The Equity, Equality, Diversity & Inclusion Sub-Committee is scheduled to meet on Wednesday 17 June 2026. The meeting's agenda includes updates on the Barbican's Equity, Diversity and Inclusion Strategy, the findings of a staff engagement survey, and discussions on gender, ethnicity, and disability pay gaps.

Barbican Equity, Diversity and Inclusion Strategy Update

The Sub-Committee is scheduled to receive an update on the Barbican's Equity, Diversity and Inclusion (EDI) Strategy. This strategy, launched in February 2023, aims to foster a more inclusive and equitable culture at the Barbican. The report notes that while significant progress has been made, with 26 out of 35 EDI competencies met, challenges remain in areas such as general learning and development, recruitment practices, and wellbeing, largely due to resourcing within the People, Culture and Inclusion (PCI) team. The Barbican is aiming to meet 31 out of 35 competencies by the end of 2026, with the remainder expected to be achieved by the end of 2027. Key achievements highlighted include the successful delivery of anti-racism line management training and the development of Barbican Workplace Adjustments Guidance.

Staff Engagement Survey: EEDI Integration and Proposed Timing

A report is scheduled to be presented on the integration of Equity, Equality, Diversity, and Inclusion (EEDI) considerations into the upcoming staff engagement survey. The survey, originally planned for Spring 2026, has been deferred to late Autumn 2026 to avoid overlap with significant organisational changes, such as the implementation of SAP SuccessFactors and Ambition 25. The deferral aims to support a more effective and meaningful survey exercise. Work is underway to ensure EEDI is fully embedded in the survey's design, delivery, and analysis, moving beyond discrete EEDI questions to a more integrated approach. This includes reviewing and refining survey questions, establishing a working group with EEDI representatives, and developing a communications plan to encourage participation.

Gender, Ethnicity and Disability Pay Gaps (March 2025 Snapshot)

The Sub-Committee is scheduled to review the City of London Corporation's Gender, Ethnicity, and Disability Pay Gaps as of March 2025. The report indicates that the Corporation has a minimal gender pay gap, with the median remaining at 0.0% and the mean decreasing to 3.5%. The ethnicity pay gap has also narrowed, with the median binary gap reducing to 2.2% and the mean to 5.6%. The disability pay gap shows a median of 0.0% and a mean of 5.9%. The report highlights that incomplete demographic disclosure, particularly for ethnicity and disability, continues to limit the interpretability of some findings, and increasing confidence in voluntary self-reporting is a strategic priority. The City Corporation is committed to continuing to reduce pay gaps and is preparing for upcoming legislation that will mandate ethnicity and disability pay gap reporting.

Equity, Equality, Diversity and Inclusion Performance Indicators, Including Annual Report

This item is scheduled for discussion and will outline the proposed Equity, Equality, Diversity and Inclusion (EEDI) performance measures for the City of London Corporation. These measures are aligned with the EEDI Strategic Framework, the City Corporation's Equality Objectives, and statutory reporting requirements such as the Public Sector Equality Duty and Pay Gap Reporting. The proposed measures are to be developed in three phases, starting with leadership, data, performance, and workforce engagement in 2026. The report also proposes a revised scope for the next Annual Equality Report, aiming to streamline content, sharpen purpose, and strengthen insight to ensure it is used more effectively for decision-making.

City Belonging Project / Faith in the City

A verbal report is scheduled to be heard regarding the City Belonging Project and its connection to Faith in the City. The City Belonging Project aims to foster a sense of inclusion and connection within the City. The discussion is expected to cover progress made in building relationships with City schools, following student feedback on staff and teachers' ability to discuss challenges related to faith. The report may also address the formalisation of processes for appointing Member Champions to relevant networks within the project.

Culture Strategy and Blue Plaques Review

A verbal report is scheduled to be heard from the Head of Profession (Culture) concerning the Culture Strategy and a review of Blue Plaques. This discussion is expected to cover the City of London Corporation's approach to culture and heritage, including the criteria and process for the installation and review of Blue Plaques, which commemorate significant individuals and events associated with specific locations.

Transatlantic Traffic of Enslaved African People

A report from the Deputy Town Clerk is scheduled for discussion concerning the Transatlantic Traffic of Enslaved African People. This item is likely to explore the historical context and legacy of this period, and its relevance to the City of London Corporation's ongoing work on equity, equality, diversity, and inclusion.

Antisemitism Update

A verbal report from the Chief Strategy Officer is scheduled to provide an update on antisemitism. This will likely cover current issues, initiatives, and strategies being undertaken by the City of London Corporation to address antisemitism and promote understanding and tolerance.

Supreme Court Ruling on the Definition of Sex

A verbal report from the Comptroller and City Solicitor is scheduled to address the Supreme Court ruling on the definition of sex. This discussion will likely explore the implications of the ruling for the City of London Corporation's policies, practices, and legal obligations concerning sex and gender identity.