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Walsall Council’s gender pay gap figures released

  • 8 March 2018
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Walsall Council has published its workforce gender pay gap data today, ahead of the government cut-off date at the end of March.

Under new gender pay gap reporting legislation that came into effect in April last year, all employers in Great Britain with more than 250 staff are required to publish their organisation’s gender pay gap data annually, including:

  • gender pay gap (mean and median average)
  • gender bonus gap data (mean and median average) as well as the proportion of men and women who received bonuses in the previous 12 months
  • the proportion of men and women in each quartile of the organisation’s pay structure.

Gender pay gap reporting by employers shows the difference between the average earnings of women and men expressed as a percentage. Gender pay gap is calculated using the basic hourly pay rates of all employees, as well as any allowances and shift premiums.

While this is the first year the Council has been legally required to analyse and publish data, the Council can evidence from previous similar analysis that the average gender pay gap across its workforce is reducing. In 2014/15 the average hourly base rate of pay for women (without allowances and shift loadings) was 15 per cent less than men. In 2015/16, this figure had decreased to 12.7 per cent.

Current Walsall Council data, at 31 March 2017, shows that, the average (mean) hourly rate of pay for women employed by the Council (with allowance and shift loading included, in line with the new legislative requirements) was 11.36 per cent lower than the average hourly rate of pay for men. The median hourly rate for women was 9.21 per cent lower than the median rate for men.  

The data is further broken down into the percentage of women and men who fall within four equally divided pay bands or quartiles; the upper, upper-middle, lower-middle and lower quartiles.

At Walsall Council, the upper quartile — employees receiving the highest pay — comprises 62 per cent women and 38 per cent men. The upper-middle quartile and lower-middle quartiles each comprise 64 per cent women and 36 per cent men.  

The proportions in these quartiles closely correspond with the overall percentage of women and men employed by the Council — nearly 69 per cent of staff are women.

The lower quartile shows the greatest percentage disparity, with it comprising 85 per cent women and just 15 per cent men, reflecting the dominance of women occupying lower graded roles.

Councillor Keith Chambers, Portfolio Holder for Agenda for Change and Personnel and Business Support said: “Gender pay gap analysis provides a valuable point of reference for employers and is something that the Council has been undertaking for a number of years, not just in response to recent government requirements. While important, it is just one source of information gathered by the Council annually as part of employment monitoring reports to meet our public sector Equality Duty under the Equality Act 2010.

“As an employer, we support the individual employment choices people make from their own personal, social and economic perspectives. We offer family-friendly, flexible working arrangements and support all employees to maximise their potential in their role and within the organisation.

“We conduct a fair recruitment and selection process to ensure the Council can secure the right person with the right skills to deliver services to the people of Walsall.”

When analysed using the pay rates of full time employees only, Walsall Council data showed that the average (mean) hourly rate of pay for women employed by the Council was one per cent higher than the average hourly rate of pay for men. The median hourly rate for women was seven per cent higher than the median rate for men. 

The Council’s gender pay gap data is published on the government gender pay gap reporting website at  https://gender-pay-gap.service.gov.uk/Viewing/search-results?y=2017

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