Council satisfied with performance on Gender Pay Gap but no room for complacency

Posted on: 13 March 2018

The first report into the council’s Gender Pay Gap has been published this week as required under new Government regulations.

Cllr Barry Parsons, Devon County Council’s Cabinet member with responsibility for Organisational Development, said:

“I am happy to report that Devon County Council has a lower Gender Pay Gap (GPG) compared to the national average, and that we have a significantly smaller Pay Gap among full time employees compared to the national Public Sector average.

“But whilst we can be satisfied that our performance compares well, we cannot be complacent.

“Our female employees still earn on average 17 per cent less per hour than male employees which is only marginally better than the national average of 18.1 per cent.

“This in part reflects the fact that more than one in every three employees at Devon County Council is part time, and more than 95 per cent of those part time staff are women.

“We’re looking closely at areas of the Council where the GPG is higher than our average, to understand why and to adopt steps to continue reducing that figure. And of course we will keep the figure under review and will report again as part of the annual review.

“It’s regrettable, at a national level, that higher paying sectors are disproportionately made up of men, and women are still less likely to progress up the career ladder into high paying senior roles.”

All public authorities are now required to publish their Gender Pay Gap.

A Gender Pay Gap is not a measure of equal pay, and neither is it an indicator as to whether an organisation is acting inappropriately or discriminatorily.

Nationally, working patterns, work place opportunities and the choices made by men and women, mean that there is nationally a Gender Pay Gap: More women than men choose occupations that pay less and more women than men choose to work part time.

1 comment on “Council satisfied with performance on Gender Pay Gap but no room for complacency

  1. Jeremy Irwin says:

    Some of the career choices that women make may not be entirely out of choice – child care needs and whether there are affordable child care provision at suitable hours will weigh heavily on whether women can pursue full-time careers or not. Women may choose to work part-time, not because they want to, but that child care dictate that they must choose part-time work. There is also a perception that flexible working patterns pay less than the traditional nine to five job which is an additional discriminant against women.

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