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Our equality policy and vision

Equality and diversity is a key ingredient in building a diverse, competent workforce, excellent people-centred services and promoting the general well-being of Wycombe's communities and its people. It lies at the very heart of everything we do in employing people, providing services to people and in shaping the place they live and work.

Our work is guided by a clear set of core values, one of which is equality and accessibility for all.

We are opposed to discrimination and harassment and are determined to do everything we can to make sure that:

  • people are treated fairly
  • everyone has access to good quality public services
  • all of the district's diverse communities take part in shaping the future of the district

We are committed to promoting equality and justice both for the people we serve and the people we employ. Our ambition to achieve equality for the people of Wycombe is not merely driven by legal requirements, but is intrinsic to the way we think and is consequently part and parcel of everything that we do. Our new equality objectives can be found within our Our corporate plan.

We value and celebrate the diversity of local people and believe it essential to try to understand the different contributions, perspectives and experiences that people in our community have. We believe that the diversity of our population and workforce is one of our greatest strengths.

However, these aims cannot be achieved without people from every community in Wycombe understanding their responsibility to build "one community" and to be socially responsible for one another.

Equal opportunities

We are keen to ensure that all people are treated fairly and equitably, taking the requirements of the Equality Act 2010 into account within all aspects of council functions.

Wycombe has a diverse mix of men and women with differing ages, races, religious beliefs and sexual orientations. Some may be trans-gender, married or in a civil partnership, and others may be pregnant. Within each of these groups some people will have a disability.

We believe in working to promote equality of opportunity and to work towards the elimination of discrimination for all.

The Public Sector Equality Duty (PSED) forms part of the Equality Act 2010 which came into force in Oct 2010 and places a requirement on the council to eliminate discrimination, harassment and victimisation, to advance equality of opportunity and to foster good relations.

From 2012 these requirements form a specific section within our Equality Impact Assessments (EIA).

Prior to 2012 work was undertaken to meet these requirements via EIA actions, but was not identified specifically. Work is also shown against the Low income characteristic as this was formerly covered by the Act.

A list showing what has been achieved both as a result of these earlier EIAs and through good practice within the Local Authority can be found as an attachment at the bottom of the page.

Hate crime

  • See Hate crime for information about tackling hate crime.

Equality framework

Our Equality framework covers:

Our equality policy and vision describes how we are working to achieve our equality vision. It conforms to all current equality legislation.

Our equality scheme describes how we are acting to monitor and deliver such equality. It includes the nine protected characteristics which are age, disability, sex, race, religion/belief, sexual orientation, gender reassignment, pregnancy/maternity and marriage/civil partnership. Achievement against the scheme is monitored through our Corporate Equalities Group (CEG) which is a core group made up of Buckinghamshire Council officers.

Equality and diversity employment statement: this sets out our principles and aims towards creating a diverse workforce.

Children and young people

Children and young people are important to us.

  • See: Children and young people to find out about how we're helping to tackle child abuse and support children and young people.