Guidance

Equality Scheme for Department for Culture, Media and Sport

Published 23 February 2026

Drawn up in accordance with Section 75 and Schedule 9 of the Northern Ireland Act 1998.

Approved by the Equality Commission for Northern Ireland on 31 October 2025.

The Consultation on the Equality Scheme for Department for Culture, Media and Sport has now closed. It ran from 1:30pm on 28 November 2025 to 11:59pm on 20 February 2026.

Foreword

I am pleased to present the revised Equality Scheme for the Department for Culture, Media and Sport (DCMS), which sets out how the department proposes to fulfil the Section 75 duties.

Section 75 of the Northern Ireland Act 1998 (the Act) requires public authorities, in carrying out their functions relating to Northern Ireland, to have due regard to the need to promote equality of opportunity and regard to the desirability of promoting good relations across a range of categories outlined in the Act ^{[footnote 1]}.

In our Equality Scheme we set out how DCMS proposes to fulfil the Section 75 duties.

We will commit the necessary resources in terms of people, time and money to make sure that the Section 75 duties are complied with and that the Equality Scheme is implemented effectively, and on time.

We commit to having effective internal arrangements in place for ensuring our effective compliance with the Section 75 duties and for monitoring and reviewing our progress.

Our communications will ensure that all our staff are made aware of our Equality Scheme and understand the commitments and obligations within it. 

On behalf of DCMS and our staff I am pleased to support and endorse this Equality Scheme which has been drawn up in accordance with Section 75 and Schedule 9 of the Northern Ireland Act 1998 and Equality Commission guidelines.

Susannah Storey
Permanent Secretary, DCMS
Date: 3 November 2025

Chapter 1. Introduction

Section 75 of the Northern Ireland Act 1998

1.1 Section 75 of the Northern Ireland Act 1998 (the Act) requires DCMS to comply with two statutory duties:

Section 75 (1) In carrying out our functions relating to Northern Ireland we are required to have due regard to the need to promote equality of opportunity between

• persons of different religious belief, political opinion, racial group, age, marital status or sexual orientation
• men and women generally
• persons with a disability and persons without
• persons with dependents and persons without.

Section 75 (2) In addition, without prejudice to the obligations above, in carrying out our functions in relation to Northern Ireland, we are required to have regard to the desirability of promoting good relations between persons of different religious belief, political opinion or racial group.

“Functions” include the “powers and duties” of a public authority ^{[footnote 2]}. This includes our employment and procurement functions. Please see below under “Who we are and what we do” for an explanation of our functions. 

How we propose to fulfil the Section 75 duties in relation to the relevant functions of DCMS.

1.2 Schedule 9 para. 4 (1) of the Act requires DCMS as a designated public authority to set out in an Equality Scheme how it proposes to fulfil the duties imposed by Section 75 in relation to its relevant functions.  This Equality Scheme is intended to fulfil that statutory requirement.  It is both a statement of our arrangements for fulfilling the Section 75 duties and our plan for their implementation.

1.3 We at DCMS are committed to the discharge of our Section 75 obligations in all parts of our organisation and we will commit the appropriate available resources in terms of people, time and money to ensure that the Section 75duties are complied with and that our Equality Scheme can be implemented effectively.

Who we are and what we do

Over the last 30 years, DCMS has been celebrating what makes life in the UK unique. From culture and arts to media, sport, tourism and civil society. We work to support these areas and highlight their importance.

Our sectors are a huge driver of economic growth and opportunities throughout the country. They are worth £220 billion, support 4 million jobs and are a source of soft power and pride for Britain abroad. The growth they generate places DCMS right at the heart of the government’s mission to kickstart economic growth in all parts of the country.

DCMS helps break down barriers to opportunities. Our sectors equip children and young people with essential skills for life which can in turn improve their educational and employment opportunities. Through sports and physical activity but also the arts and cultural sector, our department supports the health and wellbeing of the population, so that they can enjoy richer lives.

The DCMS industries don’t just help our economy – they shape our way of life and how the world sees us.

We work with some of the most exciting sectors that shape our national story. From film and TV to museums, galleries, sports and youth clubs, these are the things that bring value and joy to people’s lives and help to build local communities and a diverse and inclusive national identity. We want everyone, no matter where they live, to feel their life is richer and their contributions are truly valued, as part of an inclusive national story.

Following the arrival of the new government in July 2024, a new set of priority outcomes were introduced which demonstrate the current aims and vision the Department has for the country. These are:    

1. Growth and good jobs in every place.
2. Richer lives with choices and opportunities for all.
3. A more socially cohesive country with an inclusive national story.

DCMS values

Our values make a statement about the kind of organisation we are and aspire to be. In times of uncertainty, they guide our actions, decision-making and what we can expect from others. We will:

• act with kindness - we listen, show respect and are honest with each other.
• strive for the best - we are rigorous, knowledgeable and creative.
• work as one - we embrace our different backgrounds, collaborate and bring people with us.
• learn and grow - we are skilled, innovative and empowered to improve continuously.

Our colleagues helped to shape the values right from the start - from their input via the People Survey and cultural enquiry to taking part in department-wide focus groups to tell us what they value, what inspires them and, just as importantly, what doesn’t.

The values are now part of some of our most important HR processes:

• Performance management
• Reward
• Recruitment
• Induction
• Inclusion

Our people

As of 31 March 2025, DCMS had around 1055 employees in several locations throughout the UK. This figure includes 7 employees based in Northern Ireland who represent 0.7% of the total workforce.

Chapter 2. Our arrangements for assessing our compliance with the section 75 duties

(Schedule 9 para. 4(2)(a))

2.1 Some of our arrangements for assessing our compliance with the Section 75 duties are outlined in Chapters 3 to 10 of this document.

In addition, we have the following arrangements in place for assessing our compliance.

Responsibilities and reporting

2.2 We are committed to the fulfilment of our Section 75 duties in all parts of our work. 

2.3 Responsibility for the effective implementation of our Equality Scheme lies with the DCMS Corporate Strategy Directorate. The Corporate Strategy Directorate is accountable to the Permanent Secretary for the development, implementation, maintenance and review of the Equality Scheme in accordance with Section 75 and Schedule 9 of the Northern Ireland Act 1998, including any good practice or guidance that has been or may be issued by the Equality Commission.

2.4 If you have any questions or comments regarding our Equality Scheme, please contact in the first instance the Corporate Strategy Directorate at the address given below and we will respond to you as soon as possible:

Diversity and Inclusion Policy Adviser
DCMS Corporate Strategy Directorate
Department for Culture, Media and Sport
100 Parliament Street
London
SW1A 2BQ

Annual Report

2.5 DCMS will prepare an annual report on the progress we have made on implementing the arrangements set out in this Equality Scheme to discharge our Section 75 duties (Section 75 annual progress report).

The Section 75 annual progress report will be sent to the Equality Commission by 31 August each year and will follow any guidance on annual reporting issued by the Equality Commission.

2.6 DCMS liaise with the Equality Commission to ensure that progress on the implementation of our Equality Scheme is maintained.

Action plan or action measures

2.7 DCMS will develop an action plan to promote equality of opportunity and good relations. 

2.8 The objectives will, as far as is practical, seek to align with the department’s corporate and business planning cycles. Implementation of the action measures will be incorporated into our business planning process.

2.9 DCMS will inform the Commission of any changes or amendments to our action plan and will also include this information in our Section 75 annual progress report to the Commission.  Our Section 75 annual progress report will incorporate information on progress we have made in implementing our action plans or action measures.

Chapter 3. Our arrangements for consulting

(Schedule 9 para. 4 (2) (a)) - on matters to which a duty (S75 (1) or (2)) is likely to be relevant (including details of the persons to be consulted).

3.1 We recognise the importance of consultation in the implementation of our equality duties.  We will consult on our Equality Scheme, equality impact assessments and other matters relevant to the Section 75 duties, where appropriate.

3.2 We are committed to carrying out consultation in accordance with the following principles (as contained in the Equality Commission’s guidance ‘Section 75 of the Northern Ireland Act 1998 – A Guide for Public Authorities (April 2010)’):

3.2.1 Where the policy has equality impacts on Northern Ireland, views will be welcomed from those directly affected by the matter or policy, the Equality Commission, representative groups of Section 75 categories, other public authorities, voluntary and community groups, our staff and their trades unions and such other groups who have a legitimate interest in the matter, whether or not they have a direct economic or personal interest.

Initially all consultees (see Appendix 3), as a matter of course, will be notified (by email or post) of the matter or policy being consulted upon to ensure they are aware of all consultations. Thereafter, to ensure the most effective use of our and our consultees’ resources, we will take a targeted approach to consultation, as we do with all consultations, for those consultees that may have a particular interest in the matter or policy being consulted upon and to whom the matter or policy is of particular relevance.

3.2.2 Consultation with all stakeholders will begin as early as possible. Methods of consultation could include:

• Face-to-face meetings
• Focus groups
• Written documents with the opportunity to comment in writing
• Questionnaires
• Information or notification by email with an opportunity to opt in or opt out of the consultation
• Internet discussions or
• Telephone consultations.

This list is not exhaustive and we may develop other additional methods of consultation more appropriate to key stakeholders and the matter being consulted upon.

3.2.3 We will consider the accessibility and format of every method of consultation we use in order to remove barriers to the consultation process.  Specific consideration will be given as to how best to communicate with young people and people with disabilities (in particular people with learning disabilities) and minority ethnic communities. Information will be made available, on request, in alternative formats ^{[footnote 3]}, in a timely manner.

3.2.4 Specific training will be provided to those facilitating consultations to ensure that they have the necessary skills to communicate effectively with consultees.

3.2.5 To ensure effective consultation with consultees ^{[footnote 4]} on Section 75 matters, information will be provided via our intranet if there is a necessity to develop a programme of awareness raising on the Section 75 duties and the commitments in our Equality Scheme.

3.2.6 The consultation period, depending on the topic and likely impacts, can last up to 12 weeks in line with best practice. We would aim to allow adequate time for groups to consult among themselves as part of the process of forming a view. The approach taken in individual consultation instances is always proportionate to the target customer group. However, in exceptional circumstances when this timescale is not feasible we may shorten timescales to eight weeks or less before the policy is implemented.  We may continue consultation thereafter and will review the policy as part of our monitoring commitments ^{[footnote 5]}.

Where, under these exceptional circumstances, we must implement a policy immediately, as it is beyond our authority’s control, we may consult after implementation of the policy, in order to ensure that any impacts of the policy are considered.

3.2.7 We are conscious of the fact that affected individuals and representative groups may have different needs.  We will take appropriate measures to ensure full participation in the consultation process.

3.2.8 We make all relevant information available to consultees in appropriate formats to ensure meaningful consultation.  This includes detailed information on the policy proposal being consulted upon and any relevant quantitative and qualitative data.

3.2.9 In making any decision with respect to a policy adopted or proposed to be adopted, we take into account any assessment and consultation carried out in relation to the policy.

3.2.10 We provide feedback to consultees in accordance with Cabinet Office guidance on Consultation Principles.

3.3 A list of our consultees is included in this Equality Scheme at Appendix 3.  It can also be obtained by contacting:

Diversity and Inclusion Policy Adviser
DCMS Corporate Strategy Directorate
Department for Culture, Media and Sport
100 Parliament Street
London
SW1A 2BQ

3.4 Our consultation list is not exhaustive and is reviewed on an annual basis to ensure it remains relevant to our functions and policies.

We welcome enquiries from any person/s or organisations wishing to be added to the list of consultees. Please contact DCMS’s Diversity and Inclusion Policy Adviser to provide your contact details and have your areas of interest noted or have your name or details removed or amended. Please also inform us at this stage if you would like information sent to you in a particular format or language.

Chapter 4. Our arrangements for assessing, monitoring and publishing the impact of policies

(Schedule 9. para. 4 (2) (b); Schedule 9. para. 4(2)(c); Schedule 9. para. 4(2)(d); Schedule 9. para.1; Schedule 9 para. 9(2))

Our arrangements for assessing the likely impact of policies adopted or proposed to be adopted on the promotion of equality of opportunity

(Sch 9. para. 4(2)(b))

4.1 In the context of Section 75, ‘policy’ is very broadly defined and it covers all the ways in which we carry out or propose to carry out our functions in relation to Northern Ireland.  In respect of this Equality Scheme, the term policy is used for any (proposed or amended or existing) strategy, policy initiative or practice or decision, whether written or unwritten and irrespective of the label given to it, for example, ‘draft’, ‘pilot’, ‘high level’ or ‘sectoral’.

While the concept of policy is broadly construed, the scheme applies to those policies which constitute real, substantive changes that have an impact on people, and which are policies for which DCMS is responsible and accountable. DCMS uses equality analysis to determine this.

4.2 In making any decision with respect to a policy adopted or proposed to be adopted, we take into account any assessment and consultation carried out in relation to the policy.

4.3 DCMS will use the tools of screening and equality impact assessment to assess the likely impact of a policy on the promotion of equality of opportunity and good relations.

Equality analysis

4.4 We ensure that the equality analysis undertaken is proportionate to the policy development – giving greater consideration to equality analysis where a function or policy has the potential to have a substantial effect on discrimination or equality of opportunity for either our staff or customers.

Section 75 of the Northern Ireland Act 1998 requires DCMS to set out in its Equality Scheme the arrangements for assessing the likely impact of its policies on the promotion of equality of opportunity and good relations.

Screening equality analysis

4.5 The purpose of a screening equality assessment is to identify those policies that are likely to have an impact on equality of opportunity or good relations. This will be part of the policy development process, before the policy is implemented.

4.6 Screening is completed at the earliest opportunity in the policy development or review process. Policies which we propose to adopt, that are likely to have equality impacts, will be subject to a screening equality assessment prior to implementation.  For more detailed strategies or policies that are to be put in place through a series of stages, we will conduct the screening equality analysis at various stages during implementation.

4.7 The following questions are applied to relevant policies as part of the screening process:

• What is the likely impact on equality of opportunity for those affected by this policy, for each of the Section 75 equality categories? (minor or major or none)
• Are there opportunities to better promote equality of opportunity for people within the Section 75 equality categories?
• To what extent is the policy likely to impact on good relations between people of a different religious belief, political opinion or racial group?  (minor or major or none)
• Are there opportunities to better promote good relations between people of a different religious belief, political opinion or racial group?

4.8 Completion of the screening equality assessment will lead to one of the following three outcomes:

1. the policy has been ‘screened in’ for a detailed equality impact assessment 2. the policy has been ‘screened out’ for a detailed equality impact assessment due to the mitigation of issues of concern ^{[footnote 6]} or an alternative policy proposed to be adopted 3. the policy has been ‘screened out’ for a detailed equality impact assessment without mitigation or an alternative policy proposed to be adopted.

Where relevant, qualitative and quantitative evidence should be gathered, as part of the equality analysis.

4.9 Where the screening equality assessment identifies only minor impacts, following its publication, the policy holder has the discretion to make no further analysis, but the reasons for doing so must be documented and retained for audit.

4.10 If our screening concludes that the likely impact of a policy is ‘major’ in respect of one, or more, of the equality of opportunity and/or good relations categories, we will normally subject the policy to an equality impact assessment.  This screening decision will be ‘signed off’ by the appropriate policy lead within DCMS.

4.11 If a consultee, including the Equality Commission, raises a concern about a screening equality assessment or equality impact assessment, based on supporting data, we will review the decision. Consultees can sign up to RSS feeds, which will automatically alert them to screening equality assessments and equality impact assessments when they are published.

Equality impact assessment

4.11 An equality impact assessment (EQIA) is a thorough and systematic analysis of a policy. The primary function of an EQIA is to determine the extent of any impact of a policy upon the Section 75 categories and to determine if the impact is an adverse one.  It is also an opportunity to demonstrate the likely positive outcomes of a policy and to seek ways to more effectively promote equality of opportunity and good relations.

4.12 Once a policy is screened and screening has identified that an equality impact assessment is necessary, we will carry out the EQIA in accordance with Equality Commission guidance.  The equality impact assessment will be carried out as part of the policy development process, before the policy is implemented.

Our arrangements for publishing the results of the assessments of the likely impact of policies we have adopted or propose to adopt on the promotion of equality of opportunity

(Schedule 9 para 4 (2) (d); Schedule 9 para 9 (1))

4.13 We make publicly available the results of our assessments (screening and EQIA) of the likely impact of our policies on the promotion of equality of opportunity and good relations.

4.14 Screening equality assessments and equality impact assessments will be made available on gov.uk as soon as reasonably possible, following the completion of the analysis process, after they have been signed off and approved by the senior manager responsible for the policy.

Our arrangements for monitoring any adverse impact of policies we have adopted on equality of opportunity

(Schedule 9 para 4. (2) (c))

4.15 Monitoring can assist us to deliver better public services and continuous improvements.  Monitoring Section 75 information may involve the processing of sensitive personal data (data relating to the racial or ethnic origin of individuals, sexual orientation, political opinion, religious belief, etc). In order to carry out monitoring in a confidential and effective manner, DCMS follows guidance from the Office of the Information Commissioner and the Equality Commission.

4.16 We monitor any potential adverse impacts on the promotion of equality of opportunity of policies we have adopted: if an adverse impact of a policy we have adopted is brought to our attention, we will take this into account to ascertain if the original screening decision should be reviewed. We are also committed to monitoring more broadly to identify opportunities to better promote equality of opportunity and good relations in line with Equality Commission guidance.

4.17 We review our EQIA monitoring information on an annual basis. Other monitoring information is reviewed on a case by case basis.

Our arrangements for publishing the results of our monitoring

(Schedule 9 para 4 (2) (d))

4.18 Schedule 9 para 4 (2) (d) requires us to publish the results of the monitoring of adverse impacts of policies we have adopted. Our section 75 reports demonstrate our commitment to monitoring our policies and impact on equalities.

If relevant, our Section 75 reports will include a summary of any results of monitoring impacts of policies on the promotion of equality of opportunity.

DCMS’s Annual Report and Accounts are published annually on gov.uk and contain information on workforce equality data.

All published information is available in alternative formats on request.

Chapter 5. Staff training

(Schedule 9 4.(2) (e))

Commitment to staff training

5.1 We recognise that awareness raising and training play a crucial role in the effective implementation of our Section 75 duties.

5.2 Our Permanent Secretary aims to communicate the commitment of DCMS to diversity and equality. This helps to make sure that our commitment to all statutory equality duties is made clear in all relevant publications. The ‘Civil Service Expectations’ diversity and inclusion training package is mandatory for all Civil Servants.

Training objectives

5.3 In addition to general diversity and equality policies, DCMS has learning products already in place, as well as staff guidance specifically on Northern Ireland equality legislation. We aim to:

• Raise awareness of the provisions of Section 75 of the Northern Ireland Act 1998 and our Equality Scheme commitments and the particular issues likely to affect people across the range of Section 75 categories, to ensure that our staff fully understand their role in implementing the scheme
• Provide those staff involved in the assessment of policies (screening and EQIA) with the necessary skills and knowledge to do this work effectively
• Provide those staff who deal with complaints in relation to compliance with our Equality Scheme with the necessary skills and knowledge to investigate and monitor complaints effectively
• Provide those staff involved in consultation processes with the necessary skills and knowledge to do this work effectively
• Provide those staff involved in the implementation and monitoring of the effective implementation of the DCMS Equality Scheme with the necessary skills and knowledge to do this work effectively.

Awareness raising and training arrangements

5.4 The following arrangements are in place to ensure all our staff and board members are aware of and understand our equality obligations.

• Once the scheme is in place, we will promote it and make it available to all staff via our internal website. We will ensure that any queries or questions of clarification from staff are addressed effectively.
• Staff in DCMS will receive a briefing on the publication of the revised Equality Scheme via the intranet.
• Where appropriate, focused training is provided for key staff within DCMS who are directly engaged in taking forward the implementation of our Equality Scheme commitments (for example those involved in research and data collection, policy development, service design, conducting equality impact assessments, consultation, monitoring and evaluation).
• Where appropriate, training will be provided to ensure staff are aware of the issues experienced by the range of Section 75 groups.
• When appropriate and on an ongoing basis, arrangements will be made to ensure staff are kept up to date with Section 75 developments.

Monitoring and evaluation

5.5 Our learning arrangements in DCMS are subject to the following monitoring and evaluation approach:

• We evaluate the extent to which all participants in our learning schemes feel they have acquired the necessary skills and knowledge to achieve each of the training objectives.

• The extent to which training objectives have been met will be reported on as part of the Section 75 annual progress report, which will be sent to the Equality Commission.

Chapter 6. Our arrangements for ensuring and assessing public access to information and services we provide

(Schedule 9 para. 4 (2) (f))

6.1 DCMS are committed to ensuring that the information we disseminate and the services we provide are fully accessible to all parts of the community in Northern Ireland.  We keep our arrangements under review to ensure that this remains the case.

6.2 We are aware that some groups will not have the same access to information as others. In particular:

• People with sensory, learning, communication and mobility disabilities may require printed information in other formats.
• Members of ethnic minority groups, whose first language is not English, may have difficulties with information provided only in English.
• Children and young people may not be able to fully access or understand information.

Access to information

6.3 To ensure equality of opportunity in accessing information, we provide information in alternative formats on request, where reasonably practicable.  Where the exact request cannot be met we will ensure a reasonable alternative is provided.

We will respond to requests for information in alternative formats in a timely manner.

6.4 The Northern Ireland Equality Scheme for DCMS has been published on gov.uk. A hard copy version of the scheme is available from:

Diversity and Inclusion Policy Adviser
DCMS Corporate Strategy Directorate
Department for Culture, Media and Sport
100 Parliament Street
London
SW1A 2BQ

Access to services

6.5 Where relevant, DCMS is committed to ensuring that our services are fully accessible to everyone in the community across the Section 75 categories. DCMS also adheres to the relevant provisions of current anti-discrimination legislation.

6.6 DCMS uses a range of communication channels to communicate with the public, and to enable the public to choose how they can contact the department. This helps mitigate the risk that some groups of people might not enjoy equality of opportunity in accessing and understanding information provided by DCMS.

Assessing public access to information and services

6.6 We monitor access to information and services across all our functions where relevant to ensure equality of opportunity and good relations are promoted.

6.7 We monitor the number of page views of the scheme, requests for hard copy versions of the scheme and the number of queries about difficulty in accessing information.

Chapter 7. Timetable for measures we propose in this Equality Scheme

(Schedule 9 para 4 (3) (b))

7.1 Appendix 4 outlines our timetable for all measures proposed within this Equality Scheme.  The measures outlined in this timetable will be incorporated into our business planning processes.

7.2 This timetable is different from and in addition to our commitment to developing action measures to specifically address inequalities and further promote equality of opportunity and good relations.  We have included in our Equality Scheme a commitment to develop an action plan.  Accordingly, this commitment is listed in the timetable of measures at Appendix 4. 

Chapter 8. Our complaints procedure

(Schedule 9 10.)

8.1 DCMS is responsive to the views of members of the public.  We will endeavour to resolve all complaints made to us.

8.2 Schedule 9 paragraph 10 of the Act refers to complaints.  A person can make a complaint to a public authority if the complainant believes he or she may have been directly affected by an alleged failure of the authority to comply with its approved Equality Scheme. Complaints must be brought to the public authority first. If the complainant is not satisfied with the outcome, and provided the public authority has been given sufficient time to respond; they are able to lodge a complaint with the Commission.

8.3 A person wishing to make a complaint that the DCMS has failed to comply with its approved Equality Scheme should contact:

Diversity and Inclusion Policy Adviser
DCMS Corporate Strategy Directorate
Department for Culture, Media and Sport
100 Parliament Street
London
SW1A 2BQ

8.4 We will in the first instance acknowledge receipt of each complaint within 20 days.

8.5 DCMS will carry out an internal investigation of the complaint and will respond substantively to the complainant within a reasonable timescale.

8.6 During this process the complainant will be kept informed of the progress of the investigation into the complaint and of any outcomes.

8.7 In any subsequent investigation by the Equality Commission, DCMS will cooperate fully, providing access in a timely manner to any relevant documentation that the Equality Commission may require.

Similarly, DCMS will cooperate fully with any investigation by the Equality Commission under sub-paragraph 11 (1) (b) of Schedule 9 to the Northern Ireland Act 1998.

8.8 DCMS will make all efforts to implement promptly and in full any recommendations arising out of any Commission investigation.

Chapter 9. Publication of our Equality Scheme                               

(Schedule 9 para. 4 (3) (c))

9.1 Our Equality Scheme is available free of charge in print form and alternative formats.

9.2 Our Equality Scheme is also available on GOV.UK.

9.3 The following arrangements are in place for the publication in a timely manner of our Equality Scheme to ensure equality of access:

• We will make appropriate efforts to communicate the existence and content of our Equality Scheme.
• We will email a link to our approved Equality Scheme to our consultees on our consultation lists. *Our Equality Scheme is available on request in alternative formats such as Easy Read, Braille, large print, audio formats (CD, mp3, DAISY). We will respond to requests for the Equality Scheme in alternative formats in a timely manner.

9.4 For a list of our stakeholders and consultees please see Appendix 3 of the Equality Scheme or contact:

Diversity and Inclusion Policy Adviser
DCMS Corporate Strategy Directorate
Department for Culture, Media and Sport
100 Parliament Street
London
SW1A 2BQ

Chapter 10. Review of our Equality Scheme

(Schedule 9 para. 8 (3))

10.1 As required by Schedule 9 paragraph 8 (3) of the Northern Ireland Act 1998 we will conduct a review of this Equality Scheme.  This review will take place either within five years of submission of this Equality Scheme to the Equality Commission or within a shorter timescale to allow alignment with the review of other planning cycles.

The review will evaluate the effectiveness of our scheme in relation to the implementation of the Section 75 duties relevant to our functions in Northern Ireland.

10.2 In undertaking this review we will follow any guidance issued by the Equality Commission. We will submit a report of this review to the Equality Commission.

Appendix 1. Example groups relevant to the Section 75 categories for Northern Ireland purposes

Please note, this list is for illustration purposes only, it is not exhaustive.

Category	Example groups
Religious belief	Buddhist; Catholic; Hindu; Jewish; Muslims, people of no religious belief; Protestants; Sikh; other faiths. For the purposes of Section 75, the term “religious belief” is   the same definition as that used in the Fair Employment & Treatment (NI) [footnote 7].  Therefore, “religious belief” also includes any perceived religious belief (or perceived lack of belief) and, in employment situations only, it also covers any “similar philosophical belief”.
Political opinion [footnote 8]	Nationalist generally; Unionists generally; members/supporters of other political parties.
Racial group	Black people; Chinese; Indians; Pakistanis; people of mixed ethnic background; Polish; Roma; Travellers; White people.
Men and women generally	Men (including boys); Trans-gendered people; Transsexual people; women (including girls).
Marital status	Civil partners or people in civil partnerships; divorced people; married people; separated people; single people; widowed people.
Age	Children and young people; older people.
Persons with a disability	Persons with disabilities as defined by the Disability Discrimination Act 1995.
Persons with dependants	Persons with personal responsibility for the care of a child; for the care of a person with a disability; or the care of a dependant older person.
Sexual orientation	Bisexual people; heterosexual people; gay or lesbian people.

Appendix 2. List of consultees

(Schedule 9 para. 4 (2) (a))

Northern Ireland political parties

• Alliance Party
• Democratic Unionist Party (DUP)
• Green Party
• People Before Profit Alliance
• Sinn Féin
• Social Democratic Labour Party (SDLP)
• Traditional Unionist Voice (TUV)
• Ulster Unionist Party

Northern Ireland government departments

• Department of Agriculture, Environment and Rural Affairs
• Department for Communities
• Department for the Economy
• Department of Education
• Department of Finance
• Department of Health
• Department for Infrastructure

Northern Ireland local councils

• Antrim and Newtownabbey Borough Council
• Ards and North Down Borough Council
• Armagh City, Banbridge and Craigavon Borough Council
• Belfast City Council
• Causeway Coast and Glens Borough Council
• Derry City and Strabane District Council
• Fermanagh and Omagh District Council
• Lisburn and Castlereagh City Council
• Mid and East Antrim Borough Council
• Mid Ulster District Council
• Newry, Mourne and Down District Council

Northern Ireland diversity groups

• Age NI
• NI Commissioner for Older People for Northern Ireland
• Community Relations Council
• Consumer Council for Northern Ireland
• Disability Action NI
• Irish Congress of Trade Unions
• Northern Ireland Chamber of Commerce & Industry
• Northern Ireland Commissioner for Children and Young People
• Northern Ireland Human Rights Commission
• NSPCC
• RNIB
• Women’s Aid Federation NI

Appendix 3. Timetable for measures proposed

(Schedule 9 4.(3) (b))

Measure	Lead responsibility	Timetable
Section 75 Annual Progress Report	Corporate Strategy Directorate	31 August (annually)
Delivery of Section 75 duties reflected in our Annual Plan and report	Corporate Strategy Directorate	Annually
Consultation list reviewed and updated	Corporate Strategy Directorate	Annually
Review of monitoring information, including assessments of policy impacts	Corporate Strategy Directorate	As and when required
Reporting of monitoring information	Corporate Strategy Directorate	As and when required
Training: development of a summary of the revised Northern Ireland Equality Scheme for all staff	Corporate Strategy Directorate	Within 3 months of the Northern Ireland Equality Commission’s approval of the scheme
Evaluation of training	Corporate Strategy Directorate	31 August (annually)
Communication of equality scheme	Corporate Strategy Directorate	Within 3 months of the Northern Ireland Equality Commission’s approval of the scheme
Notification of consultees	Corporate Strategy Directorate	Within 3 months of the Northern Ireland Equality Commission’s approval of the scheme
Review of equality scheme	Corporate Strategy Directorate	Every 5 years following the Equality Commission’s approval of the scheme

Appendix 4. Action plan or Action measures

DCMS’s Equality, Diversity and Inclusion Key Strategic Themes for 2025 - 2030 set out the department’s planned actions to promote equality of opportunity and good relations.

1. See section 1.1 of our Equality Scheme. ↩

2. Section 98 (1) of the Northern Ireland Act 1998. ↩

3. See Chapter 6 of our equality scheme for further information on alternative formats of information we provide. ↩

4. Please see Appendix 3 for a list of our consultees. ↩

5. Please see below at 4.27 to 4.31 for details on monitoring. ↩

6. Mitigation – Where an assessment (screening in this case) reveals that a particular policy has an adverse impact on equality of opportunity and / or good relations, a public authority must consider ways of delivering the policy outcomes which have a less adverse effect on the relevant Section 75 categories. ↩

7. See Section 98 of the Northern Ireland Act 1998, which states: “In this Act…”political opinion” and “religious belief” shall be construed in accordance with Article 2(3) and (4) of the Fair Employment & Treatment (NI) Order 1998.” ↩

8. ibid ↩