Inclusion and diversity
Delivering our purpose with more impact
City & Guilds is committed to improving inclusion and diversity within the way we work and how we deliver our purpose, which is to help people and organisations develop the skills they need for growth.
We are actively pursuing, implementing, and reviewing working practices that enable a diverse and inclusive business strategy and working environment that is truly representative and supportive of our colleagues, customers, and communities.
Click the image below for more details.
Racial equality
At City & Guilds, we talk about race 365 days a year, not just during Black History Month. This October we’ll celebrate our achievements and each week, we'll reflect on how our values are guiding us on our journey towards racial equity.
Find out more on our racial equality page
We believe
We believe that differences should be respected and valued, and we continue to work towards a culture that enables colleagues and those we work with to be themselves, while also feeling supported to meet their full potential in the workplace and beyond. We know that building a diverse and inclusive workforce will result in highly engaged colleagues, improved service for our customers and greater impact of our purpose.
This policy applies to our colleagues when we work and when we represent the organisation. Our clients, customers, partners, and suppliers will be made aware of this policy and are expected to operate within it.
Download our inclusion and diversity policy
Bringing our brand to life through values
We inspire you to raise and achieve your aspirations;
We help individuals and organisations improve their performance and productivity;
We assess and recognise what you have achieved, making it visible to you and your employers;
We make trustworthy and honest assessments of your competences and the areas to focus on.
Embedding diversity, equity and inclusion in our products
Inclusive curriculum design involves consideration in all aspects of a qualification and training course - including structure, content, delivery and assessment. To ensure that all learners are provided with an equitable and supportive learning and assessment experience that offers the opportunity to succeed, regardless of personal background or circumstance.
Inclusive Curriculum Framework
Supporting physical disabilities
The second toolkit below is on Physical Difficulties, Hearing Impairment, Visual Impairment, Epilepsy, Diabetes and Chronic Fatigue Syndrome it is a quick introduction into how disability can present in learners and, importantly, how you as a trainer can support them.
Supporting physical disabilities
Inclusive Curriculum Toolkits
City & Guilds in partnership with the Education Training Foundation: SEND excellence gateway are launching a series of tools to support inclusive learning. The first toolkit below is on Specific Learning Difficulties is a quick introduction into how disability can present in learners and, importantly, how you as a trainer can support them.
SpLD Toolkit
Our data
We believe in being driven by data and research that is communicated in an meaningful and engaging way. Read our summary pay gap reports on Gender and Ethnicity to understand the insights we see and actions we are taking.
Our mean pay gap has reduced by some 6.7 percentage points (pp) from 16.3% to 9.6% since 2019. Taken from City & Guilds 2021 gender pay gap report (effective April 2020).
View our gender pay gap summary report
Our mean pay gap is 5.2% when employees from all ethnic minorities are grouped together. However this aggregated figure masks significant variance between ethnic groups. Our Asian employees earn on average 9.2% more than our white employees, whereas our black employees earn 20.5% less and our employees of mixed ethnicity 14.2% less. Taken from City & Guilds 2021 gender pay gap report (effective April 2020).
View our ethnicity pay gap summary report
Our targets
- Addressing equality of opportunity for our colleagues
Making sure that everyone has an equal opportunity to grow;
- Creating an inclusive culture
Making sure that everyone feels they can belong and deliver their best work;
- Embedding inclusion and diversity in our organisation
We will do this through actions that create long-term sustainable change, that improve products and services and the way we work;
- Addressing diversity through data
Taking action to highlight and address gaps in data and diversity/representation.