Gender pay gap reporting - 1 April 2023 to 31 March 2024

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 2023 to 31 March 2024

The total number of employees for inclusion in 2023 reporting information was 6656 of which are 2,340 males and 4,316 are females.

gender pay gap - Hourly Average

Mean hourly rate Median hourly rate
Female £15.68 £13.46
Male £16.38 £14.37
Difference (£) £0.70 £0.91
Pay gap (%) 4.3% 6.3%

On average for every £1.00 that a male employee earns a female earns £0.96.

For the period 1 April 2023 to 31 March 2024 the Office of National Statistics (ONS) published a current UK national Gender Pay Gap median figure of 7% for all employees.

National gender pay gap

In April 2024, the median full-time earnings excluding overtime were £19.24 for men and £17.88 for women in April 2024.

In addition, for part-time employees, they were £13.00 for men and £13.40 for women.

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

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

Gender bonus gap

2023-2024
Mean bonus gender pay gap 0.00%
Median bonus gap 0.00%
Proportion of males receiving a bonus 0.04%
Proportion of females receiving a bonus 0.02%

The only bonus included in the calculations are the Long Service Award of £100, which applies to both male and female employees following 25 years of service.

Proportion of males and females in each pay quartile band

Proportion of Males and Females in Each Quartile Band 2023-24
Number %
Quartile 1 Female 1,129 70.5%
Male 472 29.5%
Value12.17
Quartile 2 Female 1,025 64.0%
Male 576 36.0%
Value13.63
Quartile 3 Female 992 61.9%
Male 610 38.1%
Value17.58
Quartile 4 Female 986 61.5%
Male 616 38.5%
Value96.56

The proportion of females has decreased by 1.1% in Quartile 1, and by 0.4% in Quartile 3. The proportion has increased by 0.8% in Quartile 2, and by 0.7% in Quartile 4.

Overall, the proportion of females has remained constant, being both 64.5% in 2022-23 and 2023-24.

Summary

The council’s gender median pay gap has remained the same at 6.3%. The mean has seen a further decrease this year from 5.7% to 4.3%. This has reduced from 10.09% to 4.3% 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.

Are you looking for historical gender pay gap data?

Please follow the links on the page below if you need to view historical gender pay gap data for freedom of information (FOI) requests or general interest.

Gender pay gap reporting

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