A 'Gender Pay Gap Action Plan' is being developed by South Kesteven District Council.

Members of its Employment Committee meeting next Wednesday (March 18) will hear that the council already has a declining 'gender pay back' but new initiatives are needed to bring about equality.

A council report says that in 2017 the 'mean' (total wage bill divided by number of recipients) wages of men were 3.7 per cent higher than women, a number which rose to 6.2 per cent in 2018 but fell to 4.44 per cent in 2019.

The 'median' or middle value was in 2017 was 20 per cent higher for men in 2017, falling to 11.7 per cent in 2018 and falling further to 9.95 per cent last year.

However, within that, most of the lowest paid quarter of jobs were carried out by men, with women carrying out most roles in the next quarter of paid roles. Men also tended to carry out more of the higher paid roles.

The report says the council has analysed how people are paid and the value roles contribute to the council. It is therefore 'confident' that men and women are paid equally for the same or equivalent roles.

But the report said the council needs to look at recruitment factors and influences to achieve equality.

A Gender Pay Gap Action Plan proposed a range of actions.

They included ensuring advertised roles highlighted the council's commitment to workplace flexibility to enhance the council's reputation for inclusivity.

It would introduce a programme to recruit returners for employment to provide opportunities for women who have been out of employment for some time.

Recruitment panels would have 'male/female representation where possible'.

Performance self-assessments would also be introduced as part of the appraisal process as there is some evidence women underestimate their abilities their abilities, or are more conservative in their assessment of their abilities than men are.

More would be done to promote shared parental leave, it added.