Blackpool Council’s efforts on gender pay-gap and family-friendly policies

Women employed by Blackpool Council continue to get fair treatment when it comes to pay, the latest figures show.

Family friendly policies and support for those going through the menopause are among the initiatives helping women in the workplace.

The town hall’s latest annual report into the gender pay gap shows rates are slightly in favour of women for the fourth year running.

There is a negative pay gap of just under one per cent (-0.94 per cent) which indicates women are on average paid a greater hourly rate than men. The previous year’s figure was -0.77 per cent.

The report says: “Although these figures are favourable for the council, we are not complacent and will continue to monitor our performance, along with initiatives that we have in place which have contributed to these results.”

The gender pay gap is defined as the differences in the average earnings of men and women over a standard period of time, regardless of the seniority of their role.

A positive pay gap indicates that men are paid on average a greater hourly rate; a negative pay gap indicates that women are paid on average a greater hourly rate.

Policies adopted by Blackpool Council to support women in the workplace include shared parental leave, flexible working and job shares.

A staff support group has also been set up to support women who are going through the menopause, with new guidance and training for managers introduced.

The council’s latest pay policy statement also includes opportunity for members of the full council to vote on senior remuneration packages with a value over £100,000 prior to an offer of a job being made.

The most recent published figures show Blackpool Council has nine town hall directors who received remuneration worth more than £100,000 in 2019/20 including pension benefits, with the council’s top earner being chief executive Neil Jack who took home £158,000.

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Lancs Live – Blackpool