Diversity and Inclusion Employment Monitoring Report 2025

This report forms part of Wiltshire Council's requirement to publish workforce data to demonstrate our compliance with the Public Sector Equality Duty (PSED) and the Equality Act (2010). The PSED places a specific duty on the council to publish information about its employees and service users, broken down by relevant protected characteristic, to show how the council is having due regard to:

• Eliminating discrimination, harassment, and victimisation
• Advancing equality of opportunity
• Fostering good relations between people

This report is based on all non-school workforce figures for 1^st October 2024 or, where monitoring information is reviewed over a period, the reference period used is 12 months up to 1 October 2024 (for leavers, cases, training). However, due to the Council's move to Oracle for Recruitment, the reference period for this data in this year's report is the 10 months up to 1 October 2024.

As part of the public-sector equality duty the council is required to identify equality objectives. The current Equality Objectives 2023-2026 are:

1. Deliver on the vision of the Inclusive Workforce Strategy
2. Achieve an excellent standard of understanding and working with our communities, measured against the Equality Framework for local government.

Further details of the council's equality objectives can be found on the council website.

"Inclusion lies at the core of our vision, to strengthen and build more resilient communities. It's at the heart of Our Identity, which defines who we are as an organisation and guides how we lead, act, and deliver our services." Lucy Townsend, Chief Executive. The council's Inclusive workforce strategy and action plan were informed by reviewing data and insight on our workforce and from staff surveys, as well as reviewing our policies and practices against the Local Government Equality Framework.

In September 2024, CLT agreed our new EDI Corporate objectives for 2025-2028, which are:

• to develop strategies to attract and support diverse talent progression, with a specific focus on increasing underrepresented staff in N/O/Hay grade roles
• increase attraction and retention of under 25s, particularly in areas where there are none.

All directorates have been asked to identify an additional third EDI target relevant to their area.

These are going to be embedded into an updated version of the inclusion strategy in 2025 and will from part of directorate POGs and POBs going forward.

To support the delivery of the Inclusive workforce strategy, we have an EDI steering group, chaired by the Council's Inclusion Champion (member of our Extended Leadership Team and a Director), to provide strategic oversight for programmes of work relating to EDI. The steering group is made up of an EDI representative from each directorate at Head of Service level and the staff network leads.

The purpose of the council's Equality, Diversity, and Inclusion (EDI) Steering Group is to provide strategic oversight and assurance for Wiltshire Council's programmes of work relating to Equality, Diversity, and Inclusion. It is an opportunity to share authentic employee voice, implement the inclusion strategy, improve outcomes, raise awareness, and identify areas for development.

In 2023, all services were asked to create two inclusion targets to achieve in 2024 for their service areas that supports the Inclusion strategy. These were closely monitored and reviewed with support from the EDI Steering group and the HR&OD Inclusion working group. Over 117 actions were evidenced to support 98 EDI targets.

The council is committed to continuing good practice in relation to creating an inclusive environment for all employees. We support and enable this commitment via the following:

1. Supporting the work of the Staff networks

The council has five staff networks which staff can choose to join. The networks offer mutual support, raise awareness, and give advice on specific equality issues and act as a consultative voice to the council. The staff networks are:

• Armed Forces network
• Race Inclusion network
• Carers and disability network
• LGBT+ (lesbian, gay, bisexual and trans) network
• Women's staff network

We also have a men's support group to create a safe space for men's mental health and wellbeing.

2. Engaging with trade unions

We recognise and regularly engage with the trade unions via informal meetings and discussions and more formal meetings including the Joint Consultative Committee (JCC). Trade unions are regularly consulted on new and updated policies and projects, engaged in equality analysis panels, and take an active role as members of job evaluation panels.

3. Carrying out Equality Impact Assessments

Equality impact assessments are carried out to ensure that due regard is given to the aims of the general equality duty when we plan, deliver, and make decisions about the work of the council. Regular equality analysis panels are set up to consider the impact of new and amended policies and procedures. Representatives from HR&OD, Executive Office, trade unions and members of our staff networks attend the panels to ensure a breadth of perspective. Further information on Equality analysis can be found on our website.

4. Benchmarking and sharing good practice

The council belongs to the South-West Equalities Network (SWEN) and regularly attends meetings with colleagues from other local authorities to share information, benchmarking, and best practice. We are also members of the Bath, Swindon & Wiltshire (BSW) NHS Partnership Integrated Care System EDI Leads Network.

We have delivered and continue to deliver several equalities events, working with multiple partners across the South-West and beyond, including eighteen private and public sector organisations.

Wiltshire Council is a lifetime partner of the inclusive job board Includability and has successfully gone through their 5-star verification process to become an Includability committed employer, demonstrating our commitment and achievements in the areas of Sustainability, Accessibility, Mental Health, Wellbeing and Diversity and Inclusion. Wiltshire Council is also a Level 2, Disability Confident Employer. We have also recently become a Neurodiversity in Business Corporate Partner to foster an environment where neurodivergent people are understood and form an invaluable part of the workforce.

Wiltshire Council has received the Employer Recognition Scheme Gold Award for their outstanding support towards the Armed Forces community.

5. Training, education and awareness raising

We have developed an Inclusion and Diversity training offer which is available to employees and external partners- including staff from across the NHS and other organisations as a traded service. In 2023 we introduced a new 'Cultural competence in the community' training course which is available to all employees and managers and focuses on how we can work with our service users/customers in a more culturally competent way and see perspectives from another cultural lens.

We launched Inclusion cafés in 2023 as an opportunity for employees to share their experiences of inclusion at work and create a more diverse network.

Our EDI Learning Hub is updated regularly, and in September 2024, we launched our new EDI podcasts, IDLE Talk to explore diversity and inclusion in our workforce.

After the successful reverse mentoring pilot (launched in 2021), we have now expanded and rolled out the programme to the rest of the organisation. In addition to senior leaders, heads of service, middle managers, and staff in key influential positions such as HR, can now also take part and be mentored by a junior employee or member of the staff networks. Reverse mentoring provides safe spaces to gain honest and relevant feedback and gives senior leaders an opportunity to learn from the lived experience of employees.

We have successfully implemented a Mediated Resolution approach, a voluntary and confidential method of resolving workplace conflict. Trained, impartial mediators have worked with over thirty colleagues in the last year to support effective dialogue to resolve conflict with a view to reaching an agreement about how to work together effectively. All respondents to the participants' evaluation survey have reported that the process resolved the conflict/issue either fully or in part, and all respondents to the referrers' evaluation survey have reported that they would use Mediated Resolution again and would recommend Mediated Resolution to colleagues.

We have launched a Mental Health Advocates (MHA) initiative to support the council to promote positive mental health and normalise talking about mental health in the workplace. The MHAs are a team of trained employee volunteers who can support employees via 1-2-1 conversations and signposting to resources.

For 2025, we have launched an interactive Inclusion and Diversity Calendar with resource links to promote awareness and understanding of key dates and events. We also promote through our internal weekly communications and social media.

We continue to deliver campaigns and events for LGBT+ History Month, Women's History Month, Pride Month, Race Equality Week, Black History Month and National Inclusion Week etc.

We organise (and support our networks in organising) regular events including one-off talks, webinars, and conferences to promote awareness and understanding of equality, diversity and inclusion issues.

1. How we collect equality information

The monitoring information set out in this report has been collected from the council's new Oracle enterprise resource planning (ERP) system, which includes our recruitment system, and the completion of an equality monitoring questionnaire which is sent out to staff annually.  The council also collects additional information through the employee experience survey.

The equalities monitoring questionnaire was supported with clear information about why we were collecting the information and how it would be used. Staff are encouraged to complete as much of the questionnaire as possible but could opt to state 'prefer not to say' if they did not feel comfortable sharing their information.

The new Oracle ERP will help us use and analyse diversity and inclusion data more effectively and we will be reviewing our data collecting methods as part of our work to improve our workforce data analytics capability.

This data will be used, alongside the Wiltshire Census data, to identify and reduce barriers to inclusion, identify key areas of development and inform decision making.

2. What data we collect

We collect data on all the protected characteristics in addition to caring responsibilities at different stages of the employee lifecycle. This enables the council to analyse and assess the impact of policies, procedures, practices and decisions on specific groups and to identify where action is required to remedy any disadvantage and ensure equality of opportunity for all.

3. Data gaps

The introduction of Oracle to hold staff data means that EDI information held previously has not been included in the report, other than for leavers, where applicable. This means that with the exception of leavers data where applicable, we are reliant on current staff completing the equalities monitoring questionnaire and new joiners completing the started journey in Oracle. Work is underway to improve the completion rate, and we will continue to seek to address the data gap and reduce the unstated figures by building confidence amongst staff in sharing information. Data is currently known for around 50% of staff overall. However, there are some staff groups (on lower grades, in jobs that are not office-based) where the level is lower than average.

The data in the report is now presented as percentages where the information is known, omitting any 'Unstated' or 'Prefer not to say' responses from the calculations. Figures from previous years, where used for comparison, have been recalculated in the same way.

4.   Census 2021

The Office for National Statistics (ONS) undertook a national census in 2021 and workforce data on this report has been compared against the census data for the whole of the Wiltshire population as opposed to the age-specific data sets (i.e., working age population) which are not yet available. Further analysis will be undertaken in the future once age-specific data sets are released by the ONS.

We aspire for our workforce demographics to mirror that of the Wiltshire population as identified in the Census 2021, to ensure that we remain an inclusive organisation reflecting the diverse backgrounds of the communities we serve.

This report sets out data based on the key areas of the employee lifecycle which the council currently monitors. These are:

• Headcount: The report provides percentages of permanent and temporary staff by protected characteristics. The percentages throughout the report are based only on staff responses that provide the characteristic (see Data Gaps above). The 'Unstated' percentages are provided separately. Headcount figures are now shown as individual people rather than occupied positions, which makes a small difference where staff hold multiple positions, so data from previous years has been recalculated for comparison purposes.
• Recruitment: We monitor the protected characteristics of all applicants who apply for roles through our system and this report looks at the overall applications received, the number of shortlisted applicants and successful/appointed applicants.
• Internal appointments and promotions: We monitor applications for internal appointments and promotions. The information presented in this report relates to jobs advertised internally and includes all positions regardless of whether that job represents a promotion or a sideways move within the council.
• Leaver information: The report provides a breakdown of permanent and temporary staff leavers by protected characteristics, and this is compared to the staff headcount figures. The report also includes commentary about the main reason for leaving employment, where significant.
• Disciplinary and grievance:The report includes the proportion of staff that have raised a grievance or are the subject of a disciplinary procedure. The figures reflect all cases initiated, including those that resulted in informal or no action. Figures tend to vary from year to year and represent small numbers.
• Remuneration:The data contained in the report includes a breakdown of our pay grades against some of the protected characteristics to show the distribution of staff across the different pay grades. The council has also produced figures for the ethnicity pay gap and the disability pay gap in the ethnicity and disability sections. Our gender pay gap figures are covered in another report which can be found on our Gender pay gap page.
• Training:The report includes attendance figures for the Wiltshire Leader programme which is a programme aimed at developing future leaders.

The total headcount of staff in post as of 1 October 2024 is 4.5% higher than last year. The figures exclude our schools' workforce.

There has been a small decrease in the proportion of jobs that are part-time (down from 42.1% to 41.4%).

The headcount figures used in this report are different to the gender pay gap report figures which are based on data taken at a different point in time.

Headcount figures are now shown as individual people rather than occupied positions.  

The proportions of Pay Grades have not changed significantly from last year with only a small increase in the Grade H/I band and a decrease in the D/E band.

5.5% of the workforce indicated that they have a BME background compared to 5.0% last year (where ethnicity has been disclosed). The White Other figure has increased from 4.2% in 2023 to 4.9%. The figures from the Wiltshire census 2021 indicate that 5.7% of the population in Wiltshire have a BME background.

51.9% of staff have provided their ethnicity. Last year the figure was 95.8% (see note on changes to EDI data sources in Methodology section).

Total recruitment

The proportion of BME appointees was 7.0% compared to 6.2% last year. The appointee percentages for White British and White Other remained similar to last year.

The % appointed that did not state their ethnicity fell from 30.9% to 26.6%. Applications with Unstated ethnicity fell from 26.7% to 14.7%.

The proportion of applicants whose ethnicity was BME was 30.6% compared to 26.6% last year. This is a continued increase which is partly as a result of recruitment campaigns which included overseas applicants, particularly for social care roles.

Internal recruitment

3.6% of internal appointees were BME, similar to last year (3.5%).

Leavers

BME staff accounted for 7.4% of leavers, higher than the headcount figure of 5.5%. The White Other staff figure (4.6%) was slightly lower than the headcount figure (4.9%). The main reason for leaving for all groups, as in previous years, was resignation (62.9% of leavers). BME resignations (62.2%) were in line with this, White Other resignations (74.1%) were higher. We are looking to increase uptake of exit interviews to improve our understanding of areas to be addressed. Further analysis of the resignation data will be carried out.

Remuneration, Pay Gap, and Pay Quartiles

The proportion of BME staff in the upper grades N/O/Hay has increased to 3.3%, up from 1.6% in 2023, however this is based on small numbers. The BME percentage has fallen in the L/M grades (from 6.7% to 5.3%) but remains above the headcount 5.5% figure in Grades H-K. It also remains lower (4.1%) in the B/C grades, however data is least reliable in this band as it is only known for 20% of staff, whereas data is known for around 50% of staff overall (see note in Methodology section).

The mean ethnicity pay gap has increased from 0.9% to 3.3% compared with last year. The median pay gap remains negative (-2.3% compared to -1.2% last year) with the BME median hourly rate higher than the non BME median hourly rate. An increase in BME staff means all pay quartiles show an increase with the largest increase in the upper middle quartile (6.0% to 7.2%).

Disciplinary and Grievance Cases

For staff with a BME background, the proportion of all Disciplinaries was 11.0% and Grievances was 21.7%. This is higher than the 5.5% workforce figure for BME staff. White Other staff had a slightly higher proportion of disciplinaries (6.8%) and grievances (8.7%) than the 4.9% workforce figure. However, the actual numbers for these are low.

Wiltshire Leadership Programme Attendance

Participation in the Wiltshire leadership programme by both BME and White Other staff was 4.4%, roughly in line with the workforce. However, the number of staff participating is small and increasing numbers is a priority for us over the next 2-3 years.

The figures from the census 2021 indicate that 16.4% of the population in Wiltshire have their day-to-day activities limited a little or a lot because of a health condition or disability.

14.6% of the workforce has declared a disability compared to 13.0% in last year's report (where this information has been disclosed).

50.8% of staff have disclosed this data. Last year the figure was 81.0% (see note on changes to EDI data sources in Methodology section).

Total recruitment

6.8% of people appointed were disabled compared to 8.4% last year.

9.0% of applicants were disabled compared to 7.3% last year.

Applications with Unstated disability information fell from 27.6% to 14.7%. Unstated appointees fell from 32.1% to 26.7%.

Internal recruitment

10.4% of people appointed internally were disabled compared to 9.0% last year.

14.6% of internal applicants were disabled compared to 10.3% last year.

Leavers

Disabled staff accounted for 12.1% of leavers, lower than the headcount figure of 14.6%. The resignations percent for Disabled staff was 49.1%, compared to 62.9% for all groups.

The main reasons for leaving for disabled employees was resignation followed by retirement.

Remuneration, Pay Gap, and Pay Quartiles

Staff with a disability are proportionally under-represented in the highest (N/O/Hay) grades, remaining at the same level as in 2023 - 8.2%, compared to the 2024 headcount figure of 14.6%. In grades L/M, the figure has increased from 11.2% to 15.1%. 13.3% of disabled staff are in Grades B/C compared to 9.7% last year.

The mean disability pay gap has decreased slightly from 4.8% in 2023 to 4.0% in 2024. The median pay gap has decreased from 3.0% in 2023 to 0.0% in 2024. An increase in staff declaring as Disabled means all pay quartiles show an increase. Disabled staff in the Upper quartile rose from 11.5% to 13.2%.

Mean pay gap: 4.0%

Median pay gap: 0.00%

Disciplinary and Grievance Cases

Disabled employees accounted for 40.0% of grievances and 25.8% of disciplinaries, compared to 37.5% and 29.8% in 2023. The number of cases is low, however this will be looked at in more detail.

Wiltshire Leadership Programme Attendance

Participation in the Wiltshire leadership training by disabled employees was 13.0%, which is in line with the proportion of disabled employees in the workforce.

The percentage of female staff is 73.9% and male staff 26.1%. These remain similar to the figures in last year's report, which were female 73.7% and male 26.3%.

47.5% of women and 24.0% of men work part-time.

Staff are also invited to self-describe their gender identity if they wish to. However, as the number of staff using this category is small, the figures are not reported ensuring confidentiality.

Total recruitment

Applications received were 62.1% female, 37.9% male, compared to 63.3% female and 36.7% male last year.

Appointments were 70.2% female, 29.8% male, compared to 73.0% female and 27.0% male last year.

The proportion of applicants not providing this data has decreased

Internal recruitment

Internal applications and appointments were in line with the makeup of the workforce

Leavers

Male staff accounted for 28.3% of leavers, higher than the headcount figure of 26.1%.

However, the resignation percentage for Male staff was lower (55.6%) compared to female staff (65.8%).

Dismissals accounted for 7.8% of male leavers, compared to 2.7% of female leavers

Remuneration and Gender Pay Gap

Female staff continue to be under-represented in the higher parts of the grading structure, however, the proportion of female staff that are in Grades N/O/Hay has risen from 59.0% in 2023 to 60.4% in 2024 and the female Grade L/M percentage has risen from 64.1% to 65.7%.

Female staff continue to be over-represented in the lowest pay grades (B/C): 90.1% of staff in this band are female compared to the female headcount figure of 73.9%.

Gender Pay Gap

The median and mean Gender Pay Gap percentages have reduced, the mean from 6.3% to 3.3%, the median from 2.4% to 1.4%. Both figures are the lowest they have been in the last 8 years. There has been an increase in female staff in the highest quartile from 66.1% to 67.9%.

The council is required to report details of its gender pay gap. For further details please refer to our Gender pay gap. The council's gender pay gap remains lower than the national gender pay gap and gender pay gap for the public sector.

Disciplinary and Grievance Cases

38.2% of all Disciplinaries involved male employees. Whilst this is a reduction from 52.1% last year, it is still above the workforce figures. Grievances were in line with the workforce figures.

Wiltshire Leadership Programme Attendance

Participation in the Wiltshire leadership programme was 69.6% female and 30.4% for male staff, i.e. a small amount higher for men than the overall workforce figures.

Under 25s make up 7.2% of the workforce, a slight increase from 7.0% in 2023 (where this information has been disclosed).  This is lower than the Census 2021 data for this group (8.9%).

Over 65s increased from 5.3% to 5.5% of the workforce.

The other age bands have not changed significantly.

Total recruitment

Under 25s make up 7.2% of the workforce, a slight increase from 7.0% in 2023 (where this information has been disclosed).  This is lower than the Census 2021 data for this group (8.9%).

Over 65s increased from 5.3% to 5.5% of the workforce.

The other age bands have not changed significantly

Internal recruitment

Internally, Applications from under 25s have risen from 8.5% last year to 14.4%.

Under 25 internal appointments   have increased from 7.5% to 19.3%.

Leavers

Under 25's (11.7%), 25-34's (19.3%) and Over 65's (9.7%) had leaving percentages higher than the headcount figures.

The voluntary leaver percentage for Under 25's (10.7%) was lower, primarily because of a higher rate of temporary contracts ending than other groups.

Dismissals were lowest for Under 25's (2.35%) and Over 65's (2.86%), compared to 4.1% for Dismissals for all staff.

Remuneration and pay grade

The much larger representation of under 25s concentrated in the D/E grades is expected given that this age group is more likely to be in entry level roles or at the early stages in their careers. This figure has risen slightly from 20.3% in 2023 to 21.3%.

Under 25s in Grades H/I have increased from 4.1% to 5.4%.

Age bands across all grades remain close to the figures from 2023.

Disciplinary and Grievance Cases

Disciplinary cases were broadly in line with the workforce figures, although higher for Under 25's and those aged 45-54.

Grievance cases would be expected to vary more as there are fewer of them, however the proportions of these cases were close to the total workforce figures.

Wiltshire Leadership Programme Attendance

Participation in the Wiltshire leadership training remains highest in the 35 - 44 age range (47.8%, slightly up on last year).

Participation has increased for those aged 25-34, from 20.5% to 30.4%.

It is lower than the workforce figures for those aged 45 or over.

The staff figures for sexual orientation and the comparative figures from the census 2021 are as follows:

• LGBTQ+ 6.0% (up from 4.5% in 2023) (Census 2.5%); Heterosexual 94.0% (Census 91%)
• Low figures in some categories have meant that we are not able to include all data due to confidentiality reasons.
• 49.6% of employees have provided this information, compared to 75.9% in 2023 (see note on changes to EDI data sources in Methodology section).

Recruitment

The proportion of LGBTQ+ appointees has risen from 5.3% last year to 7.3%. This information is unstated for 20.9% of applicants and 31.9% of appointees.

Leavers

LGBTQ+ staff accounted for 3.7% of leavers, lower than the headcount figure of 6.0%. The resignations percent for these staff was higher at 88.2%, compared to 62.9% for all groups. However, this higher percentage is due less to resignations and more to very few LGBTQ+ staff leaving for other reasons such as end of contract, dismissal.

Remuneration and pay grade

Heterosexual and LGBT+ staff are mostly represented evenly across the grades. LGBTQ+ staff rose from 4.7% to 6.8%.in Grades N/O/Hay and from 4.2% to 10.3% in B/C.

The staff figures for religion and belief and the comparative figures from the census 2021 are as follows:

Christian 44.3%% (Census 50.2%); No Religion 51.5% (Census 41.3%); Other Religion or belief 4.2% (Census 2.5%)

Low figures in some categories have meant that we are not able to include all data due to confidentiality reasons.

49.8% of employees have provided this information, compared to 76.0% in 2023 (see note on changes to EDI data sources in Methodology section).

Recruitment

Appointees grouped together here as all other religion or beliefs saw a rise from 1.5% last year to 3.4%. This information is unstated for 20.0% of applicants and 31.7% of appointees.

Leavers

Staff grouped as 'Other religion or belief' accounted for 6.3% of leavers, higher than the headcount figure of 4.2%. The resignations percent for these staff was lower at 51.7%, compared to 62.9% for all groups. This group had a higher percentage than average for reason not recorded.

Remuneration and pay grade

The proportion of staff declaring an 'other religion or belief' is lowest in the top and bottom bands - 2.7%, compared to the 4.2% headcount figure

The definition of unpaid caring responsibilities is someone who gives help or support to anyone who has long-term physical or mental ill-health conditions, illness or problems related to old age. It does not include any activities as part of paid employment and the help can be within or outside of the carer's household (ONS, 2021).

20.4% (up from 18.0% in 2023) of the workforce are carers (compared to 8.6% of the Wiltshire population in the 2021 census). 79.6% said they had no unpaid caring responsibilities (86.7% in the census). 51.0% of staff have disclosed this information. Last year the figure was 78.4% (see note on changes to EDI data sources in Methodology section).

Recruitment

The proportion of Carers appointed has fallen from 10.0% last year to 6.2%. This information is unstated for 15.9% of applicants and 27.2% of appointees.

Leavers

Carers accounted for 16.0% of leavers, lower than the headcount figure of 20.4%. The resignations percent for Carers was lower (48.7%) compared to all staff (62.9%).

Remuneration and pay grade

Staff with caring responsibilities are represented at all grades, including the highest salary grades (up from 18.1% to 20.6%).

The staff figures for marital status and the comparative figures from the census 2021 are as follows:

Single (never married or never registered a civil partnership) 26.5% (Census 30.3%)

Married or in a registered civil partnership 58.7% (Census 51.1%)

Divorced, dissolved, separated, or widowed 14.9% (Census 18.6%)

51.2% of employees have disclosed their marital status, compared to 77.1% in 2023 (see note on changes to EDI data sources in Methodology section).

Recruitment

A larger proportion of applicants and appointees were single compared to last year (51.7% and 47.9% vs. 44.9% and 37.6% last year).

Leavers

Single staff (31.4% of leavers) had a higher percentage than the headcount figure of 26.5%. Staff declared as Married or in a Civil partnership had a conversely lower leaver percentage (52.4% compared to the headcount 58.7%).

Remuneration and pay grade

Representation of staff who are single continues to be lower in the highest bands.

The council offers a period of enhanced maternity pay to employees who return to work for a period of at least three months following maternity leave in line with the national local government scheme. The council also has a shared parental leave policy, ordinary parental leave policy and flexible working policy which can provide further flexibility when returning to work.

The proportion of the workforce which does not identify with their sex as registered at birth is 6.6% of those staff who supplied this data, and this compares to 5.0% in 2023.  Data from the census 2021 for Wiltshire estimates that 0.4% of the Wiltshire population does not identify with their sex registered at birth.

In the census, 4.9% of the population did not answer. This compares to 49.8% for our workforce (see note on changes to EDI data sources in Methodology section).

This document can be made available in a number of accessible formats. If you do need this information in an alternative format, or have any other queries, please contact us:

By Post:

Human Resources
Wiltshire Council
County Hall, Bythesea Road
Trowbridge
Wiltshire BA14 8JN

By Email:

HRstrategy@wiltshire.gov.uk (opens new window)