Gender pay reporting legislation requires employers with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees.
The purpose of this reporting is to achieve greater gender equality across the UK and increase pay transparency.
In Hillingdon, we are committed to the principle of equal pay for all employees by ensuring that we meet the requirements of the Equality Act 2010.
To achieve this, Hillingdon uses a nationally recognised job evaluation scheme, harmonises its contracts in line with national pay structures and pays salaries according to band with incremental annual progression, irrespective of gender.
Although the gender pay gap is low and compares favourably with the national average, the council recognises that its scope to act is limited in some areas, for example where it has no control over individual's choice to favour some roles over others which can be influenced by societal norms.
The council will continue to monitor the equality profile of its employees and take appropriate action where necessary.
2021 gender pay gap data
The figures show that Hillingdon has a:
median gender pay gap of 0.00% per hourly rate, which is positively comparable to the national average gap figure of 15.4% for 2021 (ONS)
mean gender pay gap of 4.79% per hourly rate.
The quartile information shows that the gender split varies slightly among the quartiles, with more men and less women in the upper and lower quartiles (40.5% men and 59.5% women ) compared to the proportion of the total number of men and women in the organisation (37% male and 63% female) as at 31 March 2021.