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Employment Equality Duties Report: Analysis and Action Plan (March 2013)

This report outlines the Council's compliance with Employment Equalities duties due by April 30, 2013. Key elements include publishing our equal pay statement, identifying the equal pay gap, and analyzing workforce gender segregation data. Initial findings reveal robust pay structures supporting equal pay but highlight significant gender segregation in certain employment sectors. We also aim to increase staff perceptions of fair treatment, reduce the gender pay gap, and eliminate barriers affecting recruitment and development. The report sets actionable next steps for achieving these objectives.

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Employment Equality Duties Report: Analysis and Action Plan (March 2013)

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  1. Employment Equalities Duties Joint Consultation Group 8 March 2013

  2. Employment Equalities Duties – Specific Duties • By 30th April 2013 the Council is required to publish; • our equal pay statement • our equal pay gap • data on workforce gender segregation • our employment qualities outcomes and progress on mainstreaming • employment data and analysis

  3. Employment Equalities Duties – Equal Pay Gaps * Annual Survey of Hours and Earnings (2012 Provisional Results) (All figures pending external verification)

  4. Employment Equalities Duties – Data Trends • Initial analysis of our workforce data has suggested the following themes; • pay structures are robust and support equal pay • significant workforce gender segregation in business support, personal care and technical and practical groups • greater availability of part time and part year work in grades HC5 and below

  5. Employment Equalities Duties – Workforce Gender Segregation

  6. Employment Equalities Duties – Distribution of Part Time Work

  7. Employment Equalities Duties – Outcome and Mainstreaming • Increase the proportion of staff who feel they are treated fairly. Both in terms of employment and development opportunities, and more generally feelings of fair treatment in the workplace • Reduce the gender pay gap where actions appropriate to an employer can be identified • Eliminate barriers to recruitment and development that contribute to pay inequalities

  8. Employment Equalities Duties – Next Steps

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