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The Mayor’s Annual Equalities Report 2004/05
Contents
The Mayor’s equalities vision
Mayor’s foreword
Foreword by Lee Jasper
Introduction
Measuring impact
Equality Standard for Local Government
The London Equalities Commission Equalities Network
Operational Equality Action Plan
Equality Impact Assessment
Reviewing the effectiveness of arrangements
Progress across the GLA group
Equality in action
Setting targets, driving change
Disability Equality Scheme
Faith Equality Scheme
Race Equality Scheme
Gender Equality Scheme
Age equality
Lesbian, gay, bisexual and trans (LGBT) equality
Accessible communication
Equality in employment
Equalities progress within the GLA group
Appendix 1 Equality Impact Assessments 2004/05: an analysis of impact and
recommended action
Appendix 2 Equalities expenditure across the GLA group
The Mayor’s Equalities Vision
We will be an equalities champion and leader in:
• promoting equality
• challenging and eradicating discrimination
• providing responsive and accessible services for Londoners
• ensuring our workforce re•ects the diverse population of London.
Source: Equalities for All best value review, March 2002
Mayor’s Foreword
London is one of the most diverse cities in the world. It is truly a world city,
encompassing a wide range of communities. Equality is at the heart of everything
I do in London.
All the strategies and policies of my second term will work to make London more
inclusive. London will continue to be a city that challenges discrimination and
prejudice, a city that celebrates diversity and consistently removes the barriers
that stop London’s different communities achieving equality.
This is the first year my equalities report has been published alongside my
annual report. It sets out how the Greater London Authority (GLA) has promoted
equality for Londoners over the past year through its equalities framework. The
report also looks at how we assess the impact of our strategies, policies and
procedures on London’s diverse communities.
Ken Livingstone
Mayor of London
Foreword by Lee Jasper
London’s diversity is its greatest strength. The Mayor and the GLA have worked
consistently to re•ect and embrace London’s diversity in all of their work. I am
proud of our achievements and our aspirations. Over the last •ve years we have
embedded equalities into everything we do.
The Mayor’s Annual Equalities Report 2004/05
The fifth Mayor’s Annual Equalities Report shows how, over the last year, we
have continued to provide a benchmark for promoting equality and driving
change through the organisation and across the GLA group. This year’s report
highlights a number of notable achievements:
• The GLA has been independently assessed as meeting Level 4 of the
Equalities Standard for Local Government (ESLG). We aim to achieve Level 5
in 2005.
• We have established an Equalities Commission to provide a consultation and
challenge forum for the GLA group.
• We have undertaken a comprehensive review of our race equality scheme and
have completed a programme of training and consultation for all staff through
our race equality scheme integration programme.
• We have, I believe, set the standard for the promotion of disability equality
through the publication of our disability equality scheme and action plan. We are
one of the •rst authorities in the country to do this.
• We have continued to provide a comprehensive range of cultural and
stakeholder events promoting equality and diversity.
Lee Jasper
Policy Director, Equalities and Policing
Introduction
Driving change, assessing impact’ is the Mayor of London’s •fth Annual
Equalities This year it is published for the •rst alongside the Mayor’s Annual
Report. The equalities report examines how, in 2004/05, the GLA has promoted
equality of opportunity for its equality target groups. It looks at how the GLA has
measured the impact of its equalities work, its effectiveness, and the changes
resulting from GLA equality schemes.
Equalities is a majority issue. It affects all people. However, there is a focus in
equalities work on race, gender, disability, sexuality, age and faith. Within the
GLA the equality target groups are: black and minority ethnic (BME)
communities, women, disabled people, lesbians, gay men, bisexual and
transgender people, older people, young people, children and faith groups.
People from these communities make up the majority of Londoners.
The GLA has developed the following structures for delivering its equality vision
and performing its equality duties:
Specific equality schemes and action plans – the GLA has published a race,
gender, disability and faith equality scheme and action plan, and is developing
similar schemes for age and sexuality.
Operational equality action plans – all teams in every directorate follow
equality action plans. These are published each year and are based on the
business planning process. They incorporate speci•c actions from each of the
schemes.
Recruitment monitoring targets – to ensure that its workforce re•ects London’s
diversity, the GLA has established targets for black and minority ethnic, female
and disabled staff. The current targets require at least 25 per cent of staff to be
from black and minority ethnic communities, 52 per cent of staff to be women,
and ten per cent of staff to be disabled people.
The budget and equalities process – the GLA has developed a systematic
process for reporting on progress made across the GLA group on equalities.
Equality Impact Assessments (EQIA) – the GLA now has a process measuring
the impact of its strategies, policies and procedures in a systematic way.
This report sets out the progress we have made in mainstreaming equalities. It
illustrates the importance of having the right robust structure in place to deliver
the equality agenda and measure its impact across London. The report is split
into three sections.
The first section reports on the GLA’s equalities structure including the equality
impact assessment procedure, and reviews the organisation’s operational
equality action plans for the year. It also looks at progress made on delivering
equality of opportunity across the GLA group using the budget and equalities
process.
The second section of the report shows the range of cultural and stakeholder
events promoting equality and diversity during the year, organised by the GLA
and supported by the Mayor.
The third section looks at progress made in implementing the GLA’s published
equality schemes and action plans during 2004/05. This section covers work
promoting equality for disabled and Deaf Londoners and faith groups – the most
recently published equality schemes. It looks at the review of the Race Equality
Scheme, progress made through the Gender Equality Action Plan and the range
of work done to promote equality for London’s lesbian, gay, bisexual and
transgender (LGBT) communities. It also examines work done over the year to
ensure that the GLA continues to be an exemplary employer moving towards a
workforce that truly reflects London’s diversity.
So you ask me
What’s it like to live
In the city of London
In a south east town
Like Catford
Where Spike Milligan
Put ink black on paper
Leaving happy memories
Of comedy and laughter
So you ask me
What’s it like
To live in 2005
It’s rather like riding
A roller coaster
That lifts and rocks my pride
It’s like living life
By the chance fall
Spinning with excitable strife
It’s like pondering through
A charismatic, chaotic maze
Seeing from different perspectives
And learning to change my ways
It’s rather much like
Taking two steps forward
And one step back
In a society
That opens doors
Then slams them shut.
It’s a bit like
Dashing about in an ice-skating rink
Having to sway and stop and turn
Revolving round in circles
Playing a grand •nale
Of an extrovert performance contemplating with anticipation
Over where’s the next venue,
Where’s the next gig
It’s like feeling like I’m in solitary con•nement
In a world of my own
Feeling outcast to a nation
With no mother tongue to state.
It’s like being a loner
In the North Pole
Out in the cold
With no place of belonging
Having no initial status
On an Asian cast list
It’s like thunder and lightning
Absorbing the pain
Of having four kids
Being taken away
It’s like ducking and diving
In a boxing ring
Having to take punches on the receiving end
It’s like being at war
With a system that stinks
And pulls me down under
In whatever I do and think.
It’s like a volcano eruption
Spunking confused frustrated
Emotions of anger, fear
And hate
It’s like popping open
The cork off a champagne bottle
And creating a new life all over again.
O’Matsu-Hana
What Does Equality Mean To Me
My name is Musa Turay, and I live with a sight problem. When it started, I didn’t
think I would be able to do the normal things that people do, or be able to get by
living on my own. But I have done a group bike ride across America, and many
other sports that I didn’t think I could do. I went to a mainstream sixth form where
I studied for a GNVQ in hotel and catering, and learned how to cook. After that, I
went to Southwark College to study performing arts, because I like entertaining
people with music. As I got older, not many people noticed my sight problem
unless they knew me well. My friends don’t treat me differently from their other
friends.
I don’t find it hard to get around in the daytime but I do at night, when I use
Taxicard. When I left college, I went to live on my own and started making new
friends. Through these friends I have had my own radio show on independent
radio. I was a DJ for a couple of years and then started making my own music. I
have had a few independent recording contracts. I am still making music and I
think that even if you have an impairment you can still do what you want to do if
you really put your mind to it.
Measuring Impact
This section looks at how the GLA has measured the impact of the work it has
done to promote equality during the year.
Equality Standard for Local Government
In 2001, the GLA signed up to achieve Level 5 of the ESLG as a result of the
GLA group Best Value Review of Equalities.
The Equality Standard is a tool to enable authorities to put gender, race and
disability at the heart of policy and practice at all levels. It provides a framework
that has been extended to anti-discrimination policies for age, sexuality and
religion or belief within the GLA. It was developed under the guidance of the
Commission for Racial Equality, the Disability Rights Commission, the Equal
Opportunities Commission and the Employers Organisation, with assistance from
the Audit Commission.
The Equality Standard’s five levels promote best practice systems in equality and
diversity:
Level 1 Commitment: to a comprehensive equality policy, and to the concepts of
equality and diversity
Level 2 Engagement: through assessment and consultation
Level 3 Performance setting: setting equality objectives and targets
Level 4 Performance monitoring: information systems and monitoring against
targets
Level 5 Performance review: achieving and reviewing outcomes
The Equality Standard requires best practice in the following areas:
• leadership and corporate commitment
• consultation, community development and scrutiny
• service delivery and customer care
• employment and training.
To achieve Level 4, an authority must show that:
• it has developed information and monitoring systems that allow it to assess
progress in achieving targets
• it is measuring progress against targets and effectively using its information and
monitoring systems
• monitoring reports are being produced at specified intervals and circulated to
designated consultation and scrutiny groups
• monitoring systems are providing useful information about progress towards
specific targets.
During 2004/05, the GLA worked towards meeting Level 4 of the Equality
Standard. In March 2005, the GLA was externally validated as meeting this level.
The London Equalities Commission
As part of the work done to reach Level 4 of the Equality Standard, the GLA has
established an independent Equalities Commission to challenge and review its
equalities work. The commission met for the first time in February 2005. Its initial
role is to:
• advocate, encourage, support and promote equalities in London
• provide a public voice on matters relating to equalities in London
• support and facilitate wide-ranging involvement and engagement in reducing
inequalities in London
• initiate and manage research, programmes, and action plans to further its core
activities and contribute to reducing inequalities. The Mayor may request
specific investigations or advice from the commission
• maintain an overview of equalities policies and mayoral strategies (statutory
and non-statutory) across the GLA, and, in conjunction with appropriate
partners, identify and help develop opportunities to enhance these
• become a standing challenge panel for best value reviews and the
implementation of these
• support, inform and promote the work of the Equalities Policy Team, the
Equalities Team and other relevant teams within the GLA
• promote equalities issues, act as GLA equality champions and receive reports
regarding equalities issues in London
• provide a consultation and challenge forum for GLA group issues as identified
in the ‘Equalities for All’ Best Value Review.
Equalities Network
The creation of the Equalities Network was a key recommendation of the
Equalities for All Best Value Review. Equalities team leaders from each of the six
GLA Group organisations make up its membership; it is chaired by Lee Jasper,
Policy Director, Equalities and Policing and Audrey Young, Head of Diversity
Performance. The Network’s objectives are to drive the equalities agenda across
the GLA Group, co-ordinating and overseeing the development of equalities
strategies, policies frameworks and initiatives; sharing and promoting best
practice; acting as a catalyst for change by infiuencing mainstream developments
within each organisation; providing equalities input into legislative and policy
guidance from central government; providing support to the equalities teams
within each organization and promoting debate across the wider public sector.
For example:
• organized a seminar to explore the feasibility of a London Equality Standard
that the monitors race equality categories to refiect London’s diversity
• held discussions across the Group, with the CRE and voluntary sector on
conducting effective equality impact assessments.
Operational Equality Action Plan
The Operational Equality Action Plan (OEAP) is the key tool for mainstreaming
the equalities agenda. As part of the organisation’s performance management
framework, each team within the GLA has developed a set of equalities activities
forming the OEAP. These are monitored every six months. The OEAP is a
systematic matrix bringing together all equality actions across the organisation. It
has several functions – listing actions by directorate; cross referencing each
action with the organisation’s business plan, equality schemes and other source
documents; setting target dates and listing evidence required for the target to be
achieved.
There were 481 actions contained in the 2004/05 OEAP. These actions are wide-
ranging, and some are high-profile strategic initiatives, as well as specific, one-off
actions. Some randomly-selected examples of these actions include:
• Auditing existing arrangements and improving methods of responding to racial
incidents in Trafalgar and Parliament Squares, resulting in them being
recognised as zero-tolerance areas for racial incidents.
• Completing production of a series of information leaflets for Trafalgar and
Parliament Squares as part of a Squares Communications Plan, ensuring that
any information about events in the Squares is available in a range of
languages and formats.
• Working with the London Development Agency (LDA) to deliver an effective
anti-discrimination campaign aimed at London’s employers.
• Working with Transport for London (TfL) to evaluate progress towards the
Mayor’s targets for road safety improvements, taking any necessary action,
considering the impact of these measures on black communities across London
and mitigating any negative effects.
• Reviewing and revising the London Domestic Violence Strategy.
• Providing guidance and further information on faith equality and making it
available on the intranet.
• Researching how equalities considerations are dealt with in financial decision-
making, both during the budget process and when funds are committed.
• Identifying and reporting on the extent and causes of deprivation amongst black
households with dependent children in London.
• Ensuring that arrangements put in place for the GLA to meet requirements for
public right of access to information under Freedom of Information legislation
are consistent with the Accessible Communications Policy.
• Targeting women’s organisations as part of the role of a new Tours and
Presentations Officer.
• Carrying out a children’s survey to complement the Annual London Survey.
• Promoting and raising the profile of London’s black, Asian and minority ethnic
communities through Friendship Agreements.
• Promoting and marketing the London Partnership and Civil Partnership
Registers and ensuring that black, Asian and minority ethnic communities are
represented in using them.
• Developing a programme of work on women in London’s Economy and
including the issues faced by many ethnic minority women.
• Advising GLA staff on best practice and research in relation to children’s
participation work.
• Increasing employment rates among homeless people by developing
employment/training initiatives for homeless families in temporary
accommodation.
• Leading the London Refugee and Asylum Seeker Community Safety Forum,
including holding quarterly meetings.
• Seeking funding for a waste minimisation programme to promote re-useable
nappies.
• Arranging training sessions for staff on issues facing women in planning, in
conjunction with voluntary sector partners eg the Women’s Design Service,
Women’s Education in Building.
• Agreeing five design competitions with equalities issues as both identifiable and
integral features for the Mayor’s 100 public spaces to be agreed.
Equality Impact Assessment
The purpose of an Equality Impact Assessment (EQIA) is to improve the work of
the GLA by making sure it does not discriminate and that, where possible, it
promotes equality. It is a way of making staff think carefully about the likely
impact of their work on Londoners and take action to improve strategies, policies
and projects, where appropriate.
The EQIA focuses on assessing and recording the likely equalities impact of a
GLA strategy, policy or project on certain groups of people known as equality
target groups. It also makes sure that, as far as possible, any negative impacts
are avoided or minimised and opportunities for promoting equality are
maximised. There is a legal requirement to consider the impact of some aspects
of the GLA’s work on race equality.
In its assessments, the GLA looks at possible negative and positive impacts:
Negative or adverse impacts – when a strategy, policy or project could
disadvantage one or more equality target groups. This disadvantage may be
differential, where the negative impact on one particular group of individuals or
one equality target group is likely to be greater than on another.
For example:
• an event that was held in a building with no induction loop facilities would have
a negative or adverse impact on some attendees with a hearing impairment
• a conference held the same day as a major religious festival would have a
negative or adverse impact on some faith groups.
Positive impacts – where the strategy, policy or project could improve equal
opportunities and/or relationships between groups. This positive impact may be
differential, where the positive impact on one particular group of individuals or
one equality target group is likely to be greater than on another.
For example:
• a targeted training programme for BME women would have a positive
differential impact on this group, compared with its impact on white women and
all men. It would not, however, necessarily have an adverse impact on white
women or men
• improvements to waiting times for buses at night could have a positive
differential impact on women because of what we know about women’s different
and greater concerns for personal safety at night.
An equality impact assessment is carried out for:
• all mayoral strategies and best value reviews
• policies and projects that each of the GLA’s directorates identifies as requiring
an EQIA, as part of the business planning process each year
• projects with a budget of over £100,000.
How is the equality impact assessed? Carrying out an EQIA is similar to doing
a risk assessment. It involves predicting and assessing what the implications of a
policy, strategy or project will be on a wide range of people with different and
varied needs. At the screening stage, the GLA is trying to assess obvious
negative or positive impact or, importantly, any knowledge gaps about likely
impact.
EQIAs are designed to be a challenging process, but they are not intended to be
over-complicated or an exact science. The GLA encourages staff to take a
common sense and practical approach.
At the end of the assessment process the project team will have found out that
the policy, project or strategy:
• does not discriminate or have a negative impact on any of the equality target
groups. It may, in fact, promote equality.
OR
• does have a negative effect but that it is intended, legal and of low impact. The
policy, project or strategy may be adapted to minimise the impact, or actions
may be outlined that could promote equality.
OR
• could possibly have a negative effect on one or more equality target groups.
The consequence could be illegal, unintentional, having great impact on
individuals or groups, or a combination of these.
Reviewing the effectiveness of arrangements
Following its first year of operation, the EQIA procedure underwent a detailed
review by the equalities team. Overall, the process has been found to be an
effective way of identifying both positive and negative impact. A detailed analysis
of EQIAs can be found in Appendix 1.
A number of areas where improvement could be made were identified:
• There appeared to be little consistency across the organisation in the way that
EQIAs were completed. There were a number of examples of the process
working well to identify impact. However, there were also examples where the
process resulted in a bureaucratic ‘tick box’ response. As a result, the EQIA
form will be redesigned to help staff capture information on equalities impact in
an effective and consistent way.
• There were only a few examples, beyond more detailed EQIAs for specific
strategies, of assessments proceeding to stage two of the process. There is
some evidence that the design of the form encouraged staff to identify positive
impact and not consider possible negative impact.
• EQIAs need to be further embedded in the organisation’s decision-making
process. Equalities considerations need to be seen as being a high priority and
equivalent to consideration of financial and legal implications.
• In a number of areas, evidence about potential impact was not available. The
EQIA process needs to be able to positively identify appropriate information and
data to support conclusions.
Our review recommended that further consideration be given to developing the
EQIA process as follows:
• growing the role and responsibility of the equalities team in providing support to
individual staff and staff teams
• investigating a web-based resource and form with integrated guidance and
mandatory fields
• making EQIAs an essential part of decision-making procedures – giving them
the same status as financial and legal considerations – to ensure that equality
considerations are effectively incorporated as part of the sign-off process.
Progress across the GLA group
An assessment of the current equalities position of members of the GLA group is
an integral part of the Mayor’s annual budget process. The budget and equalities
process was introduced in 2002 with the central aim of putting equality
considerations at the heart of resource allocation, and to encourage the
development of an equalities culture in each member of the GLA group. The
process allows a comparative analysis of some of the main equalities issues, and
brings that analysis to the attention of senior management across the group, and
to the Mayor.
The budget and equalities process has helped check the progress made by each
member of the GLA group in terms of mainstreaming equalities; the effectiveness
of their organisational framework in delivering equalities; the clarity of equalities
priorities; the progress each organisation has made towards achieving a
balanced and representative workforce; and the nature and adequacy of services
targeted to equalities. A summary of equalities related budget expenditure is
shown in Appendix 2. A detailed analysis can be found in the GLA publication
‘Budget and Equalities 2004/05: a review of the progress across the GLA group’.
Mainstreaming an equalities perspective
Two highlights from the report are produced here to illustrate progress. Previous
reviews have clearly identified that advances in equalities performance are
dependent on: leadership coming from the top; effective organisation; clear
policies; an equalities perspective mainstreamed throughout the organisation;
and tightly-monitored performance management.
To demonstrate progress in mainstreaming equalities, each member of the GLA
group committed to achieving Level 5 of the Local Government Equality Standard
by 2005. The current position is:
Current level achieved Level expected by the end of 2005
GLA 4 5
LDA 4 5
LFEPA 3 3
MPA 2 3
MPS 3 4
TfL 3 5
Commitment to achieve Level 5 by March 2005 was always an ambitious target,
but real progress has been made across the GLA group. Those members that do
achieve Level 5 this year are likely to be among the first organisations in England
to do so. All group members are continuing to push for the achievement of Level
5 as quickly as possible, and the targets will be reviewed as part of the 2006/07
budget and equalities process.
The budgeted equalities-based expenditure for 2004/05 for each member of the
group is as follows.
Total Staff/internal Service delivery
£m £m £m
GLA 4.4 1.1 3.3
LDA 48.0 1.7 46.3
LFEPA 3.8 3.2 0.6
MPA 0.5 0.3 0.2
MPS 142.6 15.3 127.3
TfL 96.6 2.0 94.6
Total 295.9 23.6 272.3
A full analysis of this expenditure is shown in the GLA publication ‘Budget and
Equalities 2004/05: a review of progress across the GLA group’.
London is a diverse and exciting community. The whole world is represented in
our schools. Schools could be seen as a marvellous resource for the next
generation of young people to learn from the different experiences of their
classmates. Schoolchildren could learn about cultures, religions, life experiences
including the effects of war, and what it means to live with impairments or to
struggle against illnesses. However, the practice of labelling and segregating
children with ‘special educational needs’ often prevents this from happening.
In my view there can be no equality for disabled or disadvantaged people while
they are being sent away to special schools to be ‘fixed’. School is where we
learn who matters and who doesn’t. Only inclusive schools teach by example the
values which could lead to a just society for all. London boasts some of the most
forward-looking examples of inclusive education. These are flourishing even in
poor boroughs with high levels of social needs such as Tower Hamlets and
Newham. We need to spread this throughout the capital in the same way we
spearheaded work on anti-racism within schools in the 1980s. Disabled
Londoners have helped initiate a new campaign to put an end-date on
segregation - the year 2020. We hope many allies will join us to make this a
reality.
For more information contact: Micheline Mason - Director, The Alliance for
Inclusive Education, Unit 2, 70 South Lambeth Road, London SW8 1RL.
Telephone: 020 7735 5277, email: Info@allfie.org.uk.
What Does Equality Mean To Me
As an 18-year-old volunteer nurse with six months’ hospital experience, I worked
in the improvised air raid shelters of Wapping during the Blitz. I’ll always
remember chatting with a kindly old lady as we heard the menacing roar of an
enemy plane overhead. ‘Poor young pilot’, she said, ‘he must be lonely up there’.
Her home was destroyed by bombing. When women’s conscription started in
1943, I was directed to work in Egypt in a camp of 6,000 Dalmatian refugees.
The skilful old peasant women who traditionally made beautiful embroidery had
nothing to do when dumped in the Sahara desert. I managed to find in Cairo the
materials they needed to relieve their tedium. I was sent on to Yugoslavia, where
I drove trucks of medical supplies for the Yugoslav Red Cross from Liberty ships
arriving in Split to near-starving inland towns and villages.
I returned to London in 1971, and for the next 20 years I worked in hospitals,
where one of my tasks was to plead for places in residential homes for old ex-
patients whose housing was too dilapidated for them to return there without
serious health risks. With too few residential homes, I had to contend with expert
panels to convince them of my clients’ urgent needs. Many were, however,
desperately reluctant to leave their own homes – however slummy – for
comfortably-heated residential homes providing hot meals. The homes had direly
depressing communal rooms, with high-backed chairs ranged round the walls,
while a TV blared continuously from one corner. Lacking stimulating occupations,
many residents dozed off in depressed boredom. I could only promise clients a
trial stay, guaranteeing that afterwards I would insist on their return to their own
homes if they wanted. But many gave in and stayed on, their previous vitality
sapped into numbed dependence. When obligatorily retired at 65, I hoped to use
my still-energetic years in ways useful to the community. Once over-age I was
refused many posts for which I was well qualified. One day I dropped in on the
Islington Pensioners’ Forum, recently started up by a splendid, elderly lady
protesting against hardships and injustices. She immediately asked me to
become secretary.
We constantly battle for better treatment of pensioners – appropriate housing,
better healthcare etc. Recently, I and other committee members have written
letters, organised petitions and street protests against the reduction of Islington
fire services and the closure of local post offices. I join the crowd protesting for
pensioners’ rights and for peace and social justice worldwide. A secretary’s life is
tiresomely bureaucratic, but I hope infiuential in valuable causes!
Angela Sincleir
Equality in Action
The Mayor continued to organise a number of high-profile cultural and
stakeholder events to promote equality of opportunity and highlight issues
relating to equality target groups. This section looks at some of the highlights of
the year.
Asian London Guide 2004
On 20 July the Asian London Guide 2004 was launched, outlining detailed
listings and complete travel information for summer events including vibrant
melas, exhibitions and festivals, plus theatre, dance and musical performances
throughout London. The guide was distributed at theatres, libraries, bars, Asian
community centres, cultural associations and tourist information
points/organisations across London.
Black History Month
The London Black History Month programme for 2004 was launched on 1
October by soul diva Ruby Turner, performing from the musical comedy ‘Simply
Heavenly’. The event was the first in a series of four free musical concerts held at
City Hall in October to celebrate the various genres of black music including
Gospel, Reggae, Jazz and Soul.
Other highlights of the programme included:
• ‘Black Gold’ – an event addressing the future of women in sport hosted by TV
journalist Trish Adudu, with guest speakers including Olympic gold medallist
Tessa Sanderson.
• The SERTUC Black History Month Lecture given by Trevor Phillips, Chair of the
Commission for Racial Equality.
• The Connections Exhibition, which celebrated the connections, relationships
and shared experience of immigrants to UK.
• London Black Heritage Walking Tours, examining evidence and tracing the
story of the early black presence in London. Led by the eminent historian S.I.
Martin, the tours included 18th/19th Century black writers and revolutionaries
Mary Seacole, William Cuffay, Marcus Mosiah Garvey, and the African
Academy.
• A Football Symposium, held to complement the exhibition at City Hall as part of
Anti-Racism in Football Week. Key footballers, commentators and activists
came together to discuss ‘the game’, the business of football and the challenge
of achieving diversity and inclusion at every level of the industry.
Lee Jasper, Policy Director, Equalities and Policing said, ‘Londoners from all
backgrounds have an ideal opportunity to celebrate, explore and educate
themselves about the long and rich history of black people during Black History
Month. It is a time to document and acknowledge the positive role black people
have played in shaping London’s history – too often against a backdrop of
racism, inequality and injustice’.
Capital Age Festival
The Capital Age Festival was held on 8 August as part of a summer programme
of celebrations aimed at older people across London. London has a diverse older
community which contributes socially, economically and culturally to the city. The
Capital Age Festival attempts to challenge negative stereotypes and ageist
attitudes and enhance quality of life for older people through their participation in
the arts. Highlights at the festival included Chinese massage, reflexology, yoga
demonstrations, craft and food stalls, plus dance and music from a variety of
talented older performers. It was organised by the London Older People’s
Strategies Group, supported by the GLA and part of the Coin Street Festival.
Capitalwoman 2005
Capitalwoman 2005 was held at the QEII centre on 5 March. It brought over
2,000 London women of all ages and backgrounds together to question the
Mayor, policy makers and women’s representatives directly on childcare,
education, workplace issues and travel safety. Open and free to all women, the
conference coincided with International Women’s Day. Topics for discussion
included the Mayor’s priorities for the next four years, London’s bid to host the
2012 Olympic and Paralympic Games, and women’s role in all aspects of
London’s life – including the economy, transport, environment, education and
racism.
New features were introduced at Capitalwoman 2005. In the Marketplace,
delegates could meet and chat with experts giving advice on all aspects of
setting up and running a business. The One-stop shop provided an advice and
information surgery where women could receive one-to-one help with education,
career advancement, sexual health, asylum and immigration, fair employment
practices, safer transport and domestic violence issues.
Dandia in the Square
On Sunday 8 August, in the run-up to the London Mela, Dandia in the Square
took place. This was a participatory dance event, bringing together more than
100 Indian folk dance students from across London in a spectacular celebration
of traditional Dandia Raas (stick dancing). With music provided by Strings, a 12-
piece traditional band, it showcased exquisitely-costumed performances. There
were also participatory dance workshops for the public to learn the basics of
Dandia Raas and Raas Garba, in preparation for a massive participatory dance
piece across Trafalgar Square.
Disability Capital and disability equality week
The Mayor’s second disability equality conference, attended by 400 delegates,
was held on 17 March at the Novotel West Conference Centre in Hammersmith.
It was the main focus of a week of disability equality events organised by the
GLA and functional bodies to promote disability equality. Other main events
included the launch of the GLA group disabled staff network; the start of ‘The
Urban Eye’ – a month-long exhibition of the work of disabled photographer Hugh
Hill, focusing on homeless people; and an event celebrating ‘Mad culture’ and
launching the Liberty Festival 2005.
Diversity Works
The Mayor’s Diversity Works for London campaign is a programme to help
companies develop and enjoy the benefits of having a diverse workforce. The
campaign, funded by the LDA, will give excluded Londoners a chance to share in
the city’s opportunities and prosperity.
The launch of the campaign in March 2005 was attended by the Reverend Jesse
Jackson Sr, whose Wall Street Project pioneered innovative projects with the
likes of Boeing, General Motors and the General Electric Company.
The campaign’s programme of work will focus on three areas:
• engaging private, public and voluntary sectors in promoting equality
• seeking and sharing business best practice
• enabling businesses to ensure that all levels of their workforce reflect the
diversity of London’s population.
In addition to increasing private sector understanding of developing a diverse
workforce, the campaign will also organise practical measures to assist both
large corporate and small businesses, including:
• high-quality, subsidised consultancy services from workforce diversity
specialists, including a one-stop advisory service on compliance with equality-
related legislation, and a telephone helpline
• leadership programmes for boards, Chief Executive Officers and senior
managers supporting their roles as the driving force for change
• secondment schemes, training and development programmes
• trainee and modern apprenticeship schemes.
‘Diversity Works for London is about underpinning the capital’s status as an
economically dynamic world city’, said the Mayor at the campaign launch. ‘That
dynamism is a direct result of the communities of people who live here. Diversity
Works for London will be one of the biggest campaigns to promote diversity in
any city to date.’
European Social Forum
The European Social Forum (ESF) was held in London from 15 to 17 October,
providing three days of international debate, celebration and protest. The
gathering was the biggest conference ever held in Britain, and brought thousands
of people to London to discuss strategies to achieve global justice. The ESF’s
debates, workshops and cultural programme took place at Alexandra Palace and
Bloomsbury and were organised around six main themes: war and peace;
democracy and fundamental rights; social justice and solidarity; corporate
globalisation and global justice; against racist discrimination and the far right;
environmental crisis and a sustainable planet.
Irish community seminar
On 29 April the Irish in London Today seminar took place at City Hall. This
seminar was designed to help the understanding of how to develop the
contribution Irish people have always made to London in the context of the
changing nature of London’s relation with Ireland and the parallel changes in
London’s Irish communities. At the event, the results of a MORI poll were
launched. MORI’s results show that the Irish remain by far the largest ethnic
minority in London with nearly one in five Londoners having one or more Irish
grandparents and one in ten having at least one Irish parent.
Liberty Festival
Liberty Festival 2005 took place in Trafalgar Square on 4 September. Liberty is
now the biggest and most accessible disability rights festival in Europe. Disability
equality is at the top of the GLA’s agenda and disabled people are making their
voices heard to demand rights taken for granted by other Londoners. Performers
at this year’s Liberty included Susan Hedges, an acclaimed country
singer/songwriter; 1st Chancers, a group of young rap artists based at
Hammersmith & Fulham Action on Disability; Laurence Clark, stand up
comedian; Muskaan Dance Group; and Denise Leigh, leading soprano and joint
winner of the BBC Operatunity series.
David Morris, Senior Policy and Project Manager (Disability) at the GLA said,
‘Liberty is a place where disabled Londoners can come together and celebrate
our contribution to London’s diversity. The festival provides an opportunity to get
the message out across London that disablism has no place in our capital.’
London Mela
On Sunday 15 August, the London Mela took place at Gunnersbury Park,
becoming the biggest outdoor Asian festival in the UK. Showcasing everything
from classical music to urban grooves, traditional dance to mainstream pop and
stand-up comedy, the London Mela burst on the scene in 2003, produced by
Ealing Council and supported by the GLA. London’s Mela now serves as a global
showcase of the city’s diversity and creativity. Headline UK artists included chart
stars Jay Sean, Juggy D from the Rishi Rich Project, Raghav and Stereo Nation.
The Mela featured both classical and modern contemporary artists from the UK
and the subcontinent, featuring work inspired by and originating from India,
Pakistan, Bangladesh, Nepal, Sri Lanka and the global Asian diaspora. The
spectacular Din Shuru carnival, with its celebration of tolerance, diversity and
Indo-Caribbean culture, was a fitting and vibrant finale to the festival.
London Older People’s Assembly
The London Older People’s Assembly is an annual conference organised in
partnership with the London Older People’s Strategies Group (LOPSG). It gives
older Londoners an opportunity to discuss their major issues about living in
London – topics debated have included culture, housing, transport, health and
pensioner poverty. The third London Older People’s Assembly took place on 22
March 2005 at City Hall.
London Schools and the Black Child Conference
On 11 September, the third London Schools and the Black Child Conference
took place at the QEII centre. It was organised by the Mayor’s Office and Diane
Abbott MP, who also chaired the event.
At the conference, new research was published, commissioned by the LDA’s
Education Commission. It showed that African Caribbean boys start school at
broadly the same level as other pupils, but that they fall further and further behind
in the course of their education. In 2003 roughly 70 per cent of African Caribbean
pupils left school with fewer than five GCSEs or their equivalents. This
represents the lowest level of achievement for any ethnic group of school
children. Years of the education system failing black children has been
disastrous for the individuals, their communities – and London as a whole. The
report, by Carol Hunte, highlights the pivotal role of black teachers in raising the
attainment of black pupils. To meet the needs of London’s diverse communities
in full, the teaching profession and school governing bodies must reflect the
communities they serve. This means that at least a third of London teachers and
school governors should be of African, Caribbean or Asian heritage. This means
establishing targets and timetables for their achievement across Greater London,
and in each borough. At a borough level, the targets should reflect the different
diverse communities of the individual borough.
The conference also saw the launch of the Achieve network by the General
Teaching Council for England (GTC), to help support the education system in
tackling the underachievement of black and minority ethnic pupils and assist in
recruiting, retaining and developing minority ethnic teaching staff.
London PlayDay
Trafalgar Square was turned into a giant playground in August 2004 for London
PlayDay. Over 15,000 children and their families attended the fun event where
they enjoyed a variety of free play activities; it was organised by the Mayor of
London as part of National Play Day and is one of many initiatives aimed at
making London a more child-friendly city. A guide to preparing play strategies
has just been produced to assist London boroughs and their partners in the
development of high quality, inclusive play opportunities for children and young
people. Capital Child, an e-newsletter, keeps partner agencies and Londoners
informed of the Mayor’s work for children and young people.
respect 2004
Attracting around 100,000 people, the 2004 respect festival took place at Victoria
Park on 17 July. The festival highlights Londoners’ commitment to celebrating
diversity and opposing racism in London. The main stage featured Allison
Limerick, Rodney P & Skitz, Big Brovaz, Shystie and FYA as well as Ty, Lady
Sovereign and Taz. Raghav and Rishi Rich, featuring Jay Sean, were among the
Asian crossover stars performing on the day. The festival is organised by the
Mayor, with the National Assembly Against Racism, SERTUC and UNISON.
The Mayor said, ‘The respect festival is a celebration, but also a pledge to do all
we can to eliminate discrimination and end racism. I see it as an absolutely
central responsibility to make a stand against racism in all its forms and to find
every means to promote confidence in the diversity of our city’.
St George’s Day
The Mayor supported a number of events celebrating traditional English culture
on 23 April, St George’s Day. The day highlighted some of the unique cultural
gifts that England, and London in particular, have brought to the world. The work
of William Shakespeare – whose birthday falls on St George’s Day – was
celebrated, along with recognition of Shakespeare’s foundational role in the
development of arts and culture, not just in Britain but throughout the world. In
addition to this, the long history of traditional dancing was recognised with an
English folk and dance music event on Covent Garden piazza. This event has
developed over the last few years to mark St George’s Day and the GLA’s
contribution allowed an extension to the event plus additional publicity.
St Patrick’s Day Festival
The annual St Patrick’s Day celebration was held on 13 March. London’s Irish
Community is the largest minority group in London with approximately 400,000
people of Irish descent. The event marks the enormous contribution Irish
communities have made to the capital – socially, economically and historically.
This year’s festival included a march, parade, events and entertainment in
Trafalgar Square and Covent Garden. High-profile acts who performed included
Jerry Fish & the Mudbug Club, Celtic Feet, Frances Black, Dublin City Working
Man’s Band, Paddy Casey & Band, the Saw Doctors and Ronnie Drew and Mike
Hanrahan.
The London Central Mosque and Islamic Cultural Centre (ICC) is, at heart, a
place of worship and prayer, frequented by thousands of worshippers weekly.
This status has enabled the ICC to provide a huge number of activities to
educate and encourage Muslims to be positive players in the communities in
which they live. 2004 was the year the ICC took on much bigger, more positive
and high-impact projects – such as a permanent exhibition in one of our big halls
downstairs, and a seven-day UK exhibition. The ICC ran more educational
seminars for both Muslims and non-Muslims on different subjects related to life in
the West. Other services and projects in the pipeline are providing on-site health
professionals and counsellors to help with a variety of day-to-day health, housing
or work-related matters. We aim high, to make the London Central Mosque a
place where Muslims can grow in their faith as citizens of a multicultural society.
An essential part of our work is, therefore, with the wider community.
Abdesselam BenDaoud
What Does Equality Mean To Me
As I grew up in West London in the 60s and 70s, I only know that everyday life
was enriched by the diversity of people that only London has. I enjoyed being
educated in a state-run school where kids got a place based on nothing other
than who we were. We were not divided by gender, religion or which street we
lived on. It meant growing up surrounded by lots of people who had very different
experiences of life, who learnt from each other and were confronted daily by the
exciting challenge of coming across difference. I love London just because it can
provide those experiences.
In the last month I have been to beautiful London parks, photographic exhibitions
at the National Portrait Gallery and the Photographers Gallery, cinema, an
evening at the London Lesbian and Gay Film Festival and have enjoyed a
Japanese meal in Chinatown. I love that variety and choice – and a lot of those
experiences were free. As a disabled person, mostly disabled by day-to-day
barriers I encounter living in London, I can see things are improving slowly. Life is
not completely standing still for disabled people as in the past! London thrives on
its entire people, and London’s public servants should work to involve us all as
active, equal citizens in making London an even better place to live.
Kevin Cauldfield
Setting Targets, Driving Change
As part of the equalities framework, the GLA has published four equality
schemes and action plans that set targets and identify specific actions to
implement the Mayor’s equality vision throughout the organisation. This section
reports on progress made through the schemes in 2004/05.
Disability Equality Scheme
The GLA’s first Disability Equality Scheme (DES) and action plan was published
and circulated around London in January 2005. It explains in one document how
the GLA will promote equality for disabled and Deaf people, and challenge
discrimination against them. The GLA’s high-level priorities set out in this scheme
are:
• prioritising and promoting disability equality and the social model
• enabling disabled and Deaf Londoners to travel around their city on an equal
basis
• improving access to the built environment
• working to improve the availability of accessible housing
• improving access to employment and education
• improving facilities and services for Deaf Londoners
• improving access and support to facilitate independent living
• promoting equal access to health services for disabled people.
Highlights of action taken during 2004/05 are shown below.
Championing disability equality
The GLA has worked hard to ensure that issues related to disabled people are
effectively championed within the GLA, the GLA group and across London as a
whole. During the year the role and remit of the disability policy team has been
reviewed in order to ensure that disabled people are both represented at senior
levels within the organisation and effectively engaged in developing strategy and
policy related to disabled and Deaf Londoners.
Promoting the social model of disability in the commissioning and delivery
of research
In summer 2004 the GLA organised an internal seminar designed to bring
together key officers involved in the commissioning, design and delivery of a
range of research projects both at the strategic and operational level, to consider
how to incorporate the social model effectively into research undertaken by the
GLA group. The seminar was led by Professor Colin Barnes, Chair of Disability
Studies at Leeds University, and involved senior officers from across the GLA
group.
Enhancing access to City Hall for disabled people
Enhancing access to City Hall for disabled people has remained a high priority. A
number of significant improvements have been made, including:
• installing a new, easily-operated automatic internal sliding-door security system
to replace the previous large and heavy traditional door system
• agreeing surface level vehicle drop-off facilities, allowing taxi set-downs for
disabled visitors near the main entrance
• providing a tactile panorama plan of the vista from the viewing terrace at the top
of City Hall so that visually impaired and other visitors can better appreciate it
• providing tactile plans and accompanying audio descriptions of the internal
layout of City Hall
• improved signage.
Disability equality training
Following a review of training needs, a programme of disability equality training
was commissioned and launched in February 2005. Led by experienced disabled
equality trainers, its aim is to embed the social model of disability across the
organisation.
Disability viewpoints research
The GLA has commissioned a research study led by disabled people on the
experiences of disabled people aged 16+ in London. The research, informed by
the social model of disability, will focus on housing, post-16 education and
employment.
Improving access to the built environment
The GLA has continued to work through its planning strategies to improve access
to the built environment. Major achievements have included:
• Publication of the Supplementary Planning Guidance (SPG) ‘Accessible
London: achieving an inclusive environment’, plus ‘An illustrated journey
through an accessible environment’ – a case study document published in
October 2004.
• Creation of access forums that will be actively involved in several major
development projects in London including: development of the land around
Wembley Stadium; the development of Stratford City; the redevelopment of
King’s Cross.
• Steps by the LDA to ensure that accessibility and inclusive design principles are
integral to all its regeneration and development work. The LDA is putting this
into practice by producing an Access For All strategy for the 2012 Olympic and
Paralympic Games. It is also working with the Disability Rights Commission to
develop best practice guidance for Regional Development Agencies.
• A guide outlining the best way to consult disabled people on improving access
to buildings was sent out to councils, hospitals and other public institutions in
December 2004.
Housing
Recommendation that a London Accessible Housing Register (AHR) should be
set up as an integral part of the development of the pan-London Choice Based
Lettings (CBL) scheme has been accepted by the London Housing Board and is
now included in the draft 2005 London Housing Strategy.
Deaf equality
The GLA has worked to develop effective relationships with Londoners using
British Sign Language (BSL) as their first and preferred language. This has
included: hosting the launch at City Hall of the British Deaf Association’s (BDA)
unique new Deaf-led ‘Introduction to BSL’ awareness courses plus the
signacademy.org.uk and signinstitute.org.uk websites; working with the BDA to
provide BSL taster sessions for GLA staff; and hosting an event to celebrate BSL
recognition day on 18 March.
Hate crime and policing
Following the publication of the influential GLA report ‘Another Planet?’, the
Mayor’s commitment to tackling hate crime against disabled people and
improving police response to disability equality issues has been progressed in
the Metropolitan Police Authority (MPA) and Metropolitan Police Service (MPS).
• The MPA’s Community Engagement Unit commissioned a report and held a
conference in November 2004 on policing issues affecting disabled people.
• In November 2003 the MPS hosted a conference to look at the extension of the
Disability Discrimination Act to cover the police service.
• The MPS has set up a Disability Independent Advisory Group (IAG). A disabled
police staff association has also been established.
Faith Equality Scheme
The Faith Equality Scheme (FES) sets out the Mayor’s strategy for dealing with
faith equality and includes an action plan summarising how the GLA proposes to
mainstream faith equality and engage more effectively with faith groups. The
GLA’s faith equality values have been fully integrated into the Operational
Equality Action Plans and budget planning processes of all teams, which are
monitored as part of the GLA’s established performance management
framework.
Key actions have been:
• The publication of a clear, unequivocal, positive statement acknowledging and
welcoming the new regulations, including the announcement of an outright ban
on religious propaganda.
• Ensuring the GLA’s values in relation to religion or belief are embedded in its
diversity statement and other equality action plans.
• The integration of faith equality actions into the GLA’s budget and business
planning, plus all other GLA equalities documents, including the Mayor’s annual
equalities report.
• Providing briefings, reports, and guidance on faith-specific issues to the Mayor’s
Office and staff, as required.
• Ensuring that faith equality is included in the agenda for the Equalities
Commission.
• Screening policies and procedures for relevance to the Employment Directive
and for adverse impact on faith groups and appropriate action taken.
• Working to increase the participation of faith groups to allow them the
opportunity to assist in the decision-making process in terms of religious and
cultural issues.
• Ensuring faith equality objectives become an integral part of management and
the duties of every employee.
Race Equality Scheme
The Race Relations (Amendment) Act 2000 places a general duty on the GLA to
promote race equality. The GLA published its first Race Equality Scheme in line
with the requirements of the legislation in May 2002. The scheme is a three-year
strategy and action plan summarising the GLA’s approach to race equality and
corporate objectives. It was reviewed in 2004 as part of the GLA’s Race Equality
Scheme implementation programme. The comprehensive review included
consultation with staff – its findings are summarised below.
• The narratives on how the GLA will fulfil its statutory duties were too complex
for the ordinary reader. There was too much jargon and too many references to
other documentation.
• There should be more clarity and distinction between the GLA’s functions and
policies, and a list of both should be provided.
• The section on consultations was too detailed and needed to be abbreviated.
• EQIA should identify and measure positive impacts as well as negative ones.
• All consultation and assessment results should be available – not just a few
cherry-picked items – so that the processes and results are transparent, and the
GLA can be held to account.
• The scheme needs to be shorter.
The Race Equality Scheme has been revised and updated for the next three
years (2005–2008) in the light of these results.
Race equality achievements
In the first three years of the GLA’s Race Equality Scheme, a great deal has
been achieved in promoting equality of opportunity and challenging
discrimination. Highlights of what has been achieved are listed below.
• Increased numbers of London buses and routes, resulting in improved transport
links in the most deprived areas where there tend to be higher minority ethnic
populations.
• Establishment of the Black and Minority Ethnic Cracking Crime Board, which
consists of the GLA group, the Government Office for London (GOL), minority
ethnic community and voluntary organisations, the Association of London
Government (ALG) and the Home Office. Its aim is to increase collective
understanding of the experience of crime and its consequences in minority
ethnic communities.
• Organisation of the London Schools and the Black Child annual conference,
which focuses on the continuing inequalities in educational attainment
experienced by children of African and Caribbean heritage in schools.
• The Mayor’s initiation of a City Statement on Common Asylum Policy for the
European Union, which has won the support of 15 major cities across Europe,
including Rome, Paris, Berlin, Athens and Amsterdam.
• Joint production by the GLA and the Forestry Commission of a Trees and
Woodland Framework for London. The framework ensures that deprived areas
– which tend to have higher concentrations of minority ethnic residents – have
greater access to nature and natural spaces.
• Research into regeneration and disproportionality in BME communities has
been commissioned, jointly funded by the LDA and GOL. The GLA, GLA group,
ALG and black voluntary sector staff are all members of the project steering
group.
• The GLA has established a Race Equality Scheme Working Group (RESWG)
with representation from every functional body plus the Commission for Racial
Equality. Its aim is to develop a common approach to the implementation and
monitoring of race equality schemes in the GLA group. RESWG has now
developed a work programme which is being implemented and includes a range
of priority areas.
• In April 2004, the GLA’s Equalities Network organised an equalities seminar to
discuss the development of the London Equality Standard. Delegates included
practitioners with sound knowledge of equalities issues and those with an
interest in the strategic, Londonwide equalities agenda. They were drawn from
the GLA group, GOL, the Audit Commission, ALG, the voluntary and community
sector and London boroughs.
Gender Equality Scheme
The GLA Gender Equality Scheme was launched at Capitalwoman 2003,
following consultation with women’s organisations. It challenges discrimination on
the basis of sex, and outlines the methods the GLA uses, and will use, to ensure
it promotes equality between men and women. The scheme outlined specific
outcomes that would benefit women or contribute to gender equality in London
as a result of the work it describes. A progress review of the scheme and action
plan was conducted in February 2005, and the report of findings can be found on
the GLA’s website (www.london.gov.uk).
Achievement highlights for 2004/05 include:
• The launch of a year-long pilot professional development programme targeted
at BME men and women, to encourage more representation on the boards of
cultural organisations.
• Funding for a specific project to support young Asian women in sporting
activities.
• Children’s play areas provided at Mela, respect, and St Patrick’s Day events.
• A research library briefing on equalities, including a section on gender equality.
• The revision of the GLA Procurement and Contracting Code, which contains
requirements to monitor the equalities policies of contractors and encourage
applications for contracts from women-led businesses.
• Work to quantify the hidden homeless in London, including female asylum
seekers, single women and women-headed households.
• Discussing issues of domestic violence and sexual exploitation at the London
Forum on Refugees and Asylum Seekers – including difficulties faced by
women asylum seekers reporting incidents to the police.
Age equality
The GLA has been developing an Age Equality Scheme which will be the first of
its kind and will follow the format of the GLA’s Disability, Faith, Gender and Race
Equality Schemes. The one document will set out the work already carried out by
the GLA to promote age equality, priorities for future action and the methods the
GLA intends to use to address inequality and challenge discrimination
experienced by people because of their age.
The scheme will recognise that the life stage at which an individual can
experience age discrimination varies for different services and activities. It will
take into consideration the discrimination faced by children and young people in
London, already brought to light by the GLA’s Children and Young People’s
Strategy, and the discrimination faced by older people being identified in the
current development of the GLA’s Older People’s Strategy. Other research will
be covered, including the London Assembly’s investigation of access to jobs in
London for the over 50s, plus internal research on age equality issues relating to
being employed by the GLA and the GLA group. The scheme will take into
account the new legislation that will outlaw age discrimination in employment,
expected in October 2006.
A draft of the scheme will be available for public comment in the summer of
2005. The final version should be available to the public before the end of March
2006.
Lesbian, gay, bisexual and trans (LGBT) equality
A range of work on lesbian, gay, bisexual and transgender equality has been
undertaken in 2004/05 and is summarised below.
The Mayor’s anti-homophobic bullying campaign
The Mayor is supporting Stonewall’s Education for All campaign helping school
staff identify and combat homophobic bullying. The Mayor attached a covering
letter to the Stonewall brochure, sent to all London schools in February 2005.
The needs of older LGBT people
In 2004 the Mayor commissioned an assessment of the needs of London’s LGBT
communities, which highlighted a number of gaps in service provision. One gap
was the lack of adequate services provided for London’s older LGBT people. The
GLA is currently examining the feasibility of undertaking research into this area,
which would eventually support the development of the Mayor’s Older People’s
Strategy.
Homophobic crime
In 2004 the Mayor marked the tragic deaths of both David Morley and Brian
Williamson by attending vigils to commemorate their lives. The Mayor is
committed to reducing the incidence of homophobic crime in London and to
increasing the LGBT community’s confidence in reporting such crimes to the
police and other service providers.
Museum of lesbian and gay history and heritage
In the run up to the 2004 Elections, the Mayor pledged his support for the
principle of a gay and lesbian history museum for London. The museum would
show and celebrate the history, heritage and experience of LGBT people and
promote this knowledge to the LGBT community and the general population of
London, the UK and overseas. Options to take this initiative forward are currently
being developed.
Website for black gay men
On 23 February, a new website aimed at improving health and other services for
black gay and bisexual men living in UK was launched at City Hall. The website
(www.bgmag.org.uk) has been set up by the Black Gay Men’s Advisory Group
(BGMAG) and is targeted at health professionals and agencies.
Speakers at the launch included Lee Jasper, GLA Policy Director of Equalities
and Policing; PC Gamal Turawa, diversity trainer at Hendon Police Training
College; and Gerard McGuickin, Sector Development Manager at the Terrence
Higgins Trust. Attendees included health professionals, commissioners and other
individuals seeking to encourage greater access to services for black gay and
bisexual men living in the UK.
The Mayor said, ‘The BGMAG website will provide an important resource. It is a
particular challenge to ensure that black gay and bisexual men have access to
decent healthcare, advice and support networks. It is important that mainstream
services recognise the specific needs of black gay and bisexual men, and are
equipped to deliver adequate and appropriate services.’
Wider engagement with the LGBT community
The Mayor continues to promote London nationally and internationally as
Europe’s most gay-friendly city, and is proud of the cultural and economic
contribution that London’s LGBT communities make to the city.
The Mayor works in partnership with a range of LGBT community organisations
on a regular basis each year to promote equality in the capital, and supports a
number of LGBT community events and initiatives throughout the year. Most
recently, the Mayor hosted a very successful reception in London’s Living Room
to mark Chris Smith MP’s 20th anniversary as an out gay man in UK politics.
Work on developing the sexuality equality scheme for the organisation will be
prioritised in 2005/06.
Accessible communication
All individuals and communities in London have the right to access and
understand full, accurate and timely information. To make this happen
strategically and coherently, the GLA is developing an accessible
communications policy. The key objectives of this policy are:
• to meet all statutory obligations, and go beyond what is required to reflect best
practice
• to ensure the widest possible access within resources available for people who
do not speak and/or read much English and for disabled and Deaf Londoners
• to pursue value for money and effectiveness in making information accessible
• to ensure consistency within the GLA and GLA group
• to make sure everybody knows what is expected of them, who is responsible for
making information accessible and ‘who does what’.
The policy covers:
• all printed information available to the general public
• the GLA website and intranet
• letters and emails
• public meetings and events
• public contact – reception, the visitor centre, telephone contact
• merchandising (for example bags and T-shirts).
As part of the accessible communications policy the GLA will:
• provide, on request, appropriate communication support to Londoners who do
not read or use English, so they can access GLA information. The Public
Liaison Unit (PLU) will find out exactly what is wanted when a request is
made for information in another language or format, and make sure that
individual needs are met appropriately within available resources
• provide GLA publications available to the general public in Braille, audio
cassette/CD, large print and electronic formats – floppy disk/CD-
ROM/email/Word/portable document format (PDF) and rich text format (RTF)
• ensure that GLA meetings and events which the public are able to attend will
meet minimum access standards where appropriate, including BSL
interpretation, live word-to-text translation and access for disabled people.
Equality in employment
The GLA aspires to be an exemplary employer and ensure that its workforce
reflects London’s diversity. This section reports on the work that has been done
to put the Mayor’s equalities vision at the heart of human resources (HR) at the
GLA.
Employment targets
The GLA aims to reflect London’s diverse population in its staff. Since 2001, it
has worked to meet challenging employment targets for all levels and pay
grades, including the top five per cent. Progress is monitored and performance
improved by the analysis of detailed statistical reports, used to develop strategies
to further meet targets. The following section reports on the GLA’s performance
for the year to 31 December 2004.
Ethnicity
The GLA has continued to meet its overall target of employing a quarter of staff
from BME communities. There has been a slight decrease in the overall
percentage – from 27 per cent in January 2004 to 26 per cent in December 2004.
However, there has been a significant rise in the number of senior managers
from BME communities, with 18 per cent of BME staff earning over £50,000 in
December 2004 compared with 14 per cent in January. Of new staff joining the
GLA during the year, 29 per cent were from BME communities. However, 34 per
cent of staff leaving the organisation were from BME communities. Of disabled
staff, 30 per cent were from BME communities, as were 30 per cent of female
staff.
Disappointingly, the GLA has still not met its employment target of 12 per cent
Asian staff: there was no movement from the 8 per cent plateau. Although there
was an increase of Asian staff joining the GLA (to 10 per cent), there was also an
increase of Asian staff leaving the organisation (to 14 per cent). However, 22 per
cent of staff who were re-graded to a senior position were Asian.
Number and percentage of employees by ethnicity and gender as at 1
January 2004
Total GLA employees as %
at 1 Jan 2004
Asian or Asian British 51 8
Black or black British 96 16
Chinese, mixed or other 20 3
White 446 73
Female 339 55
Male 274 45
BME female 102 17
Total 613 100
% Female 55
%BME total 27
Number and percentage of employees by ethnicity and gender as at
31December 2004
Total GLA employees as %
at 31 Dec 2004
Asian or Asian British 49 8
Black or black British 97 16
Chinese, mixed or other 20 3
White 463 76
Female 346 55
Male 283 46
BME female 103 17
Total 629 100
% Female 55
%BME total 26
Total number of employees by salary, ethnicity, gender and disability as at
1 January 2004
Analysis by salary level <£20k £20k £30k £40k £50k+ Total
<£30k <£40k <£50k
Asian or Asian British 13 21 10 6 1 51
Black or black British 17 39 23 10 7 96
Chinese, mixed or other 3 6 7 3 1 20
White 26 153 124 86 57 446
Female 22 156 94 45 21 338
Male 37 62 70 60 44 273
BME female 13 52 25 8 4 102
Disabled 5 12 6 6 4 33
Total 59 219 164 105 66 613
% Female 37 71 57 43 32 55
% Disabled 8 5 4 6 6 5
% BME female 22 24 15 8 6 17
% BME total 56 30 24 18 14 27
Total number of employees by salary, ethnicity, gender and disability as at
31 December 2004
Analysis by salary level <£20k £20k £30k £40k £50k+ Total
<£30k <£40k <£50k
Asian or Asian British 9 20 12 3 5 49
Black or black British 17 42 23 7 8 97
Chinese, mixed or other 4 6 6 0 4 20
White 32 168 123 65 75 463
Female 27 163 89 30 37 346
Male 35 73 75 45 55 283
BME female 13 53 24 5 8 103
Disabled 4 11 5 6 4 30
Total 62 236 164 75 92 629
% Female 44 69 54 40 40 55
% Disabled 6 5 3 8 4 5
% BME female 21 22 15 7 9 16
% BME total 48 29 25 13 18 26
In August 2004 the recruitment strategy for Asian staff was reviewed. It was
agreed that the following action would be taken in order to meet the Asian staff
target:
• setting directorate recruitment targets for Asian staff
• reviewing the use of specialist press to advertise jobs
• reviewing the use of specialist websites to broaden the advertising of jobs to
Asian people
• introducing campaign advertising in other media to promote the GLA as an
employer of choice
• inviting prospective or unsuccessful Asian job applicants to attend ‘get the job’
workshops
• continuing to use the student placement scheme to target Asian students
• continuing to attend recruitment fairs to promote the GLA as an employer of
choice
• attending GLA-run (and other) events and conferences aimed at Asian people
to promote the GLA as an employer
• contacting stakeholder groups, business networks and professional societies to
share ideas and information about recruitment strategies
• benchmarking the GLA’s performance against other employers, and liaising
with ‘best practice’ employers over their recruitment strategies.
Disabled staff
During the year the GLA has continued to struggle to meet its target of employing
disabled people to make up ten per cent of the workforce. The number of
disabled staff has in fact fallen during the year from 5.4 per cent to 4.7 per cent.
Of total applications, 3.5 per cent were from disabled people, all of whom were
shortlisted. Three per cent of the year’s new recruits were disabled people.
Four per cent of staff earning more than £50,000 were disabled people. Half of all
disabled staff earn under £30,000. In addition, 33 per cent of disabled staff are
over 50. Only one per cent of disabled staff attended a learning or development
event during the year.
A review of recruitment strategy and disabled staff has been initiated as part of
the disability equality scheme. A new strategy raising awareness of the
discrimination disabled people face in the job market will be initiated by the GLA,
in consultation with organisations of disabled people. It will promote all levels of
GLA jobs to disabled people, and will include the following actions:
• The GLA will draw up a statement of intent in relation to its employment policy.
• An advertising strategy will be produced to place targeted recruitment
advertisements and promote the GLA’s statement of intent in the disability
press.
• The GLA will sponsor a good practice employment seminar.
• The GLA will undertake a further confidential monitoring exercise in close
consultation with the disabled staff group.
• The GLA will commission a peer review of recruitment procedures to ensure
that they fully meet Disability Discrimination Act (DDA) requirements, fully
incorporate the social model and do not indirectly discriminate against disabled
applicants.
The GLA will review its procedures and policies in relation to supporting disabled
staff, with a view to creating an environment that actively minimises barriers to
employment.
Gender
The GLA continued to exceed its target for female staff with the figure remaining
at 55 per cent through the year. The number of women earning over £50,000
increased from 32 per cent to 40 per cent, although the target of 52 per cent has
yet to be reached. Of staff earning under £30,000, 66 per cent were women. Only
20 per cent of staff over 60 were women, and 42 per cent of women were
disabled people.
Percentage of women employed in each salary band
December 2003 December 2004
Number % Number %
Analysis by salary level:
Below £20k 22 37 27 44
£20k<£30k 156 72 163 69
£30k<£40k 94 57 89 54
£40k<£50k 47 42 30 40
£50k+ 20 32 37 40
Total 339 55 346 55
Learning and development
The GLA’s commitment to equality in learning and development has focused on
ensuring that all staff have access to training opportunities, regardless of grade.
This has been achieved by offering a wide menu of activities including
secondments, mentoring, coaching, seminars and courses.
In terms of positive action, the GLA has implemented a further coaching
programme for lower-paid women. Participants are given career guidance and
are encouraged to review approaches to personal and professional development.
The course is popular and successful – the second scheme ends in May 2005,
and a third scheme has been agreed for October 2005 in conjunction with the
LDA. A similar programme is being devised for more senior women in the
organisation.
Security/mailroom/porterage staff continue to be high users of the GLA’s e-
learning facilities, due to their shift patterns. Some members of this staff group
are also undertaking an NVQ programme Level 2 in Security, Safety and Loss
Prevention. NVQ opportunities will be extended to others in 2005/06. The NVQ
programme offers flexible study patterns, on-the-job assessment and an
accreditation that will be industry-standard by 2007.
Other equalities-related initiatives in 2004/05 include equalities workshops as
part of the GLA’s induction seminars, along with a Dignity at Work programme for
all new starters. A series of short courses on disability equality were delivered to
priority teams – an initiative that will be rolled out to the rest of the organisation in
2005/06.
A good example of equalities in organisational development was the GLA’s
participation in ‘Bring Your Daughters to Work’ day in March 2005. Twelve
employees brought their daughters to work as part of a national drive to
encourage girls to consider non-traditional career routes, such as IT
development.
The GLA group workforce
The GLA monitors progress of the Mayor’s equalities agenda in the GLA group
annually. This highlights the main areas where further progress needs to be
made, and generates detailed employment and HR information. A full analysis of
staffing and equalities issues across the GLA group can be found in ‘Budget and
Equalities 2005/06: A review of progress across the GLA group’. This section
contains an edited version of that information.
Ethnicity – BME employment in the GLA group
Since the GLA was set up there has been overall progress in improving BME
representation in the workforce.
BME employees % at % at % at
30 September 30 September 30 September
2004 2003 2001
GLA 26 28 24
LDA 30 27 12
LFEPA – 8 7 5
firefighters
LFEPA 24 23 24
MPA 36 35 30
MPS – police 7 6 4
MPS – other 22 20 15
TfL 32 32 21*
*Not comparable as it does not include London Underground (LU).
The under-representation of BME police and firefighters has posed a crucial
strategic challenge for the police and fire services since the establishment of the
GLA. Other members of the group are at or near their BME targets.
It has been clear for some time that neither the police nor the fire service will
meet the Home Office target of 25 per cent BME officers and firefighters by 2009.
The GLA has lobbied the Government to allow the police and fire services to
introduce positive discrimination for a period. Although this lobbying has been
unsuccessful, work is continuing to persuade the Government to introduce a
joiners’ target for the police and fire services, rather than an overall target for the
workforce profile.
Employment of women in the GLA group
A summary of the progress made across the group in employing women is as
follows:
Women employees % Long term % at % at % at
target 30 Sept 30 Sept 30 Sept
2004 2003 2001
GLA 52 55 55 58
LDA 52 55 54 56
LFEPA – firefighters 15 3 2 1
LFEPA – other none 54 56 54
MPA 52 44 44 40
MPS – police 30 19 17 16
MPS – other none 55 57 59
TfL 46 21 20 n/a
These figures need to be looked at in the context of London’s population, which
is 52 per cent women. Women also make up 45 per cent of those who are
currently employed or want to work. These figures therefore indicate that major
under-representation is concentrated in the fire service and TfL. There is also
some under-representation in the police service.
What is most striking about these figures is their stability, although LFEPA has
managed to treble the percentage of women firefighters from a very low base.
Both LFEPA and TfL would need a very high percentage of women joiners to
make the employment targets by 2009. The TfL target is also very optimistic and
is currently being reviewed.
There is still a significant glass ceiling in the GLA group facing both women and
BME employees. Their representation in top management at 30 September 2004
was as follows:
BME % Women %
GLA 17 43
LDA 55 36
LFEPA – firefighters 3 0.4
LFEPA – other 9 38
MPA 6 29
MPS – police 4 10
MPS – other 5 27
TfL 9 15
The GLA is planning to develop a positive action model of best practice in
2005/06 to tackle the problem of the glass ceiling as effectively as possible.
Disability in the GLA group
Disability statistics are difficult to collect accurately because of the pressure felt
by some employees not to declare their disability. In addition, the police and fire
services have only recently come under the DDA. As LU do not yet collect
disability statistics, they are not included in the TfL figures.
The figures at 30 September 2004 are as follows:
Target 2005-06 % at % at
% 30 Sept 2004 30 Sept 2003
GLA 10 5.2 5.2
LDA 10 3.1 3.6
LFEPA – firefighters no target 0.5 0.6
LFEPA – other 5.3 4.5 5.6
MPA 10 10 6.2
MPS – police no target 0.04 0.03
MPS – other no target 0.7 5.9
TfL 2.4 0.5 1.8
Every member of the group is continuing to show a very substantial shortfall in
the recruitment and retention of disabled people. This is clearly an area needing
prioritisation by the HR and equalities networks.
Equalities progress within the GLA group
London Development Agency (LDA)
The LDA commitment to mainstreaming equality took a significant step forward in
2004/05, with the integration of specialist equality staff into the operational
directorates. The LDA now has 21 staff working to promote equality and diversity
across all directorates. The roles of these staff vary, with some providing
equalities advice and performance management support, and others focusing on
specialist equality projects such as the Stephen Lawrence Centre, Diversity
Works for London and the Procurement Development Project.
A central equality and diversity team has been established to provide strategic
direction, performance management and equalities support to staff across the
agency. Internally, two new committees have been established to oversee the
delivery of equality and diversity. The Senior Management Equality Forum
(SMEF) is a director-level group that monitors progress against corporate
equality objectives and targets, and is responsible for the development of
directorate-level equality action plans. Recommendations from this group are fed
into the Corporate Investment
Panel and the Equality and Monitoring Review Group (EMERGE).
2004/05 saw the development of several significant equality initiatives for the
LDA.
• Development and publication of a Corporate Equality Framework, incorporating
an updated Race Equality Scheme, a revised Equality and Diversity policy, the
Equalities for All Best Value plan and an Equality and Diversity Strategy (to be
published in 2005/06).
• Development of a Corporate Equality Business Plan for 2005/06, supported by
division and directorate-level plans.
• Development of an Employment and Disability Strategy and progress towards
the development of a Disability Equality Scheme.
• Development of a draft Faith Engagement Strategy.
• Development of an enhanced EQIA process, fully integrated into the business
planning process.
• The launch of Diversity Works for London – a £10 million mayoral campaign
against discrimination in employment.
• Independent assessment to Level 4 of the ESLG (to be ratified by auditors in
June 2005).
• Launch of the Childcare Strategy and support for the creation of over 900 new
childcare places for low income families.
London Fire & Emergency Planning Authority (LFEPA)
LFEPA is dramatically changing its service delivery to create a safer London in a
way that reflects the needs and requirements of Londoners. Equality and
diversity considerations are an integral part of the 21st century fire service.
LFEPA seeks to mainstream equality into the systems driving and measuring
performance.
LFEPA continues to organise its equalities agenda through the Corporate
Management Board (chaired by the Commissioner), the Equalities Management
Board (chaired by the Deputy Commissioner) and a Member-level Human
Resources and Equality Panel (chaired by the Deputy Chair of LFEPA). Work is
progressed, monitored and reviewed through strategic mechanisms – the
Equality Action Plan, Race Equality Scheme, ESLG and EQIA.
Key achievements
• A 66 per cent increase in the number of operational staff from BME
communities since 2002.
• A 90 per cent increase in the number of women firefighters since 2002.
• The employment of the most senior female firefighter in the country (Station
Manager).
• Women make up 35 per cent of the organisation’s top managers (non-
uniformed).
• Delivering an innovative equalities training package, Training to Succeed, to all
staff in the organisation.
• An extensive consultation and engagement exercise with both the public and
staff on LFEPA’s second London Safety Plan.
Progress on key priorities
• Work is in progress to increase the number of operational staff from under-
represented groups. Targeted development and positive action will be used to
increase the proportion of BME staff and women at senior levels in the
organisation.
• LFEPA recognises non-union staff support networks for women, black and
Asian staff, LGBT staff and staff with disabilities.
• Following self-assessment, LFEPA has reached Level 3 of the ESLG.
• Steady progress is being made in relation to the carrying out of EQIA, and the
process remains part and parcel of the organisation’s modernisation
programme.
• This year, over 12,000 smoke alarms have been fitted as part of a programme
of home visits to advise older and vulnerable people on increasing their safety
from the risk of fire. More than 11,000 home fire risk assessments have also
been completed.
• Community Engagement Officers (CEOs) continue to work with BME groups,
disabled groups, older people and any other groups at risk. CEOs provide
specialist advice and practical support to borough-based colleagues engaged in
community fire safety work.
Metropolitan Police Authority (MPA)
The MPA recognises, and values, the cultural, emotional, moral, physical, sexual,
social and spiritual needs of London’s people and of its staff. It works to ensure
that its staff reflect the diversity of London and that the MPS both reflects and
respects London’s diversity in the way it polices the capital. It aims to challenge
prejudice and openly engage with London’s diverse communities on equal terms.
The MPA has put structures in place to deal with the recommendations of the
Morris Inquiry. A panel of MPA members is overseeing changes resulting from
the Inquiry’s scrutiny of MPS use of Stop and Search.
The MPA supports the work of the pan-London Race Hate Crime Forum, which
has, initially, concentrated on the work being done to combat race hate crime in
the top eight priority boroughs.
The MPA has worked with Greater London Action on Disability (GLAD) and
disabled Londoners, to develop a detailed policing agenda on the change they
would like to see to their police service. A conference was held on this subject,
the Disabled People and the Police – a new relationship report was published,
and the MPA is working to drive necessary change.
The MPA’s Equal Opportunities and Diversity Board is at the forefront of good
practice. Each meeting focuses on a particular diversity theme, and members of
the community are now able to play a full part in the discussion surrounding the
focus subject.
Among other achievements, the MPA has:
• adopted a comprehensive equality and diversity policy
• played its part in the implementation of Recommendation 61 of the Macpherson
Inquiry. Recommendation 61 states that all police stops should be recorded by
officers and a record of the stop given to the individual
• created the ‘Safer London Panel’ – a consultative panel of 3,000 citizens who
are representative of London’s diverse communities
• produced new guidance and templates, with associated training, to facilitate the
EQIA
• set up a Staff Equality Forum.
Metropolitan Police Service (MPS)
The MPS diversity strategy, delayed by the need to take account of the Morris
and CRE inquiries, will be launched later in 2005. The strategy will concentrate in
part on the importance of each police/public encounter, and the value of ‘key’
encounters in increasing trust and gaining intelligence, as well as the relevance
of critical incidents, management processes and strategic direction to equalities.
An overarching performance measurement framework will be implemented to
ensure delivery at every level. The MPS will continue to strive for a workforce
that reflects the diversity of London, and ensure that the way we treat our people
is fair and appropriate. There will be extensive consultation to ensure the strategy
is right.
The Diversity Directorate has been re-organised to:
• have a direct impact on all command units
• provide expert advice and guidance in respect of the six strands of diversity
• devise and implement community engagement opportunities
• measure performance across the MPS.
Key achievements
The MPS has already published a Race Equality Scheme and local, borough-
based, Diversity Strategy Action Plans. In 2004/05 we have:
• enhanced strategic relationships via independent advisory groups, 16 staff
support associations, LGBT and Traveller Liaison Officers and the Cultural and
Communities Resource Unit (CCRU)
• delivered community and race relations training, along with community
participation, to 40,000 staff
• employed the highest number of BME officers in MPS history, because of
Positive Action Central Team’s work
• completed race equality impact assessments on over 2,700 instructions into
156 policies
• prioritised hate crime so that borough-based crime and disorder strategies
include partnership working and information-sharing protocols. The MPS has
carried out high-profile investigations resulting in high numbers of arrests for
hate crimes. In addition, it has created Athena Sport – a programme which
deals with hate crime in sport via prosecution, youth diversion activities and
input into National Football Steward training
• recruited over 700 family liaison officers who are deployable for local, national
and international incidents
• developed third-party crime reporting sites, which have enhanced diverse
community relationships
• increased capacity for critical incident investigations.
Next year’s priority is to ensure that diversity-related strategic direction and
activity is consistently applied and co-ordinated across the entire organisation.
Transport for London (TfL)
TfL believes that transport is one of the most powerful mechanisms for tackling
social discrimination, imbalance and exclusion. It is committed to ensuring that
everyone who lives in, works in or visits London has a fair and equal chance to
access its transport services. To TfL this means promoting equal opportunity for
everyone, eliminating discrimination, and promoting good relations between
people of different racial groups, religious belief and sexual orientation.
TfL has implemented a major re-organisation of their equality and inclusion
function, completed in February 2005. The new structure provides managerial
resources covering planning, accessibility, strategy and policy, together with
delivery managers for surface transport, London Underground and rail and
corporate. TfL has set up two steering groups to address equality issues in
service delivery and in employment. These bring together senior and middle
management officers from across the businesses to monitor progress and
develop best practice.
Key achievements
• The Race Equality Scheme was reviewed and revised as part of TfL’s
continuous improvement process. The scheme sets out current standing and
mainstreams race equality good practice into TfL’s business activities for the
coming three years.
• TfL has made considerable progress and achieved Level 3 of the ESLG.
Independent Assessors have commended TfL for the comprehensiveness of its
policy framework.
• TfL have introduced an EQIA procedure which has been supported by training
workshops held for managers and staff across the organisation.
• Delivery of the London Underground Managing Diversity Competence
Programme (MDCP) has received highly positive feedback. The programme
seeks to build London Underground’s capability by developing managerial
competence in managing diversity. The MDCP has been recognised through
the prestigious Business in the Community Opportunity Now Awards in the
public sector category. London Underground has had considerable success in
raising the numbers of women train operators at London Underground, with the
overall percentage increasing from 2.6 per cent in 2002 to 6.6 per cent in 2004.
Our priority for the next year is to continue focusing on mainstreaming equality
and inclusion across TfL. The TfL Group Equality and Inclusion Team will work
alongside operational functions to deliver comprehensive equality programmes.
I began work at the Rape and Sexual Abuse Support Centre (RASASC) seven
years ago as a helpline volunteer. The calls we receive from survivors of rape
and childhood sexual abuse from all over the country can be devastating. Before
working for RASASC I had no idea of the extent and severity of the sexual
violence being committed against men, women and children, and my work on the
line opened my eyes to the huge numbers of people who have been subjected to
this heinous crime and their degree of suffering as a result.
RASASC is 20 years old this year, and has grown and matured thanks to our
dedicated team of female helpline volunteers and counsellors, who refiect the
diversity of London and provide a service which is second to none. With the
backing of Croydon Council and the Association of London Government, we
provide a free and confidential helpline, 365 days a year. We receive between
500 and 600 calls every month from survivors around the country, and we
counsel around 50 clients a week who live and/or work in south and east London,
Croydon and surrounding boroughs and from as far west as Kingston.
Now, in 2005, we will start to see male survivors and provide an advocacy
service giving clients who report these crimes support and information before,
during and after the trial.
Our core values are honesty, respect and empowerment for all survivors,
regardless of ethnicity, religion, sexuality, disability and socio-economic
background. By listening to our clients in a respectful, non-judgemental way, we
aim to give them the time and space to explore their feelings, take control over
their decisions and make informed choices about their future. We believe that by
breaking the ‘silence of violence’ they will feel less isolated and begin to value
themselves for the unique individuals that they are.
Yvonne Traynor, Chief Executive, Rape and Sexual Abuse Support Centre,
Croydon.
Helpline: 08451 221 331, counselling/office: 020 8683 3311
What Does Equality Mean To Me
My name is Ruby-Lee Hill. I am eight years old. I was born in London at
Westminster Hospital. I have a little brother. His name is Jaffa. He is not my real
brother – he’s my pet cat – but I pretend he is. My Mummy is from Russia and
my Daddy is from England. His mummy – my Nanny – is Irish, and ‘Baba’ – my
other Nanny – is Russian. I love my family. I love horses and want to have one
but my Daddy says they are too expensive.
Daddy asked me what equality means. I didn’t know so asked what equality
means and he explained that when things are fair they are equal, and when they
are not, then they are not equal.
Some children don’t have mummies and daddies they are sad and that is not
equal.
Daddy’s friends have no homes and live on the streets, they are sad and it is not
equal.
Some big kids pick on little kids – that is not equal and they are bad.
Greedy people are not equal because they do not share.
Ruby Hill
Appendices
Appendix 1
Equality impact assessments 2004/05: An analysis of impact and
recommended action
Strategy, policy or project
Capitalwoman 2005 conference
Purpose
The Capitalwoman conference is the key mayoral event about women in London
and builds upon a number of initiatives developed within the Mayor’s Office to
fulfil the Mayor’s statutory obligations to promote equality of opportunity. The
conference provides an opportunity for the Mayor and the GLA to engage directly
with a wide cross-section of women in London, identify their priorities and
facilitate consultation on current strategies and on a range of issues to improve
conditions in London and further women’s equality.
Impact identified
Positive impact on all equalities groups.
Issues raised in seminars feed directly into policy development and aim to
improve conditions in London and further women’s equality. Nearly 300 women
attended the first Capitalwoman and numbers have increased each year with
2,000 delegates attending the 2004 conference.
Strategy, policy or project
Complaints and comments policy
Purpose
That the public have the means in which to pass comment/complaint about the
authority. To ensure that any comments/complaints about the authority are dealt
with in an appropriate manner.
Impact identified
The complaints and comments policy has a positive impact on all groups as it
gives them the choice to make a complaint or a comment about the work of the
authority. By passing comment or complaint it can benefit all groups.
Change needed
Having the right access to make a complaint or comment will affect how many
people use the service form. Ninety one per cent of those returns had identified
themselves as white. It is, therefore, recommended that a review of the level of
access to the policy take place. The review will assess the levels of access
against the standards set out in the equalities toolkit and the accessible
communications policy
Strategy, policy or project
BV Review of Housing and Homelessness
Purpose
To evaluate how effective the GLA has been in:
• influencing the London Housing Strategy
•shaping the recommendations made by the London Housing Board to
government ministers on the allocation of the Single Housing Pot
•developing the work plan of the Housing and Homelessness Unit and the
projects it undertakes to deliver the London Housing Strategy to recommend
ways in which the work of the Housing and Homelessness Unit can be
improved in order to strengthen the GLA’s strategic role in Housing.
Impact identified
Positive impact for all equalities groups.
Change needed
The review should explore how the GLA can act as an ‘equalities champion’ in
both the development and the implementation of the London Housing Strategy in
the future.
Strategy, policy or project
London Childcare Strategy: Towards affordable good quality childcare for
all
Purpose
To increase the availability of quality childcare provision in London and to make it
more affordable by parents. It also seeks to promote family-friendly employment
practices to enable parents to balance work and family life.
Impact identified
Positive impact identified for all groups.
Enabling more women to work and increasing income. Increasing family income
and better work-life balance. Should benefit all parents, lift more children out of
poverty and give them a good start in early years. Designed to improve equal
opportunity to work, training and better start in life for all children.
Change needed
Some faith groups more likely to be poor. Need to ensure provision is culturally
sensitive. Bangladeshi and Pakistani families more likely to be on low incomes.
Specific proposal to look at suitability, availability and accessibility of provision for
BME groups. Disabled parents and parents of disabled children more likely to be
on low incomes. May lack informal help if isolated from family. Specific proposal
on role of informal care.
Strategy, policy or project
London Crack Cocaine Strategy
Purpose
To improve knowledge and understanding of crack cocaine in the capital. To
provide strategic overview of crack cocaine and its impact. To quantify nature
and scale of problem. To inform planning and co-ordination of efforts. To address
myths and stereotypes associated with crack cocaine.
Impact identified
Quantifying the nature and scale of problem for women. Recommendation of
service improvements for women. Highlighting disadvantages - promoting policy
changes to address these. Challenging stereotypes. Improving community
safety. Reducing fear of crime. Improving social inclusion. Promoting effective
prevention measures. Reducing crime and fear of crime. Promoting work.
Improving communications/community engagement. Improving knowledge and
understanding. Improving the lines of communication between BME communities
and the police, statutory agencies and voluntary sector.
Strategy, policy or project
London Assembly - 2004 Elections Review Committee
Review of 2004 combined elections
Purpose
To review and report with recommendations on the 2004 combined
GLA/European Parliamentary elections in London.
Impact identified
Positive impact identified for disabled people and older people.
The Committee invited disability rights organisations to provide views and
information. It received written views from a number of local NGOs and GLAD.
These views were fed into the Committee’s report and recommendations.
Change needed
Improving the design and wording of the ballot paper.
Strategy, policy or project
London Assembly Environment Committee
Renewable Energy scrutiny
Purpose
Investigate issues facing Londoners who wish to install renewable energy
generators in their home or business.
Make recommendations on future actions required to reduce barriers to
installation and improve support.
Impact identified
Possible negative impact identified.
If the Government and GLA chose to emphasise renewable energy rather than
energy efficiency with a resultant change in funding support this would
detrimentally affect poorer groups, especially certain minority ethnic communities
who live in poor quality housing, and the elderly. However the report will not be
recommending such a policy shift.
Change needed
By identifying, through the survey, attitude differences between socio-economic
or ethnic groups this could allow the Committee to form recommendations to
policy makers and implementers to address these differences and improve their
awareness and marketing work.
Strategy, policy or project
Green Light to Clean Power: The Mayor’s Energy Strategy
Purpose
To reduce carbon dioxide emissions from energy use in London, and to help
eradicate fuel poverty in London, in ways which contribute to wealth creation.
Impact identified
Positive impact identified for equality groups.
The principal direct social effect of the implementation of the strategy will be an
increase in the resources targeted at removing Londoners from fuel poverty. Fuel
poverty results from a combination of low income, poor-quality housing, and unit
energy costs that are higher for people unable to obtain credit-based billing.
Change needed
The London Energy Partnership will develop a fuel poverty programme for
London that will specifically investigate ways of increasing the funding available
for this work. The more resources that are invested, the greater the number of
people who will benefit from fuel poverty alleviation.
Strategy, policy or project
London Assembly - Environment Committee
Flooding scrutiny
Purpose
Investigate actions and policy to reduce flood risk in East London.
Identify climate change implications.
Make recommendations on future actions required.
Impact identified
Potential positive impact identified.
Development in the Thames Gateway is proposed to have a high proportion of
social housing. It must be ensured that the social housing is not
disproportionately at risk of flooding due to economic pressures leading to
inappropriate design and siting. Research will consider social housing as a
particular area for investigation. The report will explicitly consider this and make
appropriate recommendations if found necessary.
Change needed
If the scrutiny work demonstrates that some existing and future East London
residents in social housing will be put at risk due to inappropriate development in
the floodplain, then the scrutiny project may have a positive impact.
Strategy, policy or project
Free school visits to the Wetland Centre
Purpose
To provide free visits for London schoolchildren to the Wetland Centre in Barnes
from September 2004 to July 2007.
Impact identified
Positive impact identified for children and young people.
All London schools are targeted, with the emphasis on those in deprived areas.
Change needed
Independent schools will also be included when mailing schools with details of
the scheme; faith schools will therefore be included.
The Wetland Centre is fully accessible, and disabled children will be given the
opportunity to visit as part of the scheme.
Strategy, policy or project
London Assembly – Environment Committee
Hazardous Waste scrutiny
Purpose
Investigate issues for London arising from changes in legislation on hazardous
waste.
Make recommendations on improving current and future implementation.
Impact identified
Possible negative impact identified.
Aim is to address any problems with the implementation of the latest waste
legislation. Poor implementation will tend to create fly tipping of hazardous
substances. This is likely to differentially affect areas with poor fly tipping and
waste management enforcement. Historically this has been worse in certain
areas due to physical conditions of area and strength of local authority. This is
not thought to be directly linked to equalities groups but any repercussions will be
considered during the investigation.
Change needed
The report will call for strict enforcement of waste management legislation and it
is recognised that awareness of legislation may be lower in businesses where
the owner/operator has English as a second language. This will be considered
when drafting recommendations.
Strategy, policy or project
Older Persons’ Resource Facility
Purpose
To provide a resource to develop the Mayor’s programme of engagement with
older people and support older persons’ groups in taking part in the engagement
process.
Impact identified
Positive impact identified for older people.
Project aimed at improving services for older people.
Change needed
Part of the role of the project officers will be to maximise representation of black,
Asian and other minority ethnic elders and organisations.
Strategy, policy or project
Olympic Torch Relay
Purpose
London’s participation in the global Olympic Torch Relay project aims to:
• support the Olympic Games movement and the 2004 Athens Games in
particular
• provide a showcase for London’s diversity and also its historic and modern
iconic sites, thereby promoting national and international tourism and events
• encourage a ‘feel good’ factor in London.
Encourage universal support for London’s 2012 Olympic bid.
Impact identified
Positive impact identified for all equalities groups.
Negative impact identified.
Wherever possible the diverse communities of London are represented in the
project ie gender, race, disability and age. This includes for the community
torchbearers, celebrity, Olympian and sports celebrity torchbearers and for escort
runners.
Initial plans for community events are for an African-Caribbean carnival style
event for Windrush Square, and events encompassing the theme of world
villages for the Island Gardens and Cutty Sark Gardens sites, and local
community celebrations for Brick Lane and China Town.
Change needed
Jewish people will be unable to attend the event because it is their Sabbath. It is
not possible to change the date of the relay to ensure that it does not impact on
the Jewish community. The date was dictated by Athens 2004.
Strategy, policy or project
BV Review of GLA activity to promote health improvement and reduce
health inequalities
Purpose
To evaluate the effectiveness of the GLA in identifying potential health impacts
and promoting health improvements throughout its activities and to recommend
ways in which this could be improved in the future.
Change needed
Need to ensure views are obtained from all groups, rather than relying on those
that are most vocal.
Need to recognise and be explicit that maximising impact of health outcomes
may mean that the needs of some groups are prioritised. Also that the approach
taken may confiict with some cultural norms (eg adopting a harm reduction
approach to alcohol and drugs).
The review will examine the impact of poverty and will need to associate this with
considering the equalities target groups.
Strategy, policy or project
London Assembly - Health and Public Services Committee
Scrutiny on Young People’s Sexual Health - Access and Information
Purpose
Highlighting best practice in the provision of sexual health services, information
and advice to young people.
Examining the provision of information on sexual health to young people.
Examining young people’s access to sexual health services.
Impact identified
The challenge of providing sexual health services for young people will be
considered, with the aim of identifying how these could be better provided.
The scrutiny will consider ways in which both sexual health promotion and sex
education might be made more relevant and accessible for young people,
especially those young people who are not at school or in an educational setting.
This will include settings such as faith groups, home schooling, supplementary
schools and other community organisations.
The scrutiny will highlight best practice in the provision of sexual heath services
and sexual health promotion for young people, with the aim of influencing how
these are designed and provided.
Change needed
The scrutiny will make recommendations on how sexual health services for
young people, and the provision of information and advice, could be improved.
The scrutiny will take into account the needs of equality target groups.
It will do this by asking specific questions about the needs of these groups and
by asking these groups for contributions to the scrutiny.
Strategy, policy or project
Supplementary Planning Guidance – Accessible London: Achieving an
Inclusive Environment
Purpose
To give detailed advice and guidance to London borough planning authorities
and others on the policies in The London Plan on promoting an accessible and
inclusive environment.
Impact identified
Disabled people will benefit more than any of the other groups as they generally
experience greater inequality as a direct result of an inaccessible environment.
Many older people will also benefit to a greater degree than other groups for the
same reason as disabled people.
Change needed
Greater direct involvement and consultation with particular groups, such as
people with learning disabilities who are generally more excluded, may improve
the advice given. Further work is likely to be undertaken in the future anyway as
part of implementing and monitoring the advice, particularly with disabled people,
for example through the London Access Forum. The SPG will be reviewed in two
to three years’ time (after The London Plan is reviewed and to update the
guidance following expected changes in government policy and planning and
building regulations), which will provide another opportunity to consider
stakeholder involvement and more detailed consultation with particular groups.
Strategy, policy or project
Supplementary Planning Guidance – Meeting the Spatial Needs of
London’s Diverse Population
Purpose
The purpose of the work is to identify the key spatial issues faced by each of the
groups identified in the list below. The SPG provides further guidance for the
boroughs on integrating the needs of constituent groups into the preparation of
UDPs. The SPG also identifies best practice examples relating to developments
that have addressed the needs of target equality groups; and appropriate
methods for engaging target equality groups in the planning process.
Impact identified
The SPG is intended to provide guidance on ways the built environment can be
improved to ensure equality of opportunity to all Londoners and therefore
simultaneously improve community relations.
Strategy, policy or project
St Patrick’s Day
Purpose
The GLA support for a London St Patrick’s Day celebration aims to:
• celebrate the contribution of London’s Irish community and those of Irish
descent to the culture, economy and social life of the city
• showcase Irish and London Irish culture, music, dance, crafts, food etc
• promote the positive benefits of London’s diversity and community integration
• encourage a ‘feel good’ factor in London.
Impact identified
The event celebrates the contribution of Irish people to London and the UK.
Perceptions of the contribution of the Irish community to London improved. Irish
community given greater confidence to take up discrimination.
Change needed
We are working to ensure a wider engagement of other minority communities
with the St Patrick’s Day events.
Strategy, policy or project
London Assembly - Culture, Sport and Tourism Committee
Scrutiny of tennis in London
Purpose
The Committee set out to investigate:
What is being done, and what more should be done, by sporting bodies and local
authorities to capitalise on the enthusiasm Wimbledon generates to increase all
year round tennis participation.
How much is spent on tennis facilities, coaching, promotion and outreach in
London.
What are the barriers (real and perceived) to playing tennis in London.
Strategy, policy or project
London Assembly - Environment Committee
Water supply and usage scrutiny
Purpose
Investigate water supply and usage in London and make recommendations on
future actions required to improve sustainable water management.
Impact identified
The aim of the scrutiny is to raise the issue of unsustainability of increasing water
demand in London and the need to address this. The scrutiny aims to influence
water management companies and policy makers to consider sustainability and
environmental repercussions more effectively.
Any demand management measures that use pricing to control use may
differentially affect poor households, which brings in other equalities issues due
to the types of households that have low incomes. Installation of water use
meters may differentially affect large households. Water pressure reductions
proposed by water companies will disproportionately affect dwellers in high-rise
flats and multiple occupancy conversions, which is likely to have equalities
repercussions. Research and any recommendations will consider these issues.
Strategy, policy or project
Setting the Mayor’s budget
Purpose
To produce a budget which carries forward the Mayor’s priorities.
Impact identified
The budget is unlikely to reduce any front line services for equality groups;
however, each functional body is not yet able to fully demonstrate that equality
considerations underpin their resource allocation mechanisms. Until they are in a
position to do this we cannot demonstrate that any positive impacts on equality
groups are maximised.
Strategy, policy or project
The Londoner
Purpose
To improve communication and provide public information for Londoners about
the GLA group policies and services via publication of a regular GLA group
newsletter.
Impact identified
Coverage of childcare, employment and public safety issues etc. Reports of
Asian cultural events (includes Mela as well as events tied to Eid, Diwali etc);
coverage of Asian businesses; use of diverse images; articles about faith.
Translations available in Hindi, Bengali, Urdu, Gujarati, Punjabi. Coverage and
support for cultural diversity; respect festival; Notting Hill Carnival; Black History
Month; use of diverse images; articles supporting equal opportunities; St
Patrick’s day coverage; reports of Chinese New Year celebrations, Rosh
Hashanah, Holocaust Memorial Day etc; translations available in Chinese,
Vietnamese, Arabic, Turkish, Greek. Coverage of disability rights festival; articles
highlighting disability issues; availability in Braille, large print and audiotape.
Coverage of gay rights at work, cultural events etc. Info on Pension Credit
hotline, how to get Freedom Pass etc. Features on childcare; Sure Start
children’s centres; info on fares for children and young people; Totally London
events for half-term, summer holidays etc. Series of features on faith groups.
Appendix 2
Equalities-related budget expenditure 2005/06
Total Equalities Training Service
£000 staff costs and delivery
£000 other £000
internal
£000
GLA
Recruitment advertising 120 120
(estimated targeted spend)
Training 82 82
Internships and student placements 89 89
Language printing and Braille and 120 120
tape translation
Equalities reports and strategy 99 99
Conferences 229 229
respect festival 283 283
Notting Hill Carnival 215 215
Culture strategic equalities 135 135
expenditure
Other culture events 728 728
Domestic violence 75 75
Civic Forum 95 95
London Zoo children’s project 580 580
Other policy and partnerships 501 501
project expenditure
Improving building access 1,000 1,000
Children’s and Young Peoples Unit 100 100
Human rights 100 100
Stakeholder engagement 338 338
Staffing (inc pension and NI) 290 290
Total 5,179 290 1,390 3,499
Total Equalities Training Service
£000 staff costs and delivery
£000 other £000
internal
£000
LDA
Staffing 338 338
Training 64 64
Positive action - MBA interns programme 340 340
Recruitment 48 48
Improving building access 65 65
Bernie Grant Centre 1,200 1,200
Talawa Theatre 1,250 1,250
Disadvantage to opportunity in NW 1,059 1,059
Croydon
White City Opportunities 1,206 1,206
Objective 3 funding 4,080 4,080
Other equality expenditure 18,905 18,905
Total 28,555 338 517 27,700
Total Equalities Training Service
£000 staff costs and delivery
£000 other £000
internal
£000
LFEPA
Equality Services 320 320
Positive Action Team 279 279
Community Engagement Team 234 234
Staff groups 20 20
Equalities-related training 120 120
Recruitment 400 400
Cultural events 10 10
Training to succeed 590 590
Facilities for women firefighters 500 500
Free smoke alarms and helpline 135 135
Free home fire risk checks 463 463
Buildings access 400 400
Tower Hamlets and Islington LIFE 58 58
project
Arson Reduction Team 316 316
Prince’s Trust 350 350
Juvenile firestarters 131 131
Total 4,326 1,423 1,450 1,453
Total Equalities Training Service
£000 staff costs and delivery
£000 other £000
internal
£000
MPA
Staff 267 267
Training 25 25
Targeted recruitment 20 20
Staff events 2 2
Disability policing agenda 20 20
Race equality scheme 30 30
Race Hate Crime Forum 58 58
Buildings and facilities 10 10
Service Improvement Plan 20 20
Equality Standard 30 30
Women’s safety 20 20
Women’s faith and trans communities 70 70
Recommendations 61of Lawrence Report 50 50
Translation, interpretation and other 18 18
formats
Safer London Panel 85 85
Sponsorship and contingencies 70 70
Total 795 267 137 391
Total Equalities Training Service
£000 staff costs and delivery
£000 other £000
internal
£000
MPS
HR, recruitment, training
Positive action team 979 979
Employee tribunal and grievance 345 345
unit
Recruitment 1,341 1,341
Directorate of Organisational 418 418
Learning
Diversity Directorate 2,060 2,060
Corporate positive action 1,058 1,058 1,058
Diversity training strategy unit, 1,215 182 1,033
press officers and training
CRR training staff 1,297 1,297
Other staff 445 445
Staff on costs 1,332 1,332
Buildings access 2,600 2,600
Associations and advice
Associations 340 93 247
LGBT group 70 70
Independent advisory group 113 113
Operational
Community service units 35,724 35,724
Liaison officers 7,214 7,214
Safer schools 10,375 10,375
Operation Trident/Trafalgar 26,492 26,492
Youth and Community Development 11,869 11,869
Homeless Project 693 693
Project Sapphire 19,639 19,639
Clubs and Vice Unit 5,288 5,288
Operation Jigsaw 686 686
Cultural and Community Resource 195 195
Unit
Child abuse investigation 33,957 33,957
Operations Maxim and Reflex 1,402 1,402
Interpreter’s fees 7,058 7,058
Reinvestigations team 5,498 5,498
Other Diversity directorate external 6,297 6,297
teams
Publicity campaigns 690 690
Arrest referral scheme 630 630
Total 187,320 7,151 6,462 173,707
There are different views about equality, and I believe the meaning is very
simple. But who is the equal person and who is not? Every one of us would like
to be considered equal, as this would make our lives content. In my little and big
world I am certain that this word ‘equality’, which fills one’s mouth when said,
simply does not yet exist. I came to this conclusion after taking into consideration
my life and what it has offered to me, the person I am so far. The economy we
are living in, the religions, the education and every way we live our lives are what
make us different and at the same time sets us apart.
As a gay man things are not made easy. This is a fact: that if acceptance of
difference is not accepted from the beginning then neither is equality. You see,
for my individuality I have had to pay with both physical and mental pain and
scars which are constant reminders. My name is Mauro. When I first came to the
London, I was a young professional man and was very excited and looking
forward to my new life here, full of energy and optimism. I always believed that if
you didn’t like the way things were, you could easily change them. My life and
perception of it soon altered when disaster struck on 30 April 1999, and from that
date many other things have changed. Life-changing and life-threatening
situations are not just instances you see on ER. I found myself in the Admiral
Duncan bar socialising, enjoying being a gay guy who was out enjoying himself,
happy with his life. Seconds later my life would change forever. Now my body
bears testament to the signs caused by hateful discrimination, visible on my skin
and bones. I consider myself very lucky though, because death was there, right
next to me. It has always been very difficult to accept this pain, especially when
you consider that it was not an accident but was an act of hatred. I am still
shocked and finding it difficult to reconcile my life but I do so in daily instalments,
while wishful that a day will come when equality prevails.
Equality means justice and yet I and the others who suffered from society’s
inequality have seen little if none – but I live in hope that change will come and
we will one day see each other as equals. I will never be the same again, and my
recovery is a slow and painful process, but I make myself happy with the
knowledge that I am not alone, and this gives me the strength to carry on.
Mauro Mazzon
What Does Equality Mean To Me
I’m Majed Yassine and my background is originally from Lebanon. I was
educated in Lebanon, then continued at Middlesex University. I have studied
Design and Technology. I have spent all my life working and studying. I am a
family man with four kids – three boys and one girl. I have lived in London for the
last 17 years. I was growing up in a war situation, that’s what made me leave
Lebanon and look for another place to live peacefully. I’m proud to be in London
– it is multicultural, and we are living a very good quality of life here.
What equality means to every person is to live in a peaceful country, where you
are not afraid from being Muslim, Christian or Hindu. If you work hard, you earn
the money you deserve. If you are sick, you are not going to die, because there
is a good system, and a good council looks after you. I find strange things in
London – like all religions and all cultures living together: Jews and Lebanese
people, Chinese, Japanese, Koreans, Americans and Afghans. I always ask
myself why we live in London in a good relationship between each other - and
why we cannot do the same in our original country. I believe we need to thank
God, who is blessing this country and makes living peaceful. We also need to
thank every man and woman working hard for peace in this country and in
London, showing the whole world how all cultures can live together in a peaceful
manner and without any hate or selfishness. All countries should follow London’s
good example. There is no more black or white, but all people want a good life in
a good environment. This country gives all of us opportunities - no matter who
you are or from where you are. Every person willing and able to work to earn his
living gets his chance in life.
I am at the moment establishing a new business in central London, Edgware
Road. It is a very good community. We should all love London and do our best to
support our community, by money, physically, by paying attention and listening to
everybody, by helping children, by helping the elderly. The last thing I want to
say: I’m proud to serve London and happy to live in London and on the top of
that, I’m very lucky to have a business in London, even if I’m losing quite heavily.
Other formats and languages
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please contact us at the address below:
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