The Public Sector Equality Duty Composite Report 2025
Contents
- The Public Sector Equality Duty Composite Report 2025
- NLC Equality Strategy 2019-2024
- Governance
- Fairer Scotland Duty
- Equality in the Council's Procurement Function
- Education
- North Lanarkshire Licensing Board
- NLC Employment
- NLC Equality Outcomes 2021-2025 Progress Report
- Progress 2021-25 Outcomes 1 to 3
- Progress 2021-25 Outcomes 4 to 6
- Progress 2021-25 Outcomes 7 to 9
- NLC Equality Outcomes 2025-2029
- NLC Equality Outcomes 2025-29 - Outcomes 1 to 3
- NLC Equality Outcomes 2025-29 - Outcomes 4 to 6
- NLC Equality Outcomes 2025-29 - Outcomes 7 to 10
- Next Steps
- NLC Employment Information
- NLC Employment Information - Sex
- NLC Employment Information - Disability
- NLC Employment Information - Ethnicity
- NLC Employment Information - Age
- NLC Employment Information - Sexual Orientation
- NLC Employment Information - Gender Reassignment
- NLC Employment Information - Religion and Belief
- NLC Employment Information - Marriage and Civil Partnership
- NLC Employment Information - Pregnancy and Maternity
- Occupational Segregation – Grades and Occupations – sex, disability and ethnicity
- NLC Equal Pay Statement
NLC Employment Information - Sex
Composition of the workforce
| 2018 | 2020 | 2022 | 2024 | |
|---|---|---|---|---|
| Females | 11164 (77.24%) | 11195 (77.66%) | 13002 (77.61%) | 13063 (77.62%) |
| Males | 3294 (22.78% | 3220 (22.34%) | 3751 (22.39%) | 3767 (23.38%) |
| Total | 14458 | 14415 | 16753 | 16830 (100%) |
Comment: There has been a small increase in the number of people employed in the Council. Since 2018 the % of the workforce who are women has remained consistent at just over 77%.
| Composition of the Workforce | FT | PT | Grand Total |
|---|---|---|---|
| Female | 5448 | 7615 | 13063 |
| Male | 2989 | 778 | 3767 |
| Grand Total | 8437 | 8393 | 16830 |
Comment: 58% of females work part-time. That is 45.2% of the entire workforce. 20% of males work part-time.
Gender Pay Gap for All Employees
| Sex | Employee Count | Average Hourly Rate FTE | Average Hourly Rate Headcount | Gender Pay Gap FTE | Gender Pay Gap Headcount |
|---|---|---|---|---|---|
| Female | 13063 | £27.09 | £20.25 | -£3.82 | £0.84 |
| Male | 3767 | £23.27 | £21.08 |
Comment: The gender pay gap for all employees is 3.97% with females earning £0.84 per hour less than males. This pay gap was 4.97% in 2023.
Gender Pay Gap for the teaching workforce
| Sex | Employee Count | Average Hourly Rate FTE | Average Hourly Rate Headcount | Gender Pay Gap FTE | Gender Pay Gap Headcount |
|---|---|---|---|---|---|
| Female | 3449 | £33.13 | £29.09 | -£0.91 | £1.24 |
| Male | 855 | £32.25 | £30.33 |
Comment: within the teaching workforce the pay gap is 4.11% with females earning £1.24 per hour less than males. In 2023, the pay gap was 4.74%.
Gender Pay Gap for the non-teaching workforce
| Sex | Employee Count | Average hourly rate FTE | Average hourly rate Headcount | Gender pay gap FTE | Gender pay gap Headcount |
|---|---|---|---|---|---|
| Female | 9614 | £24.37 | £17.07 | -£3.86 | £1.29 |
| Male | 2913 | £20.50 | £18.36 |
Comment: The gender pay gap within the non-teaching workforce is 7.03% with females earning £1.29 less on average per hour than males. This was 7.45% in 2023.
Number and % of females in top 2% and 5% of earners in the workforce
| Equal Opportunities | 2018 | 2020 | 2024 |
|---|---|---|---|
| Number of females in top 2% of earners in the council | 208 | 116 | 131 |
| % of council employees in top 2% of earners that are females | 70% | 54.2% | 57.4% |
| Number of females in top 5% of earners in the council | 503 | 278 | 367 |
| % of council employees in top 5% of earners that are females | 69% | 53.25% | 65.07% |
Comment: the % of females in the top 5% of earners in the Council has increased from 53.2% in 2020 to 65% in 2024. The top 2% has also increased slightly with 57.4% female.
Promotions
| Sex | 2018 | 2020 | 2022 | 2024 |
|---|---|---|---|---|
| Female | 163 (72.12%) | 61 (80.26%) | 95 (69.34%) | 215 (86.35%) |
| Male | 63 (27.87%) | 15 (19.74%) | 42 (30.66%) | 34 (13.65%) |
| Total | 226 (100%) | 76 | 137 | 249 |
Comment: 86.35% of promotions went to females in 2024, the highest percentage since 2020.
Leavers
| Sex | 2018 | 2020 | 2022 | 2024 |
|---|---|---|---|---|
| Female | 961 (68.25%) | 611 (65.79%) | 1005 (69.65%) | 1210 (73.6%) |
| Male | 447 (31.75%) | 324 (34.21%) | 438 (30.35%) | 434 (26.40% |
| Total | 1408 | 935 | 1443 | 1644 |
Comment: In 2024, 1644 people left the organisation and 73.6% of those were women. Since 2018 the percentage of the female workforce leaving has risen and the percentage of male leavers has decreased. 4.46% of females leaving the council were dismissed on capability health grounds and for males it was 2.76%.
Recruitment in 2024
| Males applied 5993 | Males interviewed (first interview) 1506 | Males appointed 602 |
| Females applied 14730 | Females interviewed 3212 | Females appointed 1703 |
| Unknown applied 172 | Unknown interviewed 25 | Unknown appointed 35 |
Comment: In 2024, 2340 appointments were made. Of these 25.73% of male applicants were appointed and 72.78% of female applicants were appointed.
Flexible Working – Applications to work flexibly
| Female applications | 396 (89.80%) | Outcome Yes - 370; No – 15; N/A – 11 |
|---|---|---|
| Male applications | 45 (10.20% | Outcome Yes – 41; No – 1; N/A – 3 |
Comment: 89.8 % of applications to work flexibly are from females. 93.43% of applications for flexible working from females were approved. For males it was 91.11%.
