Equality and Diversity
2. Data and information
We use a range of data and information when making decisions about how to run our services.
We continue to review data and information in line with our commitment to the Equality Act and Transparency Code of Practice.
We use demographic data to understand who lives within the borough.
- data from the 2011 Census provides the most robust break down of the borough’s population and within this particular equality groups
- the Office of National Statistics (ONS) publish mid-year Population Estimates annually
We use performance information to understand whether our services are meeting the needs of residents and delivering against priorities for the borough.
- Council performance reports
- Children’s Trust Performance information
In line with the Equality Act we've developed equality objectives. Reporting mechanisms for these objectives is being developed and will build on previous reporting arrangements such as the Diversity in Employment and Annual Reports.
When we carry out surveys you'll often find an ‘equality monitoring form’ at the end. It asks questions about you. For example:
- religion or belief
- sexual orientation
Gathering this information allows us to see which communities or groups you might belong to. All information is confidential. We will only use it to help analyse responses to a survey. It is not your personal information that we are particularly interested in, we simply need that information to know which groups you belong to.
We look at the responses these different groups give, to see if there are common or better or worse experiences between groups. Knowing the varied experiences people tell us about will not explain why these differences occur. But it does provide a starting point for asking questions and highlighting issues.
By comparing survey feedback across groups of people, we can:
- check if we are promoting equality, complying with equality legislation, and promote community cohesion
- check if a service is reaching all parts of the community
- reveal discrimination or identify policies or services that adversely affect people from different communities
- identify the need for new or changed services & measure the effectiveness of service changes
As part of our commitment to the Equality Act and previous equality legislation we also monitor our performance in terms of the diversity of our workforce.
- Workforce profiling - including schools and casual staff 2020 (PDF 40Kb)
- Workforce profiling - not including schools and casual staff 2020 (PDF 40Kb)
- Workforce profiling - including Schools and casual staff 2019 (PDF 40Kb)
- Workforce profiling - not including Schools and casual staff 2019 (PDF 40Kb)
- Workforce profiling - including Schools or Bureau 2018 (PDF 82Kb)
- Workforce profiling - not including Schools or Bureau (PDF 79Kb)
- Workforce profiling 2017 - includes schools and bureau (PDF 125.70Kb)
- Workforce profiling 2017 - no schools or bureau (PDF 118.70Kb)
- Workforce profiling 2016 - includes schools and bureau (PDF 80Kb)
- Workforce profiling 2016 - no schools or bureau (PDF 77Kb)
- Workforce profiling 2015 - includes schools and bureau (PDF 127Kb)
- Workforce profiling 2015 - no schools and bureau (PDF 130Kb)