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Our vision and approach
As a council equality and diversity is at the heart of our values. We are committed to making sure it is central to our decision making and how our services are delivered. We are committed to actively promoting equality within our organisation as well as in our local community.
Setting equality objectives is an important way for us to show our commitment. They describe what we'll do to support South Ribble to be an inclusive place to live and help us progress key actions to do this. Our equality objectives for 2023 to 2027 are:
- fostering and developing positive cultures and understanding
- building an inclusive workforce
- ensure adequate access to services for all
- support people in the community who are most in need
- involve our communities.
More information about how we will bring these objectives to life and our vision for equality can be found in our Equality Strategy
An important part of our approach to equality and diversity is knowing the community we serve. It helps us understand how our policies and practices effect our residents to ensure that we meet the needs and aspirations of the community we serve.
To do this, we collect and use a range of equality information from our consultations, this data is collated and analysed. All our external surveys include equality monitoring questions in relation to the protected characteristics.
We have developed an Equality, Diversity and Inclusion Celebration Calendar to share information about equality days and observances that are important to our communities to increase awareness and share relevant information around equality.
In our Public Sector Equality Duty Report 2025-26, we have focused on our key achievements and next steps which will help us to meet our equality objectives 2023 – 2027.
Our workforce data
To promote equality and diversity within our workforce, we monitor our workforce profile annually in relation to gender, ethnicity, disability, and age. This helps us identify whether it is representative of the community it serves. Also, it helps us assess how our decisions and policies effect people as an employer.
View more information on our workforce data.
Useful contacts
We have collated some local equality groups for information and support.
Misogyny
The definition of misogyny is the hatred of, contempt for, or prejudice against women or girls.
It is important that misogynistic attitudes and behaviours can be recognised and challenged. This list is not exhaustive, but it highlights some common misogynistic attitudes and behaviours.
- expressing a hatred or hostility towards women
- disregarding women's time, contributions, or efforts
- harassing or catcalling women
- prioritising men's needs or voices over women's
- ignoring and excluding women
- interrupting or speaking over women
- dismissing or rejecting women's ideas
- consistently finding a way to blame women for problems
- making sexist and degrading comments about women
Misogyny should not be tolerated. By challenging misogyny, you can help create a safer and more inclusive space for everyone.
If you witness misogynistic behaviour, it is important to show that the behaviour is not acceptable. If you feel safe and able to, speak out against the behaviour with a simple comment such as 'that isn't funny' or 'it's not OK to say that'. Asking questions like 'why do you think that?' can also help open up a conversation and challenge harmful attitudes. Your safety should always come first. If speaking up doesn't feel safe, removing yourself from the situation can still send a clear message that you don't agree with the behaviour.
Women's Aid have a dedicated page signposting to a variety of support services.
Respect offers support if you are concerned about your own behaviour. They work with perpetrators of domestic abuse and young people who cause harm. They can also provide support to male victims of domestic abuse.