Introduction
To create a more inclusive workplace, it's important that we understand your experiences and use what we learn to make improvements.
It’s essential we monitor our progress, make informed decisions and make sure our policies, processes and ways of working support equality, diversity and inclusion. By listening to your feedback and using workforce data, we can continue to make the council a place where everyone feels valued, supported and able to succeed.
Sensitive data
We collect equalities data about you to:
- inform our thinking and decision-making
- identify where we can provide further support
- comply with our legal duties under the Equality Act 2010.
Your sensitive data
The animation explains why sharing your data matters, how to do this and how it benefits you and others across the organisation.
Update your sensitive data
You can update your sensitive data in iTrent. Simply login and then:
- go to View profile
- select Sensitive information under the Confidential information heading
- fill in the details and save them.
You can select prefer not to say if you don’t want to provide an answer to a question.
Workforce planning
One way we track progress towards a more inclusive workplace is through our yearly workforce equality and gender pay gap reports. These look at equality, diversity and inclusion across our workforce.
Workforce equalities reporting
This report looks at equality information across our staff. It covers:
- all employees
- applicants
- new starters
- leavers
- working patterns and contract types.
We use this information to check how well our work to promote equality, diversity and inclusion is going. We publish the report each year on the council's website.
Gender pay gap report
Each year we are required to publish our gender pay gap figures. These show the difference in average hourly pay between men and women.
- A positive figure means men are paid more than women on average.
- A negative figure means women are paid more than men on average.
Staff survey insights
Every year we ask you to take part in our staff survey. This is your chance to:
- tell us how you feel about working for the council and how supported you feel
- highlight positives that we do well
- share your ideas and views to help us improve.
We can then check how the results compare to the previous year, measure our progress and identify what further actions are required.
Workforce EDI group
Our workforce EDI group started by thinking about what equality, diversity and inclusion mean to us at work. From this, we developed a set of EDI principles to guide how we treat each other and work together. Our aim is to make sure these principles are part of everything we do.
The group supports the promotion and development of workforce equality, diversity and inclusion, ensuring that everyone matters.
It is coordinated through organisational development and inclusion, with membership that may change over time but generally includes representatives from:
- corporate equalities team
- internal communications
- learning, skills and workforce development
- organisational development and inclusion team
- policy and reward team
- recruitment team
- staff networks and support groups.
The principles of the group are:
Our ambitions of the people strategy in relation to workforce EDI are coordinated through the workforce EDI group.
Achievements
To find out what we have achieved recently check our latest EDI news stories.
People strategy
Our aspiration is to have a 'modern workforce in a modern workplace'. Our people strategy sets out this commitment and seeks to make sure that we support our most valuable asset – our people.
We want to make sure you feel valued and can do your best at work. We know everyone is different and adds value in their own way. The strategy is a forward-thinking approach designed to attract, develop, and retain talented employees.
Our people strategy makes a commitment to make sure equality, diversity and inclusion are part of everything we do.
Policies and procedures
Our people policies and procedures are designed to help you and your manager balance the needs of the council with your own personal circumstances. They show how we can support you to bring your authentic self to work and feel valued in what you do.
Equality, diversity and inclusion in employment policy
We are committed to providing equality of opportunity in employment and to avoiding unlawful discrimination. This policy helps you as an employee or manager to put this commitment into practice.
Flexible working framework
Our flexible working options are there to help you balance work and your personal commitments. This includes changes to:
- working hours or days
- time of work
- place of work.
Depending on the needs of your team and service area you maybe entitled to submit a request to change your work pattern to:
- compressed hours
- a job share
- part-time working
- term-time working.
Exit process
When you leave the council we want your exit to be respectful and fair and an opportunity to value and thank you for the contributions you have made. The procedure makes sure you:
- are able to provide honest feedback
- receive the necessary paperwork.
It also allows us to:
- think about how we can improve, take on board any issues or suggestions that you raise
- arrange for the return of your equipment and removal from relevant systems
- arrange any pension payments, if applicable.
