17 May 2012The Equality Act 2010 requires the Council to publish information to demonstrate how we are complying with the Public Sector Equality Duty.
We continue to use equality impact assessments to ensure our services meet the needs of people who want to use them. The majority of information required by the Public Sector Equality Duty is contained within our equality impact assessments and Annual Equality Reports.
This page signposts to the relevant information as set out by the Equality and Human Rights Commission. This information will be reviewed and updated on an annual basis.
Information to show that we have thought about the three aims of the Equality Duty as part of the process of decision-making
The equality impacts of our decisions are considered within our committee reports.
Information relating to people who are affected by our policies and practices who share protected characteristics.
Our Equality Impact Assessments include all relevant information available relating to the following:
In addition, KCC has published an ‘equality and diversity’ profile showing demographic information about the population of Sevenoaks District.
Information relating to employees who share protected characteristics
Information about the profile of our workforce is available in our Annual Equality Report 2009/10
We do not consider it appropriate to gather this information from our employees. Cases of bullying and harassment are monitored (of which there have been none) and any additional needs or reasonable adjustments that may be required by staff have been considered within our equality impact assessments.
This is covered by the Maternity Leave Policy Equality Impact Assessment (
PDF File 62KB file details)
This is covered by the Recruitment and Selection Equality Impact Assessment ( PDF File 153KB file details)
This is covered by the Learning and Development Equality Impact Assessment ( PDF File 178KB file details)
This is covered by the Parental Family Leave Equality Impact Assessment ( PDF File 69KB file details)
This is covered by the Dignity at Work Policy Equality Impact Assessment.
This is covered by the Disciplinary Policy Equality Impact Assessment
Women represent 45% of the Council’s workforce, with a higher proportion of men being represented within direct services (the Council’s in-house refuse and recycling collection service). An analysis of pay grades by gender reveal a balanced distribution reflecting the workforce profile as a whole. View the available data Employee gender data ( PDF File 48KB file details). Further analysis of pay data and the workforce profile will be considered during 2012-13.
The following information is considered within all equality impact assessments relating to employment matters and where relevant:
