Gender pay gap reporting - 1 April 2018 to 31 March 2019

The gender pay gap is the average difference between a man's and a woman's remuneration (pay). Information about the council's gender pay gap is available from this page.

What is the gender pay gap?

East Riding of Yorkshire Council recognises the importance of fair treatment and the positive promotion of equality for all employees. Under the Equalities Act 2010 (Specific Duties and Public Authorities) Regulations 2017 employers with 250 or more employees are required to publish statutory gender pay gap calculations on an annual basis with effect from April 2018. The gender pay gap is a measure to compare the difference in average hourly rates of pay between males and females in the organisation. A positive gender pay gap figure means that men are paid more than women and a negative figure means that women are paid more than men.

The gender pay gap indicates whether there is a difference between aggregate pay of males and females throughout the organisation.

The council is required to report two measures of the difference between male and female pay, the mean and the median. Mean shows the difference between average pay of male and female employees, meaning all salaries added together and divided between the total number of employees, while the Median shows the numerical value which splits the top 50% and bottom 50% of salaries.

Gender pay gap 2018-2019

The total number of employees for inclusion in the 2019 reporting information was 6011 and the workforce split remained the same as 2018 reporting information (64% female and 36% male.)

Gender Pay Gap - Hourly Average

Gender pay gap

Mean hourly rate Median hourly rate
Female £11.87 £10.16
Male £12.87 £10.64
Difference (£) £1.00 £0.48
Pay gap (%) 7.8% 4.5%

On average for every £1.00 that a male employee earns a female earns £0.92.

The council's mean gender pay gap of 7.8% and median figure of 4.5% compares favourably when viewed in the context of the Office of National Statistics (ONS) current UK national gender pay gap mean figure of 16.2% and median figure of 17.3% for all employees.

From 31 March 2018 to 31 March 2019 the mean pay gap has decreased from 8.4% to 7.8% median fell from 10.2% to 4.5%.

National gender pay gap (average)

The council’s pay gap is positive when viewed in the context of the current ONS national pay gap of 16.2% and work is underway to close the gap further.

Gender Pay Gap - National Average

Source: Annual Survey of Hours and Earnings 2018, Office for National Statistics.

National gender pay gap (average)

Type Mean hourly rate difference(%)
National 16.2%
East Riding of Yorkshire Council 7.8%

Gender bonus gap

The relevant bonus period is the preceding 12 months before the snapshot date. The council awards long service bonuses of £100 to those employees with 25 or more years' service which are included for the purpose of this reporting. The small Investments team, comprising 7 male employees, also receive a contractual performance-related bonus and this accounts for the higher means and median pay gap for bonuses.

Gender Pay Gap - Bonus Gap

Bonus pay gap

Type Gender bonus gap
Mean bonus gender pay gap 94.1%
Median bonus gap 0.0%
Proportion of males receiving a bonus 0.58%
Proportion of females receiving a bonus 0.4%

Proportion of male and female in each quartile band

Proportion of males and females receiving a bonus

Gender Pay Gap - Male/Female Proportion

Gender Pay Gap - Male/Female Proportion

Proportion of males and females receiving a bonus

Gender Receive a bonus Does not receive a bonus
Male 0.58% 99.42%
Female 0.4% 99.6%

Proportion of males and females in each pay quartile band

Gender Pay Gap - Male/Female Proportion

Gender Pay Gap - Male/Female Proportion

Proportion of male and female in each pay quartile band

Number Per cent Number Per cent Number Per cent Number Per cent
Male 424 28.2% 636 42.3% 489 32.5% 624 41.5%
Female 1079 71.8% 867 57.7% 1014 67.5% 878 58.5%
Total 1503 100.0% 1503 100.0% 1503 100.0% 1502 100.0%


The council is confident that the gender pay gap is not as a result of equal pay issues. Although 64% of the workforce is female overall, almost three quarters of employees in the lower quartile are female. Women are more likely to occupy lower paid roles while men are more likely to occupy higher-paid roles. This is partly due to women undertaking a higher proportion of the caring responsibility outside the workplace. Women occupy roles such as caring and administration which are in the lower pay bandings.

The council believes that good job design and actively seeking to promote flexible working practices will enable more people to manage their work-life balance better. This will support women in the workplace and is reflected in the improvement in the gender pay gap.

The council already has a range of family-friendly policies and these have been relaunched last year under a new flexibility framework. A Flexi-time Policy and a Career Break Scheme have been introduced.

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