A note from Susanna Chilton, People Director
- 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.
Understanding the Gender Pay Gap
What is Gender Pay?
A gender pay gap shows the difference in the average pay between men and women across the entire organisation. It is different from an equal pay comparison, which looks at the pay between men and women who carry out the same job or work of equal value.
What causes a Gender Pay Gap?
There can be many reasons for a gender pay gap, however, it can be affected by the make-up of the workforce and a gender pay gap can be created, for example, when more men than women are employed in senior roles.
The difference between mean and median
Our calculations are based on 5,140 employees (the total number of full-pay relevant employees) in line with reporting regulations. The gender split is 3,524 females and 1,616 Males.
Mean
This is calculated by adding together the hourly rate for all employees and dividing by the total number of employees. This is calculated separately for men and women employees.
Median
This is calculated by arranging the hourly rate for all employees from highest to lowest and is calculated separately for men and women employees. The median is the hourly rate in the middle.
Our 2024 results
Pay
Our results show that women earn £0.96 for every £1 that men earn when comparing median hourly wages.
| 2023 | 2024 | |
|---|---|---|
| Mean | 0.06% | -1.74% |
| Median | -0.43% | -1.50% |
Pay quartiles
The proportion of male to female colleagues in each quartile pay band.
Bonus pay
We do not operate any bonus schemes and therefore have a 0% difference between men and women.