Agenda item

This report sets out the Council’s new Equity, Diversity and Inclusion (EDI) ambitions for the next four years detailing development of the new ambitions and components that complement these ambitions, including the engagement findings report, Corporate Anti-Racism Action Plan, the UNISON Anti-Racism Charter and London Local Government Anti-Racism Statement. It also outlines next steps in relation to driving the Council’s ambitions through the new EDI Board and establishing an EDI dashboard to monitor progress.

Cabinet RESOLVED:

(1)    To endorse the EDI Strategy 2024-28 and Corporate Anti-Racism Action Plan (as detailed within Appendices A and B of the report).

(2)    To endorse signing up to the UNISON Anti-Racism Charter and London Council Anti-Racism Statement (as detailed within paragraph 3.2.15 of the report) as tools that will further complement the Council’s ambitions and commitment around anti-racism.

Eligible for call-in: Yes

Deadline for submission of call-in: 6pm on Monday 15 April 24

Councillor Donnelly-Jackson (Cabinet Member for Customers, Communities & Culture) introduced a report presenting the Council’s new Equity Diversity and Inclusion (EDI) Strategy for the next four years 2024-28 and supporting components including the engagement findings report, Corporate Anti-Racism Action Plan, the UNISON Anti-Racism Charter and London Local Government Anti-Racism Statement.  The report also outlined next steps in relation to driving the Council’s ambitions through a new Equity, Diversity & Inclusion (EDI) Board and establishing an EDI dashboard of performance indicators to monitor progress.

In considering the report Cabinet noted the commitment within the strategy to tackle inequalities and support individuals and families and Council’s workforce in reaching their full potential recognising the need to celebrate, engage and empower the diverse range of local communities represented across the borough to work together in terms of delivering the overarching focus of the strategy around “inclusivity”.  In outlining the extent and comprehensive nature of consultation and engagement in development of the strategy, members were advised that the core objectives identified as a result had been as follows:

·             Inclusion: Accessibility & Cohesion

·             Narrowing the Gap: Tackling Inequalities

·             Establishing an Inclusive Workforce - which members were advised moved beyond diversity representation and was focussed in fostering an inclusive work environment.

In commending the strategy to Cabinet, Councillor Donnelly-Jackson ended by thanking all those involved in the engagement process and development of the strategy given the focus in seeking to further advance equality of opportunity, foster good community relationships and ensure Brent remained an inclusive borough on which the outcomes being delivered as a result would be monitored on a regular basis.

Members welcomed development of the EDI strategy alongside the Corporate Anti-Racism Action Plan, which it was noted formed a key component in terms of the overall framework and delivery of the ambitions and objectives outlined.  Support was also expressed for the work being undertaken to establish a formal monitoring process and range of Performance Indicators that would be used to monitor progress through the newly established EDI Board, with members keen to ensure the associated work linked to delivery of the strategy was supported through the provision of necessary funding support.

In commending the comprehensive nature of the strategy, members further welcomed the specific inclusion of a focus around health inequalities (in partnership with health providers and recognising the work of Brent Health Matters) and also the activity proposed to address disproportionality in relation to attainment levels for vulnerable groups including looked after children, children and young people with special educational needs and children of specific ethnicities in partnership with schools, as part of the objective relating to Narrowing the Gap: Tackling Inequalities.  Support was also expressed for the activity outlined in seeking to sign up to both the UNISON Anti-Racism Charter and also London Local Government Anti-Racism Statement.

In thanking all those involved for their work in development of the EDI Strategy Cabinet RESOLVED:

(1)    To endorse the EDI Strategy 2024-28 and Corporate Anti-Racism Action Plan (as detailed within Appendices A and B of the report).

(2)    To endorse signing up to the UNISON Anti-Racism Charter and London Council Anti-Racism Statement (as detailed within paragraph 3.2.15 of the report) as tools that would further complement the Council’s ambitions and commitment around anti-racism.