Gender pay gap data 2022
Gender pay gap reporting legislation requires employers with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees. We have also published our gender pay gap data as at 31 March 2022 on the government website.
We had 5,101 employees in scope for the gender pay gap exercise.
At 31 March 2022, 67% of our workforce was female (3,416) and 33% male (1,685).
The mean gender pay gap is the difference between the mean hourly rate of pay for males (£17.09) and females (£16.26).
For 2022, this was 5.0%. This has narrowed by 0.4% from 2021 (5.4%).
The median gender pay gap is the difference between the median hourly rate of pay for males (£15.52) and females (£15.11).
For 2022, this was 2.6%. This has narrowed by 0.7% from 2021 (3.3%).
We have no bonus payments for 2022 that fall in the gender pay gap category.
Additional information
|
Quartile |
% males 2022 |
% females 2022 |
|---|---|---|
|
Lower quartile |
27% |
73% |
|
Lower middle quartile |
28% |
72% |
|
Upper middle quartile |
44% |
56% |
|
Upper quartile |
33% |
67% |
- The percentage of females in the upper quartile has increased by 1% from 2021.
- The gender split in the upper quartile is now equal to the overall gender split of the council.
- There has been a 2% increase of females in the upper middle quartile from 2021.
- There has been a 2% decrease of females in the lower middle quartile from 2021.
- The percentage of females in the lower quartile has remained the same as in 2021.