Issue - meetings

This report gives an overview of Oxfordshire County Council's Gender Pay Gap which is required under The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

The Remuneration Committee is asked to consider, comment and agree on the information which will be placed before Council prior to its publication. The obligation on the Council is to publish annually a Gender Pay Gap Report by 30 March each year.

The Remuneration Committee is RECOMMENDED to note and agree the figures for publication.

The Committee had before it a report which provided an overview of Oxfordshire County Council's Gender Pay Gap, as required under The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. The report set out a brief overview of the Gender Pay Gap and the requirements the Council were obliged to meet. Finally, the report set out a high-level overview of planned communication of our Gender Pay Gap.

The Remuneration Committee was asked to consider, comment and agree on Annex 2 which would become the basis for the information placed before Council on 11 February 2020.  The obligation on the Council was to publish annually a Gender Pay Gap Report by 30 March each year and this Data Summary set out the minimum information required for that report.

Mrs Edwards in introducing the report explained that before the Committee was a good news report.  The mean and the medium were reducing year on year, and although there had been a spike in 2018, the Council was at 3.3% which was well below the National Average of 17.3%.  The figures showed that there were no impediments to women in reaching senior positions and achieving higher earnings.  There was a good spread of female employees in the upper quartile.  She reported an amendment needed to page 3 of the report where the figure for Upper Middle Quartile for Female should read 62.3 and not 63.3.

The Chairman, Councillor Ian Hudspeth questioned why, when the Council employed more females than males was there still a gap?  Mrs Edwards agreed that it was an area that needed to be investigated.  There was debate around whether this could be due to part time working, longevity or whether it was just down to the numbers.

Mrs Edwards agreed that further work was needed on this and commented that work to get under the data would be carried out prior to it being published next year.  There was a need to change how the data was presented and stated that her preference would be to see a male and female model.

RESOLVED:  to note and agree the figures for publication.

This report gives an overview of Oxfordshire County Council's Gender Pay Gap which is required under The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. It gives a brief overview of the Gender Pay Gap and the requirements we are obliged to meet. Finally, this report gives a high-level overview of planned communication of our Gender Pay Gap.

The Remuneration Committee is asked to consider, comment and agree on Annex 2 which will be information placed before Council on 11 February 2020.  The obligation on the Council is to publish annually a Gender Pay Gap Report by 30 March each year and this Data Summary sets out the minimum information required for that report.  It is considered appropriate to consider both the Pay Policy Statement and the Gender Pay Gap Report at the forthcoming Council meeting on 11 February 2020.

The Remuneration Committee is RECOMMENDED to note and agree the figures for publication.

Recommendations Agreed.

The Committee had before it a report which provided an overview of Oxfordshire County Council's Gender Pay Gap, as required under The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. The report set out a brief overview of the Gender Pay Gap and the requirements the Council were obliged to meet. Finally, the report set out a high-level overview of planned communication of our Gender Pay Gap.

The Remuneration Committee was asked to consider, comment and agree on Annex 2 which would become the basis for the information placed before Council on 11 February 2020.  The obligation on the Council was to publish annually a Gender Pay Gap Report by 30 March each year and this Data Summary set out the minimum information required for that report.

Mrs Edwards in introducing the report explained that before the Committee was a good news report.  The mean and the medium were reducing year on year, and although there had been a spike in 2018, the Council was at 3.3% which was well below the National Average of 17.3%.  The figures showed that there were no impediments to women in reaching senior positions and achieving higher earnings.  There was a good spread of female employees in the upper quartile.  She reported an amendment needed to page 3 of the report where the figure for Upper Middle Quartile for Female should read 62.3 and not 63.3.

The Chairman, Councillor Ian Hudspeth questioned why, when the Council employed more females than males was there still a gap?  Mrs Edwards agreed that it was an area that needed to be investigated.  There was debate around whether this could be due to part time working, longevity or whether it was just down to the numbers.

Mrs Edwards agreed that further work was needed on this and commented that work to get under the data would be carried out prior to it being published next year.  There was a need to change how the data was presented and stated that her preference would be to see a male and female model.

RESOLVED:  to note and agree the figures for publication.