Workforce profile report

Introduction

This report provides a summary and analysis of our workforce (excluding schools) from 1 April 2019 to 31 March 2020. The workforce profile compares the workforce as at 31 March 2019 and 31 March 2020. The publication of this report complies with the Public Sector Equality Duty (PSED) of the Equality Act 2010.  

The PSED requires public bodies to publish relevant proportionate information which demonstrates due regard to the need to:

  • eliminate unlawful discrimination, harassment, victimisation and any other conduct prohibited by the Equality Act 2010
  • advance equality of opportunity between people who share a protected characteristic and people who do not share it
  • foster good relations between people who share a protected characteristic and those who do not

The PSED applies to all nine areas of discrimination listed in the Equality Act 2010 (known as protected characteristics). These are:

  • age
  • disability
  • gender reassignment
  • pregnancy and maternity
  • race
  • religion or belief
  • sex
  • sexual orientation
  • marriage and civil partnership 

In respect of marriage and civil partnership, the PSED only requires us to have due regard to the need to eliminate unlawful discrimination.

Monitoring the workforce enables us to:

  • identify trends within employment practices
  • investigate trends 
  • implement change where appropriate

It also enables us to fulfil our commitment to ensuring employment practices are free from discrimination and also to meet our obligations under the Equality Act 2010.

The provision of personal diversity information within the council is voluntary, and employees have the option of choosing not to declare this information. The personnel system can be accessed on a self-serve basis which allows employees to manage and amend their personal information.

Where an employee has chosen not to declare ethnicity, disability, religion or belief or sexual orientation, this is shown on the workforce profile as 'unknown'. When employees choose not to declare their personal diversity information, this can affect our ability to meaningfully report and benchmark monitoring information.