The Assistant Director: People and Organisational Culture presented the report of the Director of Law and Corporate Services.

In line with the Equality Act 2010 (the Act), the purpose of the Council’s Gender Pay Gap Report was to provide transparency with regard to the average difference between earnings of women and men. The report must be published by 31 March each year, reflecting the gender pay gap as at March the previous year. This report reflected the position as at March 2024.

The annual Gender Pay Gap report supported the effective delivery of the Council Plan by ensuring the Council had a fair and equitable approach to pay for all its employees. The Council’s employees were here to help make the Council’s ambitions a reality, to achieve the goals and priorities set out in the Council Plan.

It was noted that the Council's median (the middle of the pay scale) gender pay gap for 2024 was 1.55%. The national average gender pay gap for other public organisations was not yet available. The median gender pay gap had decreased from 6.48% in 2023 whilst the mean (average) gender pay gap also decreased from 4.65% to 3.68%.

The gender profile had remained steady for the fifth consecutive year, 65% female and 35% male. There was no significant shift in the gender quartile profiles and there was a continued positive trend of an increase in the number of females in both the upper mid and upper quartiles. The percentage of full-time female workers increased for the second year from 35.29% to 36.7%.

Members considered the inclusion of non-binary persons within the report and were informed that the report was written in a prescribed format, but that the suggestion would be considered for further reports.

Resolved – That Policy and Resources Committee notes and endorses the publication of the Gender Pay Gap report.