Working for Ealing Council

Equality in employment

Ealing Council recognises and values the diversity of all people and communities in the borough and in our workforce.

True equality is more than simply identifying the different communities that are represented in Ealing. It is about ensuring we understand the needs of our residents from a range of diverse backgrounds.

Our goal is to improve the quality of life for everyone in the borough. We therefore recognise that to deliver equal life chances for all, we have to provide services that are tailored to people's actual needs. Even if this means treating people differently to ensure fairness.

Promoting equality

We are a diverse, multicultural London borough. In fact, we are the fourth most ethnically diverse borough in the country (data from the Census 2001) with over a 100 different languages spoken in our schools. The council believes in the principles of social justice and the active promotion of genuine equal opportunity for all its residents and has committed itself to a policy of equality in employment, service delivery and community engagement.

Employment and service delivery commitments

In order to ensure this commitment becomes a reality, the council has made a number of employment and service delivery commitments. We seek to eliminate unlawful and unfair discrimination, and promote positive action to overcome the effects of past discrimination. These are delivered as strategy documents which state the vision and future involvement of the council. Each strategy has a realistic, timed and achievable action plan. Please see our equality scheme.

Equality and diversity policy

The council has a comprehensive equality and diversity policy, which involves a commitment to review and change the council's practice. This policy is based on the principles of mutual respect, fairness, social inclusion and a commitment to tackle inequality. It extends to the planning of council services and processes across the council and also across the Local Strategic Partnership and other partnerships with other groups and organisations.

The council has a responsibility to ensure that individuals, voluntary organisations, firms and institutions acting on behalf of or as agents of the council do not practice unlawful acts of discrimination. Please see our Equality and diversity policy (currently being updated).

Equality and diversity in employment

The council has the following aims for equal opportunities in employment, as set out in its equality in employment policy:

  • Council recognises, respects and values diversity within its workforce as an asset and key resource in enhancing and maximising performance to effectively meet the diverse needs of its service users.
  • The council will actively monitor employee and applicant data and information on a regular basis to ensure that there is a continuous review of the composition of the workforce. Monitoring of employees and applicants will help identify the impact of policies and practices and provide the basis for action to eliminate unjustified discrimination and promote equality of opportunity.
  • This data will be reported regularly to senior manager, elected members and the trades unions. The council will publish this data every year.
  • The council measures how representative the workforce is in comparison to the Ealing profile, to ensure that we are not discriminating against any groups of people. Please see employee and applicant monitoring data
  • We are committed to recruiting the best people and will actively recruit and support high potential individuals, regardless of their background 
  • We are a ‘two ticks’ employer and are committed to interviewing all disabled applicants who meet the minimum criteria for the post and consider them on their abilities. We have a guaranteed interview scheme that treats disabled applicants more favourably than those that are not disabled.
  • We will ensure that all employees and potential employees are treated fairly and will ensure that no applicants are discriminated against in the recruitment and selection process 
  • We will review the recruitment, training and development of our staff and the composition of our workforce, in line with our statutory obligations 
  • We will comply with our obligations in relation to statutory requests for contract variations and make reasonable adjustments to standard working practices to overcome barriers caused by disability 
  • We are committed to investing in our staff and will provide training to support the development of our workforce 
  • We will not tolerate discrimination, harassment and will take prompt and effective action if it occurs 
  • We will support our managers’ right to manage, and the right of staff to be managed fairly