Equality and Diversity
- Introduction
- Equality Act 2010
- Equality Strategy
- Equality Impact Assessments
- Publishing Equality Information
- Equal Opportunities Policy
- Employment Monitoring Data 2022/2023
- Gender Pay Gap Analysis
- Previous Strategy
Introduction
This page contains the key documents which set out the Council's approach to promoting Equality and Diversity in the Tameside. In everything we do we are trying to narrow the gap between the experiences of different groups within the community, so that everyone can benefit from our services to the same degree, and achieve the best outcomes.
This page, together with the links below provide an introduction to equality and diversity in general, our Equality Strategy 2023-27, the Equality Act 2010, and details of further information, support, and advice that is available to you though both the Council and other sources.
Equality Act 2010
The main provisions of the Equality Act 2010, which provide the basic framework of protection from discrimination, victimisation and harassment, came into force from 1 October 2010.The Act replaces all existing anti-discrimination laws, and extends protection across a number of ‘protected characteristics’. These are race, sex, disability, age, sexual orientation, religion or belief, gender reassignment, pregnancy and maternity, and marriage and civil partnership. The Act applies across services and public functions; premises; work; education; associations; and transport provision.
From 5 April 2011 the public sector equality duty came into force. Contained within section 149 of the Equality Act 2010, the general duty (which replaces the previous race, sex, and disability duties) requires those subject to it to have due regard to the need to:
- Eliminate unlawful discrimination, harassment and victimisation
- Advance equality of opportunity between different groups
- Foster good relations between different groups
For more detailed information on the Equality Act and the public sector equality duty, further guidance is available on the Government Equalities Office 
(part of the Home Office) and Equality & Human Rights Commission websites.
Equality Strategy 2023-27
Under the terms of the Equality Act 2010, all public bodies are required to publish certain pieces of equality related information. This Strategy ensures that the Council fulfils this obligation - particularly to publish one or more specific and measurable equality objectives at no more than four years from the date of first publication.
View Equality Strategy 2023-27 
This Strategy is about embedding an approach and ethos throughout the organisation that will orient and permeate all strategies, services, and operations.
You can find out more about the Specific Duties of public bodies under the Equality Act 2010 on the Government Equalities Office website
Equality Impact Assessments
Equality Impact Assessments (EIAs) are an important tool in demonstrating how we as a Council have paid, and are paying, due regard to the public sector equality duty.
The process allows the Council to consider the ways in which our services are delivered, and how this might impact on the various individuals and groups who use a particular service. In doing this, we are able to look at potential barriers to access, and offer mitigations to these. They help us understand the needs of service users better, and help raise awareness of the different considerations that need to be taken account of when making decisions.
Publishing Equality Information
The specific duties of the public sector equality duty require public bodies, including Councils, to publish certain types of information, for example information in relation to the protected characteristics of employees, and persons who share a relevant protected characteristic who are affected by our policies and practices. They also require the publication of one or more equality objectives that we think achievable in relation to the public sector equality duty.
We currently do this in a number of ways. As mentioned above, we have published our Equality Strategy, and also our Equality Impact Assessments.
The Council also has a history of publishing annual workforce monitoring reports. In response to equality duties under the Race Relations (Amendment) Act, the Council produced an annual workforce monitoring report. As a result of the introduction of further disability and sex equality duties we extended the workforce monitoring report to include disability, sex and age monitoring statistics.
View the most recent Employment Monitoring Report here. Historic reports can be accessed via the related links section at the top left hand side of this page.
education and employment data sources can be accessed here.
The Equality and Diversity profile brings together data covering the main equalities characteristics for residents of Tameside, as well as information on non-UK born residents, languages spoken and general health status. Access the profile (0.18MB)
Our Joint Strategic Needs Assessment looks at the way people in Tameside live as a whole population, the lifestyles they lead, and the diseases and illnesses that affect them. This helps us understand what the main health and wellbeing needs are for people living here, so we can look for ways to improve physical and mental health, prevent illness and protect people from disease and injury. A copy can be viewed at Health and Wellbeing (tameside.gov.uk)
Equal Opportunities Policy
Tameside Council exists to maximise the well being of the people of the borough and in pursuing this aim, it will strive for a just and inclusive society which gives everyone equality. The Council's Equal Opportunities Policy sets out our commitment to promoting equal opportunities in service delivery and employment.
Gender Pay Gap Analysis
All public sector employers are required to publish information about gender pay gaps by 31 March each year. This information is based on a snapshot date of pay on 31 March 2023. At this date the Tameside Council workforce comprised of 64% females and 36% males. A copy of our gender pay gap analysis report for 2023/24 can be accessed here
Previous Strategy
Our previous Strategy was delivered jointly between the CCG and the Local Authority and was called the One Equality Scheme:
View One Equality Scheme 2018-22
The progress report for Year 1 was approved in June 2019, a copy of which can be viewed here
The progress report for Year 2 was approved in May 2020, a copy of which can be viewed here
The progress report for Year 3 was approved in June 2021, a copy of which can be viewed here