The public sector Equality Duty came into force in 2011. It means that, as a public body, we have to consider all individuals when carrying out our day-to-day work – in relation to shaping policy, delivering services and our staff. It also requires us to have due regard to eliminating discrimination, advancing equality of opportunity and fostering good relations between different people when carrying out our activities.

To demonstrate compliance with the Equality Duty and ensure we are improving our performance, we have developed the following equality objectives. Some of these are key performance indicators for this strategy.

Key performance indicator	Success factors	Result
Proportion of under-represented groups reached	Peak District National Park Authority audience reach that is 30% closer to demographics of those within an hour’s travel time of the National Park by 2024	In many demographic areas we are now close to regional demographics, although there is still under-representation in socioeconomic and age groups. The PDNP continues to stand out from other NPs with the ethnicity of our visitors closely matching that of the region.
Number of residents and other community stakeholders understanding and engaged in the development of strategic policies	50% increase in number by 2024 and 50% increase in range by 2024	34% increase
Equality duty objective	Success factors	Result
Employee age – range and median	We will seek to reduce the median by 2024	2024 result was: Max 71, Min 19 Median 49 (49 as at 31/3/23, 52 as at 31/3/22, 49 as at 31/3/21, 50 as at 31/3/20)
Gender pay gap – median	We aim to be closing the gap by 2024	2024 result was: 2.39% mean gender pay in 2023/24 (Gender pay gap was 6.7% in 2022/23, 4.8% in 2021/22, 9.5% 2020/21, 9.4% in 2019/20)