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Equality and inclusion

Our Policy

The City Corporation is committed to delivering excellent customer service. We recognise the different needs of our customers and actively work to minimise potential issues of exclusion and discrimination. We aspire to be a leader in equality and inclusion, serving a wide range of communities including our staff, residents, businesses and the workforce of the Square Mile.

The City Corporation also aims to provide an inclusive, respectful and discrimination-free work environment for staff. We will use best practice in employment in accordance with legislation to ensure that employees feel respected and able to give their best. As far as possible, we would like our workforce to be broadly representative of all sections of society.

Gender Identity Policy

The issue of gender identity has relevance and importance for the work of a number areas across the City Corporation. We have developed a over-arching Gender Identity Policy (211KB) to support a anti-discriminatory, consistent and coherent approach across all our service areas.

Public Sector Equality Duty

The Public Sector Equality Duty came in to force in April 2011 (s.149 of the Equality Act 2010) and public authorities are now required, in carrying out their functions, to have due regard to the need to:

  • eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under the Equality Act 2010
  • advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it
  • foster good relations between persons who share a relevant protected characteristic and persons who do not share it

As set out in the Equality Act 2010 (Specific Duties) Regulations 2011, the City Corporation is required to publish one or more specific and measurable Equality Objectives at least every four years.

The City Corporation’s Equality Objectives for 2016 – 2020 are

  • Increase community engagement and improve cohesion within our communities so that people feel safe
  • Support the City’s most disadvantaged groups and develop our understanding of our communities
  • Improve the way we listen to our communities and respond to their feedback to improve our services
  • Promote staff development and career progression to ensure equality of opportunity for promotion and the development of a workforce that reflects the make-up of our communities

Equal Opportunities Statement

The City of London Corporation has produced an Equal Opportunities Statement (78KB) which outlines our vision to build and support strong, sustainable and cohesive communities. This will be achieved by ensuring our policies, processes and employment procedures are inclusive.

Annual Performance Summary

The Annual Equality and Inclusion Performance Report 2018-19 (1MB) sets out how the City of London Corporation has worked to meet its obligations in service delivery and in employment under the Public Sector Equality Duty during 2017-18. The Executive Summary (180KB) of the report highlights the key achievements against four identified objectives.

If you would like a summary of this publication in another language or in an alternative format such as Braille, large print or audio tape, please email the Equalities team.

Workforce Profile and Gender Pay Gap

We report on our workforce profile and the Gender Pay Gap (750KB). The data captured informs HR strategy, Pay and Reward Strategy and HR policy and procedure.

To note, the gender pay gap is not the same as equal pay. The gender pay gap measures the differences between the average pay of male and female employees, irrespective of job role or seniority. Whereas equal pay concerns pay differences between male and female employees performing the same or similar work, or work of equal value.