Section 7: Commitment to Support Race Equality

In 2025, Gloucestershire County Council set out a clear Anti Racism Commitment that acknowledged racism exists within its workforce, systems and services and committed the organisation to sustained, collective action rather than statements of intent alone, with a focus on honesty, accountability and long-term cultural change so that everyone can thrive without experiencing discrimination. Publishing an ethnicity pay gap supports this commitment by increasing transparency about structural inequality, helping the council to understand where disparities exist, and providing an evidence base to challenge bias in pay, progression and opportunity, turning the commitment to anti racism into measurable action that can be tracked, scrutinised and improved over time in line with the council’s stated aims.

At Gloucestershire County Council, we are committed to promoting positive action to close the ethnicity pay gap. We believe in equal opportunities and fair treatment for all employees, regardless of background. Our pay rates are determined using robust job evaluation schemes designed to eliminate bias and ensure consistency with equal pay requirements.

The mean ethnicity pay gap has decreased compared to previous years, reflecting our ongoing commitment to equity. The median pay gap is now at zero, indicating that at the midpoint, pay is equal between ethnic groups. However, we recognise that a substantial proportion of staff have not disclosed their ethnicity, and we are working to improve data completeness and transparency which will be aided by the update to our personnel system in 2026.

Although the council reflects the diversity of Gloucestershire’s local population, this representation decreases at senior levels. To address this, in 2024 our corporate leadership team committed to achieving full representation by 2027.

We aim to achieve this by continuing to support, develop and review positive action programmes. In September we launched some Career Development Workshops for Underrepresented Employees. This programme is a series of interactive workshops focused on confidence-building, skills development, and strategic career planning. These sessions are designed to empower minoritised employees and support their progression into senior roles.

The council has funded places on the Stepping Up Inclusive since 2020 and continues to do so. This award-winning programme provides leadership development, mentoring, and career planning for Black, Asian, and Minority Ethnic staff, as well as other underrepresented groups. The programme has a strong track record of supporting career progression and leadership growth.

Practice to Progress (P2P) is a development programme that helps individuals prepare for promotion through realistic mock assessments, coaching and feedback, creating fairer and more transparent progression processes. For Gloucestershire Fire and Rescue Service, P2P supports the goal of reducing the ethnicity pay gap by equipping staff from underrepresented ethnic groups with the confidence and skills to succeed in selection processes while also addressing bias through assessor training.

Improving diversity in leadership is not only about providing our ethnically diverse staff with the tools and skills to progress; it also requires us, as an employer, to strengthen our allyship and inclusivity, actively removing bias as a barrier to advancement.

This year over 40 council employees signed up to the Inclusion Ally Programme. The five-week programme aims to build confidence in championing diversity and inclusion. Over 200 allies have completed the programme, helping to foster a more inclusive workplace culture.

The council continues to review our recruitment practices. All senior roles are recruited with the involvement of EDI panels. These panels assess candidates’ commitment to equality, diversity, and inclusion, helping to mitigate bias and ensure fair decision-making. Network representatives help develop assessment activities, and feedback is provided to the main interview panel to ensure transparency and continuous improvement.

In October 2025 we launched Anti-racism‑ training for senior leaders that to build shared understanding, accountability and confidence to lead in ways that actively challenge racism. By embedding this learning at senior level, the training supports our anti‑racism commitment by ensuring it is led from the top, translated into consistent behaviours, and reflected in the culture, policies and decisions that shape our organisation.

The GCC staff Race Equality Network (REN) has played a pivotal role in shaping Gloucestershire County Council’s progress on equality and inclusion. Through advocacy, education, and collaboration, these networks have provided a strong voice for staff from diverse ethnic communities, influencing policy and practice to remove barriers to progression. REN has championed initiatives such as the Anti-Racism Action Plan, ensuring accountability and embedding intersectionality into organisational culture. The Network has supported the design and delivery of programmes like Career Development Workshops and Stepping Up Inclusive by sharing lived experiences and advising on content that reflects the needs of minoritised staff. They have also contributed to governance improvements, EDI panel processes, and feedback mechanisms that underpin fair recruitment and transparent progression pathways. By fostering allyship through initiatives like the Inclusion Ally Programme and maintaining a platform for continuous dialogue, REN has helped drive cultural change and reinforce the council’s commitment to closing the ethnicity pay gap and achieving full representation at senior levels.