As a large employer, we must publish and report specific figures about our gender pay gap.
- mean gender pay gap in hourly pay
- median gender pay gap in hourly pay
- proportion of males and females in each pay quartile
Please note: we don't have a bonus pay scheme, therefore there is no gender pay gap in terms of bonus pay.
Our approach to pay
We are confident that men and women are paid equally for doing equivalent jobs across our business.
Our aim on matters of remuneration is to have in place an approach that enables us to:
- recruit and retain people with the skills and expertise to deliver high quality services to the citizens of Sheffield City Council
- manage employee remuneration in a manner that is fair, transparent and reasonable
- take account of national and regional pay policy and market trends in the context of local government
- have a framework for managing the range of pay across the Council’s workforce, this is known as pay ratios
- have simple uniform packages across all employment groups and to manage pay matters within national guidelines and agreements
- protect and remunerate low paid employees at appropriate levels and this includes the Council’s commitment to the Living Wage
- protect jobs and services for as long as reasonably possible and this includes a prudent, affordable and fair approach to pay.
Breakdown of employees by gender
- 41% of our employees are male
- 59% of our employees are female
Overall gender pay gap
- women's median hourly rate is 8.39% lower than mens
- womens' mean hourly rate is 4.26% lower than mens
Initial considerations of these figures indicate that the difference in women's pay is due to the number of highter paid males employed. Males make up 56% of the total male employees in the top 2 quartiles. Women make up 52% of the total female employees in the bottom 2 quartiles eg
- Male 21%
- Female 27%
Lower middle quartile
- Male 23%
- Female 27%
Upper middle quartile
- Male 30%
- Female 22%
- Male 26%
- Female 24%
This document illustrates the gender distribution at Sheffield City Council across four equally sized quartiles, each containing on average 1750 employees (this split alters in the upper 2 quartiles due to the hourly rate equalisation).
We will look in more detail into the reasons behind our pay gap with a view to identifying potential actions to address this. We will engage our equalities groups and trade unions in this discussion.
We will review the following employee statistics:
- recruitment proportions of men and women
- the number of women and men in each job or pay band
- the number of men and women who apply for jobs or promotion and the number of men and women who are successful
- the numbers of men and women who apply externally compared to internally
- the proportion of women and men who return to work after maternity, paternity, adoption or shared parental leave to resume their original jobs
- talent management and people development; is the pipeline to senior roles working as it should for women?