Gender Pay Gap Report

Gender Pay Gap Report 2019 - 2020

This is the fourth year that we have published this report. Although government guidance has been updated and publication of gender pay gap reports in 2021 is no longer mandatory, the Council remains committed to promoting equality of opportunity and addressing discrimination. At the current time, considering the efforts of every member of our workforce in dealing with the pandemic, it is even more vital to be fully transparent in this key area of analysis.

Following the impact of the coronavirus pandemic, we will see further challenges economically and the potential for employment opportunities to reduce. Our work with the wider Rotherham Together Partnership will become increasingly critical as we aim to raise skills levels, increase employment opportunities and remove barriers to good quality sustainable employment for local people. As previously reported, three quarters of the Council’s workforce continue to live in the borough and ensuring equality of opportunity for our workforce and tackling workplace exclusion are critical for the continued success of the Council and sets an example for all other employers within the borough.

Fair pay is important for everyone, but it is worth pointing out that the ‘Gender Pay Gap’ is not the same issue as ‘Equal Pay’. The Council has a longstanding commitment to a transparent approach to pay and grading and is confident employees receive remuneration within the same grade when carrying out the same or equivalent value work.

It is important to stress that the gender pay gap does not stem from paying men and women differently for the same roles across the Council; it is the result of the roles in which men and women work within the organisation and the salaries that these roles attract. The Council is committed to undertaking action which will support a positive reduction in the gender pay gap through development, career progression and not removing lower paid roles from the organisational structure.

During 2019/20, 157 staff started apprenticeship programmes - more than double the number who started in the previous year. The programmes provide opportunities for new and existing staff to develop their skills and gain qualifications that can support their career progression. Of the 157 apprentices, 74% (116) were female.

Our commitment to developing our workforce has continued during our response to the pandemic. From April 2020, a total of 56 new apprenticeships have been started across the Council, providing opportunities for both new and existing staff to grow their skills and support their career development. 84% (47) of these have been development apprenticeships, with current employees taking the opportunity to achieve qualifications to benefit their areas of work. Of the 56 starts, 82% (46) of these were women.

The bespoke Rotherham Leader development programme was launched in 2019 to encourage current managers to grow their leadership skillset and ensure women continue to be represented in senior roles throughout the organisation. There are currently 51 members of staff undertaking the Rotherham Leader programme, with over three quarters of these being female (39). Of the 17 staff members who have now fully completed the programme, 82% (14) of these are women. In addition to our vocational apprenticeship development offer, this programme will help to strengthen talent pipelines to our most senior roles and ensure women continue to be represented at senior levels in the organisation.

The Council’s top 5% of earners has remained static over recent years with over two thirds being female and five of the seven members of the Council’s Strategic Leadership Team are women.

In the last seven years the Council has seen significant reductions in its gender pay gap with the mean gap reducing from 18.2% to 11.2% and median from 21.8% to 9.1%. I am also pleased to continue to report that BAME and disabled colleagues are on average paid more than their non BAME and non-disabled colleagues.

We will also be refreshing our Workforce Plan in 2021 and the insight this report provides will help to inform our future approach.