In line with UK legislation, as a public sector organisation with more than 250 employees, Braintree District Council reports on the Gender Pay Gap. This information is based on a snapshot of the workforce data as at 31 March 2023.
The 2023 figures are based on 472 employees, 238 females (50.42%) and 234 males (49.58%).
Our gender pay gap reporting needs to include;
- Mean Gender Pay Gap – The difference between the mean hourly rate of pay of male employees and that of female employees.
- Median Gender Pay Gap – The difference between the median (middle) hourly rate of pay of male employees and that of female employees.
- Mean Bonus Gap – The difference between the mean bonus pay paid to male employees and that paid to female employees.
- Median Bonus Gap – The difference between median bonus pay paid to male employees and that paid to female employees.
- Bonus Proportions – The proportions of male and female employees who were paid a bonus during the reporting period.
- Quartile Pay Bands – The proportions of male and female employees in the lower, lower middle, upper middle and upper quartile pay bands.
Braintree District Council gender pay gap, 31 March 2023
- Mean gender pay gap; - 8.49%
- Median gender pay gap; - 15.89%
- Mean bonus gender pay gap; not applicable
- Median bonus gender pay gap; not applicable
- Proportion of males and females receiving a bonus payment; not applicable
- Proportion of males and females in each pay quartile:
|
|
Female |
Male |
|---|---|---|
|
Upper quartile |
58.47% |
41.53% |
|
Upper middle quartile |
66.10% |
33.90% |
|
Lower middle quartile |
52.54% |
47.46% |
|
Lower quartile |
24.58% |
75.42% |
Braintree District Council Gender Pay Gap Reporting for 2023 shows that across our whole workforce, our female employees on average earn 8.49% more per hour than our male employees.
For employees in the median (middle) of the pay range across the Council, the female employee hourly rate is 15.89% higher than that of male employees. This does not mean that every female employee earned more than each male employee. It is an average of all employees and is reflective of the distribution of male and female employees across the pay quartiles, where a significant proportion of male employees are in the Lower Quartile. This salary distribution is representative of the high proportion of male employees in front line operational roles. BDC pay rates are above the market level in this employment sector.
BDC have a transparent system of job evaluation to objectively assess the demands of each job role.
