Gender Pay Gap Information

Equality Act 2010

Following the introduction of the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, organisations of 250 or more employers must publish specific figures about their gender pay gap.

Pay averages

 

Gender Pay Gap as a Mean Average

The mean gender pay gap at North Kesteven District Council is 10.5%.

The mean hourly rate for male employees is £14.04, alongside the mean hourly rate for female employees at £12.57.

Gender Pay Gap as a Median Average

The median gender pay gap at North Kesteven District Council is -0.4%.

The median hourly rate for male employees is £11.70, alongside the mean hourly rate for female employees at £11.74.

Gender Pay Gap in Quartiles

The table below shows there are more female employees in the lower, lower middle and upper middle quartiles. However, in the upper quartile, there are more male employees. Due to the higher concentration of men to women in the upper quartile, this has contributed to a gender pay gap.

Gender pay gap in quartiles
Quartiles Male employees Female employees
Lower Quartile 58% 42%
Lower Middle Quartile 31% 69%
Upper Middle Quartile 43% 57%
Upper Quartile 47% 53%

Gender Pay Gap in relation to Bonuses

As the Council does not award bonuses, the three calculations in relation to this are not applicable.

Full Gender Pay Gap Report

Gender Pay Gap as a Mean Average

The mean gender pay gap at North Kesteven District Council is 13.8%.

The mean hourly rate for male employees is £13.89, alongside the mean hourly rate for female employees at £11.97.

Gender Pay Gap as a Median Average

The median gender pay gap at North Kesteven District Council is 4.3%.

The median hourly rate for male employees is £11.62, alongside the mean hourly rate for female employees at £11.12.

Gender Pay Gap in Quartiles

The table below shows there are more female employees in the lower, lower middle and upper middle quartiles. However, in the upper quartile, there are more male employees. Due to the higher concentration of men to women in the upper quartile, this has contributed to a gender pay gap.

Gender pay gap in quartiles
Quartiles Male employees Female employees
Lower Quartile 43% 57%
Lower Middle Quartile 45%             55%
Upper Middle Quartile 31% 69%
Upper Quartile 60% 40%

Gender Pay Gap in relation to Bonuses

As the Council does not award bonuses, the three calculations in relation to this are not applicable.

Action Plan

In terms of the mean gender pay gap, the Council is confident that it does not stem from paying men and women differently for the same or equivalent work, therefore there are no concerns regarding its equal pay. Rather the gender pay gap is the result of the roles in which men and women work in the organisation and the salaries that those roles attract.

However, the Council is committed to being an employer of choice creating a flexible, responsive organisation supporting all employees in the workplace. Therefore, we are currently undertaking analysis on the following activities: -

  • Reviewing each recruitment exercise, examining the gender balance of candidates who apply for each role, short-listing and the person who is successful. This will ensure that recruitment processes are monitored for all equality implications at the point of applying, shortlisting and appointment to ensure there is no indication of unintentional bias.
  • A retrospective piece of work will be undertaken analysing the gender balance of people who applied for senior positions and those who were successful.
  • To ensure all prospective parents are aware of shared parental leave and parental pay and that parents are supported returning to work following parental leave through the promotion of flexible working and term-time working.
  • The gender pay gap reporting is part of the Council’s equality objectives and will continue to be reported to Corporate Management Team and elected Members on a regular basis.