I’m indeed proud to work for Haringey Council because I enjoy working for the public good and because I feel there’s a genuine interest among council staff in working to make the lives of people in Haringey better. I also value very much how open and diverse is this organisation and how equality is at the forefront of our aims.
Haringey is a diverse borough that prides itself on the strength of its communities. We want to reflect this in the people who work here. Which is why we’re committed to promoting diversity and creating an environment where everyone is treated equally, with respect and dignity.
Disability Confident Scheme
This Government initiative helps employers attract, recruit and retain people with disabilities and to ensure that they have the opportunities to fulfil their potential. It covers three levels, each of which is designed to support a disability confident journey.
At Haringey, we’ve achieved level 2 Disability Confident Employer status. This means that we’re taking core actions in getting the right people for our organisation and in keeping and developing our people.
Stonewall’s Diversity Champions
We are proud members of Stonewall’s Diversity Champions Programme – a world-leading employers’ programme for ensuring all lesbian, gay, bi and trans, queer or questioning (LGBTQ+) staff are accepted without exception in the workplace. The programme provides an excellent framework for creating a workplace that enables LGBTQ+ staff to reach their full potential.
The Social Mobility Network
- Social mobility is a core aspect of our work as a council and informs a lot of the work we do with residents and staff. Social mobility is the ability to move from one level of society to another, social mobility recognises that the circumstances when growing up may put us in a disadvantaged or advantaged position when it comes to pursuing further education or in our professional careers.
- In December 2022 Haringey Council made the Top 75 employer list in the Social Mobility Foundation’s 2022 Employer Index. Our ranking in the index reflects the hard work we have taken to eliminate discrimination against persons because of their socioeconomic status.
- We have a Social Mobility Staff Network, an equalities action plan and take part in the Social Mobility Index each year. We do all of this to make sure we are breaking down barriers and make Haringey the most inclusive organisation we can be.
A key part of our effort to improve staff engagement and continue to be an inclusive employer is the development of our employee networks. The network groups are open to members of staff who identify with the protected characteristic, as well as allies who wish to play an active role in promoting equality and inclusion.
- The Lesbian, Gay, Bi, Trans and/or Queer or Questioning, Intersex, Asexual and Non-Binary (LGBTQ+) Network
- The LGBTQ+ Network is a forum to provide support to Haringey Council’s LGBTQ+ staff and to make Haringey Council a more inclusive workplace. The Network is open to all employees, whether LGBTQ+ or straight allies, and is inclusive of LGBTQ+ people with multiple identities.
- EMBRACE (Every Member Becomes Racially Aware and Culturally Educated).
- Disability and Illness Network
- Haringey’s newly formed Staff Disability and Illness Network is inclusive of staff with visible and invisible disabilities or illnesses – whether they identify as disabled or otherwise. The Network wishes to raise awareness of the variety of reasonable adjustments available to staff with varying needs and the support available both internally and externally.
- Young People’s Network
- The Young People’s Network is a group for young people in the council to meet and network. The group aims to champion issues affecting young people in the council and support council efforts to recruit, retain and develop young talent.
- The Social Mobility Network aims to create a supportive and empowering staff community and to act as a champion of issues relating to social mobility across the council.
All employees have a right to equal consideration and should not be discriminated against, harassed or victimised because of their race, colour, ethnic origin, nationality, religion or belief, sexual orientation, gender identity, disability, age, HIV status, marital status or unrelated criminal conviction.
Discrimination, harassment and victimisation are unlawful, and will lead to disciplinary action.
Our Borough Plan makes a commitment to take positive action to develop a more inclusive workforce that understands and reflects the diversity of the communities we serve. We have been looking at new ways in which we can influence culture change across the organisation, cultivating diversity and inclusion and creating a workforce where difference is respected and valued. The council recognises that a diverse set of experiences, perspectives, and backgrounds is crucial to innovation and the development of new ideas. Valuing differences plays a key role in attracting and retaining top talent and is an important component of a successful organisation.
- An Equalities Steering Group, chaired by a Director and member of Corporate Board
- Five staff network groups in place – LGBTQ+, EMBRACE, Disability and Illness. Social Mobility, Young People’s network
- Completed a peer (reverse) mentoring pilot
- Disability Confident Employer status (level 2)
- Stonewall Diversity Champion membership
- Cabinet commitment to be an LGBT+ inclusive borough for staff and residents
My vision for the network in the future is to influence new policy and strategies around staff and residents with disabilities and significant illnesses and to raise greater awareness amongst all staff and residents around how they can personally contribute to the successful journeys of people with disabilities.”
We want to
- Develop a corporate recruitment strategy that addresses the main challenges identified in our workforce profile, so that we
- Be a good employer and support the local economy by promoting employment opportunities, particularly for under-represented and disadvantaged groups
- Attract a wider pool of talent by re-evaluating the skill set needed when replacing staff who leave
- Explore tools that support inclusion and the removal of bias
- Identify the best options to capitalise on the apprenticeship levy and explore ‘grow our own’ initiatives to improve occupancy of hard-to-fill roles and support longer-term workforce planning.
- Introduce mandatory recruitment and interviewer training.
- Improve the quality and quantity of data we hold about our workforce to help make more insightful decisions.
- Introduce a comprehensive equalities and diversity training programme.
- Review and develop policies to ensure they are inclusive of staff with a protected characteristic.
- Support our existing staff networks to create a culture of engagement by encouraging employees to have a voice that is listened to.
- Develop a culture where a range of views is considered to secure the best approach.
- Increase profile and visibility of equalities by running events and promotions.
- Take part in external benchmarking audits such as the Equality Framework for Local Government to ensure that we are taking the correct actions to improve inclusivity.