Equality and Diversity

Within our workforce

We publish annual data on our workforce on various aspects such as age, gender and ethnicity. Please see our Employee Equality Report – March 2018.

To find out the Gender Pay statistics of our staff, please see our Gender Pay Gap Report.

Supporting staff through Forums

We have four staff networks groups who provide advice and support to staff and the wider organisation. Each network supports their members through events, awareness raising of issues and contributing to the development of Council policies and the business agenda on equality and diversity.

Our staff Forums:

  • Black, Asian and Minority Ethnic (BAME) Staff Forum

  • Disability and Carers Staff Forum (DCSF)

  • Lesbian, Gay, Bisexual and Transgender (OUTreach) Staff Forum

  • Multi-Faith and Belief (MFAB) Staff Forum

Benefits for members:

  • Source of support, information and guidance

  • Support personal development of members

  • Allow for sharing of experiences

  • Empower staff by increasing knowledge

  • Build confidence amongst network members

  • Offer a safe, mutually supportive environment to discuss and address issues

Benefits for the wider organisation:

  • Provide support for the organisation on equality and diversity

  • Help ensure better policy making

  • Provide role models for progress

  • Increase sense of belonging and commitment to the organisation

  • Contribute to a motivated workforce

  • Demonstrate the Council’s commitment to equality and diversity

For further information about our Staff Forums please visit the Southend-on-Sea Borough Council website.

Within Southend

Our diverse community:

  • 181,800 residents in 74,700 households
    92% are white (compared to 86% nationally)
    16% non-white in Victoria Ward
    3% non-white in West Leigh

  • 130 languages spoken in schools

  • 56% are Christian, 32% no faith, 2% Muslim

  • 20% have a declared disability (compared with 17.5% nationally)

  • 18% are over 65 (compared with 16.4% nationally)

Further statistical data and analysis about our community can be found in the Southend Insights section of our website.

Diversity monitoring

As part of our ongoing commitment to equality and diversity, we include diversity monitoring questions on questionnaires, recruitment forms and other paperwork. The different groups we ask information about reflect the nine ‘protected groups’ identified by the Equality Act 2010. These are:

  • Age

  • Disability

  • Gender reassignment

  • Marriage and civil partnership

  • Pregnancy and maternity

  • Race

  • Religion or belief

  • Sex

  • Sexual orientation

We may carry out an equality analysis as a way of assessing the impact of decisions relating to policy, service function or restructure on residents, staff and customers, particularly those with protected characteristics. When undertaking an equality analysis, we also consider:

  • Carers

  • Socioeconomic factors

  • Community cohesion

  • Intersectionality

White Ribbon

The Council is actively working towards becoming an accredited White Ribbon employer. White Ribbon is a leading charity that is seeking to end male violence against women by engaging with men and boys to make a stand against violence. Their mission is for all men to fulfil the White Ribbon Promise to never commit, excuse or remain silent about male violence against women. The accreditation marks our commitment to make a difference in our communities to end all forms of Domestic Violence.


disability confident logo image

Southend on Sea Borough Council is a Disability Confident Employer. Our aim to draw from the widest possible pool of talent and to secure and retain high quality staff who are skilled, loyal and hard working.

As a Disability confident employer we are committed to employing and retaining disabled people at all levels of the organisation. We recognise that demonstrating that we treat all employees fairly is key to maintaining the morale and commitment of our employees.

Under this scheme the Council is committed to guaranteeing an interview to applicants with a disability who have demonstrated that they meet the minimum criteria for getting the job. The Council is required by law to make reasonable adjustments where necessary, to ensure that no candidate is disadvantaged unfairly, including where this is due to a disability or impairment.

For further information about how we ensure due regard, foster good relations and advance the equality of opportunity for all as set out by the Equality Act and Public Sector Equality Duty, please visit our website.