Camden publishes 2022-2023 pay gap report underlining its commitment to transparency

Camden Council has reported no material change in the representation of Black, Asian and Other Ethnicity, as well as the gender of its staff at all levels in the Council in its annual pay gap findings.

Camden remains one of few organisations in the country to report pay gaps by disability, ethnicity and gender demonstrating the Council’s commitments to transparency over and above statutory requirements and to addressing inequalities where they exist.

Pay analysis for 2022/23 found that there is no significant gender pay gap at the Council, that the Council is continuing to make positive progress in closing any existing pay gaps, and that its staff at senior grades are continuing to become more representative of Camden’s community.

Key findings in the reports include:

  • There has been no material change in the representation of Black, Asian and Other Ethnicity staff at all levels, but we are continuing to see increases in representation at the most senior levels - the Chief Officers level increasing by a further 1.9% this year and Level 6 seeing 3% increase in representation.  However, higher representation at lower levels continues to drive the ethnicity pay gap, which favours White staff.
  • There has been no material change to the gender pay gap which still favours female staff, since last year both the mean and median pay gaps have increased slightly from 1.2% to 1.7% and from 2.5% to 4.5% and remain below the 5% threshold.
  • We have seen the most significant positive changes this year in the reduction of Performance Related Pay gaps.

The pension gender gap report contains analysis of staff enrolled in the Local Government Pension Scheme, which includes Council staff and staff employed in local authority schools in Camden. The pay gap report analyses Camden Council staff only. Both reports are available on the Council’s Open Data website.

Jo Brown, Director of People and Inclusion said:

“Here in Camden, we have a long tradition of promoting equality and we’re proud to be one of the most diverse places in the country.

“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.

“We have been voluntarily reporting our gender, ethnicity and disability pay gap since 2015, one of only a few organisations to go beyond the statutory requirements, both then and now. 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.”