Equality and diversity

We screen our policies and services to assess those most likely to impact on different groups of people. Equalities Impact Assessments (EIAs) have been carried out for those likely to have the greatest impact to make sure that they do not discriminate. These assess and record the actual, likely or potential impact on different groups of people so that any negative consequences can be eliminated or minimised. It also identifies unmet need which can be used as the basis of service improvement.

We carry out an EIA at the planning stage when it is considering adopting something new or changing (in a way that would be considered to have an impact on the user) something it already does or stopping something it is doing.

An Improvement Plan is developed to outline the actions proposed to mitigate each identified actual or potential negative impact on any equality group (Including the Protected Characteristics defined within the Equality Act 2010). Actions from this Improvement Plan should be included as part of the final report and implementation taken forward as a part of the process.

The Head of Communities & Partnerships is the Equality and Diversity Champion within the Council and is a permanent member of the Extended Management Team.

This information is correct as of 23 October 2025.

Our staff are key to the Council’s success and the services we provide. Knowing more about our workforce helps us plan for the future and improve how we work.

Sharing personal information in this report is optional. Percentages should be treated with caution and figures for staff who chose not to provide information are included for completeness.

Employee Ethnicity

The largest ethnic group in our workforce is British White, making up 46% of all staff (79% of those who provided an answer).

Employees with a disability (as per definition under the Equality Act 2010)

47% of our workforce say they are not disabled (90% of those who answered), with only 5% reporting a disability (10% of those who answered). 

Under the Equality Act 2010, a disability is any condition affecting a person’s ability to carry out normal day to day activities for 12 months or more. For this report, employees are asked to self declare any such conditions.

Employee age

The default retirement age of 65 was removed in April 2011, so employees can continue working beyond this ae if they wish. The current state pension age is 66 for those retiring now, rising to 67 for people born after 5 April 1960 and eventually 68. 

We may see more staff aged 65 and over, especially those not in the Local Government Pension Scheme.

Employee's religion or belief

27% of our workforce identify as Christian (60% of those who answered) and 17% say they have no religion (37% of those who answered).