We had 4,899 employees in scope for our gender pay gap exercise.
In 2019, 67% of our workforce was female (3,291) and 33% (1,608) male.
The mean gap is the difference between the mean hourly rate of pay for males and females.
For 2019, this was 5.8%, an improvement of 1.8% from 2018.
The median gap is the difference between the median hourly rate of pay for males and females.
For 2019, was 3.3%, which has widened slightly by 1.2% from 2018.
There are 284 females on the female median pay point (£14.17) and only five males on the male median pay (£14.65).
If this year's male median was £14.48 then the median GPG would be 2.1%, the same as last year. Between £14.48 and £14.65 there are only 55 males.
The male median sees small changes due to additions and reductions anywhere in the pay spines. The female median is unlikely to alter without a big change.
We have no bonus payments for 2019 that fall in the gender pay gap category.
There has been a 1% decrease of females in the lower and lower-middle quartiles.
The percentage of females within the upper and upper-middle quartiles continue to show improvement.
The upper quartile is almost identical to the overall gender split of the council.
|Quartile||% males 2010||% females 2019|
|Lower middle quartile||34%||66%|
|Upper middle quartile||41%||59%|
2020 Action Plan
To further address the pay gap, we will:
- continue to promote improvements in the Gender Pay Gap and how it compares to other local authorities
- continue to review flexible working policies and have senior leaders and managers act as role models
- promote the use of paternity and parental leave, part-time working and job share using case studies
- raise the profile of the recruitment and equal opportunities policies
- consider Unconscious Bias Training forming part of the new employment policies training
- encourage females returning to work following periods of leave or a break to take up mentoring opportunities to support moving into management positions