Equalities in the workplace
We're proud to be a diverse and inclusive workforce. This page is regularly updated with our most recent equalities data, so you can see what our workforce looks like for yourself.
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
- they are or have been care-experienced at any point during their childhood.
Reverse mentoring
Reverse mentoring is an effective way for leaders to build genuine awareness of the barriers faced by colleagues from a variety of different backgrounds and life experiences.
In March 2022, our most senior leaders committed to taking part in this innovative form of mentoring which turns traditional mentorship upside down. They have become the mentees and volunteers from our colleague networks have become the mentors. The majority of our mentoring pairs are matched with a colleague from one of our BAME colleague networks.
The aim of the programme is to educate leaders about race equality over an extended period (12-18 months) by creating an opportunity for them to hear first-hand the lived experience of BAME colleagues through insightful and challenging conversations.
It’s early days in the reverse mentoring experience and it will be important to translate the learning into actions, both for individuals and for our organisation. We’re optimistic that we’ll see positive changes regarding race equality issues as a result of the work of our mentoring pairs, and hope to extend the programme to include other colleagues in future.
Active bystander training
We run active bystander training sessions that empower our colleagues to create a safe and supportive workplace. Recognising the importance of active bystanders in our organisation, the training sessions explore the consequences of inaction.
This training promotes discussions on a range of social situations that can have a negative impact on the culture and performance in any organisation. It looks at the concept of “Bystander” and provides colleagues with some practical strategies that can be used 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.
Review of recruitment processes
We're currently working on reviewing and updating our recruitment processes to be as inclusive as possible. We want to showcase why Edinburgh is a great place to live and work, and how our organisation welcomes individuals from all backgrounds and experiences.
We're also creating videos to highlight the work that goes on in our services and the experiences of our colleagues, from housing to education.
Equality Act 2010
The Equality Act 2010 brings together legislation covering race, disability, and gender to remove inconsistencies and harmonise the law into a single approach.
There are nine protected characteristics defined in the 2010 Act:
- Age
- Disability
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Race
- Religion or belief
- Sex
- Sexual orientation.
The Equality and Human Rights Commission (EHRC) publishes guidance and good practice to help you understand and use the Equality Act 2010.
