The Equity, Equality, Diversity & Inclusion Sub-Committee met on Wednesday 30 September 2026 to discuss the City Corporation's historical links to the transatlantic slave trade, its response to antisemitism, and progress on member training and development. Discussions were held regarding the commissioning of further research into the City Corporation's historical links to the abolition of the transatlantic slave trade and the ongoing work to promote inclusion and community resilience in response to antisemitism.

Research into the City of London Corporation's Links to the Abolition of the Transatlantic Slave Trade

The Sub-Committee received an update on the independent research commissioned into the City Corporation's historic connections with the transatlantic traffic and enslaved African people, conducted by Professor William Pettigrew. The report, published in mid-September, examines how the corporation, its institutions, and individuals were associated with, or benefited from, this traffic, and how these links have shaped the city's development. The research was commissioned to provide an evidence base for understanding and discussing this history.

Following the report's completion, internal engagement with stakeholders, including members and livery companies, took place through talks and walking tours. The timing of this research was influenced by the publication of a National Register of Slave Traders and a BBC Two documentary series.

Further independent research, also by Professor William Pettigrew, focusing on the City Corporation's historical links to the abolition movement, was discussed. This new research will use the same methodology and will be supported by member training and communication initiatives. Funding for ongoing engagement programmes, including external stakeholder engagement with groups such as the Black in the City network, was also discussed. The aim is to develop a set of options for the corporation's ongoing response to the research findings.

During the discussion, concerns were raised about commissioning research from a single individual, with suggestions that multiple quotes should be sought in the future for complex work. Questions were also asked about the methodology and the scope of the research, particularly regarding the contextualisation of slavery and the inclusion of both positive and negative aspects of the city's involvement in the abolition campaign. Officers clarified that the research methodology would ensure continuity with the initial report and that the focus remained on the corporation's institutional links, rather than a general history of abolition. The procurement process was confirmed to be compliant with the corporation's code.

Promoting Inclusion and Community Resilience: Organisational Response to Antisemitism

Sarah Guerra, Equalities Director, presented a report detailing the City Corporation's actions to tackle antisemitism and support Jewish colleagues and communities. The work builds on the adoption of the International Holocaust Remembrance Alliance (IHRA) definition of antisemitism and focuses on practical learning, clearer reporting routes, and enhanced coordination. Members were encouraged to reinforce the message that antisemitism has no place within the City Corporation or the Square Mile.

The report outlined ongoing work to ensure consistency in knowledge, awareness, and capability to address antisemitism, including exploring options for specialist learning and practical guidance for managers and members. Efforts are also being made to improve the visibility of reporting routes and support available for concerns of discrimination or harassment, aligning this with existing workstreams such as Dignity at Work and community engagement initiatives.

Deputy Anne Corbett questioned how the committee would receive future reports on this matter, and it was confirmed that this would be integrated into the broader reporting schedule for the EDI strategic framework, rather than being a standalone item unless extraordinary circumstances arose. The momentum of this work, despite international issues, was noted as having surprised many, highlighting the continued relevance of addressing such issues in the present day.

Member Training and Development Progress Update

The Sub-Committee received an update on the delivery of Equity, Equality, Diversity, and Inclusion (EEDI) learning programmes for members. Three sessions were delivered, attended by 37 members, with 90% of evaluation responses indicating the training was helpful and applicable. Feedback highlighted the need for clearer sponsorship, communication about the purpose of the training, and more practical learning formats to facilitate constructive discussion.

The report noted that the training was the first of its kind as part of a new member learning and development strategy. Future plans include developing more role-relevant examples and exploring alternative learning formats. The need for clearer sponsorship and communication about why the training has been commissioned was identified as a key area for improvement.

A discussion ensued regarding the low attendance rate of 37 members out of a total of approximately 120 members. Concerns were raised about how to encourage wider participation, particularly from members who may not typically attend such sessions. The hybrid nature of the training was also discussed, with some members feeling that face-to-face interaction was more effective for sensitive topics, while others noted that some virtual sessions had been particularly successful. The challenge of making training compulsory for members was acknowledged, with suggestions for alternative approaches such as podcasts and more digestible formats. The importance of embedding EDI across all member development was also stressed.

Women Pivoting to Digital Taskforce Report

Olivia presented an update on the Women Pivoting to Digital Taskforce, which was established to address digital talent shortages and the underrepresentation of women in digital roles. The taskforce brought together over 100 organisations, including employers, training providers, and policymakers, to identify challenges and develop solutions. Over two years, the taskforce produced several outputs, including a business case report, an Untapped Talent report, and policy recommendations to government.

The taskforce aimed to encourage employers to fill digital talent gaps with women from non-technical backgrounds and to support women in making career pivots into digital roles. Key messages from the taskforce included the importance of all talent, the idea that talent is often in plain sight, and the significant impact of the AI explosion on women's roles. The taskforce has now formally concluded, but efforts will continue to keep its outputs alive through ongoing relationships and by encouraging taskforce members to champion its key messages. Members were encouraged to champion the taskforce's findings within their networks.

City Belonging Project / Faith in the City

Mark Gettleson provided a verbal update on the City Belonging Project and Faith in the City initiatives. The City Belonging Project continues to grow, with a significant increase in sign-ups to the Black in the Square Mile network. The project encompasses approximately a dozen community networks in various stages of development, with a focus on managing growth and ensuring staff can benefit from the wider ecosystem. Examples of successful collaborations include consultations for the City of London Police's Race Action Plan and support for the City Jewish Network's event on antisemitism. The City Belonging Champions programme, launched in collaboration with Deutsche Bank, aims to establish a named individual responsible for community engagement at businesses.

The Faith in the City programme is also gaining momentum, with funding approved for a Faith Literacy Programme pilot. Upcoming events include a City Ramadan festival, where different entities are encouraged to host an iftar event. The discussion also touched upon the involvement of livery companies in these initiatives, with opportunities for them to contribute to programmes like Faith in the City.

Diversity Staff Networks

Sarah Guerra presented a report providing an overview of the City of London Corporation's nine Diversity Staff Networks. These networks represent protected characteristics under the Equality Act 2010, as well as other priority categories. The report outlined the role of these networks in providing supportive spaces, raising awareness, and contributing to an inclusive organisational culture. Each network is supported by senior sponsors and has access to a budget of £1,500 per annum for activities. The report also detailed the governance and accountability structures for these networks, with oversight from the Corporate Strategy Office's EEDI Team and the Town Clerk's Senior Leadership Team. The discussion highlighted the importance of these networks in providing valuable workforce insight and supporting the organisation's equality duties. A question was raised about the adequacy of the £1,500 budget per network, with members noting that this figure had not increased for some time and suggesting a review of the budget may be necessary.