Inclusion and diversity

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 at our racial equality page here.

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 here.

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.

Download our Inclusive Curriculum Framework here.

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.

Read the Toolkit here. 

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.

Read the SpLD Toolkit here.

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).

Read our gender pay gay summary report here.

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).

Read our ethnicity pay gap summary report here. 

1. Addressing equality of opportunity for our colleagues
   Making sure that everyone has an equal opportunity to grow;
2. Creating an inclusive culture
   Making sure that everyone feels they can belong and deliver their best work;
3. 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;
4. Addressing diversity through data
   Taking action to highlight and address gaps in data and diversity/representation.

In 2022 we’ve published our first ever Foundation Impact Report which maintains our ambition to deliver, measure and evaluate our social impact. We are delighted to share some of the key headlines from the report.

Our work has meant that:

• 552 bursaries have been awarded, demonstrating impact via individual well-being and employment and significant social value, at five times the level of investment.
• £1.8m of social value has been created by bursaries over three years through the economic benefits of training and employment, avoiding public spending, and increasing well-being gains for those involved. This equates to £4.94 of social value for every £1 invested in the programme.
• 428 prisoners and ex-offenders have been supported into work, with many more in the pipeline, thanks to the Future Skills Commission for Prisons.
• 181 action-orientated pledges were made by organisations following Inclusion & Diversity events, with 74% of those who made pledges reporting positive change.
• 100% of attendees of the Neurodiversity Train the Trainer event reported increased confidence and understanding of neurodiversity.
• Recipients of the Princess Royal Training Awards (PRTA) have increased learning & development investment, improved their ability to demonstrate the value of skills and become more abreast of the latest thinking and initiatives.

Read the 2022 Foundation Impact Report here. 

Supporting people who need it, to get the skills society needs.

Read more about the programme here.