Equality, Diversity & Inclusion

Sandwell Council has made good progress against its published Equality Objective. In January 2026, the council implemented its first Equality, Diversity and Inclusion Strategy 2026-2029, Unity through Inclusion, providing a clear framework for improving equality outcomes, tackling inequalities and embedding inclusion across the organisation. The strategy is also underpinned by the Equality Framework for Local Government (EFLG), which is being used as the Council's improvement framework to assess progress, strengthen performance and drive continuous improvement in equality, diversity and inclusion. Through the implementation of the EDI Strategy and continued application of the EFLG, the council is progressing its commitment to embedding equality within service delivery, workforce practices and organisational culture.

Building on the EDI Strategy, the Council has developed an ambitious EDI Forward Plan that translates the strategy's vision into a programme of practical actions and measurable outcomes. The Forward Plan sets out clear priorities to strengthen equality, diversity and inclusion across the organisation and the borough, including improving equality data and insight, enhancing governance and accountability, supporting inclusive leadership, strengthening staff networks, embedding Equality Impact Assessments, increasing learning and development opportunities, and driving progress through the Equality Framework for Local Government. Together, the EDI Strategy and Forward Plan provide a structured approach to delivering meaningful and sustainable change while supporting the council's ambition to achieve excellence in equality and inclusion.

Priority Actions and Measurable Outcomes

Our Equality Objective is supported by a range of specific actions within the Council's EDI Forward Plan. These actions will help strengthen inclusion, improve outcomes and drive progress against our commitment to equality, diversity and inclusion.

1. Strengthen EDI governance and accountability by embedding an EDI Strategic Board and ensuring representation from a broad range of service areas across the Council.
2. Improve and expand the Council's EDI learning offer by developing and delivering a programme of learning and awareness activities to increase understanding of equality, diversity, inclusion and the Public Sector Equality Duty across the workforce.
3. Support workforce inclusion through the implementation of an Inclusion Passport, providing a consistent approach to workplace conversations about adjustments, wellbeing, disability, long-term health conditions and other individual needs, helping employees to thrive at work.
4. Improve insight and evidence-based decision making by strengthening the quality of Equality Impact Assessments and improving systems to embed these processes within decision-making across the Council.
5. Update the Council's Equality Objective by commencing a review of the current published Equality Objective towards the end of 2026. This work will involve engagement with key stakeholders and the development of an updated Equality Objective that reflects the ambitions of the EDI Strategy 2026-2029, the EDI Forward Plan and the council's ongoing commitment to continuous improvement through the Equality Framework for Local Government.