At Coventry City Council, we remain committed to our One Coventry vision – building a diverse, inclusive, and welcoming organisation where everyone can thrive. We want our workforce to reflect the communities we serve, and to be a place where every individual can reach their full potential, regardless of gender or background.
This year’s Gender Pay Gap data shows that we will also break down the data by full-time vs part-time roles to check for gender clustering and upskilling for women in part-time and lower-graded roles, so we can target coaching and mentoring schemes that support women into leadership. We will also be making sure that progression pathways and temporary opportunities are more transparent and equitable. The median hourly pay for women is £0.96 for every £1 earned by men. While this remains broadly in line with many of our comparator authorities, we are disappointed to see a slight increase in the gap compared to last year.
We are taking steps to address this and reduce the gap over time. These include: offering greater flexibility in working arrangements to support work–life balance; promotion of our 'match' offer on starting salaries to ensure this is applied consistently to all new starters and introducing a new HR system to monitor pay equity in real time. This system will also be used to implement intersectional pay gap reporting to consider the findings and act on them.
Tackling the gender pay gap is not a one-off task, but a long-term commitment. We will continue to challenge ourselves and work in partnership with staff, leaders, and trade unions to ensure fairer outcomes for all.
We are proud of the changes we have made so far and are committed to ensuring our gender pay gap remains a high priority.
