IWC Workforce Information

Gender Pay Gap

From 2017, Gender Pay Gap Legislation requires any organisation that has 250 or more employees to publish a report showing how large the pay gap is between male and female employees. The pay gap is the difference between the average (mean or median) earnings of men and women, expressed as the percentage of women’s earnings compared to men’s earnings.

The report must be published by the 30 March each year for the public sector and the 4 April each year for the private sector, the information must be displayed on the employers’ own website and a designated Government website.

Employers are required to calculate the following information:

  • Their mean gender pay gap (The difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay employees).

  • Their median gender pay gap (The difference between the median hourly rate of pay of male full-pay relevant employees and that of female full-pay employees).

  • Their mean bonus* gender pay gap (The difference between the mean bonus pay paid to male relevant employees and that paid to female relevant employees).

  • Their median bonus* gender pay gap (The difference between the median bonus pay paid to male relevant employees and that paid to female relevant employees).

  • Their proportion of males and females receiving a bonus payment (The proportions of male and female relevant employees who were paid bonus pay during the relevant period).

  • Their proportion of males and females in each quartile* pay band (The proportions male and female full-pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands).

 

The Isle of Wight Councils gender pay gap reports are available here:

 

Further information

To view information on the Gender Pay Gap results and reports of other organisations provided by the Government, please visit GOV.UK - Gender Pay Gap Service.