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Our commitment to equality and diversity

We are committed to promoting equality and celebrating diversity in our town, our services and our workplace. This is outlined in our Fairness for all policy.

It is a guide to help us meet our legal duties and our longstanding commitment to meet the needs of all residents. This internal policy sets out our vision for promoting equality and celebrating diversity for and with the people of Poole. For residents it articulates what they can expect from us but, more importantly, it sets out our expectations of members and officers in their roles.

Outcomes we want to see: 

  • people can access the services and information they need  
  • people can have a say in decisions that affect them
  • people feel part of their community and safe in their daily lives  
  • people report incidents of abuse or discrimination and trust that we deal with them well
  • people achieve a good quality of life
  • our workforce includes people from all parts of Poole's community and we value what they add to the council 

Our policy commitment covers promoting equality and respecting diversity on the grounds of:

  • age
  • disability
  • gender reassignment
  • marriage and civil partnership
  • pregnancy and maternity
  • religion or belief
  • race
  • sex
  • sexual orientation 

Under the Equality Act people looking after someone who is elderly or disabled are also protected against direct discrimination or harassment because of their caring responsibilities.  For more information about carers rights please read the government guidance.

We also recognise that people on very low incomes or who live in relative poverty may also experience inequality and reduced life chances.  Other groups also need additional support or specialist services to achieve their aspirations, including children looked after by the council.  Our commitment extends to all people who live in, work or visit Poole.

Equality in our Corporate strategy

We have also published our community facing equality outcomes under each priority in our corporate strategy. Many of the strategy’s outcomes will positively impact on those with ‘protected characteristics’. These articulate our ambitions to bring about change for these groups in the community and Cabinet, who own the strategy, will be accountable for the delivery of the outcomes.

Measuring progress

We have agreed a set of key performance indicators that will help us measure progress with achieving our fairness for all policy and ambitions in the corporate strategy. These will be reported to our Business Improvement Overview and Scrutiny Committee at least annually.

We have also published information about how we meet our Public Sector Equality Duties in the Equality Act. Read more information about how we meet our public sector equality duties. 

Page last updated: 21 May 2019
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