Inclusion

Our Inclusion Strategy 2026 to 2030 maps out how the council aims to remove and reduce obstacles preventing some people from fully participating in the social, cultural, political and economic life of our borough.

Inclusion Strategy 2026 to 2030 Easy Read

The four equality objectives together with their key actions are set out below:

Working Together

• Identify opportunities to develop and maintain a dialogue with diverse and under-represented communities
• Roll out the use of new consultation software to make our approach more consistent and improve accessibility
• Embed a more consistent approach to co-production based on an agreed framework or approach
• Work with partners to share information and good practice on inclusion issues

Responsive Services 

• Develop the staff training offer to improve understanding of inclusion issues and customers’ varying needs
• Strengthen equality impact assessments by reviewing the forms, updating guidance and providing appropriate training
• Review the way in which inclusion issues are considered within service plans, including commissioned services
• Systematically use data and intelligence to ensure services are inclusive and to understand whether outcomes are improving for different groups
• Make proactive, practical changes to communication methods and platforms, including the Council’s main website and galaxy sites, to ensure they are accessible to all communities
• Deliver a wide range of core and targeted services that meet community needs

Welcoming Places

• Deliver a range of events and activities across Rotherham that help to bring people together
• Focus on the use of education and engagement to prevent hate crime
• Consult on, produce and deliver ward plans, working closely with local groups and residents
• Oversee ongoing community cohesion initiatives working with local voluntary and community groups
• Improve local places, making them more accessible and appealing and utilising key assets

Employer of Choice

• Expand participation in staff networks and offer flexible ways to get involved
• Ensure that workforce data can be disaggregated to enable analysis by protected characteristic, supporting workforce planning
• Ensure the learning and development offer supports the progression of under-represented groups across the Council
• Embed inclusive principles into recruitment and selection by reviewing processes to ensure they are fair and accessible, and using feedback to identify barriers and improve practice
• Ensure the refreshed Workforce Strategy emphasises inclusivity, with specific actions identified
• Explicitly link inclusion to wellbeing by embedding it in the workplace wellbeing programme and related initiatives
• Increase staff involvement in diversity events to strengthen engagement and celebrate inclusion across the organisation