Equality Objectives Annual Report 2025-26
Pages in Equality Objectives Annual Report 2025-26
- 1. Introduction
- 2. Equality Objective 1: Plan and shape services to support equality using data and local insights
- 3. Equality Objective 2: Support strong, inclusive communities
- 4. Equality Objective 3: Provide accessible information and services
- 5. You are here: Equality Objective 4: Embrace equality and inclusion as an employer
5. Equality Objective 4: Embrace equality and inclusion as an employer
The Council has a range of policies and arrangements in place to support equality and inclusion within the organisation.
Policies include the Corporate Equality Policy, which was reviewed and updated during 2025/26, the dignity at work policy, parents at work policy, flexible working policy, and the hybrid working policy, which was again reviewed and updating during 2025/26.
Voluntary information is collected on the Council’s workforce and equality characteristics, with annual details available on the Council’s website. Work is continuing to increase understanding of workforce composition, to enable appropriate consideration and any necessary support.
The Council also has a number of recognised staff networks, which provide mutual support, act as point of engagement on related matters, and sometimes help provide additional information and learning for wider employees. Current networks include the Carers’ Staff Network, LGBTQ+ Staff Network, and the Workability Staff Network, and the Culture, Ethnicity and Inclusion Staff Network which formed in May 2025. Information on staff networks is available for staff via the intranet, or through contacting network leads.
Training is provided to staff on equality and inclusion matters, including mandatory equality, diversity and inclusion training, and sexual harassment prevention. Training for Councillors is also provided on associated topics, including as part of the induction process for new members. Additional information and access to support is also available through the Council’s intranet, or via managers or the HR team.
There is regular recognition of events and activities relating to equality and inclusion, with examples in 2025/26 including an International Women’s Day visit from the poet Shaniqua Benjamin, reflection on LGBTQ+ history month, 16 days of activism against gender-based violence, arts events for Black History Month, and hosting a Macmillan coffee morning.