2022

The gender pay gap is an equality measure that shows the difference in average earnings between women and men.  It is expressed as a percentage of men’s earnings.

The data below represents the gender pay gap snapshot data for Tunbridge Wells Borough Council as at March 2022 and shows some comparisons with last year’s data.

Gender pay gap in hourly pay

Mean gender pay gap in hourly pay

Difference %	9.9%
Difference £	Men earn £1.86 more per hour than women
Trend	3.1% decrease from 2021

Median gender pay gap in hourly pay

Difference %	5.2%
Difference £	Men earn £0.83 more per hour than women
Trend	0.3% decrease from 2021

Gender Pay Gap calculations are based on:

• All employees on full-pay as of 31 March 2022.  There were 299 full-pay employees (172 female and 127 male) on 31 March 2022.
• An employee’s hourly pay rate, based on a Government definition, which includes their basic pay and allowances.
• Basic pay before tax and any deductions for employee pension contributions and after any deductions for salary sacrifice.

Gender bonus gap

Mean gender bonus gap

Median gender bonus gap

Proportion of males and females who received bonus pay

Gender Bonus Gap calculations are based on:

• All employees employed on 31 March 2022.  There were 315 employees (183 female and 132 male) on 31 March 2022.  Of these 45 (14.3%) received bonus pay.
• Bonuses/rewards related to performance (such as long-service awards, employee of the month and thank you vouchers) paid to employees between 1 April 2021 and 31 March 2022.
• Gross values before tax and any deductions for employee pension contributions.

Quartiles

Proportion of males and females in each quartile pay band:

	Quartile 1	Quartile 2	Quartile 3	Quartile 4
Males	43%	35%	43%	49%
Trend	8%	5%	No change	2%
Females	57%	65%	57%	51%
Trend	8%	5%	No change	2%