Equality and Diversity Monitoring

Page updated: 31/05/2023

As an employer we are committed to recruiting, retaining, and developing a workforce that reflects the communities we serve. The Equality Act 2010 places certain duties on us as an employer. Sharing your equality monitoring data allows us to assess the impact our recruitment and employment policies and practices have. It also gives us the opportunity to improve them where possible.

We collect data about protected characteristics. Under the Equality Act the protected characteristics are age, gender reassignment, sex, race, disability, pregnancy and maternity, marital or civil partnership status, sexual orientation and religion or belief.

All the information you choose to provide will be treated in the strictest confidence and handled in accordance with the principles of the Data Protection Act 2018. Equal opportunity monitoring data is stored on a secure HR database for the duration of your employment with the Council. No information will be published or used in any way that allows you to be identified. Access to this information is restricted to staff involved in the processing and monitoring of the equality and diversity data and is used for statistical purposes only. You may withdraw your consent to the holding of equal opportunity monitoring data at any time by updating your personal and equality data on MyView.

Why do you collect data about age?

Our workplace policies are designed to ensure you are judged only by your abilities and not your age. By monitoring age, we want to assess how effective our policies are in practice and to improve them where we can.

When you were appointed in your job you gave us your date of birth and it was added to our database.

You can help us by keeping your details up to date. Why not take a moment to check that your details are correct? You can check and update your personal information at any time and from any device by logging into your MyView account and visiting the “Personal Details” section.

Why do you collect data about sex and gender identity?

We often use the terms ‘Sex’ and 'Gender' interchangeably in conversation, but they are not the same thing. 'Sex' refers to the anatomical differences between males and females. 'Gender' refers to an individual's personal sense of how much like a man or a woman they feel.

Concentrations of either men or women into certain jobs and the impact of family commitments are some reasons why people experience the workplace differently.

Gender identity monitoring of applicants and our workforce is a significant step towards acknowledging trans employees within the workplace.

We will only use the statistical information for ensuring our workforce policies are working fairly and no individual will be identified.

You can help us by keeping your details up to date. Why not take a moment to check your details? You can check and update your personal information at any time and from any device by logging into your MyView account and visiting the “Personal Details” section.

Why do you collect data about pregnancy and maternity?

If you become pregnant or are on maternity leave during your employment with us, you are covered by certain employment protections.

You can help us by keeping your details up to date. You are therefore encouraged to speak to your line manager at the earliest opportunity as it is important that a workplace risk assessment is undertaken to protect you and your unborn child or, as a breastfeeding parent , when you return to work. In addition, you may wish to find out more about our Flexible Working Policies. Further information is available to view on our HR pages.

Why do you collect data about marital status?

Marriage is defined as a union between a man and a woman or a same sex couple. Same-sex couples can have their relationships legally recognised either through marriage, civil partnership or convert a civil partnership into a marriage in England and Wales.

Following a Supreme Court ruling in 2018 women and men can also have a civil partnership, rather than marriage being the only option for a legally binding union.

We collect marriage and civil partnership data to monitor the impact of our recruitment and employment policies and continually make improvements.
You can help us by keeping your details up to date. Why not take a moment to check your details? You can check and update your personal information at any time and from any device by logging into your MyView account and visiting the “Personal Details/Equal Opps. Details” sections.

Why do you collect data about health and disability?

We collect this information to make positive changes. To make these changes we need a better understanding of the potential barriers faced by people with a health condition or disability.

Many people do not consider themselves to be disabled but may be covered by the Equality Act 2010. The Equality Act defines a person as disabled if they have a physical or mental impairment, which has a substantial and long term adverse effect (i.e., has lasted or is expected to last at least 12 months) on the person’s ability to carry out normal day-to-day activities.

We have developed Reasonable Adjustments guidance to support you and your manager when discussing and agreeing reasonable adjustments in the workplace.

We are also committed to the following Disability Confident criteria:-

To make an offer of a guaranteed interview to all applicants who meet the minimum criteria for a job vacancy and consider them on their abilities

To ensure there is an opportunity to discuss at any time but at least annually, what can be done to ensure you can develop and use your abilities

To make every effort if you become disabled to support and retain you in employment

To take action to ensure that all employees develop an appropriate level of disability awareness needed to make the commitments work

Why do you collect data about nationality?

Information on national identity in Wales is categorised by asking a specific question on national identity. By answering this question, you are enabling us to meet our equality duties in Wales for monitoring and statistical purposes.

Why do you collect data about ethnic origin?

The ethnic categories are based on the Census 2011 and are listed alphabetically. Monitoring lets us understand the ethnic make-up of our workforce and compare this with the wider community. It also lets us analyse our people practices and procedures and how they impact on different ethnic groups.

Why do you collect data about sexual orientation?

Monitoring sexual orientation of applicants and our workforce is a significant step towards acknowledging gay, lesbian and bi-sexual employees within the workplace. We want to be an exemplar employer and make sure our processes and practices are fair.

We will only use sexual orientation statistical information to make sure our workforce policies are working fairly. The information is treated in the strictest confidence and no individual will be identified.

You can help us by keeping your details up to date and letting us know what best describes your sexual orientation. Why not take a moment to check your details? You can check and update your personal information at any time and from any device by logging into your MyView account and visiting the “Personal Details/Equal Opps. Details” sections.

If you would like to find out more about monitoring sexual orientation, please read the ‘What’s it got to do with you?’ guide produced by Stonewall

Why do you collect data about religion and belief?

We are committed to ensuring fairness and equality to all employees whatever their faith or belief and so collecting this data helps us achieve this aim.

You can help us by keeping your details up to date. Why not take a moment to check your details? You can check and update your details at any time and from any device by logging into your MyView account and visiting the “Personal Details/Equal Opps. Details” sections.

Please note, the list includes religions that are most commonly found in Britain, which are listed alphabetically. If your religion is not specified, please use the notes box to best describe your religion. We ask you not to take offence for any omission.

How do I find out more about equality and diversity?

If you would like to find out more about equality and diversity within the Council visit our HR pages.

Future Developments: We are looking at ways to widen access and participation in workforce equality and diversity engagement. This is to ensure the views and involvement of staff from different backgrounds and circumstances can contribute to developing actions that will improve our workplace.