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Annual Report on Equality in the Workforce (2018/19)

Minutes:

The Workforce Planning and Administrative Manager presented a report, in order to supply the Cabinet Committee Equalities with a summary of the equality profile of the council’s workforce as at 31 March 2019 and an update also, on gender pay gap reporting.

 

He referred to Appendix 1 to the report, which provided the above mentioned equality profile for the period stated.

 

He advised that it was not mandatory for employees to disclose their sensitive personal information for equality monitoring purposes. However, employees were encouraged to provide and/or update their personal information via the ‘employee self-service’ system.

 

The gender pay gap is a measure of the difference in average pay of men and women, irrespective of their role across the council. The Workforce Planning and Administrative Manager added, that it differed from equal pay, which compared how men and women are paid for carrying out the same or comparable roles.

 

He explained that as schools were individual organisations, they were not included in the council’s gender pay data in the Table 1 shown in paragraph 4.2.3 of the report, that provided a summary of the pay gap for 2017 and 2018.

 

He proceeded by confirming that, whilst recognising that a variety of factors contributed to the gender pay gap, the council was committed to promoting equality and diversity in all aspects of employment, described in bullet point format in paragraph 4.2.4 of the report.

 

The Chairperson referred to the report’s Appendix, and enquired if the Equalities Questionnaire survey for staff was flagged-up by managers to the staff in their section.

 

The Workforce Planning and Administrative Manager, confirmed that the equalities questionnaire was included as a question on all employee appraisal forms and appraisal completion is monitored. Managers were also encouraged during 1 : 1’s with their staff, to ask employees to update their personal information on-line.

 

She then asked how data was calculated with regard to the gender pay gap.

 

The Workforce Planning and Administrative Manager advised firstly that school staff were not included when calculating such data, and that gender pay calculations applied to corporate staff. The factors to figure-in regarding data produced through gender pay, were that Bridgend CBC has a higher number of females than any other local authority in Wales. He added that the council had a number of service areas where there was a large female workforce and conversely, service areas with a largely male workforce, such as refuse collectors (who were outsourced). He further added that 92% of part time jobs in BCBC were occupied by female staff, therefore this impacted on the overall data capture.

 

The Chief Executive advised that if school staff were included as part of the data calculations, then this would reflect a higher percentage of females in higher paid jobs. He added that three of the five current Corporate Management Board were also female, with six out of ten Chief Officers also being female.

 

RESOLVED:                      That the Cabinet Committee Equalities noted the information contained in the report and supporting information.  

Supporting documents:

 

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