Gender pay

The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 makes gender pay gap reporting mandatory for public sector employers with 250 or more employees. 

Public sector bodies are required to publish details of their gender pay gap no later than 30 March each year, using pay data as of 31 March the previous year.

Due to the challenges faced by organisations as a result of the COVID-19 pandemic, the government Equalities Office and the Equality and Human Right Commission suspended the gender pay gap reporting regulations for the 2019 reporting year. As a council we believe in pay fairness and transparency, and therefore recognised the importance of continuing to report and publish our 2019 pay gap.

The requirement to publish details of the 2020 gender pay gap report have also been suspended until 5 October 2021. However, we've continued to publish in accordance with the original deadline which highlights our commitment to our gender pay gap journey.

You can read Barnsley Council's Gender Pay Gap Report 2020.

The previous gender pay gap reports for 2019 and 2018 are also still available to read:

Some questions you might have about the report are answered below.

Does the council not already undertake equal pay reviews?

Yes. Being committed to promoting equality of opportunity for our workforce and tackling workplace exclusion is important to achieving our vision and values. In support of this the council have voluntarily undertaken equal pay reviews since 2007. Equal pay is however different to gender pay.

What's the difference between equal pay and gender pay?

Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It's unlawful to pay people unequally because they are a man or a woman. The gender pay gap shows the differences in the average pay between men and women.

Are there any specific requirements that the council have had to follow?

Yes. In order to carry out mandatory gender pay gap reporting, the council have followed the guidance developed by the Advisory, Conciliation and Arbitration Service (ACAS) to calculate and publish the:

  • mean and median gender pay gap
  • mean and median bonus gender pay
  • proportion of male and females receiving a bonus payment
  • proportion of male and females in each quartile pay band

Has any information been excluded from the council’s gender pay gap report?

Yes. In accordance with the ACAS guidance, employees on casual contracts, employees of maintained schools and employees of academies have not been included in the council’s gender pay gap reporting arrangements.

What statistical measure has been used to calculate the gender pay gap?

There are two statistical measures of ‘average pay’ that have been used to calculate the council’s gender pay gap as identified in the ACAS guidance which are:

  • mean average - this involves adding up all of the numbers and dividing the result by how many numbers was in the list;
  • median average - this involves listing all of the numbers in numerical order. If there are an odd number of results, the median average is the middle number. If there is an even number of results, the median will be the mean of the two central numbers.

Does the council have a gender pay gap?

Yes. The results show that, like many other employers, the council has a gender pay gap. The workforce is predominantly female at 68.1%. 71.3% of these are clustered within the bottom three pay grades, which has a direct impact on our gender pay gap. Jobs in these grades, such as cooks, home-to-school escorts, early years practitioners and support workers, are popular with female employees either because of the type of work involved or because a large number of the roles are part time, which can be balanced with out of work responsibilities. It's also influenced by stereotypical thinking around 'male' and 'female' occupations.

What's being done to address the council’s gender pay gap?

To start to address this issue we've already introduced the foundation living wage to increase our minimum hourly rate of pay from £9.25 per hour to £9.50 per hour.

We have an action plan which is now aligned with the council’s key workforce strategies. Actions include things like assessing whether there's (and extent to which) any occupational gender segregation or gender imbalance in promotional opportunities across all grades, investigating how to improve career pathways across all grades, undertaking analysis on recruitment applicant pools and how this compares against actual applicants.

It's worth noting that this is still a long term piece of work. Changing gender stereotypes that have been embedded in the labour market for years will take time, but we do acknowledge while ever we have a gender pay gap we have work to do and are fully committed to address this.