Equalities in the workplace
This page is regularly updated with some, but not all projects, related to our EDI Strategy.
Anti-racist action plan and charter
We’re committed to becoming an anti-racist organisation; one where all colleagues understand their responsibility to recognise, identify, challenge and address racist and discriminatory behaviour, and feel that they have the skills and knowledge to approach this with confidence.
Our anti-racism plan for the workforce
Our anti-racism plan includes short, medium and long-term actions – it’s a long-term commitment to achieve change in the working experience of our colleagues through
- raising awareness and understanding of racism for managers and colleagues
- inclusive recruitment approaches
- mandatory anti-racism learning for everyone
- career progression and leadership development
- measuring progress.
Our anti-racism charter
Our charter lays out the goals and actions that will guide the work of the anti-racism plan. It sets out leaders’ commitments from our leaders to a workplace culture which is inclusive, living Our Behaviours of respect, flexibility and integrity and where racism and prejudice is never tolerated.
Active bystander training
This training promotes discussion on a range of social situations that can have a negative impact on the culture and performance of our organisation. It looks at the concept of 'bystander' and provides practical strategies that colleagues can use to both support and challenge colleagues in difficult situations.
By the end of the session participants will be able to
- discuss the role of leadership in the prevention of abuse and harassment
- discuss a range of social issues that are currently impacting negatively on the workplace
- define the term active bystander and the role those active bystanders can play in creating a supportive and successful workplace culture
- discuss a range of tools that support active bystander-ship
Inclusive recruitment
麻豆映画 is committed to creating a fair, transparent, and inclusive recruitment process that reflects the diversity of the communities it serves.
As one of Scotland’s largest local authorities, we recognise that to strengthen decision-making, innovation and service delivery within our organisation, we need to attract and retain a workforce with a wide range of backgrounds, experiences, and perspectives.
Inclusive recruitment ensures that our commitments are across every stage of the recruitment process
- make sure opportunities are accessible to all
- remove barriers that may disadvantage underrepresented groups and
- actively promote equality.
This also includes clear and accessible job adverts and partnerships with community organisations to help grow our diverse candidate pools.
We also place a strong emphasis on well-being and flexibility. We want to ensure that roles are designed to accommodate different needs and circumstances, which in turn helps make public sector careers more accessible to groups who may have been excluded in the past.
By embedding inclusivity into recruitment, the Council not only enhances its reputation as an employer of choice but also ensures that its workforce truly represents and understands the needs of the city’s residents.
This approach supports the Council’s broader ambition to tackle inequality, build stronger communities, and deliver high-quality services that are shaped by and for the people of Edinburgh.
Guaranteed interview pledge
As an inclusive employer, we offer a guaranteed interview for any applicant that meets the essential criteria stated in the person specification and declares that they have a disability, long-term health condition or are, or have been, care-experienced at any point during their childhood.
Colleague networks
The role of a colleague network is to provide a safe space for discussion of issues, help to raise awareness of issues within the wider organisation, provide support for individual colleagues who may be facing challenges at work and provide a collective voice for change.
Our colleagues have chosen to have individual networks based on different protected characteristics (as defined by the Equality Act (2010)) or where the Council has formally recognised a group as such.
Each network aims to champion equality across the organisation within their characteristic. However, our colleague networks are committed to working together and taking an intersectional approach to their goals.
Our current colleague networks
- Black and Minority Ethnic Equality Workers forum: The forum meet to discuss common issues that affect all minority ethnic colleagues and their communities.
- Care experienced network: A group to create a safe, empowering, and inclusive space for care experienced colleagues, contributing to a culture where lived experience is recognised and valued.
- DRIVE network: DRIVE promotes race equality and anti-racism across the鈥疌ouncil.
- SHINE network: SHINE stands for Spiritual, Holistic, Interfaith, Network Edinburgh. It is an interfaith network fostering acceptance and understanding amongst different religions and beliefs within the network and across the council.
- SPARC network: SPARC stands for Supporting People’s Abilities Regardless of Circumstance. Their aim is to give colleagues with disabilities and long-term health conditions a stronger voice and a more inclusive and supportive environment.
- STRIDE network: STRIDE is committed to celebrating the diversity of LGBT+ identities and raising awareness of the issues that LGBT+ people face in the workplace and wider society.
- Women’s network: A community to inspire, empower and support women in the council to get the most out of work and their careers.
Our Behaviours
How we choose to behave at work affects our workplace, colleagues and service users. Our Behaviours provide clear and consistent expectations for everyone, helping us feel safe, trusted and valued.
- Respect: We're inclusive, we promote equality, we treat people with fairness, understanding and kindness and we consider others in our decisions and actions.
- Integrity: We're open and honest, we take responsibility, we build trust, and we pull together to do what's right for our residents, colleagues and city.
- Flexibility: We're open minded, we keep it simple, we adapt to provide great services and find better ways of doing things, and we embrace opportunities for shared working and learning.
