Cabinet, at its meeting on 21 January 2026, will consider a report to share current progress on the Workforce Equalities Report and Action Plan and to present and seek approval for the publication of the annual Workforce Equality Report 2024/2025, the Gender Pay Gap Report, Ethnicity Pay Gap Report and Disability Pay Gap Report.   

Councillor Nigel Chapman, Cabinet Member for Focused Services and Council Companies, Gail Malkin, Head of People and Sobia Afrida, EDI Specialist have been invited to present the report and take part in discussions.

The Committee is asked to consider the report and agree any recommendations.

Cabinet, at its meeting on 21 January 2026, will consider a report to share current progress?on the?Workforce Equalities Report and Action Plan?and to present and seek approval for the publication of the annual Workforce Equality Report?2024/2025, the Gender Pay Gap Report, Ethnicity Pay Gap Report and Disability Pay Gap Report.??? 

Councillor Nigel Chapman,?Cabinet Member for Focused Services and Council Companies,?Gail Malkin, Head of People and Sobia Afrida, EDI Specialist, were present to respond to questions.  

Councillor Chapman introduced the report and provided a comprehensive summary, noting that it represents data as of 31 March 2025 and includes information regarding gender, ethnic minority, and disability pay gaps. Councillor Chapman thanked the officers who have supported the work and praised the Council’s achievements in relation to increasing workforce diversity. A summary of the EDI staff survey was delivered, and the Committee heard an explanation of external context linked to a reduction in the progress of improving the gender pay gap.  

The Chair invited questions form the Committee.  

 
Councillor Rowley noted that Oxford City Council is one of few councils to publish such a breadth of data, however recognised that there has been a rise in pay gaps as more staff have been recruited. It was asked how this Council compares with other examples, and whether any analysis of the reasons for this issue has been completed.  

The Head of People summarised a report commissioned by the Council seeking research relating to pay gaps and informed the Committee that recommendations had been made around intersectional data analysis, positive action, and KPIs for manages. The Head of People confirmed that the latter two recommendations have been implemented through ongoing work with service directors, however monitoring of data relating to promotions is yet to begin. The Committee understood that this data rests on the willingness of staff to share their personal data with the Council.  

Councillor Miles firstly queried whether the positive progress against ethnic minorities targets meant that it could be increased to encourage further improvement, and secondly whether anything could be done to encourage men to opt for flexible working to promote more gender equality. Councillor Miles also asked whether action could be taken to ensure those who have the necessary skillsets, are not automatically locked onto lower pay brackets when recruited, specifically in reference to skills learned from informal employment. Finally, Councillor Miles whether data is disaggregated according to those who live within Oxford, and outside of the city, and whether more data on youth employment could be presented. 

Councillor Chapman explained that disaggregation of data would be a task for the new authority which will emerge following Local Government Reorganisation and any new geographical boundaries. In relation to flexible working, the Committee were reminded of the Council’s positive action schemes to support various skillsets and training and the successes these have achieved in focusing on the correct groups within the workforce.  

In relation to targets, the Head of People explained that an increase to 17%  ...  view the full minutes text for item 87