Issue - meetings

This report summarises the legislative context for gender pay gap reporting, and incorporates the outcomes of the Borough Council’s gender pay gap analysis for 2022-2023.

The report of the Interim Chief Executive summarised the legislative context of gender pay gap reporting and incorporated the outcomes of the Borough Council’s gender pay gap analysis for 2022-2023.

Overall, during the most recent twelve month period there had been a positive shift in the mean and median gender pay gap of 3.48% and 7.65% respectively compared to the previous year.  It was noted that the reduction in the size of the Council’s gender pay gap was likely due to the fact that the three most senior positions the Council had appointed to during the 2022-2023 financial year were posts graded M4, M5 and M6 respectively and all three appointments were taken up by female staff. 

Attention was made to the actions the Council was taking to try to address the Gender Pay Gap, in particular the Remote Working Policy, the Flexible Working and Time Off Policy and the Council’s commitment to undertaking further work regarding the menopause to ensure that those affected felt supported at work.