The Public Sector Equality Duty (PSED) is supported by specific duties that assist public bodies, like Merton Council, achieve the aims of the general duty.
Under the specific duties, we must:

  • Publish equalities information to demonstrate our compliance with the Equality Duty.
  • Develop and publish equality objectives every four years.

In order to demonstrate our compliance with the above requirements, we have published information that shows the work being done to address inequality, advance equality and foster good relations. Our Equalities objectives can be found in Merton’s Equality, Diversity and Inclusion Strategy.

Equalities objectives

Our Equality, Diversity and Inclusion Strategy 2024-26 sets out our approach to reducing inequality, tackling discrimination, and promoting and celebrating diversity across our borough.

The strategy covers the nine ‘characteristics’ afforded with protection by the Equality Act 2010 and by the Public Sector Equality Duty: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex and sexual orientation. As an administration we are committed to ensuring that people do not experience disadvantage and discrimination on the basis of these characteristics. We also want to go further in identifying possible causes of disadvantage and have broadened the scope of this strategy to include: Care experienced young people; Armed forces veterans; One-parent households; and Socio-economic status.

To underpin our commitment to prevent and reduce identified inequalities in Merton, and to support and promote diversity and inclusion, we have developed four Equality Objectives that aim to improve the life chances of our residents and create a more level starting point for all.

Our EDI objectives

Objective one

Tackling poverty, the structural differences in social circumstances and the resulting differences in access and outcomes.

Objective two

Promoting Community engagement to empower our residents, improve understanding of the issues faced by local people and develop services to meet the differing needs.

Objective three

Promoting a safe, healthy and cohesive borough where communities get on well together.

Objective four

Improving our evidence base to inform our decision making.

Our Commitment

We will not tolerate discrimination and will endeavour to consider all the protected characteristics in the delivery of our services. We have developed an Equality Charter that is our statement of intent and outlines our commitment and sets out the framework for the management and effective delivery of equality, diversity and inclusion in Merton and contributes to the newly adopted Council Plan for 2023 to 2026 'Building a Better Merton Together'. We are committed to “Nurturing Civic Pride “ and wants residents to be proud of their local area, feel more connected to their community and get more involved in making Merton a great place to live, work and visit.

The Strategy has been designed to cover the period from January 2024 through to March 2026. This end date aligns with the end date of the Council Plan and coincides with the end date of the Equality and Human Rights Commission’s four-year cycle. It is intended that the next iteration of this strategy will be developed alongside the next Council Plan so that reducing and tackling inequality continues to sit at the heart of our commitment to our residents and communities. The Equality, Diversity and Inclusion strategy will be delivered to meet the aims of our Equality Charter.

Equality Charter

We are committed to making a real difference by:

  • Making Merton a welcoming borough where everyone feels they belong
  • Inspiring trust and confidence in all the borough has to offer
  • Recognising, valuing and celebrating diversity
  • Listening to and understanding the diverse needs of all people
  • Building good relations and understanding between people
  • Creating a fairer borough through promoting inclusion, participation and equal access
  • Challenging discrimination, harassment, bullying, hate crime and victimisation
  • Eliminating barriers, encouraging people to reach their full potential, raising aspirations and creating opportunities for growth beyond limit.
  • Eliminating subtle and covert unchecked “prejudice, assumptions, ignorance, thoughtlessness and racist stereotyping that lead to Institutional racism” (McPherson Report)

As an organisation we will:

  • Actively promote equality
  • Work with partners and the community to make our information, services and products more accessible and inclusive
  • Put equal opportunity at the heart of our recruitment, employee development and service delivery
  • Continually review the diversity of our workforce and ensure it’s representative of our local community across all levels
  • Address all allegations of discrimination, harassment, bullying and victimisation
  • Promote good relations between people from different backgrounds
  • Share good equality practice with our partners
  • Measure and share our progress and success
  • Our Equality Charter has been informed by London Councils’ Anti-racism Statement and by the Society of Local Authority Chief Executives’ Statement of Intent on Equality, Diversity and Inclusion. We endorse both the London Councils Anti-Racism Statement and the SOLACE Statement of Intent on Equality, Diversity and Inclusion.

London Local Government Anti-Racism Statement

Local authorities in London are committed to achieving racial equality because we recognise that persistent racial inequalities are unacceptable and adversely affect all Londoners.

We know that some groups are more likely to face inequality, experience poor outcomes and to live in poverty. We also know that this is sometimes used as an excuse not to acknowledge racial inequality. But groups don’t happen to be more disadvantaged by chance. Structural disadvantage is rooted in racism and discrimination that is both historical and current.

We do have legislation to protect against overt racism, negative attitudes and treatment, but many of the systems that discriminate do so because of more subtle and covert unchecked “prejudice, assumptions, ignorance, thoughtlessness and racist stereotyping.”

This wording draws on the Macpherson Report 1999 definition of institutional racism which is still relevant today. This is a dehumanising process that is unacceptable and communities are tired of being treated this way.

We cannot let another generation down by not responding to what remains a clear and compelling articulation of what must change.

Contact us

Equalities and Community Cohesion Strategic Lead
Merton Civic Centre
London Road 
Morden
SM4 5DX

Telephone: 020 8545 4729
Email: diversity@merton.gov.uk