Salary quartile bands
By comparing results between the quartiles, we are able analyse the distribution of pay across the service. This distribution is shown in the tables below.
Ethnicity
| Quartiles | From Hourly Rates | To Hourly Rates | No. White British | % | No. Other Ethnicity | % | No. Not Disclosed | % | Total Employees |
|---|---|---|---|---|---|---|---|---|---|
| Upper | £17.75 | £81.78 | 334 | 87.4% | 22 | 5.8% | 26 | 6.8% | 382 |
| Upper Middle | £16.04 | £17.75 | 301 | 78.6% | 15 | 3.9% | 67 | 17.5% | 383 |
| Lower Middle | £14.81 | £16.04 | 266 | 69.5% | 23 | 6.0% | 94 | 24.5% | 383 |
| Lower | £5.76 | £14.81 | 260 | 68.1% | 17 | 4.5% | 105 | 27.5% | 382 |
| Total | - | - | 1161 | 75.9% | 77 | 5.0% | 292 | 19.1% | 1530 |
The quartile table indicates that whilst the number of people who are not from a White British background has increased in the upper quartile by six compared to 2020, the biggest increase in representation has been in the lower middle quartile up by eight. The lowest representation lies at the upper middle quartile at 3.9%.
In terms of disclosure, the level of unknown data remains more than four times that of level of known data in the upper quartile. It appears the more senior your role the more likely you are to disclose your equality data. It is important we help employees to understand the importance of disclosing equality data at all levels.
Disability
| Quartiles | From Hourly Rates | To Hourly Rates | No. Stated Disability | % | No. No Disability | % | No. Not Disclosed | % | Total Employees |
|---|---|---|---|---|---|---|---|---|---|
| Upper | £17.75 | £81.78 | 67 | 17.5% | 288 | 75.4% | 27 | 7.1% | 382 |
| Upper Middle | £16.04 | £17.75 | 50 | 13.1% | 267 | 69.7% | 66 | 17.2% | 383 |
| Lower Middle | £14.81 | £16.04 | 40 | 10.4% | 239 | 62.4% | 104 | 27.2% | 383 |
| Lower | £5.76 | £14.81 | 58 | 15.2% | 220 | 57.6% | 104 | 27.2% | 382 |
| Total | - | - | 215 | 14.1% | 1014 | 66.3% | 301 | 19.7% | 1530 |
We have significantly (almost double) increased our representation through disclosure of disability within the organisation. From 7.4% in 2020 to 14.1% in 2021. In the UK 18.6% of the working population is understood to have a disability. Perhaps this is the benchmark to strive for.
The disability pay gap in terms of quartiles is similar to that of the ethnicity pay gap in terms of trend for higher disclosure rates in the upper quartile. At the present time, it is reassuring to see that people with a disclosed disability are most significantly represented in our upper quartile, but we must also be aware that the second highest representation occurs in the lower quartile. In comparison to 2020, the report shows an increase in disclosure in each quartile and therefore across the organisation.
Sexual Orientation
| Quartiles | From Hourly Rates | To Hourly Rates | Heterosexual | % | LGBT+ | % | Prefer not to say/Unknown | % | Total Employees |
|---|---|---|---|---|---|---|---|---|---|
| Upper | £17.75 | £81.78 | 329 | 86.4% | 16 | 4.2% | 36 | 9.4% | 381 |
| Upper Middle | £16.04 | £17.75 | 300 | 78.1% | 8 | 2.1% | 76 | 19.8% | 384 |
| Lower Middle | £14.81 | £16.04 | 258 | 67.4% | 14 | 3.7% | 111 | 29.0% | 383 |
| Lower | £5.76 | £14.81 | 263 | 68.8% | 9 | 2.4% | 110 | 28.8% | 382 |
| Total | - | - | 1150 | 75.2% | 47 | 3.1% | 333 | 21.8% | 1530 |
In terms of quartiles, disclosure follows the same pattern as disability and ethnicity in that it is in the higher pay band that people are more willing to disclose. More must be done to encourage disclosure across the organisation. In terms of representation LGBT are mostly represented in the highest pay band, and like the gender pay quartile review there is a potential talent pipeline issue from the upper middle to upper quartile.