Agenda

To approve the minutes of the meeting held on 5 September 2025 and to receive information arising from them.

Members of the public who wish to speak at this meeting can attend the meeting in person or ‘virtually’ through an online connection. 

Requests to speak must be submitted by no later than 9am three working days before the meeting.  Requests to speak should be sent to committeesdemocraticservices@oxfordshire.gov.uk .

If you are speaking ‘virtually’, you may submit a written statement of your presentation to ensure that your views are taken into account. A written copy of your statement can be provided no later than 9am 2 working days before the meeting. Written submissions should be no longer than 1 A4 sheet.

Report by the Director of HR and Cultural Change

The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 stipulate that all businesses, public sector and third sector organisations with over 250 employees must publicly report on average pay differences between their male and female employees.

Unlike the gender pay gap, the Council is not legally required to publish its ethnicity pay gap. However, positive steps have been taken to measure and be transparent about the Council’s performance in this area.

The Committee is RECOMMENDED to:

a) Note the 2025 gender equality and ethnicity pay gap reports.

The Committee is RECOMMENDED to RECOMMEND COUNCIL to:

b) Note Oxfordshire County Council’s (the Council) statutory Gender Pay Gap report of 2025 and approve it for onward submission to the Gender Pay Gap Service by 31 March 2026.

c) Note the Council’s voluntary Ethnicity Pay Gap report of 2025.

In the event that any Member or Officer wishes to discuss the information set out in the Annex to Item 6, the Committee will be invited to resolve to exclude the public for the consideration of the item by passing a resolution in the following terms: "that the public be excluded during the consideration of the item since it is likely that if they were present during that discussion there would be a disclosure of ‘exempt’ information as described in Part I of Schedule 12A to the Local Government Act, 1972 and specified below the item in the Agenda”.

Report by the Director of Law and Governance and Monitoring Officer

The information in the Annex to the report is exempt in that it falls within the following prescribed category: 

1.    Information relating to a particular individual. 

and since it is considered that, in all the circumstances of the case, the public interest in maintaining the exemption outweighs the public interest in disclosing the information. 

In the event that any Member or Officer wishes to discuss the information set out for Items 7 or 8, the Committee will be invited to resolve to exclude the public for the consideration of the item by passing a resolution in the following terms: "that the public be excluded during the consideration of the item since it is likely that if they were present during that discussion there would be a disclosure of ‘exempt’ information as described in Part I of Schedule 12A to the Local Government Act, 1972 and specified below the item in the Agenda”.

To approve the exempt minutes of the meeting held on 5 September 2025 and to receive information arising from them.

Report of the Director of HR and Cultural Change

The information contained in the report and annexes is exempt in that it falls within the following prescribed categories:

Paragraph 4 Information relating to any consultations or negotiations, or contemplated consultations or negotiations, in connection with any labour relations matter arising between the authority or a Minister of the Crown and employees of, or office holders under, the authority,

and since it is considered that, in all the circumstances of the case, the public interest in maintaining the exemption outweighs the public interest in disclosing the information, in that there is an expectation that consultation and negotiation should take place primarily away from the glare of publicity and public scrutiny in keeping with employment law.