Appendix F - Equality, Diversity and Inclusion Action Plan 2025/26

• 27 June 2026

• 11 July 2026

• 5 August 2026

• November 2026

• December 2026

• February 2027

• Armed Forces Proms in the Park – key event to support for our armed forces personnel both serving and non-serving

• Film and Food Festival – event combining a variety of film and food choices to draw on cultural diversity using a multi-sensory approach

• Lark in the Park – working with key partners to highlight services and community groups from mother and toddler groups to dementia care organisations

• West Bridgford Christmas Lights Switch On

• Celebrating Rushcliffe Awards – event aims to highlight those individuals, groups, organisations, volunteers etc that help shape and support their communities throughout the borough

• Lunar New Year – key event to engage and support the Hong Community

These events provide opportunities to engage with a wide range of residents and community groups across the Borough.

• Completed in line with promotion at Lunar New Year event in March 2026. Will review for Lunar event in 2027 and continue to listen to what service info minority groups may benefit from.

Training provision will be reviewed during 2026/27 to identify opportunities for refresher sessions and targeted development linked to Councillors’ roles and responsibilities.

Ongoing communication is taking place with the Youth Forum to support engagement with democratic processes and local political activity

Planned playground improvements within the capital programme will include consideration of Equality, Diversity and Inclusion requirements to improve accessibility and inclusive design.

An agreed Arena light-up plan is being delivered throughout the year to raise awareness of key campaigns and communities through coordinated communications and social media activity.

A range of supporting documents and guidance is already in place and will continue to be kept under review to ensure it remains relevant, accessible and responsive to employee need.

Work is ongoing to encourage under-represented groups to join the Employee Liaison Group so that it better reflects the workforce. Training options for group members will also be reviewed to strengthen their role in supporting and championing Equality, Diversity and Inclusion.

Adam Hill is now the sponsor for the Steering Group. Further work will include reviewing the group’s terms of reference and membership to ensure it remains effective and appropriately representative.

Equality Impact Assessments continue to be required as part of policy, project and service development, with managers responsible for ensuring equalities implications are considered at the earliest stage.

The duty is now in force and the Council has implemented a policy and e-learning package for all staff. A risk assessment is also in place to ensure employees understand reporting routes and the support available.

Actions already implemented include accepting CVs alongside a shortened application form and offering guaranteed interviews for reservists, disabled applicants and care leavers who meet the essential criteria. Planned actions for 2026/27 include developing recruitment videos to showcase the range of roles available at RBC and continuing involvement in the national recruitment campaign with East Midlands Councils.

Attendance at East Midlands Councils EDI networking meetings will continue during 2026/27 to support shared learning, benchmarking and the development of best practice.