Implications
Financial and Procurement Advice and Implications
This report provides a retrospective update on the gender pay gap, as such the costs of staff pay have already been factored into the Council’s budget position for 2024/25 and the Council’s financial outturn position for 2024/25.
There are no identifiable financial implications to note at this point. As the Council continues to close the gap identified, the financial implications of any proposal to do so will be reviewed.
There are no direct procurement implications arising from the details contained in this report.
Legal Advice and Implications
The report and recommendation ensure that the Council complies with the statutory requirements to publish their gender pay gap information annually. Failure to report and publish the gender pay gap information means the Council will be in breach of the Equality Act 2010 and therefore open to enforcement action by the Equality and Human Rights Commission (EHRC).
The EHRC will initially send a warning letter to organisations who fail to report. They will then investigate any breach of the legislation and have the power to serve a statutory ‘unlawful act’ notice. The Council as a public body can also be subject to a public sector assessment and served with a statutory compliance notice, failure to comply with this notice can result in court proceedings against the Council. The EHRC also publishes the names of organisations who fail to report and are investigated on their website.
Human Resources Advice and Implications
An appropriately rewarded workforce motivates employees and meets standards of fairness and equality required by employment legislation.
Implications for Children and Young People and Vulnerable Adults
There are no implications for children and young people or vulnerable adults.
Equalities and Human Rights Advice and Implications
In making any decision the Committee is required to have due regard to its equalities duties and with respect to the Equality Act 2010, section 149, part 11 of the public sector duty:
a) eliminate discrimination, harassment, victimisation and eliminate any other conduct that is prohibited by or under the Act,
b) advance equality of opportunity between persons who are a protected characteristics and persons who do not share it and to
c) foster good relations between persons who share a relevant protected characteristic and persons who do not share it.
The recommendation before the Committee will not have any adverse impact on anyone with one or more protected characteristics, namely age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. Monitoring of the gender pay gap enables the Council to identify any issues in relation to fair pay in the organisation and to put in place actions to mitigate.
Implications for CO2 Emissions and Climate Change
There is no impact on emissions.
Implications for Partners
There are no implications for partners.
Risks and Mitigation
There is a risk that the authority would face legal action if it failed to comply with legislative requirements to publish information on the Gender Pay Gap.