A range of mechanisms are in place to measure and improve our performance on equality and diversity issues.
Our equality schemes set out how we intend to promote greater equality and they are monitored and assessed every six months to maintain progress. We are currently reviewing our schemes and aim to publish a Single Equality Scheme (incorporating gender, race, age, disability, sexual orientation and religion or belief) shortly.
The Disability Equality Duty came into force in 2006 and the Race Equality Duty in 2001. Our Combined Equality Scheme aims to:
The Gender Equality Duty came into force in 2007 and our Gender Equality Scheme aims to:
Monitoring our workforce can help us measure the success and progress to be made in offering real equality of opportunity to all our employees. The profile is published biannually and includes information on race, gender, disability and sexual orientation.
EIAs help us improve the services we provide for Londoners and the working lives of our staff. They allow us to assess the impact of our policies or services, helping us to eliminate or mitigate against any adverse effects these may have on our employees or the communities we serve. As a matter of best practice, LFEPA carries out EIAs which take into account all six equality strands.
We also use our Equality Action Plan to measure progress on the Equality Standard for Local Government, and we have performance indicators and service measures to encourage diversity in the workforce.
Our self-assessment for Level Five of the Equalities Standard for Local Government (
PDF, 263.7KB)
Combined Equality Scheme ( PDF, 120.8KB)
Gender Equality Scheme ( PDF, 97KB)
Workforce profile for 2007-2008 ( PDF, 294.7KB)
Equality Policy ( PDF, 65.5KB)
