equality and diversity.

To find out more about the project please see: The Project