Council tackling gender pay gap
Women who work for Nottinghamshire County Council are paid more than 12% less than men on average, according to newly-released figures.
More than three-quarters of the council’s 7,850 staff are women.
Many of the lowest-paid roles are predominantly done by women, while females are under-represented in the most senior posts, according to the council’s own numbers.
However, the gender pay gap (GPG) at the council (12.33%) is significantly lower than the national average of 18%.
The leader of the Conservative-led council is Mrs Kay Cutts, who represents the Radcliffe ward.
The Government instructed all companies and public sector bodies with more than 250 employees to publish details of their gender pay gap.
Councils have until the end of this month to make the information publicly available.
The Conservative-led council has put measures in place to help reduce the pay gap, including promoting flexible working.
Schools and academies were not included in the analysis of council staff.
The data shows that of employees in the lowest wage brackets, 85.1% were women.
In the top-earning 25% of staff, 69.6% were female.
A council report on the issue said: “In the UK, the gender pay gap exists because women tend to work in lower-paid occupations and sectors, occupy less senior roles and suffer career detriment when taking time out of work for maternity leave or when working part-time.
“Stereotypes and workplace culture are also factors.”
'Focusing on taking further action'
Referring to the council itself, the report said: “In the majority of ‘technical’ occupations, men make up the highest proportion of the highest paid workers.
“Women are well-represented at all levels in the caring professions with a concentration in mid-grade and managerial posts.”
The council said it welcomed the opportunity to publish its gender pay details.
A spokesman said: “The council’s gender pay gap exists largely because we have a much larger percentage of women than men in our direct workforce — 77.6% of employees in the scope of the gender pay gap reporting requirements are women, with the highest proportion occupying our lowest-paid frontline roles in services such as catering, cleaning and business support.
“The council is now focusing on taking further appropriate action to reduce our own gender pay gap.
“We will do this by building on the steps we have already taken and our existing good employment practice and developing new measures to incrementally reduce and remove our gender pay gap. We will monitor our progress over time.”
Several measures are being put in place to reduce the gender pay gap.
They include actively promoting flexible working in existing positions and ensuring it is built into future positions.
The council said it aimed to support and encourage women to develop their skills and qualifications and progress their careers, including into the most senior leadership roles.
- A gender pay gap is different to equal pay, which deals with men and women being paid differently for the same work and is against the law.
The council implemented a policy ten years ago to ensure equal treatment.