Gender Pay Data as of 31 March 2023
Under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, employers with 250 or more employees are required to publish statutory gender pay gap calculations every year. Arun District Council is required to calculate and publish the following gender pay data:
- Gender pay gap (mean and median averages)
- Gender bonus gap (mean and median averages)
- Proportion of men and women receiving bonuses
- Proportion of men and women in each quartile of the organisation’s pay structure.
The information shown below is based on data held as of 31 March 2023. Please note that the Council does not have a bonus scheme and therefore there is no data for this section of the report.
Gender Pay Gap Findings
- The difference between the mean hourly rate of pay for a male employee and a female employee is 22.09%
- The difference between the median hourly rate of pay for a male employee and a female employee is 15.22%
- The difference between the mean bonus paid to male employee and female employee is 0%
- The difference between the median bonus paid to male employee and female employees is 0%
- The proportion of male employees who were paid bonus pay is 0%
- The proportion of female employees who were paid bonus pay is 0%
- The proportion of males and females in the lower, lower middle, upper middle and upper quartile pay bands as per table below.
| Quartile | 1 | 2 | 3 | 4 |
|---|---|---|---|---|
| % males | 34 | 29 | 33 | 52 |
| % females | 66 | 71 | 67 | 48 |
Analysis of results
Analysis of the data that has informed this Gender Pay Gap report has shown the following: -
- That the difference between the mean hourly rate of pay for a male employee and a female employee has shown a sharp increase from 8.72% in 2022 to 22.09% in 2023.
- The total number of females in quartiles 3 and 4 has decreased by 13% compared to a 1.3 % decrease in the number of males in the same quartiles.
- Overall, approximately 2/3rds of the workforce in quartiles 1 to 3 (which are the lower paid quartiles) are female. Quartile 4, which is the highest paid quartile is relatively even in terms of gender split. This means that a significant reduction in the number of females in quartile 4, as we had in the period 1 April 22 to 31 March 23, will have a greater detrimental effect on the mean gender pay difference. The decrease in the number of females in quarter 4 has less of an impact on the median figure which shows an increase from 13.46% in 2022 to 15.22% in 2023.