FOI - GLA definition of antisemitism [Aug 2021]

Your request:

You informed us on 7th November 2019 that the International Holocaust Remembrance 
Alliance Definition of Antisemitism (‘IHRA Definition’) was adopted including all of its examples by the Greater London Authority on 8th February 2017.

See antisemitism.org/definition for more information about the IHRA Definition and the IHRA statement on the integrality of the examples.

Since adoption by the Greater London Authority on 8th February 2017, please confirm if 
any motions amending or rejecting adoption have been passed or defeated by the Greater 
London Authority.

Has the IHRA Definition been incorporated into the members’ code of conduct?

If your answer to the above question is yes, kindly confirm what was amended the date of 
amendment/rejection and a copy/working link to the motion/minutes amending or rejecting 
adoption.

Has the IHRA Definition been incorporated into the officers’ and employees’ code of 
conduct and conditions of employment?

Is the IHRA Definition used to define antisemitism for disciplinary purposes?

If not, how is antisemitism defined for disciplinary purposes?

How many complaints resulted in disciplinary action/no disciplinary action?

Who is responsible for complying with the Greater London Authority’s legal obligations in 
relation to equality and diversity?

How many formal complaints of antisemitic conduct has the Council considered between 
1st January 2020 and 31st December 2020 against members, officers or council employees?

Who is the person responsible for investigating or monitoring alleged breaches of the council’s codes of conduct? Please provide their name, job title, e-mail address and direct telephone number.

What training does the Greater London Authority provide to its members, officers and 
employees specifically on antisemitism as opposed to generally against all forms of 
discrimination prohibited under the Equality Act 2010?

Our response:

Our Code of Conduct specifically includes ‘treating others with respect’ and states that Members ‘must not - bully, victimise or harass any person’ and defines harassment as ‘behaviour that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them [1]; [as defined by the Equalities Act]’. 

The London Assembly agreed a motion on 8 February 2017. The Mayor of London answered a question about it at Mayor’s Question Time on 10 August 2017.
The London Assembly agreed a further motion on 10 June 2021, which calls on the Mayor and the Metropolitan Police Service to ensure that the International Holocaust Remembrance Alliance (IHRA) definition of antisemitism, as adopted by the Mayor and Assembly, is strongly enforced across London.

The Code of Conduct for Members applies to the Mayor and the 25 London Assembly Members.

The Code of Ethics and Standards for staff cover discrimination, both direct and indirect. It clearly states that ‘staff must never harass, bully or discriminate against people they meet in the course of their work, particularly in relation to age, disability, gender reassignment, marital status and civil partnership, pregnancy and maternity, race, religion or belief, sex, gender identity, gender expression, and sexual orientation.’ It also makes clear that ‘discrimination, victimisation, bullying and harassment is unacceptable conduct that may lead to disciplinary action under the Authority’s disciplinary procedure.’

Contact details:

Emma Strain Monitoring Officer (for Member breaches of the code of conduct)
0207 983 4959
[email protected]
or by writing to: 
The Greater London Authority’s Monitoring Officer
City Hall
The Queen’s Walk
London SE1 2AA

Charmaine De Souza, Assistant Director of Human Resources and Organisational Development (for Staff breaches of the code of conduct)
0207 983 4194
[email protected], 
or by writing to: 
The Assistant Director of HR&OD
The Greater London Authority
City Hall
The Queen’s Walk
London SE1 2AA

The GLA has adopted the IHRA definition of antisemitism. The IHRA definition of antisemitism provides a helpful addition the definitions set out in policy and legislation.

The GLA publishes details of Member complaints received. No complaints have been considered between 1 January and 31 December 2020.

The responsible person for complying with the Greater London Authority’s legal obligations in relation to equality and diversity is Charmaine De Souza, Assistant Director of Human Resources and Organisational Development (contact details as above).

The GLA provides a number of training courses on equality, diversity and inclusion including:

Dignity and Inclusion – a mandatory course for all staff to make clear the organisation’s 
standards and objectives on equality, diversity and inclusion 

Public Sector Equality Duty – a mandatory course of all policy-making staff to raise awareness about the public sector equality duty, how it applies to the GLA and how this contributes to good policy-making 

Inclusive GLA – an unconscious bias focused learning programme for all staff to raise awareness about unconscious bias, its potential impact on all decision-making at the GLA and how to mitigate its impact.

Let’s Talk About Race – a facilitated discussion in which colleagues consider the impact of 
race and racism on the workplace and society, and what action individuals can take to foster an inclusive environment for all.

Each of these courses might make reference to antisemitism, for example the workbook for our Dignity and Inclusion course includes a section on personal bias inviting participants to plot themselves on a scale in relation to a number of statements, one of which relates to 
antisemitism. However, the GLA does not operate a stand-alone course on antisemitism.

The GLA also holds a ceremony each year to commemorate Holocaust Memorial Day, which all staff are invited to attend alongside the Mayor, the Chair of the Assembly, Assembly Members, survivors and representatives from organisations including the Holocaust Educational Trust and Holocaust Memorial Day Trust. While not a training course, it is an annual opportunity for staff to raise their awareness about the Holocaust and other forms of genocide and reflect on the impact of antisemitism and other forms of racial hatred. 

If you have any further questions relating to this matter, please contact me, quoting the 
reference MGLA190721-8617.