The Corporate Services Committee was scheduled to meet to discuss topics including a temporary agency workforce user guide, gender, ethnicity and disability pay gaps, and a health and safety update. The committee was also scheduled to discuss the City of London Corporation's United States office and coroners pay, in confidential sessions.

Temporary Agency Workforce User Guide

The committee was scheduled to review a report about the new Temporary Agency Workforce Contract, awarded to Reed Talent Solutions¹ after a procurement process. The contract was awarded for six years, for an estimated £104 million. It is made up of an initial three-year term, with the option to extend for another two years and then an additional year.

The report included a user guide, which was developed in consultation with key stakeholders. It was designed to offer guidance to managers on how to engage temporary labour, and to act as a practical tool for workforce planning.

The report stated that the contract and user guide are aligned with initiatives such as the Enterprise Resource Planning (ERP) implementation and the Casual Worker Review.

The user guide included information on:

• how hiring managers can use the Reed Talent Solutions supply chain
• contract management
• governance
• job categories
• off payroll working
• management of temporary agency workers

Gender, Ethnicity and Disability Pay Gaps

The Corporate Services Committee was scheduled to discuss a report providing the City of London Corporation's gender, ethnicity and disability pay gaps as of March 2024.

The report stated that the City of London Corporation has little to no gender pay gap across its workforce, and that the long-term direction of travel in other measures remains positive. It also stated that the pay gap figures reported are broadly consistent with those from previous years, with some small shifts compared to March 2023, and that the median disability pay gap has reduced to zero (from 7.1%).

The report highlighted that levels of non-disclosure of data need to improve, particularly across employees and the casual workforce. It stated that better data will make reporting more robust and allow the council to report on other pay gaps, including social mobility.

The report included analysis of:

• gender pay gap
• ethnicity pay gap
• disability pay gap

Health and Safety Update

The committee was scheduled to receive an update on health and safety. The report stated that the team had progressed the Quadriga report and begun the rollout of the Everyday Safety Management (ESM) programme. The ESM programme was launched in June, and introduces a manager safety induction aligned to the HR People Managers Programme. It aims to communicate expectations around safety risk management to all people leaders.

The report also stated that the Health & Safety team has initiated a new project to modernise the organisation's approach to measuring health and safety performance, with the goal of providing meaningful and actionable management information. The report stated that traditional safety metrics such as Lost Time Injury Rate (LTIR) have long been used to monitor health and safety performance, but that modern safety science and Human and Organisational Performance (HOP) challenge their continued relevance.

Other Matters

The committee was also scheduled to discuss the committee's forward plan.