Issue - meetings

To receive a discussion paper on Mandatory Pay Gap Reporting.

RESOLVED: The Committee noted the Strategic Discussion Paper on Mandatory Pay Gap Reporting.

Audio Recording - 40 minutes 56 seconds

The Senior HR and Contracts Manager presented the Discussion Paper ‘Strategic Discussion Paper on Mandatory Pay Gap Reporting’ and highlighted the following points:

·         Pay Gap is an undesirable or unfair difference between the average amounts that different groups are paid. The report shows basic inequalities in the work force and is separate to equal pay. The Pay Gap looks at everyone across the organisation and compares them by their different characteristics.

·         The Gender Pay Gap report was a snapshot of our employees based on two groups and this was produced annually on the 31 March.

·         The Gender Pay Gap reporting has been mandatory since 2017 for employers who have over 250 employees, however this may change to 500 employees in 2024.

·         After 2024 the Council would continue reporting the Gender Pay Gap on a voluntary basis, as the data is invaluable.

·         It would take 20 years at the Council’s current rate to bridge the Gender Pay Gap.

·         The Pay Gap was not limited to gender but includes as an example, ethnicity and disabilities, however gender is the only area where reporting is mandatory.

·         Ethnicity Pay Gap Reporting may become mandatory but currently there were some issues regarding how this would be reported, as there were 5 ethnicity categories and 18 sub-groups. There were concerns that the information would vary, due to the demographics in different regions of the Country and for the confidentiality and anomality of staff where there are few ethnic minority employees.

The following Members asked questions

·         Councillor Claire Strong

·         Councillor Terry Hone

·         Councillor Tom Plater

In response to questions the Senior HR and Contracts Manager stated:

·         Ethnicity formed part of the Equalities Data Report on staff and recruitment, and this figure was not in line with the demographics of the District.

·         Gender Pay Gap was likely to remain mandatory for the County Council and District Councils would produce the information on a voluntarily basis.

·         When the Council publishes their Gender Pay Gap it includes an action plan and narrative.

·         The Council does not monitor Ethnicity as a Pay Gap, but the data is included in the Equal Pay Review completed every two years.

In response to questions the HR Manager stated that:

·         Ethnicity was a main subject of discussion at the Inclusion Group.

·         At the next Inclusion Group meeting they will be discussing the Halo Collective regarding hair discrimination.

RESOLVED: The Committee noted the Strategic Discussion Paper on Mandatory Pay Gap Reporting.