# Gender pay gap

We are required to report and publish our gender pay gap, which is a snapshot of pay data taken from 31 March 2023.

The purpose of the gender pay gap is to show any difference between the hourly wage of male and female employees. The figure is affected by how many females are at a given grade and their position on the pay scale. It shows the difference in the average pay between male and female employees.

Gender pay gap is not the same as equal pay. Equal pay looks at the difference in pay of men and women doing the same or similar job, or a job of equal value.

## Employee data

As of 31 March 2023, there were 2,846 employees that met the requirements to be included within the gender pay gap calculation:

- 68.5% of these employees were female
- 31.5% of these employees were male

## Median calculation

The median is the middle number in a set of values when those values are arranged from smallest to largest. This is considered a more accurate reflection of the pay gap.

- median pay gap is 4% (a decrease of 5.2% from 2022)
- so, for every £1 a male earns a female earns £0.96
- the female median hourly rate of pay is £14.26
- the male median hourly rate of pay is £14.85
- male median hourly rate is £0.59 more than the female median hourly rate. This is a decrease of £0.70 on the figure from 2022 (£1.29)

## Mean calculation

The mean is the number you get by dividing the values by the total number of values in the set. The:

- mean pay gap is 4.3% (a decrease of 3.3% from 2022)
- female mean hourly rate of pay is £16.04
- male mean hourly rate of pay is £16.76
- male mean hourly rate is £0.72 more than the mean female hourly rate. This is a decrease of £0.45 on the figure from 2022 (£1.17)

## Quartile data

Quartiles are our pay bands split into 4 equal bands from the lowest to the highest. The lower quartile is the lowest paid band, and the upper quartile is the higher paid band.

Pay quartile |
Percentage of females |
Percentage of males |
---|---|---|

All employees | 68.5% | 31.5% |

Lower | 66.6% | 33.4% |

Lower middle | 73.3% | 26.7% |

Upper middle | 67.5% | 32.5% |

Upper | 66.1% | 33.9% |

To have no gender pay gap, the quartile percentages would reflect the total employee percentage (i.e. 68.5% female and 31.5% male).

Since 2022 the upper middle has increased by 1.5% and a slight decrease of 0.9% in the upper quartile. However, because the male female proportions have changed since 2022, the notable factors are the differences from this proportion.

This shows:

- proportionately there are fewer females in the lower quartiles (1.9%), than in 2022
- the proportion of females in the upper middle (67.5%) and upper (66.1%); have much smaller differences than they did 2022

## How we achieved this

- the introduction of internal management networks and development training
- the practice and application of new policies becoming more consistent
- an increase in competence and confidence in managers as we continue to build the council to become `The employer of choice’
- some service areas have experienced restructure over the past year

## Steps to reduce the gender pay gap

- in the case of any future restructures this may naturally impact the pay gap
- we will continue to increase awareness of our gender pay gap, and what impacts it
- we are close to completing our pay and grading exercise, which will provide clear and fair progression in job families
- we will continue to increase the availability of part-time roles in the upper quartiles wherever possible

## Previous reports

If you are interested in accessing previous gender pay reports, please visit the gender pay gap service on GOV.UK.

Last updated 28 February 2024