The Staffing Policy Committee of Wiltshire Council was scheduled to discuss key reports on diversity and inclusion, the gender pay gap, and upcoming changes to employment law. The committee was also set to receive an update on various Human Resources and Organisational Development (HR&OD) initiatives.

Diversity and Inclusion Employment Monitoring Report

The committee was scheduled to receive the updated annual Diversity and Inclusion Employment Monitoring Report. This report is a requirement under the Public Sector Equality Duty (PSED) as outlined in the Equality Act 2010. It aims to demonstrate how Wiltshire Council is upholding its duties to eliminate discrimination, advance equality of opportunity, and foster good relations. The report, based on workforce data from 1st October 2025, includes analysis of protected characteristics such as ethnicity, disability, sex, age, sexual orientation, religion and belief, and caring responsibilities. It also details the council's equality objectives for 2023-2026 and corporate EDI objectives for 2025-2028, which focus on attracting and supporting diverse talent progression and increasing the attraction and retention of under 25s. The report highlights an increase in the overall headcount of staff and a slight decrease in part-time roles. It also notes an increase in staff who have disclosed their ethnicity and disability status, and a rise in the proportion of staff identifying with a BME background. The report also details the representation of different demographic groups across various pay grades and in recruitment, internal appointments, and leaver data.

Gender Pay Gap Report

The committee was scheduled to review the gender pay gap data for Wiltshire Council as of 31 March 2025. This report is a statutory requirement for organisations with 250 or more employees, aiming to publish figures on the difference between the average earnings of men and women. The report includes data on the mean and median gender pay gap in hourly pay, as well as bonus pay gaps, and the proportion of males and females in each pay quartile. Key findings indicated a slight increase in both the mean and median gender pay gap compared to the previous year, with men's mean hourly rate being 3.7% higher than women's, and the median hourly rate being 2.0% higher. The report notes that while average pay has increased for all, male pay has risen more than female pay. The council's gender pay gap remains lower than the national public sector average. The report also outlines actions to support gender pay equality, including implementing the Inclusive Workforce Strategy, reviewing recruitment and promotion processes, and continuing to promote the reverse mentoring programme.

Employment Rights Act 2025

An update was scheduled regarding the government's Employment Rights Act 2025, which received royal assent on 18 December 2025. This Act is described as a significant reform to UK labour law, with a phased implementation plan extending into 2027. The report was set to provide an overview of the Act's key features, implementation timescales, and its impact and required actions for Wiltshire Council. Key measures due to take effect from 18 February 2026 include the repeal of the Trade Union Act 2016 and the Strikes (Minimum Service Levels) Act 2023, which could potentially lead to increased industrial action. From 6 April 2026, changes to Statutory Sick Pay (SSP), Paternity Leave, and Parental Leave were scheduled, along with the introduction of Bereaved Partner's Paternity leave. The Act also introduces a new Fair Work Agency, enhanced protections for whistleblowers regarding sexual harassment, and increased penalties for failures in collective consultation. The report highlighted that Wiltshire Council has a legal duty to comply with these measures to avoid legal challenges and employment tribunal claims.

HR&OD Service Update

The committee was also scheduled to receive an update on recent Human Resources and Organisational Development (HR&OD) initiatives. This included information on the Winners of Wiltshire (WOW) Awards ceremony, which celebrated exceptional service across the council with 536 nominations received. Awards were presented across categories reflecting the council's values, such as Outstanding Leadership, Innovation, and Inclusion and Wellbeing. Long service awards were also presented to 42 colleagues. An update on the Wiltshire Council Early Careers Open Event, held to inform young people and their parents about career pathways within the council, was also planned. The LEAD Management Development programme was reported to be progressing well, with 79 managers attending Phase 1 sessions, and feedback described as positive. Finally, the launch of an Employee Assistance Programme (EAP) through PAM Group was to be discussed. This programme offers 24/7 wellbeing support, counselling, and health and wellbeing resources to staff and their eligible family members. Over 300 staff had registered for the portal in the first week of its launch.