Workforce equalities profile 2022 to 2023

Based on our current workforce data we know that we need to prioritise the following equality, diversity and inclusion actions:

• improve data collection processes and options to ensure that staff feel empowered to share their protected data in the workplace, enabling us to have a fuller picture of our staff profile at various levels of the organisation
• implement deeper interrogation of the following data sets to gain further insights for action development:
  • age - particularly around turnover of staff in younger age brackets
  • ethnicity - particularly around turnover and success during the stages of recruitment
  • sex - looking at the shift in recruitment and changes within the top 5% of the organisation
  • maternity - looking at the increased percentage of staff not returning to work after maternity or parental leave
• identify and develop progression opportunities to ensure that staff from all levels can grow and thrive within our organisation, to develop leaders of tomorrow.
• implement additional training and resources for managers on inclusion and diversity to ensure consistent recruitment practices across the organisation.
• evaluate recruitment practices and retention opportunities to identify areas for improvement.
• conduct additional training and resources for managers on inclusion and diversity to ensure consistent recruitment practices across the organisation.
• communicate through our Employee Value Proposition that we are an employer of choice who hold EDI as high cultural value to continue to bring in staff from diverse backgrounds, including those with disabilities.

Our annual EDI Action plan outlines our ambitions regarding equality of opportunity, diversity, and inclusion within the Council. Ongoing review and development of our recruitment and retention practices is integral to supporting and growing the diversity of our workforce at every level.

We want to enable our current and future workforce to reach their full potential. We know that our biggest strength comes from the people that work for us, and that is why we are working hard to ensure we continue to be an accessible and inclusive organisation.