Camden Council’s black and ethnic minority staff are paid 14.3 per cent less on average than white employees
PUBLISHED: 15:45 09 April 2018 | UPDATED: 17:00 09 April 2018
The full pay analysis for Camden staff shows that in 2017 the median and mean pay gaps between Black, Asian and ethnic minority (BAME) Band white employees were 11.6pc and 14.3pc respectively.
The figures, published on March 27 in line with new legislation requiring organisations with more than 250 staff to publish their gender pay gap, also reveal that on average women at the council earned 3.5pc more than men.
The council blames the BAME pay disparity on a “lower representation of black, asian and ethnic minority employees in more senior grades in the organisation.
Jo Brown, director of human resources and organisation development at Camden Council, said: “We can be proud of our progress on gender pay, but are not complacent and are committed to supporting all our staff groups to give every opportunity for progression to the highest grades. We are forging ahead of other organisations in publishing our ethnicity and disability pay gaps, and we will now act on this data, with a special focus on assessing the opportunities of potential or current BME employees.
The report points out that by comparing BAME and White staff within each grade by proportion of staff in those grades, there is a lower gap with a median gap of 1.5pc and a mean gap of 1.6pc.
Belsize Tory councillor Leila Roy said: “Camden claims to be a leader nationally for looking after employees because it pays the living wage but then there is this gap between the wages of white and BAME employees. This pay gap makes me very uncomfortable. It is disappointing that once again what the council’s rhetoric is adn what it actually does are very different.”
According to the figures, disabled staff are also paid 1.7pc less than other staff respectively.
The council said: “Having made concerted efforts to ensure our recruitment and working arrangements are in line with best practice in recent years, we view the parity observed in this reporting dimension as an indicator of the success of these efforts. We will continue to seek out ways to support disabled candidates and employees.”
See the full report here
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