UNDERSTANDING BARNSLEY COUNCIL’S GENDER PAY GAP barnsley.gov.uk BarnsleyCouncil @BarnsleyCouncil Being committed to promoting equality of opportunity for our workforce and tackling workplace exclusion is important to achieving our vision and values. In support of this the Council have undertaken and published equal pay reviews voluntarily since 2OO7, identifying and fulfilling any action points each year. The following analysis has been carried out according to the Equality Act 2O1O (Specific Duties and Public Authorities) Regulations 2O17 which places a mandatory requirement on public sector employers with 25O or more employees, using pay data as of 31 March 17. Barnsley Council’s Workforce Composition The council’s workforce is predominantly female at 68.3%. The majority of female employees are clustered within the bottom three grades. Jobs available within these grades are popular with female employees, either because of the type of work involved or because a large number of the job roles are part-time, which can be balanced against out of work responsibilities. This pattern is observed across the UK workforce and is a result of deep- rooted gender hierarchies in the labour market and is influenced by stereotypical thinking around “male” and “female” occupations. 3 ALL GRADES 2107 EMPLOYEES 976 EMPLOYEES 68.3% WORKFORCE 31.7% WORKFORCE GRADES 12-17 AND SENIOR MANAGEMENT TEAM 51 EMPLOYEES 51 EMPLOYEES 50% WORKFORCE 50% WORKFORCE GRADES 1-3 687 EMPLOYEES 214 EMPLOYEES 76.2% WORKFORCE 23.7% WORKFORCE