The Government requires public organisations with more than 250 employees to publish their gender pay gap figures by 30 March, 2018 and annually, from then onwards. 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’s and women’s average earnings across an organisation, or the labour market. On average (known as the mean figure), there is an 18.7% pay difference between men and women working at the County Council, which is largely consistent with the latest national picture of 18.1%, according to the Equality and Human Rights Commission.
While women’s hourly rate is 18.7% 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 our workforce profile. The majority of our workforce is female, and this is most pronounced at the lower pay grades. For example, we continue to deliver services that other equivalent organisations have either outsourced or no longer provide, such as catering in schools – jobs to which typically more women than men apply.
At the same time, however, we have made good headway in supporting more women to progress to higher grade jobs across the County Council - with women making up 54% of senior managers within the organisation.
The data also includes information on ‘bonus payments’ to any employee. The County Council has a Special Recognition Scheme under which a one-off payment may be awarded to a member of staff for exceptional performance. For the purpose of Gender Pay Gap reporting, this is classified as a bonus.