Gender pay gap 2018
New regulations came into effect in 2017 requiring public and private sector employers with 250 or more employees to publish their gender pay gap information on the Gender Pay website as well as our own. As an employer with a headcount of 533 as at 31 March 2018, we are therefore required to publish the following data annually:
- Mean gender pay gap: This means the difference between the mean hourly rate of pay of male full-pay employees and female full-pay employees
- Median gender pay gap: The difference between the median hourly rate of pay of male full-pay employees and female full-pay employees
- Mean bonus gender pay gap: The difference between the mean bonus pay paid to male and female relevant employees (including long service and honoraria)
- Median bonus gender pay gap: The difference between median bonus pay paid to male and female relevant employees (including long service and honoraria)
- Proportion of male and female employees who received bonus pay: Bonus pay has to be reported over the previous 12 months (31st March 2017 to 31st March 2018)
- The proportion of males and females in each quartile: Pay band for the mean and median gender pay gaps
Data for the previous year is reported by 31 March the following year. Therefore, this report is based on data as at 31 March 2018.
The WDC gender pay reporting figures have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
The data includes the following types of staff:
- Employees with a contract of employment (part time, full time, permanent and fixed term)
- Female: 296 (56%)
- Male: 237 (44%)
Mean and median gender pay gaps
- Mean gender pay gap: 15.3 %
- Median gender pay gap 10.9 %
Mean and median gender bonus pay gaps
- Percentage of women who received bonus pay 6%
- Percentage of men who received bonus pay 3%
- Mean gender bonus pay gap: -89.4 %
- Median gender bonus pay gap -68 %
For the purposes of Gender Pay Gap reporting a bonus payment includes a ‘one off honoraria’ and Warwick District Council ‘Long Service Awards’.
(Mean - the average of all the numbers in the dataset)
(Median - the figure that falls in the middle of a range when everyone's pay is lined up from smallest to largest)
Pay quartiles by gender
|Lower quartile||37%||63%||Includes all employees whose standard hourly rate places them at or below the lower quartile|
|Lower middle quartile||36%||64%||Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median|
|Upper middle quartile||39%||61%||Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile|
|Upper quartile||62%||38%||Includes all employees whose standard hourly rate places them above the upper quartile|
Therefore, Warwick District Council is confident that its gender pay gap does not stem from paying males and females differently for the same or equivalent work.
Overall staff numbers were down from 680 in 2017 to 533 in 2018 mainly due to the TUPE out of 174 contracted and casual Leisure staff in May 2017. These included 138 Leisure staff paid on 31/3/17 – 70 of these staff were female and 68 male. However, out of those in the highest quartile 8 were female and 1 was male. Out of the top 20 Leisure earners in 2017, 17 were female and 3 were males receiving specialist coaching/tuition rates.
On the date that this information was taken we employed more females than males, therefore it would be expected that there are more females than males at almost every level of the organisation. However, this is not replicated in the upper quartile.
WDC is not complacent about its gender pay gap, will keep the results under review continue to develop a robust evidence based action plan and be report our gender pay gap on an annual basis.
The next report will be due to be taken as of 31 March 2019 which will provide us with more up to date analysis.
Gender Pay Reporting - 2018 ONS Annual Survey of Hours and Earnings (provisional)
31 March 2018
|Public Sector||West Midlands Public Sector|
|Mean Gender Pay Gap||15.3%||17.5%||17.3%|
|Median Gender Pay Gap||10.9%||19%||23.3%|