Equality information

Our workforce

The Camden annual employment profile is an overview of the organisation’s workforce at the end of each financial year. This includes information about the overall employment profile, recruitment, the proportion of full time and part time staff, grades and training. Information within the profile is broken down by a number of equality groups (protected characteristics) including age, gender, disability and ethnicity.

The profile allows us to monitor and understand trends in order to review policy and practice and implement new and existing policies where appropriate.

Flexible working

We are pioneering approaches to employment that help people balance work and life demands, from ensuring our staff are paid the London Living Wage to high quality flexible employment. For example, we have signed up to the Ethical Care Charter to drive up standards for homecare workers by taking steps which include payment of the London Living Wage.

In 2014 Camden became the country’s first Timewise Council. Timewise Council status means that the Council is committed to embedding a forward thinking approach to flexible and part-time working ensuring that this is a key part of the way we recruit and manage staff. This commitment forms part of wider plans to create better pathways in to part time employment for everyone, reduce inequality and show how flexibility works for employers and employees alike. Being a Timewise council is also part of our focus on maternal employment as a key part of the solution to how we tackle child poverty.

Dignity and respect

Everyone should be treated with dignity and respect at work. We will not accept bullying and harassment and our dignity at work policy helps us all deal with any issues. We have set aside accommodation for multi faith prayer rooms in our larger offices. Our offices are disabled access friendly.

Staff engagement and consultation

Staff receive information on organisational-wide developments through a variety of channels including online networks, messages from the Chief Executive, directorate ‘blogs’ and directorate based staff conferences. We also have regular face to face briefings and Q&A sessions.

As a result of staff feedback appropriate action is taken, and in addition to corporate level actions, staff from across the Council are involved in planning meaningful actions that can be carried forward locally.

Learning and development

In 2013 we refreshed our approach to equality and diversity training for staff and have implemented a new e-learning programme and workshops for managers and Members.

We are also seeking to improve the representation of staff from a BME background in more senior roles. and seeking to increase its representation across the workforce of staff who declare they have a disability. This is reflected in our workforce equality objective and related performance measures.

Employee representatives

We have a number of active trade unions, including Unison, the GMB and NUT. These unions act on behalf of their members (staff) in consultation and negotiation processes.

We have self-organised groups representing employees in the Council, including Camden Black Workers Group and Unison LGBT Group. We are supportive of staff who carry out this role, which includes representing their members at meetings and national conferences.

We will continually evaluate the equality information we collect and hold. This will enable us to ensure we are meeting the needs of all protected groups in developing and delivering our services and supporting our own workforce.

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