Hampshire County Council statement on publication of gender pay gap information

The Government requires public organisations with more than 250 employees to publish their gender pay gap figures annually.

Mar 29 2022

The County Council is restricted in how it may present this information, and as such it is important to note that the gender pay gap is not the same as equal pay.


The County Council adheres to the principle of equal pay for all employees, irrespective of gender, and ensures that it meets the requirements of the Equal Pay Act 1970.

 

The gender pay gap is a measure of the difference between men and women’s average earnings across an organisation, or the labour market. For the year ending March 2021, on average (known as the mean figure), there is a 16% pay difference between men and women working at the County Council. 

 

Nationally the gender pay gap has widened. However, the County Council’s gender pay gap has only slightly increased by 0.2% which is below the national average increase for the year.  Work continues to look at ways to further reduce the gender pay gap.

While women’s general hourly rate is 16% lower than men, this is not as a result of paying men more than women for the same or equivalent work. County Council staff are paid the same for the same job, but the gender pay gap exists due to the County Council's workforce profile. The majority of the workforce is female, and this is most pronounced at the lower pay grades. In particular, the County Council is quite unusual as a local authority, as it has kept a number of services in its direct control, such as school meals, because the County Council feels it is important to do so. Other agencies ‘outsource’ these services, which tend to employ mostly women, and that affects the gender pay gap reports.  If these services were excluded from the data, the County Council would have a gender pay gap of 10.4%.

At the same time, more women are progressing to higher grade jobs across the County Council - with women continuing to make up 57% of senior managers within the organisation.

See the County Council's annual Gender Pay Gap report