We publish equality and diversity data on our workforce. It is important for staff from protected groups to receive equal treatment and for us to eliminate any unlawful discrimination. We have a diverse workforce that reflects and serves well the many different groups in the city.
Gender Pay Gap Report
The law requires us to carry out Gender Pay Gap Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This involves calculating the difference between the average earnings of male and female staff. It does not involve publishing individual employees’ data.
The data used for the calculations is our pay data as of 31 March 2022.
Equalities in Employment Annual Monitoring
The Equalities in Employment Annual Monitoring Report provides the breakdown of our staff by:
- Other diversity trends
We have published annual monitoring reports on our workforce since 2004.
The Equality Act 2010 regulates the equality reporting duties of councils. Under the Act, we have a single equality duty to consider the need to eliminate discrimination, advance equality of opportunity and foster good relations.
Equalities Position Statement
We welcome the introduction of the Equality Act 2010, and the opportunity that provides for us to share our current good work with the wider community.
It is also a reminder that helps to identify why we do the work we do and how we make a real difference to people’s lives. We need to identify any gaps and areas for improvement in promoting equality, to eliminate discrimination and build good community relations.
Equality Impact Assessments
An Equality Impact Assessment assesses the effects that a function, strategy, project or policy is likely to have on groups of individuals. This is in respect to the equality categories set out in legislation.
We commit to making these assessments publicly available.