In November 2020, the Council published ‘Vision 2030: Creating a Net Zero Carbon Islington by 2030’. The document sets out the borough’s commitments across five priority themes,

• Residential buildings, commercial and Industrial buildings, and infrastructure
• Transport
• Sustainable and affordable energy generation and supply
• The green economy and planning
• Natural environment, waste reduction and recycling.

One of the core commitments in the Council’s ‘Green Economy and planning theme’ is to develop a green economy strategy as part of the councils carbon net-zero strategy. The post holder will be required to stay abreast of, digest and translate green policies and developments and to use this knowledge to develop a programme of green economy projects.  With a view to greening local businesses and upskilling local residents, making best use of developments being initiated elsewhere in the council or its partners.

For a truly inclusive local green economy we need to develop meaningful pathways, from school through to the world of work, and to identify how to ensure that participants sustain and progress through pastoral support and clear in work progression pathways. Improving outcomes for those residents who are most underrepresented in the higher paid roles in various sectors. The role will involve engaging stakeholders within the council its contractors and our local anchor institutions.

For further information or for an informal conversation about the post, please contact:

Dionne Gay, Head of Strategic Programmes and Partnerships

dionne.gay@islington.gov.uk

We are committed to challenging inequality in the borough and as one of the largest employers we know that to look after the place and the planet, we have to look after our people. Our staff benefits include:

Please note: Priority will be given to those at risk of redundancy within Islington Council. Current employees who are part of the redeployment pool must meet the essential criteria for shortlisting to be prioritised.

We are dedicated to creating an inclusive and equitable workforce, where everyone is treated with dignity and respect. Our workforce strategy places equality, equity, diversity, and inclusion at the heart of everything we do, reaffirming our commitment to fostering a culture of inclusion. We strive to create an environment where all colleagues feel they belong and can safely express their thoughts, ideas, and challenges, without fear of judgement or discrimination.

We maintain a zero-tolerance approach to any unlawful discrimination, harassment, or victimisation on the grounds of any protected characteristics under the 2010 Equality Act, including but not limited to race, disability, sexual orientation, sex, religion and belief, age, gender reassignment, marriage and civil partnership, pregnancy, and maternity. Any incidents of discrimination will be promptly investigated and addressed in line with our HR policies to ensure a safe and inclusive environment for all colleagues.

We use data to identify and address disparities, ensuring that our policies and practices are transparent and impactful in promoting a diverse representation of backgrounds and perspectives at all levels of the organisation. We look at inequality through an intersectional lens, recognising that different aspects of someone’s identity can combine to create unique experiences of discrimination and disadvantage.

We know that advancing diversity and inclusion is a continuous journey, and we must listen to our colleagues and learn where we can further improve. We work closely with our Colleague Forums and Trade Unions, supported by active allies from our Corporate Management Team, to monitor and evaluate our practices, identify barriers, and empower colleagues to promote equality and inclusion in the workplace.

Every one of us has a role to play in making Islington Council a truly inclusive workplace. By living out our CARE (collaborative, ambitious, resourceful, and empowering) values every day and embedding the principles of equality, equity, diversity, and inclusion in our work, we can all actively contribute to empowering people and creating a more equal Islington.

We are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults, and expects all staff, and volunteers to share this commitment. Some posts are subject to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020 and it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service.