Gender Pay Gap Report

Gender pay gap reporting 2022

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 2022.

This information is required to be published on the Council’s website and also reported on the Government portal.

All figures are based on 370 relevant full pay employees (as defined by the guidance).  The gender breakdown is that there are 188 female and 182 male employees.

Mean Gender Pay Gap

The mean hourly rate of pay for males is £14.44

The mean hourly rate of pay for females is £14.42

This gives a mean gender pay gap of 0.00 % i.e. the difference in pay of £0.02 is negligible and means that on average males and females are paid the same.

Median Gender Pay Gap

The median hourly rate of pay for males is £11.45

The median hourly rate of pay for females is £12.90

This gives a median gender pay gap of -12.61 % i.e. the median hourly pay for men is 12.61% lower than that for females.

Bonus Pay

Mean Gender Pay Gap for Bonus Pay

The mean annual bonus pay for males is £1,088

The mean annual bonus of pay for females is £1,000

This gives a mean bonus pay gap of 8.08 % i.e. on average the bonus payments made to men are 8.08% 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 £1000

The median annual bonus pay for females is £1000


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 2022 the Upper and Lower Middle Quartiles contained 92 employees and the Upper Middle and Lower Quartile contained 93 employees. So Upper Quartile contains the 92 highest paid employees (as defined by the guidance) and the Lower Quartile the 93 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                                 50%                            50%

Upper Middle Quartile                   39%                            61%

Lower Middle Quartile                   38%                            62%

Lower Quartile                                70%                            30%

Comparison with last year

Mean Gender Pay Gap

The mean gender pay gap has risen slightly from March 2021 but this rise has led to parity between the mean pay for male and female employees at the snapshot date.  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 male employees. This has in effect led to a closing of the gap as last year the mean average pay for females was slightly higher than that for male employees.

Median Gender Pay Gap

There has been a small change to the  median gender pay gap since March 2021 from -14.62% to -12.61% in March 2022 which means that whilst the median average pay for female employees remains greater than that of male employees the gap has closed slightly.

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.