In line with the public sector equality duty, from July 2011, the information that the Council routinely publishes should, where possible, be broken down by the 'protected characteristics' of ethnicity, gender, disability, age, and, where available, sexual orientation, religion/belief and gender reassignment.  See attached Sample Equalities Monitoring Form in the documents section of this page.

In respect of service delivery, this information or data will obviously vary between services but could include:  

  • performance information, especially around outcomes (for example attainment levels or recovery rates)
  • access to services
  • satisfaction with services, and
  • complaints (broken down by protected group, with an indication of reasons for complaints).

In respect of our workforcepublished data will include:

  • the race, disability, gender, age breakdown and distribution of our workforce
  • an indication of likely representation on sexual orientation and religion or belief, provided that no individuals can be identified as a result
  • an indication of any issues for transgender staff, based on our engagement with transgender staff or voluntary groups
  • success rates of job applicants
  • take-up of training opportunities  
  • applications for flexible working and success rates
  • return-to-work rates after maternity leave
  • grievance and dismissal
  • other reasons for termination like redundancy and retirement
  • pay gap information for gender and other protected groups.

There are likely to be services or protected groups for which we do not have information, including information about potential service users and the barriers they face.  Engagement with protected groups can help us to fill these gaps, and it can us an idea of how accurate our information is.

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