OPDC gender pay gap report: March 2019 data

The Old Oak and Park Royal Development Corporation (OPDC) are committed to building a workforce that is truly reflective of the city of London. We are serious about addressing all forms of inequality, and the publishing of the Gender Pay Gap report supports this ambition.

The purpose of the gender pay gap audit is to explore the extent of disparities of gender and pay, and to look at ways to mitigate these. We will do all that we can to ensure that we address any gender pay gap in our business through targeted initiatives and our recruitment processes. Increasing the number of women in leadership roles is crucial in this effort, and hope representation will increase over time.

We are a small organisation (headcount less than 250), and there is no legal requirement for the OPDC to report on gender and pay. However, we welcome the Mayors’ commitment that all functional bodies regardless of size will report on gender and pay. It is important to note that due to the size of the organisation, very small changes in staffing numbers can have a significant impact upon the percentages and overall findings of the audit.

The OPDC is publishing their overall mean and median gender pay gaps. As a public sector body, the snapshot date for the data collection was 31 March 2019. The data does not include OPDC Board Member and Committee Member appointments.



Salaries at the OPDC are determined through a job evaluation scheme (Hay), and the organisation pays the same salary to jobs that are of an equal weight, and the evaluation scheme evaluates the job and not the post holder. The scheme is not biased and does not make reference to gender or any other personal characteristics of existing or potential job holders.

For the purposes of this report all calculations are in accordance with the Government Guidance.

The following formula is used to calculate the pay gap:

A – B

A X 100

where A is the mean/median hourly rate of pay for relevant male staff; and,

where B is the mean/median hourly rate of pay for relevant female staff.

The data contained in this report represents the gender pay gap data for the OPDC as at 31 March 2019. During this reporting period there were 39 employees on a permanent or fixed term contract in the OPDC all of whom are counted for gender pay gap reporting purposes. Of the 39 members of staff included in the data below, 24 (61.54%) are women and 15 (38.46%) are men.

At 31 March 2019, the OPDC had a mean pay gap of 11.66% (2018: -1.31) and a median pay gap of 2.72% (2018: -17.72).

The OPDC figures continue to compare favourably to both the London and National figures*. However, we do acknowledge that for this reporting period there is a pap gap, and that we have work to do to address this. The gender pay gap is due to small changes within the organisation and more significantly due to turnover at the Senior Management level.

One of the real challenges that we face is described in the narrative that very small changes can have a significant impact on figures and percentages. However, with live vacancies at a senior management level there is a real opportunity to address the pay gap through our recruitment processes, and we are confident that we will make real progress with closing the gap for the reporting period March 2020.

Table 1: Overall gender pay gap (for all staff)

*The national median gender pay gap for all workers is reported as 17.9% and the mean gender pay gap is 17.0%.

The median gender pay gap for London is 16.7% and the mean figure is 21.4%. The national and London data are derived from the 2018 Annual Survey of Hours and Earnings (ASHE) report.

The quartile data has been calculated in accordance with the methodology as set out in the regulations by “dividing the workforce into four equal sized groups and separating them according to the hourly pay rate, starting from lowest paid to the highest paid”

There is a pay advantage in the mean/median lower quartile, and the mean/median upper middle quartile figures. There is a pay gap in the mean/median lower middle quartile and the upper quartile.

The OPDC will focus on addressing the pay gap at a senior level.

Table 2: Quartile Mean Hourly Pay, March 2019

Table 3: Median Hourly Pay, March 2019

The OPDC has chosen not to analyse and include pay in relation to its grading structure for the 2019 audit. This is because it is not possible to draw any meaningful conclusions from the statistical analysis of such small data sets.

£10,000 Salary bands Summary

In addition, the OPDC is also publishing the distribution of salaries across female and male staff in £10k increments up to £100k with those earning more than £100k in one group. This broadly mirrors information published in the Mayor’s Annual Report.

These tables contain information as at 31 March 2019 and do not include any of the OPDC Board and Committee Member appointments.

Table 6: Distribution by gender in £10k increments

The table below shows the data broken down into equally sized salary groupings. These tables contain information as at 31 March 2019. Whilst not necessary for gender pay gap reporting it provides an illustration of the gender distribution of the staffing population across the salary groupings.

Table 7: Salary distribution by gender, March 2019

Where appropriate OPDC will adopt the GLA’s action plan to address gender and pay. In addition, to address the Gender Pay Gap the OPDC will take the following course of action outlined below: