Good practice EDI principles, governance policies and procedures
In 2024, the council commissioned OLMEC to lead training on Good Governance and Equity, Diversity, and Inclusion with neighbourhood forums in Westminster.
As part of this commission, OLMEC provided advice on equalities, diversity, and inclusion (EDI) principles for neighbourhood forums and helped develop seven equalities, diversity, and inclusion good practice principles.
Olmec also identified seven good practice policies and procedures for designated neighbourhood forums.
Equalities, diversity, and inclusion (EDI) good practice principles
Equalities diversity and inclusion strategy
Equalities Diversity and Inclusion (EDI) strategy sets the foundation for a fair and inclusive organisation. It ensures that policies, practices and initiatives promote equal opportunities for all individuals, regardless of their background. By embedding EDI principles into every aspect of operations, organisations can create an environment where diversity is valued, inclusion is actively promoted, and equality is maintained as a core principle.
The legal context of EDI strategies is the Equalities Act 2010 and the 9 protected characteristics of disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.
The development of an EDI statement and strategy does not have to be prohibitively time consuming. For example, adoption of Olmec’s EDI Principles can short circuit the process in the same way that the & Nolan Principles of public life have been adopted. It is key to attach strategic goals to an EDI statement in order to create meaningful change for example levels of representation in leadership, services that reach and meet the needs of communities and demographics within them.
Regular annual training programmes can form part of an EDI Strategy. EDI training ensures that neighbourhood forum steering groups understand the importance of diversity and inclusion and are equipped with the skills to contribute to an inclusive working environment. These programmes should cover topics such as unconscious bias, cultural awareness and inclusive leadership. By making training an annual commitment, organisations can reinforce EDI principles and adapt to evolving societal expectations.
Race equality strategy
A dedicated race equality strategy helps to address systemic racial disparities within an organisation. This involves identifying barriers to racial equity, implementing policies that support underrepresented groups and ensuring that employees from diverse racial backgrounds have equal opportunities to progress in their careers. By focusing on race equality, organisations can foster a more inclusive and representative organisation.
For Designated Neighbourhood Forums, simple race equality strategic targets could include race and ethnicity leadership percentage target of for example 30%, wider membership targets that reflect the race and ethnicity of the neighbourhood area, and programmes designed to increase take up by the community.
It is key to underline that race equality strategies are not in competition with other EDI strands such as gender, sexuality or disability and are developed in order to address specific race and ethnicity disparities.
Organisational culture reflecting our communities
A diverse leadership team within a neighbourhood forum is a key indicator of an inclusive organisation. By ensuring that decision-makers reflect the communities they serve, forums can bring a wide range of perspectives to strategic discussions. A culture of inclusivity at the highest levels of leadership fosters innovation and creates an environment where diverse voices are valued and heard and are central to decision-making. In the context of neighbourhood planning and public services in a complex and ethnically diverse borough like Westminster this has to be an imperative. Conversely, if leadership and decision-making is drawn disproportionately from any demographic it is likely that the views, perceptions, insights, knowledge and needs will be marginalised.
Operational targets and measurements
To track progress and ensure accountability, neighbourhood forums must set clear operational targets and measurements related to EDI goals. These may include metrics on diverse community engagement, representation within leadership, inclusivity in decision-making processes, and feedback from local residents on accessibility and participation in forum activities. Regular monitoring and reporting on these targets help organisations to identify areas for improvement and make data-driven decisions that advance inclusion and diversity.
Olmec has designed time efficient methods of gathering equalities data as the basis for developing targets and measuring progress.
Building a narrative with stakeholders and community
Engaging in open and meaningful dialogue with stakeholders and the wider community is crucial to building a truly inclusive culture. Creating platforms for discussion, such as stakeholder consultations and community engagement events, allows for shared learning and collaborative problem-solving. These conversations help to align organisational goals with the needs and expectations of all involved parties.
The development of neighbourhood plans, consultations and the innovative programme that Designated Neighbourhood Forums develop are fertile ground for good practice in this area.
It is clear that Soho Neighbourhood Forum has carried out extensive consultation and delivered some excellent programmes such as Soho Comes Clean, Caught Short, and the Soho Street Heritage Project, all of which can be built on.
Positive healthy and safe working environments
A supportive and respectful culture is fundamental to well-being and productivity in any setting. Developing inclusive culture does not need to be onerous or time consuming but simply built on a commitment to EDI principles.
Neighbourhood forums can implement policies and practices that prevent discrimination, harassment and bullying while promoting mental health and creating a positive and inclusive working environment.
Partnerships with voluntary and community organisations and race sector organisations
Partnering with voluntary and community organisations can help neighbourhood forums ensure diverse and inclusive participation in local decision-making by widening access to plan making opportunities for underrepresented groups. By working collaboratively, forums can engage underrepresented groups, support leadership development within the community, and create pathways for greater involvement in neighbourhood planning.
Designated Neighbourhood Forums can promote opportunities for community leadership through organisations like One Westminster and develop relationships with Westminster City Council and Olmec, drawing on existing initiatives.
Race sector organisations play a vital role in addressing racial inequalities and advocating for fair representation. By engaging with these organisations, neighbourhood forums can meet EDI objectives, strengthen community ties and help drive meaningful change in diversity.
Soho Neighbourhood Forum and the Forum of Forums are well placed to develop relationships through Olmec, who have been a key player in the sector since 2003.
Good practice governance policies and procedures
Conflict of interest policy
This policy ensures that personal or professional interests do not improperly influence decisions within the organisation. It requires individuals to disclose any potential conflicts and outlines procedures for managing them transparently. The aim is to uphold fairness, integrity, and accountability in all activities and decision making.
Code of conduct
The code of conduct sets out the expected standards of behaviour for all individuals within the organisation. It promotes professionalism, respect, and ethical practices, ensuring a positive and inclusive working environment. It also outlines the consequences of misconduct and provides guidance on handling concerns.
Complaints and grievance policies and procedures
This policy provides a clear process for raising and resolving complaints or grievances in a fair and timely manner. It ensures that concerns are taken seriously and addressed appropriately, promoting transparency and trust. Employees, service users, and stakeholders can use the procedure to seek resolution in a structured way.
Safeguarding policy
The safeguarding policy protects the welfare of children, vulnerable adults, and all individuals interacting with the organisation. It sets out responsibilities, reporting procedures, and preventive measures to ensure a safe environment. Everyone involved must be vigilant and act on concerns to prevent harm and abuse.
Equality, equity, diversity, inclusion or equal opportunities policy
This policy promotes fairness, respect, and equal access to opportunities for all, regardless of background or characteristics. It aims to eliminate discrimination, foster an inclusive culture, and support diversity within the organisation. By ensuring equitable treatment, it helps create a welcoming and supportive environment for everyone.
Financial policy
The financial policy establishes clear guidelines for managing the organisation’s finances responsibly and transparently. It covers budgeting, expenditure, reporting, and accountability to ensure compliance with legal and ethical standards. The policy helps safeguard financial integrity and sustainability.
Confidentiality and data protection policy
This policy ensures that personal and sensitive information is handled securely and in compliance with data protection laws. It outlines how data is collected, stored, shared, and protected to maintain privacy and confidentiality. The policy helps build trust by safeguarding information and ensuring responsible data management.