The Greater London Authority (GLA) is the devolved regional governance body of London, with jurisdiction over both the City of London and Greater London.
It consists of two political branches—the executive Mayoralty and the 25 member London Assembly (which scrutinises the plans, policies, and performance of the Mayor).
It is a strategic regional authority with powers over transportation, police, economic development, and fire and emergency planning. The GLA has approximately 1,200 employees.
Challenges
The Race Equity Network (REN) Group has been working in a challenging environment. The events of 2020 and the Black Lives Matters movement have been emotionally difficult for members, and the tragic killing of George Floyd mobilised an incredible amount of impactful work by the REN.
For the leaders, tackling racism and racial inequities was high on the agenda. The challenges created by the COVID-19 pandemic prompted the REN to deliver a varied virtual Black History Month 2020 programme.
While the budget of the REN has been limited, they have continued to work innovatively and imaginatively to make the most of the resources.
Innovative actions
Key actions taken by the GLA’s REN included:
- Establishing the Race Equity Group to support the progress of their recommendations to address racism and inequity.
- Developing a programme of activity for Black History Month 2020 that celebrated the positive contribution of Black people.
- Running a consultation session on the Ethnicity Pay Gap, which helped inform the 2020 action plan.
- Working with HR to develop and pilot an emotional support service for Black and Black-Mixed Race staff to support colleagues who might be navigating the impact of anti-Black racism.
- Promoting key issues to all staff and engaging them in important topics and events to raise awareness and foster inclusivity.
- Working on intersectional projects (including the Black Experience of Fatherhood) and on sessions with the wellbeing and LGBTQ+ networks.
Evidence of impact
The REN group made significant progress, resulting in positive changes for employees. This included:
- Black, Asian, and Minority Ethnic workforce representation reaching 30% in 2020–the highest levels in some years.
- Long lasting awareness raising, including intersectional issues.
- Consultation and engagement with staff, proving a commitment of support.
- Black and mixed-race staff having access to support services.
- Employees having resources.
The information contained within this resource was accurate at the time of its publication and subsequent revision. This article was created in 2021 and revised in April 2022.
Some additional enei resources are for members only. To become a member, please e-mail info@enei.org.uk.
- Case Study: ScotRail – Spotlight on Employee Network Groups
- Employer Guide: Employee Resource Groups
- Employer Guide: Progressing Underrepresented Ethnic Groups
- Employer Guide: Race and Employment
- Infographic: Race
- Quick Guide: Black History Month.
- Quick Guide: Race
- Report Summary: Inclusive Britain: the Government’s Response to the Commission on Race and Ethnic Disparities, 17 March 2022
