Gender Pay Gap Report 2019
This is the third year that we have published this report and Rotherham Council remains committed to promoting equality of opportunity, eliminating discrimination and building cohesive and inclusive communities to make life better for its residents, service users, customers and employees.
Our ambition, with the wider Rotherham Together Partnership, is to raise skills levels, increase employment opportunities and remove barriers to good quality sustainable employment for local people. Three quarters of our employees live in the borough and ensuring equality of opportunity for our workforce and tackling workplace exclusion is an important part in achieving the vision and values of the Council.
Fair pay is important for everyone, individually and for society but it is worth pointing out that a ‘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.
The gender pay gap does not stem from paying men and women differently; 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 2018/19, the Council almost doubled the number of new apprenticeships from 36 in 2017/18 to 66 in the year to 31st March 2019. These provide opportunities for new and existing staff to develop their skills and gain qualifications that can support their career progression. Of the 66 apprentices that started during the year, almost 70% (46) were female.
In addition, the Council launched the Rotherham Leader development programme during the year. This leadership development apprenticeship will provide an opportunity for our aspiring managers, regardless of gender, to develop the skills required to progress in the organisation. This will help to strengthen talent pipelines to our most senior roles and ensure women continue to be represented at senior levels in the organisation. Currently, over two thirds of our top 5% of earners and half of the Council’s Senior Leadership Team are female.
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 10.6%. Although these are positive steps, whilst ever a gap remains work will continue to address the imbalance.
We continue to be committed to transparency and fairness. This detailed analysis helps us identify areas for further improvement and will actively inform actions for the Council’s Workforce Plan.