Agenda item

This report provides an update on how the Council is delivering its 2024-2028 Equity, Diversity, and Inclusion (EDI) strategy, Anti-Racism Action Plan and four EDI Board priorities including the actions taken, the challenges that remain, and what comes next.  The report also supports the Council’s obligation under the Public Sector Equality Duty to publish annual information demonstrating how it is complying with the equality duty.

Cabinet RESOLVED

(1)        To endorse the progress made in Year 1 of the EDI Strategy 2024-2028, Anti-Racism Action Plan, and EDI Board priorities.

(2)        To agree that information in the report be turned into public-facing communications materials highlighting Year 1 achievements.

Eligible for call-in: Yes

Deadline for submission of call-in: 6pm on Monday 23 June 25

Councillor Mili Patel (as Deputy Leader and Cabinet Member for Finance & Resources) introduced a report from the Chief Executive providing an update on how the Council was delivering its 2024- 2028 Equity, Diversity, and Inclusion (EDI) strategy, Anti-Racism Action Plan and four EDI Board priorities including the actions taken, the challenges that remained, and future steps.  Members were advised the report also supported the Council’s obligation under the Public Sector Equality Duty to publish annual information demonstrating how it was complying with the equality duty.

In presenting the report Cabinet were advised the strategy and update reflected the Council’s commitment towards building a fairer, more inclusive and equitable borough, recognising its vibrant and diverse nature as an area, along with the clear focus on the work that remained to continue the progress made over the first year of the strategy.  In highlighting the work being undertaken to turn aspirations into action, members noted what was felt to have been the meaningful progress made toward delivering the EDI commitments which it was pointed out had included the launch of the Community Wellbeing Hub at New Horizons, bringing together housing, health, and wellbeing services under one roof; the successful accreditation of 19 venues under the Dementia Friendly Venues Charter and the delivery of over 37,000 books to vulnerable residents through the Home Libraries and Outreach Service. The Brent Schools Race Equality Programme had also successfully engaged 51 schools to tackle disproportionality in education, while nearly 1,000 digital devices had been distributed to residents facing digital exclusion with employment services having also reached out to significant numbers of residents with health conditions in an effort not only to address inequalities but also build opportunity.  Internally, it was noted the council had also introduced mandatory anti-racism and inclusive workplace training, relaunched staff networks, and made progress in closing the gender pay gap.  As such, the update was felt to provide a useful checkpoint in the Council’s EDI journey with a focus on the data required to keep pushing for the necessary change.

Moving forward, however, members remained aware of the work still required to ensure that equity was embedded into everything the Council delivered, ensuring that policies, partnerships, and practices continued to deliver meaningful change for all Brent residents.  This included a focus in seeking to investigate and address disparities in recruitment at senior levels, particularly for Asian applicants, along with trends in terms of pay gaps in relation to disability and ethnicity.

As part of this approach, reference was also made to the importance of community engagement in seeking to ensure that resident voices were embedded into the design and delivery of services.  As examples of this approach, members were reminded of the successful campaign run by care-experienced young people for their status to be recognised as a protected characteristic and the formation of Brent’s first Brazilian community group alongside the refresh of the Black Community Action Plan and establishment of the new Independent Advisory Steering Group co-designed with community representatives which was felt to demonstrate the way in which power and accountability were being placed in the hands of those most affected by systemic inequalities and to ensure that every person, no matter their background or circumstance felt that they belonged.

In support of the progress made to date and work identified moving forward into the second year of the strategy, members commended the achievements outlined and ongoing efforts being made to ensure that equity, inclusion and accessibility continued to be embedded into everything the Council was doing as a means of ensuring services remained accessible, communities were empowered, and the workforce was able to reflect the diversity of the people served across the borough.

Having recognised the positive progress made to date and focus required moving forward Cabinet RESOLVED:

(1)       To endorse the progress made in Year 1 of the EDI Strategy 2024-2028, Anti-Racism Action Plan, and EDI Board priorities.

(2)       To agree that information in the report be turned into public-facing communications materials highlighting Year 1 achievements.