The Equity, Equality, Diversity & Inclusion Sub-Committee of the City of London Council met on Wednesday 17 June 2026 to discuss a range of topics aimed at advancing the council's commitment to these principles. Key discussions were scheduled to cover the Barbican's Equity, Diversity and Inclusion Strategy, staff engagement survey integration, and an update on gender, ethnicity, and disability pay gaps.

Barbican Equity, Diversity and Inclusion Strategy Update

A report from the Barbican Interim Chief Executive Officer was scheduled for information, outlining the progress of the Barbican's Equity, Diversity, and Inclusion (EDI) Strategy. Launched in February 2023, the strategy aims to embed EDI principles across the Barbican's operations. The report indicated that the strategy was in its latter implementation phases, with progress noted in areas such as anti-racism line management training and the development of workplace adjustments guidance. However, the report also highlighted that progress on certain EDI competencies had been slower than predicted, largely due to resourcing within the People, Culture and Inclusion (PCI) team. It was anticipated that the majority of remaining incomplete competencies would be addressed through the delivery of the PCI Strategy and a new Operating Model throughout 2026/27. The report noted a decrease in Barbican EDI risk levels due to progress made.

Staff Engagement Survey: EEDI Integration and Proposed Timing

The Sub-Committee was set to receive information regarding the upcoming staff engagement survey. The survey, originally planned for Spring 2026, had been deferred to late Autumn 2026 to avoid overlap with significant organisational change activities, such as the implementation of SAP SuccessFactors and Ambition 25. The report detailed work underway to ensure that Equity, Equality, Diversity, and Inclusion (EEDI) considerations were fully integrated into the survey's design, delivery, and analysis. This included refining survey questions, establishing a working group with EEDI representatives, and developing a communications plan to encourage participation. The aim was to gather more meaningful insights into staff experiences across diverse groups.

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

A report was scheduled to provide an update on the City of London Corporation's Gender, Ethnicity, and Disability Pay Gaps as of March 2025. The report indicated that the Corporation maintained a commitment to promoting EEDI and that pay should be based on skills, experience, and responsibilities. The findings suggested that the gender pay gap remained minimal, with the median gap at 0.0% and the mean gap showing a downward trend. The ethnicity pay gap had also continued to narrow, with improvements in both median and mean figures. However, the report highlighted that incomplete demographic disclosure, particularly for ethnicity and disability, limited the interpretability of some findings, and efforts were ongoing to improve data collection. The report also detailed bonus payment analysis for these categories, noting shifts towards parity and, in some cases, favouring minority groups.

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

The Sub-Committee was scheduled to discuss proposed Equity, Equality, Diversity and Inclusion (EEDI) performance measures for the City of London Corporation. These measures were designed to align with the EEDI Strategic Framework, the City Corporation's Equality Objectives, statutory reporting requirements, and other relevant strategies and dashboards. The proposed approach involved developing performance measures in three overlapping stages, starting with leadership, data, performance, and reporting in 2026. The report also outlined a revised scope for future statutory Annual Equality Reports, aiming to streamline content, sharpen purpose, and strengthen insight to make the report more effective for decision-making.

City Belonging Project / Faith in the City

A verbal report was expected from the Representative for Campaigns and Community Engagement regarding the City Belonging Project and its connection to Faith in the City. This project aims to foster a sense of belonging within the City. The discussion was anticipated to cover progress made since the project's launch and any developments in building relationships with City schools, particularly concerning staff and teachers' ability to discuss challenges related to faith.

Culture Strategy and Blue Plaques Review

A verbal report was scheduled from the Head of Profession (Culture) concerning the Culture Strategy and a review of Blue Plaques. This discussion was likely to cover the role of culture in promoting diversity and inclusion, and how the Blue Plaques scheme might reflect a broader range of historical figures and contributions.

Transatlantic Traffic of Enslaved African People

A report from the Deputy Town Clerk was scheduled for discussion concerning the Transatlantic Traffic of Enslaved African People. This item, listed under Part 2 (Non-Public Items), suggests a sensitive discussion that may involve historical context and its implications for contemporary EDI efforts.

Antisemitism Update

A verbal update from the Chief Strategy Officer was planned regarding Antisemitism. This item, also under Part 2, indicates a focus on addressing issues of antisemitism within the City Corporation's remit.

Supreme Court Ruling on the Definition of Sex

A verbal update was scheduled from the Comptroller and City Solicitor concerning the Supreme Court ruling on the definition of sex. This item, under Part 2, suggests a discussion on the legal implications and potential impact of this ruling on the City Corporation's policies and practices related to equality and inclusion.

The agenda also included items for decision such as the election of a Deputy Chair and the approval of previous meeting minutes. Other items included questions on matters relating to the work of the Sub-Committee and any other urgent business the Chair considered appropriate. The agenda also indicated the potential exclusion of the public for certain items to discuss exempt information.