Workforce equalities profile 2022 to 2023

The Workforce Equalities Profile 2022-2023 explores the workforce profile of council services (excluding schools) at Buckinghamshire Council (BC) over the past year to demonstrate our compliance to the Public Sector Equality Duty (Equality Act, 2010), and compares this to the data contained in reports from the previous 2 years.

Read the 2021 to 2022 workforce equalities profile (PDF, 1.1 MB).

The Equality Duty requires public bodies to publish information which demonstrates our due regard to:

• eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under the Equality Act 2010;
• advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it; and
• foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

In April 2020, as we launched the Buckinghamshire Council, we adopted our Equalities Policy 2020 to 2024 and published the following equalities objectives which support the Council’s strategic priorities (as identified in our corporate plan):

a. Develop, commission, and deliver inclusive and responsive services

b. Foster strong relationships within our communities so everyone feels safe, supported to live independently, and residents are encouraged to get involved in improving local services;

c. Develop and support a highly skilled workforce who are collaborative and ambitious in the work they do, whilst valuing diverse perspectives; and

d. Ensure leadership and organisational commitment to equalities.

We maintain an ongoing commitment to equality, diversity and inclusion (EDI), with our EDI steering group and four staff networks spearheading internal and external delivery of our action plan across our directorates, ensuring EDI is firmly embedded as a key part of the Council’s culture.