Ethnicity pay gap report 2017

In December 2017, the Mayor declared that he would publish the ethnicity pay gap data for the GLA. 

This report provides the relevant data and sets out the GLA’s position based on data as at 31 March 2017. The Mayor intends to lead by example not only in the publication of ethnicity pay gap data but also by requiring the GLA to develop an action plan to begin the work of addressing pay inequality in terms of ethnicity. 

The Mayor will use the example of the GLA and its functional bodies to encourage business in the capital to follow this lead and start the process of addressing pay inequality in their own organisations.

There is no legislative requirement for this data to be published. However, recognising pay inequality and being committed to addressing it does not, for the GLA, require the push of legislation. The GLA is fully determined to tackle inequality in any form and publishing the ethnicity pay gap supports that aim. 

The Equality and Human Rights Commission express the ethnicity pay gap as follows: “The pay gap is defined as the difference between the average hourly pay of ethnic minorities and White British people.

"When ethnic minorities are paid less, overall, than White British people they experience a pay gap. When they are paid more they experience a pay advantage. The pay gap is often expressed as a percentage difference between the pay of people from ethnic minorities and the pay of White British people, with the latter representing 100%.”

The GLA is publishing their overall mean and median ethnicity pay gaps and used the snapshot date of 31 March 2017 for the data collection.

The data below represents the ethnicity pay gap data for the Greater London Authority as at the end of March 2017. As at 31 March 2017 there were 816 employees in the GLA of which 797 are counted for ethnicity pay gap reporting purposes. This number is achieved by using the gender pay gap reporting methodology of which staff should be included for reporting purposes and applying it for ethnicity pay gap reporting. This represents 98% of staff.

Of the 797 staff included in the data below 25% are BAME, 71% White and 4% unknown.

Overall ethnicity pay gap summary

Table 1: Overall ethnicity pay gap all staff

Headline ethnicity pay gap - White/BAME
Ethnicity No. of staff Mean Median Mean pay gap Median pay gap
BAME (Black, Asian, Dual, Other) 199 £20.74 £20.17 21% 16%
Asian or Asian British 71 £22.10 £21.68 16% 9%
Black or Black British 86 £19.55 £17.82 26% 26%
Dual Heritage 28 £21.18 £23.26 20% 3%
Other Ethnic Group 14 £20.28 £21.46 23% 10%
White 563 £26.36 £23.93    
Not known/provided 35 - - - -

 

Quartile summary

Table 2: quartile mean hourly pay

Mean hourly pay
  White BAME Pay gap
  Hourly rate No Hourly rate No  
Lower quartile £15.31 102 £14.86 89 2.94%
Lower middle quartile £21.18 144 £21.34 46 -0.76%
Upper middle quartile £25.24 148 £24.98 43 1.03%
Upper quartile £38.41 169 £35.64 21 7.21%

Table 3: quartile median hourly pay

Median hourly pay
  White BAME Pay gap
  Hourly rate No Hourly rate No  
Lower quartile £15.99 102 £15.20 89 4.96%
Lower middle quartile £21.68 144 £21.68 46 0%
Upper middle quartile £24.91 148 £24.84 43 0.28%
Upper quartile £34.65 169 £35.34 21 -1.99%

 

Bonus payments

Table 4: mean bonus pay gap

Mean hourly pay
  White BAME Pay gap
  Annual payment No Annual payment No  
Bonus payments £5,262.55 65 £4,359.48 15 17.16%

Table 5: median bonus pay gap

Median hourly pay
  White BAME Pay gap
  Annual payment No Annual payment No  
Bonus payments £5,600 65 £4,838 15 13.61%