Our approach to equality and diversity
We recognise the benefits of a diverse workforce and aim to make our services and assistance available to all.
Equality and diversity is a key component of good management, as well as being legally required, socially desirable and morally right.
We're committed to maintaining a culture which recognises and rewards individual achievement and merit, regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation as well as working pattern, full-time or part-time, and contract status, permanent or fixed term.
Under public sector equality duty, we have a general duty to have due regard and the need to:
- eliminate unlawful conduct, which is prohibited under the Equality Act 2010
- advance equality of opportunity across relevant protected characteristics
- foster good relations across relevant protected characteristics.
We proactively consider equality when carrying out work by mainstreaming it into our core business. It is not a marginal activity but a key component of what we do.
We are continuing to develop a robust evidence base of equality data, in relation to the delivery of our functions and regarding how we act as an employer. This includes extending arrangements for consultation and involvement to ensure that we take into account the views of people affected by the delivery of our functions.
We have published a suite of equality outcomes alongside our Strategy and Operating plan. The outcomes articulate how we can maximise our strategic impact through realising economic, social and community benefits for particular groups of people.
