1. Equality and Diversity Monitoring Information For Period 7 Source ESR Database Census Data

2. Equality & Diversity Monitoring - EMAS What is Equality and Diversity Equality Equality is ensuring people are treated fairly and given fair chances. Equality is not about treating everyone in the same way, but it does recognise that their needs are met in different ways. Equality focuses on those areas covered by the law, namely the key areas of race, gender, disability and, more recently, religion or belief, sexual orientation and age. A recent amendment to the Race Relations Act adds a duty for us to actively promote race equality and avoid race discrimination, by acting before it happens. People must not be unfairly discriminated against because of any of these factors and we must all work towards creating a positive working environment where discriminatory practices and discrimination do not happen. And diversity? Diversity is about valuing individual differences. Diversity is much more than just a new word for equality. A diversity approach recognises, values and manages difference to enable all employees to contribute and realise their full potential. Diversity challenges us to recognise and value all sorts of differences in order to make EMAS a better place for everyone to work. Why are equality and diversity important? Diversity is about recognising that our clients come from different backgrounds. If we welcome diversity as colleagues, value each other and treat each other fairly, we will work better together. In doing so we will provide a better service to the citizens of the East Midlands. It will help our clients to approach us and use our services if we have a diverse workforce that feels comfortable with and understands their different needs. So diversity will also contribute to improving the services we provide.

3. Nottinghamshire vs. Nottinghamshire EMAS

8. Summary Although the primary demographic age band in the Nottinghamshire county is 70 showing less representation. This indicates that aside from those who are not able to be employed due to age restrictions ( 70), the 21-29 age band receives the lowest representation in the workforce. Nottinghamshire EMAS highest workforce age density is between 30 and 49 – both of which account for 26.6% of the total population in that county. Nottinghamshire, as a county has 0.8% more females then males residing there, which is not a significant difference. However, the workforce shows a difference of 33.4% more males in employment. This indicates that over 1/3 rd more men then women are employed by EMAS Nottinghamshire. The Nottinghamshire EMAS workforce is primarily composed of ethnically White individuals, which is in line with the counties’ ethnic diversity dominance, however whilst 15.1% of the total population residing in Nottinghamshire regard themselves as an ethnicity other then White, only 3.1% of the workforce is represented by workers of an ethnicity other then White. Nottinghamshire, the county, is a predominantly Christian population, however a significant figure state themselves to be Atheist. The workforce, however remain largely undefined with Christianity and Atheism constituting 22.3% of all religious belief within the staff.