Our commitment to equality and diversity

Table of Contents

Our commitment to equality and diversity

The Royal Borough of Windsor and Maidenhead is a diverse place with a vibrant cultural mix. While this brings many benefits including different experiences, skills, cultures and approaches to life, it is important to acknowledge that this can mask inequalities.

Our vision is to build “a borough for everyone”. By valuing diversity and ensuring equality, residents and visitors alike will benefit from strengthened local communities where all people have the opportunity to participate and to reach their full potential.

Our policy

See our equality policy for detailed information.

Equality objectives

Our equality objectives and associated activities 2018-2022.

Progress against these objectives is reported every six months to the Senior Leadership Team and Access Advisory Forum, and published annually in line with the Public Sector Equality Duty.

The objectives and associated activities are reviewed annually and refreshed as appropriate.

Objective one: Take into account the equality impacts of our emerging proposals and seek to mitigate any adverse impacts where possible

Activities Timeframe Lead team Collaborators
Improve the consistency and quality of EqIAs to influence and affect 
decision-making.
April 2018 –
March 2022
Law and Governance All services
Review e-learning module and refresh as appropriate. April 2018 –
March 2022
Strategy and Performance Human Resources

Objective two: Ensure that equality is reflected in our commissioning strategies

Activities Timeframe Lead team Collaborators
Explore how best to reach out to under-represented groups with whom we need better engagement. April 2018 –
March 2022
Communications and Marketing Strategy and Performance
Use our Joint Strategic Needs Assessment to explore inequalities and 
disadvantage so as to strengthen and target our commissioning 
arrangements.
April 2018 –
March 2022
Public Health Strategy and Performance

Objective three: Identify, and where possible address, the root causes of disadvantage and discrimination

Activities Timeframe Lead team Collaborators
Build our organisational intelligence capability in relation to protected 
characteristics data, and interrogate data and research inequalities 
linked to the protected characteristics.
April 2018 –
March 2022
Strategy and Performance All services
Formalise arrangements with local groups for “mystery customer” 
scheme to solicit feedback on accessibility and availability of council 
services and buildings to inform improvements
April 2018 –
March 2022
Library and Resident Services Strategy and Performance
Review uptake of language and interpretation services to determine 
any appropriate developments.
April 2018 – December 2018 Strategy and Performance All services

Objective four: Recruit and retain a  diverse workforce that reflects the communities we serve and ensure our people feel valued and respected

Activities Timeframe Lead team Collaborators
Outline the business benefits to employees of completing personal 
diversity records so that we can measure in what areas we are 
supporting our employees and those areas where we need to invest.
April 2018 –
March 2022
Human Resources All services
Continue to ensure that the needs of employees with protected 
characteristics are met. This also includes liaison with wider employee 
forums.
April 2018 –
March 2022
Human Resources All services
Deliver a range of a measures to improve opportunities for those who 
want to combine work with family or caring responsibilities.
April 2018 –
March 2019
Human Resources All services
Additional content block

International Holocaust Remembrance Alliance

In April 2018 the council agreed to adopt the International Holocaust Remembrance Alliance’s working-definition of “anti-Semitism”

Public Sector Equality Duty

To comply with the Equality Act 2010 and to meet the Public Sector Equality Duty, we publish equality information, set equality objectives and publish details of our progress against these objectives each year.

Gender pay gap

Our gender pay gap information is available here:

Additional information

The Berkshire Observatory is a one-stop shop for data on the local population. It covers all six Berkshire local authorities including the Royal Borough of Windsor and Maidenhead.
 

Equality and diversity : Contact details

For further information, please contact us by:

Equality and Diversity - Royal Borough of Windsor and Maidenhead
Town Hall, St Ives Road
Maidenhead SL6 1RF