Supporting equality and diversity in our workforce

Wirral Council is committed to equality of opportunity for everyone.

No applicant or employee will receive less favourable treatment than others because of their skin colour, religion or belief, ethnic or national origin, disability, age, gender or gender-identity, marital status, sexual orientation, trade union activity or responsibility for dependants.


We will ensure that all service and employment practices are lawful within the equalities legislation framework, and will promote equality of opportunity.


The council recognises the variety of cultures, lifestyles, experiences, beliefs and perspectives across Wirral. This will be displayed in the council’s role as an employer, service provider, commissioner, partner agency and within its community leadership role.

The council is committed to delivering an inclusive recruitment and selection process aimed at creating a strong and diverse workforce.

View Wirral Council’s equality and diversity policies.

Disability Confident

Disability confident logo

Wirral Council has been awarded Disability Confident Level 2 employer. We are committed to employing and retaining disabled people. We take a positive approach in the selection of people with disabilities, including interviewing all disabled people who meet the essential selection criteria.

Disability Confident is a scheme that is designed to help us recruit and retain disabled people and people with health conditions for their skills and talent. Being Disability Confident ensures we have the right policies, practices and processes in place to support our existing, and prospective employees that may have a disability or health condition.

Disability Confident organisations play a leading role in changing attitudes for the better. We are changing behaviour and cultures in our own organisation, with our stakeholders, networks, partners and communities.

Staff support networks

We have developed, and support a wide variety of diverse staff groups and networks including:

  • working carers
  • hidden disabilities 
  • neurodiversity
  • LGBTQ+ 
  • menopause 
  • menstrual health
  • race, religion and belief
  • young person’s
  • parenting
  • men’s wellbeing
  • women’s

Workforce equality profiling

Another requirement of the Equality Duty 2010 is for the council to publish information relating to our workforce. This includes:

  • workforce equality profiles
  • reporting on pay gaps
  • job application success rates
  • take up rates of training
  • promotion success rates
  • return to work rates after maternity leave
  • reasons for termination of employment
  • length of service
  • time on pay grades

The PDF files below may not be suitable to view for people with disabilities, users of assistive technology or mobile phone devices.

For an accessible version of a report please email