The Equality Act 2010 Regulations 2017 requires employers with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female staff based on a series of calculations to provide a fair and accurate summary of pay.
A gender pay gap is the difference in average pay between the men and women in a workforce, expressed relative to men’s earnings.
It is different to equal pay, which is a legal requirement to pay men and women the same for equal or similar work. Rother District Council has a clear policy of paying employees equally for the same or equivalent work, regardless of their sex (or any other characteristic. As such it evaluates job roles and pay grades as necessary to ensure a fair structure.
In order for there to be no gender pay gap, there would need to be an equal ratio of men to women in each quartile. Rother District Council is confident that the gender pay gap does not result from paying men and women differently for the same or equivalent work. We employ more females than men at almost every level of the organisation.
2023 – 2024
| Quartile | Female | Male | Total |
|---|---|---|---|
| 1st Quartile | 44 (72.13%) | 17 (27.87%) | 61 |
| 2nd Quartile | 39 (65.00%) | 21 (35.00%) | 60 |
| 3rd Quartile | 31 (50.82%) | 30 (49.18%) | 61 |
| 4th Quartile | 28 (46.67%) | 32 (53.33%) | 60 |
| Measure | Female | Male | Difference | Difference % |
|---|---|---|---|---|
| Mean | £16.39 | £18.59 | £2.20 | 11.83% |
| Median | £14.62 | £16.12 | £1.50 | 9.31% |
2022 – 2023
| Quartile | Female | Male | Total |
|---|---|---|---|
| 1st Quartile | 42 (70.00%) | 18 (30.00%) | 60 |
| 2nd Quartile | 39 (66.10%) | 20 (33.90%) | 59 |
| 3rd Quartile | 32 (53.33%) | 28 (46.67%) | 60 |
| 4th Quartile | 27 (45.76%) | 32 (54.24%) | 59 |
| Measure | Female | Male | Difference | Difference % |
|---|---|---|---|---|
| Mean | £14.79 | £16.99 | £2.20 | 12.95% |
| Median | £12.11 | £15.02 | £2.91 | 19.37% |
2021 – 2022
| Quartile | Female | Male | Total |
|---|---|---|---|
| 1st Quartile | 46 (73.02%) | 17 (26.98%) | 63 |
| 2nd Quartile | 42 (67.74%) | 20 (32.26%) | 62 |
| 3rd Quartile | 32 (51.61%) | 30 (48.39%) | 62 |
| 4th Quartile | 27 (43.55%) | 35 (56.45%) | 62 |
| Measure | Female | Male | Difference | Difference % |
|---|---|---|---|---|
| Mean | £14.47 | £17.27 | £2.80 | 16.21% |
| Median | £11.98 | £14.87 | £2.89 | 19.44% |
2020 – 2021
| Quartile | Female | Male | Total |
|---|---|---|---|
| 1st Quartile | 46 (75.41%) | 15 (24.59%) | 61 |
| 2nd Quartile | 40 (65.57%) | 21 (34.43%) | 61 |
| 3rd Quartile | 30 (49.18%) | 31 (50.82%) | 61 |
| 4th Quartile | 24 (39.34%) | 37 (60.66%) | 61 |
| Measure | Female | Male | Difference | Difference % |
|---|---|---|---|---|
| Mean | £13.83 | £16.73 | £2.90 | 17.33% |
| Median | £11.74 | £14.58 | £2.84 | 19.48% |
