Dartmoor National Park Authority
Disability Equality Scheme
Dartmoor National Park Authority’s Vision and Corporate Plan
Process for development of the Disability Equality Scheme
The Population of Dartmoor National Park
Barriers to using Dartmoor National Park’s services and facilities
Involvement of people with disabilities
Priorities for the next three years
Things to help deliver – Leadership, ownership and partnership
2. Employment
3. Training
7. Access
8. Development Management and Forward Planning
English National Parks are exemplars of the highest quality landscapes, designated for the enjoyment and benefit of all people. Their value as living and working environments which help bring health, wealth and wellbeing to both local and national communities is increasingly recognised. The Authority’s ambition is to be a model employer, which, in pursuing national park purposes engages with and delivers opportunity for every section of society. In addressing disability issues we have much to offer and much to learn and this first Disability Equality Scheme builds on achievement to date with a challenging agenda for the future. The Action Plan is wide ranging, and in committing the Authority to its fulfilment a new dimension will be added to the growing importance of the special place that is Dartmoor.
Nick Atkinson
Chief Executive (NPO)
As many as one in five people nationally have some kind of disability or impairment that has an impact on their daily life. The definition of disability used in the Disability Discrimination Act 1995 is very broad and covers physical disability, as well as disability caused by mental health difficulties, learning difficulties or sensory impairment. It also covers people with life-limiting illnesses of a long term nature such as HIV and cancer.
The Disability Discrimination Act 1995 (amended by Disability Discrimination Act 2005) places a duty on all public authorities to promote equality of opportunity between people with disabilities and non-disabled people across all of its policies, procedures and functions.
The key elements of the duty include the need to:
- ‘eliminate unlawful discrimination
- eliminate harassment of disabled persons
- promote positive attitudes towards disabled persons
- encourage participation by disabled persons in public life
- take steps to take account of the needs of people with disabilities even where this results in more favourable treatment’.
The Authority must take a proactive approach to considering the needs of people with disabilities to ensure that they can benefit from all our services/functions, whether that is employment, obtaining information, taking part in an activity or otherwise understanding and enjoying Dartmoor’s special qualities. This will require working closely with people with disabilities on an ongoing basis to identify the barriers that exist and put in place practical measures to overcome these. This applies not only to future plans and decisions, but also requires taking action to tackle the consequences of decisions in the past which do not adequately promote equality of opportunity.
Whilst there is a requirement to produce a Disability Equality Scheme, effectively meeting the Duty will have a positive impact on the work of Dartmoor National Park Authority through:
- improving effectiveness and efficiency by ensuring that resources invested benefit all those they are aimed at
- recognising that making improvements for people with disabilities will often have benefits for the whole population
- taking actions that will put in place real, positive changes to the lives of people with disabilities
- increasing confidence in the Authority’s ability to respond flexibly to the needs of its population and audiences
- enabling the Authority to meet audit and inspection requirements as effectively as possible.
For a small Authority the principle of proportionality and relevance is particularly important and in determining our priorities for the Scheme it will be essential to ensure we are targeting those areas that can have the greatest impact on the greatest number of people. These will be agreed with people with disabilities as part of the development of the Scheme.
Dartmoor National Park Authority’s Vision and Corporate Plan
The purposes of National Parks were redefined in the Environment Act 1995 and are:
- to conserve and enhance the natural beauty, wildlife and cultural heritage, and to promote opportunities for understanding and enjoyment of the special qualities of the Park by the public.
- National Parks have an additional duty in pursuing these purposes which is:
- to seek to foster the economic and social well-being of local communities (within the National Park) by working closely with the agencies and local authorities responsible for these matters. In its Corporate Plan for 2006 – 2009 the Dartmoor National Park Authority has identified the following key priorities in pursuit of the above purposes, to:
- look after Dartmoor’s assets;
- provide sustainable access for all;
- maintain a living, working landscape and thriving community;
- develop an effective, innovative, learning organisation.
Progress on achieving these aims is published annually and following the 2005/06 review of progress the following priority actions were set which are relevant to the delivery of the Disability Equality Duty:
- improving intellectual access to Dartmoor for as wide an audience as possible
- working with the South West Protected Landscapes Forum on an outreach research project to identify barriers to visiting Dartmoor for under-represented visitors
- building a new information centre at Haytor and improving access to Information Centres at Newbridge, Postbridge and Princetown
- maintaining and improving physical access to Dartmoor, including continuing work to make Public Rights of Way easier for all to use
- developing a Communications Strategy to ensure effective communication with stakeholders, both internal and external.
Process for development of the Disability Equality Scheme
The project to complete the Disability Equality Scheme has focused on five key activities:
- engaging people with disabilities in the discussion through existing routes such as Dartmoor for All and through engagement with the work of the Devon Disability Equality Steering Group
- undertaking an initial review of current policies, procedures and functions to identify priorities either for action or for further work to understand the issues
establishing a staff focus group to look in detail at employment related issues
- agreeing the priorities for inclusion in the first three-year action plan taking account of both the Authority’s strategic priorities and the priorities identified by people with disabilities
- starting work on the development of measures of outcome and the methods for gathering and using information to monitor progress against these.
The results of the work so far are set out in this document.
The Population of Dartmoor National Park
There are a number of sources of data nationally which give a picture of the numbers of people with disabilities or life-limiting illnesses of a long-term nature.
- The spring 2005 Labour Force Survey states that there are 6.8 million people of working age with disabilities living in Britain (around one-fifth of the population).
- The 2001 census identifies a total of 10.3 million people with limiting long-term illness (around one in six of the total population of the UK).
The resident populations of Devon and Dartmoor, in particular, do not differ significantly from the national picture overall.
The 2001 census data identifies the total resident population of Dartmoor National Park as 32,320. Of these 5,612 people identify themselves as living with a limiting long-term illness (this is just less than one in six of the population – in line with national figures). Limiting long-term illness is defined as a ‘long-term illness, health problem or disability which limits your activities or work’.
South West Protected Landscapes Forum has commissioned research into the local, regional and national catchments for the South West Protected Landscapes including Dartmoor. As well as defining the catchment populations, one of the outcomes of this research will be to identify under-represented groups and the factors that limit their use of the protected landscapes in the area.
This research is due to report in full in the New Year. However, some of the initial work on catchment areas identifies significant populations within a 20 mile radius of Dartmoor that have higher than expected levels of disability and/or mental health problems. These include parts of Torbay, Exeter and Plymouth, but also parts of Okehampton and areas such as South Molton, Caradon and Harrow Barrow.
Visitor surveys, feedback questionnaires and databases of information held within some sections of the Authority provide information about the numbers of people who use Dartmoor (around 10 million visitors annually). This information is not routinely brought together and will need to be extended in some areas to ensure that it can provide us with a picture, in future, of people with disabilities who use Dartmoor National Park Authority’s services and facilities.
Barriers to using Dartmoor National Park’s services and facilities
The Countryside Agency has done some research into the factors which limit the use of the countryside. This identifies the following as the main reasons why people do not access the countryside:
- transport and the cost of visiting
- lack of knowledge of available facilities
- lack of provision of suitable facilities; and feeling of vulnerability due the inherent unpredictability of the countryside.
Initial discussions locally, and research undertaken by other local public authorities, would support this, with the following being identified as key factors that influence the decision of people with disabilities to participate in activities or take up employment opportunities:
- transport – appropriate and affordable
- lack of information in appropriate formats or lack of knowledge about what information is available
- confidence
- lack of accessible employment opportunities, as well as the processes for recruitment such as the need to declare a disability at the application stage, and difficulties for some people of completing application forms
- accessibility of buildings.
Some of these areas are already being addressed by Dartmoor National Park Authority as set out below; others are identified as priorities within the Action Plan.
Involvement of people with disabilities
Dartmoor for All was established in 1995 with the specific remit to help to identify opportunities for developing better access to Dartmoor National Park for people with special needs, including people with a range of disabilities as well as parents with pushchairs or with young children, and older people. It was the first access group in the country with a particular interest in the countryside. They have influenced and been active in the development of the Easy Going Dartmoor information packs and continue to monitor and develop the Easy Going Walks and Tours.
The group has had input into the development of the scheme through discussion of the key headings and priorities as well as a small number of members commenting on the draft action plan itself.
The Devon Disability Equality Steering Group consists of representatives from a range of public sector organisations across Devon. The Group has done joint work with Living Options (a local voluntary organisation for people with disabilities) including the production and circulation of a questionnaire to over 5,000 people with disabilities across Devon, and the running of a number of focus groups. The output from these questionnaires and focus groups will be considered by the Authority as it becomes available, and will inform the Action Plan as it develops further. The draft Action Plan for Dartmoor National Park Authority was discussed with a number of people with disabilities at the focus group session in the Teignbridge area.
Good practice in promoting equality of opportunity within Dartmoor National Park and Dartmoor National Park Authority
Dartmoor National Park Authority is already undertaking several projects which promote the opportunity for people with disabilities to access and enjoy Dartmoor and its special qualities. Some examples include:
the establishment of the Countryside Access Group (now Dartmoor for All) – this was an innovative initiative and the group has informed and influenced a wide range of work over the past 11 years. The production of Easy Going Dartmoor with information about the grading of routes, available facilities, viewpoints and scenic drives was one of the first comprehensive guides of its kind in the country;
- the Oral history project and the development of Virtual Tours have provided new ways for a wide range people to gain intellectual access to and experience Dartmoor. The Virtual Tours have been used by around 10,000 people since their introduction in December 2005;
- education work with special schools provides Dartmoor experiences tailored to meet the needs of the specific group;
- adjustment of group programmes to accommodate individuals with special needs within mainstream school groups means that those individuals can also experience Dartmoor along with their peers;
- adjustments have been made to the working environment for a number of individual staff members with specific needs;
- implementation of recommendations from the Access Audits undertaken on Information Centres, toilet blocks and offices at Bovey Tracey and Princetown;
- website development now gives access to a range of information. The development of the site has taken place alongside national work on National Park websites and has been tested to ensure it complies with recognised accessibility standards;
- disability awareness training has been undertaken by some staff.
Priorities for the next three years
The promotion of equality of opportunity for people with disabilities has been a focus for a lot of work over recent years to improve access to Dartmoor. The Disability Equality Duty requires the Authority to take this a step further and to continue to develop more proactive ways of working across all of its functions and services, learning from the good practice that exists and sharing the skills and expertise that staff have developed.
This requires strong leadership and commitment, and the continued development of the public face of the National Park Authority as being an approachable and accessible organisation.
All public authorities are being required, increasingly, to promote equality of opportunity to a wide range of groups who may be discriminated against due to their gender, race, ability, religious beliefs or age. This scheme is the start of this process for Dartmoor National Park Authority and it is likely that in the near future the Disability Equality Scheme will become part of broader action plan that addresses equality in its broadest sense. The priorities identified through this process are likely to be relevant to all aspects of equality.
It is suggested that the priorities for the first three years should be tackled under the following key headings:
- Employment
Currently there are no directly employed permanent staff who are registered as disabled, although there are three people who work for the Authority who have a disability or impairment. National targets have been set for the employment of people with disabilities. These present a challenge for the Authority as many people do not consider themselves to be disabled or do not wish to declare a disability for fear of discrimination. Policies and procedures for recruitment and selection, absence management and appraisal are priorities for review to ensure that the Authority is presenting itself as a flexible and accessible organisation.
- Training
Disability Awareness Training for all staff and members is essential. There is also a need for more specific training for front-line staff eg Information Centre staff, planning officers, rangers and receptionists who will need to respond to people with a range of needs on a frequent basis.
- Gathering information
There is some information held by specific services/directorates but this is not routinely or corporately amalgamated to give an Authority wide picture of the users of the services provided. Not all of the feedback mechanisms currently ask questions about disability and further consideration needs to be given to how this could be included and how it would be useful. South West Protected Landscapes Forum Research, together with the Devon Disability Equality Steering Group questionnaires, will give us some baseline information about both what our catchment population is, which groups are under-represented in using Dartmoor, and what people with disabilities perceive as barriers to equality of opportunity.
- Involvement and engagement of people with disabilities
A number of actions have been suggested including the development of relationships with a wider range of groups representing people with disabilities and the need to explore opportunities for working in partnership with other public sector bodies. There is also scope to ensure best use is made of the opportunities of face to face contact with groups when they arise, for example through statutory consultation on planning matters.
- Communications
The actions under this heading will need to link in very closely with the developing communication strategy. Key points here are the need for consistency in the production of publications in terms of format and style. This work needs to include discussion with people with disabilities about the most suitable formats for key publications, utilising existing guidelines and specifications. There should also be discussion with key partners about a cost effective solution to the production of publications in other formats eg a dedicated unit within one organisation with knowledge/expertise in translation of documents to other formats.
- Access
As identified above there has been a great deal of proactive and innovative work to enable people with a range of special needs to access Dartmoor and its facilities, as well as its towns and villages. The actions proposed build on this, reflecting the priorities of the Rights of Way Improvement Plan, and ensuring that access to the National Park for people with disabilities continues to improve.
- Planning
A number of opportunities exist for improving the engagement of people with disabilities more proactively through the consultation processes associated with the development of the Local Development Framework. Impact assessment should be built into the process for developing new planning policies to ensure that these do not have a negative impact on people with disabilities. In relation to decision-making there are also points in the planning application process where a more proactive approach could be taken to accommodate people’s special needs at, for example, Development Management Committee Meetings and through reference to the Disability Equality Duty in reports to committee where appropriate. Proactive approaches are also suggested through the proposed production of guidance for improving access to historic and listed buildings, and design advice for Highways Authorities.
Things to help deliver – Leadership, ownership and partnership
The success of the Scheme is dependent on the ongoing leadership of senior management and section heads and the commitment of staff. The identification of an Authority member to ‘champion’ the diversity agenda, and a senior manager with the overall lead for diversity together with the establishment of a small project team will provide a mechanism for ensuring the systems for monitoring and review are robust.
Commitment to engaging people with disabilities in the process is strong, but the capacity of the Authority to deliver this in isolation, together with the demands placed upon groups representing people with disabilities by a range of public authorities suggests that this work is best done in partnership. It is anticipated that the role of the Devon Disability Equality Steering Group is key to this, as will be the need to develop partnerships with NHS Trusts and Primary Care as well as colleagues from Local Authorities and other National Park Authorities in order to tackle particular issues.
The ability to demonstrate progress is a crucial element in the success of this Scheme. All actions identified below are allocated to an individual or team and these will also be reflected in their Service Plan for the coming year. In addition the development of measurable outcomes will continue in order to assist the Authority to demonstrate how it is making progress. The ‘Gathering Information’ section of the Action Plan has more detail on this.
Another part of the Scheme is the development of Impact Assessments. This ‘is the process of assessing the impact of existing and proposed policies and practices in relation to their consequences for disability equality’ (DRC Guidance – Disability equality impact assessment and the Disability Equality Duty). The process of doing this should be main-stream and become part of the normal process for developing and reviewing policies and practices. The outcome of the process should be improvements in our performance in relation to the provision of services to people with disabilities through identifying and removing or reducing barriers to disability equality. The Action Plan includes a timetable for agreeing the impact assessment templates, processes and implementation plans.
The Scheme will be reviewed and reported on an annual basis within the Corporate Plan for the Authority (published in June). A full review of the Scheme and production of subsequent Schemes will take place every three years. These reviews will be made available to the public in an agreed set of accessible formats.
Outcome: There is clear leadership and co-ordination of the Disability Equality Scheme across the Authority with robust arrangements for monitoring and review of progress.
| Ref | Action | Lead Officer/s | Timescale (to be completed by) |
| 1.1 | Identify a Senior Manager to lead on Diversity/Equality issues | NPO | Jan-07 |
| 1.2 | Identify a Member as ‘Diversity Champion’ to promote the agenda at Authority level | NPO | Jan-07 |
| 1.3 | Establish Diversity/ Equality Forum | Diversity lead | Mar-07 |
| 1.4 | All reports to the Authority to include statement of impact on people with disabilities | Director of Corporate Services | Jan-07 |
| 1.5 | Ensure the Disability Equality Scheme is linked into service planning to maximise ownership | Heads of Service | Apr-07 |
| 1.6 | Undertake annual review of progress against the Action Plan | Diversity lead | Dec-07 |
| 1.7 | Full review and preparation of the next 3-year plan | Director of Corporate Services | June – December 2009 |
Outcomes: There is an increase in the numbers of people with disabilities applying for employment within Dartmoor National Park Authority and those applications are supported through positive action.
Existing staff are supported in retaining their employment at the onset of disability or impairment.
| Ref | Action | Lead Officer | Timescale (to be completed by) |
| 2.1 | Staff focus group is established to inform the development of policy and procedure for employment | Head of Human Resources | Nov-06 |
| 2.2 | Liaise with Job Centre Plus and ensure necessary commitments are in place to enable use of ‘Two Ticks’ Disability Symbol | Head of Human Resources | Apr-07 |
| 2.3 | Monitor numbers of employees with disabilities | Head of Human Resources | In place |
| 2.4 | Monitor number of people with disabilities who apply for posts through equal opportunities monitoring form | Head of Human Resources | In place |
| 2.5 | Ensure all staff are aware of process for raising issues and arranging appropriate adjustments needed as a result of their own disability or impairment | Head of Human Resources | Jan-07 |
| 2.6 | Undertake impact assessment on all relevant existing HR policies | Head of Human Resources | Dec-07 |
| 2.7 | Undertake staff survey and include disability related questions | Head of Human Resources | Jun-07 |
| 2.8 | Review recruitment and selection policies and practices and make changes to take account of any negative impact of current procedures | Head of Human Resources | Apr-07 |
| 2.9 | Ensure current practice for purchasing equipment, software and furniture upon appointment of people with disabilities to work for the Authority is confirmed with a clear policy | Health & Safety Officer | Jun-07 |
Outcome: All staff and Members have increased awareness of the needs of people with disabilities and are better equipped to respond to and meet their needs.
| Ref | Action | Lead Officer | Timescale (to be completed by) |
| 3.1 | Ensure all staff and Members undertake disability awareness training | Head of Human Resources | Dec-07 |
| 3.2 | Ensure disability awareness updates are included in regular mandatory training programmes for all staff and Members | Head of Human Resources | Mar-08 |
| 3.3 | Front line staff (eg Information Centre staff, Rangers and Planning, Reception and Administration Officers) have had specific training in a range of disabilities | Head of Human Resources | Mar-07 |
Outcome: Better and more complete information is available on the use of services by people with disabilities and the barriers that they identify
| Ref | Action | Lead Officer | Timescale (to be completed by) |
| 4.1 | Analyse outcomes from South West Protected Landscapes Forum Research to inform further development of the Action Plan | Head of Recreation and Tourism | Mar-07 |
| 4.2 | Development of current feedback/monitoring mechanisms to include information on those with disabilities and continue to develop understanding of the barriers to equal opportunity. (This should include analysis of complaints information). | Heads of service | Mar-08 |
| 4.3 | Develop existing mechanism to gather information on current use of services such as Easy Going Tours | Head of Recreation and Tourism | Mar-08 |
| 4.4 | Develop an Equality Impact Assessment Template and process, and agree priorities for its implementation across all sections | Diversity Lead | Jun-07 |
Outcome: People with disabilities are fully engaged in monitoring and development of the Disability Equality Scheme
| Ref | Action | Lead Officer | Timescale (to be completed by) |
| 5.1 | Continue to develop role of Dartmoor for All in the Disability Equality Scheme | Head of Recreation and Tourism | Ongoing |
| 5.2 | DNPA will seek to increase consultation with and participation of people and/or groups who are not currently represented on Dartmoor for All, such as those with sensory impairments, and ensure that the information they provide is carefully considered and fully integrated into future access and rights of way policies (ROWIP action) | Head of Recreation and Tourism | Jun-08 |
| 5.3 | Work in partnership with other public bodies in Devon to develop networks of groups representing people with disabilities and explore opportunities for developing a database of interested groups | Diversity Lead | Jun-08 |
| 5.4 | Maximise use of existing opportunities to engage with people with disabilities through range of activities and feedback processes including visitors to Information Centres | Head of Recreation and Tourism | Ongoing |
Outcome: Dartmoor National Park Authority has a range of methods for communicating with the public and its staff that are appropriate and accessible.
| Ref | Action | Lead Officer | Timescale (to be completed by) |
| 6.1 | Explore the availability of technical solutions to communication problems ie hearing loops, specialist telephone equipment etc | Head of Information Systems | Jun-07 |
| 6.2 | Default on all documents and email to be Arial 12pt | Head of Information Systems | Jan-07 |
| 6.3 | Consumer testing on website and intranet | Head of Information Systems | Jun-07 |
| 6.4 | Link DES requirements into the developing Communications Strategy in particular the need for a corporate style and protocol (see below) | Head of Communications | Dec-07 |
| 6.5 | Agree protocol for delivery of key publications in different formats including what the most appropriate formats are | Head of Communications | Dec-07 |
| 6.6 | Ensure key publications are available in the range of agreed formats through liaison/partnership with Devon County Council and District Councils as appropriate | Head of Communications | Jun-08 |
| 6.7 | Explore opportunities for expanding the range of places where information is accessible by people with disabilities eg GP surgeries, community halls, local shops | Head of Communications | Jun-09 |
| 6.8 | Ensure that all interpretative infrastructure, both existing and new provision, meets accessibility criteria | Head of Communications | Jun-08 |
Outcome: Dartmoor National Park Authority continues to improve access to its services, buildings and activities for all people - both disabled and non-disabled
| Ref | Action | Lead Officer | Timescale (to be completed by) |
| 7.1 | Continue implementation of the Rights of Way Improvement Plan (see below) | Head of Recreation and Tourism | Ongoing |
| 7.2 | Through consultation, the DNPA will establish the requirements of users with particular needs with regard to path maintenance. As meeting these requirements may require increased monitoring and maintenance, priority will be given to certain target paths where there is likely to be the greatest benefit from such action. (ROWIP action) | Head of Recreation and Tourism | Jun-08 |
| 7.3 | DNPA will work with access group members to identify longer and more challenging routes suitable for people using electric buggies and provide information to promote such routes. (ROIWP action) | Head of Recreation and Tourism | Jun-09 |
| 7.4 | DNPA will seek to increase the length and range of routes for which specific access information is provided (gates/slopes/surface type etc) to increase the opportunities for use by people with special needs (ROWIP action) | Head of Recreation and Tourism | Jun-09 |
| 7.5 | Provide better distribution systems for current publications using the outcome of this work and current research to guide the development of these systems | Diversity Lead | Jun-09 |
| 7.6 | Engage people with disabilities in the discussion and agreement of priorities for implementation of the remaining access audit recommendations for Information Centres | Head of Information Services | Jun-07 |
| 7.7 | Consider options for audit of archaeological sites to determine which may be suitable for improved access by people with disabilities | Head of Archaeology and Historic Buildings | Jan-08 |
| 7.8 | Continue development of Virtual Tours programme and consider how this may be accessed within Dartmoor National Park Authority Information Centres | Head of Archaeology and Historic Buildings | Mar-08 |
| 7.9 | Consider how to make events such as traditional skills training and conservation events (eg tree planting) more accessible to people with some disabilities | Head of Land Management | Mar-09 |
| 7.1 | Consider options for audit of natural sites to determine which may be suitable for improved access by people with disabilities | Head of Ecology | Jan-08 |
| 7.11 | Consider how to make continual improvements to the accessibility of some elements of the guided walks and events programme for people with some disabilities | Head of Information Services | Ongoing |
| 7.12 | Consider how to make continual improvements to the accessibility of educational activities | Education Manager | Ongoing |
8. Development Management and Forward Planning
Outcome: The Development Management process and policies involved are accessible to people with disabilities and do not have an undue negative impact.
| Ref | Action | Lead Officer | Timescale (to be completed by) |
| 8.1 | Improve the accessibility of completed planning applications on the existing Document Management System | Director of Planning & Sustainable Development | Jun-08 |
| 8.2 | Monitor use of electronic planning applications system to determine benefit for people with disabilities | Principal Planning Officer (Development Management) | Jun-07 |
| 8.3 | Improve the space available for discussion with members of the public about planning applications at Parke and Princetown | Senior Management Team | Dec-08 |
| 8.4 | Revise current guidance for submitting a planning application to highlight the help available for completing the forms | Principal Planning Officer (Development Management) | Jun-07 |
| 8.5 | Enable disability awareness training for those determining planning applications | Principal Planning Officer (Development Management) | Ongoing |
| 8.6 | Revise letters notifying people of their planning application going to Development Management Committee to ask them to identify any special arrangements that we need to make to give them a fair hearing. For example, timing of agenda item or time allowed to present cases. | Principal Planning Officer (Development Management) | Jan-07 |
| 8.7 | Liaise with the Highways Authority on design guidance for appropriate design expected in the National Park eg for profile paving, sensitive marking of parking bays etc | Principal Planning Officer | Sep-07 |
| (Forward Planning) | |||
| 8.8 | Develop more proactive approaches to consultation with groups representing people with disabilities on Forward Planning issues | Principal Planning Officer | Dec-08 |
| (Forward Planning) | |||
| 8.9 | Ensure the development of planning policies as part of LDF process includes an assessment of the impact on people with disabilities | Principal Planning Officer | Dec-08 |
| (Forward Planning) | |||
| 8.1 | Produce design principles for improving access to protected and historic buildings in accordance with English Heritage guidance and best practice (eg National Trust) | Head of Archaeology & Historic Buildings | Dec-08 |
Page updated 15 July 2008
