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% would be appropriate to support an ambition to improve workforce diversity. In relation to flexible working, it was confirmed that some male employees are on part-time arrangements alongside other options. In response to Councillor Miles’ query regarding pay scales, the Head of People noted that each grade contains two pay points, and all staff enter on the minimum, with variation from this requiring approval as a means of ensuring fair pay decisions. Furthermore, in 2025 an incremental progression plan was introduced to allow employees to move up the pay scale after a 6-month probationary period. The Committee heard a summary of findings from the last EDI survey which noted some instances of bullying or harassment in the workplace and work is ongoing to address these.  

The EDI Specialist confirmed that analysis of the EDI survey results is underway, and development of an anonymous reporting system for bullying and harassment is ongoing. The Committee also heard an update on progress being made on with encouraging employment at the Council via schools, and the aspiring managers’ scheme.  

Councillor Corais queried the drop off between application and hiring stage for those from ethnic minority groups.  

Councillor Ottino requested examples of ongoing outreach activities which aim to support increasing presence of ethnic minorities within the workforce.  

The Chair, noting the awaited guidance from the EHRC, asked how the rights of trans and non-binary persons in the workplace will be impacted. 

In response to Councillor Corais, Councillor Chapman explained that hiring is based on suitability for roles, regardless of ethnic background and the statistics represent those who have been selected based on merit and meeting the require criteria. The Head of People also noted that progress had been made in this area, referencing data within the report, and explained that anonymous applications have been introduced to reduce any bias in shortlisting. The Committee understood that further work on inclusive recruitment practices would be ongoing over the next year.  

In response to the Chair, the Head of People recognised the impact that the EHRC guidance will have, and the difficulties faced by trans and non-binary colleagues. The Committee heard an update on the trans network designed to offer support, and the space this will open for sharing experiences.  

The EDI Specialist outlined additional work and conversations which have been ongoing over the past year with colleagues, and the supportive environment this has enabled for employees to come forward with increased confidence.  

Councillor Chapman emphasised the value the Council places on inclusive values and the focus and work which goes into continuously improving.  

The Chair associated himself with Councillor Chapman’s sentiments and invited discussion of possible recommendations.  

The Committee resolved to recommend to Cabinet: 

1. That the current target for workforce representation of 17% for employees from minority ethnic groups be increased to a higher, evidence-based, figure in order to restrengthen the Council’s recruitment from these groups.  

2. That Cabinet fully implement an anonymised, third-party reporting system, reflecting standard practice across the public and private sectors, to enable employees to raise concerns relating to harassment, bullying, discrimination, corruption and other workplace-related issues with confidence.   

3. Acknowledging there are challenges posed by low staff numbers and reliability of available data in this area, that future workforce equality reports include a dedicated section on gender reassignment, recognising this as a protected characteristic. 

The Chair thanked the officers and Cabinet member.  

Councillor Chapman, the Head of People, and the EDI Specialist left the meeting and did not return.