Dorset local authority workforce profiles

3. Dorset County Council

We are committed to diversity and equality of opportunity in our employment and practices. We recognise that it is a matter of good management and aim to give employees a work environment that helps them to give the best service possible.

It is important to set out this information in the context in which we are currently working. Like most of public sector, we are going through vast organisational change. This change has had an effect on our workforce profile. However we are committed to supporting our existing staff and helping them to progress.

See the current workforce profile:

DCC Workforce Profile

Future work for DCC

We aim to address the gaps in some of the data provided. We hope to use this data to ensure our employment practices and support services help us meet the general equality duties.

• we record data about our employees' sexual orientation and faith, religion and belief. We need to encourage more staff to provide this information, so that we can provide better support to our staff and managers
• we will work with the National Lesbian, Gay and Bisexual (LGB) organisation, Stonewall, to better understand and support our LGB staff
• we hold no workforce data on transgender employees. We will work with local and national organisations in this area
• we recognise there is reluctance in providing information about disability. We will work to understand barriers that stop staff declaring this and will focus on improving this data

As well as recording and publishing workforce information, we will also use this information in future work. It will help focus on identifying trends, barriers and progress for our staff in relation to recruitment, retention and promotion. We are currently working on producing workforce profile information on:

• redundancies
• training
• recruitment
• leavers

• disciplinaries

• grievances