Gender Equality Scheme
| Corporate Equalities Plan |
Disability Equality Scheme
Race equality | Reporting
incidents | Monitoring |
Translation | City
Police | Links
Corporate Equalities
Plan
The City of London published its first Corporate Equalities Plan
in 2004, as part of its commitment to attaining various levels of
the Equality Standard for Local Government. This set out what every
Department intended to do to ensure that equal opportunity became a
key part of the way we work, and is at the centre of policy making,
service delivery and employment practice. This Plan has evolved in
response to feedback from residents, City workers and businesses,
service users and other stakeholders. It has also developed as
Departments progressed their initial plans and moved forward to new
areas of work.
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
aims to ensure that services are relevant and accurately represent
all the communities served by the City of London. Our Race Equality
Scheme (see below) has been incorporated into the Corporate
Equalities Plan.
Gender Equality Scheme
The City of London has published its first draft Gender Equality
Scheme for consultation, pending final Member approval. The Scheme
sets out out how we intended to meet our general and specific
duties under the Equality Act 2006 and was developed with input
from a broad consultation process. Responses came from City
residents, City workers, our own employees and our recognised trade
unions.
This Scheme incorporates the Gender Equality Scheme of the
Police Authority for the City of London Police (a responsibility
which is discharged by the City of London's Police Committee).
If you have any feedback or comments on the scheme, please
contact the Equalities Manager on 020 7332 3328 or
email
us.
Disability Equality Scheme
The City of London has published its first draft Disability
Equality Scheme for consultation, pending final Member approval.
The Scheme sets out out how we intended to meet our general and
specific duties under the Disability Discrimination Act and was
developed with the help and involvement of many sections of the
disabled community - City residents, City workers, our own
employees and young disabled people. Appendix 6 highlights
departmental actions from the Corporate Equalities Plan that have
specific reference to disability issues.
If you have any feedback or comments on the scheme, please
contact the Access Team on 0207 332 1995 or
email.
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.
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.
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.
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.
Language Line
The City of London operates a telephone translation service
called Language Line for service users who may have difficulty with
English. If you don’t speak English very well you can get help with
translation wherever you see this sign at a City of London service
point or inside the city.
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.
Useful
links
Equal
Opportunities Commission
Commission for
Racial Equality
Disability Rights
Commission