- Gender pay gap non-existent – turnaround from eight years ago
- Two-thirds of council’s 366-strong workforce are women, with high female representation in senior roles
- Flexible working, anonymous shortlisting and fair pay structures help create the equal workplace
Tamworth Borough Council’s gender pay gap is non-existent after targeted action to see equal pay. The council has just released its ninth annual report, continuing to report a consistent decline in the pay gap since first publishing in 2018 (data from 2017).
The council’s mean gender pay gap is now minus 0.44%, with the mean hourly pay for female employees at £18.34and for males it is £18.26.
The median gender pay gap has further improved to minus 1.51%, with the median hourly pay at £16.81 for females and £16.56 for males. This demonstrates that women’s pay at both average and middle pay levels is slightly higher than men’s.
As of 31 March 2025, Tamworth Borough Council employed 366 people, of which 247 (67.5%) are femaleand 119 (32.5%) are male. This represents an increase in the proportion of female employees compared to the previous year.
Tamworth Borough Council has taken steps to promote gender diversity in all areas of its workforce. This includes:
- All vacancies are eligible for part time and full-time working patterns.
- To reduce bias, recruitment is standardised with a structured interview and often with tasks for candidates to complete.
- Recruitment adverts are inclusive and not gender biased.
- Mix of home and hybrid working arrangements to help attract and develop the best talent.
- Shortlisting is anonymous, with all personal details removed.
- Structured pay bands are in place and there are processes to make sure any starting salaries above the bottom of the pay band are fair and equitable.
- All job roles are evaluated via nationally recognised mechanisms.
- Leave policies promoting flexible working, including part time, job share, flexible start and finish times are available for all.
- Supporting parents with maternity leave, shared parental leave and adoption leave.
- Male and female employees receive the same payments for overtime and allowances.
- Employees with caring responsibilities are supported with carer’s leave.
- Training and development (including professional qualifications) is available to all.
- Performance is not linked to pay.
- Exit interviews are carried out and any areas of concern are examined.
Stephen Gabriel, Chief Executive at Tamworth Borough Council, said:
“We’re proud to see our gender pay gap not only continuing to decline but now in favour of women. We are committed to maintaining this progress and continue to see strong female representation in senior roles across the council.
“We remain dedicated to breaking down barriers and ensuring equality, diversity and inclusion within everything we do to support our employees, making the council a great place to work.”
Tamworth Borough Council is an inclusive and fair employer, committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. It has a clear policy of paying employees equally for the same or equivalent work, regardless of their gender. Job roles are evaluated to determine pay grades impartially.
Notes:
The council has a duty to comply with the Public Sector Equality Duty and Equality Act 2010, which includes the gender pay gap information and requires annual publication of reports for employers with 250 or more employees.
The gender pay gap report sets out Tamworth Borough Council’s results in relation to six calculations, including the mean gender pay gap — the difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees. See the report here: Appendix 3 Gender Pay Gap 2025.pdf