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Chiltern District Council
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Our society is becoming more complex and diverse. Overall population is growing, we are more ethnically diverse, and we are getting older. New patterns of migration have affected previously homogenous communities.

Equality legislation has helped challenge much discrimination and prejudice, but there are still big equality gaps. Councils and their partners have a real opportunity to challenge inequality, to ensure that everyone has an equal chance in life and to respond to the diverse needs of the communities they serve.

Under Equality legislation, the Council is required to publish an employee profile, showing the make-up of its workforce, from an equality perspective.

We have done this for some time at Chiltern, as part of our Equality Scheme. We have taken the opportunity to update the information, as at 1.4.11, and the details are shown in the download.

A brief commentary on the statistics would be that we broadly have a similar Black, Asian, Ethnic Minority (BAME) percentage as for the local population, at around 5%.

As may be seen, we do have a 'gender pay gap', when the average salary for male and female employees is considered. However, as may also be seen, this is not because women are under-represented in senior posts. It is because men are under-represented in grades 1 - 6. Managers are considering how to improve on the current position.

For further information on the Council's approach to equalities, please see the Council's equality scheme in the downloads opposite or contact Note. The Council does not currently monitor staff or job applicants on aspects such as transgender issues, sexual orientation or religion. Regarding the first two items, as Chiltern's employee numbers are small, this would be inappropriate as it could risk identifying any individuals in these categories.