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:
To publish information about staff and the community - this can be found in our workforce profile
To publish equality objectives for the organisation - this can be found in our equality objectives
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.
You can also find more details in our Gender pay gap report 2021.
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.
- Full Equality Impact Assessment - Customer Services
- Initial Equality Impact Assessment - Customer Services Unit
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. Rushmoor Borough Council was one of only 30 councils to achieve this target.
Below is the summary of the information we will send to the Department of Education for 2021/22.
|Number of employees on 31 March 2021||286|
|Number of employees on 31 March 2022||281|
|Number of new employees who started work between 1 April 2021 and 31 March 2022||40|
|Number of apprentices on 31 March 2021||13|
|Number of apprentices on 31 March 2022||10|
|Number of new apprentices between 1 April 2021 to 31 March 2022 (includes both new hires and existing employees who started an apprenticeship)||5|
|Percentage of apprenticeship starts (both new hires and existing employees who started an apprenticeship) as a proportion of employment starts between 1 April 2021 to 31 March 2022||12.5%|
|Percentage of total headcount that were apprentices on 31 March 2022||3.56%|
|Percentage of apprenticeship starts (both new hires and existing employees who started an apprenticeship) between 1 April 2021 to 31 March 2022 as a proportion of total headcount on 31 March 2022||1.75%|