Equality and inclusion
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 of London Corporation is required to publish one or more specific and measurable Equality Objectives at least every four years.
Our Equality Objectives
- 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
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.
Supporting strong, sustainable and cohesive communities
The report sets out how we have worked to meet our obligations in service delivery and in employment under the Public Sector Equality Duty.
Supporting a anti-discriminatory, consistent and coherent approach across all our service areas.
"Please 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."
The data captured informs HR strategy, Pay and Reward Strategy and HR policy and procedure.