We have a clear commitment to making Dorset a great place to live, work and visit. We want to make sure that our services for residents are inclusive and that our employees feel respected and can bring their whole selves to the workplace.
We must legally publish information about our workforce under the Public Sector Equality Duty.
Proportion of employees by:
This table compares the number of Dorset Council employees against the population for Dorset and England and Wales as a whole
Nationality |
2020 | 2021 | 2022 | 2023 | 2024 | Dorset Council Area Residents | England and Wales (all residents) |
|---|---|---|---|---|---|---|---|
United Kingdom |
98.9% | 98.7% | 98.7% | 98.7% | 98.8% | 96.8% | 90.2% |
European countries |
1% | 1% | 1% | 1% | 0.8% | 2.3% | 6.1% |
Non-European countries |
0.1% | 0.2% | 0.3% | 0.3% | 0.4% | 0.9% | 3.7% |
Source: Office National Statistics: Census 2021. Dorset Council's headcount is based on employees who were in post on 1 March 2020, 2021, 2022, 2023, and 2024.
This table compares the number of Dorset Council employees against Dorset residents and alongside residents of England and Wales as a whole.
| Age | 2020 | 2021 | 2022 | 2023 | 2024 | Dorset Council Area Residents 14-74 | Dorset Council Area (all residents) | England and Wales (all residents) |
|---|---|---|---|---|---|---|---|---|
| 24 and under | 5% | 4.3% | 4.5% | 4.7% | 4.7% | 14.0% | 23.2% | 29.1% |
| 25-39 | 24.1% | 24.8% | 25.1% | 24.6% | 24.8% | 19.4% | 14.1% | 20.2% |
| 40-49 | 23.9% | 23.6% | 23.4% | 23.4% | 23.1% | 14.7% | 10.7% | 12.7% |
| 50-59 | 31.1% | 31.4% | 31.3% | 30.5% | 29.7% | 20.6% | 14.9% | 13.7% |
| 60-64 | 10.1% | 10.4% | 10.1% | 11.1% | 11.7% | 10.5% | 7.6% | 5.8% |
| 65-74 | 5.7% | 5.5% | 5.5% | 5.6% | 6.1% | 20.9% | 15.1% | 9.9% |
| 75+ | n/a | n/a | n/a | n/a | n/a | n/a | 14.1% | 8.6% |
Source: Office for National Statistics Census 2021. Dorset Council's headcount is based on employees who were in post on 1 March 2020, 2021, 2022, 2023, and 2024. Age data figures relate to the proportion aged between 14-74.
This table compares the number of Dorset Council employees against the population for Dorset and alongside England and Wales as a whole.
| Ethnicity | 2020 | 2021 | 2022 | 2023 | 2024 | Dorset Council Residents 25-74 | Dorset Council (all residents) | England and Wales (all residents) |
|---|---|---|---|---|---|---|---|---|
| Arab | 0% | 0% | <0.0% | <0.0% | 0% | 0.1% | 0.1% | 0.6% |
| Asian | 0.2% | 0.3% | 0.4% | 0.3% | 0.3% | 1.5% | 1.1% | 9.3% |
| Black | 0.3% | 0.6% | 0.7% | 0.6% | 0.6% | 0.4% | 0.3% | 4% |
| Mixed | 0.2% | 0.2% | 0.2% | 0.2% | 0.1% | 0.4% | 1.2% | 2.9% |
| Other | 0.2% | 0.2% | 0.2% | 0.2% | 0.1% | 0.4% | 0.3% | 1.6% |
| White: Gypsy/Irish Traveller | <0.0% | <0.0% | <0.0% | <0.0% | <0.0% | 0.2% | 0.2% | 0.1% |
| White: Irish | 0.6% | 0.7% | 0.6% | 0.6% | 0.5% | 0.4% | 0.5% | 0.9% |
| White: Other | 1.7% | 1.9% | 1.8% | 1.6% | 1.7% | 3% | 2.5% | 6.2% |
| Total ethnic minorities | 3.5% | 4.1% | 4.2% | 4% | 3.9% | 7.6% | 6.1% | 25.6% |
| White: British | 69.1% | 67.7% | 65.6% | 63.5% | 62.2% | 92.4% | 93.9% | 74.4% |
| Not declared | 19% | 20.6% | 22.2% | 25.1% | 27.7% | N/A | N/A | N/A |
| Prefer not to say | 8.4% | 7.7% | 8% | 7.4% | 6.2% | N/A | N/A | N/A |
Source: Office for National Statistics Census 2021. Please note the data provided by the ONS at the time of publication does not cover ethnic minority residents aged between 15-74. Dorset Council's headcount is based on employees who were in post on 1 March 2020, 2021, 2022, 2023, and 2024. Ethnic minority data figures relate to the proportion aged between 25-64.
We are following the guidance by the government concerning ethnicity, which states the term ethnic minorities should be used to refer to all ethnic groups except the white British group. Ethnic minorities include residents who are Black, Asian, Arab, Mixed Ethnicities, White (Non-British), Gypsy, Roma and Irish Traveller Groups.
This table compares the number of Dorset Council employees against the population for Dorset and alongside England and Wales as a whole.
| Disability | 2020 | 2021 | 2022 | 2023 | 2024 | Dorset Council Residents 15-74 | Dorset Council Area (all residents in households) | England and Wales (all residents) |
|---|---|---|---|---|---|---|---|---|
| Disclosed disability | 2.8% | 2.8% | 3% | 3.6% | 3.5% | 17.9% | 19.3% | 17.1% |
| No disability | 58.8% | 59% | 57.6% | 54.8% | 53.7% | 82.1% | 80.7% | 82.9% |
| Not declared | 31.4% | 31.6% | 32% | 34.6% | 36.4% | N/A | N/A | N/A |
| Prefer not to say | 7.1% | 6.7% | 7.5% | 7.1% | 6.4% | N/A | N/A | N/A |
Source: Office for National Statistics Census 2021: Disabled Under the Equality Act. Dorset Council's headcount is based on employees who were in post on 1 March 2020, 2021, 2022, 2023, and 2024. Disability data figures relate to the proportion aged between 15-74.
This table compares the number of Dorset Council employees against the population for Dorset aged between 16 and 74 and alongside England and Wales as a whole.
| Sex | 2020 | 2021 | 2022 | 2023 | 2024 | Dorset Council Residents 16-74 | Dorset Council area (all residents) | England and Wales (all residents) |
|---|---|---|---|---|---|---|---|---|
| Female | 62.3% | 62.9% | 63.9% | 64.2% | 64% | 51.1% | 51.4% | 51% |
| Male | 37.7% | 37.1% | 36.1% | 35.7% | 35.8% | 48.9% | 48.6% | 49% |
| Prefer not to say | N/A | N/A | N/A | 0.1% | 0.1% | N/A | N/A | N/A |
Source: Office for National Statistics Census 2021. Dorset Council headcount is based on employees in post on 1 March 2020, 2021, 2022, 2023, and 2024. Data concerning sex relates to the proportion aged between 16-74.
This table compares the number of Dorset Council employees against the population for Dorset and alongside England and Wales as a whole.
| Religion and Belief | 2020 | 2021 | 2022 | 2023 | 2024 | Dorset Council Residents 16-74 | Dorset Council (all residents) | England and Wales (all residents) |
|---|---|---|---|---|---|---|---|---|
| Buddhist | 0.1% | 0.1% | 0.1% | 0.2% | 0.2% | 0.5% | 0.4% | 0.5% |
| Christian | 12.4% | 13.1% | 13.1% | 12.4% | 11.9% | 49.5% | 51.6% | 46.2% |
| Hindu | <0% | <0% | 0.1% | <0% | <0% | 0.2% | 0.2% | 1.7% |
| Sikh | 0% | 0% | 0% | 0% | 0% | <0% | >0% | 0.9% |
| Other | 0.7% | 0.6% | 0.7% | 0.9% | 0.9% | 0.8% | 0.6% | 0.6% |
| Jewish | 0% | <0% | <0% | <0% | <0% | 0.1% | 0.6% | 0.5% |
| Muslim | 0% | 0% | <0% | 0% | 0.1% | 0.4% | 0.4% | 6.5% |
| No religion | 9.8% | 10.5% | 11.4% | 11.8% | 11.9% | 42.1% | 40.1% | 37.2% |
| Not declared | 72.9% | 71.4% | 70.3% | 70.8% | 71.5% | 6.3% | 6.5% | 6% |
| Prefer not to say | 4.2% | 4.3% | 4.2% | 3.8% | 3.4% | N/A | N/A | N/A |
Source: Office for National Statistics Census 2021. Dorset Council's headcount is based on employees who were in post on 1 March 2020, 2021, 2022, 2023, and 2024. Religion and Belief figures relate to the proportion aged between 16-74.
This table compares the number of Dorset Council employees against the 16+ population for Dorset and alongside England and Wales as a whole.
| Sexual Orientation | 2020 | 2021 | 2022 | 2023 | 2024 | Dorset Council Residents 16-74 | Dorset Council area residents 16+ | England and Wales residents 16+ |
|---|---|---|---|---|---|---|---|---|
| Lesbian, Gay, Bisexual and other | 1% | 1.2% | 1.5% | 1.8% | 1.9% | 2.6% | 2.2% | 3.1% |
| Heterosexual | 39.7% | 41.1% | 41.7% | 42% | 42.8% | 90.8% | 90.6% | 89.4% |
| Not declared | 48.6% | 47.6% | 46.4% | 46.3% | 46.3% | N/A | N/A | N/A |
| Prefer not to say | 10.6% | 10.2% | 10.5% | 9.9% | 8.9% | N/A | N/A | N/A |
| Not answered | N/A | N/A | N/A | N/A | N/A | 6.6% | 7.2% | 7.5% |
Source: Office for National Statistics Census 2021. Dorset Council headcount is based on employees in post on 1 March 2020, 2021, 2022, 2023, and 2024. Data concerning sexual orientation relate to the proportion aged between 16 and 74.
This table compares the number of Dorset Council employees who have shared information concerning their legal status against the population of Dorset and alongside England and Wales as a whole.
| Legal partnership status | 2020 | 2021 | 2022 | 2023 | 2024 | Dorset Council Residents 16+ | England and Wales residents 16+ |
|---|---|---|---|---|---|---|---|
| Domestic partnership | 0.1% | 0.2% | 0.2% | 0.2% | 0.1% | N/A | N/A |
| Divorced or civil partnership dissolved | 2% | 2.1% | 2.1% | 2.2% | 2.2% | 10.8% | 9.1% |
| Married, civil partnership, separated but still legally married or still legally in a civil partnership | 24.2% | 24.4% | 23.9% | 22.9% | 22.5% | 53.7% | 46.8% |
| Single, never married and never registered a civil partnership | 6.8% | 6.8% | 6.4% | 6.2% | 5.9% | 27.4% | 37.9% |
| Widowed or surviving civil partnership partner | 0.4% | 0.4% | 0.4% | 0.4% | 0.4% | 8.2% | 6.1% |
| Not declared | 66.5% | 66.3% | 67% | 68.2% | 68.7% | N/A | N/A |
Source: Office for National Statistics Census 2021. Dorset Council's headcount is based on employees who were in post on 1 March 2020, 2021, 2022, 2023, and 2024. Legal partnership status relates to the proportion aged 16+.
What the data tells us
The recruitment data over the last 5 years shows that:
- most of the applications come from people aged 45-55 and by 2024 had reached 20.3%
- the proportion of applicants who have shared information about their disability has increased, reaching 12.7% by 2024
- there has been an increase in the number of people who have identified that they are from an ethnic minority, which reached 16.5% by 2024. During the same period, the council received most of its applications (over 80.0%) from White: British applicants
- over 50% of applicants confirmed that they are non-religious when applying for a council role. Christianity is the largest religion and belief, which reached 33.2% in 2024; this is a decline from previous years
- the council has continued to receive the majority of its applications from applicants who identify as female, which reached 62.1% by 2024; this is a decline in previous years
- there has been an increase in the proportion of applicants who identify as LGBT+, which reached 6.3% by 2024
The workforce data shows that:
- most of the workforce identifies as being from the United Kingdom
- the age group with the highest proportion in our workforce is aged between 50-59
- the proportion of employees sharing information concerning their ethnicity and disability has been very small since 2020
- most council employees identify as female
- the proportion of employees who identify as lesbian, gay, bisexual or other has increased (1% in 2020 and reached 1.9% in 2024)
- the proportion of full-time employees increased from 60% in 2020 to 65% in 2024. During the same period, the proportion of employees undertaking a part-time role reduced from 40% to 35%.
Read about our gender pay gap work.
How we work with residents and our employees
To bring to life our values, behaviours, principles and our equality objectives we are sharing examples of our work with residents and employees.
Residents
Dorset Council’s Pineapple Project is designed to prevent harm and create safer communities for girls. The project had previously focused on Weymouth but is now expanding to cover Swanage, Dorchester, and Portland. As part of this expansion, it is also looking for businesses that want to become ‘Community Guardians.’ A guardian aims to assist young women when they experience harm.
The council, in partnership with Specialist Supported Housing, has opened a new supported living scheme for adults with learning disabilities or autism.
We have secured government funding from the Single Homelessness Accommodation Programme (SHAP) to tackle homelessness and rough sleeping in the area. We have received a contribution of £1.3 million, which will be used to buy and/or renovate accommodation for 10 residents aged between 18 and 25 who have high levels of support needs.
A new residential home for children with disabilities has been opened in Weymouth. The home aims to provide a supportive environment for up to three young individuals between the ages of 8 and 17 who need longer-term residential care.
We have promoted the Carers ID card to residents, which is available for Dorset’s carers. It includes discounts on goods and services and carers' contact details should they become ill or need medical attention.
A new Housing Strategy was adopted. The strategy sets out the priorities and approach to meet local housing needs and objectives over the next five years.
We are working with national charities, such as Shelter and Citizens Advice, to provide residents with a free and confidential one-stop shop for anyone with housing cost concerns.
The number of Family Hubs has increased within the area, with the initial two located in Wimborne and Ferndown. Two more have been opened in Bridport and Wareham in 2023, with the intention of opening more throughout 2024. Family Hubs offer various services for families, babies, children, and young people, including those with special education needs and disabilities.
We have adopted ‘Being Care Experienced’ as a protected characteristic. The Independent Review of Children’s Social Care identified the reason for this development, which highlighted the significant levels of discrimination and disadvantage faced by care-experienced people.
The first Chesil Youth Pride was held in Weymouth. It was a celebration of LGBTQ+ young people hosted by Dorset Council, Weymouth College, Space Youth Project, The Drop-In (Portland) and Dorset Police.
The Hayeswood Bungalow in Wimborne has been opened. It aims to offer short breaks to local families caring for children aged 8-17 with learning disabilities and autism.
We have continued to distribute the household support fund provided by central government. It aims to support low-income households by providing help with:
- energy and water bills
- food
- essential items
We also provided a one-off £2 million to deliver a programme of short- and medium-term activities and schemes to support Dorset residents hardest hit by the cost-of-living challenge. The projects focused on:
- supermarket vouchers
- investing in the Healthy Homes Dorset scheme
- providing discretionary Housing Payment allowance
- providing a disabled facilities grant
- supporting food security
- supporting small energy efficiency adaptations
- providing additional hours for early years children going to school in September 2023
- providing off-grid energy discretionary support vouchers
Employees
Our Employee Networks:
- provide a great opportunity to connect with other employees who share similar characteristics, life experiences, values and beliefs
- play an important role in supporting Equality, Diversity and Inclusion and employee wellbeing
In March 2024 our networks had:
- 53 members in the Carers Network
- 100 members in the Disability Employee Network
- 22 members in the Ethnic Minority Network
- 70 members in the LGBTQI Network
- 275 members in the Women’s Network
- 27 members in the Men's Network
A new Equality, Diversity, and Inclusion Strategy and Action Plan has been developed, and feedback has been received from internal and external partners. These documents are awaiting final approval by Overview committee and Cabinet.
We published a Sexual Harassment policy with supporting resources, setting out our zero-tolerance approach.
We have launched the Dignity at Work Adviser role within the council. This voluntary opportunity supports the council's commitment to creating an inclusive workplace for employees.
The Adults and Housing and Children’s Service Directorates have participated in the Social Care Workforce Race Equality Standard. This standard is a tool to identify issues and measure improvements in the workforce regarding the experiences of ethnic minority employees.
We published what is expected of officers who agree to act as a senior sponsor and leads for our Employee Networks.
A submission was made to the Stonewall Workplace Equality Index. This benchmarking tool measures employers' progress on lesbian, gay, bisexual, and trans inclusion in the workplace.
The Equality, Diversity and Inclusion Reference Group has continued to act as a critical friend to the council by providing valuable feedback and insight on a wide range of council consultations, strategies, and service development/improvement.
Equality, Diversity and Inclusion (EDI) Programme of work for 2024-2025
The following priorities have been identified. In 2024-2025 we will:
- embed care experience as a local protected characteristic across all business activities at Dorset Council
- deliver an organisational approach to translation, interpretation and alternative formats
- complete the Wellbeing Service review
- publish a Dorset Council Trans inclusion policy for future and current employees
- ensure EDI is a core element of Our Future Council transformation work
- ensure Dorset Council workplaces are accessible and inclusive for all
- share the learning from the ‘Dorset Leading for Inclusion Change Agents Programme’ with officers and members to shape future organisational activity
- aim for 100% completion of EDI mandatory training for all officers and members
- encourage applicants, employees and members to share demographic data at key points throughout the year. This will help the council address any gaps, identify future priorities, and foster a culture of respect and belonging