Agenda item

This report sets out the progress made in delivering the EDI Strategy, Anti-Racism Action Plan and EDI Board priorities during Year 2 and also supports the council’s obligation under the Public Sector Equality Duty to publish annual information demonstrating how we are complying with the equality duty.

Cabinet RESOLVED:

(1)    To endorse the progress made in Year 2 of the EDI Strategy 2024-2028, Anti-Racism Action Plan, and EDI Board priorities.

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

Eligible for call-in: Yes

Deadline for submission of call-in: 6pm on Monday 14 September 2026

Councillor Grahl (Deputy Leader and Cabinet Member for Finance & Resources) introduced a report from the Chief Executive setting out the progress made in delivering the Equality, Diversity & Inclusion (EDI) Strategy, Anti-Racism Action Plan and EDI Board priorities during Year 2 and also in support of the Council’s obligation under the Public Sector Equality Duty to publish annual information demonstrating how we are complying with the equality duty

Introducing the report, Councillor Grahl began by advising members that the update marked the halfway point of Brent's 2024 -28 EDI strategy and was designed to set out the progress made as well as provide a focus on future actions.  Highlighting the extent of activity and progress to date, reference was made, as examples, to the improved access to interpretation and translation, work to tackle digital exclusion, support for numerous community-led projects and way in which the Council had sought to strengthen the use of equality data to better understand the experiences of residents.  In addition, the work undertaken across the Council as an organisation was also highlighted with more than 700 employees having completed anti - racism and inclusive practises training alongside the use of workforce data and dashboards to enhance understanding in terms of inequalities in recruitment, progression, representation and pay, recognising the workforce in Brent as one of the most diverse in the country and need to ensure progress was designed to actively challenge inequality and the wider issues highlighted.

The opportunity was also taken to highlight the significant progress being made and ongoing focus of the strategy in relation to developing opportunities for residents, particularly in the area of jobs and skills, recognising the Government’s emphasis on the importance in expanding supported internships and strengthening the pathways from education into employment, including for young people with SEND.  As such the strategy was also commended for reinforcing the need to ensure young people were given the right opportunities to move into meaningful and sustainable work and the opportunity provided for Brent to lead by example in seeking to encourage and support the provision of inclusive employment opportunities for young people using all available levers not only as an employer but also partner and in terms of procurement.  Given these objectives, members were therefore advised of the ongoing focus within the Strategy in delivery of measurable improvements and outcomes for residents designed to ensure residents and staff alike had the opportunity to fulfil their potential whilst also feeling empowered to make a difference across all communities within the borough.

Recognising the challenging and complex nature of the work in seeking to address inequalities, thanks were extended to all those involved in development and delivery of the Strategy for the progress made to date and for the level of knowledge and commitment demonstrated in seeking to ensure the interests and challenges being experienced across the range of diverse communities within Brent were fully represented and embedded in the work being undertaken across the Council.

In commending the progress made and ongoing level of commitment within the Strategy members, in considering the report were also keen to recognise the compliance in relation to the Council’s public sector equality duty requirements as well as wider focus on equity and inclusion across all communities.  Highlighting the ongoing commitment to ensure everyone had the opportunity to succeed and to provide the support and level of services required to prevent any community being left behind Cabinet RESOLVED:

(1)    To endorse the progress made in Year 2 of the EDI Strategy 2024-2028, Anti-Racism Action Plan, and EDI Board priorities.

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