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Strategies, policies and performance

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7. Gender Pay Gap Report - 2019

From April 2017 under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 employers with 250 or more employees are required to publish statutory gender pay gap calculations every year. The data is a snapshot of salary data on 31 March 2019.

The purpose of Gender Pay Gap reporting is to achieve greater gender equality across the UK and increase pay transparency.

Introduction

In 2019 the national gender pay gap for full-time employees was 8.9%, meaning that average median pay for full-time female employees was 8.9% lower than for full-time male employees. The 2019 gap for all employees, full and part-time was 17.3%. (Figures from Office of National Statistics).

The information that is required for publication is set out below.

Mean gender pay gap

The difference between the mean 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 hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees

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

Mean bonus gap

The difference between the mean bonus pay paid to male relevant employees and that paid to female relevant employees

Mean gender pay gap

The difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay 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

Workforce breakdown

Our data shows that Teignbridge District Council employed 500 full pay relevant employees on 31 March 2019; 291 men and 209 women.

Data Analysis

Based on the required criteria, calculation of the data shows that:

  • Men’s mean pay on 31 March 2019, was £12.15 per hour, whereas, women’s mean pay was £13.07 per hour. This reported a difference of – 7.57 % for women.
  • Men’s median pay was £10.65 per hour, whereas, women’s median pay was £10.92 per hour.  This reported a difference of -2.53 % for women.

A minus calculation indicates that women earned more than men in the organisation.

To help to understand these findings, analysis of the pay quartiles show the distribution of men and women in an organisation. 

Pay quartiles for reporting

Pay Quartiles

  Male

Female

Top quartile

46 %

53 %

Upper middle quartile

61.9 %

38.1 %

Lower middle quartile

30.2 %

69.8 %

Lower quartile

81.9 %

18.1%

Bonus pay

Teignbridge District Council does not pay bonus pay to any employees. Therefore the bonus pay reporting percentages are 0%.

Teignbridge District Council findings, conclusions and action

The report confirms that, as an organisation, Teignbridge District Council does not have a gender pay gap.

Both hourly mean pay and hourly median pay for female employees are higher than for male employees.

Over 80% (71.9%) of the staff in the lower quartile are men.  This reflects a high level of male employees in operational service units, including waste and recycling.

The majority in the lower mid quartile are female (69.8%).

In the upper mid quartile the majority are male (61.9%), whilst in the top quartile the majority are female (53%).

The Council ensures a consistent and fair approach to pay through its job evaluation scheme.  It ensures equal opportunity through its recruitment policy and procedure.  It will continue to monitor salary balance between genders and report on this annually.