Our actions for the future

During 2025 we will continue to review our pay and reward agenda and job evaluation processes to maintain fairness and consistency.

Equality, Diversity and Inclusion (ED&I) practice is embedded into our values at GCC. As such, we will ensure that we remain up to date with the latest developments to reflect these within our policies and procedures. We will also sustain our encouragement and promotion of participation and membership of our staff networks.

We will continue to make improvements to our buildings to enable teams to work in a more agile way, including refurbishing our locality buildings to include ‘drop-in’ spaces so that staff have a quiet workspace that they can use nearer to their homes, as an alternative to their main work base, as well as to reduce commuting and business mileage.

We are committed to being a council that empowers and enables our staff to work where, when, and how they choose – within a framework that meets our business needs and promotes a healthy work / life balance. This will enable us to support closing our Gender Pay Gap even further by ensuring we are an employer of choice and to aid in staff retention.

The development of the Women’s Network will support the development of future objectives in the workforce equality action plan and act as a critical friend to the wider Equality Strategy. We are also adding an enhanced fertility and assisted conception policy enabling employees to take paid time off for treatment. 

To conclude, as at 31 March 2024 GCC’s mean gender pay gap is 2.5% and the median gender pay gap is 0.9%, a reduction since March 2023. GCC is committed to equal opportunities and equal treatment for all employees and will publish an updated report and data on an annual basis.