Issue - meetings

The Interim Head of Human Resources and Organisational Development submitted a report on the Council’s gender pay gap for 2017. 

The Human Resources Officer provided a summary of the report, adding that this was a statutory requirement for organisations with 250 or more employees.  She explained that the Council’s mean gender pay gap was 8.46% and the median gender pay gap was 16.96%.  There was no bonus pay gap as the Council did not make bonus payments.  The Human Resources Officer said that this compared favourably with that of the UK as a whole as well as within the public sector. 

The Human Resources Officer explained that there were more women in the lower pay scales with men concentrated in particular areas.  Additionally, there was a greater proportion of men in the upper pay quartiles compared with lower pay quartiles and a greater proportion of women in the lower pay quartiles compared with upper pay quartiles.   As such this had an impact on the Council’s gender pay gap.  The Human Resources Officer explained that as a result, the Council would be prioritising on a number of areas to reduce the gender pay gap :

·        Recruitment – attracting more men into the Council, particularly into the lower graded roles

·        Flexible working – in every role at every level;

·        Breaking down gender stereotypes – in terms of traditionally “male or “female” areas of work.

The Committee Chairman sought and was provided with assurances on progress reports on the actions proposed. 

In response to a query from Councillor M Stevenson, the Human Resources Officer explained what lower graded roles were, e.g., those in customer services, revenues and benefits, and business support functions.  Following a review of recruitment data and processes, no pattern had been established as to why some applicants/interviewees were not offered roles.

It was moved by Councillor P Ruffles and seconded by Councillor M Stevenson that the Gender Pay Gap for 2017 as detailed, be noted.  Additionally, that a progress report be presented on the initiatives outlined above, to reduce the gender pay gap.

After being put to the vote and a vote taken, the motion was declared CARRIED. 

The Committee supported the recommendations now detailed.

RESOLVED – that (A) the Gender Pay Gap for 2017 for 2018/19 be noted; and

(B)   a progress report be presented on the initiatives outlined to reduce the gender pay gap.