Gender pay gap - 2019
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 2019 and shows a comparison with last year’s data.
Gender pay gap in hourly pay
Mean gender pay gap in hourly pay
| Difference % | 14.8% |
|---|---|
| Difference £ | Men earn £2.72 more per hour than women |
| Trend |
3.5% difference from 2018 |
Median gender pay gap in hourly pay
| Difference % | 12.3% |
|---|---|
| Difference £ | Men earn £1.97 more per hour than women |
| Trend |
4.71% difference from 2018 |
Gender Pay Gap calculations are based on:
- All employees on full-pay as of 31 March 2019. There were 288 full-pay employees (158 female and 130 male) on 31 March 2019.
- 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
| Difference % | -8.9% |
|---|---|
| Difference £ | Women receive £6.53 more than men |
Median gender bonus gap
| Difference % | 20% |
|---|---|
| Difference £ | Men receive £10 more than women |
Proportion of males and females who received bonus pay
| Males | 23% |
|---|---|
| Females | 22% |
Gender Bonus Gap calculations are based on:
- All employees employed on 31 March 2019. There were 298 employees (166 female and 132 male) on 31 March 2019. Of these 61 (20.5%) 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 2018 and 31 March 2019.
- Gross values before tax and any deductions for employee pension contributions.
Our previous bonus gap figures and pay gap figures reported for 31 March 2017 and 31 March 2018 included amounts awarded to employees under the Council’s Contribution Pay Scheme. Following a review of the Government guidance, we have identified that we are not required to include amounts awarded to employees under the Council’s Contribution Pay Scheme. This is because progression within the Council’s Contribution Pay Scheme is incorporated within an employee’s ordinary pay and is not considered to be a bonus for the purpose of the calculations. Ordinary pay is already included within the gender pay gap calculations and includes any consolidated amounts awarded under the Council’s Contribution Pay Scheme. For the purpose of the bonus gap calculations, non-consolidated amounts should be included only where these are non-pensionable. Any non-consolidated amounts awarded to employees under the Council’s Contribution Pay Scheme are pensionable and are therefore not included within the bonus gap calculations. Contribution Pay awards are subject to a separate review and moderation process.
Quartiles
Proportion of males and females in each quartile pay band:
| Quartile 1 | Quartile 2 | Quartile 3 | Quartile 4 | |
|---|---|---|---|---|
| Males | 36% | 40% | 46% | 60% |
| Trend |  6%
| 2%
| No change | 6%
|
| Females | 64% | 60% | 54% | 40% |
| Trend | 6%
| 2%
| No change | 6% |