Accurate workforce information helps Cumberland Council understand its workforce, identify opportunities to improve inclusion and strengthens the evidence used to inform our policies, decisions and support.
Why you should review your information
Reviewing your information helps us make sure our workforce data is accurate and up to date.
We use workforce diversity information to:
- understand our workforce
- identify patterns and inequalities
- monitor fairness and inclusion
- inform Equality Impact Assessments
- support workforce planning
- develop policies
- improve employee experience and inclusion initiatives
- understand representation across the organisation
- measure progress against equality objectives
- support workforce equality reporting
People’s circumstances and identities can change. Some records may also be incomplete or contain information entered several years ago. Reviewing your information regularly helps keep it accurate.
Providing diversity information is voluntary
You can choose whether to provide your diversity information.
You can:
- answer all the questions
- answer some of the questions
- leave questions unanswered
- select ‘Prefer not to say’ where this option is available
You should only provide information that you are comfortable sharing. Your choice will be respected.
How your information is protected
Access to your personal information is restricted to authorised staff who have a legitimate business reason for processing workforce information.
Workforce reporting is normally based on anonymised and aggregated information rather than information that identifies individual employees.
Your personal information will be handled in line with data protection requirements and council policies. Where information must be reported outside the council, it will normally be anonymised and aggregated.
Information we collect
The diversity information collected may relate to:
- ethnicity
- disability
- religion or belief
- sexual orientation
- gender identity
- caring responsibilities
- Armed Forces status
- other protected or workforce characteristics
This information helps us understand whether different groups of employees have different workplace experiences and whether further support or action may be needed.
Update your information in MyHR/iTrent
To review and update your information:
- Sign in to MyHR/iTrent.
- Open your personal details.
- Review each diversity information field.
- Update any information that has changed.
- Save your changes.
Most employees should be able to review and update their information in less than 5 minutes.
Updating EDI details in MyHR Self Service demo (YouTube)
Support if you cannot access a computer
If you cannot access a computer or need help updating your information, support may be available through:
- your manager or supervisor
- local support sessions or drop-ins
- employee network representatives
- Change Champions
- Health Advocates
- OFC Advocates
- designated support champions
Managers should help colleagues access the agreed update route where needed. They must not pressure anyone to provide diversity information.
Employee networks and inclusion support
Email: [email protected]
Employee networks can explain:
- why diversity information matters
- how personal information is protected
- how workforce information can help improve inclusion
Networks may also support communications, testing, myth-busting and signposting to further help.
Support is available from employee network groups representing:
- race
- disability
- LGBT+
- carers
- Armed Forces
- age inclusion
- social mobility
- menopause
Change Champions, Health Advocates and OFC Advocates may also provide support.
Email: [email protected]
How workforce diversity information is used
Providing diversity information is voluntary. It is used for workforce reporting and analysis, not to make personal decisions about individual employees. Please ensure if you require any reasonable workplace adjustments as a result of any of your personal circumstances you must notify your manager separately.
Accurate information helps the council:
- identify gaps and inequalities
- understand employee experiences
- inform policy development
- plan appropriate action
- monitor improvements in inclusion
Missing or outdated information makes it more difficult to understand the workforce and identify where improvements may be needed.
Get help
If you need help, you can:
- speak to your manager or supervisor
- contact the HR or organisational development team
- contact an employee network group
- speak to a Change Champion or OFC Advocate
- attend a support session or drop-in