Salary quartile bands
By comparing results between the quartiles we are able analyse the distribution of full pay relevant male and female employees across the Service and identify the proportion of males and females in each quartile band. This distribution is shown in the tables below.
2020 Quartiles
| Quartiles | From: Hourly Rates | To: Hourly Rates | No. of Males | % | No. of Females | % | Total Staff |
|---|---|---|---|---|---|---|---|
| Upper | £17.41 | £80.18 | 297 | 77.7 | 85 | 22.3 | 382 |
| Upper Middle | £15.43 | £17.41 | 346 | 91.1 | 34 | 8.9 | 380 |
| Lower Middle | £14.52 | £15.43 | 342 | 90.0 | 38 | 10.0 | 380 |
| Lower | £5.61 | £14.52 | 285 | 74.8 | 96 | 25.2 | 381 |
2019 Quartiles
| Quartiles | From: Hourly Rates | To: Hourly Rates | No. of Males | % | No. of Females | % | Total Staff |
|---|---|---|---|---|---|---|---|
| Upper | £17.06 | £78.61 | 284 | 78.5 | 78 | 21.5 | 362 |
| Upper Middle | £15.41 | £17.06 | 336 | 92.3 | 28 | 7.7 | 364 |
| Lower Middle | £14.23 | £15.41 | 323 | 89.0 | 40 | 11.0 | 363 |
| Lower | £5.50 | £14.23 | 268 | 73.8 | 95 | 26.2 | 363 |
This year’s data shows that the upper quartile (hourly rate between £17.41 and £80.18 per hour) even more men occupy the upper middle quartile (hourly rate between £15.43 and £17.41 per hour). Remain dominated by male employees (77.7% and 91% respectively which means that males are consistently the highest earners in the organisation.
Figures also show that the upper quartile posts increased by 20 and upper middle quartile
posts by 16 roles but only 36.1% of the new post holders are women. Within the two upper quartiles women’s organisational representation is 15.6% and equates to 119 women, this is an increase of 1% compared to 2019.
In terms of the lower quartiles, there are 15 more women than in the upper quartiles and Women’s representation in the lower quartiles is 2% higher than in upper quartiles.
Women comprise 17.6% of the workforce in the lower quartiles as men dominate across the organisation, although again this representation has had an incremental change of 1% down on 2019 similar to the upper quartiles. .
This data highlights to the organisation the need to assure and accelerate the talent pipeline in terms of gender if it is to facilitate greater long term gender representation most significantly required in the upper quartile.