Ethnicity pay gap report 2022
Background
The ethnicity pay gap report for Warwick District Council sets out the ethnicity pay gap information relating to employees and is calculated in line with the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017.
Unlike the gender pay gap, there is no legal requirement for companies to publish their ethnicity pay gap. A recent report by the Commission for Race and Ethnic Disparities recommended that the practice remain voluntary due to a lack of diversity in some parts of the country. A coalition of workers’ groups have called for ethnicity pay gap reporting to be made mandatory so employers can better address pay disparities.
Warwick District Council has decided to voluntarily publish its ethnicity pay gap data because we believe it’s an important step towards ensuring our workforce is diverse, inclusive, and fair for everyone.
This report identifies the Council’s ethnicity pay gap data using pay data on the snapshot date of 31 March 2022, and in relation to ‘bonuses’ paid between 1 April 2021 and 31 March 2022.
The WDC ethnicity pay reporting figures have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Advice received from the WCC’s Equality, Diversity and Inclusion Practitioner is that for the purposes of the calculation ‘Not declared’ should be included in the White British category.
The acronym BAME (Black, Asian and minority ethnic) is used throughout this report however, we recognise its limitations as a term that combines and therefore dilutes the experiences of Black, Asian, and other ethnic groups.
The data includes the following types of staff:
- Employees with a contract of employment (part time, full time, permanent and fixed term)
- Casuals/Workers
- Apprentices
The data does not include temporary staff employed through an agency.
Ethnicity profile
As at 31 March 2022 Warwick District Council employed 506 people).
Between 2018 and 2021 the percentage of employees who identified as non-white has increased by 1.4% to 10.1% (See 2.4).
In this period the non-white profile at the Council, comparing the percentage of White British and Not declared, shows a slightly lower representation of non-white employees (10.1%) compared with the general Warwickshire population (11.8%).
In April 2021 we moved to a combined HR & Payroll system – I-Trent, from our previous payroll system, Resourcelink. Our equality and diversity information could not be automatically transferred due to the updated ethnicity categories on I-trent (in line with Census ethnicity categories).
We have asked and reminded all employees to update their information and the benefits of why we ask, with the additional option of prefer not to say to confirm that they have made a considered choice not to provide information.
As at 31 March 2022 48% of employees had not declared, with 0.6% stating prefer not to say, which after review, gives an inaccurate picture of our establishment. In the preceding year we had sent out reminders via managers, an intranet messages, and a compliance system.
This data is now collected as part of the recruitment process (where provided as part of the application) however is still voluntary to provide.
- Not declared - 243 (48%)
- Prefer not to say - 3 (0.6%)
- Non-white - 29 (5.7%)
- White - 231 (45.7%)
| Year | Not declared and White British | Percentage | BAME | Percentage | Total number of employees |
|---|---|---|---|---|---|
| 2021 | 516 (63 not declared) | 89.9% | 58 | 10.1% | 574 |
| 2020 | 510 (60 not declared) | 90% | 57 | 10% | 567 |
| 2019 | 505 (64 not declared) | 90.6% | 52 | 9.4% | 557 |
| 2018 | 487 (47 not declared) | 91.3% | 46 | 8.7% | 533 |
Due to the low number of employees declaring their ethnicity as at 31.3.22, a breakdown has not been provided as this information can identify an individual.
Ethnicity is considered to be special category of personal data. If raw figures are provided, this could constitute personal data and directly identify an individual.
Not declared data
| 2021 | 2020 | 2019 | 2018 | |
|---|---|---|---|---|
|
Employees |
63 |
60 |
64 |
47 |
|
Percentage of employees |
10.98% |
10.6% |
9.4% |
8.8% |
|
Full time |
38 |
34 |
38 |
31 |
|
Part time |
9 |
10 |
10 |
10 |
|
Percentage part time |
14% |
16.6% |
15.6% |
21.3% |
|
Casual workers |
16 |
16 |
16 |
6 |
|
Average week p/t |
22.7 |
21.4 |
21.1 |
20.3 |
|
Hours between |
7.67 - 35 |
7.50 - 35 |
7.50 – 33.5 |
7.67 – 33.5 |
|
Average week all |
34.4% |
33.6% |
33.7% |
32.9% |
|
Percentage Managerial roles |
23.8% |
15% |
15.6% |
19% |
Non-White data
| 2021 | 2020 | 2019 | 2019 | |
|---|---|---|---|---|
|
Employees |
58 |
57 |
52 |
46 |
|
% of employees |
10.1% |
10.0% |
9.4% |
8.7% |
|
Full time |
40 |
39 |
37 |
32 |
|
Part time |
17 |
17 |
13 |
10 |
|
% part time |
29.3% |
29.3% |
25% |
21.7% |
|
Casual workers |
1 |
1 |
2 |
4 |
|
Average week p/t |
25.22 |
25.3 |
22.2 |
25.3 |
|
Hours between |
7.67 - 35 |
7.67 - 35 |
7.67 - 35 |
8.63 - 35 |
|
Average week all |
33.5 |
33.5 |
33.2 |
34.2 |
|
% Managerial roles |
13.7% |
14% |
11.5% |
8.7% |
White British data
| 2021 | 2020 | 2019 | 2018 | |
|---|---|---|---|---|
|
Employees |
453 |
450 |
441 |
438 |
|
% of employees |
78.9% |
79.4% |
79.1% |
82.5% |
|
Full time |
298 |
288 |
284 |
263 |
|
Part time |
124 |
124 |
120 |
132 |
|
% part time |
27.4 |
27.6% |
27.2% |
30% |
|
Casual workers |
31 |
38 |
37 |
43 |
|
Average week p/t |
22.2 |
22.5 |
22.5 |
23.14 |
|
Hours between |
6.23 -35 |
7.50 - 35 |
7.67 - 35 |
7.67 - 35 |
|
Average week all |
32.7 |
32.7 |
32.7 |
32.43 |
|
% Managerial roles |
17.6% |
18.2% |
20.6% |
21.5% |
Mean, Median and Bonus ethnicity pay gap results
The methodology as that used in calculating the Gender Pay Gap reporting has been used.
A summary of the results for Warwick District Council are set out below:
2022
| Payment type | Not declared and White British | BAME | Pay gap |
|---|---|---|---|
| Mean hourly rate | £15.65 | £14.15 | 13% |
| Median hourly rate | £13.70 | £11.24 | 18% |
| Mean bonus payment | £483.60 | £483.60 | 0% |
| Median bonus payment | £757.34 | £483.60 | 56.60% |
| Proportion who received a bonus | 2.30% | 3.20% |
2021
| Payment type | Not declared and White British | BAME | Pay gap |
|---|---|---|---|
| Mean hourly rate | £14.82 | £12.95 | 12.62% |
| Median hourly rate | £13.21 | £10.94 | 17.18% |
| Mean bonus payment | £936 | £476.50 | 49.1% |
| Median bonus payment | £500 | £500 | 0% |
| Proportion who received a bonus | 6.78% | 6.89% |
2020
| Payment type | Not declared and White British | BAME | Pay gap |
|---|---|---|---|
| Mean hourly rate | £14 | £12.62 | 9.85% |
| Median hourly rate | £12.35 | £10.54 | 14.65% |
| Mean bonus payment | £413.33 | £370 | 10.84% |
| Median bonus payment | £444 | £370 | 16.66% |
| Proportion who received a bonus | 1.76% | 1.75% |
2019
| Payment type | Not declared and White British | BAME | Pay gap |
|---|---|---|---|
| Mean hourly rate | £13.62 | £11.66 | 14.39% |
| Median hourly rate | £11.74 | £10.27 | 12.52% |
| Mean bonus payment | £434.88 | £600 | -37.96% |
| Median bonus payment | £300 | £500 | -66.66% |
| Proportion who received a bonus | 14.45% | 7.69% |
2018
| Payment type | Not declared and White British | BAME | Pay gap |
|---|---|---|---|
| Mean hourly rate | £13.33 | £11.81 | 11.4$ |
| Median hourly rate | £12.13 | £10.44 | 13.93% |
| Mean bonus payment | £829.89 | £657.60 | 20.76% |
| Median bonus payment | £750 | £750 | 0% |
| Proportion who received a bonus | 3.69% | 10.87% |
Mean ethnicity pay gap
There is a 13% pay gap between the mean hourly rate for for non-white employees and White British/Not declared employees on 31 March 2022.
Median ethnicity pay gap
There is a 18% pay gap between the median hourly rate for non-white employees and White British/Not declared employees on 31 March 2022.
Bonus pay
In terms of mean bonuses, the bonus paid show a 0% Mean pay gap in 2022 - 2023.
In terms of median bonuses, those of non-white background earn less than White British/Not declared employees.
Proportion by pay band quartiles
2022 – 2023 hourly rates within Warwick District Council range from £4.62 (apprentice rate) to £60.70.
Any further analysis of this data will not assist as this information has not been provided by 48% of our employees.
When dividing groups of employees into 4 quartiles the pay rates are shown below:
WDC Pay Quartiles by ethnicity 31 March 2022
| Quartile | Not declared/prefer not to say/White British | Percentage | Non-white | Percentage | Total |
|---|---|---|---|---|---|
| Lower Quartile (£4.62 to £11.02) | 115 | 91.27% | 11 | 8.73% | 126 |
| Lower Middle Quartile (£11.02 to £13.44) | 120 | 94.49% | 7 | 5.51% | 127 |
| Upper Middle Quartile (£13.44 to £18.84) | 121 | 95.28% | 6 | 4.72% | 127 |
| Upper Quartile (£18.84 to £60.70) | 123 | 96.85% | 4 | 3.15% | 127 |
WDC Pay Quartiles by ethnicity 31 March 2021
| Quartile | Non-white | Percentage | Not declared and White British | Percentage | Total |
|---|---|---|---|---|---|
| Lower Quartile (£4.55 to £10.83) | 14 | 9.79% | 129 | 90.21% | 143 |
| Lower Middle Quartile (£10.83 to £13.21) | 24 | 16.67% | 120 | 83.33% | 144 |
| Upper Middle Quartile (£13.21 to £17.06) | 12 | 8.39% | 131 | 91.61% | 143 |
| Upper Quartile (£17.06 to £59.85) | 8 | 5.56% | 136 | 94.44% | 144 |
WDC Pay Quartiles by ethnicity 31 March 2020
| Quartile | Non-white | Percentage | Not declared and White British | Percentage | Total |
|---|---|---|---|---|---|
| Lower Quartile (£4.35 to £10.24) | 13 | 9.2% | 128 | 90.8% | 141 |
| Lower Middle Quartile (£10.24 to £11.88) | 22 | 15.5% | 130 | 84.5% | 142 |
| Upper Middle Quartile (£11.88 to £16.60) | 13 | 9.2% | 129 | 91.8% | 142 |
| Upper Quartile (£16.60 to £58.25) | 9 | 6.3% | 133 | 93.7% | 142 |
WDC Pay Quartiles by ethnicity 31 March 2019
| Quartile | Non-white | Percentage | Not declared and White British | Percentage | Total |
|---|---|---|---|---|---|
| Lower Quartile (£4.10 to £9.78) | 11 | 7.9% | 112 | 92.1% | 140 |
| Lower Middle Quartile (£9.78 to £11.61) | 19 | 13.6% | 120 | 86.4% | 139 |
| Upper Middle Quartile (£11.61 to £15.94) | 15 | 10.8% | 123 | 89.8% | 138 |
| Upper Quartile (£15.94 to £57.11) | 7 | 5% | 133 | 95% | 140 |
WDC Pay Quartiles by ethnicity 31 March 2018
| Quartile | Non-white | Percentage | Not declared and White British | Percentage | Total |
|---|---|---|---|---|---|
| Lower Quartile (£4.59 to £9.55) | 14 | 10.5% | 120 | 89.5% | 134 |
| Lower Middle Quartile (£9.72 to £11.74) | 14 | 10.5% | 119 | 89.5% | 133 |
| Upper Middle Quartile (£11.74 to £15.63) | 12 | 9% | 121 | 91% | 133 |
| Upper Quartile (£15.63 to £55.99) | 6 | 4.5% | 127 | 95.5% | 133 |
Quartile Pay Band Summary - In order for there to be no ethnicity pay gap, there would need to be an equal ratio of BAME to White British employees in each quartile.
The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Summary of Ethnicity Pay Gap data as at 31 March 2022
We will continue to work with the recommendations from the ‘Task and Finish’ group to support actions that address the ethnicity pay gap. This will align with the EDI plan as part of the overall People Strategy 2023 -2027.
We will continue to request employees provide sensitive information/data to enable us to report in a more robust fashion in future years.