Gender Pay Gap Report 2021

Coventry City Council is committed to creating a One Coventry approach which is to be a welcoming, inclusive workplace.  We are moving to become an organisation with a culture that respects and values each other’s differences, promotes dignity, equality, diversity and inclusion whilst encouraging individuals to develop and maximise their true potential.  Being a diverse and inclusive employer is one of our top priorities.

We want our employees to feel that they can be themselves at work, valued for the distinct perspectives that they bring, and are able to go as far as their talents will take them – irrespective of their sex, gender identity, race, sexual orientation, disability, neurodiversity, learning difference, religion, belief or age. 

Feeling included is good for us as individuals; it is good for teams and good for the people and the communities we serve across Coventry.  It is therefore a disappointment to see that the Gender Pay Gap is a little larger this year, than last year, however we are also aware that our Gender Pay Gap is no wider than many of our comparator local authorities. 

In 2021 we launched our Workforce Diversity & Inclusion Strategy which sets out our D&I ambitions over the next three years. As part of our D&I work we continue to implement changes that will lead to improved outcomes for all of our employees.  Improving the Gender Pay Gap continues to be one of our key priorities. During the past year we have:

• Delivered 'Recruiting for Workforce Diversity Training to over 250 recruiting managers.
• We have continued to support our Employee Networks to play an active role across the Council.
• We have become early adopters of the Race Equality Code
• We have supported a number of employees to gain  leadership and management qualifications in order to strengthen our leadership capability.
• We have delivered our first Positive Action programme for our employees from minority-ethnic backgrounds
• Radically updated our flexible working policy to enable employees to work safely from home, this policy included  the providing employees with additional computer screens, desks and office chair in order to help meet the challenges presented by the coronavirus pandemic
• We are implementing a new data warehousing system which will enable us to make better use of our workforce data across service areas.

We are proud of the progress that we are making and continue to be committed to ensuring our Gender Pay Gap remains a high priority. In addition, we are preparing to incorporate Ethnicity Pay Gap reporting to ensure that we are taking the necessary actions required to reduce pay disparity.

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