The gender pay gap is not the same as unequal pay which is paying men and women differently for performing the same (or similar) work. Unequal pay has been unlawful since 1970.
The gender pay gap is the difference in the median hourly wage of all men and women across a workforce. If women do more of the less well paid jobs within an organisation than men, the gender pay gap is usually bigger.
A councils or a companies gender pay gap can be caused for various reasons – for example, fewer women in senior or highly-paid roles or more women in part-time jobs.
Across all Councils in Kent the largest Gender Pay gap in any Council, is Tonbridge & Malling Borough Council
(Data supplied by Councils to the Government Equalities Office as of 29 March 2019)
In Tonbridge & Malling Council, women earn 67p for every £1 that men earn when comparing median hourly wages. Their median hourly wage is 32.7% lower than men’s as the chart and graph illustrate.
In stark contrast to Tonbridge & Malling Council, women who work at Thanet District Council earn £1.28 for every £1 that men earn when comparing median hourly wages. Their median hourly wage is 27.6% higher than men’s.
This is the second year that both public and private sector companies have been required to report their gender pay gap figures.
The individual Kent council data reflects the information submitted by the councils to the Government Equalities Office as of 29 March 2019.
The data submitted each year is based on figures drawn from a specific date – called the “snapshot date” – the previous year. For businesses and charities, 5 April is the snapshot date, while 31 March is the snapshot date for public sector organisations.
All gender pay gap figures in this article reflect the hourly median pay gap for all employees.
The Shepwayvox Team
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