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Workforce information
Information on pay and structure within the organisation
Pay policy statement
Our pay policy statement meets the requirements of the Localism Act 2011 for the London Borough of Barking and Dagenham and covers the 2018-2019 financial year. It is agreed by members in full council. Any changes are approved following a vote at an open meeting of full council, and will result in this pay policy statement being updated.
Pay Policy Statement 2022-23 (PDF, 128KB)
The document includes our policy on:
- the level and elements of remuneration for each chief officer (that is the chief executive, the corporate directors of the council and the divisional directors who report to them)
- the remuneration of its lowest-paid employees (together with its definition of lowest-paid employees and its reasons for adopting that definition)
- the relationship between the remuneration of its chief officers and other officers
- the council’s pay multiple - the ratio between the highest paid employee (the Chief Executive) and lowest paid employee
- other specific aspects of chief officers’ remuneration: remuneration on recruitment, increases and additions to remuneration, use of performance-related pay and bonuses, termination payments, and transparency.
The council may need to change its policy on pay during the year when circumstances demand it.
Archive
Pay Policy Statement 2021-2022 (PDF, 128KB)
Workforce summary
Tuesday 3 April 2018: We are in the process of updating information for this page and will publish the update shortly.
The council had 3,566 employees at 31 December 2014, excluding those in schools. Of those employees, 1,413 (39.62%) worked part-time.
These summary tables include equalities information provided by employees who are encouraged to disclose this for monitoring purposes on a strictly confidential basis. It is not a requirement and some people choose not to disclose information.
| Gender | ||
|---|---|---|
| Female | Full-time | Part-time |
| 2,167 (60.77%) | 1,002 (28.10%) | 1,165 (32.67%) |
| Male | Full-time | Part-time |
| 1,399 (39.23%) | 1,151 (32.28%) | 248 (6.95%) |
| All percentages detailed above are of the total number of Council employees (3,566) |
| Disability | ||
|---|---|---|
| Disabled* | Not disabled | Not disclosed* |
| 152 (4.26%) | 2,250 (63.09%) | 1,164 (32.64%) |
| *employees self-disclosed as disabled | *employees chose not to disclose 'yes' or 'no' | |
| All percentages detailed are of the total number of Council employees (3,566) |
| Ethnicity | ||
|---|---|---|
| Asian/Asian British | Black/black British | Chinese |
| 207 (5.80%) | 532 (14.92%) | 13 (0.36%) |
| White | Mixed | Other |
| 2,553 (71.59%) | 62 (1.74%) | 183 (5.13%) |
| Not disclosed | ||
| 16 (0.45%) | ||
| All percentages detailed are of the total number of Council employees (3,566) |
| Sexual orientation | ||
|---|---|---|
| Heterosexual | Bisexual | Gay man |
| 1,805 (50.62%) | 14 (0.39%) | 31 (0.87%) |
| Lesbian | Other | Not known |
| 12 (0.34%) | 23 (0.64%) | 1,197 (33.57%) |
| Prefer not to say | ||
| 484 (13.57%) | ||
| All percentages detailed are of the total number of Council employees (3,566) |
| Age | ||
|---|---|---|
| 16 to 19 | 20 to 29 | 30 to 39 |
| 75 (2.10%) | 452 (12.67%) | 669 (18.76%) |
| 40 to 49 | 50 to 59 | 60 to 65 |
| 954 (26.75%) | 1,029 (28.86%) | 301 (8.44%) |
| 66 to 74 | 75+ | |
| 80 (2.24%) | 6 (0.17%) | |
| All percentages detailed are of the total number of Council employees (3,566) |
| Faith/Religion | ||
|---|---|---|
| Buddhist | Christian | Hindu |
| 13 (0.36%) | 1,225 (34.35%) | 24 (0.67%) |
| Jewish | Muslim | No faith/religion |
| 7 (0.20%) | 111 (3.11%) | 44 (1.23%) |
| Not disclosed | Other | Prefer not to say |
| 1,822 (51.09%) | 260 (7.29%) | 36 (1.01%) |
| Sikh | ||
| 24 (0.67%) | ||
| All percentages detailed are of the total number of Council employees (3,566) |
Equality Act 2010
The Council has a legal duty, under the Equality Act 2010, to publish annually, workforce information relating to the “protected characteristics”:
- age
- disability
- gender reassignment
- marriage and civil partnership
- pregnancy and maternity
- race (including ethnic or national origins, colour or nationality)
- religion or belief
- sex
- sexual orientation
This is available on the our Equalities and Diversity page.
Senior staff pay
We are in the process of updating information for this page and will publish the update shortly.
All councils are expected to publish details of the salaries of all senior management staff and staff that earn over £50,000.
The salary disclosure is shown in bands and not as an exact amount in most cases (page 57-60):
Draft Statement of Accounts 2019-20 (PDF, 1.7 MB)
Trade union facility time
The Local Government Transparency Code 2015 and Trade Union (Facility Time Publication Requirements) Regulations 2017 requires local authorities to publish information on recognised trade unions and trade union facility time, including the:
- names of the recognised trade unions
- total number of employees who are trade union representatives
- percentage of time spent on facility time
- percentage of the pay bill spent on facility time
Recognised Trade Unions
The council recognises the following trade unions and teacher associations:
- GMB
- UNISON
- UNITE
- NEU
- NASUWT
- NAHT
- ASCL
Trade union facility time
All public-sector organisations that employ more than 49 full-time employees are required to submit data relating to the use of facility time in their organisation. The reporting period is 1 April to 31 March with submissions due by 31 July.
Trade union representatives have a statutory right to time off under Trade Union and Labour Relations (Consolidation) Act 1992.
The general purpose of the legislation and as explained in the ACAS Code of Practice 3, is to ‘aid and improve the effectiveness of relationships between employers and trade unions’. This includes consultation on redundancy situations and/or where the Transfer of Undertakings (Protection of Employees) Regulations (TUPE) apply, representing members and consulting on workplace and health and safety matters.
Details of trade union facility time for the period 1 April 2019 to 31 March 2020
Local authorities are required to publish information separately in relation to their central function and education function employees.
Central function employees (PDF, 113KB)
Education function employees (PDF, 131KB)
Gender pay gap reporting
Fiona Taylor, Active Chief Executive, on gender and ethnicity pay gap reporting
Thursday 28 April 2022
We’re proud that we pay all staff at or above the London Living Wage and we have a long tradition of promoting equality. We were the first council in the country to adopt a Gender Equality Charter in 2016 and it’s really important to us that we continue to track our gender pay gap.
Since the first publication of our gender pay gap in 2018, we have significantly narrowed the gap which continues this year. Our median pay gap (the difference between the midpoints in the ranges of hourly earnings of men and women) is now 0.2% in favour of women - in 2018 our median pay gap was that women were paid 13.9% lower than men.
We were also one of the first councils to sign up to the national Race at Work Charter and for the second year, we’ve voluntarily produced our ethnicity pay gap. Our median pay gap calculations (the difference between the midpoints in the ranges of hourly earnings), show that Black, Asian and Minority Ethnic* employees are paid 2.5% higher than White British employees compared to 5.1% last year.
Ensuring equality in the workplace is really important to us and we’re continuing to ensure that we’re a truly inclusive employer. Over the coming months we’ll be developing more initiatives with staff to ensure there is fairness and transparency in recruitment, career progression opportunities for all, zero tolerance of micro-aggression, discrimination and harassment, and to make sure we’re representative of the borough we serve at all levels.
*We recognise that, while it is widely used in policy discussions, the term BAME is not universally supported amongst the people that it tries to describe. Language matters, and we’re continuing to work with partners across the local government sector, staff and community voices to identify the most respectful, accepted and effective way to refer to people of diverse ethnicities in a policy and workforce context.