Previous gender pay gap data

Gender pay gap data 2020

We had 5,137 employees in scope for the gender pay gap exercise.

In 2020, 67% of our workforce was female (3,450) and 33% male (1,687).

The mean gender pay gap is the difference between the mean hourly rate of pay for males (£16.33) and females (£15.37).

For 2020, this was 5.9%.  This has widened very slightly from 5.8% in 2019.

The median gender pay gap is the difference between the median hourly rate of pay for males (£15.00) and females (£14.45).

For 2020, this was 3.6%, which has widened slightly by 0.3% from 2019.

We have no bonus payments for 2020 that fall in the gender pay gap category.

Additional information

The percentage of females in the lower and upper quartiles has remained the same as in 2019.

The upper quartile is very similar to the overall gender split of the council.

• The percentage of females in the lower and upper quartiles remain the same as in 2019.
• There has been a 2% decrease of females in the upper middle quartile.
• The upper quartile is similar to the overall gender split of the council.

Gender pay gap data 2021

We had 5,091 employees in scope for the gender pay gap exercise. At 31 March 2021, 67% of our workforce was female (3,401) and 33% male (1,690). The mean gender pay gap is the difference between the mean hourly rate of pay for males (£16.98) and females (£16.05).

For 2021, this was 5.4%.  This has narrowed by 0.5% from 2020 (5.9%).

The median gender pay gap is the difference between the median hourly rate of pay for males (£15.36) and females (£14.85).

For 2021, this was 3.3%.  This has narrowed by 0.3% from 2020 (3.6%).

We have no bonus payments for 2021 that fall in the gender pay gap category.

Additional information

• The percentage of females in the upper quartile remains the same as in 2020. The gender split in the upper quartile is very similar to the overall gender split of the council.
• There has been a 3% decrease of females in the upper middle quartile from 2020.
• There has been a 6% increase of females in the lower middle quartile from 2020.
• There has been a 5% decrease of females in the lower quartile from 2020.

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

• 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.

View our previous gender pay gap data.

Gender pay gap data 2023

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 men and women in the workforce.  We have also published our gender pay gap data as at 31 March 2023 on the government website.

We had 5,208 employees in scope for the gender pay gap exercise.

At 31 March 2023, 68% of our workforce were women (3,551) and 32% men (1,657).

The mean gender pay gap is the difference between the mean hourly rate of pay for men (£18.07) and women (£17.44).

For 2023, this was 3.5%.  This has narrowed by 1.5% from 2022 (5.0%).

The median gender pay gap is the difference between the median hourly rate of pay for men (£16.55) and women (£16.11).

For 2023, this was 2.7%.  This has increased by 0.1% from 2022 (2.6%).

We have no bonus payments for 2023 that fall in the gender pay gap category.

Additional information

• the percentage of women in the upper quartile has increased by 2% from 2022. The percentage of females in the upper quartile is now higher than the percentage of women in the council
• there has been a 1% increase of women in the upper middle quartile from 2022
• there has been a 2% increase of women in the lower middle quartile from 2022
• there has been a 1% increase of women in the lower quartile from 2022

View our previous gender pay gap data.