MOPAC gender pay gap report: March 2017 data

About the report

The Mayor’s manifesto contained a commitment to publish a gender pay audit for the Greater London Authority (GLA) and its functional bodies with a requirement that work is undertaken to narrow any gaps. The Mayor sees this as necessary in order to address any inequalities so that male and female employees receive the same pay for the same work.

Additionally in 2017 the Equality Act (Gender Pay Gap Information) regulations came into force. Public bodies with over 250 staff or more are now required to report on their gender pay gap by 31 March 2018. This is MOPAC’s second published audit, the previous years results having being issued in July 2016.

All staff posts are evaluated using the Hay evaluation scheme, to ensure the salary for posts are graded equitably, without regard to the post holder but the requirements of the role. In this way MOPAC is assured that it pays equal pay for work of equal value regardless of gender.

This analysis has been conducted based on salaries as at 31st March 2017. At that point MOPAC employed 111 staff counted in this report. Of this total 57.65% were female and 42.35% male. These figures are virtually unchanged from 2016 although they do show a very small increase in the overall proportion of women in what historically has been a predominantly female organisation. The small size of the organisation makes it susceptible to disproportionally large swings in its results, although comparison between the 2016 and 2017 results shows little in the way of significant change year on year.

With regard to the overall mean pay gap for all staff this figure stands at -7.96% with women very slightly increasing their positive pay differential over men. The overall median pay gap for all staff stands at 1.42% which represents a small increase in the same figure last year. The changes are statistically insignificant.

The national median gender pay gap for all workers is reported as 18.1% and the mean gender pay gap is 17.3%. MOPAC outcomes compare favourably to the national picture, however given that MOPAC is a London based organisation it is appropriate to identify how it performs against the London picture. The median gender pay gap for London is 16.2% and the mean figure is 21.6%. The national and London data are derived from the 2016 Annual Survey of Hours and Earnings (ASHE) report.

Women are significantly represented within the MOPAC senior management team, a trend which positively compares to other public and private sector organisations. The greatest pay gap for women is now at grade 4 (as opposed to the lower Grade 8 for 2016), where the pay gap mean average is 3.07% for full time salaries (10.92% median full time salaries), this grouping consists of 27 staff, which is split approximately 51% male and 49% female. In the pay grade with the largest number of staff – grade 5 (29 staff) there is a gender pay gap of -1.51% on the mean and -0.25% on the median calculation.

In the upper quartile pay range there is a pay gap of -31.43% (mean) and -33.58% (median). Both sets of figures are close to zero for the upper and lower middle quartile with a small differential in relation to women in the lower quartile (close to -5% in both cases).

The proportion of men and women who received bonuses (which include out of hours’ allowances, on call allowances, secondment allowances, salary protection, pension allowances, honoraria and recognition payments) was 14.89% and 7.81% respectively and there was a mean hourly pay gap of 22.91% and a median hourly pay gap of 38.79%. MOPAC employees are not typically paid allowances such as on call with the majority of such bonus payments being paid as honoraria and recognition payments (“Acting Up”). These figures were not included in last years report so changes year on year are not reported.

Overall Gender Pay Gap Summary

Table 1: overall gender pay gap, all staff

Overall Median Pay Gap Overall Mean Pay Gap Number of Staff
Median Hourly Pay (all staff) Mean Hourly Pay (all staff)  
Female £24.35 Female £29.43 64
Male £24.70 Male £27.26 47
Pay Gap 1.42% Pay Gap -7.96% 111

Quartile summary

Table 2: quartile summary

Mean Hourly Pay
  Female Male Pay Gap
  Hourly rate Number of staff Hourly rate Number of staff  
lower quartile £19.54 16 £18.76 12 -4.18%
lower middle quartile £23.26 16 £23.6 12 1.46%
upper middle quartile £28.03 18 £28.26 10 0.81%
upper quartile £49.59 14 £37.73 13 -31.43%


Table 3: Median Hourly Pay

Median Hourly Pay
  Female Male Pay Gap
  Hourly rate Number of staff Hourly rate Number of staff  
lower quartile £20.24 16 £19.27 12 -5.03%
lower middle quartile £23.89 16 £23.89 12 0%
upper middle quartile £28.22 18 £28.22 10 0%
upper quartile £45.71 14 £34.22 13 -33.58%


The job level with the highest gender pay gap is Grade 4 (3.07%). The lowest pay gap is at Grade 8 (-8.08%). Grade 1 has been excluded as there are no male employees.

The minimum pay for male is in Grade 8 with £14.80, the maximum pay for male is in Spot with £61.26. The minimum pay for female is in Grade 8 with £16.00, the maximum pay for female is in Spot with £79.91

Grade summary

Table 4: Grade summary - mean hourly pay

  Female Male Pay Gap
  Hourly rate Number of staff Hourly rate Number of staff  
Grade 8 £16.00 1 £14.80 2 -8.08%
Grade 7 £19.01 9 £19.12 8 0.58%
Grade 6 £21.56 12 £21.87 5 1.42%
Grade 5 £24.85 17 £24.48 12 -1.51%
Grade 4 £29.95 14 £30.90 13 3.07%
Grade 3 £36.60 1 £34.22 1 -6.95%
Grade 2 £38.59 3 £39.69 5 2.77%
Spot* £65.26 6 £61.26 1 -6.53%

*Spot salaries are fixed rates without incremental progression.

 

Table 5: Grade Summary - Median Hourly Pay

  Female Male Pay Gap
  Hourly rate Number of staff Hourly rate Number of staff  
Grade 8 £16.00 1 £14.80 2 -8.08%
Grade 7 £18.95 9 £19.27 8 1.66%
Grade 6 £21.30 12 £21.62 5 1.48%
Grade 5 £23.95 17 £23.89 12 -0.25%
Grade 4 £28.70 14 £32.22 13 10.92%
Grade 3 £36.60 1 £34.22 1 -6.95%
Grade 2 £38.21 3 £39.30 5 2.77%
Spot* £63.93 6 £61.26 1 -4.36%

*Spot salaries are fixed rates without incremental progression.

Salary bands summary

Table 6 identifies the distribution of salaries for males and females in bands of £10,000 up to £100,000, which mirrors the information published in the Mayor’s Annual Report. Staff earning more than £100,000 are shown within one group.

The job level with the highest gender pay gap is 30,001 to 40,000 (1.55%). The lowest pay gap is at 60,000 and over (-33.05%).

Table 6: distribution by gender in £10,000 increments





Number of staff by salary
  Female Male Total
  Number of staff Number of staff Number of staff
£20,000 and less 0 0 0
£20,000 to £29,999 0 2 2
£30,000 to £39,999 16 11 27
£40,000 to £49,999 22 14 36
£50,000 to £59,999 12 7 19
£60,000 to £69,000 4 7 11
£70,000 to £79,999 3 4 7
£80,000 to £89,999 0 1 1
£90,000 to £99,999 1 0 1
£100,000 and over 6 1 7

Salary breakdowns

The table below shows the data broken down into equally sized salary groupings. These tables contain information as at 31 March 2017.

Table 7: Salary Breakdowns

  Group 1 Group 2 Group 3 Group 4 Totals       
  £27,788-£58,341 £58,341-£88,894 £88,894-£119,447 £119,447-£150,000  
Female        33 13 1 0 47
Male 48 9 4 3 64
Totals 81 22 5 3 111

 

Bonus Payments

The mean gender pay gap bonus is 22.91%, the median gender pay gap bonus is 38.79%. The proportion of men who received bonuses is 14.89%, the proportion of women who received bonuses is 7.81%. The minimum Bonus for a man was £4,484.60 and the maximum was £10,759.95.

The minimum Bonus for a woman was £4,500.00 and the maximum was £8,961.45. Each individual honorarium awarded in 2016/17 has been reviewed by the MOPAC Head of OD (who is male) and a Director of the organisation (who is female)


Table 8: Bonus payments (Honoraria, Acting Allowances and Pay Protection) – mean summary and pay gap

Mean Hourly Pay
  Female Male Pay Gap
  Annual Payment Number of Staff Annual Payment Number of Staff  
Bonus Payments £5,519.58 5 £7,160.14 7 22.91%

 

Table 9: Bonus payments –median summary and pay gap

Median Hourly Pay
  Female Male Pay Gap
  Annual Payment Number of Staff Annual Payment Number of Staff  
Bonus Payments £4,500 5 £7,352.20 7 38.79%