City of Wolverhampton Council is committed to being a positive, progressive, and people-focused organisation – one that is passionate about making our city a better place for everyone who lives, works, and visits here.
Equality, diversity, and inclusion are not just words to us – they are core values that underpin everything we do.
City of Wolverhampton Council produce key pay gap reports and go above and beyond employer statutory requirements on gender pay gap reporting to present pay gaps on ethnicity, disability and sexual orientation alongside the Annual Workforce Equalities monitoring.
Annual Workforce Equality Monitoring Report
The Annual Workforce Equality Monitoring report provides a statistical data overview of City of Wolverhampton Council employees, as required by the specific duties of the Equality Act 2010
The Annual Workforce Equality Monitoring Report contains information on:
- Overall headcount
- Pay and grade
- Recruitment
- Promotion
- Training
- Disciplines
- Grievances
- Leavers
- Dismissals
- Maternity
Combined Pay Gap Reports
This year (2025) our combined pay gap report provides a detailed analysis on our gender, ethnicity, disability and sexual orientation pay gaps.
For the purposes of calculating ethnicity, disability and sexual orientation pay gaps the government methodology for gender pay gap is applied and our data snapshot date is 31 March each year.
The City of Wolverhampton Council recognises care leavers and the armed forces community as protected characteristics and will therefore include in future reports once sufficient data is available for analysis.