Gender Pay Gap report 2021

The Council has published its gender pay gap figures and report based on the snapshot dates of 31 March 2019 and 2020 data. There is also a summary PowerPoint presentation. 

The requirement to publish figures last year was postponed due to the Coronavirus pandemic so this year's report includes both the 2019 and 2020 figures.

Key messages from this year's report are:

(Please note all the reports locally and nationally use pay figures taken from the snapshot period of March)

  • Both the mean average and median average pay gap figures have further reduced showing that the gender pay gap is closing year on year. 
  • Although there is still a slightly wider median gender pay gap at the Council, than the national median comparator, the gap has reduced significantly. 
  • The median pay gap has reduced across all quartiles except for the upper Mid quartile where there is no pay gap. 
  • 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 (69.31%) than men (30.69%) and there are more women than men in all four pay quartiles. 
  • Of the County Council's top four salaries in March 2020, 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 £9.50 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. 
  • Further actions are being developed so that there is continued support 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.