The Equality Act 2010
This requires public authorities to publish relevant information to show their compliance with the 'public sector equality duty'.
We aim to provide a fair and inclusive working environment - one where staff can fulfil their potential. Under the Public Sector Equality Duty we must adopt and publish our equality objectives every four years.
Equality Objectives for 2025-2029
Our new Equality Objectives for 2025-2029 have been produced in consultation with key stakeholders.
We have identified four priority equality objectives, which follow the themes of Place, People and Practice.
Place
We will champion inclusive, representative and accountable decision-making across the borough to:
- Reduce inequalities.
- Foster good relations between people of different backgrounds.
- Celebrate our heritage and culture.
People
We will work to:
- Make our workforce representative of the community it serves at all levels.
- Ensure employees are supported so that everyone can achieve their full potential.
- Strive to ensure that all individuals and communities feel included, that no one is left behind.
- Make sure people can play an active part in the civic, social and economic life of the borough.
Practice
Our approach to service design and delivery, including commissioning and procurement:
- Recognises and values equity and diversity.
- Reduces inequalities.
How we are doing
The reports below show the progress we have made in meeting our equality duties under:
- Section 149 of the Equality Act 2010 (the public sector equality duty).
- Equality Act 2010 (specific duties) regulations 2011.
Building stronger communities – our cohesion strategy
Social cohesion is where diversity is valued and positive interactions between people of all kinds are enjoyed. It is a vital part of what makes communities feel strong and safe. It happens when people from different backgrounds meet, mix and get along.
The work of cohesion and integration is about having living, working and social spaces where difference is welcomed and celebrated. It is about creating a place where empathy and curiosity about people ‘not like me’ is encouraged.
When this happens, we can move beyond ‘us’ and ‘them’ towards kindness, trust and social cohesion between groups of people.
We are committed to all the people of Calderdale being able to live a larger life. Social cohesion and reducing inequality are part of what is needed to make that possible
Our ethos
Our approach is shaped by five themes:
- Sharing the benefits of diversity.
- A sense of belonging for all our people.
- Feeling safe.
- Valuing volunteering, civic and democratic engagement.
- Aspirations can be met and our people are able to live a larger life
For more information on how we will achieve these, see: Building Stronger Communities in Calderdale.
Equality and diversity impact assessments
These are one way we find out how our plans, actions and services may affect some communities or people differently.
They help:
- Identify how services can be made more accessible and appropriate.
- Make sure different groups are equally served by policy and decisions.
- Show how we can improve services.
- Avoid adopting harmful policies or procedures.
- Us to make better decisions.
- Us to become a better employer.
Guidance to schools about students belonging to faith communities
'One Community, Many Beliefs' has been produced for Calderdale Council by Pennine Learning. It gives guidance to schools on affirming and including students belonging to faith communities.
For more about this, please read: