Equality and diversity
We are committed to promoting equality and diversity in the workplace. We believe in being inclusive and giving everyone an equal chance to succeed. Applications are welcome from all, regardless of:
- gender identity
- marriage or civil partnership
- pregnancy or maternity
- religion or belief
- race or ethnic origin
- sexual orientation
- transgender status
- social economic background
We also have a 'name blind' approach to our recruitment process so that we do not see your name or title when we shortlist your application. This is just one of the initiatives we have introduced to help our organisation be more talented and diverse. However, if you choose to put your name on your CV, we will be able to see this.
"Enfield has a vibrant and diverse community and here at Enfield Council we want a workforce that reflects the local people we serve. More importantly we want a diverse workforce because we recognise this brings new experiences and fresh ideas that will benefit how we work and how we serve our community."
Ian Davis, Chief Executive
Recruitment and selection
Our equality in employment policy (PDF, 47.01 KB) is applied throughout our recruitment and selection process, including:
It is our policy to ensure:
- we appoint solely on job requirements, relevant experience, qualifications, skills and abilities
- staff follow our recruitment and selection policy and procedure, and discourage others from discriminating
- staff involved in recruitment and selection are fully trained
Applicants with disabilities
We are a Disability Confident Employer and offer a guaranteed interview to all applicants with a disability, if they meet all the essential criteria for the job. You should fill in the section that asks if you have a disability. If you are shortlisted for an interview, you will be asked if you need any special aids, adaptations or conditions for your interview. We are committed to employing and retaining disabled people.
Applicants from the armed forces
We encourage and welcome applications from the armed forces community. If you are a member of our staff and a reservist, we offer additional leave to help with military commitments.
Our job applications include an equality and diversity monitoring section which must be completed.
We monitor age, ethnicity, disability and gender of job applicants, employees and people who use our services. This helps us understand:
- the structure of our workforce
- the effects our policies and procedures have on staff groups
- what changes are needed to improve performance
- what programmes are needed to ensure equality of access and opportunity for all
Equality and diversity monitoring information is strictly confidential.
We have set up several staff network diversity groups.
Our group helps to steer, support, lead, champion and celebrate our LGBTQ+ colleagues at Enfield Council. We work to continually develop and uphold a culture of inclusion, acceptance and understanding, allowing all staff to be themselves at work and fulfil their potential, regardless of their sexual orientation and gender identity.
Women into Leadership
This group was set up in 2018 to champion women leaders in the council, and challenge the barriers faced by women who aspire to leadership.
Our regular events are a chance for women (including transgender women and non-binary people) to listen to advice and techniques for developing leadership skills.
Ethnic Minority Network
We are committed to addressing the low representation of staff from black and ethnic minority backgrounds in leadership roles within the council. This group was set up to drive the agenda and deliver initiatives that will bring lasting change.
They aim to remove the barriers to career progression that prevent staff developing and working to their full potential.
The network promotes the inclusion of staff from ethnic minority backgrounds in all areas of the council. They welcome the diversity of staff and embrace their rich cultural heritage in the workforce.
Mental Health and Wellbeing
We are striving to become an inclusive employer and remove barriers that different staff groups may encounter. Like many other organisations, sickness absence due to stress and mental health issues continues to be the highest cause of absence.
We set up this group to look at this important issue and identify what we can do to support staff. Work can be a key contributor to higher self-esteem, so supporting staff with poor mental health is important to enable a faster and sustainable recovery.
Disability Working Group
Our aim is to improve working life for people affected by disability at the council. The group is open to anybody with a disability or who is affected by disability. Our view is that everyone is affected by disability in some way, so all staff are welcome.
Our key aims include:
- Increase awareness about the challenges facing staff affected by disability
- Represent disabled staff in the review of council buildings and campaign for an audit of disability access
- Ensure HR policies reflect a disabled person's view, and that all staff who need it have access to funding for reasonable adjustments
- Act as a network of support and hold meetings where people can share their challenges, and gain support and advice from people with similar experiences
Young Professionals’ Network
The Young Professionals' Network (YPN) was created in 2020 by young staff within the council for those who are at the beginning of their careers.
Our vision is to provide opportunities for young professionals to network and build on their professional development skills. We will work to break down barriers and increase awareness of the issues young professionals face.