Workforce monitoring

The legal requirements

As a public authority, South Oxfordshire and Vale of White Horse District Councils have a specific duty to publish relevant proportionate information annually to demonstrate our compliance with the Public Sector Equality Duty (PSED), part of the Equality Act 2010.

This means that we have to publish information to show that we have paid due regard to the three aims of the general equality duty:

  • eliminate unlawful discrimination, harassment and victimisation and any other conduct prohibited by the Act
  • advance equality of opportunity between people who share a protected characteristic (see below) and people who do not share it
  • foster good relations between people who share a protected characteristic and people who do not share it.

The protected characteristics covered by the equality duty are: age, disability, gender reassignment, pregnancy and maternity, race – this includes ethnic or national origins, colour or nationality, religion or belief – this includes lack of belief, sex , sexual orientation and marriage and civil partnership – in respect of eliminating unlawful discrimination only.

Equality information on our workforce

We are committed to ensuring that all our employment policies and practices for staff are fair, advance equality of outcome, eliminate discrimination and foster good relations.

To inform our priority areas for improvement we gather evidence from our equality monitoring data, equality impact assessments and consultations with our staff, staff groups and Trade Unions. We use this information to:

  • Identify any potential disparities in the diversity profile of our workforce which helps us in developing actions to address any perceived inequalities and barriers to equality of opportunity.
  • Understand whether our employment policies, practices and procedures are equitable and are being implemented fairly, by examining under- or over-representation of staff.
  • Identify differences in the outcomes or experience of staff and, where required, develop training and guidance to support our managers in managing a diverse workforce.
  • Inform the development of all our people policies to ensure that they advance the three aims of the general duty

Each year we publish a summary of the employment monitoring data we have collated and considered in our equality and diversity workforce reports. This includes information on:

  • the equality profile of our workforce (including representation at different levels and pay bands)
  • numbers of part-time and full-time staff (Working Patterns)
  • recruitment and promotion
  • access to training
  • grievances and disciplinary actions (including about harassment
  • dismissals and other reasons for leaving (including redundancy, retirement and resignation)
  • maternity and flexible working requests

You can view our or download our workforce monitoring data and equality in employment policy using the following links:

The equality information helps us identify and understand potential key equality issues in our workforce. To assess our performance, we also benchmark ourselves against national statistics released by the Office for National Statistics including the Public Sector Employment Statistics which can be viewed on the Office of National Statistics ( website.

Last reviewed: 20 - 08 - 2019

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