Equalities Data for Website

Equalities Data for website

as at 31 March 2016

Overall Workforce Data

• Split between male and female

Gender / Headcount / FTE
Male / 163 / 154.65
Female / 276 / 228.06
TOTAL / 439 / 382.71

• BME (Black, Minority and Ethnic) Staff
• Staff who have declared a disability

Gender / Ethnicity* / Disability
Male / <10 / <10
Female / <10 / <10
TOTAL / 9 / 14

* There are also19 members of staff who have chosen not to provide their ethnicity details

• Age bands

Under 24 / 17
25-34 / 78
35-44 / 115
45-54 / 129
55-64 / 87
65+ / 13
TOTAL / 439

• Equal Pay Analysis

Please note these figures do not take career grades into account to avoid distortion of numbers. Currently there are 9 females and 5 males on career grades.

Grade / Grade Average / Number FTE in grade / Female Ave Pay / Male Ave Pay / Percentage difference *
Female / Male
APPRENTICE / Dependent on age / 3.84 / 2.89 / £10,514.61 / £14,184.07 / -34.90
SCP 8-11 / £13,593.00 / 4.04 / 1.05 / £14,658.00 / £13,930.50 / 4.96
SCP 10-13 / £14,954.25 / 0.81 / 1.00 / £15,786.00 / £14,658.00 / 0.00
SCP 12-15 / £16,038.75 / 5.35 / 3.88 / £16,273.50 / £16,153.50 / 0.74
SCP 14-17 / £16,906.50 / 3.45 / 4.10 / £17,328.00 / £17,031.00 / 1.71
SCP 16-19 / £17,764.50 / 19.45 / 10.03 / £17,946.72 / £17,950.09 / -0.02
SCP 18-21 / £18,687.00 / 22.46 / 9.95 / £19,162.71 / £18,808.20 / 1.85
SCP 18-22 / £19,002.00 / 3.61 / 1.00 / £20,262.00 / £20,262.00 / 0.00
SCP 20-23 / £19,901.25 / 14.62 / 4.00 / £20,470.83 / £20,628.75 / -0.77
SCP 22-25 / £21,249.00 / 22.26 / 6.60 / £21,708.46 / £21,141.00 / 2.61
SCP 24-27 / £22,580.25 / 12.18 / 6.80 / £23,078.20 / £22,035.86 / 4.52
SCP 26-29 / £24,063.00 / 19.84 / 1.60 / £25,096.17 / £23,674.50 / 5.66
SCP 28-31 / £25,714.50 / 21.04 / 5.00 / £26,497.17 / £27,111.00 / -2.32
SCP 30-33 / £27,535.50 / 11.48 / 4.00 / £28,657.15 / £28,947.00 / -1.01
SCP 32-35 / £29,333.25 / 3.45 / 3.00 / £30,411.75 / £30,633.00 / -0.73
SCP 34-37 / £31,011.00 / 7.00 / 8.40 / £30,814.71 / £31,579.33 / -2.48
SCP 36-39 / £32,668.50 / 4.31 / 13.45 / £33,610.20 / £33,666.21 / -0.17
MG8 / £34,595.00 / 14.61 / 16.00 / £36,006.00 / £35,880.00 / 0.35
MG7 / £40,596.00 / 9.00 / 15.60 / £41,300.60 / £42,033.00 / -1.77
MG6 / £47,081.00 / 8.60 / 18.48 / £48,036.33 / £48,600.00 / -1.17
MG5 / £53,721.00 / 5.85 / 7.20 / £55,352.00 / £55,075.88 / 0.50
MG4 / £61,509.00 / 3.00 / 2.00 / £62,586.00 / £63,118.50 / -0.85
MG3 / £70,182.00 / 0.00 / 2.00 / 0 / £74,079.00 / n/a
MG2 / £81,854.00 / 0.00 / 1.60 / 0 / £92,176.95 / n/a
MG1 / £104,865.00 / 1.00 / 0.00 / £99,357.00 / 0 / n/a
SUB TOTAL / 221.25 / 149.63
Career grades / 6.83 / 5.00
Monthly payment / Headcount 1
SUB TOTAL / 228.08 / 154.63
TOTAL / 382.71

*Plus percentage figures show higher average pay for females

Minus percentage figures show higher average pay for males

The gender pay difference is minimal as would be expected in the public sector where salary grades are set regardless of gender. The differences that are present can be accounted for by incremental scale points and appointment procedures. Newly appointed employees are expected to be appointed at the lowest part of the grade and move up each year provided there is satisfactory performance. These figures suggest that a mix of males and females have recently been appointed.

The apprentice rates are set the same regardless of gender and only differ because of age and length of an apprenticeship (as at 1 April 2015 Apprentices now receive the Ashford Apprentice Wage Allowance (AAWA) which is set as a certain number of pence above the National Minimum Wage.

Our lowest paid employees receive the Ashford Living Wage Allowance (ALWA) as a supplement. More information about both AAWA and ALWA is contained within our Pay Policy Statement which is available for you to view elsewhere on our website in the ‘salaries’ section.

The figures for FTE by grade that are split by gender show that there is a close mix of males and females in senior roles. Traditionally the turnover of senior male staff has been extremely low with the majority having long service with the council; however at the end of the last financial year there was some turnover (including the appointment of a female to the Chief Executive position) which has changed these figures. This will continue in this financial year where there has already been some structural changes resulting in more females in senior roles.

There are internal opportunities for development which ensure that individuals have equal access to training, qualifications and project experience that enable them to progress when opportunities arise. The percentage of females in the top 5% of earners is routinely monitored.

• Disciplinary and Grievances (Stats are from April 2015 to March 2016)

There was one instance where a grievance (including about harassment) wasformally considered.

Outcome / Gender / Age Band / Ethnic Origin / Disability
Case not upheld - but a number of management actions resulted / Female / 35-44 / White:UK / None

There were three instances where formal disciplinary action was taken.

Stage / Gender / Age Band / Ethnic Origin / Disability
Final Written Warning / Male / 35-44 / White:UK / None
Final Written Warning / Male / 55-64 / White:UK / None
Final Written Warning / Male / 35-44 / Asian British / None

There were three instances where formal action was taken in accordance with the Capability Procedure.

Stage / Gender / Age Band / Ethnic Origin / Disability
Dismissal / Male / Under 24 / White:UK / None
Dismissal / Male / 35-44 / White:UK / None
Dismissal / Male / 35-44 / White:UK / None

• Learning and Development

• Recruitment