Harrow Council's workforce is becoming more diverse, with an increase in staff providing data on their protected characteristics. However, persistent gaps remain in representation at higher pay bands and in certain demographic groups.

The Annual Workforce Equality Report for 2025-2026, presented to the Employees' Consultative Forum, revealed that staff providing data on their protected characteristics has risen to 55% from 34% in 2020. Completion rates for religion, faith, and sexual orientation are notably lower than other characteristics.

A stacked bar chart showing the ethnic diversity of council employees across different pay bands, with a table detailing the percentages for each ethnic group within each band.
A stacked bar chart showing the ethnic diversity of council employees across different pay bands.

While Black, Asian, and multi-ethnic employees now constitute nearly 54% of the workforce, their representation declines at higher pay bands, particularly in Pay Band 5 and Pay Band 6. These bands generally encompass MG4 and D1 roles for Pay Band 5, and D2 and above for Pay Band 6. Similarly, although women make up 61% of the workforce, their representation in senior roles has seen a slight decline.

Line graph showing the percentage of top 5% earners that are women from 2020/21 to 2025/26.
Percentage of top 5% earners that are women.

Disability disclosure has increased to 5.6%, up from 1.9% in 2020. However, the report noted that men are less likely than women to disclose a disability, suggesting this reflects disclosure habits rather than actual prevalence.

A line graph showing the percentage of employees declaring a disability from 2020/21 to 2025/26, indicating a steady increase over the years.
Percentage of employees declaring a disability.

The report was presented to the Employees' Consultative Forum on Wednesday 29 July 2026. The full public reports pack can be accessed here.