Some of Nottingham City’s key employers have come together to publish their Pay gap reports in one place for:
- Gender (statutory obligation) The gender pay gap information employers must report - GOV.UK (www.gov.uk) and
- Ethnicity (voluntary, currently). Ethnicity pay reporting - GOV.UK (www.gov.uk)
Background
In 2017, the Government introduced world-leading legislation that made it statutory for organisations with 250 or more employees to
report annually on their gender pay gap. This includes the mean and median gender pay gaps; the mean and median gender bonus gaps; and the proportions of male and female employees in each pay quartile. The gender pay gap shows the difference in the average pay between all men and women in a workforce. If a workforce has a particularly high gender pay gap, this can indicate there may be several issues with which to deal, and the individual calculations may help to identify what those issues are.
In 2020, the Black Lives Matter protests and the unequal effects of Covid-19 on Black, Asian, and minority ethnic (BAME) individuals prompted numerous organisations to publicly denounce racism and discrimination. To sustain this progress, implementing a voluntary ethnicity pay gap report is a practical approach that allows companies to take concrete actions. It helps them identify and address any existing inequalities within their workforce, track advancements, and facilitate significant changes.
The City Council launched its own Equality, Diversity and Inclusion Strategy in 2020 and using this as a springboard has worked with other key organisations in the City to come together to publish their pay gap reports.
The diverse nature of Nottingham’s communities is a huge asset that
is valued and seen as one of the City’s great strengths. 34.6% of the population are from BAME groups (Census 2011); an increase from 19% in 2001 and 18% have a long-term illness or disability.
Pay gap reports are indicators of embedded and systemic diversity and inclusion problems within organisations and many employers are now taking significant steps to identify and address the causes of the gaps. Some are motivated to act by the legal requirements for transparency (in relation to gender), but others see pay gap data as an important inclusion indicator that must be tackled if they are to achieve an inclusive and diverse workplace. Reporting data can help to focus an organisations efforts in the right places and encourage conversations around diversity.
We understand the challenges that are facing the wider communities
that live and work in our City. We use data and information from a range of sources to influence our thinking and inform our decision-making. Our priority is to always address issues of discrimination, disadvantage, and remove barriers to access and opportunities.
Our organisations are committed to ensuring our workforces’ are representative of the communities they serve. We want to attract and retain talented employees from a wide range of backgrounds and with diverse skills and experience to operate as effectively as possible.
Nottingham City Council has published the latest Gender Pay Gap report as part of the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
The council is continuing to improve workforce planning to encourage increasing the numbers of women in senior roles, along with further development of existing coaching and mentoring schemes.
We have published our ethnicity pay gap for transparency and to demonstrate our strong commitment to equality, diversity and inclusion, including our commitment to taking practical action to address disparities in the workplace
To view the document, please click the link below to download and view the PDF
- NCC Gender, Equality, Disability Pay Gaps report 2021
- NCC Ethnicity Pay Gap Report 2020
- NCC Disability Pay Gap Report 2020
- NCC Gender Pay Gap 2019-2020 Report Summary
- Nottingham City Council Pay Gap Reports 2022
- Nottingham City Council Pay Gap Reports 2023
We want Nottingham City Council to be a sector leader in inclusive practice.
Understanding where there are disparities provides us with the impetus to do better and to ensure that we hold ourselves accountable for making positive progress.
In order to address the pay gap and to advance race equality and inclusion in the workplace, the council signed up to the Race at Work Charter which is aims to tackle ethnic disparities in the work place and includes five calls to action:
- To appoint an executive sponsor for race,
- to capture ethnicity data and publicise progress,
- to commit at board level to zero tolerance of harassment and bullying,
- to make clear that supporting equality in the workplace is the responsibility of all leaders and managers and
- to take action that supports ethnic minority career progression.
November 18th in the UK marks Equal Pay Day – the day when, due to the gender pay gap in average wages, women effectively stop earning compared to men. www.endsalaryhistory.co.uk
These reports contain information relating to the workforce profile of employees within Nottingham City Council, including protected characteristics and representation of Nottingham citizens within the workforce.
Representation of Nottingham City Residents is taken directly from the figures published under the 2011 Census (https://www.ons.gov.uk/census/2011census) except for the sexual orientation figure, which is an estimate based on the 2016 ONS Survey.
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