Gender Pay Gap reporting
Gender Pay Gap legislation introduced in April 2017 requires all employers of 250 or more employees to publish information about Gender Pay Gaps annually. Employers are required to publish data based on a specific set of formulae as set out in the guidance to the legislation.
Employers are required to calculate and publish the following gender pay data:
- Mean Gender Pay Gap - the difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees
- Median Gender Pay Gap - the difference between the median hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees
- Mean Bonus Gap - the difference between the mean bonus pay paid to male relevant employees and that paid to female relevant employees
- Median Bonus Gap - the difference between the median bonus pay paid to male relevant employees and that paid to female relevant employees
- Bonus Proportions - the proportions of male and female relevant employees who were paid bonus pay during the relevant period
- Quartile Pay Bands - the proportions of male and female full-pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands
This report reflects the Council’s Gender Pay Gap as at the snapshot date of 31 March 2023.
Equal Pay and the Gender Pay Gap
Equal Pay legislation has been in force since 1970 and requires employers to ensure that there is no difference between pay for men and women doing the same job or work of equal value. The Gender Pay Gap differentiates in that it is a measure of disparity in pay between the average earnings of men and women. Because the gender pay gap is a comparison of average pay rates of all eligible employees this is affected by the proportion of men and women employed at each pay rate.
Pay and reward in the London Borough of Bexley
The Council operates a pay and grading structure underpinned by job evaluation schemes to ensure that there is no gender bias in the grading of posts.
Each grade has a number of incremental points. Progression through the grade is subject to annual performance review.
The Council does not operate a bonus pay scheme and no bonuses were therefore paid in the period.
Gender Pay Gap reporting
The following sets out the gender pay gap information we are required to report. No bonuses were paid.
| Pay rates | Gender Pay Gap | ||
|---|---|---|---|
| Mean hourly rate | 5.86% | ||
| Median hourly rate | 0.16% | ||
Pay Quartile information
| Pay quartiles | Women | Men | Total |
|---|---|---|---|
| Proportion of women and men in the upper quartile (paid above the 75th percentile point) | 73.31% | 26.69% | 100% |
| Proportion of women and men in the upper middle quartile (paid above the median and at or below the 75th percentile point) | 78.37% | 21.63% | 100% |
| Proportion of women and men in the lower middle quartile (paid above the 25th percentile point and at or below the median) | 76.40% | 23.60% | 100% |
| Proportion of women and men in the lower quartile (paid below the 25th percentile point) | 76.12% | 23.88% | 100% |
The Gender Pay Gap
The Gender Pay Gap between men and women is 5.86% based on the mean hourly rate and 0.16% based on the median hourly rate. This is the pay gap across all grades and pay rates and means that on average, women are paid 5.86% less per hour than men.
There is no differentiation in pay grades for male and female employees undertaking the same or comparable roles. The gender pay gap arises from the relative proportion of female and male employees within each pay quartile, pay grade and increment within that grade.
Contact Officer:
Jerry Tosswell
Employee Relations and HR Policy Manager
Jerry.tosswell@bexley.gov.uk
Gender Pay Gap reporting 31 March 2022
This report reflects the Council’s Gender Pay Gap as of the snapshot date of 31 March 2022.
Equal Pay and the Gender Pay Gap
Equal Pay legislation has been in force since 1970 and requires employers to ensure that there is no difference between pay for men and women doing the same job or work of equal value. The Gender Pay Gap differentiates in that it is a measure of disparity in pay between the average earnings of men and women. Because the gender pay gap is a comparison of average pay rates of all eligible employees this is affected by the proportion of men and women employed at each pay rate.
Pay and reward in the London Borough of Bexley
The Council operates a pay and grading structure underpinned by job evaluation schemes to ensure that there is no gender bias in the grading of posts.
Each grade has a number of incremental points. Progression through the grade is subject to annual performance review.
The Council does not operate a bonus pay scheme and no bonuses were therefore paid in the period.
Gender Pay Gap reporting
The following sets out the gender pay gap information we are required to report. No bonuses were paid.
| Pay rates | Gender Pay Gap | ||
|---|---|---|---|
| Mean hourly rate | 7.6% | ||
| Median hourly rate | 1.5% | ||
Pay Quartile information
| Pay quartiles | Women | Men | Total |
|---|---|---|---|
| Proportion of women and men in the upper quartile (paid above the 75th percentile point) | 71.19% | 28.81% | 100% |
| Proportion of women and men in the upper middle quartile (paid above the median and at or below the 75th percentile point) | 77.56% | 22.44% | 100% |
| Proportion of women and men in the lower middle quartile (paid above the 25th percentile point and at or below the median) | 77.01% | 22.99% | 100% |
| Proportion of women and men in the lower quartile (paid below the 25th percentile point) | 77.29% | 22.71% | 100% |
The Gender Pay Gap
The Gender Pay Gap between men and women is 7.6% based on the mean hourly rate and 1.5% based on the median hourly rate. This is the pay gap across all grades and pay rates and means that on average, women are paid 7.5% less per hour than men.
There is no differentiation in pay grades for male and female employees undertaking the same or comparable roles. The gender pay gap arises from the relative proportion of female and male employees within each pay quartile, pay grade and increment within that grade.
Factors that contribute to the pay gap include:
- the percentage of women in the upper pay quartile at 71% is lower than the remaining three quartiles which average 77%. The percentage of males in the upper quartile is 28% compared to 22% in the lower three quartiles
- 47% of males are on the top of their pay grade compared to 43% for female staff. However, 41% of men have been employed for 4 or more years compared to 35% of women and will therefore have had more opportunity to progress within the grade in accordance with the appraisal scheme
Gender Pay Gap reporting 31 March 2021
This report reflects the Council’s Gender Pay Gap as of the snapshot date of 31 March 2021.
Pay and reward in the London Borough of Bexley
The Council operates a pay and grading structure underpinned by job evaluation schemes to ensure that there is no gender bias in the grading of posts.
Each grade has a number of incremental points. Progression through the grade is subject to an annual performance review.
In addition, at the snapshot date, the Council operated a performance-related bonus scheme which provided for bonuses of 5% to be paid. However, no bonuses were awarded.
Gender Pay Gap reporting
| Pay rates | Gender Pay Gap | ||
|---|---|---|---|
| Mean hourly rate | 7.5% | ||
| Median hourly rate | 8.12% | ||
Pay Quartile information
| Pay quartiles | Women | Men | Total |
|---|---|---|---|
| Proportion of women and men in the upper quartile (paid above the 75th percentile point) | 69.64% | 30.36% | 100% |
| Proportion of women and men in the upper middle quartile (paid above the median and at or below the 75th percentile point) | 75.18% | 24.82% | 100% |
| Proportion of women and men in the lower middle quartile (paid above the 25th percentile point and at or below the median) | 76.39% | 23.61% | 100% |
| Proportion of women and men in the lower quartile (paid below the 25th percentile point) | 77.83% | 22.17% | 100% |
The Gender Pay Gap
The Gender Pay Gap between men and women is 7.5% based on the mean hourly rate and 8.12% based on the median hourly rate. This is the pay gap across all grades and pay rates and means that on average, women are paid 7.5% less per hour than men.
The main reason for the differential is that there is not an even distribution of genders across pay rates. Proportionally more women are employed in the lower middle quartile and lower quartile compared to the upper middle quartile and upper quartile.
No bonuses were paid in the relevant period.
Jerry Tosswell
Employee Relations and HR Policy Manager
Gender Pay Gap reporting 31 March 2020
This report reflects the Council’s Gender Pay Gap as of the snapshot date of 31 March 2020.
Pay and reward in the London Borough of Bexley
The Council operates a pay and grading structure underpinned by job evaluation schemes to ensure that there is no gender bias in the grading of posts.
Each grade has a number of incremental points. Progression through the grade is subject to annual performance review.
In addition, the Council operated a performance-related bonus scheme which provides for bonuses of 5% to be paid for exceptional performance identified through the Council’s appraisal and performance management scheme.
Gender Pay Gap reporting
| Pay rates | Gender Pay Gap | ||
|---|---|---|---|
| Mean hourly rate | 9.54% | ||
| Median hourly rate | 10.91% | ||
Pay Quartile information
| Pay quartiles | Women | Men | Total |
|---|---|---|---|
| Proportion of women and men in the upper quartile (paid above the 75th percentile point) | 70% | 30% | 100% |
| Proportion of women and men in the upper middle quartile (paid above the median and at or below the 75th percentile point) | 73.33% | 26.67% | 100% |
| Proportion of women and men in the lower middle quartile (paid above the 25th percentile point and at or below the median) | 80.95% | 19.05% | 100% |
| Proportion of women and men in the lower quartile (paid below the 25th percentile point) | 75.24% | 24.76% | 100% |
| Bonus pay | Bonus Gender Pay Gap |
|---|---|
| Mean bonus | 11.15% |
| Median bonus | 10.19% |
- Women paid bonus as % of all women = 16.68%
- Men paid bonus as % of all men = 19.19%
The Gender Pay Gap
The Gender Pay Gap between men and women is 9.54% based on the mean hourly rate and 10.19% based on the median hourly rate. This is the pay gap across all grades and pay rates and means that on average, women are paid 9.54% less per hour than men.
The main reason for the differential is that there is not an even distribution of genders across pay rates. Proportionally more women are employed in the lower middle quartile and lower quartile compared to the upper middle quartile and upper quartile.
The Bonus Pay Gap
The average bonus paid to women is 11.15% lower than that paid to men. The median Bonus Gender Pay Gap is 10.19%. Because bonus payments are based on a fixed percentage of annual salary this gap is also mainly influenced by the distribution of men and women across the pay grades.
Gender Pay Gap reporting 31 March 2019
This report reflects the Council’s Gender Pay Gap as at the snapshot date of 31 March 2019.
Equal Pay and the Gender Pay Gap
Equal Pay legislation has been in force since 1970 and requires employers to ensure that there is no difference between pay for men and women doing the same job or work of equal value. The Gender Pay Gap differentiates in that it is a measure of disparity in pay between the average earnings of men and women. Because the gender pay gap is a comparison of average pay rates of all eligible employees, this is affected by the proportion of men and women employed at each pay rate.
Pay and reward in the London Borough of Bexley
The Council operates a pay and grading structure underpinned by job evaluation schemes to ensure that there is no gender bias in the grading of posts.
Each grade has a number of incremental points. Progression through the grade is subject to annual performance review.
In addition, the Council operates a performance related bonus scheme which provides for bonuses of 5% to be paid for exceptional performance identified through the Council’s appraisal and performance management scheme.
Gender Pay Gap reporting
| Pay rates | Gender Pay Gap | ||
|---|---|---|---|
| Mean hourly rate | 8.37% | ||
| Median hourly rate | 9.82% | ||
Pay Quartile information
| Pay quartiles | Women | Men | Total |
|---|---|---|---|
| Proportion of women and men in the upper quartile (paid above the 75th percentile point) | 68.12% | 31.88% | 100% |
| Proportion of women and men in the upper middle quartile (paid above the median and at or below the 75th percentile point) | 74.39% | 25.61% | 100% |
| Proportion of women and men in the lower middle quartile (paid above the 25th percentile point and at or below the median) | 79.56% | 20.44% | 100% |
| Proportion of women and men in the lower quartile (paid below the 25th percentile point) | 80.34% | 19.66% | 100% |
| Bonus pay | Bonus Gender Pay Gap |
|---|---|
| Mean bonus | 12.64% |
| Median bonus | 14.9% |
- Women paid bonus as % of all women = 5.59%
- Men paid bonus as % of all men = 8.81%
The Gender Pay Gap
The Gender Pay Gap between men and women is 8.37% based on the mean hourly rate and 9.82% based on the median hourly rate. This is the pay gap across all grades and pay rates and means that on average, women are paid 8.37% less per hour than men.
The main reason for the differential is that there is not an even distribution of genders across pay rates. Proportionally more women are employed in the lower middle quartile and lower quartile compared to the upper middle quartile and upper quartile.
The Bonus Pay Gap
The average bonus paid to women is 12.64% lower than that paid to men. The median Bonus Gender Pay Gap is 14.9%. Because bonus payments are based on a fixed percentage of annual salary, this gap is also mainly influenced by the distribution of men and women across the pay grades.