Gender Pay Gap report 2019

The Council has published its gender pay gap figures for 2018/19 based on the snapshot date of 31 March 2018 data.

2019 Gender pay gap report (PDF 3MB)

Key messages from this year's report are:
(please note all the reports locally and nationally use pay figures taken from March 2018)

  • Cumbria County Council is committed to workforce equality and diversity. Males and females who do the same or equivalent roles are paid the same
  • the Council employs a higher proportion of women (71%) than men (29%) and there are more women than men in all four pay quartiles
  • of the County Council's top five salaries in March 2018, three roles were held by females, one of which is the Chief Executive
  • the Council pays the Living Wage Foundation UK Living Wage rate (currently £ 9 per hour) as its minimum wage, and this is higher than many equivalent jobs in the private sector
  • despite these facts, there is still a slightly wider median gender pay gap at the County Council than the national median comparator
  • unlike many other councils, Cumbria has a high number of employees in social care roles which are more likely to be in the bottom pay quartiles and are roles predominantly held by female staff
  • a plan is in place to support positive action and 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 also provided such as enhanced annual leave, training, and career progression opportunities.

Whilst a number of initiatives are in place, the Council is not complacent and regularly evaluates progress with the gender pay gap being just one aspect of a wider workforce equality commitment. 

The Workforce Plan 2018 to 2022 agreed by Cabinet clearly sets out that we will do all we can to ensure workplace equality. We remain committed to putting measures in place to remove all barriers, build confidence and empower all staff to help develop their skills to ensure a fulfilling and rewarding career.

The Council will continue to regularly monitor, review and develop practices which 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.