Contents
- Foreword
- Our Equality Objectives 2020 - 2024
- How we are working to meet those objectives
- Objective 1: Engage and communicate in appropriate and accessible ways
- Objective 2: Ensure we deliver inclusive and responsive services
- Objective 3: Foster good relations with and within the community
- Objective 4: Break the cycle of inequality and improve life chances
- Objective 5: Develop and support a diverse workforce
- Monitoring our performance
- Workforce statistics
Foreword
This report outlines some of the key activities undertaken by Bassetlaw District Council over the past year in support of Equality, Diversity and Inclusion. The report has been adapted to meet the government accessibility requirements that ensure as many people as possible can access our information. The report will be published on our equalities page on the Council’s Website and hard copies can be requested at our Customer Services offices.
As an organisation, we have a duty to comply with the Equality Act 2010 and the Public Sector Equality Duty, including ensuring that consideration is given to the nine protected characteristics as defined in the Act:- age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
Beyond our legal duties, equality and diversity is inherent in what we do as a Council and the functions we provide to local people and communities. There are varying degrees of need in everybody’s personal circumstances, be that our age, if we have a disability, our health and wellbeing, housing etc. Many of our services and our staff are focussed on helping meet these different circumstances.
In exercising our functions, we must have due regard to the need to:
- Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.
- Advance equality of opportunity between people who share a protected characteristic and those who do not.
- Foster good relations between people who share a protected characteristic and those who do not.
This report demonstrates how we are working to deliver our 2020-2024 equality objectives and gave due regard to the Equality Duty over the last year.
Cllr Julie Leigh
Leader of the Council
David Armiger
Chief Executive
Our Equality Objectives 2020-24
The Council’s Equality Objectives are set out in its Equality and Diversity Strategy. These are aligned to the Council Plan and respond to the latest data and information on Bassetlaw and its communities. The objectives for 2020-24 are:
Objective 1: Engage and communicate in appropriate and accessible ways
We know that good quality information leads to well-informed decisions, which in turn impact on the suitability and quality of services.
Objective 2: Ensure we deliver inclusive and responsive services
Understand and remove the barriers people face when accessing services. The Council acknowledges the challenges of rural isolation, access to services and limited public transport.
Objective 3: Foster good relations with and within the community
Our diversity is one of our greatest strengths. As a council we want to lead the district in celebrating and promoting our diversity and the benefits and opportunities it brings. We will continue to promote inclusion, fairness and accessibility, whilst raising the profile of Bassetlaw as a great place to live, study and visit.
Objective 4: Break the cycle of inequality and improve life chances
We know that some groups experience poorer life chances than others and that poverty can be a significant factor in determining life chances and wellbeing. At a local and national level there are also areas of persistent inequality which remain a considerable challenge. We will continue to focus on those in greatest need to ensure that people can access services and support that works for them.
Objective 5: Develop and support a diverse workforce
We will continue to promote inclusion, fairness and accessibility in our work place. A representative workforce will help us deliver services that are accessible, appropriate and that help reduce inequalities.
How we are working to meet those objectives
Objective 1: Engage and communicate in appropriate and accessible ways
The Council has achieved a 99% score for website accessibility in the third quarter of 2024/25. This is the highest level achieved by Bassetlaw District Council and puts us in 18th place of all UK Councils. This score reflects the proactive work undertaken by the communications and ICT teams to respond quickly to issues flagged by the Silktide accessibility checker.
Some of our residents at our Independent Living Centres are getting access to digital skills. A series of basic workshops are being held over the coming weeks at Larwood House and Priory Court in Worksop, Conway Gardens in Retford, and Swallow Court in Misterton. Those taking part in the free sessions will be learning about basic digital skills, PDFs and websites, MS Teams and importantly how to stay safe online. The funding for the training has come from the UK Shared Prosperity Fund.
Officers have attended a number of community events as part of the “Bassetlaw Conversations” face-to-face resident engagement initiative. Events attended including Worksop Pride and Harworth Christmas Winter Wonderland, as well as “Know Your Place” drop-in sessions which help promote Neighbourhood Planning and identify local priorities in the towns and villages across Bassetlaw.
In November 2024, the Council ran a Budget Conversation Survey asking for feedback and suggestions from Bassetlaw communities on ways to help balance the Council’s 2025/26 Budget. 833 people responded to the survey via electronic and paper methods, with the information helping shape priorities and proposals for the coming year.
We have adapted our approach to tenant engagement to ensure we meet the diversity and demographics of all our customers. We have delivered pop-up engagement sessions in rural locations to capture the voices of our rural non-digital tenants.
Monthly engagement sessions took place in Independent Living Centres and Family and Children’s Centres, Community Centres around Bassetlaw and work with partners and voluntary organisations, providing housing advise to tenants and prospective tenants.
Quarterly Tenant Forum meetings are open to all tenants across Bassetlaw, to ensure all our tenants are aware of the new Consumer Standards, Tenant Satisfaction Measures, and services updates. We share information on new services and projects and invite tenant volunteers to work with us to shape service improvement. Transport and level access parking is available, and all our venues are fully accessible.
Working in partnership with our involved tenants group Voices of Bassetlaw, meeting on a monthly basis to give individual tenants an opportunity to receive and share information, ensuring all customers are listened to and have an opportunity to raise issues or queries relating to the Councils Housing Service.
Objective 2: Ensure we deliver inclusive and responsive services
Bassetlaw District Council launched a new set of Corporate Values. These are: Together, we can do more, Everyone Counts, Open and Honest, Aspirational, and Service Excellence. With respect to Everybody Counts, we have committed to make sure no one is excluded, discriminated against or left behind. We understand that some people may need more help to access services.
The Council has officially opened its latest Changing Places WC facility at Langold Country Park. It is part of the council’s work to modernise amenities at the Green Flag Award winning park and make it more accessible and improving health for all in line with our Vision 2040.£140k of funding for the project has been provided by the Council, alongside a £30k shared funding allocation from the Ministry of Housing, Communities and Local Government supported by the Changing Places delivery partner Muscular Dystrophy UK (MDUK). The new provision adds to a growing number of Changing Places facilities across the District.
The Council celebrated national recognition for the work modernising its independent living schemes and improving the overall experience for residents. The Council was crowned the winner of the ‘Neighbourhood Transformation’ category at the AICO Community Awards, held in Birmingham. The Council, in partnership with main contractors Fortems and Make Consultants, have transformed Larwood House in Worksop, alongside improvement works at Westmorland House in Harworth and Bircotes, with plans for more.
Changes to make sure election polling places are safe, convenient, and accessible for voters have been approved by Bassetlaw councillors at a Full Council meeting on the 25th of January. As part of a compulsory review undertaken every five years, six weeks of consultation on polling station locations has been carried out across the district. Following feedback from residents, parish, district and county councillors, of the 105 polling stations currently being used, councillors backed recommended changes to sixteen locations to improve access and facilities for voters.
More than half a million pounds of funding was allocated to support rural community groups and businesses in Bassetlaw after they bid for funding to help improve facilities for residents and support enterprise. Bassetlaw District Council is administering the authority’s allocation of the Government’s Rural England Prosperity Fund, worth almost £714,000. The funding is a rural top-up to the United Kingdom Shared Prosperity Fund (UKSPF) and is benefiting 18 community groups and businesses.
Our Adaptations Team helps to improve the lives of our current tenants and enable them to live in their homes safely and independently. In the financial year 2023/24 we completed:
- 40 Self-Referred adaptations, which include grab rails to prevent falls.
- 189 Minor Adaptations any works below £1000 such as half steps, handrails, and drop-down rails.
- 114 Major Adaptations such as level access showers, bedroom and/or bathroom extension or reconfiguration of existing footprint, adapted kitchens, hoisting, specialist equipment and stair lifts.
- We also converted 35 council bungalows to make them accessible for all, using £200.000 of Better Care Fund monies to make adaptions to council owned bungalows.
Full Council has recently supported a number of motions promoting Equality, Diversity and Inclusion, for example:
- Standing firmly in the support of children with SEND and their families.
- Encouraging all members to review and sign the Debate Not Hate public statement
- Continuing our Council-led approach of raising awareness to alert those eligible for Pension Credit, which will help access the Winter Fuel Payment for those most in need.
- Continuing our partnership work promoting Pension Credit uptake to encourage and ensure that all eligible pensioners in Bassetlaw are supported in claiming their entitlement.
Promoting dementia-friendly signage across all Council buildings as well as to ensure compliance with the Alzheimer’s Society Dementia-friendly environment checklist, in so much as is practically possible.
Objective 3: Foster good relations with and within the community
The Bassetlaw Black History Month event was held in October 2024 featuring entertainment, panel discussions and support that help to build a more diverse community in our district. Hosted at Worksop Town Hall on Saturday 26th October 2024, the event has been supported by local councillors who have donated £800 from their Community Grants.
The Communications Team have promoted a number of initiatives and campaigns via social media including:
- What is Domestic Abuse?
- Sexual Abuse & Sexual Violence Awareness Week
- Pride in Bassetlaw Events
- National Hate Crime Awareness Week
- Holocaust Memorial Day
- LGBT+ History Month and Art Project
- International Women’s Day
A breakfast club in Worksop that supports men with their mental health has been given a £200 Bassetlaw Councillor Grant. Every month The Edge, which is based at the Oasis Centre in Kilton, hosts a breakfast support network where men who feel that they are struggling with their mental health can go along and talk to people who are in a similar situation, make new friends, and eat a Full English Breakfast.
Bassetlaw District Council’s Youth Council has launched a successful campaign to recruit new members to get involved, have their say on how the youth council is run, and champion causes for the benefit of their generation. The Youth Council is open to young people aged between 11 and 19 and provides volunteer opportunities, helps develop a range of skills as well as gaining an insight into how local democracy works. More information can be found in the Children and Young People’s Plan Update Report and Youth Council section of the website.
Local people who have gone out of their way to make a difference for other tenants and residents, and in their neighbourhoods, have been recognised as Community Champions. The accolades were presented as part of Bassetlaw District Council’s Annual Tenant Conference and Meet the Team event at Worksop Town Hall.
A new piece of artwork, based on a Chinese dragon, has made its debut at Harworth and Bircotes Pride thanks to monies secured by Bassetlaw District Council from the UK Shared Prosperity Fund. “Dotty the Drag-on” has been created as a symbol of Bassetlaw’s support for its LGBTQ+ communities across the district and appeared at Worksop Pride on Saturday 13th July. Phase two of the project is to make a permanent sculpture to be sited at the Idle Valley Nature Reserve.
An exhibition showcasing works created during a series of art and mind therapy workshops at Aurora Wellbeing has been launched. Aurora Wellbeing Services received nearly £5k of Arts and Heritage Grant funding from Bassetlaw District Council, as part of the Government’s UK Shared Prosperity Fund, to work with people affected by cancer and other long-term conditions.
A colourful and vibrant display, promoting the ‘Best of British’ values was displayed at Bassetlaw District Council’s headquarters, thanks to the creative talents of the children from Worksop Priory C of E Primary School.
Objective 4: Break the cycle of inequality and improve life chances
In July 2024, the Council supported the third annual Cost of Living Summit. The intervention themes cover: coordination, council support, support for partner organisations, communications, and capacity. There were over 40 representatives in attendance from local, county and national organisations. The longstanding Bassetlaw Financial Inclusion Forum provides the mechanism for a range of agencies both local, county and national to share updates and progress initiatives. In 2022/23, £294,000 was allocated from reserves for the cost of living response. In 2023/24 £160,000 of external funding secured by the Council was used.
The Council has installed its 10th “help” or CCTV refuge point on Carolgate in Retford, following previous installations on the Market Square in Retford, as well as locations across Worksop Town Centre.
We have teamed up with a range of local partners to host a ‘pop-up’ Apprenticeship Fair as part of ‘WhatNext in North Notts’. The event, has been organised through partners from the Department for Work and Pensions, North Notts College and North Notts BID and a wide range of potential employers and training providers that aim to help young people, their parents, job-seekers and those who wish to make a career change to make the next steps towards a new career path or further education.
The Council has once again supported the White Ribbon campaign that aims to encourage people, especially men and boys, to take action to end violence against women and girls. The charity seeks to achieve gender equality by challenging harmful attitudes, behaviours and systems – the root causes of this type of gender-based violence.
Each year, White Ribbon Day takes place on 25 November ahead of 16 days of activism against gender-based violence. In 2024 the theme is “It Starts with Men” and we encouraged male members of staff to come together and make the White Ribbon promise – to never use, excuse or remain silent about men’s violence against women. We invited male members of staff to appear in a photo for the Council’s social media pages to raise awareness of the White Ribbon Campaign.
The Council has moved to the assessment stage of achieving Domestic Abuse Housing Alliance (DAHA) Accreditation, a benchmark for how housing providers across the UK should respond to domestic abuse. During the process of seeking to achieve DAHA accreditation, a review of the Council’s policies, procedures, and practices across all departments has taken place to ensure that they are survivor-led, and the entire workforce has undertaken training to raise awareness of the signs of domestic abuse and how to provide support.
Elected Members have supported a number of projects through the Councillor Community Grant initiative, run by Bassetlaw District Council. Each councillor is allocated a small budget and has the discretion to award grants to activities that will benefit the community within their respective electoral ward areas. Charities and organisations benefiting from grants and donations in 2024/25 included:
Focus on Young People in Bassetlaw received a donation of over £1,000. The charity provides funding and support to young people aged between 8 and 25 in the area, helping them to realise their aspirations and reach their full potential.
Bircotes Youth Centre received a donation of £300 to provide self-care packs and food parcels. The Youth Centre welcomes young people between the ages of 10 to 19 and gives them with a safe and enjoyable environment to visit, including providing a wide range of social and recreational activities.
S8081 Community Foundation received a donation of £900 to help deliver a project helping to bring communities together in North Worksop and keep people warm in winter. The foundation started the project in 2023, by delivering Christmas gift bags to elderly people who have moved to the area from Hong Kong and are isolated due to lack of access to transport and a language barrier.
The Council launched a new Health and Wellbeing Strategy 2024-2027 which is designed to improve the wellbeing of all in Bassetlaw, promoting healthier and happier lives, community prosperity, and lifelong independence. It is important to reduce the gap between the most and least deprived Bassetlaw areas; improve equity for all. The Strategy prioritises:
- Cost of Living support
- Addressing the needs of the aging population
- Improving healthy lifestyles
- Ensuring the best start 0-16 years
- Improving the places that people live
- Tackling physical inactivity
- Suicide Prevention and mental health
- Partnership working
Objective 5: Develop and support a diverse workforce
The Council has published its Pay Policy Statement 2024 which explains how Bassetlaw District Council makes decisions about pay and reward for staff, including its senior officers. The Statement includes information about the levels of pay and reward for the financial year 2023/24. The statement can be found by visiting the council’s website and searching for “Pay Policy Statement”.
The Council has published its Gender Pay Gap report. This showed that:
- The mean gender pay gap is 1.6%. This means that men are paid 1.6% more than women on average. The average is calculated by adding up the hourly rates of all men and all women and dividing by the total number of men and women.
- The median gender pay gap is -0.2%. This means that when the hourly rates of all female and all male staff are put in order from smallest to largest, the middle rate for all female staff is 0.2% higher than the middle rate for all male staff.
- The full gender pay gap statement is available on the Council’s website within the Equality and Diversity page.
We aim to recruit from the widest possible talent pool by advertising job vacancies widely, ensuring gender-neutral language in job advertisements, and use of competency-based selection techniques to guard against unconscious bias in recruitment processes.
We have delivered training to recruiting managers called ‘Finding Talent’ (50 managers attended) which included training on understanding and managing unconscious bias, the Equality Act and the need to make reasonable adjustments. The training also included how to make sure our selection criteria is inclusive.
A pay and grading review was implemented on 1 April 2020 and we continue to ensure that grades are determined through objective analysis and job evaluation to maintain the integrity of the pay and grading system.
We continue to apply the Disability Confident scheme, for example anyone who informs us they have a disability and meets the essential criteria will automatically be offered an interview.
The Council continues to monitor its workforce profile. Key facts and figures are show below:
As at 15 March 2024, of a total of 539 employees, 269 males and 270 females were full time roles, and 26 males and 89 females were in part time roles.
As at 31 March 2024, 3.29% of the Council’s workforce declared themselves to be in an ethnic minority group, up from 1.57% in 2023 and 1.36% in 2022.
As at 31 March 2024, 8.09% of the Council’s workforce declared themselves as disabled, down from 8.98% in 2023 and 9.20% in 2022.
Over a third of the workforce (35.80%) are over 54 years old. A further 30% are aged 45-54. The percentage of staff in the 25-34 age range (16.42%) has increased significantly since 2018 (8.03%).
A full breakdown of workforce information is show at the end of this report.
Monitoring our performance
Equality Objective are also linked to a number of actions underpinning the Council Plan 2019-23. As at the end of December 2022, the progress of these actions is as follows:
Objective 1: Engage and communicate in appropriate and accessible ways
CP3.08: Engage with local residents through “Bassetlaw Conversations” at community events, local town improvement plans, the work of the Worksop Town Commission and the Bassetlaw Tenants’ Panel. This action is 83% complete.
Objective 2: Ensure we deliver inclusive and responsive services
CP2.04: Be proactive in how we manage our neighbourhoods and support our tenants through community engagement, community safety initiatives, regulation and enforcement. Review the housing allocations policy to enable as many people as possible can live independently in their homes through the use of Better Care Funding to deliver disabled facilities adaptations and other initiatives. This action is 63% complete.
CP2.06: Deliver further value for money for our tenants by carrying out a review of the condition of the housing stock, developing a new 30 year HRA Business Plan, implementing fairer charging and the rent standard for Social Housing providers. This action is 75% complete.
Objective 3: Foster good relations with and within the community
The Council is undertaking a number of actions to foster good relations with the community, as evidenced throughout this report. Actions include continuing to support work to raise awareness of hate crime and how it can be reported; working with the Community and Voluntary sector and others to protect the most vulnerable in society. These actions are ongoing.
Objective 4: Break the cycle of inequality and improve life chances
CP2.02: Improve the quality and performance of Bassetlaw’s housing stock, by regularly inspecting them to ensure that they are maintained to the highest possible standards and reduce tenant’s energy bills. This action is 78% complete.
CP2.01: Review the Council’s housing estates and assets, including identifying any areas of deprivation and develop a plan to improve the physical appearance and image of those areas. This action is 65% complete.
CP3.02: Work collaboratively with Partners to reduce health inequalities across the district, to improve general levels of health and wellbeing by encouraging healthy and active lifestyles, prioritising early preventative interventions. This action is 95% complete.
CP3.06: Increase year on year the number of homelessness preventions and a year on year decrease in the number of rough sleepers, over the term of the plan. This action is 90% complete.
CP2.09: Increase year on year the SAP Rating in our stock and in the private sector an increase in take up of energy grants e.g. warm homes on prescription again over the term of the plan to combat local fuel poverty. This action is 85% complete.
CP2.05: Increase the supply and quality of new homes. We will seek to deliver our new housing requirement of circa 478 new homes per annum, 15% will be new affordable homes, and will maximise all available S106 opportunities for new affordable housing. This action is 99% complete.
CP3.01: Raise the skills level and employability of people within the district through a Skills Board and encouraging local businesses to take on more apprenticeships. This action is 81% complete.
CP3.03 Require developers to deliver a local labour agreement on future major developments to create training and employment opportunities during the term of the development. This action is 17% complete.
Objective 5: Develop and support a diverse workforce
CP3.09: Recruit, develop and retain local talent where the Council can in a competitive labour market. This action is 70% complete.
CP3.09.03 Hold regular development conversations with staff, to help ensure all staff have equal opportunities for learning, training and professional development. This sub action is 75% complete.
Workforce statistics
In line with the guidance, we publish our workforce statistics each year.
Employee Gender Breakdown
|
Date |
Male |
Female |
|---|---|---|
|
All employees at 15.03.2024 |
49.91% |
50.09% |
|
All employees at 31.03.2023 |
49.82% |
50.18% |
|
All employees at 31.03.22 |
52.16% |
47.84% |
|
All employees at 31.03.21 |
52.99% |
47.01% |
|
All employees at 31.03.20 |
52.29% |
47.71% |
|
All employees at 31.03.19 |
51.82% |
48.18% |
|
All employees at 31.03.18 |
50.61% |
49.39% |
|
All employees at 31.03.17 |
52.78% |
47.22% |
|
All employees at 31.03.16 |
53.28% |
46.72% |
|
All employees at 31.03.15 |
51.87% |
48.13% |
|
All employees at 31.03.14 |
49.76% |
50.24% |
Workforce profile
On 15 March 2024, 269 staff were male (49.91%) and 270 staff were female (50.09%). In Bassetlaw District on the day of the census 2021, 49.6% of the population were male and 50.4% were female.
Employees by Gender & Hours
Full Time
|
Year |
Male |
Female |
Total |
|---|---|---|---|
|
2024 |
243 |
177 |
420 |
|
2023 |
241 |
163 |
404 |
|
2022 |
252 |
166 |
418 |
|
2021 |
261 |
168 |
429 |
|
2020 |
253 |
169 |
422 |
|
2019 |
251 |
165 |
416 |
|
2018 |
179 |
114 |
293 |
|
2017 |
181 |
104 |
285 |
|
2016 |
178 |
99 |
277 |
|
2015 |
177 |
98 |
275 |
|
2014 |
181 |
99 |
280 |
Part Time
|
Year |
Male |
Female |
Total |
|---|---|---|---|
|
2024 |
27 |
95 |
122 |
|
2023 |
30 |
94 |
124 |
|
2022 |
26 |
89 |
115 |
|
2021 |
31 |
91 |
122 |
|
2020 |
33 |
92 |
125 |
|
2019 |
33 |
99 |
132 |
|
2018 |
29 |
89 |
118 |
|
2017 |
28 |
83 |
111 |
|
2016 |
33 |
86 |
119 |
|
2015 |
31 |
95 |
126 |
|
2014 |
24 |
108 |
132 |
Number of staff joining and leaving the Council
Starters
| Year | Number of staff |
|---|---|
| 2023/24 | 45 |
| 2022/23 | 58 |
| 2021/22 | 63 |
| 2020/21 | 49 |
| 2019/20 | 55 |
| 2018/19 | 198* |
| 2017/18 | 75 |
| 2016/17 | 33 |
| 2015/16 | 48 |
| 2014/15 | 33 |
* Starters in 2018/19 includes 150 staff transferred under TUPE.
Leavers
| Year | Number of staff |
|---|---|
| 2023/24 | 45 |
| 2022/23 | 59 |
| 2021/22 | 81 |
| 2020/21 | 47 |
| 2019/20 | 59 |
| 2018/19 | 61 |
| 2017/18 | 59 |
| 2016/17 | 35 |
| 2015/16 | 50 |
| 2014/15 | 41 |
Age Profile of Employees
The tables below show the percentage of Staff in each age range.
|
Year |
16-17 |
18-24 |
25-34 |
35-44 |
45-54 |
55-64 |
65+ |
|---|---|---|---|---|---|---|---|
|
2024 |
0.00% |
2.95% |
16.42% |
15.13% |
29.70% |
31.00% |
4.80% |
|
2023 |
0.00% |
3.60% |
13.83% |
14.39% |
29.55% |
33.71% |
4.92% |
|
2022 |
0.19% |
2.63% |
12.57% |
13.51% |
33.58% |
33.21% |
4.32% |
|
2021 |
0.18% |
4.17% |
11.25% |
13.97% |
34.30% |
32.30% |
3.81% |
|
2020 |
0.00% |
3.84% |
11.15% |
14.26% |
34.19% |
32.36% |
4.20% |
|
2019 |
0.00% |
5.29% |
10.77% |
13.50% |
35.22% |
31.75% |
3.47% |
|
2018 |
0.00% |
3.89% |
8.03% |
17.52% |
40.63% |
27.74% |
2.19% |
|
2017 |
0.00% |
3.28% |
8.08% |
22.22% |
36.87% |
26.52% |
3.03% |
|
2016 |
0.25% |
3.03% |
8.84% |
23.74% |
36.36% |
25.51% |
2.27% |
|
2015 |
0.00% |
1.75% |
10.47% |
22.44% |
39.15% |
24.44% |
1.75% |
|
2014 |
0.00% |
1.70% |
12.62% |
22.82% |
35.68% |
24.76% |
2.43% |
Over a third of the Council’s workforce (35.80%) are over 54 years old. A further thirty percent are aged 45-54. The percentage of staff in the 25-34 age range (16.42%) has increased significantly since 2018 (8.03%). The years 2016 to 2023 represented an aging workforce profile however this trend changed in 2024 due to the increase in 25-34 age group.
Employees Declaring Themselves as Disabled
The number of employees declaring themselves as disabled remains relatively static. Figures are calculated as a percentage of those employees who have declared whether they are disabled.
|
As at: |
Male |
Female |
All |
|---|---|---|---|
|
31.03.24 |
3.82% |
4.27% |
8.09% |
|
31.03.23 |
4.02% |
4.96% |
8.98% |
|
31.3.22 |
4.95% |
4.25% |
9.20% |
|
31.3.21 |
4.38% |
3.92% |
8.29% |
|
31.3.20 |
4.95% |
4.01% |
8.96% |
|
31.3.19 |
4.13% |
4.13% |
8.25% |
|
31.3.18 |
4.84% |
3.76% |
8.60% |
|
31.3.17 |
4.50% |
3.70% |
8.20% |
|
31.3.16 |
5.77% |
3.85% |
9.62% |
|
31.3.15 |
4.17% |
3.13% |
7.29% |
|
31.3.14 |
4.59% |
3.57% |
8.16% |
8.09% of employees have declared themselves as disabled. In 2021, 8.7% of Bassetlaw residents were identified as being disabled and limited a lot.
Employees in Ethnic Minority Groups*
|
As at: |
Male |
Female |
All |
|---|---|---|---|
|
31.3.24 |
1.35% |
1.93% |
3.29% |
|
31.3.23 |
0.20% |
1.38% |
1.57% |
|
31.3.22 |
0.78% |
0.58% |
1.36% |
|
31.3.21 |
0.38% |
0.57% |
0.94% |
|
31.3.20 |
0.38% |
0.57% |
0.95% |
|
31.3.19 |
0.38% |
0.95% |
1.33% |
|
31.3.18 |
0.25% |
1.02% |
1.27% |
|
31.3.17 |
0.26% |
1.05% |
1.31% |
|
31.3.16 |
0.00% |
1.01% |
1.01% |
|
31.3.15 |
0.26% |
0.78% |
1.04% |
|
31.3.14 |
0.25% |
0.51% |
0.76% |
*Staff are considered to be from an ethnic minority group if they define themselves as being from the following census classifications:
- Mixed or multiple ethnic groups : White and Black Caribbean; White and Black African; White and Asian; Any other mixed or multiple ethnic background
- Asian or Asian British : Indian, Pakistani, Bangladeshi, Chinese; Any other Asian background
- Black, African, Caribbean or Black British : Caribbean; African; Any other Black, African or Caribbean background
- Other ethnic group : Arab; Any other ethnic group
3.29% of Council employees are from an ethnic minority background. In 2021, 96.4% of Bassetlaw’s population identified their ethnic group to be “white” with 3.6% identifying as being in one of the groups above.
A year in pictures
The Bassetlaw Black History Month event in October 2024 featuring entertainment, panel discussions and support that can help to build a more diverse community in our District. The event has been supported by local Councillors who have donated £800 from their Community Grants.
The Council’s website achieved a 99% score for accessibility in quarter 3 2024/25, the highest level achieved by Bassetlaw District Council, which puts us at 16th place of all UK Councils.
Bassetlaw District Council officially opened its latest Changing Places WC facility at Langold Country Park.
Pride in Bassetlaw events promoted with “Dotty the Drag-on”, created as a symbol of Bassetlaw’s support for its LGBTQ+ communities across the District.
The Council’s Chief Executive and Cabinet Member for Housing and Estates stand with Council staff to take the White Ribbon Pledge to “never commit, condone, or remain silent about violence against women”.
Last Updated on Friday, May 30, 2025