Gender pay gap legislation introduced in April 2017 requires all employers of 250 or more employees to publish their gender pay gap as of 31 March each year. The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.
The gender pay gap for March 2022 is 5.7%. This is a decrease in the pay gap of 1.8 points compared to March 2021.
The gender pay gap at the upper quartiles of our establishment - representing the council’s most senior managers - is 44% male and 56% female.
Men and women who are doing the same job at the council are paid the same. We have a robust job evaluation scheme which thoroughly assesses the roles we have and ensures both genders are paid equally according to the responsibilities and expertise required.
Progress continues to be made in developing family friendly policies.
For example, we have shared parental and carer leave, allow staff to buy extra leave and offer flexible working, such as compressed hours, flexi time, home working and job sharing.
This encourages parents or carers of both genders to both join and stay with us, in order to progress up the career ladder and earn a greater salary. We continually develop these policies.
Our message to the public is a simple one - we are a great employer. We are committed to promoting equality and diversity in everything we do.
Gender pay gap data as of 31 March 2022
Mean (average) gender pay gap in hourly pay is 5.7% (compared to 7.5% for March 2021).
Median (mid-point) gender pay gap in hourly pay is 5.5% (compared to 0.0% for March 2021).
| Quartile | Male (2022) | Female (2022) | Male (2021) | Female (2021) |
|---|---|---|---|---|
| Upper quartile | 44.1% | 55.9% | 49.1% | 50.9% |
| Upper middle quartile | 38.7% | 61.3% | 37.4% | 62.6% |
| Lower middle quartile | 33.3% | 66.7% | 35.1% | 64.9% |
| Lower quartile | 41.1% | 58.9% | 45.2% | 54.8% |
We don't give bonus payments.