Gender Pay Gap Report

 

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 2024.

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

All figures are based on 419 relevant full pay employees (as defined by the guidance).  The gender breakdown is that there are 213 female and 206 male employees.

Mean Gender Pay Gap

The mean hourly rate of pay for males is £16.08

The mean hourly rate of pay for females is £16.26

This gives a mean gender pay gap of -1.12% i.e. the difference in pay of £0.18 means that on average females are paid 1.12% more than males. 

Median Gender Pay Gap

The median hourly rate of pay for males is £12.96

The median hourly rate of pay for females is £14.62

This gives a median gender pay gap of -12.8 % i.e. the median hourly pay for men is 12.8% lower than that for females.

Bonus Pay

Mean Gender Pay Gap for Bonus Pay

The mean annual bonus pay for males is £10,000

The mean annual bonus of pay for females is £0

This gives a mean bonus pay gap of 100 % i.e. on average the bonus payments made to men are 100% 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 £10,000

The median annual bonus pay for females is £0

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 2024, the Upper Quartile contained 104 employees and the Upper Middle, Lower Middle and Lower Quartile contained 105 employees. So Upper Quartile contains the 104 highest paid employees (as defined by the guidance) and the Lower Quartile the 105 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                31%                        69%

Lower Middle Quartile                57%                        48%

Lower Quartile                           64%                        41%

Comparison with last year

Mean Gender Pay Gap

The mean gender pay gap has fallen slightly from March 2023 from -1.53% to -1.12% which is 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 male employees. This has led to the slight reduction in the mean pay gap which remains in favour of female employees.

Median Gender Pay Gap

There has been a decrease to the median gender pay gap since March 2023 from    -19.63%% to -12.8% in March 2024 which means that whilst the median average pay for female employees remains greater than that of male employees.  There had been a rise in the gap between March 2022 and March 2023 so we have seen a positive movement this year.

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.