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.
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.
The Council already has a number of policies in place to ensure transparency, fairness and equity:
- Resourcing Policy, which demonstrates the Council will not discriminate, or tolerate discriminatory behaviour, on the grounds of gender, or other protected characteristics. This ensures the achievement of recruitment will be approached with fairness and with equality of opportunity.
- Equal Opportunities Policy, which shows the Council is committed to the implementation and maintenance of employment practices which will ensure that no potential or current colleague is treated less favourably on the grounds of their gender or other protected characteristics.
- To comply with equal pay legislation, the Council operates a recognised job evaluation scheme, through which equal pay is audited (auditing 20% of job roles annually).
- HR works closely and engages with the Trade Unions at a corporate level on all HR related policies and procedures, whilst developing and sustaining strong links with colleagues, senior management and Trade Unions.
- Exit interviews are undertaken to gain feedback on employment experiences.
The Council is confident that its gender pay gap 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, it will consider implementing a range of initiatives, including:
- Analysis will be undertaken for 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 will become part of the Council’s equality objectives and will continue to be reported to Corporate Management Team and elected Members on a regular basis.