The Employment and Equalities Committee convened to discuss and approve a new Neurodiversity Policy and to review the Workforce & Equalities Report for 2024/25. The committee approved the implementation of the Neurodiversity Policy, and approved the publication of the Workforce & Equalities Report.

Neurodiversity Policy

The committee approved the implementation of the Neurodiversity Policy. The policy is designed to support employees with neurodivergent conditions, such as autism, ADHD¹, dyslexia, dyspraxia, dyscalculia, dysgraphia and Tourette's Syndrome, and to ensure the council meets its obligations under the Equality Act 2010². The policy applies to employees who have been diagnosed as neurodivergent by a qualified professional, or are awaiting a diagnosis.

The policy outlines:

• The council's commitment to promoting equity and fairness.
• The definition of neurodiversity and related conditions.
• The legal framework for supporting neurodivergent employees.
• The principles of the policy, including ensuring that policies and practices do not discriminate against neurodivergent people.
• Guidance on neurodivergent identification and support.
• Responsibilities for managers and employees.

The policy also establishes a Neurodiversity Network for staff, which aims to create a safe and supportive space for neurodivergent colleagues. The network's aims include:

• Providing a confidential environment for employees to discuss issues.
• Increasing the visibility of neurodivergent employees.
• Informing the council's approach to neurodiversity inclusion.
• Organising awareness-raising activities.

The policy emphasises that the council is not responsible for facilitating a diagnosis, which must be sought by the employee from a relevant professional. However, the council will provide support and reasonable adjustments to employees with diagnosed conditions.

Workforce & Equalities Report 2024/25

The committee approved the publication of the Workforce & Equalities Report 2024/25. The report provides an overview of the council's workforce composition and diversity, comparing it to the demographics of Rochdale Borough based on the 2021 census data. The report aims to demonstrate progress in increasing workforce diversity and promoting equality of opportunity in employment, and covers the period from 1 April 2024 to 31 March 2025. All workforce data reported excludes schools.

Key findings from the report include:

• The total headcount of Rochdale Borough Council employees (excluding schools' employees and casuals) was 3,067, equating to 2,614 full-time equivalents (FTE).
• 13.37% of council employees were from an ethnic minority background, while 77.73% were White British.
• 4.86% of council employees had declared a disability, compared to 17.8% of the local working-age population.
• The workforce is predominantly female (69.84%).
• The majority of employees are aged over 50 years old (43.27%), followed by 35.21% in the 35 to 49 years old.

The report notes that while the percentage of employees from a BAME³ background continues to increase, it is still under-representative of the Rochdale working-age population. Disabled employees are also significantly under-represented.

The report also details actions taken by the council to foster a more equitable and inclusive environment, including:

• Finalising and approving the council's Equity, Diversity, and Inclusion (EDI) Policy.
• Embedding a structured EDI session into the corporate induction programme.
• Rolling out a Participatory Cultural Assessment (PCA) to align workplace culture with equity and dignity.
• Participating in the Greater Manchester Elevate Leadership Programme, a development initiative for professionals from ethnic minority backgrounds.
• Hosting events and activities during Black History Month, Islamophobia Awareness Month, and Disability History Month.
• Hosting the first-ever workforce Iftar during Ramadan.

The council's EDI webpage is EHRC⁴-approved, with event recordings made accessible to staff.

Previous Minutes

The committee approved the minutes of the meeting held on 7 July 2025.