Our diverse workforce

We are committed to promoting equality and diversity in the workplace. Our aim is to remove unlawful discrimination and value the differences our diverse workforce bring. We have established diversity groups that are listened to and crucially heard, such as LGBT, Women into Leadership, Disability and BME into Leadership.

We also have a “name blind” approach to our recruitment process so that we do not see your name or title when we shortlist your application. This is just one of the initiatives we have introduced to help our organisation be more talented and diverse. However, if you choose to put your name on your CV, we will be able to see this.

“Enfield has a vibrant and diverse community and here at Enfield Council we want a workforce that reflects the local people we serve. More importantly we want a diverse workforce because we recognise this brings new experiences and fresh ideas that will benefit how we work and how we serve our community.”

 - Ian Davis, Chief Executive

Recruitment and selection

Our equality in employment policy (PDF) is applied throughout our recruitment and selection process including:                

• advertising
• shortlisting
• interviewing
• selection

It is our policy to ensure:  

• we appoint solely on job requirements, relevant experience, qualifications, skills and abilities
• staff follow our recruitment and selection policy and procedure, and discourage others from discriminating
• staff involved in recruitment and selection are fully trained

Applicants with disabilities

We are a Disability Confident Employer and offer a guaranteed interview to all applicants with a disability, if they meet all the essential criteria for the job. You should fill in the section that asks if you have a disability. If you are shortlisted for an interview, you will be asked if you need any special aids, adaptations or conditions for your interview. We are committed to employing and retaining disabled people.

Equalities monitoring

Our job applications include an equality and diversity monitoring section which must be completed.

We monitor age, ethnicity, disability and gender of job applicants, employees and people who use our services. This helps us understand:

• the structure of our workforce
• the effects our policies and procedures have on staff groups
• what changes are needed to improve performance
• what programmes are needed to ensure equality of access and opportunity for all

Equality and diversity monitoring information is strictly confidential.