Issue - meetings

The Shared Senior Human Resources Business Partner introduced the item which set out the outcome of the annual Gender Pay Gap report, detailing progress on last year’s action plan and outlining new actions for 2026. She said that the mean gender pay gap had decreased by 4 points, with the median gender gap increasing by 3 points.

Members heard that there was a strong gender balance at senior levels within the council, and that the gap was mainly driven by the higher proportion of women in lower paid roles (i.e., clerical and/or part time posts) and the outsourcing of male dominated council services. Members were told that the council was confident that the gap was not due to unequal pay – with the Hay job evaluation used.

Members were advised that the action plan for 2026 included the continued promotion of equality focused initiatives and the delivery of mandatory equality, diversity and anti-bullying and harassment training. They also heard that the new applicant tracking system was improving recruitment data, and that the council remained committed to reducing the gender pay gap.

The Chair thanked the Shared Senior Human Resources Business Partner and her colleagues for the report.

Members praised the high take up of the equality, diversity and anti-bullying and harassment training, but noted that a quarter of staff were yet to complete this. A request was therefore made for further information on how these completion gaps were spread out.

Members also observed that the annual report had concluded a disparity within the lower pay scales for the past three years, and a desire for more meaningful analysis was expressed – to include such data of comparative councils.
 

It was moved by Councillor Willcocks and seconded by Councillor Connolly, that the recommendations, as detailed, be approved. After being put to the meeting and a vote taken, this motion was declared CARRIED.

RESOLVED – that (A) the Gender Pay Gap Report 2025 be noted; and

B) that the action plan for 2026/27 be approved.