Basingstoke and Deane Borough Council aims to embed the principles of equality, diversity and inclusion in everything that it does. This includes: the provision of services, the work of councillors in the community, work with partner organisations and the development of the council’s workforce.
Equality, diversity and inclusion at Basingstoke and Deane Borough Council
To meet the Public Sector Equality Duty and embed the principles of equality and diversity in everything we do; the council has developed a Corporate Equality, Diversity and Inclusion Plan. The council's equalities, diversity and inclusion priorities are:
EP1: Seek to make the borough a welcoming place for everyone
EP2: Seek to make sure relevant services are accessible to all
EP3: Seek to provide fair treatment that meets individual needs
EP4: Commit to having an increasingly diverse workforce
These are put into practice by all staff and managers in the council, supported by the council's Equality Working Party and Equality Strategy Group via a Corporate Equality, Diversity and Inclusion Action Plan. This plan is informed through work with local partner organisations and groups. It includes specific actions that relate to different service areas and is monitored on a regular basis.
Local equality and diversity information
To improve our understanding of local communities and better target our services to suit people's needs, we have collected general equality and diversity information about the characteristics of the local population and our service users including: gender, age, race, disability, sexual orientation, religion or belief or lack of belief, transgender status, marriage and civil partnership, pregnancy and maternity status. For more information, please view the document:
Workforce profile
We believe that our staff are key to making council services and work with local communities a success. Staff members come from a range of different backgrounds and we celebrate and value the diversity of our team. For more information, please view the document:
Gender Pay Gap Report
The gender pay gap shows the difference between the average (mean or median) earnings of men and women.
The Gender Pay Gap report for the council's workforce is based on data at the snapshot date of 31 March each year and must be published by 30 March the following year. The results have been published on the council's website as well as the Government Equalities Office website.
Equality Impact Assessments (EIAs)
To find out how the council's policies, schemes and services could affect different communities, we use Equality Impact Assessments (EIAs). This way we can identify possible negative effects and overcome them whenever possible.
