Camden Council publishes its full pay analysis for 2017-18
Camden Council has published its 2017-18 pay gap report, underlining its commitment to transparency by reporting information on pay by gender, ethnicity and disability over and above government requirements.
The findings reveal overall female earnings have remained marginally higher than male earnings, while the gap between White and Black, Asian and minority ethnic (BAME) staff has narrowed.
Female staff form a majority in all four earning quartiles at the Council, with women making up 57 per cent of employees in the top half of earners. A higher proportion of men received performance related payments in 2017-18 and this contributed to higher mean and median levels of performance pay among men.
While the overall pay gap by ethnicity closed slightly this year, Camden recognises there is still work to do in achieving improved representation of BAME staff at higher grades in the organisation. The Council is adding to the initiatives aimed at addressing the issue in discussion with the Camden Black Workers Group, including the development of a mentoring scheme and greater use of secondments as a way to broaden opportunities.
Camden remains one of the only organisations in the country to report pay gaps by disability and ethnicity. There continues to be no significant differences in pay by gender, disability or ethnicity at the majority of job levels, and where gaps did exist they have tended to narrow.
- The gender pay gap moved closer to parity but is still slightly in favour of women, with 1.6% median and 0.1% mean pay gaps recorded.
- The proportional pay gap – which weights gaps at each grade by the proportion of staff in those grades then combines them into an overall measure - remains slightly in favour of men with 0.6% median and 1.0% mean pay gaps.
- Gender pay gaps were identified in certain grades in the 2016-17 report, these gaps have generally decreased in 2017-18.
- The performance related payments pay gap shows a larger proportion of men received performance related rewards in 2017-18, and this influenced the pay gap figures in this area, with the mean 18.7% and median 14.5%.
- A slight improvement is demonstrated in the ethnicity pay gap with both median and mean decreasing, to 10.5% and 13.4% respectively.
- Where they had been present, ethnicity pay gaps at most grades fell in line with the overall pay gap figure.
- Analysis of the workforce composition by grade and ethnicity demonstrates that the proportion of BAME employees increased in all grades except Level 1 and Chief Officers, and it was the latter which prevented the overall pay gaps from closing further.
- The pay gap between disabled and non-disabled employees remained low (3.5% median and 4.4% mean), while the proportional pay gap is in favour of disabled staff which suggests the overall differences are due to representation at senior levels.
The full pay analysis on our Open Data website here.
Jo Brown, Director of Human Resources and Organisation Development, said: “We believe it’s important to hold ourselves to account and ensure equality is at the heart of organisation and throughout our workforce. We want to constantly challenge ourselves to achieve the best possible representation within our workforce at all grades and parts of the organisation.
“By providing a higher level of detail, analysis and comparison data than is standardly done we are welcoming an open scrutiny of our data and feedback from staff, trade unions, other organisations and members of the public.
“Although I’m incredibly proud that the data doesn’t show we have significant pay gaps in our organisation based on your gender, ethnicity or disability, of course there are always areas which need improvement but by making this information public we are also making a public commitment to tackle any issues.”