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Gender pay gap report

Gender pay gap report for March 2019

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 2018. 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 2019 is 6.7%. This is a reduction in the pay gap of almost 1% on the position that was reported for March 2018.

As we reduce the number of staff that are employed by the council small changes to those appointed to vacant roles will affect this position in the future.

The gender pay gap at the upper quartiles of our establishment- representing the council’s most senior managers - is very close to 50:50 which is where the council is aiming to be.

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.

Over the last few years, we have made good progress in developing family friendly policies.

For example, we have shared parental/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/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 will be assessing how we can develop these policies further.

Our message to the public is a simple one - we are a great employer. We want to encourage more women to apply for roles with us and develop a career in local government.

Our data as of 31 March 2019

Mean (average) gender pay gap in hourly pay is 6.7% (compared to 7.5% for March 2018)

Median (mid-point) gender pay gap in hourly pay is 2.4% (compared to 10.9% for March 2018)

Quartiles Male (2019) Female (2019) Male (2018) Female (2018)
Upper quartile 49.5% 50.5% 52.9% 47.1%
Upper middle quartile 40.0% 60.0% 43.1% 56.9%
Lower middle quartile 32.2% 67.8% 37.2% 62.8%
Lower quartile 52.2% 47.8% 47.5% 52.5%

We do not make bonus payments.

See the gender pay gap reports for previous years