 Black Africans (1,700 residents) – notably Somalis. Please note: The latest data on Liverpool’s BME populations currently available is from the ONS’s 2009 Mid-Year Population estimates. This is known to undercount the size of Liverpool’s population as a whole by some 23,000 people and is believed to significantly undercount the city’s BME population. Only when 2011 Census data is released (scheduled for December 2012-Spring 2013) will a truer estimate of the size of the city’s BME population groups become available. 2. Good Practice Commitment “Fairness is when you are treated properly, equally and when you are given a chance. When you are treated the same as everyone else regardless of who you are and where you are from” Emily Hollinshead, Paris Roberts, Ennis Gerhalija, Emmanuel Anam, 10 year old pupils New Park Primary School, Liverpool, England. i. Liverpool Fairness Commission/Fairness Charter In July 2012 the Liverpool Fairness Commission (established by the City’s Mayor) presented their report to Liverpool City Council. As well as make a series of recommendations including the adoption of a living wage for Liverpool the Commission launched the Liverpool Fairness Charter. The Mayor became one the first signatories. In doing so he has committed to using his leadership to make Liverpool a fairer City, where everyone is valued and their voice heard; a City that values and cherishes all its citizens, and which sets the standards for equality, health and wellbeing that others will aspire to. The Mayor is set to launch a public consultation on his Economic Growth Strategy into which the principles of Fairness have been embedded and recognised as a key economic driver for the City. ii.Minimum Standards Charter In early 2010, Liverpool City Council was one of the first local authorities in the region to sign up to the Minimum Standards Charter: A Voluntary Code of Practice on Employing Migrant and European Workers. The authority had actively addressed the fair treatment of migrant workers right across the organisation: from Recruitment and Selection procedures to an Employment Code of Practice; through its policies covering Equal Opportunities and Health, Safety and Well Being; across Internal Communications; by developing Ethical Procurement; in Learning and Development; tackling Harassment, Discrimination and Bullying and via its ‘Investors in People’ status.