Ensuring equal pay for work of equal value using job evaluation. Adoption of the Living Wage, which is paid to all employees at the lower level of the pay structure. This aims to help to reduce the effects of poverty. Monmouthshire County Council introduced the Living Wage in April 2014. Monmouthshire County Council is not accredited for the Living Wage, and it is optional for it to apply any Living Wage pay increases when they arise. The Council increased the Living Wage in April 2018 to the national level (£8.75 per hour). Payment for the Living Wage is paid as an additional amount to an employee’s grade. Promoting and supporting a number of flexible working policies for all employees within the organisation, irrespective of gender. These include job share, part time working and, term time working. In some areas, there is also a flexibility, under agile working, to work from different locations. The Council is therefore confident that its gender pay gap does not stem from paying male and female employees differently for the same or equivalent work. Rather its gender pay gap is the result of the in which male and females work within the Council and the salaries that these roles attract.
Ensuring equal pay for work of equal value using job evaluation. Adoption of the Living Wage, which is paid to all employees at the lower level of the pay structure. This aims to help to reduce the effects of poverty. Monmouthshire County Council introduced the Living Wage in April 2014. Monmouthshire County Council is not accredited for the Living Wage, and it is optional for it to apply any Living Wage pay increases when they arise. The Council increased the Living Wage in April 2018 to the national level (£8.75 per hour). Payment for the Living Wage is paid as an additional amount to an employee’s grade. Promoting and supporting a number of flexible working policies for all employees within the organisation, irrespective of gender. These include job share, part time working and, term time working. In some areas, there is also a flexibility, under agile working, to work from different locations. The Council is therefore confident that its gender pay gap does not stem from paying male and female employees differently for the same or equivalent work. Rather its gender pay gap is the result of the in which male and females work within the Council and the salaries that these roles attract.