Issue - meetings

Gender Pay Gap Report

Meeting: 21/02/2019 - Council (Item 32)

32 Gender Pay Gap Report (Agenda item 15) pdf icon PDF 78 KB

Report of Councillor Alison Webb, Executive Member for People and Information.

Additional documents:

Minutes:

Councillor Alison Webb, the Executive Member for People & Information presented the report.  The Gender Pay Gap report had already been considered by the Overview & Scrutiny Commission at its meeting on 31 January 2019.

 

RESOLVED that the Gender Pay Gap report be uploaded onto the Government website in accordance with the Gender Pay Gap Information Regulations 2017.


Meeting: 31/01/2019 - Overview and Scrutiny Commission (Item 7)

7 Gender Pay Gap Report (Agenda item 7) pdf icon PDF 76 KB

Report of Executive Member for People and Information, Councillor Alison Webb.

Additional documents:

Minutes:

Councillor Alison Webb, the Executive Member for People & Information presented the report.

 

The Equality Act 2010 Regulations 2017 required employers with 250 or more employees to publish information relating to the gender pay gap in their organisation.

 

This involved carrying out six calculations that highlighted the differences between the average earnings of men and women (see section 1.2 of the report).

 

According to the report, Breckland Council’s gender pay gap had improved compared to the previous year, showing 22.8% for 2017 and 13.1% for 2018.

 

In terms of figures, Councillor Webb was proud to report that this authority was well below the national average and had worked hard to reduce the gap.

 

In response to a question, Members were informed that the Anglia Revenues Partnership (ARP) staff were employed by Breckland Council.

 

Councillor Dimoglou said that he found the calculations in respect of workforce demographics a little confusing and asked if it was appropriate to base the figures around Contact Centre staff bearing in mind that they were mostly female.

 

Maxine O’Mahony, the Executive Director for Strategy & Governance advised that, although this was a very good point, Breckland Council’s data was comparable to other Councils and the Local Government Association.  76% of Breckland’s staff were female and were at the lower end paid roles whereas the Council’s contracted services were more of the male gender and if added to the mix the figures would be much lower.

 

Councillor Jermy was very pleased with the report but asked how this improvement had come about as the previous year Breckland Council had the greater percentage pay gap compared to other authorities in Norfolk.  He also wanted to know if Capita had been included and if the process had been found useful.

 

Councillor Webb explained that Capita staff were not on the Council’s payroll and therefore, had not been included in the figures. 

 

The HR Manager advised that the improvement in the gender pay gap had been due to the programme of talent management in recruiting and promoting people based on their natural strengths and placing less emphasis on their qualifications and experience; therefore, widening the Council’s pool of applicants.  Recruitment adverts had also been improved to be gender neutral and roles were now advertised using social media and online publications which had proved to be a successful method in recruiting talent.  There was still a great deal of work to be done and no-one was 100% sure of how the Council had performed compared to other Councils as the results were not due to be published until the end of March 2019.

 

The report was otherwise noted.