Fairer Action Plan 2025 to 2029

Equality Aim 5

A diverse and engaged workforce

We want a workforce with the right skills and capabilities that represents the communities it serves. A workforce that has the correct support and training to do their best for our residents.

Having a diverse and engaged workforce is essential for ensuring our teams reflect the community we serve. We want to meet the needs of all staff and better support their work with our residents. 

Residents suggestions included:

  • council staff to better understand the diversity of the residents in the borough
  • the need for better joined up working across the council
  • to build trust with residents to better support them

Throughout our consultation process, colleagues supported the idea of better training to support:

  • working with a diverse community
  • better support for colleagues with a disability

"Excellent idea. Employing and training local people will be doubly beneficial not only giving them employment but having a local viewpoint at council decisions."

 

"Staff at the council need to share information across teams and directorates, this way they can be closer to the community. They can share ideas and what works well and what doesn’t."

Achievements to date

Our work to achieve this aim includes:

  • working with colleagues across the council to:
    • better understand the specific concerns and issues faced by employees of the council with protected characteristics
    • help with finding solutions to improve the way the council operates and improve the experience of staff
  • providing staff training on diversity and cultural competency
  • improving demographic data on our staff so we are able to better monitor recruitment, retention and staff development
  • promoting greater awareness of support available to staff with disabilities, especially hidden disabilities
  • a work-based educational programme for young adults with special educational needs and/or disabilities to support with skills into employment

Our targeted actions

Action 15

Advance the council’s inclusive recruitment process.

Progress measures

Increase in the number of apprenticeships taken up by residents, supported by guaranteed interviews, where the minimum criteria is met.

Increase in the number of individuals recruited from the borough through our external recruitment campaigns.

Implement a new council careers website illustrating our commitment to equality, diversity and inclusion and promoting job opportunities at RBKC.

Action 16

Review our equality training to ensure all staff complete equality training within their first year of employment and repeat annually.

Progress measures

An increase in the number of new recruits completing the equalities awareness session in their first year of employment.

Conduct an annual review of the equality awareness session content to ensure it remains relevant and current.

Utilising residents' feedback to ensure the equalities training reflects the needs of our residents and equalities issues within the borough.

Action 17

Aim to achieve Disability Confident Level 3 by 2029 to help us recruit, retain and develop disabled people to help RBKC succeed.

Progress measure

Monitor the proportion of applicants with disabilities and the percentage hired, aiming for an increase by 2029.

Action 18

Independent external review of culture.

Progress measure

Implement and monitor the review's recommendations to improve the residents' experience.

Last updated: 28 May 2025