Gender Pay Gap report 2022

The Council has published its gender pay gap figures based on the snapshot date of 31 March 2021 data. The Gender Pay Summary presentation (PDF 683KB) contains the key figures.  

Last year's Gender Pay Gap report 2021 (PDF 1MB) contained detailed explanations, information and included action plans going forward and these still remain current. 

As the Council prepares for Local Government Reorganisation in April 2023 a People Plan 2022/2023 has been developed and this sets out the focus and further actions regarding the workforce, including many measures to help and support people's wellbeing, empowerment and progression. This in turn will support the ambitions of further reducing the gender pay gap. 

Key Messages from this year's figures include: 

  • The gender pay gap is continuing to close year on year. 
  • Both the mean average and median average pay gap figures have further reduced Although there is still a slightly bigger median gender pay gap at the Council, than the national median comparator, the gap continues to reduce. 
  • The median pay gap figures also continues to reduce across all quartiles except for the upper quartile where there is a very slight increase. 
  • There continues to be no median pay gap in the Upper Mid Quartile.  
  • The mean pay gap also continues to reduce across all quartiles.
  • 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 (69.38%) than men (30.62%) and there are more women than men in all four pay quartiles. 
  • Of the County Council's top four salaries in March 2021, 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 £9.90 per hour) as its minimum wage. 
  • 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.