Our Equality, Diversity and Inclusion commitment

East Sussex County Council (ESCC) wants everyone in East Sussex to feel welcome, safe, and treated fairly. This includes people who live, work or visit here. We know that people have different needs and strengths, and we want to make sure everyone gets the help and support they need.

This document explains the County Council’s commitment to:

  • promote equality,

  • value diversity and

  • ensure inclusion.

It also describes our approach, the laws we must follow, and how we check our progress.

 Contact: Sarah Tighe-Ford, Corporate Equality Manager

Date: 2026

Key points

  • The council knows that our county has many different kinds of people, and that people can have different opportunities and face different challenges.

  • We understand the value of having a diverse community and workforce. We work to make sure our services and jobs are fair and inclusive.

  • We will challenge discrimination and promote respect, understanding and dignity for everyone.

 

1.   Our county context and aims

1.1.   There are sharp economic contrasts across East Sussex, which are closely linked to wider health and social outcomes. The lasting effects of Covid‑19 and rising living costs affect people in different ways depending on their circumstances. We continue to work with partners to do all we can to respond to people’s needs.

1.2.   We also know that our county’s population is becoming more diverse and that people experience different challenges and opportunities. We use data and people’s feedback to understand this diversity and respond to it. For more information about the county’s population, click this link: Welcome to ESiF (eastsussexinfigures.org.uk)

1.3.   We want East Sussex to be a good place to live in, work in and visit. ESCC has an important role in the county as a civic leader, service provider, employer and a buyer of goods and services. Our commitment to equality and inclusion is central to all these roles and to our success.

2.   Our legal duties

2.1.  The Equality Act 2010 says that when we carry out our day-to-day work, we must work to:

  • eliminate discrimination,
  • advance equality of opportunity, and
  • foster good relations.

2.2.   We are committed to more than just complying with the law. We know how important it is that we provide fair, accessible and responsive services. We also want people to see the council as a great place to work.

2.3.   Our legal duties apply to nine 'characteristics’: age, disability, gender reassignment, pregnancy and maternity, race, religion and belief, sex, sexual orientation, and marriage and civil partnership. We also have duties to former and current members of the armed forces and their families.

2.4.   We know that people can face other barriers and disadvantage. This can be because they live in rural parts of the county, have been in care or have caring responsibilities. We address these factors too, where appropriate.

2.5.   More detail on the Equality Act 2010 is on our webpage: The Equality Act and our duties

3.   Our equality objectives

3.1.   ESCC is committed to giving everyone a fair chance and respecting people’s differences. We work to stop discrimination and to make sure everyone is treated with respect. We will do this through:

  • the ways we deliver our services,

  • how we recruit and support our staff,

  • how we work with our communities,

  • when we create new projects and plans, and

  • by checking how well we are doing.

3.2.   ESCC sets new equality objectives each year. Our objective for 2026-27 is:

3.2.1.   We will lead by example, delivering services that are informed by the views, strengths and needs of our communities. We will provide an inclusive and supportive working environment for our staff. To help achieve this we will take practical actions as set out in the Corporate Equality Diversity and Inclusion Action Plan.

4.   Our approach to equality, diversity and inclusion

We have a several main areas of work:

 4.1.   Service Delivery: ESCC provides many vital services across the county. We want these services to work well for everyone. We will:

  • Build in equality and inclusion when we plan our work and budgets in our Reconciling Policy, Performance and Resources (RPPR) process. This helps us set clear priorities.

  • Check how our plans and processes might affect people. We use Equality Impact Assessments (EqIAs) to spot barriers and negative impacts early and remove or avoid them where possible.

  • Keep up to date with changes in the law that affect our work.

  • Improve the way we collect and use information, so we understand people’s needs better. We support staff to understand and respond to individual’s needs.

  • Use a range of approaches to understand how well our services meet diverse people's needs and to work together to make improvements where we can. We make specific efforts to engage with people whose voices are ‘seldom heard’.

  • Make sure that our information is clear and easy to understand for everyone.

  • Lead a cross-county partnership to support people affected by the rising cost of living. We make sure we identify and respond to issues, barriers and opportunities for people sharing legally protected characteristics.

  • Make it easier to get information in formats that suit people, such as Easy Read, interpreting and translation, and British Sign Language.

  • Help Council departments focus on their key equality priorities and offer training and support, especially where recruitment is more challenging.

4.2.   Procurement and contracts: The organisations we buy from, or who deliver services for us, must work with us to achieve our equality aims. We aim to buy goods and services for the best price and value. We also work to get added value, and to spend locally and ethically. Our suppliers must say how they will meet their legal equality duties. We can use social value and other approaches to check how suppliers prevent discrimination in their organisation and supply chain.

4.3.   Workforce: Our staff are our greatest strength. We are working towards:

  • a diverse workforce that better reflects the communities we serve;

  • staff who use best practice to improve outcomes for everyone;

  • making the most of everyone’s skills and talents.

How we will achieve this:

  • We review how updated guidance and learning has helped managers to attract the best possible candidates.

  • We support staff from when they join us and as they progress. We will make sure everyone can develop, progress and contribute all their skills. We work with Staff Networks and other staff to remove barriers to progression.

  • We keep updating and using our staff data. We compare it with the Census 2021 and other data to identify trends and define actions.

  • We continue to support and build our Staff Networks. We aim to improve engagement, define priority activities and build capacity.

  • We offer more learning, so staff understand our legal duties and the benefits of working in a fair and inclusive way.

  • We challenge discrimination and unacceptable behaviour. We are improving the process for staff to report problems and how we support them.

5.   Our approach to monitoring and improvement

5.1.   Our Council Plan explains how we will meet our duties. We build equality actions and commitments into this Plan, including our equality objectives. We regularly review our progress and publish equality monitoring data and analysis every year. 

5.2.   Elected Members of the Council represent the people of East Sussex and are active in promoting equality. The Leader of the Council is responsible for the Councils’ approach to equality and diversity. All Cabinet members are committed to making sure our services work well for everyone. Regular training is provided to achieve this.

5.3.   We have two equality boards, one for workforce matters and one focused on services. Senior managers oversee this work and help departments build equality into everyday activities. There are regular equality updates to the Corporate Management Team.

5.4.   We collect equality information about our staff to compare with county population data. This helps us understand our progress and decide what actions to take. We publish a Gender Pay Gap Report with actions for improvement each year.

5.5.   We ask our staff about their experiences of working for ESCC. We look for what helps and what gets in the way. We recognise the value of full and constructive engagement with the Trade Unions and our Staff Networks.

6.   Our commitment

6.1.   ESCC provides services used by everyone in East Sussex. We provide care and support to children, families and older people. We maintain roads, run library services, and work to boost the local economy. Our services are for some of the most vulnerable people in the county: they are vital in helping to keep people safe and helping them to help themselves.

6.2.   Our Council Plan explains what we aim to achieve each year. Our four main priorities are to:

  • drive sustainable economic growth;

  • keep vulnerable people safe;

  • help people help themselves; and

  • make best use of resources now and for the future.

6.3.   We consider equality, diversity and inclusion impacts in every part of our business planning processes. Our priorities are based on a good understanding of diversity and local needs. We look for ways to remove barriers and to make the most of opportunities. We track outcomes for people sharing different characteristics, so we understand our impact.

7.   Future development

7.1.   We regularly review our commitments. We update them to align with new laws and guidance. We make sure they change as our county population changes. We keep improving our understanding of the needs and strengths of people living in, working in and visiting the county.

7.2.   We know that inequality and discrimination still exist. We need to keep working hard to provide fair services for everyone. We are committed to tackling inequality and to making steady, measurable improvements.

Further information 

East Sussex County Council Equality Action Plan 2025-26 [48.8 KB] [docx]

Children's Services: Equality and Diversity Strategy

Adult Social Care & Health: Equality and inclusion - Adult social care and health

Recruitment: Equality, diversity and inclusion

CZone: School Effectiveness - What is the Equality Duty?

Footnote

We will review this statement regularly to respond to changes in the law or best practice. Owned by Corporate Equality, Diversity and Inclusion Board.