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.
This table compares the number of Dorset Council employees against the population for Dorset.
|
Nationality |
2020 | 2021 | 2022 | 2023 | 2024 | Dorset Council Residents 16-74 |
|---|---|---|---|---|---|---|
|
United Kingdom |
98.9% | 98.7% | 98.7% | 98.7% | 98.8% | 96.8% |
|
European countries |
1% | 1% | 1% | 1% | 0.8% | 2.3% |
|
Non-European countries |
0.1% | 0.2% | 0.3% | 0.3% | 0.4% | 0.9% |
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 who are aged 16-74.
| Age | 2020 | 2021 | 2022 | 2023 | 2024 | Dorset Council Residents 16-74 |
|---|---|---|---|---|---|---|
| 24 and under | 5% | 4.3% | 4.5% | 4.7% | 4.7% | 14.0% |
| 25-39 | 24.1% | 24.8% | 25.1% | 24.6% | 24.8% | 19.4% |
| 40-49 | 23.9% | 23.6% | 23.4% | 23.4% | 23.1% | 14.7% |
| 50-59 | 31.1% | 31.4% | 31.3% | 30.5% | 29.7% | 20.6% |
| 60-64 | 10.1% | 10.4% | 10.1% | 11.1% | 11.7% | 10.5% |
| 65-74 | 5.7% | 5.5% | 5.5% | 5.6% | 6.1% | 20.9% |
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 16-74.
This table compares the number of Dorset Council employees against the population for Dorset.
| Ethnicity | 2020 | 2021 | 2022 | 2023 | 2024 | Dorset Council Residents 25-74 |
|---|---|---|---|---|---|---|
| Arab | 0% | 0% | <0.0% | <0.0% | 0% | 0.1% |
| Asian | 0.2% | 0.3% | 0.4% | 0.3% | 0.3% | 1.5% |
| Black | 0.3% | 0.6% | 0.7% | 0.6% | 0.6% | 0.4% |
| Mixed | 0.2% | 0.2% | 0.2% | 0.2% | 0.1% | 0.4% |
| Other | 0.2% | 0.2% | 0.2% | 0.2% | 0.1% | 0.4% |
| White: Gypsy/Irish Traveller | <0.0% | <0.0% | <0.0% | <0.0% | <0.0% | 0.2% |
| White: Irish | 0.6% | 0.7% | 0.6% | 0.6% | 0.5% | 0.4% |
| White: Other | 1.7% | 1.9% | 1.8% | 1.6% | 1.7% | 3% |
| Total ethnic minorities | 3.5% | 4.1% | 4.2% | 4% | 3.9% | 7.6% |
| White: British | 69.1% | 67.7% | 65.6% | 63.5% | 62.2% | 92.4% |
| Not declared | 19% | 20.6% | 22.2% | 25.1% | 27.7% | N/A |
| Prefer not to say | 8.4% | 7.7% | 8% | 7.4% | 6.2% | 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.
| Disability | 2020 | 2021 | 2022 | 2023 | 2024 | Dorset Council Residents 15-74 |
|---|---|---|---|---|---|---|
| Disclosed disability | 2.8% | 2.8% | 3% | 3.6% | 3.5% | 17.9% |
| No disability | 58.8% | 59% | 57.6% | 54.8% | 53.7% | 82.1% |
| Not declared | 31.4% | 31.6% | 32% | 34.6% | 36.4% | N/A |
| Prefer not to say | 7.1% | 6.7% | 7.5% | 7.1% | 6.4% | 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.
| Sex | 2020 | 2021 | 2022 | 2023 | 2024 | Dorset Council Residents 16-74 |
|---|---|---|---|---|---|---|
| Female | 62.3% | 62.9% | 63.9% | 64.2% | 64% | 51.1% |
| Male | 37.7% | 37.1% | 36.1% | 35.7% | 35.8% | 48.9% |
| Prefer not to say | N/A | N/A | N/A | 0.1% | 0.1% | 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.
| Religion and Belief | 2020 | 2021 | 2022 | 2023 | 2024 | Dorset Council Residents 16-74 |
|---|---|---|---|---|---|---|
| Buddhist | 0.1% | 0.1% | 0.1% | 0.2% | 0.2% | 0.5% |
| Christian | 12.4% | 13.1% | 13.1% | 12.4% | 11.9% | 49.5% |
| Hindu | <0.0% | <0.0% | 0.1% | <0.0% | <0.0% | 0.2% |
| Sikh | 0% | 0% | 0% | 0% | 0% | <0.0% |
| Other | 0.7% | 0.6% | 0.7% | 0.9% | 0.9% | 0.8% |
| Jewish | 0% | <0.0% | <0.0% | <0.0% | <0.0% | 0.1% |
| Muslim | 0% | 0% | <0.0% | 0% | 0.1% | 0.4% |
| Non-religious | 9.8% | 10.5% | 11.4% | 11.8% | 11.9% | 42.1% |
| Not declared | 72.9% | 71.4% | 70.3% | 70.8% | 71.5% | 6.3% |
| Prefer not to say | 4.2% | 4.3% | 4.2% | 3.8% | 3.4% | 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.
| Sexual Orientation | 2020 | 2021 | 2022 | 2023 | 2024 | Dorset Council Residents 16-74 |
|---|---|---|---|---|---|---|
| Lesbian, Gay, Bisexual and other | 1% | 1.2% | 1.5% | 1.8% | 2.5% | 2.6% |
| Heterosexual | 39.7% | 41.1% | 41.7% | 42% | 42.8% | 90.8% |
| Not declared | 48.6% | 47.6% | 46.4% | 46.3% | 46.3% | N/A |
| Prefer not to say | 10.6% | 10.2% | 10.5% | 9.9% | 8.9% | N/A |
| Not answered | N/A | N/A | N/A | N/A | N/A | 6.6% |
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.
| Legal partnership status | 2020 | 2021 | 2022 | 2023 | 2024 | Dorset Council Residents 16-74 |
|---|---|---|---|---|---|---|
| Domestic partnership | 0.1% | 0.2% | 0.2% | 0.2% | 0.1% | N/A |
| Divorced or civil partnership dissolved | 2% | 2.1% | 2.1% | 2.2% | 2.2% | 10.8% |
| 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% |
| Single, never married and never registered a civil partnership | 6.8% | 6.8% | 6.4% | 6.2% | 5.9% | 27.4% |
| Widowed or surviving civil partnership partner | 0.4% | 0.4% | 0.4% | 0.4% | 0.4% | 8.2% |
| Not declared | 66.5% | 66.3% | 67% | 68.2% | 68.7% | 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+.
The recruitment data over the last 5 years shows that:
The workforce data shows that:
Read about our gender pay gap work.
To bring to life our values, behaviours, principles and our equality objectives we are sharing examples of our work with residents and employees.
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:
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:
Our Employee Networks:
In March 2024 our networks had:
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.
The following priorities have been identified. In 2024-2025 we will:
