Salary quartile bands
By comparing results between the quartiles, we can 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.
| 2021 (Quartiles) | From hourly rates | To hourly rates | No. of males | % | No. of females | % | Total employee |
|---|---|---|---|---|---|---|---|
| Upper | £17.75 | £81.78 | 287 | 75.1 | 95 | 24.9 | 382 |
| Upper middle | £16.04 | £17.75 | 354 | 92.4 | 29 | 7.6 | 383 |
| Lower middle | £14.81 | £16.04 | 331 | 86.4 | 52 | 13.6 | 383 |
| Lower | £5.76 | £14.81 | 283 | 74.1 | 99 | 25.9 | 382 |
| 2020 (Quartiles) | From hourly rates | To hourly rates | No. of males | % | No. of females | % | Total employee |
|---|---|---|---|---|---|---|---|
| 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 |
What this year’s data shows.
As a result of male retirement and female promotions there is an increase in women and a reduction of men in the upper quartile (hourly rate between £17.75 and £81.78 per hour).
Although the upper quartile is dominated by men it has the second highest percentage of women. This trend has not continued in the upper middle quartile, where there is a decrease in women and an increase in men (hourly rate between £16.04 and £17.75 per hour).
The upper middle quartile is the most dominated by men which creates succession issues for women where roles are not open for direct entry. It is imperative that any recruitment to the organisation is supported by positive action.
There is an increase in women and a decrease in men in the lower middle hourly rate (between £14.81 and £16.04) and the lower hourly rate (between £5.76 and £14.81) quartiles. An increase in women the middle lower quartile is promising from a representative and progression perspective.
Whilst the lower quartile includes the male dominated on-call group it also includes many part-time workers, which tend to be female. Overall, this quartile has the highest concentration of women. If we are recruiting from within the organisation more is needed to be done to support the development of women in this quartile.
What this means.
Males are over-represented in the organisation meaning on average they are higher earners in the organisation.
The number of upper quartile posts remained the same at 382 in both 2020 and 2021, but the representation of women increased by 10 from 22.3% to 24.9%, respectively. It would appear this representation is due to internal promotion.
The upper middle quartile has the highest representation of men and lower quartile has the highest representation of women. Within the two upper quartiles the number of women remains at 124. This is unchanged from last year and women’s representation in the lower quartiles is 2.5% higher than in upper quartiles. This is up 0.5%. on last year (2%).
In terms of the lower quartiles, there are 17 more women in 2021 than in 2020, and there are 13 less men in the lower quartiles in 2021.
Men dominate across the organisation, however within the lower quartiles the representation of women increased by 2.1% from 17.6% in 2020 to 19.7% in 2021.
This data highlights that there has been an increase in the representation of women and progression from the lower quartile to the lower middle quartile and the upper middle quartile to the upper quartile, but the movement between the lower middle and upper middle quartiles has fallen. To secure the talent pipeline the organisation needs to focus on women’s development through the organisation, particularly into middle upper pay band roles, as the potential for retirement from the upper quartile remains high.