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Policies, Schemes and Reports


Policy statement


No council employee or job applicant will receive less favourable treatment on the grounds of race, colour, nationality, ethnic or national origin, gender, gender reassignment, marital status, sexual orientation, disability, trade union activity, age, religion or belief, social or economic status, political beliefs, or will be disadvantaged by conditions or requirements which cannot be justified.

Service delivery

The Council, recognising its responsibilities as a provider of major services within the community, will ensure that its services, including the ones carried out in partnership with or on behalf of the council, are available equally to all, making sure that no one is disadvantaged by conditions or requirements which cannot be justified.

The Equality and Diversity statement is Cheshire West and Chester Council’s formal commitment to delivering fairness and “removing the barriers that limit what people can do and can be”. It is a promise that the council will work hard to respond to local challenges, to tackle prejudice and improve the life chances and opportunities of those who face discrimination and disadvantage.

Specific duties

The Council has developed its new equality objectives for the period 1 April 2024 to 31 March 2028. These are currently being refined as part of an extensive consultation process and the final wording and detail is due to be agreed by the Equality Steering Group on 23 April 2024. However, as we are required to publish new equality objectives from April, the provisional wording is as follows:

1. Equality analysis

We will continue to develop our approach to Equality Analysis, ensuring not only that we comply with our obligations under the Public Sector Equality Duty to pay due regard, but also that our approach includes areas not protected by the Equality Act 2010 such as Care Experienced, Carers and Socioeconomic factors. We will achieve this by ensuring that all relevant staff and Elected Members are appropriately informed and trained about their responsibilities and by monitoring the quality of Equality Analyses through a robust Moderation Group.

2. Equality monitoring of our workforce

We will build on the success of the first BeYou staff diversity monitoring exercise conducted in 2023 to gain a better understanding of the diversity of our workforce. This will include listening to feedback about the format, timing and communication methods of the survey with the aim of increasing participation and improving data quality and usefulness each year.

3. Communications

We will review our approach to communications, to develop a more robust and comprehensive approach both internally and externally. This will include developing protocols around which diversity days/weeks/months/campaigns to support and how, and how our staff and residents will receive information.

4. Training

We will review our EDI training for staff and Members, to ensure that everyone receives appropriate, timely and accurate training to enable them to perform their roles effectively.

Responsibility for each of the Equality Objectives will sit with a Tier 4 manager who will work with colleagues to deliver them and will report on progress to the Operational Equality Group and Equality Steering Group.

Equality Framework for Local Government

The Equality Framework is the national standard that assesses a council's progress on equality and diversity. In October 2014 the Council gained the highest Excellent Level of the framework.