In 2019-20 and 2020-21 pay awards we reduced the size of the pay bands and continue to monitor our gender pay data quarterly. The median gender pay gap in September 2021 was 19.2 per cent and the range of each pay band now varies from 6.6 per cent to 10 per cent wide.
Our 2019-20 pay award increased our occupational maternity, adoption and shared pay provision to a full six months, in line with much of the civil service.
We have reviewed our recruitment processes – introducing some key changes to alleviate potential bias and to attract as diverse a range of qualified candidates as possible to our roles.
Initiatives include mandatory equality, diversity and inclusion learning for panel members, and equality data being reported at all stages of the recruitment and selection process (provided disclosure is not an issue). Advert copy is reviewed using a gender de-coding tool to make sure that our message is gender neutral.
We have provided key information and skills though our internal learning and development courses on equality, diversity and inclusion, as well as developing a broader learning programme on this.
We have also reviewed and amended our appointments policy for both internal and external employees to ensure both are treated equally regarding salary level.
In addition, our specific gender pay targets within our aims for equality, diversity and inclusion are:
- To ensure that two-thirds of appointments to our two highest employee pay bands are women, over a three-year rolling period. While the end of the first three-year period has not yet been reached, this aim is on target to be achieved - with 69 per cent of appointments meeting this target in March 2021.
- To increase the number of men across the organisation by aiming to recruit men into approximately 55 per cent of our vacancies over a three-year rolling period. While the end of the first three-year period has not yet been reached, this aim is not currently on target.
