Minding the gap: Camden Council publishes its full pay analysis for 2017
Camden Council has published its full pay analysis for its staff in 2017 - with median female earnings 3.5% higher than median male earnings.
More female than male staff occupy positions at the top and middle earning levels in the council, with women making up 57% of employees in the top two earning quartiles. There is parity in the proportion of men and women receiving performance related payments, with these going to 33% of men and 34% women.
Overall there are no significant differences in pay by gender, disability or ethnicity at the majority of job levels.
However, the Council recognises there is work to do in achieving improved representation of black, asian and ethnic minority (BAME) staff at higher grades in the organisation, which is the primary reason for an 11.6% median pay gap between white and BAME employees.
Gaps by ethnic origin at grade level are lower, meaning the proportional median and mean pay gaps – which weight gaps at each grade by the proportion of staff in those grades – were lower at 1.5% and 1.6% respectively.
You can read the full pay analysis on our Open Data website.
Jo Brown, Director of Human Resources and Organisation Development, said: “We have been voluntarily reporting our gender, ethnicity and disability pay gap since 2015. We believe that by shining a light on any disparity in pay you are acknowledging there is an issue and you can then begin to talk about how to fix it.
“We can be proud of our progress on gender pay, but are not complacent and are committed to supporting all our staff groups to give every opportunity for progression to the highest grades. We are forging ahead of other organisations in publishing our ethnicity and disability pay gaps, and we will now act on this data, with a special focus on assessing the opportunities of potential or current BME employees.
"Camden has for a long time sought to be a leader in its approach to fair pay. We became one of the first accredited employers with the Living Wage Foundation in 2012 and have since set a minimum earning threshold above this rate.”
The Council welcomes an open scrutiny of its data and feedback from staff, trade unions, other employees and members of the public. The Council will update this data and publish every year as part of its commitment to data transparency.