Gender pay gap 2018 summary
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.
This report is a snapshot of pay from 31 March 2018, when the gender split at the council was 40% male and 60% female.
The report states that the gender pay gap for Nottingham City Council at this time was 3.1% mean average and 0.0% median average. This means on average, for every pound a male colleague earned, a female colleague earned just under 97 pence.
The council has implemented measures which have narrowed this gap from last year’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.