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Gender Pay Gap Statistics - March 2022

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.

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.

Data as at 31 March 2022

Mean (average) gender pay gap in hourly pay            7.3%

Median (mid-point) gender pay gap in hourly pay     6.3%


Proportion of males and females in each pay quartile
Pay quartile Men % Women %
Top 53.8 46.2
Upper middle 37.9 62.1
Lower middle 40.1 59.9
Lower 41.7 58.3


It is good news that our gender pay gap has reduced again slightly. The total headcount was 41 higher than 2021 as Ashford Port Health had been fully staffed by this point in time. This data is also before the introduction of static shifts and therefore all of their pay was enhanced by shift allowance in this figures. The median male hourly rate is lower than a year ago, but the female hourly rate is higher.

Bonus gender pay gap
 Mean (average) -154.6%
 Median (mid-point) -5,846%
 Proportion receiving a bonus payment Males 5.4% Females 1.0%


We do not operate a bonus or performance related pay scheme. We calculate our figures according to the gender pay gap legislation using:

  • long service awards and long service awards on retirement (none relevant to this year)
  • an informal non-contractual operational arrangement for the provision of a voucher reward scheme at Aspire, the council’s landscape management team (nine males)
  • honorariums specific to exceptional performance (one female)
  • enhanced recruitment pay (four males and two females)

The statistics look unusual because more men than women received a ‘bonus payment’, but women were given more money on average and at mid-point. This reflects the fact that the rewards at Aspire were given at varying small amounts whereas the female payments for enhanced recruitment pay and an honorarium were much higher. This is the first year that we have given enhanced recruitment pay hence the large difference in the median calculation to previous years. 

What do our calculations mean?

Our pay structure, policies, recruitment procedures and training programme are set without bias to gender or any other personal characteristic. Many of these policies and procedures assist both our male and female staff in a work-life balance and career progression opportunities. We will continue to ensure women have the same opportunities as men to fulfil their potential in the workplace.

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