North Yorkshire Council
Corporate Partnerships Overview and Scrutiny Committee
15 December 2025
Annual review of equality objectives 2021-2025 – Progress report 2025
Report of the Assistant Chief Executive – Local Engagement
|
|
|
|
1.0 |
PURPOSE OF REPORT |
|
|
|
|
1.1 |
The purpose of this report is to provide Members with an overview of progress with achieving the Council’s equality, diversity and inclusion (EDI) objectives, fulfilling its legal obligations under the Public Sector Equality Duty (PSED), while upholding the principles of EDI established by the Equality Act 2010. |
|
|
|
2.0 SUMMARY
2.1 Equality and inclusion are at the heart of North Yorkshire Council’s (NYC) vision and core values. We are dedicated to establishing and maintaining a contemporary and supportive work environment for our employees while simultaneously addressing the inequalities, prejudice, and discrimination that impact the diverse communities we serve.
2.2 This report outlines the Council’s approach to delivering equality and inclusion within our services and as a large public sector employer. It presents the legal framework for equality and provides an overview of the progress we are making toward our equality objectives during the period from April 2024 to March 2025. Additionally, it elucidates the actions implemented to ensure compliance with the PSED.
3.0 BACKGROUND AND LEGAL FRAMEWORK
3.1 Equality Act 2010 defines the “national diversity criteria” in nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
3.2 NYC also measure four additional characteristics identified through local research to reflect our communities’ needs:
· Carers (unpaid family or friend)
· People on a low income
· People in rural areas
· Are from the Armed Forces Community
3.3 The PSED means that public bodies have a legal duty to have due regard to the need to:
i. put an end to unlawful discrimination behaviour, including discrimination, harassment and victimisation
ii. promote equality of opportunity
iii. foster good relations between different groups
3.4 The Council, as a local authority, is also subject to the specific duties contained in the Act, which are:
· Publish information to demonstrate how we are complying with the PSED annually
· Prepare and publish equality objectives (at least every four years)
3.5 To sum up, the Council has statutory duties to demonstrate that it pays due regard and considers all individuals when carrying out its day-to-day work, in shaping policy, in the decision-making process, in delivering services to diverse communities and their own employees fairly and respectfully.
4.0 NORTH YORKSHIRE DEMOGRAPHIC PROFILE
4.1 The county of North Yorkshire is the largest in England at 8,000 square kilometres (3,090 square miles).
4.2 The Council provides a wide range of services and facilities for its residents, businesses, and visitors, including:
|
|
4.3 North Yorkshire has a demographic profile characterised by an ageing population, a predominantly White demographic, and a significant Christian community. A detailed breakdown of these demographics is provided in the following table, using equality-related data from the 2021 Census for North Yorkshire. Further information can be found in Appendix 1.
|
Protected characteristics |
|
|
Age |
The average age in North Yorkshire is 43.4 years 24.5% aged 0-24 (England average 29.2%) 50.5% aged 25-64 (England average 52.4%) 25% aged 65+ (England average 18.4%) |
|
Sex |
49.3% male 50.7% female |
|
Ethnicity |
96% of the population in North Yorkshire is classified as White: English, Welsh, Scottish, Northern Irish, or British. North Yorkshire is not particularly ethnically diverse, but there are pockets of ethnic minorities throughout the area. For example, over 1,000 people in the largest non-white ethnic group in Richmondshire reflect the diverse nature of the military population within the district. Harrogate also has a substantial population from the Chinese ethnic group. |
|
Disability |
74% of the population in North Yorkshire are classed as Not disabled under the Equality Act: No long-term physical or mental health conditions. 17.6% of the population in North Yorkshire are Disabled under the Equality Act: Day-to-day activities are limited a little/lot. |
|
Gender Identity |
94.7% of the population of North Yorkshire identifies the same sex as registered at birth 4.9% ‘Not answered’ |
|
Sexual orientation |
91% of people living in North Yorkshire consider themselves Heterosexual |
|
Religion |
87.5% are Christian 9.1% ‘not stated’ Smaller percentages of the population identify with other religions, such as Islam, Buddhism, and Hinduism |
|
Marriage |
42.2% of the population of North Yorkshire is married 24.6% have never been married or in a civil partnership 16% declared ‘does not apply’ |
|
Carers |
Under 16% of the population has at least 1 unpaid carer in their household |
|
Rural areas |
41.9% living in a rural setting, equal to 250,486 residents (England average = 10.5%) 98% of the county is either sparsely (13%) or super-sparsely (85%) populated, with just over a third of the population living in these areas |
|
People with low income |
1.5% of the economically active people are unemployed, of which 29% are long-term sick and 22,5% are retired In total, 2.2% of working-age people are claiming out-of-work benefits |
|
Armed Forces Community |
5.7% of people have previously served in the UK armed forces, which equals 28,571 individuals |
4.4 Next year’s report will provide a comprehensive update on the local demographic profile, offering valuable insights for our community.
4.5 A description of each characteristic and terminology mentioned in the table above is available in the EDI glossary in Appendix 2.
4.6 We are continuously developing this Glossary to promote unified and consistent language within our organisation and with our communications, in alignment with the Equality Act.
5.0 PROGRESS AGAINST OUR EQUALITY OBJECTIVES 2021-2025
5.1 As part of our specific duties, we must develop and deliver equality objectives at least every four years.
5.2 The Council has identified a set of Equality Objectives 2021-2025, which were approved in June 2021, and included the following:
· Objective 1: Identify and address inequality as a result of the impact of COVID-19 and work to support vaccine take-up across all communities
· Objective 2: Identify and address inequality in outcomes for people from ethnic minorities
· Objective 3: To improve inclusion and diversity of staff working for the Council
· Objective 4: To improve health and educational outcomes amongst Gypsy, Roma, Traveller (GRT) communities in the county
· Objective 5: To ensure service delivery and commissioning, particularly social care and public health, are inclusive of Lesbian, Gay, Bisexual, Trans + adults
· Objective 6: To improve wellbeing, inclusion and feeling safe for vulnerable groups of children and young people
· Objective 7: To support digital inclusion for North Yorkshire’s communities and ensure that digital access to our services is inclusive of the widest range of customers as possible, taking into account different access requirements and the needs of those who experience digital exclusion
5.3 The Equality Objectives 2021-2025 align with the annual Council Plan and were included within the Council Plan for 2023-2024 and 2024-2025. They are being refreshed this year and so are not included within the current Council Plan, but the new objectives will be included again from 2026-2027.
5.4 These objectives are embedded into the performance framework discussion at the Corporate EDI Group (CEDIG) meetings, monitored against our PSED and reported through regular updates to the Management Board and Corporate and Partnerships Overview and Scrutiny Committee.
5.5 The examples below illustrate some of the diverse initiatives that are actively contributing to the achievement of our objectives:
In terms of service delivery:
5.5.1 The Migrant Programme Team: The team of this programme supports the delivery of various projects, including Resettlement, Refugee and Asylum Seeker Family Support, and Homes for Ukraine for children and families. The programme aims to ensure greater parity and a more consistent experience for new arrivals from ethnic minorities in North Yorkshire. The Swift Programme, launched in 2024/2025, focuses on developing place-based initiatives that welcome and empower migrant communities across North Yorkshire. By providing equitable access to services and fostering broader social connections, individuals and families will receive support to rebuild their lives positively.
5.5.2 Community response: Our communities have responded by setting up extensive networks to support both sponsors and guests, with regular drop-in and social events, as well as language support sessions. Citizens Advice North Yorkshire, a key partner, is offering invaluable support through a dedicated phone line, as well as attendance at local events. NYC’s Early Help and Living Well teams, along with housing officers, are supporting the essential signposting function by ensuring guests and sponsors can access information and guidance to apply for benefits, schools, GP registration and other appropriate referrals.
5.5.3 The Early Help, Minority Inclusion Support Team (MIST) is responsible for assisting Children and Families Intervention Workers (CFIWs) and supporting refugees and asylum seekers in accessing accommodation. Additionally, MIST helps organise nursery, school, and college placements for children and young people aged 2 to 19. The recent recruitment drive has added new members to the MIST team. The languages spoken by the team now include English, Arabic, Dari, Pashto, Urdu, Hungarian, Italian and French.
5.5.4 The Health and Adult Services (HAS) EDI Group aims to provide leadership and coordination for the Directorate to strengthen its equality practice to improve outcomes for colleagues, people who access services and communities, and to meet our legal duties. The Directorate is leading and involved in a range of projects and initiatives to empower various voice forums and peer support groups associated with initiatives like North Yorkshire Connected Spaces by providing a unified platform for their voices.
5.5.5 The Healthy Ageing Framework is led by public health and aims to improve the well-being outcomes of older people in North Yorkshire. It focuses on four key priorities that have been collaboratively developed with stakeholders, including older adults and support organisations, and have been approved by the Council’s Management Board:
1) Promoting Health and Reducing Inequalities
2) Ensuring Access to Suitable Housing
3) Supporting Financial Security and Employment Opportunities
4) Creating an Age-Friendly Environment in North Yorkshire
Additionally, the framework emphasises the importance of inclusivity, particularly in reaching underrepresented older adults. It is connected to the Age-Friendly Network, which is supported by North Yorkshire County and coordinated by Community First Yorkshire, ensuring a comprehensive approach to healthy ageing in the region.
5.5.6 Rural Health Needs Assessment is also led by public health and employs a systematic and comprehensive approach to identify and understand the health needs of the population. The assessment focuses on evaluating the health requirements of the rural community in North Yorkshire and aims to offer well-informed recommendations to enhance their health outcomes. Recognising that rurality is one of the key protected characteristics in North Yorkshire, this effort also considers various aspects of intersectionality, ensuring that all voices are heard and addressed to achieve better health for everyone.
5.5.7 Children and Young People, Public Health Activities to support children and families to have the best possible start in life while also working to reduce health inequalities. It includes programs for breastfeeding support, promoting healthy eating (addressing issues like food insecurity and the impact of cost of living and child poverty). Additionally, it encourages physical activity and prioritises mental health. The initiative takes into account diversity and intersectionality, including the challenges posed by economic deprivation.
5.5.8 Translation and interpretation service: Provision of translation and interpretation services for contact with the Council to ensure equity of access. This includes services in community languages, British Sign Language (BSL), Braille, and audio formats to ensure that everyone can engage effectively.
5.5.9 The Digital Inclusion Programme aims to reduce inequalities in access to digital resources. The UK Shared Prosperity Fund (UKSPF) has invested £600,000 for the year 2024-2025 to create a network of hubs in North Yorkshire. This funding will help develop 287 new digital champions who will train 2,826 people in technology use and support volunteers. The programme’s goal is to promote digital inclusion through learning, skills development, resources, and volunteering, with a focus on addressing digital and health inequalities to foster a more inclusive community for everyone.
5.5.10 Reboot North Yorkshire is the Council’s digital devices reuse scheme that provides old equipment to improve access to technology. This initiative has played a significant role in supporting digital inclusion, receiving regular referrals from a wide range of organisations, including health services and NYC services. Over the past year, the program distributed 345 devices – 76 in the first two quarters, 124 in the third quarter, and 125 in the fourth quarter – helping individuals stay connected, access training, and continue their education. Alongside Reboot, we promote digital courses from the Adult Learning Service and resources from libraries to enhance digital confidence, ensuring recipients can effectively use their devices.
In terms of the workforce:
5.5.11 The 2023-25 People Strategy has established a framework to enhance the Council’s culture by promoting diversity and inclusivity, while fostering shared values among all staff. Employees are supported and valued, and our strategies and policies are designed to be inclusive. Regular reviews of our policies are conducted to maintain compliance with relevant legislation and best practices, thereby reinforcing our commitment to equality. We are also conducting a comprehensive review of the Council’s approach to workplace reasonable adjustments.
5.5.12 Promote diverse workforce: Our inclusive recruitment processes are designed to attract candidates from diverse backgrounds, ensuring equal opportunities for all. During 2024/25, the Council launched a campaign to encourage equal opportunities declarations and foster a better understanding and support for our workforce. The information gathered will also assist in the preparation for the Employment Rights Bill and related pay gap reporting next year. The following table illustrates the diverse workforce categories within NYC for the year 2024/2025:
|
Workforce data in Q4 |
2024/25 |
|
% Male |
32.7% |
|
% Female |
67.3% |
|
% of staff who have declared their ethnicity |
68.0% |
|
· Of the above, % who are minority ethnic |
3.9% |
|
· Of the above, % who are white |
96.1% |
|
% of staff who have declared disability/no disability |
27.1% |
|
· Of the above, % who have a disability |
3.6% |
|
· Of the above, % who have no disability |
96.4% |
|
Average Age of Workforce |
46.79 |
|
% over 55 years of age |
30.4% |
|
% under 25 years of age |
5.6% |
|
Top 5% of earners (excluding schools) |
|
|
Average age |
50.1 |
|
% Male |
35.3% |
|
% Female |
64.7% |
|
% who have declared their ethnicity |
74.1% |
|
· Of the above, % who are minority ethnic |
1.0% |
|
· Of the above, % who are white |
99.0% |
|
% of staff who have declared disability/no disability |
39.1% |
|
· Of the above, % who have a disability |
1.8% |
|
· Of the above, % who have no disability |
98.2% |
5.5.13 Employee Networks: These networks foster open communication and collaboration among staff, enabling them to share ideas and feedback to enhance the council's culture and services through our digital platform, Viva Engage. The current networks are:
- The Value in Racial Diversity Network
- The Disabled Employee Network
- Pride Employee Network
- The Gender Equality Staff Forum
- Inclusive Forum
- Younger Workforce Network: a new network launched in 2025, which aims to involve younger colleagues, specifically those aged twenty-five and under, to address underrepresentation and strengthening our connection to a multigenerational workforce within the Council
5.5.14 EDI events calendar: Each of the Employee networks contributes to this calendar. For example, Employee networks have played a vital role in organising a Community Iftar event to share experiences related to the Muslim faith and Ramadan. They also participated in celebrating Pride Month, dedicating the time to honouring the LGBTQ+ community with parades and parties across the country and learn about LGBTQ+ history. Additionally, a series of educational sessions were held during National Inclusion Week in September 2025.
5.5.15 Education and cultural awareness: During 2024/25, the Council has also implemented a planned approach to education and cultural awareness through our main corporate communication channels. We are incorporating feedback and aligning our initiatives with national campaigns. For instance, we released a gender equality video in March to raise awareness of women in leadership, linked with International Women’s Day.
5.5.16 The Council launched the Delivering for North
Yorkshire Staff Awards in 2024 as an annual event. The
awards aim to celebrate individuals and teams who truly influence
by embodying the Council’s values of inclusivity, ambition,
creativity, and collaboration in everything they do. There
are four award categories, one of which is focused on inclusivity.
This category recognises those who act with kindness and
integrity, respect differences, and promote equality of
opportunity.
6.0 HOW WE HAVE MET THE PUBLIC SECTOR EQUALITY DUTY
6.1 NYC has legal duties to pay due regard to equality and uphold EDI principles under the Equality Act 2010.
6.2 We are committed as a service provider and an employer to ensuring that equality is integrated into every aspect of decision-making, service delivery, and fostering equal opportunities for everyone.
6.3 The table below illustrates how the council actively works to eliminate discrimination while fulfilling its legal obligations under the PSED.
|
General duty |
Evidence |
|
|
1 |
Eliminate unlawful discrimination, harassment, victimisation, and any other unlawful conduct prohibited by the Act |
NYC has clear standards of conduct, a sexual harassment policy, a grievance procedure, and a complaints procedure in place. |
|
Resolving issues at work: |
||
|
Whistleblowing: Whistleblowing policy and guidance |
||
|
Sexual Harassment Policy |
||
|
Tackling racist incidents against adult social care staff through various actions to address the increasing issue of racism that these staff members, including those from commissioned care providers, encounter from community members while performing their duties. |
||
|
Raising EDI awareness among employees by making EDI training mandatory during induction, while all other training and skills building remain optional. |
||
|
2 |
Advance equality of opportunity between people who share and people who do not share a relevant protected characteristic |
The organisation has various working policies in place that support a diverse workforce and roles to deliver the best service, including e.g.: - Flexitime and hybrid working - Flexitime policy - Hybrid working toolkit |
|
All the staff have equal access to training and staff services, including the same induction checklist, and EDI mandatory training |
||
|
Increasing EDI awareness among employees by making EDI training mandatory during induction, while all other training and skills building remain optional |
||
|
Each of the Employee networks contributes to the EDI events calendar: |
||
|
All policy changes are presented to our employee networks for feedback and insights before publication |
||
|
We encourage all staff, regardless of their background, to participate in various discussions, consultations, or events by asking questions or making suggestions through Viva Engage, Chief Executive webinars, Chief Executive roadshows, service engagement events, and employee networks. |
||
|
Inclusive recruitment: - Welcoming applications from individuals of all backgrounds on our working for us page - Manager Guidance: Requests for reasonable adjustments during recruitment - Recruiting manager’s guide - Candidate is offered the opportunity throughout the hiring process to discuss any concerns or additional support needs relating to protected characteristics. |
||
|
The Council encourages all residents to take part in countywide consultations and surveys on a range of topics. These consultations can be accessed through various methods, including the Let’s Talk tool. The feedback collected will be used to improve policies and services, helping residents develop new skills and more. |
||
|
A series of needs assessments has been conducted in various communities and groups across North Yorkshire, including the GRT community. Some of these assessments aim to identify and address the specific health needs of different populations, particularly focusing on the challenges faced in rural and coastal areas. |
||
|
Provision of translation and interpretation services for contact with the council to ensure equity of access (community languages, BSL, Braille and audio). |
||
|
Digital Inclusion Programme to reduce inequalities in access to digital resources and contact the Council. |
||
|
All relevant policies and procedures include provision for making reasonable adjustments, and line managers’ learning and guidance are currently in progress |
||
|
Steps taken to meet the different needs of disabled persons by making reasonable adjustments for disabled people. |
||
|
Manager Guidance – requests for reasonable adjustments during recruitment |
||
|
3 |
Foster good relations between people who share and people who do not share a relevant protected characteristic |
|
|
Our Council widely promotes our employees’ networks and values people with protected characteristics. We are celebrating diversity and recognising each other’s cultural values in our EDI events calendar.
Within service delivery opportunities are explored for ways of developing good relations between groups, including work undertaken through the Migrant Programme Team and the Minority Inclusion Support Team, for example. |
||
|
Specific duties |
Evidence |
|
|
1 |
Publish one or more equality objectives at least every four years |
|
|
2 |
Publish information on general duty compliance with regard to people affected by your policies |
|
|
Equality Impact Assessment (EIA) – Publishing our EIA reports |
||
|
Paying due regard to equality using the EIA form to record how we pay due regard in making certain decisions. The form includes information that is considered in that decision-making (including engagement), consideration of steps to mitigate adverse impacts, or details of policies to address equality concerns. |
||
|
3 |
Publish information on general duty compliance with regard to your employees every year |
People Strategy 2023-25 is our workforce plan |
|
4 |
Publish gender pay gap data by 31 March every year |
Gender Pay Gap (March 2025) |
7.0 LOOKING AHEAD
7.1 NYC recognises that the EDI brings strength to our communities and workforce. Our commitment to EDI is underpinned by our teams and the ongoing development of our working practices through a continuous review of our EDI projects, policies, and objectives, as well as the development of our recruitment and retention practices.
7.2 The Council employs a dispersed model of EDI support, with various teams and officers responsible for specific aspects of the work. In this context, the CEDIG Group was restructured in March 2025 and provided with new Terms of Reference. This group adopts an integrated and proactive approach to EDI, informed by best practices in the sector and aligned with the Council’s legal obligations, values, behaviours, and equality objectives.
7.3 Since March 2025, the CEDIG has made significant steps to enhance EDI efforts. This includes conducting a comprehensive review of the current status of EDI activities within the council and the broader North Yorkshire region. The findings from this review will guide future actions and help develop effective strategies that align with the Council’s PSED while advancing its objectives. The review included:
· Mapping existing EDI activities, projects, and initiatives across various directorates and service areas
· Benchmarking our EDI work against five councils similar to NYC: Cornwall, Buckinghamshire, County Durham, Wiltshire, and Cheshire East, for an accurate performance assessment
· Conducting a SWOT analysis to identify strengths, improvement areas, opportunities, and challenges for expanding our EDI programs
7.4 The CEDIG has refreshed the Equality Objectives and proposed four strategic objectives for the next four years (2026-2030). These objectives have been integrated into the drafted Council plan for 2026-2027. The group is currently working on developing relevant KPIs to measure progress and create a robust action plan.
7.5 The CEDIG has made significant improvements to the EIA form and is actively working on refining the EIA process. By incorporating best practices, they are committed to creating a more thorough and effective approach. Please refer to the updated EIA form included in Appendix 3.
7.6 We are committed to fostering EDI within our organisation. Our CEDIG will lead the development and implementation of our action plan across all departments. This approach ensures that EDI is firmly integrated in the Council’s culture, creating a more inclusive and equitable environment for everyone.
|
|
7.7 In conclusion, this report provides valuable insights into our current activities and future plans, enabling Members to review our EDI policies and services. Our goal is to ensure that the Council fulfils its legal obligations while delivering the best services to both our community members and Council staff. By working together, we can enhance our approach to equality, driving meaningful progress and excellence.
8.0 FINANCIAL IMPLICATIONS
8.1 There are no financial implications directly attached to the annual review as it is concerned with highlighting key projects and initiatives delivered by the Authority.
9.0 LEGAL IMPLICATIONS
9.1 All local authorities are required to comply with the Equality Act (2010), and specifically the Public Sector Equality Duty. This requires public bodies to:
· Eliminate unlawful discrimination, harassment, victimisation and any other unlawful conduct prohibited by the act
· Advance equality of opportunity between people who share and people who do not share a relevant protected characteristic
· Foster good relations between people who share and people who do not share a relevant protected characteristic
9.2 This report helps demonstrate compliance with legislation highlighting key projects and activities that deliver against these three aims.
10.0 EQUALITIES IMPLICATIONS
10.1 There are no direct equalities implications attached to this report; however, it does detail a range of activities delivered by the Authority over the year that address a variety of inequalities. In most cases these actions have had a positive impact on the lives and experiences of marginalised; vulnerable or underrepresented groups allowing them to fully engage with their local communities or the Council.
11.0 CLIMATE CHANGE IMPLICATIONS
11.1 There are no direct climate change implications attached to this report.
12.0 REASONS FOR RECOMMENDATION
12.1 This report highlights the range of activity taking place across the Council (and within it) to help address known inequalities and discharge its responsibilities sunder the Single Equality Duty.
|
13.0 RECOMMENDATION
13.1 The Committee is asked to note and comment on the report.
|
Rachel Joyce
Assistant Chief Executive – Local Engagement
County Hall
Northallerton
04/12/2025
Report Author & Presenter – Will Boardman, Head of Strategy and Performance
BACKGROUND DOCUMENTS: None
APPENDICES:
Appendix 1 – Data Sets for Protected Characteristics
Appendix 2 – Glossary of EDI
Appendix 3 – Updated EIA Form
Note: Members are invited to contact the author in advance of the meeting with any detailed queries or questions.