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, we monitor two key performance indicators; Employee age (range and median) and Gender pay gap (mean):

Key performance indictor	Success factors	Result
Employee age (range and median)	We will seek to reduce the mean age	2025 result was: Max 71, Min 20 Median 48 (49 – 2024, 49 – 2023, 52 – 2022, 49 – 2021, 50 – 2020)
Gender pay gap (mean)	We aim to close the gap	2024/25 result was: 2.65% (2.39% – 23/24, 6.7% – 22/23, 4.8% – 21/22, 9.5% – 20/21, 9.4% – 19/20)