Gender Pay Gap report 2023

The Council has published its gender pay gap figures based on the snapshot date of 31 March 2022 data. The Gender Pay Summary presentation (PDF 585KB) contains the key figures. 

In October 2021 a full report (for 2020 data) contained detailed explanations and information and included action plans going forward to help reduce the gap. These actions remain current and ongoing. 

A more detailed report has not, therefore been provided as the Council is preparing for Local Government Reorganisation in April 2023. The People Plan 2022/2023 has been developed and sets out the Council's focus up to 'vesting day' i.e. 1 April 2023. The plan centres around 3 themes 'Support and Engage', 'Enable' and 'Grow'. This will further support the measures to improve the Gender Pay Gap. 

Key Messages from this year's figures include: 

  • The gender pay gap is continuing to close year on year with quite significant reductions in the last year. 
  • Both the Median average and Mean average pay gap figures have reduced further. 
  • Both the Median and Mean pay gap figures are lower than the Public Sector and National Median and Mean averages.
  • The Median pay gap figures also either continues to reduce or is similar across all quartiles except for the upper quartile where there is a very slight increase. 
  • There is a negative Median pay gap in the Upper Mid Quartile.  
  • The mean pay gap fluctuates slightly but has reduced in the Upper Quartile.
  • The Council employs a higher proportion of women (69%) than men (31%) and there are more women than men in all four pay quartiles. 
  • Of the County Council's top three salaries in March 2022, two roles were held by females. 
  • The Council pays the Living Wage Foundation UK Living Wage rate (currently £9.90 per hour) as its minimum wage, and this is higher than many equivalent jobs in the private sector. 
  • Unlike many other councils, Cumbria has a high number of employees in social care roles which are more likely to be in the lower pay quartiles and are roles predominantly held by female staff. 
  • Progress has been achieved and many of the actions developed in the previous year's Reports have been embedded into practice.
  • There is continued work to help drive improvements by investing in employee development programmes and supporting the workforce to grow their skills, abilities and confidence. 
  • Family friendly flexible working options and employment benefits are provided such as enhanced annual leave, training, and career progression opportunities and these are being promoted through improved job vacancy advertising.

The Council will continue to regularly monitor, review and develop practices that provide equality of opportunity for all and ensure the Council uses the best talent and skills available for a diverse and inclusive workforce to the benefit of the communities it serves, its employees and its partners, regardless of gender or any other characteristic.