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Gender pay gap

We, as a public-sector employer of more than 250 employees, are required to report on our gender pay gap annually in line with The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017.

Staffordshire County Council is committed to ensuring a positive working environment for everyone and encouraging an inclusive workforce who enjoy their jobs.

At the county council there is no difference between the pay of men and women employed in the same or equivalent roles as we have a job evaluation mechanism which ensures equal pay. However, there is a difference between the average hourly pay of men and women when looking at our entire workforce. Since its introduction, we have undertaken significant analysis to understand our gender pay gap. We recognise there are a number of reasons for our pay gap and it may take some years to see a significant change.

As an organisation we believe that the solution to improving our pay gap is wider than just focussing on the differences between the average pay of men and women. Our aspiration is that initiatives such as Smart Working, our People Strategy and other innovative programs including our employee led New Parent Mentoring Scheme, result in a more empowered, confident and agile organisation, in which we see greater diversity at all levels.  

Published data

You can view our published gender pay gap data on the Gov.UK gender pay gap reporting website. Please view the councils Gender Pay Gap Report below.

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