We have taken the below equalities pledges so we can reinforce the borough’s commitment to treat everyone equally and fairly and giving them the freedom to be who they are.
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:
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.