Equality, diversity and inclusion

This brings together a large number of previous anti-discrimination laws within a single Act. It has strengthened the law and provides a straight forward legal framework to tackle disadvantage and discrimination more effectively. The Act protects people from being treated less favourably because of certain characteristics. These are known as 'protected characteristics' and include:

• Age
• Disability
• Race
• Sex
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Religion or belief (or lack of belief)
• Sexual orientation

The Equality Act 2010 places an equality duty on public bodies and organisations carrying out public functions. Its main aim is to support good decision-making by ensuring public bodies consider how different people will be affected by their activities. It also helps to deliver policies and services that are efficient and effective, accessible, and that meet different people's needs, as much as is reasonably possible.

The Public Sector Equality Duty includes a general duty and specific duties. The three main aims of the general duty require public bodies to have due regard to the need to:

• eliminate unlawful discrimination, harassment and victimisation
• advance equality of opportunity between people from different groups
• foster good relations between people from different groups.

To help public bodies meet the general duty, there are specific duties that require public bodies to:

• publish information to show their compliance with the Equality Duty annually
• set and publish at least one measurable equality objective every four years which will further the three aims of the Equality Duty.

To meet the Public Sector Equality Duty and embed the principles of equality and diversity in everything we do; the council has developed a Corporate Equality, Diversity and Inclusion Plan.

The council's equalities, diversity and inclusion priorities are:

• CP1 - Listen to and learn from communities that we serve
• CP2 - Deliver accessible and inclusive services, facilities and information that meet diverse needs of our communities
• CP3 - Providing visible leadership, organisational commitment, and collaborative partnerships to actively promote inclusion
• CP4 - Strengthen the diversity of our workforce and move to a culture that values difference, where all colleagues have a sense of belonging, opportunities to succeed and thrive

These are put into practice by all staff and managers in the council, supported by the council's Equality Working Party and Equality Strategy Group via a Corporate Equality, Diversity and Inclusion Action Plan. This plan is informed through work with local partner organisations and groups. It includes specific actions that relate to different service areas and is monitored on a regular basis.

The gender pay gap shows the difference between the average (mean or median) earnings of men and women.

The Gender Pay Gap report for the council's workforce is based on data at the snapshot date of 31 March each year, and must be published by 30 March the following year. The results have been published on the council's website as well as the Government Equalities Office website.

Gender Pay Gap 2024(PDF) [343 kb]

Gender Pay Gap 2023(PDF) [342 kb]

Gender Pay Gap 2022(PDF) [311 kb]

To find out how the council's policies, schemes and services could affect different communities, we use Equality Impact Assessments (EIAs). This way we can identify possible negative effects and overcome them whenever possible. For more information, visit our Equality Impact Assessments (EIAs) page.

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