As we are a public sector organisation employing more than 250 staff, we have to report on our gender pay gap.
We base our gender pay gap reporting on a snapshot of workforce data as at 31 March 2022. The 2022 figures are based on 470 employees, 228 females (48.51%) and 242 males (51.49%).
Our gender pay gap reporting needs to include;
- The mean gender pay gap; the difference between the mean hourly rate of pay of male employees and that of female employees.
- The median gender pay gap; the difference between the median (middle) hourly rate of pay of male employees and that of female employees.
- The mean bonus gap; the difference between the mean bonus pay paid to male employees and that paid to female employees.
- The median bonus gap; the difference between median bonus pay paid to male employees and that paid to female employees.
- The bonus proportions; the proportions of male and female employees paid a bonus during the reporting period.
- The 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 2022
- Mean gender pay gap; - 10.37%
- Median gender pay gap; - 17.02%
- 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 |
58.12% |
41.88% |
|
Upper middle quartile |
65.25% |
34.75% |
|
Lower middle quartile |
49.57% |
50.43% |
|
Lower quartile |
21.19% |
78.81% |
Our gender pay gap reporting for 2022 shows;
- that across our whole workforce, our female staff on average earn 10.37% more per hour than our male staff
- that for staff in the median (middle) of the pay range across our workforce, the female staff hourly rate is 17.02% higher than male staff
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. Our pay rates are above the market level in this sector.
We have a transparent pay policy and system of job evaluation to objectively assess the demands of each job role.