Westminster seeks to be an employer of choice, promoting a culture which is welcoming and accessible to all and provides a work environment free from discrimination, bullying, harassment and victimisation.
We monitor our workforce to measure the impact of our work, contribute to performance indicators and ensure compliance with relevant legislation.
We are committed to using the monitoring information to:
- see if there are differences in the way racial groups are treated
- investigate the underlying reasons for the differences
- deal with any unfairness, disadvantage or possible discrimination.
The reports below sets out the progress in delivering these legislative duties and initiatives over specified period of time.
In 2009 the council invited staff to form diversity networks. Staff decided to form 2 diversity networks.
- Westminster Staff Diversity Group (WSDG) promotes equality and aims to improve the working environment and experience of all staff. The group offers training and development opportunities primarily to staff, residents and partner organisations. Types of training include mentoring, motivational and confidence building and other personal and professional development. Membership is open to any member of staff of the council or partner organisations regardless of their age, disability, cultural background or religion.
- Proud aims to promote equality and to improve the working environment and experience of all Lesbian, Gay, Bisexual and Transgender staff. Membership is open to any member of staff of the council or partner organisations.
The council also actively seeks to encourage staff to develop further diversity networks.
Two Ticks Disability Symbol
Westminster City Council is a Disability Symbol user and wishes to encourage disabled people to apply for jobs. This means we have agreed to meet 5 commitments regarding the recruitment, employment, retention and career development of disabled people.
We have agreed:
- to interview all disabled applicants who meet the minimum criteria for a job vacancy and consider them on their abilities.
- to ensure there is a mechanism in place to discuss at any time, but at least once a year, with disabled employees what we can as en employer do to make sure they can develop and use their abilities.
- to make every effort when our employees become disabled to make sure that they stay in our employment.
- to take action to ensure that all employees develop the appropriate level of disability awareness needed to make our commitments work.
- each year, to review the five commitments and what has been achieved, to plan ways to improve on them and let employees and Jobcentre Plus know about progress and future plans.
The council believes that goals are best achieved whilst working in partnership with the community and key partner organisations.
We are committed to working with:
Employers Forum on Age
Employer Forum on Religion and or Belief
Employers Forum on Disability
Race for Opportunity
Routes to Employment
Paddington Development Trust
Westminster Disability Employment Service
Smart (Saint Mary Abbots Rehabilitation and Training)
Action For Employment (New Deal for Disabled People) · Share Community
Volunteer Centre Westminster
RIND and RINB
St Mary's Hospital
Primary Care Trust
Central and North West Mental Health Trust