How we are responding to the equalities act, including our workforce profile and gender pay gap information.
Our duties under the Equality Act
The Equality Act 2010 introduced a number of duties on the public sector.
Within this, are specific duties covering the following protected characteristics: age, disability, race, religion or belief, sex, sexual orientation, gender reassignment, pregnancy and maternity.
Our two specific duties are:
There is also a general duty requiring all public bodies to take account of the need to:
Eliminate unlawful discrimination, harassment and victimisation and other conduct the act prohibits
Advance equality of opportunity between people who share a protected characteristic and those who do not
Foster good relations between people who share a protected characteristic and those who do not
Gender pay gap
Under The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, we are required to publish statutory gender pay gap calculations every year.
Please visit GOV.UK - Gender pay gap service website for our figures.
Equality impact assessments
We publish our equality impact assessments to show how we have considered the local community where changes are anticipated that may have a potential impact on service users.
The government has set a target for all public sector employers in England with at least 250 employees, to employ an average 2.3% of their staff headcount as new apprentice starts between 1 April 2017 and March 2021 which Rushmoor has achieved.
Below is the summary of the information we will send to the Department of Education for 2020/21 to measure our progress to meet this apprenticeship target.
|Number of employees on 31 March 2020||282|
|Number of employees on 31 March 2021||287|
|Number of new employees who started work between 1 April 2020 and 31 March 2021||33|
|Number of apprentices on 31 March 2012||15|
|Number of apprentices on 31 March 2021||17|
|Number of new apprentices between 1 April 2020 to 31 March 2021 (includes both new hires and existing employees who started an apprenticeship)||4|
|Percentage of apprenticeship starts (both new hires and existing employees who started an apprenticeship) as a proportion of employment starts between 1 April 2020 to 31 March 2021||12.12%|
|Percentage of total headcount that were apprentices on 31 March 2021||5.92%|
|Percentage of apprenticeship starts (both new hires and existing employees who started an apprenticeship) between 1 April 2020 to 31 March 2021 as a proportion of total headcount on 31 March 2021||1.42%|