The County Council is restricted in how it may present this information, and as such it is important to note that the gender pay gap is not the same as equal pay.
The County Council adheres to the principle of equal pay for all employees, irrespective of gender, and ensures that it meets the requirements of the Equal Pay Act 1970.
The gender pay gap is a measure of the difference between men’s and women’s average earnings across an organisation, or the labour market. For the year ending March 2018, on average (known as the mean figure), there is an 18.3% pay difference between men and women working at the County Council. This a small improvement on the previous year for the County Council and is largely consistent with the latest national picture of 17.9% according to the Equality and Human Rights Commission.
While women’s general hourly rate is 18.3% lower than men, this is not as a result of paying men more than women for the same or equivalent work. County Council staff are paid the same for the same job, but the gender pay gap exists due to our workforce profile. The majority of our workforce is female, and this is most pronounced at the lower pay grades. In particular, the County Council is quite unusual as a local authority as we have kept a number of services in our direct control, such as school meals, because we think it is important to do so. Other agencies ‘outsource’ these services, which tend to employ mostly women, and that affects the gender pay gap reports.
At the same time, however, we are making good progress in supporting more women to progress to higher grade jobs across the County Council - with women now making up 54% of senior managers within the organisation.