• Draft Equality Action Plan 2025 -2028

    Consultation Response

  • Please note: The information you give on this form will be used to shape the final action plan and to capture equality monitoring information. The Equality Monitoring information will be stored securely and confidentially and will not be included in any consultation reports. Any comments will not include any names and there will be no ability to match the comments to any individuals.

    In accordance with the Data Protection Act 2018, Fermanagh and Omagh District Council has a duty to protect any information it holds. The personal information you provide on this form will only be used for the purpose of shaping the final action plan and monitoring equality and will not be shared with any third party, unless law or regulation compels such a disclosure. For further guidance on how we hold your information please visit the Privacy section at www.fermanaghomagh.com/your-council/privacy-statement/

  • Do you agree with the following Strategic Priorities outlined in the draft Equality Action Plan?

    The Equality Action Plan is built on four strategic priorities of ‘Community and Wellbeing, Employment, Council Services, and Staff Development and Internal Resources’.

  • Priority A: Community & Wellbeing

    Provide opportunities for Section 75 Categories to participate in community, health and wellbeing activities.

  • The actions to prioritise community and wellbeing are:

    • Co-ordinate, report and review the delivery of the actions within the Fermanagh and Omagh Age Friendly Strategy.
    • Engage with the Traveller Community.
    • Promotion of Good Relations as per S75(2).
    • Promote Irish, Ulster Scots., and the availability of Council services in alternative language formats. Enhance access to Council services and information in a range of languages.
    • Work with Fermanagh and Omagh Youth Voice to increase participation and engagement of young people in community consultations.
    • Co-ordinate and deliver the PEACEPLUS Local Action Plan.
    • Assist the Council in fulfilling priority two (People and Communities) of the Corporate Plan by increasing participation in physical activity within communities by providing enhanced inclusive and accessible opportunities. We will also work in partnership to tackle the wider determinants of health inequality through the provision of a range of targeted physical health intervention programmes.
    • Assist the Council in fulfilling priority two (People and Communities) of the Corporate Plan by increasing participation in physical activity within communities by providing enhanced inclusive and accessible opportunities. We will also work to maintain and enhance the Council’s leisure, recreation, arts and cultural facilities to ensure people have opportunities to be active and engaged in their everyday lives.
    • Assist the Council in fulfilling priority two (People and Communities) of the Corporate Plan by working with under-represented groups to promote equality of opportunity for all and reduce the risk of social exclusion.
    • Assist the Council in fulfilling priority two (People and Communities) of the Corporate Plan by working in partnership to create opportunities for participation, supporting greater inclusion, understanding and valuing the diverse and dynamic cultural heritage in the district.
    • Assist the Council in fulfilling priority one (Climate Action) of the Corporate Plan by ensuring our parks and open spaces are modern, safe, fun, and inclusive spaces for all to use and enjoy.

  • Priority B: Employment

    Support Section 75 Categories with training and employment 

  • The actions to prioritise employment are:

    • Develop Fermanagh and Omagh Labour Market Partnership Action Plan for 2025-2027.
    • Deliver Fermanagh and Omagh Labour Market Partnership 2025-2027 Action Plan.
    • Co-ordinate and deliver the Rural Economic Accelerator Programme (REAP).

  • Priority C: Council Services

    Ensure all Council services and activities promote equality of opportunity and meet statutory duties

  • The actions to prioritise council services are:

    • Report bi-annually on Council's Equality Screening questionnaires.
    • Promote & report annually on Inclusive Language Guide, Translation and Interpretation services.
    • Ensure representation of Section 75 Categories in Council visual promotional material.
    • Council's Diversity Ambassador and Policy Officer to participate in Local Government Diversity Ambassador Programme.
    • All new and revised policies, action plans, strategies, programmes, projects, etc., equality screened before Council approval and implementation.
    • Review Council equality screening matrix.
    • Produce equality screening guide for staff.
    • Continue to deliver the current policy in place for Assisted Bin Lift service.
    • Co-ordinate, report and review the delivery of the actions within the Disability Action Plan.

  • Priority D: Staff Development and Internal Resources

    Ensure staff are continuously educated on Section 75 duties, and promote equality and good relations between staff

  • The actions to prioritise staff development and internal resources are:  

    • The provision of online equality training to staff.
    • Promote awareness and support to the LGBTQIA+ community through participation in Pride and related events.
    • Deliver the Health and Wellbeing Calendar of events & information.
    • Facilitate healthcare and pension provider informative sessions.
    • Raise awareness of planning for retirement sessions.
    • Deliver policies relevant to section 75 categories such as menopause, paternity leave, maternity leave, domestic abuse leave, retirement, breastfeeding and carers leave.
    • Form, train and promote a group of Menopause champions.
    • Raise awareness of the impact of Domestic Abuse and support those impacted.
    • Support and promote Breastfeeding Champions.
    • Support the employment of people with disabilities through the implementation of reasonable adjustments for both new recruits and existing employees.
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