Redbridge Council is intensifying efforts to tackle the gender pay gap, a significant issue identified in the borough's emerging Economic Growth and Investment Strategy. The strategy, presented to the Regeneration and Economic Development Committee on Thursday, 15 October 2026, highlights a notable disparity in earnings between men and women.
Data presented by Liz Hannem, Economic Development Team Manager, revealed that while Redbridge boasts a high number of business start-ups, a concern exists regarding their survival rate beyond the first year. This is partly attributed to challenging economic conditions, including rising national insurance contributions and high business rates. The strategy aims to support businesses to grow and pay the London Living Wage despite these hurdles.
Councillor Marwan Elfallah questioned the prevalence of the gender pay gap within micro-businesses and the council's capacity to address it. Ms. Hannam confirmed that the data reflects residents living in the borough and that Redbridge is a spike
area for underrepresented groups not earning the London Living Wage. She elaborated that beyond flexible working hours, many women are employed in foundational economy
roles, such as childcare workers, cafe workers, and adult social care workers. Some may choose to work fewer hours, for example, four hours a day as a care worker, which impacts their weekly pay compared to men who may stereotypically work longer hours. Furthermore, a significant portion of economically inactive residents are women, particularly from certain ethnic groups, indicating that barriers to employment and progression contribute to the pay gap.
The Economic Growth and Investment Strategy, which is being developed over the next three to six months, is built around four pillars: People, Business, Place, and Investment. The ambition is for the borough to have more residents in good quality employment with clear skills and career pathways, and for investment to create benefits for local communities by 2032.
Under the People
pillar, the strategy aims to support residents in accessing skills, employment, and opportunities, with a focus on sectors like construction, health and social care, and digital. This includes an Equality, Diversity, and Inclusion (EDI) lens to ensure inclusivity for all residents. Specifically to address the gender pay gap, the council is collaborating with its micro-business base to encourage them to aspire to pay the London Living Wage. The council also supports the Mayor of London's definition of 'good jobs' as those earning above the London Living Wage and advocates for the Good Work Standard.
Support is also being provided to women with young children, such as English language classes in children's centres, to prepare them for future employment. The council intends to measure success by tracking the number of residents accessing good quality jobs and opportunities, with a focus on inclusivity. They will use GLA economics data for baselining, engage a consultant team for a framework, and leverage the Employment and Skills Board for accountability on performance measures. A reduction in the gender pay gap, achieved through micro-businesses aspiring to pay the London Living Wage and by supporting women from underrepresented groups into better-paid employment, will indicate success.
The Business
pillar seeks to create conditions for businesses to start, grow, and innovate. Place
focuses on developing vibrant town centres, and Investment
aims to secure investment that supports sustainable economic growth and creates good jobs.
More information can be found in the Public reports pack for the Regeneration and Economic Development Committee meeting on 15 October 2026 here.
The council's direct powers to enforce pay within micro-businesses are not detailed in the provided information, but their approach focuses on support and encouragement.