Equality duty report 2026
Introduction
We have specific duties under the Equality Act 2010 to publish information annually to demonstrate our compliance with the general equality duty.
All employees are aware that the information they provide is sensitive, personal data covered by the General Data Protection Regulations and will be treated with the strictest confidence in accordance with the principles within the legislation. The information is utilised for monitoring, reporting and providing support and for the purpose of meeting our legal obligations to publish relevant workforce equalities information. The information is not presented or reported in a way that will allow the identification of any individual employee.
Notes regarding the data:
- Data is taken from the Council’s HR & Payroll system where employees can update/amend their own data.
- Employees have the option to say they prefer not to disclose/prefer not to say on all sensitive information.
- The data is a snapshot of 30 June 2026.
- Headcount was 519.
- Full time equivalent (FTE) was 483.65.
- Turnover for 2025/26 was 8.35%.
- General population data for Braintree District can be found here: About the district – Our Corporate Priorities 2024 to 2028
Gender
2026
| Employment type | Full time | Part-time | Total |
|---|---|---|---|
| Female | 33.14% | 16.96% | 50.1% |
| Male | 45.47% | 3.66% | 49.13% |
| Non-binary | less than 3% | less than 3% | less than 3% |
| Do not wish to disclose | less than 3% | less than 3% | less than 3% |
2025
| Employment type | Full time | Part-time | Total |
|---|---|---|---|
| Female | 33.27% | 17.73% | 51.00% |
| Male | 45.02% | 3.19% | 48.21% |
| Non-binary | less than 3% | less than 3% | less than 3% |
| Do not wish to disclose | less than 3% | less than 3% | less than 3% |
The workforce remains broadly gender balanced overall; however, part-time working continues to be disproportionately undertaken by women, reflecting wider labour market trends.
Ethnicity
| Ethnic Origin | % of total employees in 2025 | % of total employees in 2026 |
|---|---|---|
| Asian or Asian British | less than 3% | less than 3% |
| Black or Black British | less than 3% | less than 3% |
| Mixed | less than 3% | less than 3% |
| Other ethnic groups | less than 3% | less than 3% |
| White | 91.04% | 90.37% |
| Not specified or do not wish to disclose | 3.78% | 3.47% |
Ethnic diversity remained relatively unchanged during the reporting period, with the workforce continuing to be predominantly White and minority ethnic groups individually accounting for less than 3% of employees.
Disability
| Disability Status | % of employees in 2025 | % of employees in 2026 |
|---|---|---|
| Disabled: Long term health condition | less than 3% | less than 3% |
| Disabled: Physical/mobility | less than 3% | less than 3% |
| Disabled: Sensory | less than 3% | less than 3% |
| Disabled: Other | less than 3% | less than 3% |
| Not disabled | 64.14% | 65.70% |
| Not specified or do not wish to disclose | 30.48% | 28.32% |
Disclosure rates improved for both ethnicity and disability, with fewer employees selecting "prefer not to say" in 2026 compared with 2025.
Age
| Age range | % of employees in 2025 | % of employees in 2026 |
|---|---|---|
| 20 or under | less than 3% | less than 3% |
| 21 to 29 years | 10.56% | 9.44% |
| 30 to 39 years | 16.93% | 17.34% |
| 40 to 49 years | 25.70% | 24.47% |
| 50 to 59 years | 29.68% | 29.87% |
| 60 years and over | 16.53% | 18.30% |
The age profile indicates an increasingly mature workforce, with growth in the proportion of employees aged 60 and over and a reduction in younger age groups.
Religion and Belief
| Religion or Belief | % of total employees in 2025 | % of total employees in 2026 |
|---|---|---|
| Christian | 36.45% | 37.38% |
| Hindu | less than 3% | less than 3% |
| Muslim | less than 3% | less than 3% |
| Buddhist | less than 3% | less than 3% |
| Sikh | less than 3% | less than 3% |
| Any other religion | less than 3% | less than 3% |
| No religion | 41.24% | 42.20% |
| Not specified or do not wish to disclose | 20.11% | 18.30% |
Religion and belief data remained broadly stable, with employees reporting no religion continuing to represent the largest belief group. Improved religion and belief disclosure rates suggest increasing confidence in sharing equality monitoring information.
Sexual Orientation
| Sexual Orientation | % of employees in 2025 | % of employees in 2026 |
|---|---|---|
| Bisexual | less than 3% | less than 3% |
| Gay | less than 3% | less than 3% |
| Heterosexual | 70.32% | 73.22% |
| Lesbian | less than 3% | less than 3% |
| Other | less than 3% | less than 3% |
| Not specified or do not wish to disclose | 25.89% | 23.12% |
The sexual orientation profile remained broadly unchanged, with heterosexual employees continuing to represent the largest declared group.
