Enfield Council is proud to reaffirm its commitment to tackling inequality and promoting an inclusive workplace following the publication of its Pay Gap Report 2024.
It is vital that we ensure equality in the workplace to achieve high-quality services and value to our communities.
Recent analysis has shown promising results, indicating that Enfield Council's gender pay gap is better than that of many other public sector organisations. This achievement underlines the Council's unwavering efforts to promote equality and ensure fair treatment for all.
Enfield Council’s Cabinet Member for Community Safety and Cohesion, Cllr Gina Needs, said: “We remain dedicated to creating a fair workplace as this will enable us to continue delivering high-quality services to our communities. Our Pay Gap Report highlights the remarkable progress this Council has made in recent years, but we know there is more work to be done. We will continue to work with colleagues to identify and address areas needing attention. We are committed to tackling inequalities and will always strive towards a fully inclusive workplace.”
Although not a legal requirement to publish ethnicity and disability pay gap reports, Enfield Council has been publishing these for years and is dedicated to addressing any inequalities within these areas. The Council believes that sharing these reports is crucial for fostering a diverse and inclusive culture.
Looking ahead, Enfield Council will include the findings from these analyses into the continuous improvement of its pay and reward systems, recruitment practices, organisational culture, and staff development programmes.
Enfield Council has implemented numerous initiatives to reduce gender, ethnicity, and disability pay gaps. These include supporting both part-time and full-time working patterns for all job roles and vacancies, including changing recruitment processes to tackle bias. Recruitment shortlisting is conducted anonymously, and structured pay bands ensure fair and equitable starting salaries.
Elsewhere, support is provided for parents with maternity and paternity leave, shared parental leave, and adoption leave. Employees with caregiving responsibilities are also supported through carer’s leave.
Staff members have access to a range of training and development opportunities, including accredited apprenticeship programmes for professional qualifications. The Council's leadership and management development programme aims to identify and develop future leaders and managers.
These comprehensive efforts, along with the Fairer Enfield Policy and Workforce Strategy, are instrumental in driving the Council's commitment to closing the pay gap and promoting a diverse and inclusive workplace.
The Pay Gap Report 2024 can be found on the Council's website.