Leicester City Council is committed to applying positive action and promoting best employment equality practice in its efforts to eliminate discrimination and create working environments where all are treated fairly and with respect.

The council will take action to ensure that anyone who works for the council or who applies for a job with the council will not be treated less favourably than anyone else because, for example, of their colour, race, ethnic or national origin, religion, gender, responsibility for dependants, disability, age, marital status, sexuality or trade union activity.

This statement is applicable to all policy and practice associated with the council’s role as an employer. Most particularly it applies to recruitment and selection, employee training and development and promotion.

The council recognises that individuals or groups who face discrimination on the grounds of more than one of the above characteristics can potentially experience greater disadvantage.

Why Have a Policy?

Leicester City Council believes that:

• All people should have an equal chance to apply for and be considered for jobs.

• Some people miss out on job opportunities because of their background.

• Some people have the wrong ideas about what other people can or cannot do.

• Some people require more support to compete equally with others.

• Harassing or discriminatory behaviour is not acceptable.

• People’s differences should be valued and made the most of.

• The citizens of Leicester are best served by a workforce that reflects local communities.

The City Council’s Responsibilities:

As an employer Leicester City Council aims to achieve equality of opportunity in its employment by undertaking to:

• Comply fully with and implement legal requirements set out in relevant legislation and guidance provided in Codes of Practice.

• Create working environments that promote fair and equal opportunities.

• Plan, implement and monitor the equal opportunities policy.

• Ensure all employees know about the policy.

• Provide training and guidance to all employees, especially senior managers, elected members and other key decision makers, to make sure they understand their duties under the law and under the policy.

• Implement and regularly review employment procedures and change them where they are found to be actually or potentially discriminatory.

• Monitor the existing workforce and job applications to see if the policy is working and addressing under-representation.

• Make sure that all information relevant to the policy is publicly available.

• Take disciplinary action against any employee who is in breach of the equal opportunities policy.

• Develop and implement positive action initiatives, corporately and within departments, aimed at redressing the under-representation of particular groups who experience discrimination in the labour market.

• Ensure that Terms and Conditions of employment can accommodate access needs and flexible work practices.

• Provide procedures, support and guidance for employees and job applicants to make a complaint who believe they have been treated unfairly.

• Recognise and adopt best practice on all employment matters.

Employees’ Responsibilities:

Employees are expected to:

• Comply with and promote the Employment Equality Policy and avoid unlawful discrimination.

• Not help others unlawfully discriminate.

• Co-operate with other procedures and practices which complement the Employment Equality Policy.

• Report any suspected discriminatory actions.

• Report any suspicions of harassment taking place.

• Not victimise people because they have made a complaint or have been involved in a complaint of harassment or discrimination.

• Seek guidance on matters of equality and best employment and practice when they are unsure of the best course of action.

Review and Consultation:
Every three years the council will aim to consult as widely as possible with local communities, relevant organisations, and council employees and their representatives on improving the effectiveness of this policy. Every attempt will be made to make this a meaningful process and the diversity of contributions to this consultation will be valued by the council.


Making a Complaint:
A person wishing to make a complaint about any matter where they feel the actions of the council, or any of its employees or representatives, falls short of the commitments made in this Policy Statement, should write (or contact in any other way accessible to them) describing the nature of their concerns, to the Chief Executive who will ensure appropriate action is taken.

This leaflet was originally produced for circulation to all council employees.

This copy has been published so that you, and other people and organisations, can also be fully aware of Leicester City Council’s Employment Equality policy and why it has been established.

We welcome any comments you have on it, or any suggestions you may have for how we may improve it.