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Equality
1. Gender Pay Gap Report
Introduction
Under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 from April 2017 employers with 250 or more employees are required to publish statutory gender pay gap calculations every year.
The data must be a snapshot of salary data on 31 March 2019 and must be published on both the government website and Gravesham’s own website by 30 March 2020.
The report sets out the figures to be published with an analysis of the information.
Publication Requirements
| Description | Details |
|---|---|
| Mean gender pay gap | The difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees. |
| Median gender pay gap | The difference between the median hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees. |
| Mean Bonus Gap | The difference between the mean bonus pay paid to male relevant employees and that paid to female relevant employees |
| Median Bonus Gap | The difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees. |
| Bonus Proportions | The difference between the median hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees. |
| Quartile Pay Bands | The difference between the mean bonus pay paid to male relevant employees and that paid to female relevant employees |
Gender Pay Gap Figures
The figures have been determined from the Gender Pay Gap report produced from the payroll system. The highlighted figures are those that are required to be reported on the Government Website.
Table 1 – Mean and Median Gender Pay Gap
| Mean Hourly rate | Median Hourly rate | |
|---|---|---|
| Male | 14.03 | 10.84 |
| Female | 13.18 | 10.90 |
| Gender Pay Gap | 6.05% | -0.55% |
Table 2 – Bonus Gender Pay Gap
| Mean Hourly rate | Median Hourly rate | |
|---|---|---|
| Male | 0 | 0 |
| Female | 0 | 0 |
| Gender Pay Gap | 0% | 0% |
Table 3 – Quartile Pay Bands
| Quartile | Males % | Female % |
|---|---|---|
| Lower Quartile | 65.12 | 34.88 |
| Lower Middle Quartile | 46.15 | 53.85 |
| Upper Middle Quartile | 43.85 | 56.15 |
| Upper Quartile | 65.38 | 34.62 |
Commentary On Data
Under the law, men and women must receive equal pay for:
- The same or broadly similar work;
- Work rated as equivalent under a job evaluation scheme; or
- Work of equal value.
Gravesham Borough council is committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation work, regardless of their sex (or any other characteristic set out above).
Gravesham remains part of the National Joint Council for Local Government Services (NJC) pay scheme and apply nationally negotiated pay awards to its pay framework
The council has a number of policies relating to pay which ensure transparency, fairness and equity. These include:
- The use of the NJC Job Evaluation Scheme to evaluate job roles.
- Appointment at first point of relevant pay scale
- Flexible working policies
- Family Friendly policies
- Exit questionnaires to gain feedback on employment experiences
Table 1 Shows a slight increase from last year of 2.6% in the mean hourly rates in favour of male employees, bringing the mean figure to 6.05%. There was a reduction of 8.4% in the median hourly rates bringing the median figure to -0.55%.
Table 2 The council does not have provision for the payment of bonuses within its terms and conditions.
Table 3 The council’s gender split across all employees as at 31 March 2018 was 55% male and 45% female, a profile which has been fairly static for a number of years. This gender profile is unusual in local government with a more usual profile around 70% female to 30% male.
The council has retained many of its services in house. This results in a high number of male manual workers in services such as waste management and street cleansing which is reflected in the % gender split and the lower quartile pay bands.
The use of the NJC job evaluation scheme is recognised as gender neutral and evaluation determines the Pay Scale which roles are assigned to