We’re committed to making Hammersmith & Fulham the most inclusive borough in the country, a place where everyone feels valued and residents have equal access to the opportunities our borough offers.
The council has a major role to play, both in tackling inequality and in creating new opportunities. That’s why we’re working hard and have created an Industrial Strategy that responds to the needs of young people and provides access to future growth sector careers, such as digital media and STEM (Science, Technology, Engineering and Maths) industries amongst other projects and policies that create a strong and inclusive environment.
We want to hear your views; we don’t have all the answers, but we’re committed to doing things with residents not to them. We want to hear the barriers you or others may face and how you believe they can be tackled. We believe that if we work together, we can develop new policies that really go to the heart of the barriers that our residents face and together, we can address them.
We’ve set out our vision for tackling inequality. It has five draft objectives:
- Everyone in our borough must feel valued when the Covid-19 pandemic ends.
- Removing barriers to inclusion.
- Ensuring that our services tackle the disproportionate impact on young people of the risks of street crime and exploitation by gangs.
- Improving opportunities for all.
- Becoming an employer of choice and fostering greater inclusion.
But we want to know what you think. Are these the right objectives for H&F’s Equalities Plan? What else should we include?
The council has already made great strides over the last seven years in addressing inequality by tackling issues ranging from food poverty, crime and discrimination to loneliness and homelessness. We’ve also supported and helped local businesses, generated employment and educational opportunities and we continuously promote social cohesion.
We put compassion at the heart of everything we do. But we can do more.
The coronavirus pandemic has put into stark relief the inequalities that still persist within our communities – disproportionate numbers of people from our Black, Asian and Minority Ethnic communities have lost their lives and the most deprived communities have been the hardest hit, both economically and in terms of unemployment and worsening mental health.
We also know that working women and female carers have borne a disproportionate impact and that our Disabled residents face new and specific challenges.
But this pandemic has also revealed the strength in our communities as illustrated by the army of volunteers who have provided food, company and support to those in our community who needed it most. When we emerge from this pandemic, we have an opportunity to not only build back better, but to build back fairer.
We believe our borough will be a better, more creative and innovative place to work, visit and live in if we can actively listen to lots of different perspectives.
Current equality, diversity and inclusion policy
Equality, Diversity and Inclusion Policy (current) (pdf)
Equal opportunities in employment
We are committed to having a workforce that is representative of the community it serves at all levels of the organisation. We therefore welcome applications from all backgrounds and all sections of the community.
As an applicant, you can be assured that the council will take positive steps to ensure:
- Job descriptions and associated conditions relate to the particular job, define the qualifications, experience and other skills required in the post, and only include those factors which are necessary and justifiable on objective criteria for the satisfactory performance of the job.
- All applicants are treated equally and fairly throughout the recruitment and selection process.
- All decisions are made in line with the council's equal opportunities and recruitment and selection decisions, are made on merit - in line with the job and skills requirements set for the vacancy.
And when you become employed, we aim to ensure:
- A fair, transparent and equal chance in learning and development and terms and conditions of service.
- A working environment that is free from discrimination, bullying, harassment and victimisation and where all complaints are promptly investigated and dealt with.
- A working environment where a person’s identity and culture is valued and respected.
Positive about disability
We value and encourage diversity in our workforce. As part of our aim to deliver quality services, we are committed to promoting equality and eliminating discrimination.
The council has achieved disability Two Ticks accreditation. This demonstrates our commitment to encouraging Disabled people to apply for jobs by guaranteeing them an interview, provided that they meet the minimum requirements for the post.
As an employer, we are aware of our obligations under the Equality Act 2010 and are committed to offering support and making reasonable adjustments to allow full participation in the process. It is important that you let the Recruiting Manager know of any requirements. The council will consider any reasonable adjustments. Examples include: changing the timing of interview, giving extra time for tests, providing equipment or assistance throughout the process e.g. a reader or scribe.
If you are interested in job opportunities, you can visit our website for all our current vacancies.
Employment monitoring
Our monitoring shows how well the council responds to employee needs and how we work to achieve a workforce that reflects the community.
We would like to encourage all applicants to complete the equality monitoring form with their application so that we can assess our performance against agreed targets.
If you are concerned about how your data will be stored, accessed or shared, be reassured that it will be kept confidential at all times and in accordance with the Data Protection Act 2018. It will not be accessible to anyone outside of the designated authorised personnel and will be used to monitor the effectiveness of our employment policies so that we can improve where required. This information will be used for statistical purposes only and you will not be identified in any way.
Why fill in a monitoring form (pdf)
Workforce reports
Workforce monitoring FAQs
- Why do we monitor?
We are committed to being representative of the community we serve and becoming an employer of choice.To help us achieve this, we need to have a clear picture of who we employ.
Equalities monitoring therefore enables us to examine the make-up of the workforce and compare this with local data used as a benchmark to ensure that the workforce reflects the community. It also enables us to analyse how human resources practices and procedures affect different groups, address any inequalities and ensure compliance with legislative requirements.
- Will my data remain anonymous?
Yes. The monitoring information will be kept separately from any identifying personal information. Any findings published will only ever be anonymised and aggregated. So we may publish statistics about our employees as a whole but will never publish individual information.
- Who will access my data?
Only you and designated employees within HR will be able to access the data for updating or analysis. We can track who has accessed the data to ensure it is only used for the correct purpose. The monitoring information you supply will be processed in compliance with the Data Protection Act 1998.
- How will the data be used?
Data will be analysed to spot trends and remove barriers or target areas where our policies and practices can be improved to boost equal opportunity.
- Do I have to complete the monitoring form?
Completing equality monitoring data is not compulsory. However, the council is statutorily obliged to collect this information to ensure that our recruitment and employment processes are equitable. Therefore, we would encourage you to complete it.
Although you are not obliged to answer every question, by doing so, it helps to ensure that best practice and equal opportunities are upheld and allows for any barriers to workforce diversity to be highlighted. If we get a low response rate then the findings may be inaccurate.