We aim to:
We follow the requirements of the Public Sector Equality Duty. This means we must publish information about equality at least once a year.
During 2025 to 2026, we have continued to be guided by the 5 priorities identified in the current Equality, Diversity and Inclusion Strategy.
These are:
Examples of activities that have brought these priorities to life for our residents and employees.
Work which has an impact on our residents:
Work which has an impact on our employees and members:
| Employee Networks | March 2024 | March 2025 | March 2026 |
|---|---|---|---|
| Armed Forces Employee Network | Not applicable | 19 | 19 |
| Carers Employee Network | 53 | 67 | 84 |
| Disability Employee Network | 100 | 109 | 89 |
| Ethnic Minority Employee Network | 22 | 38 | 48 |
| LGBTQI Employee Network | 70 | 67 | 69 |
| Men’s Employee Network | 27 | 35 | 31 |
| Women’s Employee Network | 275 | 300 | 296 |
We publish information about our workforce to meet the requirements of the Public Sector Equality Duty. We compare this information with data about people living in the Dorset Council area, the South West and, where available, England and Wales.
The national and local protected characteristics we recognise are:
Some of the data presented is in the commentary, including:
This is because we do not yet have a complete picture, as applicants and employees have only recently been invited to share this information.
You can find information relating to protected characteristics in both the text and the tables. This is because we have at least 5 years of data for these characteristics.
We have combined some religion or belief data because the number of employees is low. This includes Buddhism, Hinduism, Islam and Judaism.
When reviewing the tables, it is important to note that recruitment data, proportions presented at the application, shortlist, and offer stages are calculated based on the numbers at each stage of the recruitment process. The “Other” category includes applicants who either did not provide a date of birth or provided an incorrect one. Percentages based on very small numbers are reported as 'small data set'.
You can find workforce headcount data in the recruitment and leavers tables. This provides context and helps with comparisons.
We compare our workforce data with data about people living in the Dorset Council area, the South West, England and Wales. We recognise that not all Dorset Council employees live in the Dorset Council area. Table 1 provides a key to understand recruitment, headcount and leavers data.
| Employee demographic information | Explanation |
|---|---|
| Recruitment | Covers the period March 2024 to March 2025. Includes internal and external applicants. |
| Workforce | Headcount data for 2020, 2021, 2022, 2023, 2024, 2025 and 2026 is based on employees in post on 1 March. |
| Leavers | Data for:
|
Our recruitment, headcount and leavers data are based on Human Resources data. Population data is based on the Office for National Statistics (ONS) Census 2021 and Mid-Year Estimates 2024.
The data presented in section 3, published for the first time, show that we are attracting applicants from diverse groups living both within and outside the Dorset Council area. However, it is notable that the proportion of these applicants reduces at the shortlisting and offer stages. There may be several reasons for this reduction, including:
It is recommended that further analysis be undertaken to better understand the underlying reasons for this drop‑off.
Looking at our workforce data, employees report a range of national and local protected characteristics.
A diverse workforce brings different experiences and perspectives. This helps us make sure our policies, practices and procedures are inclusive for employees and residents.
The high level of non-disclosure shows that there is still work to do to encourage employees to share their demographic information.
Work carried out during the last financial year found that the systems used to record demographic data, Eploy and DES, do not work well together.
Task 4.1.3 in the Equality, Diversity and Inclusion (EDI) Action Plan provides an opportunity to address non-disclosure and raise awareness of the support available to employees.
It is important that we continue to reassure employees that demographic information is collected only to help us better understand our organisation and make inclusive, informed decisions. Making progress in this area can help employees feel valued and show our commitment to inclusion. This could also help reduce employee turnover, as shown in the tables below.
We need to consider whether our workforce should reflect the community we serve or the wider South West. The data suggests that we have not yet achieved either.
More work is needed to understand why some employees choose not to share their demographic information. This work should be led by the EDI Operational Group or the Community Cohesion Task Group.
During 2026/27, we will also need to make it easier for employees who are not digitally connected to share their demographic information.
Recruitment data by age shows that people in different age groups progress through the recruitment process at different rates.
People aged 25 to 39 submitted the largest number of applications. They made up 42% of all applications. They received 33% of the job offers. This suggests that fewer applicants in this age group progressed through the later stages of recruitment.
Applicants under 24 who are offered a role are representative of the council workforce.
People aged 40 to 49 received 23.7% of job offers, while people aged 50 to 59 received 20.9%. Both groups received a higher proportion of job offers than their share of applications.
There were fewer applicants aged 60 to 64 and 65 and over. This is despite these age groups making up a significant part of the local population, particularly those aged 65 and over.
Comparing recruitment data with workforce headcount suggests we are offering more jobs to different age groups, which might be reflected in increased proportions in the future.
Applicants who disclosed a disability accounted for 11.8% of applications, 12.8% of shortlisted candidates, and 11.5% of job offers. This is 6.4% lower than the proportion of disabled people in the local working-age population. There are 17.9% disabled people in the local working-age population.
Ethnic minority applicants accounted for 20.6% of applications. This reduced to 14.4% at the shortlisting stage and 9.6% at the offer stage. This indicates lower progression at the later stages of the recruitment process.
White British applicants accounted for 73.7% of applications. This increased to 81.5% at the shortlisting stage and 87% at the offer stage, indicating stronger progression.
Compared with population benchmarks, ethnic minority applicants are overrepresented at the application stage relative to the Dorset working-age population. In the Dorset working-age population, 7.7% of people are from an ethnic minority background. A possible explanation is that we are receiving applications from outside the Dorset Council area.
Single applicants represent the largest proportion of applications at 42.6%. This decreases to 38.3% at the shortlisting stage and 37% at the offer stage. This suggests weaker progression compared with applicants who are legally married.
Applicants who are married or in a civil partnership account for 38.2% of applications. They show stronger progression, increasing to 42.4% at the shortlisting stage and 44.6% at the offer stage. This group remains under-represented compared with the wider population.
Widowed applicants are significantly under-represented at all stages of the recruitment process.
Applicants reporting no religion make up the largest proportion of applications at 51.4%. This increases to 54.3% at the shortlisting stage and 58.7% at the offer stage.
Christian applicants represent the largest group with a religion. They make up 32.3% of applications, 32.7% of shortlisted candidates and 29.5% of job offers.
Applicants from other major world religions, including Muslim, Hindu, Jewish and Sikh groups, are represented in small proportions at each stage of the recruitment process. Their representation decreases as the recruitment process progresses. They make up 5.4% of applications and 1.9% of job offers.
Recruitment data for 2024 to 2025 shows that females have higher representation than males at all stages of the recruitment process.
Females make up 59.5% of applications. This increases to 64.9% at the shortlisting stage and 66% at the offer stage. This is higher than their representation in the wider working-age population.
Males are under-represented across the various stages of the recruitment process. They make up 40.1% of applications and 33.9% of job offers.
Applicants identifying as lesbian, gay, bisexual or other (LGB+) accounted for 6.3% of applications and shortlisted candidates, decreasing to 4.5% at the offer stage. This proportion is higher than the local population benchmark of 2.2%.
Heterosexual applicants made up most applications at 83.2%. They also made up 83.8% of shortlisted candidates and 86% of job offers.
This group was slightly over-represented at the offer stage compared with their share of applications. This remains below wider population benchmarks.
Over 9% of applicants did not provide information about their sexual orientation at each stage of the recruitment process. This suggests some people may be reluctant to share this information.
Younger workers, under 25, are consistently underrepresented.
The workforce is mainly drawn from the age grouping 40 to 59.
For the last 6 years, the highest proportion of employees has been from the age grouping 50 to 59. This has consistently been between 30% to 31%, which exceeds the proportion in the local population.
Employees who are in the age group 60 to 64 have increased, rising from 10.1% 2020 to 12.2% 2026.
Only 0.5% of council employees say that they are veterans, which is much lower than the proportion in the local population of 4.9%. A possible explanation is that we have only recently asked employees to voluntarily disclose whether they are an armed forces veteran.
Very few employees have identified as care‑experienced. A possible explanation for the low response rate is that the question asks whether employees are currently in care or are care leavers aged under 25. As a result, some employees may not consider the question relevant to them. There is currently no area, regional, or national benchmarking available for this combined group.
When asked about caring responsibilities, most employees (69.6%) did not respond to this question. A possible explanation is that we have only recently asked employees to voluntarily disclose their caring responsibilities.
Over 14.7% of the workforce reported caring responsibilities, whether for a child, an adult, or both.
The proportion of employees reporting a disability has increased from 2.8% in 2020 to 4.2% in 2026. This remains below local, regional and national census figures.
More than 35% of employees did not provide information about whether they have a disability. There may be several reasons for this. Some employees may not identify their condition as a disability. Others may choose not to share this information because they see it as personal and do not feel they need to tell us.
The proportion of employees whose gender identity is different from their sex registered at birth is much lower than the Dorset Census figure of 0.4%.
The number of employees who shared this information is very small. The figure is reported as "small data set" to protect employees' privacy.
The low response rate suggests that our workforce may not reflect the wider population of people who have shared information about their gender identity.
It is important to note that the census gender identity statistics are now classed as “official statistics in development.”
The high non-response rate suggests that some employees may be reluctant to share this personal information.
Only 2.5% of employees say they are lone parents, which is lower when compared against the wider council area of 8.1%. It is important to note that we only recently asked this question of our workforce, which may explain the high non-response rate. It is also possible that many lone parents may have decided not to respond to the question.
The data shows that most employees, around 70%, do not declare their partnership status, limiting the ability to compare the workforce with the wider population. Among those who do share information, the workforce appears to be married or single. It is difficult to make external comparisons due to the high level of non-declaration.
The proportion of employees from ethnic minority backgrounds has increased slightly over the last 7 years. This remains lower than the ethnic diversity of the wider population within and outside Dorset. White British employees make up most of the workforce, although this proportion has gradually declined. A growing number of employees, over 30% by 2026, have not declared their ethnicity. This limits the ability to draw firm conclusions about workforce representation.
Most employees who have provided information about their religion and belief identify as Christian.
The workforce religion/belief data is largely incomplete, making comparisons difficult. Non-disclosure is far higher among employees, around 70% in 2026, than in the wider population, 6.3% in the Dorset Council area.
The data show a marked increase in the proportion of employees living in areas of rural isolation, rising from 39.2% in 2025 to 48.9% in 2026. A possible explanation for this increase is that the percentage provided for 2026 is based on a new version of the indices of deprivation. This shows an increase in the number of areas within the Dorset Council area that are in the top 20% nationally for deprivation related to geographical access to services
We have a workforce made up mostly of women. More than 60% of our employees are female, compared with 52% of the wider population.
One possible reason for this is that we offer roles that are often seen as female-led, such as caring, education and administrative roles.
Our most recent gender pay report shows mixed results. Based on the median hourly pay gap, females have higher pay. The mean hourly pay gap indicates that males have higher pay.
Across the 7 years, the proportion of employees identifying as lesbian, gay, bisexual or other has been consistently low, fluctuating between 1% and 1.6%. The proportion of declared Lesbian, Gay, Bisexual or Other employees is significantly lower than the wider population. The proportion of “prefer not to say” responses and other responses is decreasing, suggesting shifting comfort levels around disclosure.
The data indicates that just over one-fifth of our employees live in areas classified as the most socio-economically deprived within the Dorset Council area. This has remained broadly stable, decreasing slightly from 21.9% in 2025 to 21.6% in 2026. The small year-on-year change suggests no significant shift in the socio-economic profile of the workforce by where employees live.
Employees who leave the council have mainly come from the age groups 25 to 39 and 50 to 59. Compared with the workforce headcount, more than 9% of employees aged 14 to 24 left the council each year between 2020 and 2025.
There has been an increase in the proportion of employees leaving who have a disability, rising from 2.0% in 2020 to 2021 to 4.5% in 2024 to 2025. This is slightly higher than the 2025 workforce disability headcount of 3.9%. It is also higher than the proportion of employees who have shared their disability with the council. Between 46.5% and 53.4% of employees leaving the council do not have a disability. Over the 5-year period, a high proportion of employees who have left have not provided any information about a disability.
Ethnic minority employees make up a small proportion of those leaving each year. Levels have varied over the past 5 years. However, there has been an increase between 2.6% in 2020 to 2021 to 5% in 2024 to 2025. Both figures are lower than the ethnic diversity seen in the wider population. Most leavers are White British, although this proportion is lower than in the local population. A significant proportion of leavers do not disclose their ethnicity.
The data shows that most council leavers do not share their marital or civil partnership status, with non-declaration consistently very high at 72.5% to 78.5% across all 5 years.
Religion and belief data for council leavers is dominated by very high non-disclosure rates, over 70% each year, with only small proportions of leavers sharing their religious or belief identity. As a result, the recorded proportions of Christians, people of other major world religions, and people with no religion or other religion appear much lower than in the local and national population.
Employees leaving the council are predominantly female, with women making up around two-thirds of all leavers over the last 5 years, which is considerably higher than the wider population but reflects the profile of our workforce. Males form about a third of leavers, a proportion notably lower than their share of the wider community. The proportion of female leavers has increased by 6 percentage points over the past 5 years.
A small proportion of leavers identify as lesbian, gay, bisexual or other, although this has risen from 0.8% to 3.6% over the last 5 years. A large proportion of leavers choose not to declare their sexual orientation, which reduces the comparability of the heterosexual group against the wider population.
| Age | Applications | Shortlist | Offers | Workforce headcount 2026 | Dorset Council residents 14 to 74 | South West Residents 14 to 74 | England and Wales 14 to 74 |
|---|---|---|---|---|---|---|---|
| 14 to 24 | 17.6% | 14.8% | 15.4% | 3.8% | 14.4% | 17.3% | 17.7% |
| 25 to 39 | 42.0% | 35.9% | 33.3% | 24.8% | 20.3% | 24.8% | 27.4% |
| 40 to 49 | 20.1% | 23.1% | 23.7% | 23.2% | 14.2% | 15.8% | 16.7% |
| 50 to 59 | 15.3% | 19.7% | 20.9% | 30.2% | 19.5% | 18.0% | 17.3% |
| 60 to 64 | 3.4% | 4.5% | 4.7% | 12.2% | 11.4% | 9.1% | 8.2% |
| 65 and over | 0.9% | 1.3% | 1.3% | 5.8% | 20.2% | 15.0% | 12.7% |
| Other | 0.8% | 0.7% | 0.7% | Not applicable | Not applicable | Not applicable | Not applicable |
| Age | 2020 | 2021 | 2022 | 2023 | 2024 | 2025 | 2026 | Dorset Council residents 14 to 74 | South West residents 14 to 74 | England and Wales 14 to 74 |
|---|---|---|---|---|---|---|---|---|---|---|
| 14 to 24 | 5.0% | 4.3% | 4.5% | 4.7% | 4.7% | 4.3% | 3.8% | 14.4% | 17.3% | 17.7% |
| 25 to 39 | 24.1% | 24.8% | 25.1% | 24.6% | 24.8% | 25.0% | 24.8% | 20.3% | 24.8% | 27.4% |
| 40 to 49 | 23.9% | 23.6% | 23.4% | 23.4% | 23.1% | 23.2% | 23.2% | 14.2% | 15.8% | 16.7% |
| 50 to 59 | 31.1% | 31.4% | 31.3% | 30.5% | 29.7% | 29.7% | 30.2% | 19.5% | 18.0% | 17.3% |
| 60 to 64 | 10.1% | 10.4% | 10.1% | 11.1% | 11.7% | 12.1% | 12.2% | 11.4% | 9.1% | 8.2% |
| 65 and over | 5.7% | 5.5% | 5.5% | 5.6% | 6.1% | 5.7% | 5.8% | 20.2% | 15.0% | 12.7% |
| Age | 2020 to 21 | 2021 to 22 | 2022 to 23 | 2023 to 24 | 2024 to 25 | Workforce 2026 | Dorset Council residents 14 to 74 | South West residents 14 to 74 | England and Wales 14 to 74 |
|---|---|---|---|---|---|---|---|---|---|
| 14 to 24 | 9.5% | 10.0% | 9.9% | 9.2% | 10.1% | 3.8% | 14.4% | 17.3% | 17.7% |
| 25 to 39 | 24.0% | 23.8% | 28.3% | 26.6% | 24.7% | 24.8% | 20.3% | 24.8% | 27.4% |
| 40 to 49 | 13.1% | 18.8% | 17.4% | 19.3% | 17.6% | 23.2% | 14.2% | 15.8% | 16.7% |
| 50 to 59 | 25.1% | 25.3% | 23.1% | 22.2% | 20.4% | 30.2% | 19.5% | 18.0% | 17.3% |
| 60 to 64 | 15.2% | 11.3% | 11.2% | 10.6% | 12.6% | 12.2% | 11.4% | 9.1% | 8.2% |
| 65 and over | 13.1% | 10.8% | 10.1% | 12.1% | 14.6% | 5.8% | 20.2% | 15.0% | 12.7% |
| Disability | Applications | Shortlist | Offers | Workforce 2026 | Dorset Council residents 15 to 74 | South West residents 15 to 74 | England and Wales 15 to 74 |
|---|---|---|---|---|---|---|---|
| Disclosed disability | 11.8% | 12.8% | 11.5% | 4.2% | 17.9% | 17.6% | 16.9% |
| No disability | 81.5% | 80.5% | 81.3% | 52.1% | 82.1% | 82.4% | 83.1% |
| Prefer not to say | 2.7% | 2.9% | 2.5% | 5.7% | Not applicable | Not applicable | Not applicable |
| No response | 3.9% | 3.8% | 4.7% | 37.9% | Not applicable | Not applicable | Not applicable |
| Disability | 2020 | 2021 | 2022 | 2023 | 2024 | 2025 | 2026 | Dorset Council residents 15 to 74 | South West residents 15 to 74 | England and Wales residents 15 to 74 |
|---|---|---|---|---|---|---|---|---|---|---|
| Disclosed disability | 2.8% | 2.8% | 3.0% | 3.6% | 3.5% | 3.9% | 4.2% | 17.9% | 17.6% | 16.9% |
| No disability | 58.8% | 59.0% | 57.6% | 54.8% | 53.7% | 53.2% | 52.1% | 82.1% | 82.4% | 83.1% |
| Prefer not to say | 7.1% | 6.7% | 7.5% | 7.1% | 6.4% | 5.7% | 5.7% | Not applicable | Not applicable | Not applicable |
| No response | 31.4% | 31.6% | 32.0% | 34.6% | 36.4% | 37.2% | 37.9% | Not applicable | Not applicable | Not applicable |
| Disability | 2020 to 2021 | 2021 to 2022 | 2022 to 2023 | 2023 to 2024 | 2024 to 2025 | Workforce 2026 | Dorset Council residents 15 to 74 | South West residents 15 to 74 | England and Wales residents 15 to 74 |
|---|---|---|---|---|---|---|---|---|---|
| Disclosed disability | 2.0% | 2.5% | 2.3% | 4.6% | 4.5% | 4.2% | 17.9% | 17.6% | 16.9% |
| No disability | 51.1% | 53.3% | 53.4% | 39.4% | 46.5% | 52.1% | 82.1% | 82.4% | 83.1% |
| Prefer not to say | 7.7% | 7.5% | 7.9% | 7.8% | 6.2% | 5.7% | Not applicable | Not applicable | Not applicable |
| No response | 39.2% | 36.7% | 36.4% | 48.2% | 42.8% | 37.9% | Not applicable | Not applicable | Not applicable |
| Ethnicity | Applications | Shortlist | Offers | Workforce 2026 | Dorset Council residents 25 to 64 | South West residents 25 to 64 | England and Wales 25 to 64 |
|---|---|---|---|---|---|---|---|
| Arab | 0.0% | 0.0% | 0.0% | 0.0% | 0.1% | 0.2% | 0.5% |
| Asian | 6.2% | 2.9% | 1.4% | 0.2% | 1.6% | 3.2% | 9.7% |
| Black | 6.7% | 4.3% | 2.3% | 0.7% | 0.4% | 1.3% | 4.2% |
| Mixed | 1.7% | 1.6% | 1.2% | 0.7% | 1.6% | 1.5% | 2.0% |
| Other | 0.6% | 0.5% | 0.1% | 0.1% | 0.4% | 0.8% | 1.8% |
| White Irish | 0.3% | 0.5% | 0.5% | 0.4% | 0.5% | 0.6% | 0.9% |
| White: Gypsy/Irish Traveller | small data set | 0.0% | 0.0% | small data set | 0.2% | 0.2% | 0.3% |
| White: other | 4.9% | 4.6% | 4.1% | 2.0% | 3.0% | 6.1% | 8.1% |
| Ethnic minorities | 20.6% | 14.4% | 9.6% | 4.1% | 7.7% | 13.9% | 27.6% |
| White: British | 73.7% | 81.5% | 87.0% | 60.5% | 92.4% | 86.1% | 72.4% |
| Prefer not to say | 2.5% | 1.9% | 1.4% | 5.5% | Not applicable | Not applicable | Not applicable |
| No response | 3.2% | 2.3% | 2.0% | 29.6% | Not applicable | Not applicable | Not applicable |
| Ethnicity | 2020 | 2021 | 2022 | 2023 | 2024 | 2025 | 2026 | Dorset Council residents 25 to 64 | South West residents 25 to 64 | England and Wales residents 25 to 64 |
|---|---|---|---|---|---|---|---|---|---|---|
| Arab | 0.0% | 0.0% | Small data set | Small data set | 0.0% | 0.0% | 0.0% | 0.1% | 0.2% | 0.5% |
| Asian | 0.2% | 0.3% | 0.4% | 0.3% | 0.3% | 0.4% | 0.2% | 1.5% | 3.2% | 9.7% |
| Black | 0.3% | 0.6% | 0.7% | 0.6% | 0.6% | 0.6% | 0.7% | 0.4% | 1.3% | 4.2% |
| Mixed | 0.5% | 0.4% | 0.5% | 0.6% | 0.7% | 0.6% | 0.7% | 1.6% | 1.5% | 2.0% |
| Other | 0.2% | 0.2% | 0.2% | 0.2% | 0.1% | 0.1% | 0.1% | 0.4% | 0.8% | 1.8% |
| White: Gypsy/Irish Traveller | Small data set | Small data set | Small data set | Small data set | Small data set | Small data set | Small data set | 0.2% | 0.2% | 0.3% |
| White: Irish | 0.6% | 0.7% | 0.6% | 0.6% | 0.5% | 0.4% | 0.4% | 0.5% | 0.6% | 0.9% |
| White: Other | 1.7% | 1.9% | 1.8% | 1.6% | 1.7% | 1.9% | 2.0% | 3.0% | 6.1% | 8.1% |
| Ethnic minorities | 3.5% | 4.1% | 4.2% | 4.0% | 3.9% | 4.0% | 4.1% | 7.7% | 13.9% | 27.6% |
| White: British | 69.1% | 67.7% | 65.6% | 63.5% | 62.2% | 61.5% | 60.5% | 92.4% | 86.1% | 72.4% |
| Prefer not to say | 8.4% | 7.7% | 8.0% | 7.4% | 6.2% | 5.6% | 5.6% | Not applicable | Not applicable | Not applicable |
| No response | 19.0% | 20.6% | 22.2% | 25.1% | 27.7% | 28.9% | 29.8% | Not applicable | Not applicable | Not applicable |
| Ethnicity | 2020 to 2021 | 2021 to 2022 | 2022 to 2023 | 2023 to 2024 | 2024 to 2025 | Workforce 2026 | Dorset Council residents 25 to 64 | South West residents 25 to 64 | England and Wales residents 25 to 64 |
|---|---|---|---|---|---|---|---|---|---|
| Arab | 0.0% | 0.0% | 0.0% | 0.2% | 0.0% | 0.0% | 0.1% | 0.2% | 0.5% |
| Asian | 0.2% | 0.4% | 0.9% | 0.7% | 0.3% | 0.2% | 1.6% | 3.2% | 9.7% |
| Black | 0.0% | 0.4% | 0.9% | 1.1% | 0.8% | 0.7% | 0.4% | 1.3% | 4.2% |
| Mixed | 0.2% | 0.3% | 0.7% | 0.7% | 1.4% | 0.7% | 1.6% | 1.5% | 2.0% |
| Other | 0.2% | 0.0% | 0.4% | 0.4% | 0.0% | 0.1% | 0.4% | 0.8% | 1.8% |
| White: Gypsy/Irish Traveller | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | Small data set | 0.2% | 0.2% | 0.3% |
| White: Other | 1.6% | 2.2% | 2.3% | 1.1% | 1.4% | 2.0% | 3.0% | 6.1% | 8.1% |
| White: Irish | 0.4% | 0.4% | 0.6% | 0.7% | 1.1% | 0.4% | 0.5% | 0.6% | 0.9% |
| Ethnic minorities | 2.6% | 3.8% | 5.8% | 4.8% | 5.0% | 4.1% | 7.3% | 13.3% | 26.6% |
| White: British | 61.4% | 60.5% | 57.8% | 52.5% | 52.1% | 60.5% | 92.4% | 86.1% | 72.4% |
| Prefer not to say | 8.7% | 10.8% | 8.6% | 9.0% | 6.5% | 5.5% | Not applicable | Not applicable | Not applicable |
| No response | 27.3% | 24.9% | 27.7% | 33.7% | 36.4% | 28.9% | Not applicable | Not applicable | Not applicable |
Ethnic minorities include residents who are:
White British includes people who are English, Northern Irish, Scottish and Welsh.
| Legal status | Applications | Shortlist | Offers | Workforce 2026 | Dorset Council residents 16 and over | South West residents 16 and over | England and Wales residents 16 and over |
|---|---|---|---|---|---|---|---|
| Domestic partnership | Not applicable | Not applicable | Not applicable | 0.1% | Not applicable | Not applicable | Not applicable |
| Divorced or civil partnership dissolved | 6.6% | 8.3% | 8.5% | 2.5% | 10.8% | 10.1% | 9.1% |
| Married, civil partnership, separated but still legally married or still legally in a civil partnership | 38.2% | 42.4% | 44.6% | 23.2% | 53.7% | 48.6% | 46.8% |
| Single, never married and never registered a civil partnership | 42.6% | 38.3% | 37.0% | 5.5% | 27.4% | 34.7% | 37.9% |
| Widowed or surviving civil partnership partner | 0.8% | 1.1% | 0.8% | 0.4% | 8.2% | 6.6% | 6.1% |
| Not shared | 2.5% | 2.1% | 2.5% | Not applicable | Not applicable | Not applicable | Not applicable |
| Prefer not to say | 5.8% | 5.2% | 4.2% | Not applicable | Not applicable | Not applicable | Not applicable |
| No response | 3.5% | 2.6% | 2.4% | 68.2% | Not applicable | Not applicable | Not applicable |
| Legal status | 2020 | 2021 | 2022 | 2023 | 2024 | 2025 | 2026 | Dorset Council residents 16 and over | South West residents 16 and over | England and Wales residents 16 and over |
|---|---|---|---|---|---|---|---|---|---|---|
| Domestic partnership | 0.1% | 0.2% | 0.2% | 0.2% | 0.1% | 0.2% | 0.1% | Not applicable | Not applicable | Not applicable |
| Divorced or civil partnership dissolved | 2.0% | 2.1% | 2.1% | 2.2% | 2.2% | 2.3% | 2.5% | 10.8% | 10.1% | 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% | 22.7% | 22.6% | 23.2% | 53.7% | 48.6% | 46.8% |
| Single, never married and never registered a civil partnership | 6.8% | 6.8% | 6.4% | 6.2% | 5.9% | 5.7% | 5.5% | 27.4% | 34.7% | 37.9% |
| Widowed or surviving civil partnership partner | 0.4% | 0.4% | 0.4% | 0.4% | 0.4% | 0.4% | 0.4% | 8.2% | 6.6% | 6.1% |
| No response | 66.5% | 66.3% | 67.0% | 68.2% | 68.7% | 68.9% | 68.2% | Not applicable | Not applicable | Not applicable |
| Legal status | 2020 to 2021 | 2021 to 2022 | 2022 to 2023 | 2023 to 2024 | 2024 to 2025 | Workforce 2026 | Dorset Council area residents 16 and over | South West residents 16 and over | England and Wales residents 16 and over |
|---|---|---|---|---|---|---|---|---|---|
| Domestic partnership | 0.2% | 0.1% | 0.0% | 0.2% | 0.0% | 0.1% | Not applicable | Not applicable | Not applicable |
| Divorced or civil partnership dissolved | 1.8% | 2.3% | 0.6% | 1.4% | 2.2% | 2.5% | 10.8% | 10.1% | 9.1% |
| Married, civil partnership, separated but still legally married or still legally in a civil partnership | 17.6% | 19.7% | 17.4% | 15.2% | 19.0% | 23.2% | 53.7% | 48.6% | 46.8% |
| Single, never married and never registered a civil partnership | 3.2% | 5.1% | 3.8% | 4.3% | 4.4% | 5.5% | 27.4% | 34.7% | 37.9% |
| Widowed or surviving civil partnership partner | 1.0% | 0.3% | 0.6% | 0.4% | 0.5% | 0.4% | 8.2% | 6.6% | 6.1% |
| No response | 76.2% | 72.5% | 77.7% | 78.5% | 75.6% | 68.2% | Not applicable | Not applicable | Not applicable |
| Religion or belief | Applications | Shortlist | Offers | Workforce 2026 | Dorset Council residents 16 to 74 | South West residents 16 to 74 | England and Wales residents 16 to 74 |
|---|---|---|---|---|---|---|---|
| Christian | 32.3% | 32.7% | 29.5% | 11.4% | 49.5% | 51.6% | 45.4% |
| Major world religions or beliefs | 5.4% | 3.0% | 1.9% | 0.2% | 1.3% | 2.5% | 9.6% |
| Any other religion or belief | 0.9% | 0.9% | 0.6% | 0.8% | 0.8% | 0.6% | 0.7% |
| No religion or belief | 51.4% | 54.3% | 58.7% | 13.1% | 42.1% | 40.1% | 38.4% |
| Prefer not to say | 6.1% | 6.0% | 6.7% | 3.1% | Not applicable | Not applicable | Not applicable |
| No response | 3.9% | 3.0% | 2.5% | 71.3% | 6.3% | 6.5% | 5.9% |
| Religion or belief | 2020 | 2021 | 2022 | 2023 | 2024 | 2025 | 2026 | Dorset Council residents 16 to 74 | South West residents 16 to 74 | England and Wales residents 16 to 74 |
|---|---|---|---|---|---|---|---|---|---|---|
| Christian | 12.4% | 13.1% | 13.1% | 12.4% | 11.9% | 11.6% | 11.4% | 49.5% | 51.6% | 45.4% |
| Major world religions or beliefs | 0.1% | 0.1% | 0.2% | 0.2% | 0.3% | 0.3% | 0.2% | 1.3% | 2.5% | 9.6% |
| Any other religions or beliefs | 0.7% | 0.6% | 0.7% | 0.9% | 0.9% | 0.9% | 0.8% | 0.8% | 0.6% | 0.7% |
| No religion or belief | 9.8% | 10.5% | 11.4% | 11.8% | 11.9% | 12.7% | 13.1% | 42.1% | 40.1% | 38.4% |
| Prefer not to say | 4.2% | 4.3% | 4.2% | 3.8% | 3.5% | 3.3% | 3.1% | Not applicable | Not applicable | Not applicable |
| No response | 72.9% | 71.4% | 70.3% | 70.8% | 71.5% | 71.2% | 71.3% | 6.3% | 6.5% | 5.9% |
| Religion or belief | 2020 to 2021 | 2021 to 2022 | 2022 to 2023 | 2023 to 2024 | 2024 to 2025 | Workforce 2026 | Dorset Council residents 16 to 74 | South West residents 16 to 74 | England and Wales residents 16 to 74 |
|---|---|---|---|---|---|---|---|---|---|
| Christian | 11.7% | 11.6% | 12.7% | 10.1% | 10.0% | 11.4% | 49.5% | 51.6% | 45.4% |
| Major world religions and beliefs | 0.0% | 0.3% | 0.6% | 0.4% | 0.6% | 0.2% | 1.3% | 2.5% | 9.6% |
| Any other religions and beliefs | 1.2% | 0.6% | 0.7% | 0.9% | 0.8% | 0.8% | 0.8% | 0.6% | 0.7% |
| No religion | 9.5% | 11.3% | 11.4% | 11.5% | 8.4% | 13.1% | 42.1% | 40.1% | 38.4% |
| Prefer not to say | 5.3% | 5.9% | 4.4% | 4.8% | 3.7% | 3.1% | Not applicable | Not applicable | Not applicable |
| No response | 72.3% | 70.4% | 70.2% | 72.3% | 76.5% | 71.3% | 6.3% | 6.5% | 5.9% |
| Rural isolation | 2025 | 2026 |
|---|---|---|
| Employees living within areas of rural isolation within the Dorset Council area | 39.2% | 48.9% |
| Sex | Applications | Shortlist | Offers | Workforce 2026 | Dorset Council residents 16 to 74 | South West residents 16 to 74 | England and Wales residents 16 to 74 |
|---|---|---|---|---|---|---|---|
| Female | 59.5% | 64.9% | 66.0% | 64.0% | 52.4% | 50.8% | 50.8% |
| Male | 40.1% | 35.0% | 33.9% | 36.0% | 47.6% | 49.2% | 49.2% |
| No response | 0.4% | Small data set | 0.1% | Small data set | Not applicable | Not applicable | Not applicable |
| Sex | 2020 | 2021 | 2022 | 2023 | 2024 | 2025 | 2026 | Dorset Council residents 16 to 74 | South West residents 16 to 74 | England and Wales residents 16 to 74 |
|---|---|---|---|---|---|---|---|---|---|---|
| Female | 62.3% | 62.9% | 63.9% | 64.2% | 64.0% | 64.3% | 64.0% | 52.4% | 50.8% | 50.8% |
| Male | 37.7% | 37.1% | 36.1% | 35.7% | 35.8% | 35.7% | 36.0% | 47.6% | 49.2% | 49.2% |
| No response | Not applicable | Not applicable | Not applicable | 0.1% | 0.1% | Not applicable | Small data set | Not applicable | Not applicable | Not applicable |
| Sex | 2020 to 2021 | 2021 to 2022 | 2022 to 2023 | 2023 to 2024 | 2024 to 2025 | Workforce 2026 | Dorset Council residents 16 to 74 | South West residents 16 to 74 | England and Wales residents 16 to 74 |
|---|---|---|---|---|---|---|---|---|---|
| Female | 60.6% | 60.5% | 65.0% | 65.8% | 66.1% | 64.0% | 52.4% | 50.8% | 50.0% |
| Male | 39.4% | 39.5% | 35.0% | 34.2% | 33.9% | 36.0% | 47.6% | 49.2% | 49.2% |
| Sexual orientation | Applications | Shortlist | Offers | Workforce 2026 | Dorset Council residents 16 and over | South West residents 16 and over | England and Wales residents 16 and over |
|---|---|---|---|---|---|---|---|
| LGB and other | 6.3% | 6.3% | 4.5% | 1.6% | 2.2% | 3.2% | 3.5% |
| Heterosexual | 83.2% | 83.8% | 86.0% | 44.4% | 90.6% | 89.5% | 89.4% |
| Prefer not to say | 6.2% | 6.3% | 6.2% | 8.8% | Not applicable | Not applicable | Not applicable |
| No response | 4.3% | 3.6% | 3.2% | 45.1% | Not applicable | Not applicable | Not applicable |
| Declined | Not applicable | Not applicable | Not applicable | 0.1% | Not applicable | Not applicable | Not applicable |
| Did not answer | Not applicable | Not applicable | Not applicable | Not applicable | 7.2% | 7.3% | 7.1% |
| Sexual orientation | 2020 | 2021 | 2022 | 2023 | 2024 | 2025 | 2026 | Dorset Council residents 16 and over | South West residents 16 and over | England and Wales residents 16 and over |
|---|---|---|---|---|---|---|---|---|---|---|
| LGB and other | 1.0% | 1.2% | 1.5% | 1.8% | 1.8% | 1.7% | 1.6% | 2.2% | 3.2% | 3.5% |
| Heterosexual | 39.7% | 41.1% | 41.7% | 42.0% | 42.8% | 44.3% | 44.4% | 90.6% | 89.5% | 89.4% |
| Prefer not to say | 10.6% | 10.2% | 10.5% | 9.9% | 8.9% | 8.6% | 9.8% | Not applicable | Not applicable | Not applicable |
| No response | 48.6% | 47.6% | 46.4% | 46.3% | 46.4% | 45.4% | 45.1% | Not applicable | Not applicable | Not applicable |
| Declined | 0.1% | Small data set | Small data set | 0.0% | Small data set | 0.1% | 0.1% | Not applicable | Not applicable | Not applicable |
| Did not answer | Not applicable | Not applicable | Not applicable | Not applicable | Not applicable | Not applicable | Not applicable | 7.2% | 7.3% | 7.1% |
| Sexual orientation | 2020 to 2021 | 2021 to 2022 | 2022 to 2023 | 2023 to 2024 | 2024 to 2025 | Workforce 2026 | Dorset Council residents 16 and over | South West residents 16 and over | England and Wales residents 16 and over |
|---|---|---|---|---|---|---|---|---|---|
| LGB and other | 0.8% | 1.6% | 1.2% | 3.7% | 3.6% | 1.6% | 2.2% | 3.2% | 3.5% |
| Heterosexual | 37.2% | 40.9% | 44.2% | 37.9% | 36.2% | 44.4% | 90.6% | 89.5% | 89.4% |
| Prefer not to say | 13.5% | 13.6% | 10.8% | 10.3% | 8.2% | 8.8% | Not applicable | Not applicable | Not applicable |
| No response | 48.5% | 43.9% | 43.6% | 48.0% | 51.9% | 45.1% | Not applicable | Not applicable | Not applicable |
| Declined | Not applicable | Not applicable | 0.1% | Not applicable | Not applicable | 0.1% | Not applicable | Not applicable | Not applicable |
| Did not answer | Not applicable | Not applicable | Not applicable | Not applicable | Not applicable | 44.9% | 7.2% | 7.3% | 7.1% |
| Socio-economic deprivation | 2025 | 2026 |
|---|---|---|
| Employees living within the geographical area of Dorset Council who are defined as living within the most deprived areas | 21.9% | 21.6% |
These are employees who live in areas of Dorset Council that are most likely (the Top 20% in Dorset) to meet the criteria for our socio-economic deprivation measure. We have drawn on socio-economic status as defined by the Office for National Statistics. The figures cannot be precise as the census does not go to the postcode level.
The following priorities have been identified:
