Issue - meetings

To consider an update on the profile of the workforce of Huntingdonshire District Council (HDC) by their protected characteristics as defined under the Equality Act 2010.

The Committee gave consideration to a report by the Strategic HR Manager (a copy of which is appended in the Minute Book), which contained the annual summary of the profile of the workforce according to their protected characteristics as required by the Equality Act 2010. It covered the period to 31st March 2026. Equality monitoring data was provided voluntarily by employees and, as a result, the Council did not hold complete information for all members of Staff. Ongoing work continued to encourage data completion and raise awareness of the importance of providing this information.

Officers reported improvements in disclosure rates, including a reduction in the number of employees who had not declared their disability status or ethnicity. A range of measures was being implemented further to improve declaration rates, including targeted communications, manager engagement and support for frontline staff.

Members were advised that a further analysis, comparing workforce data with Census information would be presented to the September meeting. It would assess how representative the workforce was and identify any areas for improvement. Progress against existing actions and any new proposed actions would also be reported. This work was being delivered within existing resources and, to help improve staff experience, belonging and engagement, it would be supported by the Council’s Equality and Inclusion Network.

Councillor McIlwain questioned the purpose of collecting information on protected characteristics and sought assurance that employees who chose not to disclose such information were not subject to repeated requests. Officers advised that employees were not required to provide equality monitoring information and that a response of “prefer not to say” was accepted. Follow-up requests were only made where no response had been provided.

Following a question by the Chair, it was confirmed that the introduction of a dyslexia-friendly font through the ICT service remained an action within the Workforce Strategy. As ICT services were delivered through the shared 3C partnership, implementation required coordination across all three authorities. Having noted that work on the initiative was ongoing, it was

RESOLVED

that the contents of the report be noted.