Gender pay gap report
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.
At Wyre Forest, we are proud to say that all employees are treated equally and that we are genuinely committed to providing equal opportunities and treatment for everybody that works here. We believe that our diverse workforce is one of our greatest strengths and a key part of our success.
As this is our third gender pay report we are pleased that the result is similar to previous reports in that we have a negative gender pay gap in favour of women. However, we acknowledge that the data highlights a 2.53% (mean) increase in the gender pay gap. We will continue to review our recruitment processes and address areas as outlined in our Gender Pay Gap Action Plan.
Ian Miller, Chief Executive
All public sector employers are required to publish information about gender pay gaps by 31 March 2019. This information is based on a snapshot date of pay on 31 March 2018.
What are we required to report on?
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 and Equal Pay
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 Calculation
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 2019 the workforce comprised of:
The Corporate Leadership Team
WF20 - Senior management team
Mandatory Gender Pay Analysis
Mean as at 31 March 2019
Gender pay gap -11.91%
Median as at 31 March 2019
Gender pay gap -13.86%
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.
Proportion of Men and Women receiving bonuses
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%
Proportion of Men and Women in each quartile of the pay structure
|Lower||78%||22%||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.
Gender Pay Gap Action Plan
Principal HR Advisor
|Training and Development||
|Corporate Diversity and Inclusion||
Principal HR Advisor