OUR PLEDGES

CROYDON EQUALITIES PLEDGE

In Croydon we believe that all organisations have a role to play in tackling inequalities. By making this pledge as an organisation, we promise to: 

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• positively promote the equality of opportunity for individuals of all characteristics namely: disability, gender, race, age, sexual orientation, religion and belief, marriage and civil partnership and gender identity, by recognising significant celebrations and awareness days and ensuring that workplace practices do not discriminate against any groups    

• ensure that there is mandatory training for all staff at all levels in equality, diversity and inclusion every two years, attendance is monitored, and 100% targets set with staff and managers held to account  

• ensure a zero-tolerance approach to all forms of discrimination, harassment and bullying, publicising the staff code of conduct, providing staff with information on what it is and encouraging people to safely challenge this where it occurs ensuring that people are not treated less favourably for doing so 

• positively encourage applications from diverse and under-represented groups when advertising for posts and taking actions to respond to under representation in this area identified by organisational data

• use anonymous recruitment processes which don’t reveal details of race, age, gender, disability or socio-economic status  

• identify and annually publish pay gaps based on ethnicity, disability and gender and putting actions in place to reduce such pay gaps 

• provide reasonable adjustments for disabled staff in interviews and employment 

• develop and agree an equality policy for the organisation which all staff sign up to, and reviewing it every 3 years 

• collect data on the protected characteristics of staff and aiming to have a workforce which reflects the Croydon community by using positive action recruitment practices and encourage career development for underrepresented staff. 

• undertake annual staff surveys to identify the impact of organisational actions on employees lived experience and psychological safety at work 

GEORGE FLOYD RACE MATTERS PLEDGE

• We are working to become an anti-racist organisation by embedding this in our strategies, actions and behaviours and by making a difference to the lived experience of our communities

• Committing to zero tolerance of racism from employees, residents, customers and service users by challenging racist behaviour or stereotypes expressed by individuals   

• Developing our knowledge of anti-racist practice by listening and responding to experiences of staff and the wider community 

• Developing an understanding of the role that power, privilege, identity and disadvantage that impacts on the lived experience of all staff in particular those from African/African Caribbean, other African heritage communities 

• Undertaking whole workforce training on unconscious bias and encouraging staff to safely challenge such bias during day to day conversations 

• Developing cultural awareness by learning more about African/African Caribbean and African other history and cultural practices to develop understanding of staff and customers through podcasts, videos, documentaries and by attending events

• Promoting good relationships between groups which share cultural similarities and those that don’t by encouraging communities to celebrate together as one 

• Identifying and addressing any ethnicity pay gaps

• Ensuring that recruitment processes from application, shortlisting, interview and  appointment conducted in a manner that facilitates positive action in recruitment such as media campaigns, advertising imagery and interview panels that represent the diversity of the borough’s population where possible 

• Developing plans to address challenges where race may not be the only factor and the needs of people may also be in relation to: disability, age, sexual orientation, sex or other protected characteristics.