Agenda and draft minutes

To receive declarations by Councillors of interests in respect of items on this Agenda.

Councillors are reminded that, in accordance with the Localism Act 2011, they are required to declare any disclosable pecuniary interests which have not already been declared in the Council’s Register of Interests. (It is a criminal offence not to declare a disclosable pecuniary interest either in the Register or at the meeting).  

Whilst not a legal requirement, in accordance with Council Procedure Rule 9 and in the interests of clarity and transparency, Councillors should declare any disclosable pecuniary interests which they have already declared in the Register, at this point in the meeting.  

In accordance with Part B Section 2 of the Code Of Conduct, Councillors are required to declare the existence and nature of any other interests as defined in paragraphs 8(1) or 9(2) of the Code of Conduct. 

Councillor Wood declared his interest as an employee and member of UNISON and as a member of Unite the Union, these interests being publicly declared. He also declared that his wife is a member of UNISON, Unite the Union and GMB. 

To receive as a correct record the Minutes of meeting held on 10^th July 2025 (previously circulated). 

The minutes of the meeting held on 10^th July 2025 were approved as a correct record. 

There were no items of urgent business. 

Report of the Senior HR Business Partner.

The Senior HR Business Partner presented proposed amendments to three policies for the Committee to consider and provide comments before referral to People and Organisational Development Committee.

The draft policies considered were as follows:

·       Flexible Retirement Policy

·       Disciplinary Policy

·       Appeals Policy

After summing up the proposed changes to all three policies, the Senior HR Business Partner requested comments and questions from the Committee.

It was moved by Councillor Jason Wood, seconded by Councillor Paul Hart and agreed. 

Resolved: -

That the following policies, appended to the report, be approved:

·                             Flexible Retirement Policy.

·                             Disciplinary Policy.

·                             Appeals Policy.

Report of the OD Manager and Senior HR Business Partner. 

The Senior HR Business Partner presented a report that updated the Committee on the work carried out to implement improvements to the Council’s recruitment processes. After summarising the work undertaken on the Council’s inclusive recruitment practices and the plans for further improvements the Committee was asked for comments or questions.

The Committee discussed the filling of Council vacancies and synergy and integration with the WorkWell support and assessment service.  It was noted that officers would raise this with colleagues to see if this can be offered. 

The Chair welcomed the report and encouraged Councillors to go back to their Groups to advise of the good work that is being undertaken. 

At the conclusion of discussion, the Committee noted the report.  

Resolved: -

That the report be noted. 

Report of the Workforce Development and HR Systems Officer. 

The Senior HR Business Partner presented a report on the draft Compliance Training Policy. 

The Committee was provided a summary of the purpose of the policy and proposed training requirements and was then asked for questions or comments.

There was a discussion regarding paragraph 6.1 of the Policy and whether to include a better description on how this could be integrated through Annual Conversations.  Also discussed was the issue of whether staff had been consulted on how they wished to be trained.  Also with regard to training was the possibly of a hybrid way to undertake this in smaller teams, with a follow up to discuss training, which could then be feedback to HR.  It was noted that officers would follow these up and see if these can be developed in a different way.  Also discussed, referring to paragraph 5.2 of the Policy, was including making time available to do this. 

It was moved by Councillor Jason Wood, seconded by Councillor Paul Hart and agreed. 

Resolved: -

That the Compliance Training Policy, appended to the report, be approved. 

Report of the Talent and Organisational Development Officer. 

The Chief Officer – People and Policy presented the People Analytics Mid-Year Report2025/26 to the Committee for information, review, and comment, highlighting key workforce trends and projections to year-end.

There was a discussion regarding agency worker spend, legal consultancy spend and a spike in the use of agency workers.  The possibility of pooling resources with other local councils to reduce consultancy work spend was also discussed, however this was only likely to be explored following local government reorganisation.  It was noted that the agency worker spike was mainly due to the need for staff to roll out the wheelie bin recycling service.  The figures regarding staff sickness were also discussed. 

Note:  At this point Councillor Paul Hart left the meeting. 

It was moved by Councillor Jason Wood, seconded by Councillor Keith Budden and resolved as follows:

Resolved: -

That the Committee:

1.     Notes the contents of the People Analytics Mid-Year Report 2025/26, appended to the report. 

2.     Has provided feedback and identified areas for further analysis or follow-up with Service Business Partners. 

3.     Endorses the report’s use as the basis for ongoing workforce monitoring and planning through to the end of the financial year. 

4.     Requests information from Chief Officers on agency and consultancy spend, in particular Legal Services and other areas of high agency and consultancy spend, the work undertaken and any alternatives, to enable the Committee to consider the information provided. 

Report of the Chief Officer – People and Policy. 

The Chief Officer - People and Policy presented a report that enabled the Committee to consider the Gender Pay Gap report, and the comparison between figures for 2024 and 2025. 

Members were informed that the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 required that organisations with 250 employees or more publish specific figures about their gender pay gap on a snapshot date of 31^st March each year. 

The report provided the 2025 Gender Pay Gap figures and analysis.  Gender Pay Gap figures for 2025 are as follows:

1. Mean Gender Pay Gap 1.8% (compared to 3% in 2024).

2. Median Gender Pay Gap 5% (compared to 5% in 2024). 

In conclusion it was reported that the Council continues to pay its staff in accordance with internal policy and procedure and complies with employment legislation in ensuring pay rates follow the principle of ‘equal pay for work of equal value’. The Council is also a Real Living Wage Employer. 

The primary reasons for the Gender Pay Gaps as reported are the make-up of the Council’s workforce. The Council’s lower quartile roles are attracting female applicants due to external circumstances and due to historically roles being female dominated in these areas. 

The Council’s gender pay gap is favourable when compared to national averages. However, the Council has continued to develop and promote a range of workforce strategies, as outlined in the report, that contribute towards addressing the gender pay gap by enabling the Council to recruit and retain talent, which has seen the gender pay gap reduce since 2023. 

The Committee considered the information contained in the report and requested officers to reference the work undertaken on Gender Pay Gap in the Pay Policy Statement Report that will be submitted to Council, with a press release also to be circulated at the appropriate time. 

The Chair, on behalf of the Committee, expressed his appreciation for the excellent work undertaken, the positive plans that are in place and the action taken to address this. 

Resolved: -

That the Committee notes the gender pay gap report and the figures provided for 2025.