The most important element of any organisation is its people, and at Lambeth we have a workforce whose skill, dedication and diversity are key to delivering quality services for our residents.
“The council should increase representation of target communities in local workforces at all levels”
Overall, 60% of council employees belong to a Black, Asian & Minority Ethnic (BAME) group. However, only 19% of staff at senior management and leadership level are BAME. Just 7% of our staff declare a disability, a figure which shrinks to a tiny proportion at senior management and leadership level.
We want to achieve better representation for BAME groups across the organisation. Over the past six months we’ve been developing an Equalities in Employment Action Plan, in collaboration with council staff. This sets out what needs to happen to make sure that everyone is given the opportunity for career development within the council – and identifies the support they need to achieve it.
These actions include an organisation-wide development programme to include leadership development, “unconscious bias” training, diversity awareness, training on disability, and a talent development programme. In addition to this, we’ll also be reviewing our recruitment process and appraisal system, to ensure that we attract diverse candidates to jobs at the council and ensure everyone has equal opportunity to progress.
To reinforce our commitment to training our own, we will prioritise BAME and other under-represented staff in new talent and leadership diversity programmes, to be delivered as part of the corporate learning plan for 2018-19.
We will work together to make sure our targets are ambitious and achievable, and acknowledge the needs and aspirations of everyone who works for Lambeth. Staff will continue to be involved: we will be setting up a series of new Diversity Staff Forums, which will enable under-represented groups to have a voice to share their concerns and help shape and inform our future actions.