Equality & Diversity

The vision is to make Knowsley the ‘Borough of Choice’. Whilst the physical assets of the Borough - its green space, leisure facilities, its infrastructure and connectivity - are of very high quality, its greatest potential asset is its people and their families.

To help deliver this vision, the Council has identified three outcomes within its Corporate Plan 2016-19:

  • A thriving and diverse economy;
  • Healthy, safe and financially secure residents; and
  • Attractive and sustainable neighbourhoods, towns and green spaces.

These outcomes are supplemented through the following equality objectives:

  • Building social value; and
  • Empowering residents.

Equality Act 2010

Knowsley Council is required to publish annual information that demonstrates our compliance with the Equality Duty as defined by the Equality Act 2010. This means that we have to demonstrate that in decision-making processes we have shown due regard to the need to:

  • eliminate unlawful discrimination, harassment and victimisation and any other conduct prohibited by the Act;
  • advance equality of opportunity between people who share a protected characteristic and people who do not share it; and
  • foster good relations between people who share a protected characteristic and people who do not share it


These are sometimes referred to as the three aims or arms of the general equality duty. Having due regard for advancing equality involves:

  • Removing or minimising disadvantages suffered by people due to their protected characteristics.
  • Taking steps to meet the needs of people from protected groups where these are different from the needs of other people.
  • Encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low.

Equality & Diversity Policy statement 2014-2016

Armed Forces Community Covenant

Community Empowerment Framework

Equality Communications Guidance

Workforce profile

Knowsley Council successfully implemented a new pay and grading structure on 1st January 2014.  Although the majority of associated grading appeals have been concluded, a small number remain outstanding, consequently the final  workforce profile will be publicised when the grades have been reviewed following these appeals.  It is anticipated the report will be published by 31st August 2016.

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