Local context
As at the snapshot date of 31 March 2023 the workforce comprised of:
- Women: 51.08%
- Men: 48.92%
The Corporate Leadership Team
As at the snapshot date of 31 March 2023 the make-up of the Corporate Leadership Team was:
Mandatory Gender Pay analysis
Mean as at 31 March 2023
Gender pay gap -7.08%
Median as at 31 March 2023
Gender pay gap - 6.00%
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
Employees at Wyre Forest District Council receive a long service award once they complete 20 years’ service. Employees who reach 20 years’ service receive a one-off payment of £400.
Under the new scheme, the mean and median bonus pay gap is 0%.
The proportion of men and women in receipt of bonus pay between 1st April 2022 and 31st March 2023 was 50% women and 50% men.
Proportion of men and women in each quartile of the pay structure
|
Quartile
|
Male
|
Female
|
| Lower* |
72.84% |
27.16% |
| Lower middle |
48.15% |
51.85% |
| Upper Middle |
32.93% |
67.07% |
| Upper |
41.98% |
58.02% |
*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.
Local context
As at the snapshot date of 31 March 2022 the workforce comprised of:
The Corporate Leadership Team
As at the snapshot date of 31 March 2022 the make-up of the Corporate Leadership Team was:
Senior management team
As at the snapshot date of 31 March 2022 the Senior Management Team comprised of:
Mandatory Gender Pay analysis
Mean as at 31 March 2022
Gender pay gap - 5.96%
Median as at 31 March 2021
Gender pay gap - 6.51%
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
Employees at Wyre Forest District Council receive a long service award once they complete 20 years’ service. Previously, this was an increase in pay of half an increment and was paid monthly. This scheme was phased out on 31 March 2021. Employees who reach 20 years’ service now receive a one-off payment of £400.
Under the new scheme, the mean and median bonus pay gap is 0%.
The proportion of men and women in receipt of bonus pay (including both schemes) between 1st April 2021 and 31st March 2022 was 75% women and 25% men.
Proportion of men and women in each quartile of the pay structure
|
Quartile
|
Male
|
Female
|
| Lower* |
63.86% |
36.14% |
| Lower middle |
52.44% |
47.56% |
| Upper Middle |
33.73% |
66.27% |
| Upper |
43.37% |
56.63% |
*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.
Local context
As at the snapshot date of 31 March 2021 the workforce comprised of:
Women: 51%
Men: 49%
The Corporate Leadership Team
Women: 50%
Men: 50%
WF20 - Senior management team
Women: 65%
Men: 35%
Mandatory Gender Pay Analysis
Mean as at 31 March 2021
Gender pay gap -9.87%
Median as at 31 March 2021
Gender pay gap -14.17%
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
Employees at Wyre Forest District Council receive a long service award once they complete 20 years’ service. Previously, this was an increase in pay of half an increment and was paid monthly. This scheme will be phased out by 31 March 2021. Going forward, employees who reach 20 years’ service will receive a one-off payment of £400.00.
Under the old scheme, there is a mean bonus pay gap of -1.28% and a median of 0.78%.
Under the new scheme, the mean and median bonus pay gap is 0%.
The proportion of men and women in receipt of bonus pay (including both schemes) between 1st April 2020 and 31st March 2021 was 20.24% women and 10.65% men.
Employees at Wyre Forest District Council also received a one-off non-consolidated COVID response acknowledgement payment of £125.00 in March 2021. To qualify for the payment, employees had to have been continuously employed and undertook regular work between 26 March 2020 and 31 December 2020. It should be noted that this data is prior to the snapshot date of 31 March and excludes chief and deputy chief officers.
The proportion of men and women in receipt of this payment was 91.67% women and 88.76% men.
Proportion of Men and Women in each quartile of the pay structure
|
Quartile
|
Male
|
Female
|
| Lower* |
76.19% |
23.81% |
| Lower middle |
51.19% |
48.81% |
| Upper Middle |
32.14% |
67.86% |
| Upper |
41.18% |
58.82% |
*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.
Local context
As at the snapshot date of 31 March 2020 the workforce comprised of:
Women: 52%
Men: 48%
The Corporate Leadership Team
Women: 60%
Men: 40%
WF20 - Senior management team
Women: 69%
Men: 31%
Mandatory Gender Pay Analysis
Mean as at 31 March 2020
Gender pay gap -10.66%
Median as at 31 March 2020
Gender pay gap -14.64%
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
Employees at Wyre Forest District Council receive a long service award once they complete 20 years’ service. Previously, this was an increase in pay of half an increment and was paid monthly. This scheme will be phased out by 31st March 2021. Going forward, employees who reach 20 years’ service receive a one-off payment of £400.
Under the old scheme, there is a mean bonus pay gap of -3.98% and a median of 1.57%.
Under the new scheme, the mean and median bonus pay gap is 0%.
The proportion of men and women in receipt of bonus pay (including both schemes) between 1st April and 31st March 2020 was 20.11% women and 12.12% men.
Proportion of Men and Women in each quartile of the pay structure
|
Quartile
|
Male
|
Female
|
Comments
|
| Lower |
75.29% |
24.71% |
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 |
| Lower middle |
50.59% |
49.41% |
|
| Upper Middle |
28.57% |
71.43% |
|
| Upper |
40% |
60% |
|
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
Reviewed March 2021
| Area |
Action |
Responsible Officer |
Timeline |
| Recruitment |
- All suitable job adverts to be advertised as flexible by default
- All adverts to include; “we are an equal opportunity employer”
- All managers responsible for recruitment to complete e-learning modules for equality and diversity and unconscious bias
|
Principal HR Advisor
Managers
|
Immediate effect
By: 31/12/2019
|
| Selection |
- Interview panel to consist of a gender mix (where possible)
|
Managers |
Immediate effect |
| Training and development |
- Ensure appropriate equality of opportunity for all development opportunities
|
Managers |
Immediate effect |
| Corporate diversity and inclusion |
- Regular updates on Diversity and Inclusion Metrics to the Corporate Leadership Team
- Communicate (internally) named corporate lead for Diversity and Inclusion
|
Principal HR Advisor
CLT
|
Annual
By: 31/10/2019
|
Local context
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
|
Quartile
|
Male
|
Female
|
Comments
|
| 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 |
| Lower middle |
45% |
55% |
No comment |
| Upper Middle |
31% |
69% |
No comment |
| Upper |
39% |
61% |
No comment |
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
| Area |
Action |
Responsible Officer |
Timeline |
| Recruitment |
- All suitable job adverts to be advertised as flexible by default
- All adverts to include; “we are an equal opportunity employer”
- All managers responsible for recruitment to complete e-learning modules for equality and diversity and unconscious bias
|
Principal HR Advisor
Managers
|
Immediate effect
By: 31/12/2019
|
| Selection |
- Interview panel to consist of a gender mix (where possible)
|
Managers |
Immediate effect |
| Training and development |
- Ensure appropriate equality of opportunity for all development opportunities
|
Managers |
Immediate effect |
| Corporate diversity and inclusion |
- Regular updates on Diversity and Inclusion Metrics to the Corporate Leadership Team
- Communicate (internally) named corporate lead for Diversity and Inclusion
|
Principal HR Advisor
CLT
|
Annual
By: 31/10/2019
|
Local context
As at the snapshot date of 31 March 2018 the workforce comprised of:
The Corporate Leadership Team
WF20 - Senior management team
Mandatory Gender Pay Analysis
Mean as at 31 March 2018
Gender pay gap -9.38%
Median as at 31 March 2018
Gender pay gap -14.04%
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
|
Quartile
|
Male
|
Female
|
Comments
|
| Lower |
71% |
29% |
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 |
| Lower middle |
49% |
51% |
No comment |
| Upper Middle |
30% |
70% |
No comment |
| Upper |
38% |
62% |
No comment |
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.
Local context
As at the snapshot date of 31 March 2017 the workforce comprised of:
The Corporate Leadership Team
WF20 - Senior management team
Mandatory Gender Pay Analysis
Mean as at 31 March 2017
Gender pay gap -10.28%
Median as at 31 March 2017
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.
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
|
Quartile
|
Male
|
Female
|
Comments
|
| 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 |
| Lower middle |
58% |
42% |
No comment |
| Upper Middle |
27% |
73% |
No comment |
| Upper |
42% |
58% |
No comment |
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.