Equality, diversity and inclusion

Equality policy and objectives

Liverpool is proud of being a welcoming city that celebrates its diverse communities. We want it to be a more inclusive and equal city and as a council, we are designing these principles into everything we do.

We recognise that many of the challenges facing our city affect people differently and that tailored solutions are required to ensure that the needs of all our residents are met. We also recognise that people can have multiple characteristics and may face increased disadvantage and have different needs because of this.

Equality is a priority for the council and is a cross cutting principle underpinning the delivery of our Council Plan. Across the plan, and through the design of our services and work with partners, we are committed to supporting those most in need of help and tackling inequalities.

Our Equality, Diversity and Inclusion Policy sets out our continuing commitment to equality, diversity and inclusion and their importance to our organisation. It is in line with our duties and responsibilities under the Equality Act 2010 and Public Sector Equality Duty.

  • Equality and Diversity Inclusion Policy

    Download this document: Equality and Diversity Inclusion Policy (PDF: 250 KB)

    This policy sets out our continuing commitment to equality, diversity and inclusion and their importance to our organisation. It is in line with our duties and responsibilities under the Equality Act 2010 and Public Sector Equality Duty.

    First published: 12/06/2024

    Last updated: 9/09/2024

Our equality objectives

The Equality Act 2010 requires councils (and other public sector organisations) to set at least one equality objective every four years.

Our equality objectives for 2024-2028 were developed in consultation with residents, community and interest groups, partners, elected members and employees. Priorities were identified under each objective and each year the council develops an action plan to guide how we work towards delivering our equality objectives.

Equality objectives for 2024 to 2028

To reduce inequality and improve life chances through:

  • how we focus resources to improve equality outcomes
  • supporting our most vulnerable residents to overcome challenges and connect them to support that is tailored to their needs
  • delivering on our plans for inclusive economic growth

To lead the city in celebrating diversity and tackling inequality through:

  • demonstrating inclusive leadership
  • good decision-making that is based on excellent equality data and impact assessments
  • impactful local and national partnerships
  • placing equality, diversity and inclusion at the heart of our organisational and city-wide policies and strategies

To foster good relationships within Liverpool’s diverse communities and better understand their needs by:

  • improving our local knowledge and how we communicate
  • listening to local voices and working together to find solutions
  • building accessible neighbourhoods that are confident, welcoming and where people feel they belong

To provide and commission excellent services that:

  • are accessible and inclusive
  • use good data and actively engage with residents to meet their needs
  • make the best use of different delivery models and partnership working

To be an inclusive employer:

  • where our workforce better reflects Liverpool’s diverse communities at all levels across the organisation
  • that ensures our employees and elected members have the values, skills and knowledge to be inclusive

Reporting progress

To show how we are working towards these objectives, we will report progress annually. Equality actions are embedded within our service area business plans and monitored throughout the year.

Annual reports

  • Workforce equality profile 2024

    Download this document: Workforce equality profile 2024 (PDF: 485 KB)

    This profile provides an overview of the demographic composition and equality characteristics of the council's workforce in March 2024. The data helps us to better understand the makeup of our organisation and to track our progress against our commitment to be an inclusive employer.

    First published: 3/10/2024