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Gender Pay Gap Statistics - March 2018

We continue to welcome the government's requirement for large organisations to be more transparent on gender pay, and will use this opportunity to nurture our culture of supporting women in the workplace, ensuring success is defined by talent, not gender or circumstance.

What is a gender pay gap?

A gender pay gap is the difference in average pay between the men and women in a workforce, expressed relative to men's earnings. For example, 'women earn 15% less than men per hour'.

It is different to equal pay, which is a legal requirement to pay men and women the same for equal or similar work. Ashford Borough Council has a robust job evaluation system which ensures equality of pay.

There are two very important points to note. Firstly an emphasis that having a gender pay gap does not mean that unlawful discrimination is occurring. The majority of organisations will have a gap for varying reasons, some of which are due to much broader influences such as economic, cultural, societal and educational factors.

Secondly, although it is good news that our gender pay gap has reduced slightly, it should be noted that we have not been able to influence those figures since the new legislation was brought in. That is because the data is retrospective so we reported our first 2017 figures at the same time as the snapshot data for 2018.

Data as of 31 March 2018

Mean (average) gender pay gap in hourly pay: 15.8%

Median (mid-point) gender pay gap in hourly pay: 22.5%

Proportion of males and females in each pay quartile
Pay quartile Men % Women %
Top 60.5 39.5
Upper middle 35.1 64.9
Lower middle 29.8 70.2
Lower 40.4 59.6

Bonus gender pay gap
 Mean (average) -460.7%
 Median (mid-point) -1150%
 Proportion receiving a bonus payment Males 12.7% Females 0.7%

We do not operate a bonus or performance related pay scheme. The figures behind the bonus gender pay gap result from long service awards (two female and one male for 2017/18), and an informal non-contractual operational arrangement for the provision of a voucher reward scheme at Aspire, the council's landscape management team.

This scheme was introduced in December 2016 after the team was brought in-house after 20 years of outsourced operations. To ensure that the scheme is fair, a comprehensive set of criteria for any reward was created. This was brought in after consultation with Unison and is reviewed at least annually.

The statistics look unusual because they show that more men than women received a 'bonus payment' but that women were given more money on average, and at mid-point. This reflects the fact that the long service awards are of a higher amount (and out of three awards, two of these were for women), and the rewards at Aspire were given to a larger number of men but at much smaller amounts.

Why does a gender pay gap exist nationally?

Essentially there are more women in lower paid occupations and fewer in lucrative sectors. Women are also more likely to work part time (6.2m as opposed to 2.3m men – Office of National Statistics, UK Labour Market statistics, December 2018), which is generally less well paid than full time work on a per hour basis. They are also more likely to take time out of their careers for caring responsibilities (child and elder). These factors limit women's experience and progression.

The Chartered Institute of Personnel and Development (CIPD) confirms that if a woman leaves the labour market altogether or even for a short period of time, or continues to work but on a part time basis, she is more likely to be in a low paid and low skilled job, and to remain there throughout her working life. The CIPD also states that part time employees are considered by some employers to accumulate less valuable skills and experience, and therefore acquire less human capital, which is often considered permanent. 

Reducing this gender gap is simply about ensuring women have the same opportunities as men to fulfil their potential in the workplace.

What do our calculations mean?

We know that we are already a fair employer and that our pay structure, policies, recruitment procedures and training programme are set without bias to gender or any other personal characteristic. We also know many of these policies and procedures assist both our male and female staff in a work-life balance and career progression opportunities.

We would like to reduce our gap further, whilst recognising that there are likely staff of both genders that do not wish to progress further in their careers at this time.

We are focusing on communicating our existing policies which simply remove some of the barriers that women may be more likely to face than men. We want to nurture our culture of supporting women in the workplace and continue to ensure that:

  • Unpaid care can be distributed evenly between men and women
  • Occupational downgrading or career stalling after motherhood is eliminated
  • Women have the opportunity and confidence to go for development and career progression, on a par with male colleagues
  • Recruitment is free from gender bias – in appointment, starting salary and promotion

We are committed to having a diverse and inclusive workplace that gives equal opportunities to all employees irrespective of gender.

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