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 2018 and were published by 31 January 2019.

Gender pay gap

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 2019 and annually thereafter. The information for Amber Valley Borough Council for 2017/18 and 2018/19 is shown below:

Hourly rate Male Female Difference %
Mean 2017-18 £13.11 £12.40 5.39%
Mean 2018-19 £13.18 £12.66 3.89%
Median 2017-18 £10.38 £12.00 15.61%
Median 2018-19 £10.48 £12.12 15.65%

 

Pay quartiles Male % Female %
Upper 2017-18 61.5% 38.5%
Upper 2018-19 55.9% 44.1%
Upper middle 2017-18 37.5% 62.5%
Upper middle 2018-19 26.7% 73.3%
Lower middle 2017-18 73.4% 26.6%
Lower middle 2018-19 44.1% 55.9%
Lower 2017-18 20.3% 79.7%
Lower 2018-19 63.3% 36.7%

 

Women's bonus pay is Mean Median
% higher / lower 0% 0%
Percentage who received bonus pay of men of women
for 2017-18 and 2018-19 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).

Need further help or information?

Contact the team directly on 01773 570222 or email enquiry@ambervalley.gov.uk