MD2212 The Mayor’s Equality, Diversity and Inclusion Strategy

The Mayor’s ‘Vision for a Diverse and Inclusive City’ was published for consultation from 19 June until 11 September 2017. Following consultation and further work to collate a ‘state of equality in London’ evidence base, a final strategy (contained at Appendix B) has been developed with teams across the GLA and functional bodies.

‘Inclusive London’ includes relevant evidence and long-term strategic objectives that set out what the GLA group is aiming to achieve across all Mayoral functions in relation to equality, diversity and inclusion.

This strategy does not have a specific budget assigned to its delivery and will rely on the integration of its objectives into the work of other GLA teams and functional bodies.

The purpose of this strategy is to outline the role that the GLA group will play in tackling long-standing inequalities and discrimination, as well as the need to encourage good relations between communities. This strategy focuses on, but is not limited to, those groups protected by the Equality Act 2010. It also goes further by looking at wider issues like those affecting low-income Londoners, young people in care, care leavers, single parents, and migrants and refugees.

The strategy includes long-term and strategic equality, diversity and inclusion objectives. These will inform the work of all GLA teams and the GLA group. The objectives reflect and build upon commitments and plans in the Mayor’s draft statutory strategies. They make clear the equality, diversity and inclusion issues the GLA group is addressing and how. Separate internal objectives have also been identified that will help the GLA group to be an organisation that leads by example.

The intention is for the strategy and its evidence base to be a resource for the whole GLA group to draw upon in order to mainstream equality, diversity and inclusion considerations into policy making and delivery.

Under Section 149 of the Equality Act 2010, as a public authority, the GLA must have due regard to the need to eliminate unlawful discrimination, harassment and victimisation, and any conduct that is prohibited by or under this Act; and to advance equality of opportunity and foster good relations between people who share a protected characteristic and those who do not. Protected characteristics under the Equality Act are age, disability, gender re-assignment, pregnancy and maternity, race, religion or belief, sex, sexual orientation, and marriage or civil partnership status (the duty in respect of this last characteristic is to eliminate unlawful discrimination only). Appendix D sets out the public sector equality duty in full.

Under section 33 of the GLA Act 1999 the GLA is required to have in place arrangements to ensure that due regard has been had to equality of opportunity for all people in the exercise of the Mayor’s general powers, as well as in the formulation and/or implementation of the statutory strategies he must publish under section 41 of that Act.

This strategy is one of the tools that demonstrates how the GLA group will meet these statutory obligations. The strategy development process has also been used to provide teams and functional bodies with relevant evidence and consultation feedback to inform decisions about their work and investments going forward.

Through the strategy, the Mayor will also be compliant with the obligations set out in the Equality Act to publish equality objectives every four years. Appendix E outlines our proposed implementation and reporting arrangements that will contribute to the GLA complying with its obligation to publish equality information annually.

4.1 Key risks and issues

b) Links to Mayoral strategies and priorities

4.2 This strategy makes reference to all the statutory Mayoral strategies as well as others such as the Food Strategy and Skills and Adult Education Strategy. The teams developing these strategies have fed into ‘Inclusive London’ to ensure we are reflecting the outcomes of those strategies in this one. The objectives it sets are designed to ensure that whilst delivering all other strategies we pay due regard to the public sector equality duty.

c) Consultations.

4.3 This strategy was produced in consultation with Londoners. A draft ‘Vision’ document was published for consultation on 19 June until 11 September 2017. Londoners and organisations were asked to feed in evidence and ideas. Consultation exercises included a number of stakeholder events with different groups and communities, online discussion via Talk London, an online response option and a dedicated email address for receiving responses. It also involved internal consultation with GLA teams and the GLA’s functional bodies.

4.4 Consultation has also taken place within the GLA with officers who are in the process of producing other Mayoral strategies, members of the Corporate Investment Board and Deputy Mayors.

4.5 A report to the Mayor on the consultation is attached at Appendix C. The Report contains information about the consultation process, the issues raised by respondents and the changes made to the draft strategy in response to matters raised. The responses were shared with teams who reviewed and updated the strategy, and were made available to the Mayor.

d) Implementation and launch

4.6 Our proposed approach to implementing the strategy is based on supporting teams to develop plans detailing the actions they will take to deliver the objectives outlined in the strategy. We will align closely with the recently established diversity and inclusion management board to ensure internal oversight of the delivery of objectives and actions plans. Furthermore, we are proposing the establishment of an advisory group of key stakeholders to ensure that external expertise and the voice of equality groups is heard in the delivery of the strategy. These arrangements are outlined in Appendix E.

4.7 The strategy is due to be launched after local elections in May.

The costs associated with the publication and launch of ’Inclusive London’ are estimated to be up to £20,000 and will be funded from the 2017-18 Social Mobility budget held within the Communities & Intelligence Directorate.

Section 30 and 34 of the GLA Act 1999 provide the Mayor with the statutory power to do such things considered to further or which are facilitative of, or conducive or incidental to the promotion of economic and social development, and wealth creation, (amongst others). The approval of a non-statutory strategy on equality, diversity and inclusion, and an Equality, Diversity and Advisory Group falls within the Mayor’s powers as above. In formulating the proposals officers have complied with the GLA’s related statutory duties to:

a. pay due regard to the principle that there should be equality of opportunity for all people;
b. consider how the proposals will promote the improvement of health of persons, health inequalities between persons and to contribute towards the achievement of sustainable development in the United Kingdom; and
c. consult with appropriate bodies.

Section 149 of the Equality Act 2010 provides that the Mayor must have due regard to the need to eliminate unlawful discrimination, harassment and victimisation, and any conduct that is prohibited by or under this Act; and to advance equality of opportunity and foster good relations between people who share a protected characteristic and those who do not. The duty is set out in full in Appendix D. The strategy documents how the GLA will discharge its statutory duty in the Equality Act.

Publication of equality objectives is a statutory requirement for public authorities, listed under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, which includes the GLA. The objectives must be published not later than 30 March 2018 unless the GLA has within the last 4 years ending with 30 March 2018 published equality objectives pursuant to regulation 3 (1) of the Equality Act 2010 (Specific Duties) Regulations 2011. As the GLA has published equality objectives within the last 4 years, the objectives can be published after 30 March 2018 and within four years of the last publication.

Should the Mayor be minded to approve the creation of an Equality, Diversity and Inclusion Advisory Group, officers must ensure that they a) comply fully with all GLA and related HR policies and protocols in respect of the appointment of members, and b) establish and implement clear terms of reference for members to enable the efficient working of the proposed advisory group.

The services and supplies required must be procured by Transport for London Commercial who will determine the detail of the procurement strategy to be adopted in accordance with the GLA’s Contracts and Funding Code. Officers must ensure that appropriate contract documentation is put in place and executed by the successful bidder(s) and the GLA before the commencement of the services and supplies.