Gender Pay Gap Reports
Nottingham City Council has published the latest Gender Pay Gap report as part of the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
The Gender Pay Gap is the difference between the average earnings of men and women expressed as a percentage of men’s earnings.
It is not the same as equal pay, i.e. the difference between men and women who perform the same or similar roles.
The council has implemented measures which have narrowed this gap from 2017's report, including:
- Introducing new pay, terms and conditions, which has reduced pay points in the structure to ensure colleagues move to the top of their grade within two years of employment
- There are a number of family friendly policies available for colleagues to take advantage of, including childcare vouchers and the flexible working framework
- Training and development programmes around unconscious bias and recruitment procedures are in place to ensure our opportunities and processes are fair
The council is continuing to improve workforce planning to encourage increasing the numbers of women in senior roles, along with further development of existing coaching and mentoring schemes.
Nottingham City Council has published the Disability Pay Gap report.
Although there is no specific legal requirement to publish the disability pay gap, it is part of the Council’s commitment to Equality, Diversity, and Inclusion.
The Disability Pay Gap is the difference between the average earnings of disabled employees and non-disabled employees, expressed as a percentage of non-disabled employee’s earnings.
The snapshot of pay taken in March 2020, shows that employees with disabilities working for Nottingham City Council are paid, on average, slightly better than those who are not disabled. Despite this, actions have been identified as part of the report to ensure that the Council continues to promote equality of opportunity and fosters an inclusive environment for all staff.