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Equalities Information

We use information and data when preparing service delivery and policy to ensure that we understand how people of different groups (or protected characteristics) may be impacted.

Under the Equality Act 2010, all public authorities have both general and specific duties. Public authorities covered by the specific duties of the Act, like Blaby District Council, must publish information to demonstrate their compliance with the 'general duty.' This includes information relating to people who share a relevant protected characteristic. This applies to our employees (as an authority with more than 150 staff) and people affected by our policies and practices (for example our service users).

Disability Confident

The Disability Confident scheme supports employers to make the most of the talents disabled people can bring to your workplace.

Disability Confident:

  • Challenges attitudes towards disability
  • Increases understanding of disability
  • Removes barriers to disabled people and those with long-term health conditions
  • Ensures that disabled people have the opportunities to fulfil their potential and realise their aspirations 

Blaby District Council are currently at level one and we are working towards becoming a level 2 in 2020.

Employee Data

An equality profile of staff helps us to understand key issues about the workforce. We also use this data to inform decisions and policies affecting employees. We work to ensure that this data is comprehensive, and an equality profile of our employees can be found in the Annual Report.

Gender Pay Gap

We are required to carry out gender pay reporting. This involves six calculations showing the difference between the average earnings of men and women in our organisation. We can use these results to assess and the levels of gender equality in our workplace and the balance of male and female employees at different levels.

It is important to note that gender pay reporting is different from equal pay. Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because they are a man or a woman. The gender pay gap shows the difference in the average pay between all men and women in a workforce. Our most recent results can be found by downloading the Gender Pay Gap Report below.

About Our District

A profile of the population characteristics of the District helps us to understand key issues facing the community. We use a variety of sources including the 2011 census and data from the Office of National Statistics. You can find the Blaby District Profile information available to download at the bottom of the page.

Equality Impact and Needs Assessment

An Equality Impact Needs Assessment helps to give us data that helps us to inform decisions and policies that we make to assess the impact on different groups of people and to examine customer needs. An assessment of this type will be carried out on new service policies as they are developed and overtime on existing ones.

They are conducted to make sure that a service or policy does not discriminate against any social group or people because of their disability, race, gender, sexual orientation, age or religion. Assessments ensure that any possible effects are considered and evaluated and if necessary, minimised through an action plan to reduce or remove any negative impact.

If you wish to see a particular Equality Impact Needs Assessments please contact us with your request.

Customer and Residents Consultation

We are committed to engaging and consulting with our local communities, wherever appropriate, in regard to our plans, strategies and policies. We welcome feedback and comments from people regardless of their age, ethnicity, gender, religion, disability, sexual orientation. Details of future consultations will be available on our website as they take place.

Every two years we carry out a survey to find out what you think about how we are doing, and your satisfaction with the services we offer. Visit the Annual Report page for more information.

Translation Services

The Council can make documents available, on request, in another language or format (large print, Braille or on audiotape). We also can provide translation services if required for help with completing forms or attending meetings with Council officers.

Gathering monitoring information

Equality monitoring information is generally collected on forms you fill in. This information tells us who is and who is not using our services, who are customers are, whether we are meeting their needs. The information helps us to improve and develop our services, identify barriers to access and will also highlight gaps to enable us to target services to ensure everyone gets fair and equal access.

Discrimination or Hate Crime

If you feel that you have experienced discrimination or hate crime because of your race, disability, religion, sexual orientation or gender identity then you can get help, advice, support and report incidents.

The Equality Advisory Support Services advises customers and employees of their rights under Equality and Human Rights legislation. They are not a legal service, but through their helpline, you can access advice on your rights and suggestions on the most effective way to solve a problem. You can contact the service by visiting the Equality Advisory Support Services website below.

Hate incidents could be physical, verbal or written abuse. They take many forms but are essentially about someone being targeted because they are believed to be different, because of age, disability, gender identity, race, religion/belief or sexual orientation. If you have been a victim, or if you have witnessed or become aware of a hate incident, please tell us by visiting the Health, Safety and Support page.

Equality and Human Rights Policy

We take our general public duties very seriously. These are to:

  • Eliminate discrimination, harassment, victimisation and other conduct that is unlawful under the Act
  • The advance of opportunity between people who share a protected characteristic and those who do not
  • Foster good relations between persons who share a protected characteristic and those who do not

We will pay due regard to the nine protected characteristics:

  • Age
  • Gender
  • Gender re-assignment
  • Disability
  • Ethnicity and Race
  • Sexual orientation
  • Religion and belief
  • Marital status and civil partnership
  • Pregnancy and maternity

We are determined to continually develop our equality and diversity agenda, not just to meet our increasing statutory responsibilities in this area but because it is vital to our aim of delivering excellence and continuous improvement in all our services. This is set out in our Equality and Human Rights Policy.

The Equality and Human Rights Commission

The Equality and Human Right Commission are committed to the vision of a modern Britain where everyone is treated with dignity and respect, and we all have an equal chance to succeed. Their aim is to act as a catalyst for change and improvement in equality and human rights

The Commission has a statutory role to promote and monitor human rights; and to protect, enforce and promote equality across the nine "protected" characteristics listed in the Equality and Human Rights Policy tab. It also has a role in making sure people understand the law and uphold it.

The Equality Act 2010 provides a modern, single legal framework with clear, streamlined law to more effectively tackle disadvantage and discrimination. The remit given to the Commission by the government is to enforce and promote equality.

Last updated 18 June 2020
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