Our commitment to equality and diversity

Our values

We recognise the diversity of our population and workforce as a strength, and value the way that differences can contribute to a richer, creative and more productive work environment.

We value the individual contribution of people irrespective of sex or gender, pregnancy/maternity, transgender status, marital/civil partnership status, sexual orientation, age, disability, race, colour, ethnic or national origin, religion or belief.

Our commitment

  • to create an environment in which individual differences and the contributions of all our staff are recognised and valued
  • to create a working environment for every employee that promotes dignity and respect to all - no form of bullying, victimisation, discrimination or harassment will be tolerated
  • to make training, development, and progression opportunities equally available to all 
  • to demonstrate that equality in the workplace is good management practice and makes sound business sense
  • to develop, monitor and review appropriate employment practices which will help to avoid direct and indirect discrimination and make available annual workforce statistics 
  • to monitor the Equality in Employment Policy periodically in order to judge its effectiveness and make updates in accordance with changes in the law

Breaches of our Equality in Employment Policy will be taken seriously and may be considered as misconduct/gross misconduct within the council’s disciplinary procedures.  In certain circumstances, an employee may also be personally liable in the civil courts for unlawful acts of discrimination.

Positive about disability

The council is committed to the principles of the disability Two Ticks accreditation and encourages disabled people to apply for jobs at Westminster. This means that if you have a disability, provided you meet the minimum requirements for the post, you will be guaranteed an interview.

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 recruitment process. It is important that you let the Recruiting Manager know of any requirements. The council will consider making adjustments that are reasonable. Examples include changing the timing of interview, giving extra time for tests, providing equipment or assistance throughout the process (eg a reader or scribe).

Find out about Westminster's equality duties

Last updated: 1 July 2016
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