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Gender pay gap - 2018

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 UK government introduced mandatory reporting of the gender pay gap on 6 April 2017. Voluntary, private and public sector employers with 250 or more employees are required to publish their figures annually.  The council is required to capture a snapshot of data as of 31 March every year and publish the findings by 30 March of the following year.

The data below represents the gender pay gap snapshot data for Tunbridge Wells Borough Council as at March 2018 and shows the comparison with last year’s data.

Gender pay gap in hourly pay

Difference (%) Difference (£) Trend since 2017
Mean gender pay gap in hourly pay 11.3% Men earn £1.99 per hour more than women 0.6% increase
Median gender pay gap in hourly pay 7.6% Men earn £1.13 more per hour than women 1.2% decrease

Notes for gender pay gap calculations above:

  • The calculations include all employees on full-pay as of 31 March 2018.  There were 305 full-pay employees (168 female and 137 male) on 31 March 2018.
  • The calculations are based on the government’s definition of an employee’s hourly pay rate which includes basic pay and allowances.

Gender bonus gap

Difference (%) Difference (£) Trend since 2017
Mean gender bonus gap 17.5% Men receive £67.44 per year more than women 8.8% increase
Median gender bonus gap 11.9% Men receive £32.69 per year more than women 8.2% increase
Proportion Trend since 2017
Males receiving bonus pay 71% 1% increase
Females receiving bonus pay 71% 8% decrease

Notes for gender bonus gap calculations above:

  • The council does not pay bonuses, however, under its local pay arrangements employees do receive pay related to their contribution (performance) in lieu of the previous system whereby staff progressed through the pay bands according to time served.
  • Contribution pay is pro-rated to part-time hours.  The pro-rated contribution pay received by  part-time employees is not adjusted for the purposes of the gender bonus gap calculations.
  • The figures include all employees employed on 31 March 2018.  There were 313 employees (176 female and 137 male), of these, 217 (71%) received bonus pay.
  • In 2017 the bonus gap calculations were based on contribution pay only.  In 2018 other bonuses have been included in the calculations such as long-service awards, employee of the month and thank-you vouchers.


Proportion of males and females in each quartile pay band:

Pay band quartile 1 42% 9% decrease 58% 9% increase
Pay band quartile 2 38% 4% increase 62% 4% decrease
Pay band quartile 3 46% 8% increase 54% 8% decrease
Pay band quartile 4 54% 5% decrease 46% 5% increase