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.
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.
The total number of employees for inclusion in the 2020 reporting information was 7287 and the workforce split remained broadly comparable with reporting information (65% female and 35% male.)
|Mean Hourly Rate||Median Hourly Rate|
|Pay gap (%)||6.49%||0.36%|
On average for every £1.00 that a male employee earns a female earns £0.94.
From 31 March 2019 to 31 March 2020 the mean pay gap has continued to decrease from 7.8% to 6.49%. The median fell from 4.5% to 0.36%. The female median is now very close to the male median.
For the same period the Office of National Statistics (ONS) published a current UK national gender pay gap mean figure of 15.5% and median figure of 14.6% for all employees.
The council’s pay gap is positive when viewed in the context of the current ONS national pay gap of 15.5% and work is underway to close the gap further.
|Type||Mean Hourly Rate Difference(%)|
|East Riding of Yorkshire Council||6.49%|
The relevant bonus period is the preceding 12 months before the snapshot date.
Since the Border to Cost Pensions Partnership was established in 2018, the in-house investments team is now smaller and bonuses are lower than in previous years. Only one (male) relevant employee received a bonus in 2019-20. The performance-related pay scheme for the Investments team ceased in 2019-20 and no bonuses will be paid to them in future years.
|Type||Gender Bonus Gap|
|Mean Bonus Gender Pay Gap||40.17%|
|Median Bonus Gender Pay Gap||0.00%|
|Proportion of Males Receiving a Bonus||0.62%|
|Proportion of Females Receiving a Bonus||0.49%|
Proportion of male and female in each quartile band
|Gender||Receive a bonus||Does not receive a bonus|
|QUARTILE 1||QUARTILE 2||QUARTILE 3||QUARTILE 4|
The difference in the council's gender pay gap mean and median is improving. The council is confident that the gender pay gap is not as a result of equal pay issues as it operates a job evaluation scheme and, other than career graded posts, pays a single pay point for most job roles. 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.
Although 65% 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 already has a flexibility framework containing policies to support employees. The impact of the pandemic and significant improvements in technology have widened the scope of possibilities for efficient agile working and the council is developing strategies to significantly change the way employees can choose to work.
Please follow the links below if you need to view historical gender pay gap data for freedom of information requests or general interest.