Agenda item

Gender Pay Gap 2018

To consider the above report

Minutes:

Members considered gender pay gap data for the period up to 31 March 2018, which was required to be published by 31 March 2019. During the 2017/18 financial year a number of services had transferred out to partner organisations, therefore the workforce data at 31 March 2017 was very different to that at 31 March 2018, on which the latest report was based. In particular the ratio between male and female staff had reduced, from 74% to 65% female.

 

Members noted the detail of table 1 in the report which showed a gender gap of 7.58% (mean) for the borough. This compared to a figure of 17.1% nationally and 17.5% for the public sector. The borough performed well against other Berkshire councils, although 2018 figures had yet to be published. Updated data could be brought back to the Panel later in the year.

 

The regulations also required comparative data relating to bonuses. For 2018 this had included honoraria, instant rewards, and lump sum payments in Pay Reward and Award. Lump sums were awarded if an individual was already at the top of their pay band, therefore it was difficult to do a year-on-year comparison. However, Members noted that in relation to bonuses, females had higher average (mean) payments. Appendix C provided commentary on the data, which not all councils chose to produce. The commentary included activities the council could undertake to address the pay gap. These would not necessarily have an impact in year one, to see significant change may take a number of years.

 

The first action was to review pay profiles within pay grades and dip sample to identify any pay equalities. Of the councils 13 grades, in eight grades females were paid slightly more than their male counterparts. In the five grades where males were paid more, males were in most cases older and had a greater length of service.

 

The second action, to undertake unconscious bias training, had resulted in the launch of an e-learning course. CLT would be considering whether the course should be mandatory for all managers. The promotion of family friendly policies had been undertaken through Borough Bulletin. A survey was being considered to see if staff recognised the options available. There had been no take-up of shared parental leave however this may be because it was only paid at statutory rates. A middle managers’ forum had been proposed to utilise the skill set and talent below CLT.  A mentoring programme was in place and there had been a push on the qualifications available through apprenticeship levy funding.

 

Councillor Brimacombe commented that as long as roles were gender blind and opportunities were available to all there was a point at which the council could do no more to manipulate the workforce. The council should not chase a figure beyond what was acceptable on the basis that there was no bias in the system. The Acting Managing Director commented that of the 12 most senior officers, 6 were male and 6 were female. Four months previously this would have been seven females to six males.

 

RESOLVED UNANIMOUSLY: That the Employment and Member Standards Panel notes the report and:

 

i)       Approves the commentary about the council’s gender pay gap for publication on the council’s website and the Gov.uk website.

ii)     Approves the actions identified in the commentary.

 

Supporting documents: