Tower Hamlets Council's Cabinet has reviewed the Annual Equality, Diversity and Inclusion Report for 2024-2025, detailing significant strides in tackling inequality and fostering diversity across the borough.
The report highlights achievements such as the No Place For Hate
campaign, which engaged approximately 27,900 individuals. The council also recommissioned six community equality networks and established an Equalities Hub to ensure resident voices are integral to local decision-making processes.
Innovative programmes have been introduced to address the unique challenges faced by women. These include the establishment of the Tower Hamlets Women's Commission and the commencement of construction on the Nari Centre, a dedicated women's resource centre in Whitechapel. Furthermore, a free swimming programme for women and girls aged 16 and over has seen over 18,000 participants, contributing to addressing lower rates of physical activity and lower life expectancy among women in the borough. The council's Be Well service also offers free swimming to residents aged 55 and over. Specialist support services for women who sell on-street survival sex, including trauma-informed support and psychotherapy, assisted 101 women through outreach and 42 women through case management in 2024-2025. The 'I Can Be' campaign and the Black on Board community leadership programme aim to inspire and train Black, Asian, and Multi-Ethnic residents for leadership roles.
Progress has also been made in supporting residents into employment. The Workpath service has assisted 110 disabled residents and 398 Black, Asian, and Multi-Ethnic residents into work. The council has also invested in programmes for young people with care experience and those with Special Educational Needs and Disabilities.
The report further highlights achievements in housing, with 1,636 net additional homes delivered, including 704 affordable homes, aimed at alleviating overcrowding and housing inequality.
Internally, the council has seen improvements in its workforce diversity. There has been an increase in Black, Asian, and Multi-Ethnic employees earning over £60,000 and a reduction in the gender pay gap, with women now earning on average 2.03% more than men. The council also supports five staff equality networks, which are represented at the Corporate Equality Board.
The report acknowledges ongoing challenges, including high rates of poverty, worklessness, educational attainment gaps, and health inequalities, particularly affecting Bangladeshi and Somali communities, as well as transgender and non-binary residents. However, the council remains committed to addressing these issues through its Corporate Equality Plan, which is scheduled to be refreshed in 2026.
