Gender pay gap report: March 2019 data

Developing a workforce which reflects the city it serves is a key priority for the Greater London Authority (GLA). The GLA is fully determined to tackle inequality in any form and publishing the gender pay gap supports this aim.

The GLA first published a gender pay gap report in 2016, ahead of any legislative requirement to do so. Since this initial report the Equality Act 2010 (Gender Pay Gap Information) regulations came into force in 2017, which require public bodies with 250 or more employees to report on their gender pay gap. GLA published subsequent March 2017 and March 2018 reports, together with a programme of activity to help address its gender pay gap. 

This report reflects the position as of March 2019. In places throughout the report comparison is made with the March 2018 findings to demonstrate how the Authority is continuing to make progress in its ambition to close the gender pay gap.   

It is worth noting when reviewing the findings that salaries at the GLA are determined through a job evaluation scheme, so that the Authority pays the same salary to roles of equal weight. Job evaluation evaluates the job and not the post holder. It makes no reference to gender or any other personal characteristics of existing or potential job holders. 

The GLA recognises that gender identity is not limited to the categories of male and female. Although gender pay gap regulations require the GLA to report on all staff as men and women, the GLA appreciates that some colleagues may not identify within this gender binary. The GLA welcomes and values colleagues of all gender identities. It recognises non-binary identities through the use of gender neutral language throughout its HR policies and communications and by working closely with its LGBT+ Staff Network group.

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