Enfield Council is proud to restate its commitment to tackling inequality and creating an inclusive workplace, following the publication of its Pay Gap Report, 2025.
The latest results show positive progress. The Council is performing better than many other public sector organisations on closing the gender pay gap.
While all organisations with more than 250 employees must report their gender pay gap, Enfield Council goes further by also calculating and publishing its ethnicity and disability pay gap scores.
The Council continues to perform strongly on disability pay, and the ethnicity pay gap is narrowing each year.
Cllr Chinelo Anyanwu, Cabinet Member for Culture and Inclusion, said: “Fair pay and equal opportunity are core values for us. Enfield Council is committed to creating a workplace where everyone can succeed, regardless of their gender, ethnicity, or background. These findings will help shape our next steps as we continue building a more inclusive and fair Council for our staff and residents.”
The Council will use the pay gap results to strengthen its pay and reward systems, recruitment processes, workplace culture, and staff development.
A number of initiatives are already in place to help reduce gender, ethnicity, and disability pay gaps. These include flexible working arrangements for all roles, anonymised shortlisting, and clear pay bands to ensure fair starting salaries.
The Council also offers strong support for parents and carers through maternity, paternity, shared parental, adoption, and carer’s leave. Staff can access a wide range of training and development opportunities, including accredited apprenticeships and leadership programmes to support future managers and leaders.
These actions, along with the updated Fairer Enfield Policy and Workforce Strategy, play a key role in helping the Council close pay gaps and maintain a diverse and inclusive workplace.