Gender pay gap data 2020
We had 5,137 employees in scope for the gender pay gap exercise.
In 2020, 67% of our workforce was female (3,450) and 33% male (1,687).
The mean gender pay gap is the difference between the mean hourly rate of pay for males (£16.33) and females (£15.37).
For 2020, this was 5.9%. This has widened very slightly from 5.8% in 2019.
The median gender pay gap is the difference between the median hourly rate of pay for males (£15.00) and females (£14.45).
For 2020, this was 3.6%, which has widened slightly by 0.3% from 2019.
We have no bonus payments for 2020 that fall in the gender pay gap category.
Additional information
The percentage of females in the lower and upper quartiles has remained the same as in 2019.
The upper quartile is very similar to the overall gender split of the council.
| Quartile | Percentage males 2020 | Percentage females 2020 |
|---|---|---|
| Lower | 22% | 78% |
| Lower middle | 32% | 68% |
| Upper middle | 43% | 57% |
| Upper | 34% | 66% |
- The percentage of females in the lower and upper quartiles remain the same as in 2019.
- There has been a 2% decrease of females in the upper middle quartile.
- The upper quartile is similar to the overall gender split of the council.
Gender pay gap data 2021
We had 5,091 employees in scope for the gender pay gap exercise. At 31 March 2021, 67% of our workforce was female (3,401) and 33% male (1,690). The mean gender pay gap is the difference between the mean hourly rate of pay for males (£16.98) and females (£16.05).
For 2021, this was 5.4%. This has narrowed by 0.5% from 2020 (5.9%).
The median gender pay gap is the difference between the median hourly rate of pay for males (£15.36) and females (£14.85).
For 2021, this was 3.3%. This has narrowed by 0.3% from 2020 (3.6%).
We have no bonus payments for 2021 that fall in the gender pay gap category.
Additional information
| Quartile | Percentage males 2021 | Percentage females 2021 |
|---|---|---|
| Lower | 27% | 73% |
| Lower middle | 26% | 74% |
| Upper middle | 46% | 54% |
| Upper | 34% | 66% |
- The percentage of females in the upper quartile remains the same as in 2020. The gender split in the upper quartile is very similar to the overall gender split of the council.
- There has been a 3% decrease of females in the upper middle quartile from 2020.
- There has been a 6% increase of females in the lower middle quartile from 2020.
- There has been a 5% decrease of females in the lower quartile from 2020.
Gender pay gap data 2022
Gender pay gap reporting legislation requires employers with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees. We have also published our gender pay gap data as at 31 March 2022 on the government website.
We had 5,101 employees in scope for the gender pay gap exercise.
At 31 March 2022, 67% of our workforce was female (3,416) and 33% male (1,685).
The mean gender pay gap is the difference between the mean hourly rate of pay for males (£17.09) and females (£16.26).
For 2022, this was 5.0%. This has narrowed by 0.4% from 2021 (5.4%).
The median gender pay gap is the difference between the median hourly rate of pay for males (£15.52) and females (£15.11).
For 2022, this was 2.6%. This has narrowed by 0.7% from 2021 (3.3%).
We have no bonus payments for 2022 that fall in the gender pay gap category.
Additional information
|
Quartile |
% males 2022 |
% females 2022 |
|---|---|---|
|
Lower quartile |
27% |
73% |
|
Lower middle quartile |
28% |
72% |
|
Upper middle quartile |
44% |
56% |
|
Upper quartile |
33% |
67% |
- The percentage of females in the upper quartile has increased by 1% from 2021.
- The gender split in the upper quartile is now equal to the overall gender split of the council.
- There has been a 2% increase of females in the upper middle quartile from 2021.
- There has been a 2% decrease of females in the lower middle quartile from 2021.
- The percentage of females in the lower quartile has remained the same as in 2021.