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.
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.
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.
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:
Marriage and civil partnership
Pregnancy and maternity
Religion or belief
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:
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.