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Equality and diversity
At Aberdeen City Council, we're committed to promoting equality of opportunity and to going beyond our statutory public equality duties on disability, gender and race by promoting equality on wider grounds including age, religion or belief and sexual orientation.
Our vision is to create a culture that values the differences employees and communities bring and to continually strive to maintain an environment in which people from all backgrounds can live and work together.
To find out more about our equalities agenda and to access our diversity and equalities monitoring data, please visit our dedicated Equality and Diversity pages.
We appreciate the difficulties that someone with a disability can experience when seeking employment. As a two ticks employer, we guarantee to interview all applicants with a disability, providing they meet the minimum essential criteria of the job they are applying for and we commit to assessing their suitability solely in terms of their abilities. We're regularly assessed on our ability to meet the criteria of the two ticks scheme and are proud to consistently have maintained membership since 1997.
Age positive champion
We're an age positive employer champion and were the first Scottish local authority to receive this award. We share it with some high profile, market leading companies across a variety of sectors. As a stamp of approval from the Department for Work and Pensions, the age positive employer champion logo demonstrates our commitment to encouraging an age diverse workforce and tackling age discrimination in the workplace. We operate an age neutral policy where we value someone's ability over their age, so we don't have an age limit on recruitment and we offer a flexible retirement age for all our employees.
Stonewall diversity champion
We're a member of Stonewall's diversity champions programme, which is Britain's good practice forum for promoting lesbian, gay, bisexual and transgender (LGBT) equality in the workplace. We were the first council in Scotland to have an LGBT action plan and we have a good track record of working with the LGBT community and local Terrence Higgins Trust, taking steps to ensure that human rights and equality forms part of everyone's work at the council.
The Race Relations Act 1974 imposed a duty on all public bodies to monitor the racial make-up of its workforce. At Aberdeen City, we've applied the principles of workforce monitoring to all areas of discrimination legislation. A snapshot of our workforce is captured each year on 30 November and the results are published in our diversity and equalities monitoring reports.
- 1 Dec 11 - 30 Nov 12 Diversity & Equalities Monitoring Report 2011/12
It is important that the information we hold on our employees is as accurate as possible as this provides a picture of the make-up of our workforce. Because this information includes sensitive data, we're required to obtain explicit consent from our employees to hold this data, on a regular basis. This means that every three years, the council conducts a data validation exercise to:
- Improve the quality and quantity of diversity and equalities data we hold on all our employees;
- Give our employees the opportunity to review their personal and sensitive personal data;
- Obtain our employees updated consent to hold this data.
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