Enhanced training to stamp out discrimination at Luton Borough Council

There are more than 40 ethnic groups recognised in Luton, but the local authority says there is still much more work to be done to address the issues affecting minorities.

In July 2020, the council established a BAME working group to deliver an action plan to improve equality and diversity throughout the council.

The principles of "equality, diversity and inclusion" is now core to council business, with all staff required to complete training on unconscious bias.

Training is also carried out to eliminate any "overt and covert discrimination" for all human resources staff at the council.

Cllr Hazel Simmons, leader of Luton Borough Council, said: “Luton is a super-diverse community and as one of the largest employers in the area we have a duty to set the right example in terms of offering fair and equal opportunities to all.

“We must work hard to make sure that Luton is a truly inclusive town where nobody has to accept limited opportunities or prospects because of their ethnicity or any other reason.”

During Race Equality Week the council will be highlighting ‘career stories’ from black, Asian and ethnic minority employees and setting out plans for a ‘BAME Buddy’ system to help new starters at the council.

Robin Porter, Chief Executive, added: “As a council we collectively acknowledge and accept past injustices and failings against the Black, Asian and Minority Ethnic community and we recognise that much work still needs to be done to put this right.

“Through the use of employee data and feedback we have been able to better understand whether candidates from particular groups succeed or fail and put in place appropriate promotional strategies to address this. As a result we have been able to implement a wide variety of targeted development opportunities: apprenticeships, shadowing, career pathways, work experience, coaching and mentoring, all with the aim of assisting those making internal job applications.

“In the last few months 21 black, Asian or minority ethnic internal applicants have accessed one or more of these schemes and five of the successful candidates have encapsulated their stories in career progression case studies, thus allowing further lessons to be learned.”

Last month, councillors from all three political parties passed two motions underlining the commitment to taking steps to ensure the council’s workforce reflects the town’s diverse community, particularly in regards to supporting the retention and development of staff from Black, Asian or minority ethnic backgrounds.