Issue - meetings

The Head of People and Property Services submitted a report detailing the outcome of an Equal Pay Audit completed in September 2014.  She explained that the full Equal Pay Audit was available on request.  The Head of People and Property Services provided the background and the methodology behind the Audit and its key findings which had revealed nothing of concern.

It was noted that, to date, the recommendation to introduce a new Human Resources IT system to enable pay data to be analysed in more detail had not been implemented. 

In response to a query from the Chairman regarding feedback on the disability target, the Head of People and Property Services explained that this might be because staff chose not to declare any disability on the survey. 

Councillor P Ruffles referred to the need to focus on areas such as faith and sexual orientation which could be a focus of discrimination.  The Chairman reminded Members that discrimination was not always physical (e.g. mental health) and of the perceived stigma which might result if this was declared.

In response to a query from Councillor P Ballam regarding the definition of disability, Members were reminded that there was a clear definition of disability as set out in statute.  The Chairman asked that this be circulated to Members.

The Head of People and Property Services referred to the recommendations set out in the report and as now submitted.  These were supported.

RESOLVED – that (A) the results of the Equal Pay Audit 2014 be noted; and

(B)       the Job Evaluation Scheme be reviewed;

(C)       a new HR IT system be introduced in time for the next scheduled Equal Pay Audit;

(D)       the Local Award be reviewed;

(E)       Equal Pay Audits (EqPAs) be carried out every two years in line with published guidance to ensure compliance with the Equality Act 2010; and

(F)     Weekend Enhancements be reviewed to reflect current market practices.