Gender pay gap reporting
The new gender pay gap reporting obligations have been introduced alongside the existing requirements for specified public bodies.
For the public sector, gender pay gap reporting is a requirement of the Equality Act 2010 (Specific Duties and Public Authorities) regulations 2017 for employers with 250 employees or more, based on a 'snapshot date'. The snapshot date for public sector employers is 31 March 2017 for this report and will be 31 March of each year for reports in subsequent years.
The regulations require that the organisation also publish the following information on the GOV.UK websiteOpens new window. Publishing of the data is required by 30 March 2018 for this report and by the 30 March after the snapshot date in subsequent years.
Whilst the legislation focusses on pay gaps by gender, the council is committed to the equality of opportunity for all protected characteristic groups as outlined in our annual Equality and Diversity Review Report. The following calculations are required to be published, and further detail and action plan is attached in the following gender pay gap report.
Gender pay gap report (March 2018) (Word, 16KB)Opens new window
Gender pay gap
The pay of women is:
| Mean | Median |
| 10.9% Lower | 11.5% Lower |
Pay quartiles
How many men and women (full pay) there are in each pay quartile:
| Lower | Lower middle | Upper middle | Upper | ||||
| Male | Female | Male | Female | Male | Female | Male | Female |
| 69.4% | 30.6% | 55.6% | 44.4% | 67.3% | 32.7% | 45.2% | 54.8% |
Bonus pay
Whilst the council does not pay bonus these figures have to be reported
The bonus pay of women is:
| Mean | Median |
| 0% Lower | 0% Lower |
Who received bonus pay:
| 0% of men | 0% of women |
Phil Roberts, Chief Executive
