We aim to provide excellent services to all residents of the county. In order for us to succeed it is essential that our workforce has an awareness and understanding of the diversity of Oxfordshire and needs of our communities.
Oxfordshire County Council recognises the contribution that every employee makes, value individual differences, and encourages respect for all. We are working towards achieving a diverse workforce that fully reflects our community. The council annually monitors the extent to which we achieve this.
Putting equality at the heart of our work
The council has a Equality Policy that informs all aspects of our work. For information about our principles and the work we are doing to tackle inequality in Oxfordshire please see the Equality, diversity and equality page.
Understanding our customer needs
All new staff are required to undertake a short on-line training course on our legal equality duties and how these duties relate to the diverse needs of our customers.
Gender Pay Gap Report
Oxfordshire County Council recognises and supports the aim of Gender Pay Gap reporting, which is to help employers identify the gaps in their organisations, take action to close their gender pay gap and to ensure that women have the same opportunities as men to fulfil their potential in the workplace.
- Gender pay gap report 2021 (pdf format, 1,6Mb)
- Gender pay gap report 2020 (pdf format, Kb)
- Gender pay gap report 2019 (pdf format, 651Kb)
- Gender pay gap report 2018 (pdf format, 1Mb)
The council is committed to developing apprenticeships and entry routes into the council. We recognise that barriers exist for some groups and people wishing to work within the council To respond to this we provide apprenticeship support and encourage a greater diversity in recruitment.
The council works to the following commitments:
- To interview all disabled applicants who meet the essential criteria for a job vacancy and consider them on their abilities.
- To ensure there is a mechanism in place to discuss with disabled employees what both parties can do to make sure employees with a disability can develop and use their abilities.
- To make reasonable adjustments to support employees if they become disabled to make sure they stay in employment
- To take action to ensure that all employees develop the appropriate level of disability awareness needed to make these commitments work
Support for working carers
We, the council, recognises that many staff, in addition to their paid employment, have unpaid caring responsibilities for relatives, children and friends who need support due to illness, disability, frailty or addiction.
Combining work and caring can be difficult and the council is committed to supporting carers wherever possible through a range of policies and support mechanisms such as flexible working, planned carers leave, emergency leave, parental leave and an Employee Assistance Programme.
Carers Oxfordshire provides information and support for carers of adults in Oxfordshire and for parent carers
Supporting lesbian, gay, bisexual and transgender (LGBT) people
The council is a Stonewall Diversity Champion which means we are an inclusive organisation committed to sexual orientation and gender identity equality and achieving a workplace that enables LGBT employees to reach their full potential.
The council supports a staff network for LGBT employees and allies which is involved in LGBT inclusion activities.
Positive action for young people leaving care
We are committed to supporting young people leaving care in to employment.
We guarantee to interview job applicants’ who meet the essential job criteria, have been in care and who have successfully completed a course of further education at school, college or university. For those leaving care without any further or higher education we guarantee an interview for apprenticeships with the council.