Gender Pay Gap

Gender Pay Gap Statement as at 31 March 2019

We are an employer, required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation. These calculations are:

  • the difference in the mean pay of full-pay men and women, expressed as a percentage
  • the difference in the median pay of full-pay men and women, expressed as a percentage
  • the difference in mean bonus pay of men and women, expressed as a percentage
  • the difference in median bonus pay of men and women, expressed as a percentage
  • the proportion of men and women who received bonus pay, and
  • the proportion of full-pay men and women in each of four quartile pay bands.

We are required to publish the results on our own website and a government website. We can use these results to assess:

  • the levels of gender equality in our workplace
  • the balance of male and female employees at different levels
  • how effectively talent is being maximised and rewarded.

The challenge in our organisation and across Great Britain is to eliminate any gender pay gap.

The figures have been reached using the mechanisms that are set out in the gender pay gap reporting legislation.

SHDC gender pay gap results

1) The difference in the mean pay of full-pay men and women, expressed as a percentage is -2.84 percent. 

This figure is based on:

  • a standard mean male hourly rate of £12.73
  • a standard mean female hourly rate of £13.09.

In other words this result means that women's mean (average) pay is 2.84 percent higher than men's. As a comparison, based on information provided by the Government Equalities Office for 2018/19, the mean gender pay gap in local government was 6.1 percent. Across the whole economy the gender pay gap among all employees fell from 17.8 percent in 2018 to 17.3 percent in 2019.

2) The difference in the median pay of full-pay men and women for SHDC is -3.29 percent. 

This figure is based on:

  • a standard median male hourly rate of £10.91
  • a standard median female hourly rate of £12.36.

This negative figure demonstrates that pay for female employees is proportionately higher than that for males. There are a higher proportion of females in senior positions at SHDC which will increase the median hourly rate. In 2018 this figure was -16.2 percent. As a comparison, based on information provided by the Government Equalities Office for 2018/19, the median gender pay gap in local government was 3.9 percent.

3) The difference in the mean bonus pay of men and women, for SHDC is 0 percent. 

This figure is based on:

  • a mean annual male bonus of £0.00
  • a mean annual female bonus of £0.00.

At the snapshot date, no employees qualified for a bonus.

4) The difference in the median bonus pay of men and women for SHDC is 0 percent. 

This figure is based on:

  • a median annual male bonus of £0.00
  • a median annual female bonus of £0.00.

At the snapshot date, no employees qualified for a bonus.

5) The proportion of men and women at SHDC who received bonus pay is:

  • number of males employed who receive a bonus is 0 percent
  • number of females employed who receive a bonus is 0 percent.

At the snapshot date, no employees qualified for a bonus.

6) The proportion of full-pay men and women in each of four quartile pay bands. 

SHDC pay quartiles (number of employees in each band).

BandMalesFemalesDescription
A3921Includes all employees whose standard hourly rate places them at or below the lower quartile.
B3327Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median.
C3328Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile.
D2931Includes all employees whose standard rate places them above the upper quartile.

How does this compare per quartile?

There are a higher number of males in the lowest quartile. However when analysing the percent of each gender included within each of the other quartiles it can be seen that there is an even spread across the quartiles of each gender.

 

Band A

(lowest paid)

Band BBand C

Band D

(highest paid)

Male65 percent55 percent54.1 percent48.33 percent
Female35 percent45 percent45.9 percent51.67 percent