Statutory gender pay gap reporting

March 2025

In addition to publishing on the governments gender pay gap service, organisations are also required to include specific gender pay gap information on their own website. For Wakefield council, this information is shown.

The legislation requires calculations of two types of average for women and men's pay, and to report on the difference for each type between women and men.

The two types of average are:

• a mean average involves adding up all the numbers and dividing the result by how many numbers were on the list
• a median average involves listing all 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 average will be the mean of the two central numbers.

Difference in average pay at Wakefield Council

Women’s hourly rate is

• 2.1% Higher (mean)
• 4.5% Higher (median)

Pay quartiles at Wakefield Council

(Figure in brackets is the number of employees).

Bonuses at Wakefield Council

Wakefield council does not operate a bonus pay scheme and therefore there is no gender pay gap in terms of bonus pay.

Managing the gender pay gap

The Council will continue to seek to reduce the pay gap and develop a detailed action plan that will include:

• making sure people policies are up to date e.g. recruitment and flexible working
• making sure all job adverts are gender neutral and look to recruit through a variety of channels
• examining and removing barriers to flexible working wherever possible
• making sure flexible working is part of any adverts, recruitment campaigns
• making sure we have procedures to support staff with caring responsibilities
• continuing to underpin what we pay, by having a fair and transparent job evaluation process for all jobs in the Council

The gender pay gap is different from equal pay. Equal pay is covered by the Equality Act 2010 and requires employers to pay men and women the same for work of equal value.