The gender pay gap obligations have been introduced alongside the existing requirements for specified public bodies, including publishing annual information to demonstrate compliance under the Public Sector Equality Duty (PSED) and publishing equality objectives every four years.
The Mandatory Gender Pay Gap Reporting proposes that organisations should, for the first mandatory report, capture data as a snapshot on 5 April and then publish their findings no later than 4 April of the following year. It is similarly required that the data is maintained for three years in order to show progress made.
The Equality and Human Rights Commission defines the difference between equal pay and the gender pay gap as follows:
- Equal pay means that men and women in the same employment performing equal work must receive equal pay, as set out in the Equality Act 2010.
- The gender pay gap is a measure of the difference between men’s and women’s average earnings across an organisation or the labour market. It is expressed as a percentage of men’s earnings.
Salaries at TMBC are determined through a grading system which evaluates the job and not the post holder. It makes no reference to gender or any other personal characteristics of existing or potential job holders. Therefore, we are confident that TMBC is paying the same salary to roles of equal value.
The data below represents the gender pay gap snapshot data for TMBC as at April 2019 and is presented as required by the regulations. For comparison purposes, last year's data is included.
(The requirement to report on differences in bonus payments does not apply since TMBC do not pay bonus payment)
This information will be updated annually.
|Gender Pay Gap Analysis||2017||2018||2019|
|Mean gender pay gap in hourly rate as a percentage of men's pay||23.9%||22.63%||19.66%|
|Median gender pay gap in hourly rate as a percentage of men's pay||33.6%||32.71%||29.52%|
|Percentage of males in the quartile||56.3%||59.68%||57.8%|
|Percentage of females in the quartile||43.8%||40.32%||42.2%|
|Upper middle quartile||2017||2018||2019|
|Percentage of males in the quartile||42.9%||39.68%||41.5%|
|Percentage of females in the quartile||57.1%||60.32%||58.5%|
|Lower middle quartile||2017||2018||2019|
|Percentage of males in the quartile||26.60%||26.2%||28.1%|
|Percentage of females in the quartile||73.4%||73.8%||71.9%|
|Percentage of males in the quartile||19.0%||23.81%||24.6%|
|Percentage of females in the quartile||81.0%||77.78%||75.4%|
Actions to try to address the Gender Pay Gap 2019
The Lower Middle and Lower Earnings Quartiles show the largest disparity between the number of women (higher) and men (lower), with particularly disparity in grades 3 to 6. In brief, it would appear that women are more likely to apply for, be appointed to, and remain in lower graded posts.
The Government Equalities Office have published guidance for employers on “Reducing the gender pay gap and improving gender equality in organisations”. In brief the guidance offered suggests the following actions.
- Include multiple women in shortlists for recruitment and promotion.
- Use skills-based assessment tasks in recruitment.
- Use structured interviews for recruitment and promotion.
- Encourage salary negotiation by showing salary ranges.
- Introduce transparency to promotion, pay and reward processes.
- Appoint diversity managers and/or diversity task force.
- Improve workplace flexibility for men and women.
- Encourage the uptake of Shared Parental Leave.
- Recruit returners.
- Offer mentoring and sponsorship.
- Offer networking programmes.
- Set internal targets.
Whilst the majority of these actions are being observed to a greater or lesser extent at TMBC, the Council’s gender gap profile suggests that it is the lack of men in lower graded jobs that is the cause of the extent of the gap. TMBC have contracted out several services (e.g. refuse, street cleansing, leisure centres) where there are often lower paid jobs filled by men in the majority, which goes some way to explain why TMBC’s pay gap is higher than some comparative councils.
It is therefore proposed to action the following to attempt to attract more men to apply for lower graded roles.
- To review the job titles used at recruitment to ensure gender neutrality and/or to overcome the bias of tradition.
- To try to ensure that recruitment literature for jobs in the 2 lower quartiles is written in such a way to attract male, as well as female, applicants.
In terms of the 2 Upper Quartiles where there is less of a disparity in the gender pay gap it will be important to try to maintain balance going forward. Particularly in the Upper Quartile, there should be efforts to encourage women candidates to apply for vacancies for these roles.