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Gender pay gap

As a public-sector employer of more than 250 employees, we 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 but we are committed to taking ongoing steps to reduce it.

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. Therefore we are taking a number of actions to improve Equality, Diversity and Inclusion (ED&I) across the Council. This includes creating a new ED&I strategy and making improvements in areas we know are effective in reducing the pay gap, such as reviewing recruitment processes, our people policies, ensuring transparency in pay processes and providing leadership development, all which support the objectives of our People Strategy.

Published Data – Gender Pay Report / Workforce Equality Data

The Council is required to publish both a gender pay report and workforce equality data each year. To read the combined report which details our data and the steps we are taking to develop a more diverse and inclusive workforce and in turn, improve our gender pay gap click here.

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