From April 2017, under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, employers with 250 or more employees are required to publish various figures to demonstrate how large the pay gap is between their male and female employees. As a Public Sector organisation this demonstrates our compliance under the Public Sector Equality Duty.
Wyre Forest District Council is committed to the promotion of equality of opportunity for all employees. A diverse workforce provides a greater mix of people, skills, experiences and perspectives to draw on. This can only be achieved by creating an inclusive environment. In essence, a diverse and inclusive workforce is good for everyone.
Ian Miller, Chief Executive
All public sector employers are required to publish information about gender pay gaps by 31 March 2018. This information is based on a snapshot date of pay on 31 March 2017.
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 paid to male relevant employees and that paid to female relevant employees
Median bonus gap : The difference between the median bonus paid to male relevant employees and that paid to female relevant employees
Bonus proportions : The proportions of male and female relevant employees who were paid bonus pay during the relevant period
Quartile pay bands : The proportions of male and female full pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands
The analysis is based on head count as opposed to full time equivalent numbers.
The gender pay gap is different to equal pay. The gender pay gap is a measure of any disparity in pay between the average earnings of men and women, irrespective of role or seniority. Equal pay concerns pay differences between men and women employees who carry out the same jobs, similar jobs or work of equal value. Wyre Forest District Council use a nationally recognised job evaluation system and meet the obligations under the Equality Act 2010 for equal pay.
The overall gender pay gap is defined as the difference between the median (actual midpoint) or mean (average) basic annual earnings of men and women expressed as a percentage of the median or mean basic annual earnings of men.
Gender pay gap = (Median pay men – Median pay women x100) / Median pay men
A positive pay gap indicates that men are paid more than women, a negative pay gap indicates that women are paid more than men.
As at the snapshot date of 31 March 2017 the workforce comprised of:
Gender pay gap -10.28%
Gender pay gap -12.48%
The above illustrates that women are paid more than men at Wyre Forest District Council. This reflects the make-up of the workforce and the membership of the Corporate Leadership and Senior Management Teams.
Wyre Forest District Council does not operate any performance related pay or bonus schemes and therefore has no bonus gender pay gap.
Bonus Gap – 0%
|Lower||65%||35%||This data reflects the workforce composition rather than pay inequalities. The majority of front line operative roles fall within this quartile and the vast majority are held by the male workforce|
The figures set out in this report have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Download this information: Gender Pay Report pdf.