A Pay Gap Analysis of Camden's workforce by gender,disability and ethnicity. The data is a breakdown of the Pay Gap as of 31 March 2016.

2011 Census cross-tabulations within the ETHNICITY, IDENTITY, LANGUAGE AND RELIGION topic. Tables provided for Camden, Greater London and England & Wales.
Includes Ethnicity, Country of Birth, National Identity, Religion, Proficiency in English and Passports Held.
THIS IS A ZIP file. Download to your computer, unzip (extract) the Excel files contained in order to access the Index file.

First analysis of findings from 2011 Census Key Statistics and Quick Statistics tables

The Council's annual summary of workforce data.

The Camden Annual Employment Profile provides an analysis of the size and makeup of the workforce and other aspects of recruitment and employment in relation to age, disability, ethnic origin and gender, as well as religion or belief and sexual orientation, where the data is available.

The profile contributes to ensuring that Camden fulfils its obligations under equality legislation, specifically the public sector equality duty under the 2010 Equality Act.

The Camden Annual Employment Profile provides an analysis of the size and makeup of the workforce and other aspects of recruitment and employment in relation to age, disability, ethnic origin and gender, as well as religion or belief and sexual orientation, where the data is available.

The profile contributes to ensuring that Camden fulfils its obligations under equality legislation, specifically the public sector equality duty under the 2010 Equality Act.

This public health intelligence profile describes the recorded prevalence of vitamin D deficiency in Camden.

The Camden Annual Employment Profile provides an analysis of the size and makeup of Camden Council's workforce and other aspects of recruitment and employment in relation to age, disability, ethnic origin and gender, as well as religion or belief and sexual orientation, where the data is available.

The profile contributes to ensuring that Camden fulfils its obligations under equality legislation, specifically the public sector equality duty under the 2010 Equality Act.