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Equality and diversity

4. Gender pay gap report 2019/20

Snapshot date: 31 March 2019

Date of publication: 13 March 2020

As an organisation with more than 250 employees, we are required to publish an annual report showing the pay gap between our male and female employees.

The gender pay gap measures the difference between the average earnings of male and female employees, at a snapshot date, irrespective of their role or seniority.

Below are the six metrics we are required to publish, based on who we employed on 31 March 2019. These figures are significantly a product of, and influenced by our operating model where cleaning and catering services are retained in-house.

We do not pay bonuses.

  • Mean gender pay gap (hourly rate): Women are paid 5.14% less than men
  • Median gender pay gap (hourly rate): Women are paid 3.07% less than men
  • Mean bonus pay gap: Not applicable - Oldham Council does not pay bonuses
  • Median bonus pay gap: Not applicable - Oldham Council does not pay bonuses
  • Proportion of men and women who receive bonus: Not applicable – Oldham Council does not pay bonuses

The proportion of men and women according to quartile pay bands:

Gender distribution across four equally sized quartiles, each containing just over 670 employees
  Males Females
Upper Quartile 32% 68%
Upper Middle Quartile 37% 65%
Lower Middle Quartile 36% 64%
Lower Quartile 30% 70%

Our statement on the Gender Pay Gap

Oldham Council is committed to building an economy that works for everyone.

Our ambition to build this inclusive economy means we lead by example by creating good employment opportunities within the Borough and by paying our staff the National Living Wage.

But we know there’s still work to be done on reducing the Gender Pay Gap.

This year within our own workforce we have reduced the Gender Pay Gap from 7% to 5.14% against a national average of 17.3%. Our commitment to Equal pay is demonstrated by:

  • 11 of the 16 members of the Council’s Senior Leadership team, including the Chief Executive, being female 
  • Operating a transparent pay structure and job evaluation scheme, negotiated with the Trade Unions,  which ensures equal pay for employees doing the same role
  • Having a comprehensive range of flexible working options to support employees in progressing their career regardless of family and life circumstances

In order to reduce the gap further and maintain our commitment to equal pay we will:

  • Continue to monitor and review our gender pay gap
  • Review career pathways for all employees to ensure that there are clear career progression routes for employees in all types of job role.
  • Ensure that workforce is key strand of the Council’s Equality and diversity Strategy
  • Review our recruitment practices to ensure equal opportunity at all stages
  • Improve work place flexibility for all by continuing to: 

       · Advertise and offer where possible flexible options e.g. part time, remote working, compressed hours

       · Champion and promote the use of agile working

I confirm that the published information in relation to the gender pay gap is accurate.

Dr. Carolyn Wilkins OBE
Chief Executive