Gender Pay Gap report
Gender Pay Gap Report 2021
This is the Council's fifth annual report on the differences in pay between female and male Council employees. As well as publication on this website it has also been made available to all Council employees and workers.
It is also included in the Government Gender Pay Gap website with the reports of other public and private sector employers.
The Council is committed to promoting equality in all of its activities including the provision of its services and employment of its staff.
The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 came into force on 31 March 2017.
The Regulations require public authorities with 250 or more employees to publish specific information about differences in pay between male and female employees and workers based on the pay period in which 31 March 2021 falls.
The information which is closely defined to allow comparison with other public authorities and with other organisations has to be published by no later than 30 March 2022.
Preston City Council Gender Pay Gap Statistics
The information for Preston City Council is shown below (pay period March 2021):
- Number of staff - 311 Female and 326 male
- Mean hourly rate - 13.7598 female and 13.6877 male - difference -0.53%
- Median hourly rate - 11.2700 female and 11.2700 male - difference 0.00%
- % age - Lower Quartile - 44.41% female and 55.59% male
- % age - Lower Middle Quartile - 45.31% female and 54.69% male
- % age - Upper Middle Quartile - 52.70% female and 47.30% male
- % age - Upper Quartile - 52.80% female and 47.20% male
There is a zero gender pay gap on the median hourly rate and a -0.53 percentage gender pay gap on the mean hourly rate which is a further decrease compared with 1.42% at 31 March 2020.
The Council subscribes to many of the actions listed in the recommendations made by the Government Equalities Office and Chartered Institute of Personnel Development. These include policies aimed at:-
- Ensuring recruitment processes are free from gender bias
- Providing opportunities for flexible working where possible
- Ensuring best use of parental leave and encouraging returners
- Fair pay structures through job evaluation and fair distribution of development opportunities.
The Council will continue to monitor the differences in pay between its male and female employees and workers and, where necessary, it will look in more detail at specific areas where there is an apparent gender disparity to see whether there is scope for improvement.