If you apply to work for us we will ask you to tell us about your gender, ethnicity, whether you have a disability and what it is, your sexual orientation and religion or belief. If you already work with us, we will ask you to update this information regularly.
Giving us this information is voluntary and entirely confidential. We're only interested in understanding the make-up of our employee profile, not who is providing the information.
Why do we need this information?
It helps us to understand the diversity profile of people who apply to work with us, and those who work with us across each of the protected characteristic areas (as detailed in the Equality Act 2010 - age, disability, gender reassignment, race, religion or belief, sex and sexual orientation).
How do we use the information?
We use this information in a variety of ways for example to:
- Monitor the application of our employment policies and identify any key issues.
- Analyse the diversity of job applicants and asses our recruitment practices.
- Understand the diversity profile of our workforce and how this reflects the community we serve.
- Understand our workforce profile across each of the protected characteristics.
- Assess the impact of our employment policies and decisions on our employees, particularly those with different protected characteristics.
- Understand how we can meet the needs of our employees with different protected characteristics.
- Provide information on the diversity of our workforce.
Ultimately by getting this information and using it as explained above we hope to eliminate unlawful discrimination, victimisation and harassment; advance equality of opportunity; and foster good relations.
The information also allows us to meet our obligations under the public sector equality duty of the Equality Act 2010 and the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012 by:
- Completing Equality Impact Assessments - Understanding our workforce diversity allows us to assess the impact of any major policy decision or changes.
- Preparing our Equality outcomes and Equality Mainstreaming Report.
- Reporting on our Gender pay gap and Occupational Segregation, see below for information. publishing our equal pay policy.
- Publishing the diversity profile of:
- Our workforce by disability, ethnicity and gender. (We currently collect data on sexual orientation and religion or belief and will publish this in the future)
- Our recruitment activity.
- Our discipline cases, grievances raised, harassment complaints, leavers, recruitment complaints and training activity.
For more information regarding our workforce diversity information or to receive this information in alternative formats please email CorporateHR@glasgow.gov.uk
Gender Pay Gap, Occupational Segregation