Gender pay gap

Skip to content Skip to search Skip to navigation

What is the Gender Pay Gap?
Gender Pay Gap 2021
National Gender Pay Gap (average)
Gender Bonus Gap
Proportion of males and females receiving a bonus
Proportion of males and females in each pay quartile band
Summary
Are you looking for historical Gender Pay Gap data?

What is the Gender Pay Gap?

East Riding of Yorkshire Council recognises the importance of fair treatment and the positive promotion of equality for all employees. Under the Equalities Act 2010 (Specific Duties and Public Authorities) Regulations 2017 employers with 250 or more employees are required to publish statutory Gender Pay Gap calculations on an annual basis with effect from April 2018. The Gender Pay Gap is a measure to compare the difference in average hourly rates of pay between males and females in the organisation. A positive Gender Pay Gap figure means that men are paid more than women and a negative figure means that women are paid more than men.

The Gender Pay Gap indicates whether there is a difference between aggregate pay of males and females throughout the organisation.

The council is required to report two measures of the difference between male and female pay, the mean and the median. Mean shows the difference between average pay of male and female employees, meaning all salaries added together and divided between the total number of employees, while the Median shows the numerical value which splits the top 50% and bottom 50% of salaries.

Gender Pay Gap 2021

The total number of employees for inclusion in the 2021 reporting information was 6141. The workforce split remained broadly comparable with reporting information (65% female and 35% male).

Gender pay gap
	Mean hourly rate	Median hourly rate
Female	£12.92	£11.26
Male	£13.87	£11.26
Difference (£)	£0.95	£0.00
Pay gap (%)	6.8%	00%

On average for every £1.00 that a male employee earns a female earns £0.93. The downward trend for the last 4 years of the mean pay gap has seen a slight upturn from 6.5% to 6.8% from 31 March 2020 to 31 March 2021. However, the median pay gap has continued its downward trend over the past 5 years and now is at zero.

For the period 31 March 2020 to 31 March 2021 the Office of National Statistics (ONS) published a current UK national Gender Pay Gap median figure of 15.4% for all employees. No mean figure is currently available from ONS. Whilst the ONS median figure is well above Authority's median figure of 6.8% figure the overall ONS figures for 2020 and 2021 are 'subject to more uncertainty'. This is as a result of the challenges faced in collecting the data during furlough schemes and falling response rates and it perhaps is more useful to look at the overall. The UK median Gender Pay Gap has been declining for a decade and has fallen approximately a quarter over the past decade, although it saw a slight increase in 2021. The ONS mean figure is currently unavailable.

>National Gender Pay Gap (average)

The council’s pay gap is positive when viewed in the context of the current ONS national pay gap of 15.4% and work is underway to close the gap further.

Source: Annual Survey of Hours and Earnings 2021, Office for National Statistics.

National gender pay gap (average)
Type	Mean hourly rate difference(%)
National	15.4%
East Riding of Yorkshire Council	6.8%

Gender Bonus Gap

The relevant bonus period is the preceding 12 months before the snapshot date.

For both median and mean calculations the bonus pay gap is now at zero. The only bonuses included in the calculations are the Long Service Awards of £100.

Bonus pay gap
Type	Gender bonus gap
Mean bonus gender pay gap	0.0%
Median bonus gap	0.0%
Proportion of males receiving a bonus	0.39%
Proportion of females receiving a bonus	0.7%

The council's gender median pay gap is now at zero and the mean has seen a slight increase due to more women being in lower paid roles.

Proportion of males and females receiving a bonus

Gender Pay Gap - Male / Female Proportion

Proportion of males and females receiving a bonus
Gender	Receive a bonus	Does not receive a bonus
Male	1.2%	98.8%
Female	0.37%	99.63%

Proportion of males and females in each pay quartile band

Proportion of male and female in each pay quartile band
	QUARTILE 1		QUARTILE 2		QUARTILE 3		QUARTILE 4
	Number	Per cent	Number	Per cent	Number	Per cent	Number	Per cent
Male	449	29.2%	606	39.5%	529	34.5%	618	40.3%
Female	1087	70.8%	929	60.5%	1006	65.5%	917	59.7%
Total	1536	100.0%	1535	100.0%	1535	100.0%	1535	100.0%

Proportion of male and female in each pay quartile band - QUARTILE 1

Male
Number	449
Per cent	29.2%
Female
Number	1087
Per cent	70.8%
Total
Number	1536
Per cent	100.0%

Proportion of male and female in each pay quartile band - QUARTILE 2

Male
Number	606
Per cent	39.5%
Female
Number	929
Per cent	60.5%
Total
Number	1535
Per cent	100.0%

Proportion of male and female in each pay quartile band - QUARTILE 3

Male
Number	529
Per cent	34.5%
Female
Number	1006
Per cent	65.5%
Total
Number	1535
Per cent	100.0%

Proportion of male and female in each pay quartile band - QUARTILE 4

Male
Number	618
Per cent	40.3%
Female
Number	917
Per cent	59.7%
Total
Number	1535
Per cent	100.0%

The proportion of women in the second quartile has increased to 60.5% from 57.8% in 2019-20 whereas the proportion of women in the third quartile has decreased to 65.5% from 67% in 2019-20. This will have contributed to the increase in the mean Gender Pay Gap.

Summary

The council is confident that the gender pay gap is not as a result of equal pay issues as it operates a job evaluation scheme and, other than career graded posts, pays a single pay point for most job roles. The gender pay report is a reflection of the workforce profile, irrespective of role and seniority, rather than about unequal rewards for men and women undertaking the same duties.

65% of the workforce is female overall and women represent over 63% of employees in the higher two quartiles. However almost three quarters of employees in the lower quartile are female. More women occupy lower paid roles such as care and administration. This may be due to women undertaking a higher proportion of the caring responsibility outside the workplace and this continues to be impacted by the ongoing nature of the pandemic during the period covered by this report.

Focussed work is being undertaken to understand and provide the support needed for all employees with caring responsibilities. This will strengthen further the flexibility framework which contains policies to support employees.

Improvements in technology continue to provide more possibilities for efficient, agile working for both male and female employees. The council has developed strategies to significantly change the way employees can choose to work whilst providing services to our communities.