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Workforce information

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 2018-19 Report - App. A Statement (PDF, 145.35 KB)

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
  • 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.


Our pay policy statement for 2017-2018:

Pay Policy Report 2017-2018 - App. A Statement (PDF, 94.20 KB)

Workforce summary Toggle accordion

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.

2,167 (60.77%)1,002 (28.10%)1,165 (32.67%)
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)
Disabled*Not disabledNot 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)
Asian/Asian BritishBlack/black BritishChinese
207 (5.80%)532 (14.92%)13 (0.36%)
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  
HeterosexualBisexualGay man
1,805 (50.62%)14 (0.39%)31 (0.87%)
LesbianOtherNot 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)
16 to 1920 to 2930 to 39
75 (2.10%)452 (12.67%)669 (18.76%)
40 to 4950 to 5960 to 65
954 (26.75%)1,029 (28.86%)301 (8.44%)
66 to 7475+ 
80 (2.24%)6 (0.17%) 
All percentages detailed are of the total number of Council employees (3,566)
13 (0.36%)1,225 (34.35%)24 (0.67%)
JewishMuslimNo faith/religion
7 (0.20%)111 (3.11%)44 (1.23%)
Not disclosedOtherPrefer not to say
1,822 (51.09%)260 (7.29%)36 (1.01%)
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 Toggle accordion

April 2018: 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 £58,200.

The salary disclosure is shown in bands and not as an exact amount in most cases (page 60-61):

Audited Statement of Accounts 2017-18 (PDF, 3.3 MB)


Trade union facility time Toggle accordion

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 faciality 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
  • NUT
  • ATL
  • NAHT
  • ASCL

Trade union facility time

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 2017 to 31 March 2018

Local authorities are required to publish information separately in relation to their central function and education function employees.

Central function employees (PDF, 118.00 KB)

Education function employees (PDF, 118.00 KB)

Gender pay gap reporting Toggle accordion

A message from Chris Naylor, Chief Executive, on gender pay gap reporting

Wednesday 28 March 2018

Chris NaylorWe are delighted that all large organisations are required to publish their Gender Pay Gap. Transparency helps to drive change and is a key feature of the council’s Gender Equality Charter.

We are doing lots of remarkable things for gender equality, including: the first council in the Country to develop and launch a Gender Equality Charter; a month-long programme of events for Women’s Empowerment, which we have hosted over the last three years; a thriving Women’s Network; and Women’s Empowerment Awards to mark the diverse achievements of the women of Barking and Dagenham.

It is because of our programmes and efforts that we have closed the mean hourly pay gap at senior, middle and professional levels in our organisation. We have a gender-balanced senior leadership team, and we are one of few councils in the country with more women than men on our political Cabinet.

We are proud to be an employer that pays at or above the London Living Wage, with good pay and conditions, including access to pensions and other staff benefits. This means that services such as building cleaning and school catering, which are services predominantly undertaken by women, many of whom live locally, have not been outsourced to private sector companies who would slash their conditions of employment. To highlight this point, we pay our building cleaners the London Living Wage, they are entitled to be members of the local government pension scheme and they have access to a range of other staff benefits including sick pay and annual leave. These are significantly better terms than are offered in some parts of the private sector. However, retaining this service in-house does affect our overall pay gap data because of the large number of employees in this service and because the majority of them are women.

We know that many other Local Authorities and public-sector organisations have outsourced cleaning and school catering services to private contractors, which means these workers are excluded from their pay gap data. Were we to compare ourselves with those authorities or organisations on a like for like basis our median gap would reduce to 0.3%. The predominance of women in occupations, such as cleaning, catering and caring is a long-term societal issue but one we are determined to tackle. We are fully committed to removing the barriers that create gender segregation in our workforce and hope that through greater transparency these issues will be addressed across the nation. For Barking and Dagenham, this means working hard to encourage more men to work in cleaning, catering and caring professions and more women to work in what have been traditional male occupations.

We are also required to publish information about bonus pay. The council doesn’t have a bonus pay scheme for the Chief Executive, Senior Leadership Team and other senior managers. Indeed, the vast majority of the 3,000 staff in Barking and Dagenham do not receive a bonus payment of any kind. Under the gender pay reporting calculations, we do, however, have two specific schemes in place that we must report. One of these we inherited when the workforce in question was transferred into the council, and one which we introduced to attract and retain social workers. In relation to the transferred staff, we have a bonus scheme that we inherited under the TUPE regulations when our Repairs and Maintenance staff were transferred back into the council when the outsourced contract expired. This is currently an all-male group of staff, and the bonus arrangements are protected under legislation. Our other scheme is a specific recruitment and retention payment made to our hard to recruit and highly valued children’s social workers.

Our published data shows that only 180 staff receive these payments and we certainly don’t have bonus pay arrangements for any other groups, including senior management.

The gender pay gap is the average pay for women and average pay for men in an organisation, no matter what job they do. This is different to equal pay which deals with the pay differences between men and women who carry out the same or similar jobs.  We have a long established accredited job evaluation arrangement which provides a recognised way to avoid equal pay issues.

We have a great approach to flexible working, supporting home working, part-time and term-time only working, and family friendly policies, which have helped us to attract and retain staff.

It matters to us that we keep our positive approach to gender equality under review, and over the next year we will track and publish our gender pay gap on a quarterly basis to continue to measure our progress.

I confirm that the calculations provided on the gender pay gap reporting website, and the London Borough of Barking and Dagenham’s website are correct.

Chris Naylor

Chief Executive, Barking and Dagenham Council

The Barking and Dagenham Council Gender Pay Gap report