Gender pay gap report 2023
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 2023 and in relation to ‘bonuses’ paid between 1 April 2022 and 31 March 2023.
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 fourth 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 at 31 March 2023, Warwick District Council employed 479 people (contracted and casual staff).
The Council employs a higher percentage of women (57%) than men (43%) at 31 March 2023. 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
|
|---|---|---|---|---|---|
|
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 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 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 10.2% pay gap between the mean hourly rate for Male employees and Female employees on 31 March 2023.
The Council’s mean gender pay gap has decreased by 5.1% 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 3%.
The ONS reports that among all employees, 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 8.8% pay gap between the median hourly rate for Female employees and Male employees on 31st March 2023, 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 (£553.09) than Male employees (£556.20). The mean gap is 0.6% in favour of male employees.
In terms of median bonuses, Female employees (£500) earn the same as Male employees (£500) employees. This is attributable to the majority of staff receiving the £500 Applause payment, only those who had not completed a probationary period did not receive the payment.
WDC are aware that bonus payments include long service awards which demonstrates retention of staff, 88.3% of females received a bonus compared to 93.2% of males reflecting that Female employees are attracting bonus payments in line with WDC policy.
Pay quartiles
2023 hourly rates within Warwick District Council range from £4.81 (apprentice rate) to £61.70.
On 31 March 2023 the highest concentration of female employees is in the lower quartile 67.5%.
Since March 2018, the percentage of female employees in the lower quartile has increased by 4.8% (63% to 66.5%).
Since March 2018 the percentage of female employees in the upper quartile has increased by 4.5% (39.2% to 43.7%)
When dividing all employees into 4 quartiles the pay rates for the 4 quartiles are shown below:
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 at 31 March 2023
The Mean Gender pay gap is 10.2% (decrease of 5.1% since 2018)
The Median Gender pay gap is 8.8% (decrease of 2.1% since 2018)
The Mean Bonus pay gap has decreased to 0.6% with more males receiving a bonus than females however the Median bonus payment gap is 0% with males and females receiving the same amount.
Analysis
At Warwick District Council the gender pay gap for the mean hourly rate decreased by 2.7%.
The median hourly rate for females increased by £1.38 and the median hourly rate for males grew by £1. This is largely attributable to the higher number of females in the lower graded roles compared to males.
The lowest pay rate increased from £4.62 to £4.81 due to an increase in the apprenticeship pay rate.
All staff that had completed their probationary period gained the £500 Applause payment in this pay period, which meant a higher proportion of both males and females receiving a bonus.
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 datafor 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)
|