Equality, Diversity and Inclusion
We want our workforce to reflect the diverse communities we serve at every level. Our award-winning Workforce Equality, Diversity, and Inclusion Strategy drives our ambition and focuses on:
- Inclusive and Accountable Leadership
- Being a Good Line Manager
- Race and Anti-Racism
- Disability and Neurodiversity
- Attracting, Developing, and Retaining Diverse Talent
- Equitable and Inclusive Workplace
Zero Tolerance for Discrimination
We have a zero-tolerance approach to discrimination and take strong, proactive steps to tackle it whenever it arises.
Disability Confident Leader
As a Disability Confident Leader, we offer a guaranteed assessment to disabled applicants who meet the minimum job criteria. Our Workplace Adjustment Hub provides specialist support, advice, and guidance to ensure disabled and neurodivergent staff, or those with long-term health conditions, have everything they need to thrive.
We provide
- Flexible working options
- Role adjustments and equipment adaptations
- Disability-related leave
- Active Disabled, Neurodiversity, and Mental Health staff networks
Equality Networks
Our staff also lead a range of equality networks, open to all colleagues:
- LGBTQ+
- Disabled Staff
- Race Equality
- Women’s Equality
- Pregnancy & Parenting
- Menopause
- Muslim Staff
- Mental Health
- Neurodiversity
- Age Equality Young People
These networks provide safe, inclusive spaces to share experiences and help shape Council practices.
Guaranteed Assessment Scheme
We offer a guaranteed assessment scheme if you:
- Are in—or have ever been in—the Armed Forces
- Consider yourself disabled or have a long-term health condition
- Are currently in care or have left care
Armed Forces Covenant
By signing the Armed Forces Covenant, we commit to supporting veterans, reservists, and serving personnel, ensuring they face no disadvantage throughout the recruitment process.
Our Further Commitments
We’re proud of our additional pledges to be a Child Friendly City, an Age Friendly Employer, a supporter of Mental Health at Work, and a Menopause Friendly Employer—all reflecting our mission to make Manchester an inclusive, welcoming place to work and live.
The Council is committed to increasing the diversity of its workforce to better represent the communities it serves. A key focus is attracting and recruiting disabled talent. To achieve this, the Council launched a Disability Action Plan.
Priority 5 of this plan emphasises reviewing recruitment processes to ensure inclusivity. To support this, the Council commissioned the Business Disability Forum to conduct an in-depth analysis of its entire recruitment process, including systems, training, and support mechanisms, to identify and remove any barriers faced by disabled candidates.