Equality and Diversity

Our ambition is to make everywhere in Amber Valley a great place to live. Central to achieving this vision is supporting equal life chances and addressing the inequalities and barriers within and between Amber Valley communities.

Our Equality and Diversity Policy Commitment sets out how we are making a difference for Amber Valley. The Council takes the opportunity each year to review what it has achieved and highlights these achievements in its annual report. Annual reports are also produced for Licensing, Planning BoardStandards and Appeals Committee and Improvement and Scrutiny Committee.

We have also reviewed how we are meeting the Public Sector Equality Duty and this is set out in the two reports below which cover 2017 and were published by 31 January 2018.


Equality Updates

The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 which came in to force on 31 March 2017 require public authorities to publish a Gender Pay Gap Report which sets out the following information:

  1. The difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant equivalent employees
  2. The difference between the median hourly rate of male full-pay relevant employees and that of female full-pay relevant employees
  3. The difference between the mean bonus pay paid to male relevant employees and that paid to female relevant employees
  4. The difference between the median bonus pay paid to male relevant employees and that paid to female relevant employees
  5. The proportions of male and female relevant employees who were paid bonus pay and
  6. The proportions of male and female full-pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands


The information is required to be published by 31 March 2018 and annually thereafter. The information for Amber Valley Borough Council for 2017/18 is shown below:

   Hourly Rate   

Male   

   Female   

   Difference %

   Mean

   £13.11   

£12.40   

5.39%   

   Median

£10.38   

£12.00   

15.61%   

 

   Pay Quartiles

   Male %

   Female %   

   Top

   61.5%   

   38.5%

   Upper Middle   

   37.5%

   62.5%

   Lower Middle

   73.4%

   26.6%

   Lower

   20.3%   

   79.7%

 

   Women’s Bonus pay is

   Mean

   Median

   % higher/lower

0%   

0%   

   Percentage who received   

   bonus pay

   Of men   

   Of women   

 

0%   

0%   


Equality Impact Assessments

Equality Impact Assessments are also key tools in helping us meet the Public Sector Equality Duty. Carrying out an Equality Impact Assessment helps us find out whether an existing or proposed service/policy/activity has a negative or positive impact on different groups within the community and what we need to do to address any negative impacts.

Below are the Equality Impact Assessments we have carried out (most recent listed first):

 

 

Contact Details
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If for some reason you are unable to find the information which you require on our website, you can contact us by the following methods.


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