Gender Pay Gap

The gender pay gap is an equality measure that shows the difference in average earnings between women and men.

Bury Council is committed to the principles of equality and has, for a number of years, been carrying out annual Equal Pay Audits and analysing pay data. Under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 we now have a requirement to calculate, report and publish gender pay gap data. There are very specific rules and criteria around how the figures are calculated which means that the results cannot be compared to the Equal Pay Audit.

To calculate our gender pay gap we have taken a 'snapshot of data'.


Gender Pay Gap reporting as at 31 March 2020

Background

Bury Council is committed to the principles of equality. Prior to the introduction of Gender Pay Gap reporting in 2017 the Council had been carrying out an annual Equal Pay Audit and analysing pay data for a number of years.

Under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 we now have a requirement to calculate, report and publish gender pay gap data. There are very specific rules and criteria around how the figures are calculated. To calculate our gender pay gap we have taken a 'snapshot of data' as at the 31 March 2020.

The council offers a competitive reward package including staff benefits, pension contributions, training opportunities, occupational health support and flexible working options, in addition to pay.

There also continues to be apprenticeships across many areas of the organisation including a current focus on upskilling existing staff to enhance their future career opportunities.

Gender Pay Gap Reporting Measures

The gender pay gap shows the difference between the average (mean/median) earnings of men and women:

  • Mean gender pay gap - The difference between the mean (average) 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 (mid-point) 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

Gender Pay Gap Data / Analysis

The Council's Gender Pay Gap data for 2019-2020 compared with 2018-2019 is shown below:

Women's Hourly Rate
Average2018-192019-20
Mean7.55% lower3.73% lower
Median3.89% lower4.98% lower

This comparison represented graphically below and shows an increase in the mean percentage and a reduction in the median for 2019 - 2020 (click graphic to open large version).

Gender pay gap - graphical representation (click to open large version)

Bonus Pay

Bury Council does not pay any bonuses.

Quartile Pay Bands

The following information shows the percentage of male employees and female in each quarter of the payroll.

Quartile pay bands 2018-19
Pay level% of men% of women
Top34.53%65.47%
Upper middle29.10%70.90%
Lower middle40.45%59.55%
Lower18.18%81.82%
Quartile pay bands 2019-20
Pay level% of men% of women
Top32.70%67.30%
Upper middle31.37%68.63%
Lower middle41.72%58.28%
Lower16.88%83.12%

The graphical representation below shows the main variation is in the lower quartile (click graphic to open large version).

Quartile pay bands - graphical representation (click to open large version)

Progress to date / Future actions

 

To date we have already made significant progress to tackle some of the challenges, for example:

  • Introduction of a new pay scale with effect from 1 April 2019 including the introduction of Senior Management grades to reduce the pay gap between Chief Officers and other employees
  • On-going moderation of job grades whether new posts or regrades of existing roles to stop grade drift and ensure a consistency of approach in the application of the job evaluation scheme
  • Development of a Supported Employment Offer including support for groups of people furthest away from the workplace
  • Further development of the Live Better Feel Better campaign to promote wellbeing of employees
  • Made progress towards meeting the Public Sector Recruitment Target for apprenticeships
  • Reviewed the support and provision for employees who are carers and introduced a Carers Passport
  • Continuing development of a portfolio of staff benefits
  • Comprehensive work/life balance policies to encourage a more flexible workforce
  • Employer Supported Volunteering Scheme
  • Introduced a leadership development framework, with a strong commitment to apprenticeship based training

We are committed to introducing measures to reduce our gender pay gap, the first being to be more transparent about our gender pay differences. The data will be refreshed and republished annually and this data will remain on our website for comparison purposes.

We will:

  • Analyse our data further to explore potential reasons for the gaps across grades / boundaries, positions
  • Review our recruitment advertising and selection processes to encourage women to apply for more senior positions and ensure barriers affecting women are reduced
  • Improve career opportunities across the Council and the CCG as joint working evolves
  • Define clear career pathways
  • Introduce a Talent Management Strategy including robust workforce planning / skills development
  • Enhance the Supported Employment Offer
  • Significantly increase the number of apprenticeships for new and existing staff
  • Further develop the leadership development framework
  • Support 'returners' - those who have come back to work after maternity / adoption / shared parental and fostering leave, or an extended career break
  • Review the provision of flexible and alternative ways of working
  • Refresh the Council's Equality Strategy, including targeted work around women's representation and reducing occupational segregation

 

 

 

 

 

 

 

Contact for Equality and Diversity