Equality and diversity

Race Equality Scheme

The City of London published its first Race Equality Scheme in 2002, which set out how we intended to meet our general and specific duties to promote race equality. The aim was to make race equality a central part of the way we work by putting it at the centre of policy making, service delivery and employment practice.

Following the City's adoption of the Equality Standard for Local Government, the on-going actions of the Race Equality Scheme have been incorporated into the Corporate Equalities Plan as distinct actions relating to the Race Equality Duty.

The original scheme and appendices are available to download below, while details of the Corporate Equalities Plan can be found in the following paragraphs.

Race Equality Scheme PDF (286kb)
Appendix 1- City of London list of committees PDF (7kb)
Appendix 2 - City of London departments PDF (6kb)
Appendix 3 - List of services PDF (11kb)
Appendix 4 - Tools used to review policies and functions PDF (35kb)
Appendix 5 - Action plan priority list PDF (73kb)
Appendix 6 - Departmental Equality Champions and other officers PDF (12kb)

Reporting racist and hate-related incidents

The City of London takes racist incidents and hate related incidents based on things such as a person's disability, gender, sexual orientation, or religion very seriously. If you have been a victim of a racist or hate related incident but do not want to go directly to the Police, you can find out how to report the incident in the PDF below.

Download the reporting form (114kb)

If you are in immediate danger you should always dial 999

Equalities monitoring

In line with government and CRE Best Practice, the City of London monitors the ethnicity, culture, age, gender and disability within its workforce profile, and in return the recruitment selection process. In future years the City of London will be monitoring against all equality categories including religion, sexual orientation and marital status.

The monitoring results are reported annually to Establishment Committee in open Committee Reports which are available to the general public and in PDF format below to download.

Workforce and Recruitment Montoring 2006 (177kb)
Age Monitoring 2003 PDF (161kb)
Monitoring the Application of Personnel Procedures PDF (101kb)
Appendix A: Monitoring the Application of Personnel Procedures PDF (91kb)
Training Report 2003 PDF (82kb)
'Leaving the City of London' Monitoring 2003 PDF (73kb)

For more information about working for the City of London please visit our Job Opportunities page.

The City of London also monitors ethnicity, culture, age, gender and disability of its resident population as part of its corporate consultation strategy.

The purpose of this reporting and monitoring is to highlight possible inequalities, investigate their underlying causes and remove any unfairness or disadvantage. This process also helps the City of London monitor its own progress against the CRE Action Plan (above) and the Corporate Equalities Plan (above) . This information is also fed into local service planning, the Community Strategy (the City Together; a vision for a world class city) and the City of London’s annual Business Planning cycle, and ensures that services are relevant and accurately represent all the communities served by the City of London.

City Police

The City of London is also the Police Authority for the City of London Police, and this responsibility is discharged by the City of London's Police Committee. The Gender Equality Scheme for the Police Committee can be found at Appendix A of the City's Scheme.

The Race Equality Scheme of the City of London Police Committee (351kb)
The Disability Equality Scheme of the City of London Police Committee (163kb)

Useful links

Equal Opportunities Commission
Commission for Racial Equality
Disability Rights Commission

Disability equality scheme

Equalities - assessment and consultation: The LA is responsible for ensuring that equality and diversity is considered at all times both in employment policy and in the provision of services. Every authority should assess, and consult on, the impact of policy in relation to equality and diversity within their community

Translating and interpreting services: The local authority provides interpreting and translation service to people who need help because English is not their first language and also sign language interpreting to deaf people.