Gender pay gap reporting - 1 April 2022 to 31 March 2023

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 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 2022 to 31 March 2023

The total number of employees for inclusion in 2023 reporting information was 6524 of which 2282 are males and 4242 are females.

gender pay gap - Hourly Average

Mean hourly rate Median hourly rate
Female £14.56 £12.46
Male £15.44 £13.30
Difference (£) £0.88 £0.84
Pay gap (%) 5.7% 6.3%

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

Benchmarking the gender pay gap

In the public sector, median hourly pay for full-time workers (excluding overtime) is £20.62 for males and £18.64 for females, generating a gender pay gap of 9.6% down from 11.2% in 2022.

For the period 31 March 2022 to 31 March 2023 the Office of National Statistics (ONS) published a current UK national Gender Pay Gap median figure of 7.7% for all employees.

Gender pay gap - bonus gap

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

Gender bonus pay 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

Mean bonus gender pay gap 0.00%
Median bonus gap 0.00%
Proportion of males receiving a bonus 0.54%
Proportion of females receiving a bonus 0.43%

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 Receive a bonus Does not receive a bonus
Male 0.54% 99.46%
Female 0.43% 99.57%

Proportion of males and females in each pay quartile band

Proportion of Males and Females in Each Quartile Band 2022-23
Number %
Quartile 1 Female 1136 71.6
Male 451 28.4
Quartile 2 Female 1003 63.2
Male 584 36.8
Quartile 3 Female 989 62.3
Male 598 37.7
Quartile 4 Female 965 60.8
Male 623 39.2

The proportion of females has increased by 1.9% in Quartile 1, by 1.4% in Quartile 2 and by 0.9% in Quartile 4, whereas the largest change is in Quartile 3 where the proportion of females has decreased by 2.7%. Overall, the proportion of females has increased slightly, from 64.1% in 2021-22 to 64.5% in 2022-23.


The council’s gender median pay gap has increased to 6.3%. The mean has seen a further decrease this year from 5.9% to 5.7%. This has reduced from 10.09% to 5.7% since reporting began in 2017.

The council is confident that the mean and median 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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