The Annual workforce monitoring report provides a statistical data overview of City of Wolverhampton Council staff, as required by the specific duties of the Equality Act 2010

The 2017 - 2018 Equality in Employment Monitoring Report contains information on:

  • Overall headcount
  • Pay and grade
  • Recruitment of staff
  • Promotion
  • Training
  • Disciplines
  • Grievances
  • Leavers
  • Dismissals
  • Maternity

Gender Pay Gap Report

The new gender pay gap reporting obligations have been introduced alongside the existing requirements for specified public bodies.  For the public sector gender pay gap reporting is a requirement of the Equality Act 2010 (Specific Duties and Public Authorities) regulations 2017 for employers with 250 employees or more as at a 'snapshot date'. 

It is a statutory requirement for all employers with 250 or more employees to publish various figures to demonstrate how large the gender pay gap is between their male and female employees.

There are 6 calculations that we are required to report on, our data snapshot date is 31 March 2019;

  • The mean gender pay gap
  • The median gender pay gap
  • The mean bonus gender pay gap*
  • The median bonus gender pay gap*
  • The proportion of males and females receiving a bonus payment*
  • The proportion of males and females in each quartile band

*This is not applicable to City of Wolverhampton as there is no bonus scheme in place.

The regulations require all employers who meet the criteria to publish their data information on the GOV.UK website. Publishing of the data is required by 31 March 2019 for this report and by the 30 March after the snapshot date in subsequent years.