Our commitment to equalities
Our commitment
To work with our Trade Unions partners and colleague networks to create a workplace that is welcoming and respectful, where there are opportunities for everyone to get involved, fulfil their potential and develop their career with us.
We aim to be anti-discriminatory both in employment and in delivering services and ask that all colleagues demonstrate Our Behaviours of respect, integrity and flexibility in everything they do, for each other and everyone we work with.
We want colleagues to know that if they have concerns or encounter unacceptable behaviour, they can speak up confidently, and they’ll be listened to, in a positive, safe and supportive manner.
Our people and their passion for getting the best results for our residents are our greatest strength. By addressing barriers to participation, protecting colleagues at work, and taking a more inclusive approach to recruitment, we plan to become a workforce that reflects the diversity of our city where all colleagues feel recognised, respected, included, and involved.
Read our workforce equality policy for more detail.
Equality, Diversity and Inclusion (EDI) Strategy
We’re committed to creating a workplace culture where all colleagues feel valued, respected and included. A workplace where we work together to prevent discrimination that is based on who you are or who you appear to be.
Our workforce equality, diversity and inclusion strategy 2024 to 2028 sets out how we intend to achieve this by
- addressing barriers to participation
- protecting colleagues and building resilience
- ensuring inclusive workplaces.
Each year we produce an action plan to set out our priorities for the year. We use these action plans to track progress towards the aims identified in the Strategy, and report progress annually to the Finance and Resources Committee.
EDI action plan
Our 2025 to 2026 workforce EDI action plan identifies the following five priorities.
- Becoming an anti-racist organisation.
- Creating a more inclusive and supportive culture for colleagues with disabilities or long-term health conditions.
- Increasing access to opportunity for under-represented groups.
- Making recruitment and onboarding more inclusive.
- Embedding understanding about EDI issues.
More information about how we plan to move this work forward is available in the action plan.
Workforce profile
We want our workforce to reflect the diversity of the city that we serve and to ensure that at work all colleagues feel recognised, respected, included and involved.
Our workforce equalities profile data helps us understand the composition of our workforce. It allows us to identify where colleagues from under-represented groups may apply for posts, their occupations, and their progression and development within the organisation. This data helps us to target our resources where they will have maximum impact.
Full details of our workforce and how it compares to the Edinburgh population can be found in the