Report document
Workforce Equalities Report 2026
Published 4 August 2026
Introduction
Under section 149 of the Equality Act 2010 (the Public Sector Equality Duty (PSED)) and the Equality Act 2010 (Specific Duties) Regulations 2011, we are required to publish equality information to demonstrate our compliance with the general equality duty.
Our Workforce Strategy consists of four themes:
- Theme 1 - Talent and Development
- Theme 2 - Our Brand and Recruitment
- Theme 3 - Wellbeing and Reward
- Theme 4 - Inclusion and Belonging
One of the ways we measure our success in meeting the aims of our strategy is by reporting annually on equality and gender pay gap data, and this workforce data also forms part of the equality information that we use to assist us in meeting our duty to eliminate discrimination and harassment, promote equality of opportunities, and foster good relations between different groups within our workforce.
This report sets out the key information relating to the workforce at Maidstone Borough Council as at 1 April 2026. This information is monitored actively by the Leadership Team, and where the data suggests that further investigation is required, this is noted.
Workforce profile by protected characteristic
As at 1 April 2026 the council employed a headcount of 565 contracted staff.
Workforce profile by sex
| Sex | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Male | 40% | 41% | 42% | 42% | 44% |
Female | 60% | 59% | 58% | 58% | 56% |
The council has a requirement to report on gender under the Equality Act 2010, which created a public sector duty to have due regard to eliminating unlawful discrimination and to promote equality of opportunity between men and women.
The data above is in line with historical trends in the public sector, which traditionally attracts more female employees. This trend is continuing, with more females representing the majority each year.
Workforce profile by age
| Age | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
16-19 | 0.2% | 1.4% | 0.6% | 0.4% | 1.0% |
20-29 | 10.3% | 10.5% | 11.0% | 11.8% | 11.8% |
30-39 | 21.2% | 20.5% | 19.1% | 19.7% | 20.6% |
40-49 | 23.4% | 23.1% | 25.6% | 26.9% | 29.2% |
50-59 | 31.0% | 31.2% | 31.5% | 28.7% | 25.7% |
60-69 | 12.9% | 12.4% | 11.3% | 11.6% | 10.7% |
70+ | 1.0% | 0.9% | 0.9% | 0.9% | 1.0% |
The distribution of age across the authority has fluctuated slightly during the last few years. The most noticeable trend is the increasing proportion of employees aged 50 and above. The combined 50 to 59 and 60 to 69 groups make up just under 44% of the workforce in 2025/26.
The 16 to 29 age groups remain the lowest percentage of employees.
Workforce profile by declared disability
| Disability | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Disabled | 10.1% | 9.5% | 8.3% | 8.0% | 6.5% |
Non-disabled | 74.5% | 74.6% | 73.5% | 72.7% | 70.6% |
Not declared | 15.4% | 15.9% | 18.2% | 19.3% | 22.9% |
There is no single measure of disability. The above data represents individuals who consider themselves to have a health problem or disability that limits their day-to-day activities.
Non-declaration by applicants and employees of a disability is common, even though they are encouraged to declare. Employees are regularly reminded to update their details when a lifestyle change occurs, and it is accepted that disability is an area that can change during service. Action will continue to be taken to encourage reporting, and this does appear to be having a positive effect.
Workforce profile by ethnicity
| Ethnicity | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Asian/Asian British | 4.2% | 3.7% | 3.5% | 3.8% | 3.6% |
Black/Black British | 3.2% | 3.2% | 3.2% | 1.9% | 1.7% |
Mixed/Multiple/Other | 1.6% | 1.4% | 1.3% | 1.7% | 1.3% |
White Other | 7.1% | 6.6% | 6.9% | 6.4% | 5.5% |
White British/NI | 81.8% | 83.2% | 82.9% | 83.7% | 84.4% |
Not declared | 2.1% | 1.9% | 2.2% | 2.5% | 3.5% |
Local Authorities have a duty under the Equality Act 2010 to make appropriate arrangements to ensure their various functions are carried out with due regard to the need to eliminate unlawful racial discrimination and to promote equality of opportunity and good relations between people of different racial groups.
The data shows the number of ethnic minority staff across the different groups has increased.
This reflects the positive impact of our recruitment practices and the increase in self-declaration rates, both of which have contributed to greater workforce diversity in recent years.
Workforce profile by sexual orientation
| Sexual orientation | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Gay/lesbian/bisexual/other | 3% | 3% | 2% | 2% | 2% |
Heterosexual | 76% | 74% | 74% | 70% | 68% |
Not declared | 21% | 23% | 24% | 28% | 30% |
Just over a fifth of employees in 2026 have not given details of their sexual orientation, although this number is reducing year on year. This is not surprising, as employees may not wish to provide this information. However, employees will continue to be encouraged to update their information on this issue.
Religion and belief
| Religion or belief | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Christian | 33% | 33% | 32% | 30% | 31% |
Other declared religion or belief | 5% | 5% | 4% | 5% | 5% |
No religion or belief | 40% | 39% | 39% | 39% | 35% |
Not declared | 22% | 23% | 25% | 26% | 29% |
More employees are now declaring their religion or belief, but the percentages of those declarations have remained fairly static over the past few years.
Starters profile by protected characteristic
During 2025/26 a total of 40 people joined the authority (this does not include casual staff).
Starters by sex
| Sex | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Male | 45% | 34% | 41% | 38% | 36% |
Female | 55% | 66% | 59% | 62% | 64% |
Starters by age
| Age | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
16-19 | 0% | 5.9% | 5.4% | 1.2% | 5.3% |
20-29 | 32.5% | 17.6% | 23.0% | 24.4% | 24.0% |
30-39 | 20.0% | 25.5% | 23.0% | 18.6% | 29.4% |
40-49 | 27.5% | 20.6% | 20.3% | 24.4% | 21.4% |
50-59 | 15.0% | 21.6% | 21.6% | 20.9% | 13.3% |
60-69 | 2.5% | 8.8% | 6.7% | 10.5% | 5.3% |
70+ | 2.5% | 0% | 0% | 0% | 1.3% |
Starters by declared disability
| Disability | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Disabled | 12.5% | 11.8% | 4.1% | 15.1% | 4.0% |
Non-disabled | 85.0% | 77.4% | 83.8% | 76.8% | 81.3% |
Not declared | 2.5% | 10.8% | 12.1% | 8.1% | 14.7% |
Starters by ethnicity
| Ethnicity | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Asian/Asian British | 7.5% | 2.9% | 1.4% | 4.7% | 1.3% |
Black/Black British | 7.5% | 3.9% | 10.8% | 4.7% | 4.0% |
Mixed/Multiple/Other | 7.5% | 2.9% | 2.7% | 3.5% | 5.3% |
White Other | 5.0% | 6.9% | 8.1% | 9.3% | 6.7% |
White British/NI | 70.0% | 81.4% | 71.6% | 74.4% | 81.4% |
Not declared | 2.5% | 2.0% | 5.4% | 3.4% | 1.3% |
Starters by sexual orientation
| Sexual orientation | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Gay/lesbian/bisexual/other | 12% | 3% | 7% | 3% | 5% |
Heterosexual | 73% | 78% | 72% | 85% | 78% |
Not declared | 15% | 19% | 21% | 12% | 17% |
Starters by religion and belief
| Religion or belief | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Christian | 47% | 36% | 32% | 29% | 31% |
Other declared religion or belief | 8% | 7% | 3% | 8% | 5% |
No religion or belief | 35% | 36% | 45% | 45% | 49% |
Not declared | 10% | 21% | 20% | 18% | 15% |
Analysis of the new starter data shows that there has been an increase in males in the past year, marking a change to the trend over recent years. The number of starters in the 20-29 age group increased significantly last year, whereas the numbers in the 50-69 age groups have declined when compared with previous years. The data also indicates a more diverse intake than in 2024/25, with an increase in new starters across Asian, Black and Mixed ethnic groups.
Leavers profile by protected characteristic
During 2025/26, a total of 51 people left the authority (this does not include casual staff).
Leavers by sex
| Sex | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Male | 51% | 44% | 39% | 46% | 55% |
Female | 49% | 56% | 61% | 54% | 45% |
Leavers by age
| Age | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
16-19 | 2.0% | 1.4% | 0% | 1.2% | 0% |
20-29 | 15.7% | 9.8% | 20.3% | 22.0% | 16.7% |
30-39 | 19.6% | 19.7% | 23.4% | 22.0% | 27.3% |
40-49 | 17.6% | 16.9% | 20.3% | 20.7% | 21.2% |
50-59 | 19.6% | 25.4% | 17.2% | 20.7% | 15.2% |
60-69 | 23.5% | 25.4% | 18.8% | 12.2% | 18.1% |
70+ | 2.0% | 1.4% | 0% | 1.2% | 1.5% |
Leavers by declared disability
| Disability | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Disabled | 17.6% | 9.9% | 3.1% | 11.0% | 12.1% |
Non-disabled | 72.6% | 74.6% | 81.3% | 67.0% | 74.3% |
Not declared | 9.8% | 15.5% | 15.6% | 22.0% | 13.6% |
Leavers by ethnicity
| Ethnicity | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Asian/Asian British | 0% | 1.4% | 1.6% | 3.7% | 1.5% |
Black/Black British | 5.9% | 5.6% | 1.6% | 3.7% | 3.1% |
Mixed/Multiple/Other | 3.9% | 1.4% | 6.3% | 1.2% | 0% |
White Other | 2.0% | 7.0% | 4.6% | 3.7% | 0% |
White British/NI | 88.2% | 81.8% | 81.3% | 81.7% | 93.9% |
Not declared | 0% | 2.8% | 4.6% | 6.0% | 1.5% |
Leavers by sexual orientation
| Sexual orientation | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Gay/lesbian/bisexual/other | 4% | 3% | 3% | 2% | 5% |
Heterosexual | 80% | 75% | 80% | 70% | 73% |
Not declared | 16% | 22% | 17% | 28% | 22% |
Leavers by religion and belief
| Religion or belief | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Christian | 43% | 30% | 27% | 30% | 30% |
Other declared religion or belief | 2% | 3% | 8% | 6% | 3% |
No religion or belief | 39% | 46% | 47% | 32% | 42% |
Not declared | 16% | 21% | 19% | 32% | 24% |
The number of male leavers has increased and was higher than that of females for the first time in the last 4 years. In regard to age groups, there was a more even spread in the number of leavers across the groups, with the highest being in the 60-69 age group, most likely linked to retirement. In all other characteristic groups, the number of non-declarations has gone down.
Disciplinary and grievance
There were seven cases where formal disciplinary action was taken during 2025/26. The outcomes ranged from first-level warnings to dismissal.
Disciplinaries by sex
| Sex | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Male | 71% | 87% | 62% | 100% | 100% |
Female | 29% | 13% | 38% | 0% | 0% |
There were four grievances raised during 2025/26, which were dealt with under the Council’s grievance procedure.
Grievances by sex
| Sex | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Male | 75% | 25% | 100% | 0% | 100% |
Female | 25% | 75% | 0% | 100% | 0% |
Return to work rates
| 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 | |
|---|---|---|---|---|---|
| Number of employees whose maternity leave ended in period | 5 | 5 | 7 | 8 | 12 |
| Number of employees who returned to work after maternity leave | 4 | 5 | 6 | 8 | 12 |
| Return to work rate | 80% | 100% | 86% | 100% | 100% |
Workforce profile by pay band and protected characteristic
Full details of the council’s reward strategy are set out in the Pay Policy Statement.
As an organisation that employs over 250 employees, we are required to report and publish annually on our gender pay gap. The calculation is based on the hourly pay rate for each employee and the data must be a snapshot of salary data as at 31 March. The council reports on the gender pay gap as required and publishes the report on the Government and council website.
Workforce profile by pay band and sex
| Sex | Grades 3-7 | Grades 8-11 | Grades 12-13 | Grades 14-18 |
|---|---|---|---|---|
Male | 42% | 34% | 51% | 33% |
Female | 58% | 66% | 49% | 67% |
Workforce profile by pay band and age
| Age | Grades 3-7 | Grades 8-11 | Grades 12-13 | Grades 14-18 |
|---|---|---|---|---|
16-19 | 1% | 0% | 0% | 0% |
20-29 | 14% | 9% | 0% | 0% |
30-39 | 20% | 26% | 10% | 0% |
40-49 | 20% | 23% | 37% | 27% |
50-59 | 29% | 31% | 39% | 46% |
60-69 | 14% | 10% | 14% | 27% |
70+ | 2% | 1% | 0% | 0% |
Workforce profile by pay band and declared disability
| Disability | Grades 3-7 | Grades 8-11 | Grades 12-13 | Grades 14-18 |
|---|---|---|---|---|
Disabled | 9% | 12% | 10% | 0% |
Non-disabled | 71% | 78% | 75% | 80% |
Not declared | 20% | 10% | 15% | 20% |
Workforce profile by pay band and ethnicity
| Ethnicity | Grades 3-7 | Grades 8-11 | Grades 12-13 | Grades 14-18 |
|---|---|---|---|---|
Asian/Asian British | 3% | 6% | 2% | 7% |
Black/Black British | 1% | 6% | 3% | 0% |
Mixed/Multiple/Other | 1% | 3% | 0% | 0% |
White Other | 7% | 7% | 8% | 0% |
White British/NI | 85% | 76% | 85% | 93% |
Not declared | 3% | 2% | 2% | 0% |
Workforce profile by pay band and sexual orientation
| Sexual orientation | Grades 3-7 | Grades 8-11 | Grades 12-13 | Grades 14-18 |
|---|---|---|---|---|
Gay/lesbian/bisexual/other | 2% | 5% | 0% | 0% |
Heterosexual | 72% | 78% | 85% | 80% |
Not declared | 26% | 17% | 15% | 20% |
Workforce profile by pay band and religion and belief
| Religion or belief | Grades 3-7 | Grades 8-11 | Grades 12-13 | Grades 14-18 |
|---|---|---|---|---|
Christian | 29% | 34% | 47% | 27% |
Other declared religion or belief | 4% | 8% | 2% | 6% |
No religion or belief | 40% | 39% | 36% | 47% |
Not declared | 27% | 19% | 15% | 20% |
The above data shows female representation is strong across all pay bands, especially in mid to senior levels (Grades 8–11 and 14–18). The senior pay bands are largely occupied by employees aged 40-69. While the White British/Northern Irish are the majority across all pay bands, their representation is particularly high in Grades 14–18, where they account for 93% of staff within that pay band. The Asian/Asian British and Black/Black British employees are more represented in Grades 8–11 but underrepresented in senior pay bands.
Job applications by protected characteristic
Job applications by sex
| Sex | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Male | 43% | 37% | 37% | 30% | 29% |
Female | 56% | 62% | 62% | 69% | 71% |
Not declared | 1% | 1% | 1% | 1% | 0% |
Job applications by age
| Age | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
16-19 | 1% | 3% | 3% | 1% | 2% |
20-29 | 31% | 27% | 28% | 25% | 27% |
30-39 | 29% | 32% | 28% | 29% | 38% |
40-49 | 19% | 18% | 21% | 23% | 22% |
50-59 | 14% | 14% | 14% | 16% | 9% |
60-69 | 4% | 4% | 5% | 6% | 2% |
70+ | 1% | 1% | 0% | 0% | 0% |
Not declared | 1% | 1% | 1% | 0% | 0% |
Job applications by declared disability
| Disability | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Disabled | 8% | 9% | 8% | 8% | 12% |
Non-disabled/ Not declared | 92% | 91% | 92% | 92% | 88% |
Job applications by ethnicity
| Ethnicity | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Asian/Asian British | 13% | 12% | 11% | 9% | 6% |
Black/Black British | 17% | 15% | 17% | 9% | 4% |
Mixed/Multiple/Other | 4% | 4% | 4% | 4% | 4% |
White Other | 9% | 10% | 11% | 14% | 10% |
White British/NI | 55% | 58% | 55% | 62% | 73% |
Not declared | 2% | 1% | 2% | 2% | 3% |
Job applications by sexual orientation
| Sexual orientation | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Gay/lesbian/bisexual/other | 7% | 8% | 7% | 7% | 6% |
Heterosexual | 80% | 79% | 83% | 85% | 84% |
Not declared | 13% | 13% | 10% | 8% | 10% |
Job applications by religion and belief
| Religion or belief | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Christian | 36% | 35% | 39% | 37% | 30% |
Other declared religion or belief | 12% | 12% | 14% | 10% | 9% |
No religion or belief | 39% | 40% | 38% | 46% | 50% |
Not declared | 13% | 13% | 9% | 7% | 11% |
Job applicants shortlisted by protected characteristic
Job applicants shortlisted by sex
| Sex | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Male | 45% | 34% | 33% | 35% | 33% |
Female | 54% | 64% | 65% | 65% | 67% |
Not declared | 1% | 2% | 2% | 0% | 0% |
Job applicants shortlisted by age
| Age | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
16-19 | 1% | 2% | 4% | 2% | 1% |
20-29 | 27% | 22% | 24% | 16% | 29% |
30-39 | 25% | 27% | 22% | 34% | 38% |
40-49 | 21% | 20% | 22% | 20% | 20% |
50-59 | 20% | 19% | 20% | 19% | 9% |
60-69 | 4% | 7% | 6% | 9% | 3% |
70+ | 1% | 1% | 0% | 0% | 0% |
Not declared | 1% | 2% | 2% | 0% | 0% |
Job applicants shortlisted by declared disability
| Disability | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Disabled | 12% | 8% | 11% | 8% | 9% |
Non-disabled/Not declared | 88% | 92% | 89% | 92% | 91% |
Job applicants shortlisted by ethnicity
| Ethnicity | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Asian/Asian British | 14% | 8% | 7% | 10% | 7% |
Black/Black British | 14% | 10% | 14% | 9% | 4% |
Mixed/Multiple/Other | 5% | 3% | 4% | 2% | 4% |
White Other | 6% | 9% | 8% | 9% | 8% |
White British/NI | 60% | 68% | 65% | 70% | 75% |
Not declared | 1% | 2% | 2% | 0% | 2% |
Job applicants shortlisted by sexual orientation
| Sexual orientation | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Gay/lesbian/bisexual/other | 8% | 9% | 6% | 8% | 5% |
Heterosexual | 80% | 77% | 84% | 88% | 86% |
Not declared | 12% | 14% | 10% | 4% | 9% |
Job applicants shortlisted by religion and belief
| Religion or belief | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Christian | 37% | 30% | 41% | 37% | 30% |
Other declared religion or belief | 12% | 9% | 8% | 9% | 11% |
No religion or belief | 39% | 48% | 41% | 47% | 48% |
Not declared | 12% | 13% | 10% | 7% | 11% |
Job offers by protected characteristic
Job offers by sex
| Sex | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Male | 45% | 36% | 41% | 30% | 57% |
Female | 55% | 64% | 59% | 70% | 43% |
Job offers by age
| Age | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
16-19 | 2% | 7% | 3% | 4% | 4% |
20-29 | 29% | 24% | 20% | 12% | 34% |
30-39 | 27% | 28% | 30% | 32% | 25% |
40-49 | 26% | 22% | 17% | 30% | 21% |
50-59 | 14% | 11% | 22% | 16% | 12% |
60-69 | 0% | 8% | 8% | 6% | 4% |
70+ | 2% | 0% | 0% | 0% | 0% |
Job offers by declared disability
| Disability | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Disabled | 6% | 10% | 8% | 2% | 7% |
Non-disabled/Not declared | 94% | 90% | 92% | 98% | 93% |
Job offers by ethnicity
| Ethnicity | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Asian/Asian British | 4% | 4% | 3% | 7% | 5% |
Black/Black British | 8% | 4% | 6% | 5% | 5% |
Mixed/Multiple/Other | 12% | 4% | 5% | 0% | 5% |
White Other | 8% | 6% | 6% | 14% | 5% |
White British/NI | 66% | 80% | 80% | 74% | 78% |
Not declared | 2% | 2% | 0% | 0% | 2% |
Job offers by sexual orientation
| Sexual orientation | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Gay/lesbian/bisexual/other | 6% | 8% | 9% | 4% | 4% |
Heterosexual | 88% | 80% | 74% | 91% | 82% |
Not declared | 6% | 12% | 17% | 5% | 14% |
Job offers by religion and belief
| Religion or belief | 2025/26 | 2024/25 | 2023/24 | 2022/23 | 2021/22 |
|---|---|---|---|---|---|
Christian | 43% | 32% | 37% | 30% | 23% |
Other declared religion or belief | 2% | 8% | 5% | 5% | 13% |
No religion or belief | 49% | 48% | 41% | 58% | 48% |
Not declared | 6% | 12% | 17% | 7% | 16% |
Recruitment analysis
In general, an analysis of the recruitment activity at the Council for 2025/26 shows that the percentages of applicants being shortlisted and offered positions were fairly consistent across all protected characteristic groups. There has been an increase in applications from the 20–29 age group, rising to 31%, indicating improved attraction of younger applicants. However, the number of applicants in the 40-49 age group was notably more successful at the shortlisting and job offer stage than the other age groups.
The number of disabled applicants being shortlisted and offered roles was at a level close to the workforce representation. Ethnic minority applicants were shortlisted in line with the number of applications received from these groups, but at offer stage these figures reduce and progression into senior roles remains limited.
The recruitment process shows positive progress in attracting and shortlisting a diverse range of candidates. There is, however, a slightly lower representation of applicants from Asian and Black ethnic backgrounds at the job offer stage compared to White British applicants. Continued monitoring, alongside a sustained focus on fair and inclusive recruitment practices, will help ensure equitable outcomes for all candidates.