Gender Pay Gap Report
Gender pay gap reporting 2023
Please find laid out below the figures required under the Gender Pay Gap Reporting Legislation. These figures are for the snapshot date of 31 March 2023.
This information is required to be published on the Council’s website and also reported on the Government portal.
All figures are based on 399 relevant full pay employees (as defined by the guidance). The gender breakdown is that there are 209 female and 190 male employees.
The mean hourly rate of pay for males is £14.96
The mean hourly rate of pay for females is £15.19
This gives a mean gender pay gap of -1.53% i.e. the difference in pay of £0.23 means that on average females are paid 1.53% more than males.
Median Gender Pay Gap
The median hourly rate of pay for males is £11.61
The median hourly rate of pay for females is £13.89
This gives a median gender pay gap of -19.63 % i.e. the median hourly pay for men is 19.63% lower than that for females.
Bonus Pay
Mean Gender Pay Gap for Bonus Pay
The mean annual bonus pay for males is £2,769.33
The mean annual bonus of pay for females is £2,000
This gives a mean bonus pay gap of 27.7 % i.e. on average the bonus payments made to men are 27.7% higher than that for females.
It should be noted that a retention bonus is paid to a very small number of staff and so the difference in one payment can lead to a marked difference in the mean figures.
Median Gender Pay Gap for Bonus Pay
The median annual bonus pay for males is £2000
The median annual bonus pay for females is £2000
.
Quartile Breakdown
The quartile breakdown shows the proportion of male and female employees in four pay bands. The bands are determined by ranking employees from highest to lowest paid and then dividing into four equal parts (‘quartiles’). A percentage figure is then worked out.
For the snapshot date of March 2023 the Upper Quartile contained 99 employees and the Upper Middle, Lower Middle and Lower Quartile contained 100 employees. So Upper Quartile contains the 99 highest paid employees (as defined by the guidance) and the Lower Quartile the 100 lowest paid. To note, however, that due to the way the quartiles are determined it is possible that employees on the same rate of hourly pay may be in different quartiles (care is given however to consider gender balance in this instance).
Quartile Breakdown Male Female
Upper Quartile 45% 55%
Upper Middle Quartile 40% 60%
Lower Middle Quartile 48% 52%
Lower Quartile 57% 43%
Comparison with last year
Mean Gender Pay Gap
The mean gender pay gap has risen slightly from March 2022 from 0% to -1.53% but this is still close to parity. Since the first report in 2017 we have seen a sustained shift towards parity from a previous gender pay gap of 12.27%.
The mean hourly rate for both male and female employees has increased in the last year with a slightly larger increase being seen for female employees. This has led to the slight change to having a mean pay gap in favour of female employees from parity last year.
Median Gender Pay Gap
There has been an increase to the median gender pay gap since March 2022 from -12.61%% to -19.63% in March 2023 which means that whilst the median average pay for female employees remains greater than that of male employees. The gap had previously closed slightly between March 2021 and March 2022 but has now widened.
It should be noted that due to the relatively small number of employees that the data is based on, a small number of changes can have a larger than expected impact on the overall figures.
This information was correct on the date it was published.