Gender Pay Gap reporting

Gender Pay Gap legislation introduced in April 2017 requires all employers of 250 or more employees to publish information about Gender Pay Gaps annually. Employers are required to publish data based on a specific set of formulae as set out in the guidance to the legislation.

Employers are required to calculate and publish the following gender pay data:

  • 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
  • Mean Bonus Gap - the difference between the mean bonus pay paid to male relevant employees and that paid to female 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
  • 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

Equal Pay and the Gender Pay Gap

Equal Pay legislation has been in force since 1970 and requires employers to ensure that there is no difference between pay for men and women doing the same job or work of equal value. The Gender Pay Gap differentiates in that it is a measure of disparity in pay between the average earnings of men and women. Because the gender pay gap is a comparison of average pay rates of all eligible employees this is affected by the proportion of men and women employed at each pay rate.

Pay and reward in the London Borough of Bexley

The Council operates a pay and grading structure underpinned by job evaluation schemes to ensure that there is no gender bias in the grading of posts.

Each grade has a number of incremental points. Progression through the grade is subject to an annual performance review.  

In addition, at the snapshot date, the Council operated a performance-related bonus scheme which provided for bonuses of 5% to be paid. However, no bonuses were awarded.

This report reflects the Council’s Gender Pay Gap as of the snapshot date of 31 March 2021.

Gender Pay Gap reporting

Pay rates Gender Pay Gap
Mean hourly rate 7.5%
Median hourly rate 8.12%

Pay Quartile information

Pay quartiles Women Men Total
Proportion of women and men in the upper quartile (paid above the 75th percentile point) 69.64% 30.36% 100%
Proportion of women and men in the upper middle quartile (paid above the median and at or below the 75th percentile point) 75.18% 24.82% 100%
Proportion of women and men in the lower middle quartile (paid above the 25th percentile point and at or below the median) 76.39% 23.61% 100%
Proportion of women and men in the lower quartile (paid below the 25th percentile point) 77.83% 22.17% 100%

The Gender Pay Gap

The Gender Pay Gap between men and women is 7.5% based on the mean hourly rate and 8.12% based on the median hourly rate. This is the pay gap across all grades and pay rates and means that on average, women are paid 7.5% less per hour than men.

The main reason for the differential is that there is not an even distribution of genders across pay rates. Proportionally more women are employed in the lower middle quartile and lower quartile compared to the upper middle quartile and upper quartile.

No bonuses were paid in the relevant period.

Jerry Tosswell
Employee Relations and HR Policy Manager

Gender Pay Gap reporting 31 March 2020

This report reflects the Council’s Gender Pay Gap as of the snapshot date of 31 March 2020.

Pay and reward in the London Borough of Bexley

The Council operates a pay and grading structure underpinned by job evaluation schemes to ensure that there is no gender bias in the grading of posts.

Each grade has a number of incremental points. Progression through the grade is subject to annual performance review.

In addition, the Council operated a performance-related bonus scheme which provides for bonuses of 5% to be paid for exceptional performance identified through the Council’s appraisal and performance management scheme.

Gender Pay Gap reporting

Pay rates Gender Pay Gap
Mean hourly rate 9.54%
Median hourly rate 10.91%

Pay Quartile information

Pay quartiles Women Men Total
Proportion of women and men in the upper quartile (paid above the 75th percentile point) 70% 30% 100%
Proportion of women and men in the upper middle quartile (paid above the median and at or below the 75th percentile point) 73.33% 26.67% 100%
Proportion of women and men in the lower middle quartile (paid above the 25th percentile point and at or below the median) 80.95% 19.05% 100%
Proportion of women and men in the lower quartile (paid below the 25th percentile point) 75.24% 24.76% 100%
Bonus pay Bonus Gender Pay Gap
Mean bonus 11.15%
Median bonus 10.19%
  • Women paid bonus as % of all women = 16.68%
  • Men paid bonus as % of all men = 19.19%

The Gender Pay Gap

The Gender Pay Gap between men and women is 9.54% based on the mean hourly rate and 10.19% based on the median hourly rate. This is the pay gap across all grades and pay rates and means that on average, women are paid 9.54% less per hour than men.

The main reason for the differential is that there is not an even distribution of genders across pay rates. Proportionally more women are employed in the lower middle quartile and lower quartile compared to the upper middle quartile and upper quartile.

The Bonus Pay Gap

The average bonus paid to women is 11.15% lower than that paid to men. The median Bonus Gender Pay Gap is 10.19%. Because bonus payments are based on a fixed percentage of annual salary this gap is also mainly influenced by the distribution of men and women across the pay grades.