Introduction
On 31 March 2017, the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 came into force. These Regulations require public sector employers to publish gender pay information. This Statement sets out gender pay information for Bassetlaw District Council using the snapshot date of 31 March 2024.
Scope
This statement covers all employees of Bassetlaw District Council permanently and temporarily employed on 31 March 2024, including those on casual contracts that worked on or over that period.
Definition of Pay
The legislation is specific about the definition of “pay” which includes basic pay, allowances, pay for leave such as annual leave, sick leave, maternity, paternity, adoption and parental leave (except where an employee is paid less than usual because of being on leave), shift premium pay and bonus pay. “Pay” does not include overtime pay, expenses, the value of salary sacrifice schemes (however the reduction to salary is included), benefits in kind, redundancy or other termination pay and pay in lieu of leave.
Reporting Requirements
The requirements are to publish:
- The difference between the mean hourly rate of pay for male and female employees;
- The difference between the median hourly rate of pay for male and female employees;
- The difference between the mean bonuses paid to male and female employees over the period of 12 months ending with the snapshot date of 31 March;
- The difference between the median bonuses paid to male and female employees over the period of 12 months ending with the snapshot date of 31 March;
- The proportion of male employees, and female employees, who were paid bonuses during the period of 12 months ending with the snapshot date of 31 March;
- The proportions of male and female employees in each quartile of the pay distribution.
Gender Pay Information
- The mean gender pay gap is 0.6%. This means that men are paid 0.6% more than women on average. The average is calculated by adding up the hourly rates of all men and all women and dividing by the total number of men and women.
- The median gender pay gap is -1.7%. This means that when the hourly rates of all female and all male staff are put in order from smallest to largest, the middle rate for all female staff is 1.7% higher than the middle rate for all male staff.
- The difference between the mean bonuses paid to male and female employees over the period of 12 months ending with the snapshot date of 31 March is 0%. No bonuses were paid to men or women during this period.
- The difference between the median bonuses paid to male and female employees over the period of 12 months ending with the snapshot date of 31 March is 0%. No bonuses were paid to men or women during this period.
- The proportion of male employees and female employees who were paid bonuses during the period of 12 months ending with the snapshot date of 31 March is 0. No bonuses were paid to men or women during this period.
- The proportions of male and female employees in each quartile of the pay distribution
Quartiles are determined by putting the hourly rates of all employees in order from lowest to highest, then splitting the list into four equal sections.
|
Staff |
Lower quartile |
Lower Middle quartile |
Upper Middle quartile |
Upper quartile |
|---|---|---|---|---|
|
Total staff |
131 |
132 |
132 |
132 |
|
Male |
63 |
76 |
59 |
68 |
|
Female |
68 |
56 |
73 |
64 |
|
Proportion of Male |
48.1% |
57.6% |
44.7% |
51.5% |
|
Proportion of Female |
51.9% |
42.4% |
55.3% |
48.5% |
Upper: Male 68, female 64.
Upper-middle: Male 59, Female 73.
Lower-middle: Male 76, Female 56.
Lower: Male 63, Female 68.
Analysis of Data
A median pay gap of -1.7% shows a minimal gender pay imbalance in favour of women. This is in comparison to the Office of the National Statistics (ONS) Annual Survey of Hours and Earnings 2024 provisional results.[1] This reported that median pay for all employees nationally was 13.1% less for women than for men. The national gender pay gap for full-time employees is 7% and for part-time employees median pay was 3% more for women than for men. The gender pay gap nationally is higher for all employees than it is for full-time employees or part-time employees because women fill more part-time jobs, which in comparison with full-time jobs have lower hourly median pay.[2]
A comparison of the Council’s mean gender pay gap indicates that the average pay of men is very slightly higher than that for women, by 0.6%.
Looking at the quartile data, the Council’s gender split of employees generally is almost an equal split with 50.5% men and 49.5% women. We can see that women are over-represented in the lower and upper middle quartiles, the latter being a trend that has continued from the previous three years. Proportionately, there is a fairly significant increase in women employed in the upper quartile than there was last year (an increase from 44.9% to 48.5% - almost equal to the proportion of women in the workforce as a whole).
The Council is committed to the principles of equality and equal treatment for all employees, and has clear procedures to ensure employees are paid equally for the same or equivalent work, regardless of gender or any other protected characteristic. The Authority has completed a review of pay and terms and conditions, the outcomes of which have been assessed to ensure the changes are not detrimental to a particular gender, and robust processes are in place to maintain equal pay.
[1] Gender pay gap in the UK - Office for National Statistics
[2] Gender pay gap in the UK - Office for National Statistics (ons.gov.uk)
Actions to be undertaken to address the gender pay gap
Although the gender pay gap is not significant and the mean is very close to 0% this year, it is recognised that changes to the workforce will cause fluctuations in the data each year. As such the Authority will continue to implement actions to ensure equality, including:
Pay and Grading
A pay and grading review was implemented on 1 April 2020 and therefore the information contained within this survey reflects new grades introduced from that date, which changed the pay for a large number of employees.
We will ensure that grades continue to be determined through objective analysis and job evaluation to maintain the integrity of the pay and grading system.
Recruitment
We aim to recruit from the widest possible talent pool by advertising job vacancies widely, ensuring gender-neutral language in job advertisements, and use of competency-based selection techniques to guard against unconscious bias in recruitment processes.
Monitoring
We will monitor shifts in the gender pay gap data each year to identify any trends and analyse underlying causes.
Last Updated on Monday, March 31, 2025