Gender pay gap reporting - 1 April 2021 to 31 March 2022

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 - 1 April 2021 to 31 March 2022

Covering the period 2021-22

The total number of employees for inclusion in 2022 reporting information was 6131. 35.88% are males and 64.12% are females.

gender pay gap - Hourly Average

Gender pay gap - 1 April 2021 to 31 March 2022

Mean hourly rate Median hourly rate
Female £13.30 £11.46
Male £14.14 £11.46
Difference (£) £0.84 £0.00
Pay gap (%) 5.9% 0%

On average for every £1.00 that a male employee earns a female earns £0.94.

The mean figure of 5.9% is down from last year's figure of 6.8% from 31 March 2021 to 31 March 2022. The median pay gap has remained at 0% for the second year in a row.

For the period 31 March 2021 to 31 March 2022 the Office of National Statistics (ONS) published a current UK national gender pay gap median figure of 8.3% for all employees.

Benchmarking the gender pay gap

The ONS headline gender pay gap figure is based on median hourly earnings (excluding overtime) for full-time employees. On this basis, women employees earned 91.8% of men's hourly pay in April 2022. The resulting headline gender pay gap is 8.3%, up from the figure of 7.7% for April 2021. This figure included information relating to the coronavirus job retention scheme which ended on 30 September 2021.

In the public sector, median hourly pay for full-time workers (excluding overtime) is £19.96 for men and £17.73 for women, generating a gender pay gap of 11.2% (down from 12% in 2021).

Benchmarking the gender pay gap

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

National gender pay gap (average) 2022

Type Mean hourly rate difference(%)
The council's median pay gap 0%
Public sector gender pay gap figure 11.2%
ONS headline gender pay gap figure 8.3%

Gender bonus gap

The relevant bonus period is the preceding 12 months before the snapshot date.

For both median and mean calculations, the bonus pay gap remains at zero.

Gender pay gap - bonus gap

Bonus pay gap

Type Gender bonus gap
Mean bonus gender pay gap 0.0%
Median bonus gap 0.0%

The only bonus included in the calculations are the Long Service Award of £100, which applies to both male and female employees.

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 0.31% 99.69%
Female 0.45% 99.55%

Proportion of males and females in each pay quartile band

gender pay gap - Male/Female Proportion

gender pay gap - Male/Female Proportion

Proportion of males and females in each pay quartile band

Quartile 1 Quartile 2 Quartile 3 Quartile 4
Number % Number % Number % Number %
Male 464 30.3% 586 38.2% 536 35.0% 614 40.1%
Female 1069 69.7% 947 61.8% 997 65.0% 918 59.9%
Total 1,533 100% 1,533 100% 1,533 100% 1,533 100%

The proportion of females in Quartile 3 has decreased by 0.5% and increased in Quartile 4 by 0.2%, whereas the largest changes are in Quartile 1 and Quartile 2, where the proportion of females has decreased in Quartile 1 by 1% and increased in Quartile 2 by 1.3%. This will have contributed to the decrease in the mean gender pay gap

Summary

The council's gender median pay gap is now at zero for the second year in a row. The mean has seen a slight decrease and has reduced from 10.09% to 5.9% since reporting began in 2017.

The council is confident that the mean gender pay gap is not as a result of equal pay issues. The gender pay report is a reflection of the workforce profile, irrespective of role and seniority, rather than about unequal rewards for men and women undertaking the same duties.

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