Freedom of information response

How local authorities address antisemitism

Publication date: 
Tuesday 11 February 2020
Request: 

1. Definition of antisemitism

1a. Has the International Holocaust Remembrance Alliance Definition of Antisemitism (‘IHRA Definition’) been adopted by Thurrock Council? See antisemitism.uk/definition for more information about the IHRA Definition.
1b. If the IHRA Definition has been adopted, please provide the date that the motion to do so was approved.
1c. If the IHRA Definition has been adopted, was the IHRA Definition adopted in its entirety including all of the examples?
1d. If all of the examples were not adopted, which ones were omitted?
1e. If the IHRA Definition has not been adopted at all, was there a motion to adopt the IHRA Definition which was defeated, and if so on what date was it defeated?
1f. If the IHRA Definition has not yet been adopted, has adoption been timetabled?

2. Codes of Conduct
2a.If adopted, has the IHRA Definition been incorporated into the members’ code of conduct?
2b. If adopted, has the IHRA Definition been incorporated into the officers’ and employees’ code of conduct and conditions of employment?
2c. Who is responsible for investigating or monitoring alleged breaches of the council’s codes of conduct? Please provide their name, job title, e-mail address and direct telephone number.

3. Equality, diversity and training
3a. Who is responsible for complying with Thurrock Council’s legal obligations in relation to equality and diversity? Please provide their name, job title, e-mail address and direct telephone number.
3b. What training does Thurrock Council provide to its members, officers and employees specifically on antisemitism as opposed to generally against all forms of discrimination prohibited under the Equality Act 2010?
3c. If such specific training on antisemitism is provided, is it conducted by Thurrock Council in-house or is it outsourced to a training provider?
3d. If such specific training on antisemitism is outsourced, which organisation(s) provide the training?

4. Prevent coordinator
4a. Who is Thurrock Council’s Prevent Coordinator? Please provide their name, job title, e-mail address and direct telephone number.

Response: 

1. The definition has not been adopted – this was intended through a single equality scheme framework but this piece of work has developed in a different way and we need to reconsider how to consider the adoption of the definition.

2. As it is not adopted this question is not relevant 

3. a) all staff and contracts are impacted by our equality duties. Support for council services is provided through the Community Development and Equalities Team under the AHH Directorate

b) No specific training provided, although we did invite a speaker from Campaign Against Antisemitism (CAA) to present to the IAG – a police body supported through the Community Safety Partnership – approx. March 2019. Also our annual Holocaust Memorial Day is a key opportunity to take a public stand against all forms of bigotry and discrimination; this year’s event highlighted the need to be more vigilant around a national increase in antisemitic hate incidents and crimes.

c) the above awareness raising session was delivered by CAA

d) N/A

4. Thurrock Council do not employ a specific Prevent Coordinator, this role is shared across Strategic Lead for Adult Social Care, Youth Offending Service Manager, CSP Manager and Assistant Director of Housing. 

Unfortunately we are unable to provide in full the information you have requested.  We do hold the information but an absolute exemption applies.  Personal Information (Section 40,2)

Personal data of any other person (third party data) is exempt under section 40(2) if disclosure would breach one of the data protection principles. This aspect of Section 40 is an Absolute Exemption and is therefore not subject to the Public Interest Test.

The names of officers working for the Council is personal data specific to them. It is therefore subject to the provisions of the Data Protection Act. Information can be withheld if its disclosure would be likely to breach one or more of the Principles of the Data Protection Act. There is no prior expectation on the part of team Managers (or other officers working below the level of Director) that their names and job titles / positions would be published into the wider public domain under FOI. A disclosure made under FOI constitutes a publication to the world at large. We believe that to disclose this would be likely to breach the first Principle of the Data Protection Act by unfairly contravening their right to privacy and confidentiality in the work place.

You are free to use any information supplied to you for your own use, including non-commercial research purposes.  However, any other type of re-use, for example, by publishing the information or issuing copies to the public will require the permission of the copyright owner.

Where the copyright is owned by Thurrock Council, you must apply to the Council to re-use the information.  Please email information.matters@thurrock.gov.uk if you wish to re-use the information you have been supplied. For information where the copyright is owned by another person or organisation, you must apply to the copyright owner to obtain their permission.

Request reference:
FOI 9724