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1.0 Introduction

1.1

From 30 March 2017 public sector employers in Great Britain with more than 250 staff will be required by law to publish the following four types of figures annually on their own website and on a government website by 30 March 2018.

  • Gender pay gap (mean and median averages)
  • Gender bonus gap (mean and median averages)
  • Proportion of men and women receiving bonuses
  • Proportion of men and women in each quartile of the organisation’s pay structure

2.0 Pay quartiles by gender

2.1

The North Devon Council figures set out below have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

2.2

Under the law, men and women must receive equal pay for:

  • the same or broadly similar work
  • work rated as equivalent under a job evaluation scheme; or
  • work of equal value

Gender Pay Gap 2018-2019

Gender pay gap 2018-2019
               
      Quartile 1 104 Male 71 69.23%
      Quartile 2 103 Male 57 55.34%
      Quartile 3 103 Male 54 52.43%
      Quartile 4 103 Male 57 55.34%
               
      Quartile 1 104 Female 32 30.77%
      Quartile 2 103 Female 46 44.66%
      Quartile 3 103 Female 49 47.57%
      Quartile 4 103 Female 46 44.66%
               
Mean 12.53            
Median 9.87            
               
Female Mean 12.78            
Female Median 10.24            
               
Male Mean 12.36            
Male Median 9.68            
               
Difference Mean -3.29            
Difference Median -5.47            

Year 2018-2019

Gender pay gap 2018-2019
Quartile Male Female
Lower quartile 69.2% 30.8%
Lower middle quartile 55.34% 44.66%
Upper middle quartile 52.43% 47.57%
Upper quartile 55.34% 44.66%

Year 2017-2018

Gender pay gap 2017-2018
Quartile Male Female
Lower quartile 82% 18%
Lower middle quartile 52% 48%
Upper middle quartile 48.5% 51.5%
Upper quartile 57% 43%

Year 2016-2017

Gender pay gap 2016-2017
Quartile Male Female
Lower quartile 86% 14%
Lower middle quartile 49.50% 50.50%
Upper middle quartile 47% 53%
Upper quartile 60% 40%

2.3

North Devon Council is committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. It has a clear policy of paying employees equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above). As such, it:

  • carries out pay audits at regular intervals
  • evaluates job roles and pay grades as necessary to ensure a fair structure

2.4

North Devon Council is therefore confident that its gender pay gap does not stem from paying men and women differently for the same or equivalent work. Rather its gender pay gap is the result of the roles in which men and women work within the organisation and the salaries that these roles attract.

3.0 North Devon Council’s Gender Pay Gap

2018 - 2019

Mean Pay Gap -3.29%
Median Pay Gap -5.47%

2017 - 2018

Mean Pay Gap -5.39%
Median Pay Gap -13.99%

2016 - 2017

Mean Pay Gap -2.41%
Median Pay Gap -8.89%

3.1

The provisional mean gender pay gap for the whole economy (according to the October 2019 Office for National Statistics (ONS) Annual Survey of Hours and Earnings (ASHE) figures) is 16.2%; at -3.29% North Devon Council's mean gender pay gap is, therefore, significantly lower than that for the whole economy.

3.2

The provisional median gender pay gap for the whole economy (according to the October 2019 ONS ASHE figures) is 17.3%; at -5.47%, North Devon Council's median gender pay gap is, therefore, significantly lower than that for the whole economy.

Contact for more information

Nikki Gordon, Human Resources Manager, tel: 01271 318548  email: nikki.gordon@northdevon.gov.uk