The gender pay gap report for Warwick District Council sets out the gender pay gap information relating to employees in line with the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017.

Any company who employs more than 250 employees are required to report on their:

• Mean gender pay gap
• Median gender pay gap
• Mean bonus gender pay gap (including long service and honoraria)
• Median bonus gender pay gap (including long service and honoraria)
• Proportion of males and females receiving a bonus payment
• Proportion of males and females in each quartile band

This report identifies gender pay gap data using pay data on the snapshot date of 31 March 2024 and in relation to ‘bonuses’ paid between 1 April 2023 and 31 March 2024.

The information must be published on both the Council’s website and available for at least 3 years and on the designated government website. This is the eighth pay gap data report to be compiled.

Warwick District Council workforce profile

The gender pay reporting figures have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

The data includes the following types of staff:

• Employees with a contract of employment (part time, full time, permanent and fixed term)
• Casuals/Workers
• Apprentices

The data does not include temporary staff employed through an agency.

WDC will undertake a review of the past five years gender pay gap figures as part of our Equalities, Diversity and Inclusion agenda, benchmarking our reports with other similar organisations regionally and learning from best practice.

Gender profile

As of 31 March 2024, Warwick District Council employed 508 people (contracted and casual staff).

The Council employs a higher percentage of women (57%) than men (43%) as of 31 March 2024. The percentage of women has stayed the same since 2018.

When compared with Warwickshire’s general population of economically active people aged 16 and over, the Council employs a higher percentage of women and a lower percentage of men (57% women employees compared with the general population of 50.3% women, and 43% men compared with the general population of 49.7% men).

Number of employees

Year	Female	Percentage	Male	Percentage	Total
2024	291	57%	217	43%	508
2023	274	57%	205	43%	479
2022	286	56.50%	220	43.50%	506
2021	322	56.09%	252	43.91%	574
2020	320	56.44%	247	43.56%	567
2019	313	56.19%	244	43.81%	557
2018	296	55.53%	237	44.47%	533

Gender Profile statistics 2024

Statsitic	Female employees	Male employees
Number of employees	291	217
Percentage of all employees	57%	43%
Full-time employed	199	196
Part-time employed	92	21
Percentage that work part time	31.6%	9.7%
Work on a casual basis	5	3
Average weekly hours worked	32.25 (between 7.5 and 42 hours)	35.8 (between 10 and 42)

Gender Profile statistics 2023

Statsitic	Female employees	Male employees
Number of employees	274	205
Percentage of all employees	57%	43%
Full-time employed	178	186
Part-time employed	96	19
Percentage that work part time	35%	9.2%
Work on a casual basis	19	0
Average weekly hours worked	32.25 (between 7.5 and 42 hours)	35.8 (between 16 and 42)

Gender profile statistics 2022

Female employees	Male employees
Number of female employees = 286	Number of male employees = 220
56% of all employees are female	44% of all employees are male
165 females are full time	186 males are full time
101 females are part time	29 males are part time
35% of female’s work part time	13.1% of male’s work part time
20 females work on a casual basis	5 males work on a casual basis
23 average weekly hours (between 6.23 and 36 hours per week)	24 average weekly hours (between 7.67 and 35 hours per week)
18.5% of females are in managerial roles (supervisors/team leaders and managers)	25% of males are in managerial roles (supervisors/team leaders and managers)

Gender profile statistics 2021

Female employees	Male employees
Number of female employees = 322	Number of male employees = 252
56% of all employees are female	44% of all employees are male
166 females are full time	210 males are full time
124 females are part time	27 males are part time
38% of female’s work part time	10.7% of male’s work part time
32 females work on a casual basis	15 males work on a casual basis
23 average weekly hours (between 7.5 and 35 hours per week)	22 average weekly hours (between 7.67 and 35 hours per week)
17.40% of females are in managerial roles (supervisors/team leaders and managers)	23% of males are in managerial roles (supervisors/team leaders and managers)

Gender profile statistics 2020

Female employees	Male employees
Number of female employees = 320	Number of male employees = 247
56% of all employees are female	44% of all employees are male
162 females are full time	200 males are full time
122 females are part time	28 males are part time
38% of female’s work part time	11% of male’s work part time
36 females work on a casual basis	19 males work on a casual basis
23 average weekly hours (between 7.5 and 35 hours per week)	20.7 average weekly hours (between 7.67 and 35 hours per week)
16.6% of females are in managerial roles (supervisors/team leaders and managers)	27% of males are in managerial roles (supervisors/team leaders and managers)

Gender profile statistics 2019

Female employees	Male employees
Number of female employees = 313	Number of male employees = 244
56% of all employees are female	44% of all employees are male
171 females are full time	187 males are full time
115 females are part time	29 males are part time
37% of female’s work part time	12% of male’s work part time
27 females work on a casual basis	28 males work on a casual basis
22 average weekly hours (between 7.5 and 35 hours per week)	21.8 average weekly hours (between 7.67 and 35 hours per week)
14% of females are in managerial roles (supervisors/team leaders and managers)	21% of males are in managerial roles (supervisors/team leaders and managers)

Gender profile statistics 2018

Female employees	Male employees
Number of female employees = 296	Number of male employees = 237
56% of all employees are female	44% of all employees are male
152 females are full time	178 males are full time
115 females are part time	38 males are part time
38% of female’s work part time	16% of male’s work part time
29 females work on a casual basis	21 males work on a casual basis
31 average weekly hours (between 7.5 and 35 hours per week)	34.7 average weekly hours (between 7.67 and 35 hours per week)
14% of females are in managerial roles (supervisor’s/team leaders and managers)	21% of males are in managerial roles (supervisor’s/team leaders and managers)

Mean and median gender pay gap results

We have used the guidance detailed on the gov.uk website to calculate this data described as: ‘The gender pay gap of the organisation should be calculated as hourly pay, as both a:

• mean figure (the difference between the average of male and female pay).
• median figure (the difference between the midpoints in the ranges of male and female pay)’.

As a summary the results for Warwick District Council are set out below:

Mean and median gender pay gap results 2024

Statistic	Female 2023	Male 2023	Difference between female and male mean and median 31 March 2024 hourly rate
Number of employees	291	217
Mean hourly rate	£17.26	£19.54	11.7%
Median hourly rate	£16.24	£17.58	7.6%
Mean bonus payment	£224.14	£245.57	8.7%
Median bonus payment	£150	£150	0%
Portion who received a bonus	10%	8.3%

Mean and median gender pay gap results 2023

Statistic	Female 2023	Male 2023	Difference between female and male mean and median 31 March 2023 hourly rate
Number of employees	274	205
Mean hourly rate	£16.11	£17.95	10.2%
Median hourly rate	£14.69	£16.11	8.8%
Mean bonus payment	£553.09	£556.20	0.6%
Median bonus payment	£500	£500	0%
Portion who received a bonus	93.2%	88.3%

Mean and median gender pay gap results 2022

Statistic	Female 2022	Male 2022	Difference between female and male mean and median 31 March 2022 hourly rate
Number of employees	286	220
Mean hourly rate	£14.55	£16.70	12.87%
Median hourly rate	£13.31	£15.11	11.9%
Mean bonus payment	£646.30	£911	29.06%
Median bonus payment	£483.60	£1,000	51.64%
Proportion who received a bonus	2.8%	1.8%

Mean and median gender pay gap results 2021

Statistic	Female 2021	Male 2021	Difference between female and male mean and median 31 March 2021 hourly rate
Number of employees	322	252
Mean hourly rate	£13.66	£15.87	13.93%
Median hourly rate	£11.96	£14.16	15.54%
Mean bonus payment	£500	£472	-5.93%
Median bonus payment	£860.11	£936.76	8.18%
Proportion who received a bonus	7.76%	5.55%

Mean and median gender pay gap results 2020

Statistic	Female 2020	Male 2020	Difference between female and male mean and median 31 March 2020 hourly rate
Number of employees	320	247
Mean hourly rate	£12.92	£15.08	14.32%
Median hourly rate	£11.07	£13.11	15.5%
Mean bonus payment	£390	£427	8.66%
Median bonus payment	£444	£444	0%
Proportion who received a bonus	1.5%	2%

Mean and median gender pay gap results 2019

Statistic	Female 2019	Male 2019	Difference between female and male mean and median 31 March 2019 hourly rate
Number of employees	313	244
Mean hourly rate	£12.43	£14.56	14.63%
Median hourly rate	£11.24	£12.49	10%
Mean bonus payment	£60.90	£61.08	0.29%
Median bonus payment	£500	£130	-284.6%
Proportion who received a bonus	13.4%	14.3%

Mean and median gender pay gap results 2018

Statistic	Female 2018	Male 2018	Difference between female and male mean and median 31 March 2018 hourly rate
Number of employees	296	237
Mean hourly rate	£12.20	£14.41	15.3%
Median hourly rate	£11.02	£12.37	10.9%
Mean bonus payment	£34.47	£18.20	-89.4%
Median bonus payment	£750	£447	-68%
Proportion who received a bonus	6%	3%

Mean gender pay gap

There is an 11.7% pay gap between the mean hourly rate for Male employees and Female employees on 31 March 2024.

The Council’s mean gender pay gap has decreased by 3.6% from 15.3% since 2018.

The gender pay gap in the UK has been declining since 2017; over the last decade it has fallen by just over one-fifth among all employees. The Council recognises the trend in the gender pay gap nationally and notes that the National Office for Statistics demonstrates a slight widening of the gap in the past year.  Our mean gender pay gap is lower than the national average of 13.2% by 1.5%.

The ONS national data shows that the gender pay gap decreased to 13.2%, from 14.9% in 2021, but is still below the levels seen in 2019 (17.4%).

Median gender pay gap

There is an 7.6% pay gap between the median hourly rate for Female employees and Male employees on 31st March 2024, this is median gender pay gap is lower than to the national average of 14.3%.

Bonus pay

In terms of mean bonuses, Females employees earnt less (£224.14) than Male employees (£245.57). The mean gap is 8.7% in favour of male employees.

In terms of median bonuses, Female employees (£150) earn the same as Male employees (£150) employees. This is attributable to one-off honoraria payments of £150 for people working in certain departments.

WDC are aware that bonus payments include long service awards which demonstrates retention of staff, 10% of females received a bonus compared to 8.3% of males. This captures one-off honoraria and long service award payments.

Pay quartiles

2024 hourly rates within Warwick District Council range from £5.39 (apprentice rate) to £65.20.

On 31 March 2024 the highest concentration of female employees is in the lower quartile 73.2%.

Since March 2018, the percentage of female employees in the lower quartile has increased by 10.2% (63% to 73.2%).

Since March 2018 the percentage of female employees in the upper quartile has increased by 3.3% (39.2% to 42.5%).

When dividing all employees into 4 quartiles the pay rates for the 4 quartiles are shown below:

Pay quartiles by gender 31 March 2024

Quartile	No. of males	No. of females	Total	Males	Females	Total %
Lower Quartile (£5.39 - £13.47)	34	93	127	26.8%	73.2%	100%
Lower Middle Quartile (£13.54 - £16.61)	65	62	127	51.2%	48.8%	100%
Upper Middle Quartile (£16.61 - £21.75)	45	82	127	35.4%	64.6%	100%
Upper Quartile (£21.84 - £65.20)	73	54	127	57.5%	42.5%	100%

Pay quartiles by gender 31 March 2023

Quartile	No. of males	No. of females	Total	Males	Females	Total %
Lower Quartile (£4.81 - £12.13)	39	81	120	32.5%	67.5%	100%
Lower Middle Quartile (£12.13 - £15.25)	49	71	120	40.8%	59.2%	100%
Upper Middle Quartile (£15.25 - £19.83)	50	70	120	41.7%	58.3%	100%
Upper Quartile (£20.33 - £61.70)	67	52	119	56.3%	43.7%	100%

Pay quartiles by gender 31 March 2022

Quartile	No. of males	No. of females	Total	Males	Females	Total %
Lower Quartile (£4.55 to £11.02)	40	87	127	31.5%	68.5%	100%
Lower Middle Quartile (£11.02 to £13.44)	45	82	127	35.4%	64.6%	100%
Upper Middle Quartile (£13.44 to £18.84)	59	68	127	46.5%	53.5%	100%
Upper Quartile (£18.84 to £60.70)	76	49	125	60.8%	39.2%	100%

Pay quartiles by gender 31 March 2021

Quartile	No. of males	No. of females	Total	Males	Females	Total %
Lower Quartile (£4.55 to £10.83)	51	92	143	36%	64%	100%
Lower Middle Quartile (£10.83 to £13.21)	54	90	144	38%	63%	100%
Upper Middle Quartile (£13.21 to £17.06)	61	82	143	43%	57%	100%
Upper Quartile (£17.06  to £59.85)	86	58	144	60%	40%	100%

Pay quartiles by gender 31 March 2020

Quartile	No. of males	No. of females	Total	Males	Females	Total %
Lower Quartile (£4.35 to £10.24)	46	95	141	33%	67%	100%
Lower Middle Quartile (£10.24 to £11.88)	59	83	142	42%	58%	100%
Upper Middle Quartile (£11.88 to £16.60)	58	84	142	41%	59%	100%
Upper Quartile (£16.60  to £58.25)	84	58	142	59%	41%	100%

Pay quartiles by gender 31 March 2019

Quartile	No. of males	No. of females	Total	Males	Females	Total %
Lower Quartile (£4.10 to £9.78)	55	84	139	40%	60%	100%
Lower Middle Quartile (£9.78 to £11.61)	57	82	139	41%	59%	100%
Upper Middle Quartile (£11.61 to £15.94)	49	90	139	35%	65%	100%
Upper Quartile (£15.94  to £57.11)	83	57	140	59%	41%	100%

Pay quartiles by gender 31 March 2018

Quartile	No. of males	No. of females	Total	Males	Females	Total %
Lower Quartile (£4.59 to £9.55)	54	80	134	37%	63%	100%
Lower Middle Quartile (£9.72 to £11.74)	48	85	133	36%	64%	100%
Upper Middle Quartile (£11.74 to £15.63)	52	81	133	39%	61%	100%
Upper Quartile (£15.63 to £55.99)	83	50	133	62%	38%	100%

Quartile Pay Band Summary - In order for there to be no gender pay gap, there would need to be an equal ratio of male to female in each quartile.

The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Summary of gender pay gap data as of 31 March 2024

The Mean Gender pay gap is 11.7% (decrease of 3.6% since 2018)

The Median Gender pay gap is 7.6% (decrease of 3.3% since 2018)

The Mean Bonus pay gap has increased to 8.7% from 2023 figures, with more females receiving a bonus than males, at varying amounts from one-off honoraria and long-term service awards. The Median bonus payment gap is 0%.

Analysis

At Warwick District Council the gender pay gap for the mean hourly rate increased by 1.5 from 10.2% on March 2023 to 11.7% as of 31 March 2024.

The median hourly rate for females increased from £14.69 in 2023 to £16.24 (£1.55 increase) and the median hourly rate for males grew by £1.59, from £17.95 to £19.54. This is largely attributable to the higher number of females in the lower graded roles compared to males.

The lowest pay rate increased from £4.81 to £5.39 due to an increase in the apprenticeship pay rate.

We are committed to encouraging more female staff to lead in senior roles and we are aware that many of our female employees benefit from career progression within the Council.

Our long service awards and Honoraria underpin valuing all staff within their roles and for their service to Warwick District Council.

Our Apprenticeship scheme continues to recruit and retain staff, growing our organisation and encouraging career development.

National picture

We have compared the Council’s gender pay gap results for the mean and median hourly pay to the Office of National Statistics (ONS) - Annual Survey of Hours and Earnings (ASHE) provisional earnings data for jobs in the United Kingdom in the table below:

Description	Mean	Median
United Kingdom total	13.2	14.3
Public Sector	11.5	14.0
Private Sector	15.6	18.9
West Midlands	14.1	14.4
Public Sector	11.0	14.4
Private Sector	18.2	18.4
Warwickshire	27.0	15.8
Warwick Area	18.4	18.5
Warwick District Council	10.2% (2023)	8.8 (2023)