The Equity, Equality, Diversity & Inclusion Sub-Committee were scheduled to discuss the City of London Police's EDI strategy, proposed changes to the sub-committee's terms of reference, and the Social Mobility Employer Index results. Verbal reports were also expected from the Equalities Director and the Director of Campaigns and Engagement.

Social Mobility Employer Index

The sub-committee was scheduled to receive a report from Dionne Corradine, Chief Strategy Officer, regarding the City of London Corporation's performance in the 2025 Social Mobility Employer Index (SMEI).

The report noted that the City Corporation achieved its highest ever ranking of 24th out of 140 entrants, which is also the highest ranking ever achieved by a local authority since the SMEI began. This was a climb of 34 places since 2024, and 62 since 2023.

The report stated that feedback from the Social Mobility Foundation identified strengths in pre-18 outreach, attraction and post-18 outreach, and external advocacy. Areas identified for improvement were recruitment and selection, routes into employment, data collection, pay progression and retention, and culture and internal advocacy.

The report also included a table showing the SMEI feedback by section:

The report noted that several recommendations from the 2024 amber areas were echoed in the 2025 feedback and were already included in the draft action plan.

City of London Police EDI Strategy

The sub-committee was scheduled to receive a report from the Commissioner of Police, summarising the City of London Police's (CoLP) Equity, Diversity and Inclusion (EDI) Strategy since its launch in July 2024. The report noted that the CoLP EDI Strategy 2024-2027 was launched following extensive consultation and makes a series of commitment statements to run over the next 3 years under 4 key themes:

• Our People - increasing diverse representation, improving standards and ethics, driving inclusive leadership and individual accountability, creating an equitable working culture and delivering zero tolerance on behaviours which compromise this.
• Our Policies and Processes - ensuring they are equitable, accessible, inclusive and informed through diverse representation of our police and by independent scrutiny.
• Our Public - building and sustaining authentic engagement with communities to ensure their confidence in policing.
• Our Partners - leading by example in building inclusive relationships and fostering innovative collaboration.

The report stated that the strategy enhances what currently exists by creating a structure around the '4P headings', along with defining the CoLP's future direction and how they will measure success.

The report also detailed progress made since the EDI Strategy launch, including:

• Ongoing delivery and evaluation of the 'Our People' Inclusivity Programme (mandatory 2 modules per year for all staff).
• Review of Staff Networks and Associations, including governance and dedicated time.
• 'Silver' accreditation awarded by 'Inclusive Employers'.
• Maintaining statutory duties, including publication of the Public Sector Equality Duty¹.
• Refresh of the Youth Independent Advisory Scrutiny Group (YIASG) and ongoing delivery of the Adult IASG.
• Co-ordination of the forcewide Police Race Action Plan and Violence Against Women and Girls Action Plan.
• Roll out of 'cultural audits' and creation of a forcewide cultural audit toolkit.
• Review of some key policies, identifying and addressing gaps in Equality Impact Assessments².
• Delivery of a Positive Action Learning Sets scheme to ethnic minority staff and officers.
• Delivery of EDI training to the Senior Leadership Team (via Exeter University).
• Hosting the National Black Police Association Conference in October 2025 for over 400 delegates.

The report also noted challenges and mitigation, including evaluation, measurement, and responding to events.

Amendments to Terms of Reference

The sub-committee was scheduled to consider a report from the Town Clerk regarding proposed amendments to the sub-committee's terms of reference. The report noted that in September 2025, the Policy & Resources Committee granted approval to change the name of the sub-committee to the Equity, Equality, Diversity & Inclusion Sub-Committee. However, the terms of reference did not reflect the inclusion of the term 'equity'.

The report recommended that the sub-committee agree to the proposed changes to ensure consistency with the EEDI work already underway.

Verbal Reports

The sub-committee was also scheduled to receive verbal reports on the following topics:

• Faith in the City, from the Director of Campaigns and Engagement
• EEDI Strategic Framework, from the Equalities Director
• Culture Strategy, from the Equalities Director
• Statues, from the Equalities Director
• TTEAP - Transatlantic Traffic of Enslaved African People, from the Equalities Director