FSA Gender Pay Gap Report 2023
Published 27 March 2024
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1. Introduction
In 2017, the government introduced legislation that made it statutory for organisations with 250 or more employees to report annually on their gender pay gap. Government departments are covered by the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 which came into force on 31 March 2017.
These regulations underpin the Public Sector Equality Duty and require the relevant organisations to publish their gender pay gap data annually, including mean and median gender pay gaps; the mean and median gender bonus gaps; the proportion of men and women who received bonuses; and the proportions of male and female employees in each pay quartile.
This is the FSA’s seventh Gender Pay Gap report and fulfils our reporting requirements, analyses the figures in more detail and sets out what we are doing to close the gender pay gap in the organisation.
The reporting period is 1 April 2022 to 31 March 2023.
2. Organisational context
The Food Standards Agency (FSA) is a non-ministerial government department established under the Food Standards Act 1999 and operational since April 2000. The FSA’s role is defined in law. The Food Standards Act states that: “The main objective of the Agency in carrying out its functions is to protect public health from risks which may arise in connection with the consumption of food (including risks caused by the way in which it is produced or supplied) and otherwise to protect the interests of consumers in relation to food.”
Our offices are in Belfast, Birmingham, Cardiff, London and York. We also have significant numbers of employees working through England, Wales and Northern Ireland based in abattoirs or as field staff and homeworkers.
The FSA supports the fair treatment and reward of all staff. We want to ensure that someone’s background or protected characteristics are never a limiting factor in the FSA, but rather an asset that can be drawn upon to improve policy making and service delivery.
3. Organisational structure
The FSA uses Civil Service grades ranging from Administrative Officer to Senior Civil Servant. Grades vary according to the level of responsibility that staff have and each grade has a set pay range. Salaries are paid according to grade and annual pay awards within the grade are paid irrespective of gender.
All grades with the exception of the Senior Civil Service (SCS) have both a London and National pay range.
As of 31 March 2023, headcount had increased by 110 from the previous year with 46% of the FSA workforce female, up from 44% in 2022.
| Grade | Number of men (men as % of workforce at this grade) | Number of women (women as % of workforce at this grade) |
|---|---|---|
| AO/EO | 324 (74%) | 114 (26%) |
| HEO | 167 (45%) | 203 (55%) |
| SEO | 193 (44%) | 242 (56%) |
| Grade 7 | 109 (47%) | 125 (53%) |
| Grade 6 | 36 (54%) | 31 (46%) |
| SCS | 14 (50%) | 14 (50%) |
| Total | 843 (54%) | 729 (46%) |
4. The Gender Pay Gap
4.1 Ordinary pay
The gender pay gap shows the difference in the average pay between all men and women in a workforce. If a workforce has a particularly high gender pay gap, this can indicate there may be a number of issues to deal with, and the individual calculations may help to identify what those issues are.
The gender pay gap is different to equal pay. Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because they are a man or a woman.
The mean gender pay gap is the difference in the average hourly pay for women compared to men. A negative number indicates that women on average earn more than men. The median represents the middle point of a population. If you separately lined up all female employees and all male employees, the median pay gap is the difference between the hourly pay rate for the middle woman compared to that of the middle man.
This year, mean average pay for women is 8.7% more than that of men. Median pay for women across the organisation is 16.2% more than that of men. In monetary terms, the mean hourly difference in ordinary pay is £1.75 compared to £1.49 in 2022 and the median hourly difference is £2.75 compared to £3.38 in 2022. The following table shows the mean and median gender pay gap since 2017.
Mean and median pay gap
| Year | Mean | Median |
|---|---|---|
| 2017 | -9.4% | -16.7% |
| 2018 | -9.3% | -17.5% |
| 2019 | -8.0% | -14.7% |
| 2020 | -9.6% | -21.6% |
| 2021 | -9.5% | -23.1% |
| 2022 | -7.8% | -21.2% |
| 2023 | -8.7% | -16.2% |
The negative gender pay gap across is mainly due to the structure of our workforce.
The FSA workforce continues to have a higher proportion of males (54%) than females (46%) although this has narrowed by 14 percentage points since 2017. Male staff account for 74% of employees in the two most junior grades. At higher grades (HEO-SCS), 54% of employees are women. Just under 40% of male employees work in the two most junior grades (mainly as Meat Hygiene Inspectors at EO grade), whereas most female staff (84%) are in roles graded HEO and above.
In addition to this, most Meat Hygiene Inspectors are on national pay bands, which
are lower than the London range to reflect the difference in living costs. The gender balance for roles in London is 53% to 47% in favour of women whereas outside of London it is 55% to 45% in favour of men.
Our dataset is substantially changed from that on which previous analysis was based. Since 31 March 2022, 260 new employees were included and 150 included in last year’s report have left in the time since. There are now more female employees at G7 and above than there are males which is reflected in the quartiles figures below.
4.2 Bonus pay
The FSA offers an in-year reward and recognition scheme for delegated grades (AO to Grade 6), funded from a non-consolidated performance pot of 0.5% of delegated paybill.
Individuals or teams may be rewarded for exceptional achievements relating to specific tasks or activities, and/or for acting as an outstanding role model in the demonstration of the FSA’s Values. Awards are limited to specific values (£50, £100, £250, £500 or £1,000). There is no limit to the number of awards an individual may receive but the total amount is capped at £2,500.
The People and Organisational Change team analyse the scheme by grade and protected characteristics, not just gender, and report quarterly to senior managers allowing them to see the full equality analysis of performance awards in their own areas and across the FSA.
SCS receive end of year performance awards and in-year bonuses. The rules and funding for the SCS schemes follow Cabinet Office guidance and are different to those for the delegated scheme. Funded from a performance pot of 3.3% in line with the Cabinet Office rules, this year, SCS performance bonuses ranged between £3,000 and £7,000 depending on whether they were for in-year or end of year performance recognition.
End of year performance awards and in-year awards at FSA are not pro-rated for part-time staff (so these staff receive the full value of the bonus). Therefore, the gender bonus pay gap is not affected by numbers of part-time staff in either gender.
The difference in schemes means in one, an employee could receive a bonus of £50 (FSA reward and recognition scheme) and in another an employee could receive a bonus of £7,000 (SCS end of year). As a result, the bonus pay gap can change quite significantly from one year to the next. The following table shows the mean and median bonus gaps since 2017.
Mean and median bonus pay gap
| Year | Mean | Median |
|---|---|---|
| 2017 | 4.7% | 5.5% |
| 2018 | 0.9% | 0.0% |
| 2019 | 11.8% | 0.0% |
| 2020 | -16.3% | 0.0% |
| 2021 | -25.3% | -40.0% |
| 2022 | -7.8% | 0.0% |
| 2023 | -28.6% | -14.3% |
In 2023 the median bonus value for all men (£175) was £25 below the median for all women. The mean bonus value for women was £329 which was £73 higher than the male average. Mean and median values were down from the previous year due to an increase in the number of bonus payments made.
The mean bonus gap for SCS was -8.9% with the average bonus value paid to women being £400 more than the male average. This is a reversal from the previous year when the gap was 8% and men received an average bonus value of £400 more than women.
The average bonus received by SCS was £4,750 and for delegated grades it was £124. Median bonus amounts were £4,500 at SCS and £100 for delegated grades. Therefore, bonus payments at SCS are likely to have a greater impact on the bonus gap than variations in the delegated grades.
Proportion of men and women receiving a bonus
The following table shows the proportion of men and women receiving a bonus since 2017. The distribution of bonus payments across the organisation saw a big increase last year. This had the effect of reducing the size of bonus payments.
| Year | Men | Women |
|---|---|---|
| 2017 | 33% | 38% |
| 2018 | 28% | 32% |
| 2019 | 60% | 60% |
| 2020 | 62.9% | 62.8% |
| 2021 | 60.6% | 65.3% |
| 2022 | 73.5% | 58.3% |
| 2023 | 92.9% | 91.8% |
Distribution of men and women through each pay quartile
The hourly pay quartiles show the proportion of men and women that are in each pay quartile, when we arrange staff in order of hourly pay rate.
Because of the structure of our workforce, the lower quartile continues to have a higher proportion of male staff.
| Quartile | Men | Women |
|---|---|---|
| Q1 lower | 74.4% | 25.6% |
| Q2 middle lower | 47.1% | 52.9% |
| Q3 middle upper | 46.8% | 53.2% |
| Q4 upper | 46.5% | 53.5% |
5. Taking action
We are committed to fair pay irrespective of gender and to eliminating our gender pay gap. We will continue to promote policies and initiatives to support equal opportunities for our entire workforce.
The structure of our workforce is unlike many organisations with more men than women occupying the lowest paid jobs. Although we have increased the number of women in these roles, the long length of service of current staff, particularly amongst meat inspectors, means there is little turnover and low recruitment. The demographic at these grades is unlikely to see a significant shift for some time.
Whilst our structure has a significant impact on the gender pay gap in relation to ordinary pay, we recognise the importance of existing initiatives and seek to continuously improve the diversity of our workforce.
We commissioned an inclusive recruitment review, with an independent business-psychology consultancy, as part of our ongoing commitment to continually review and improve the inclusivity of our processes and policies. The review specifically explored potential bias in our recruitment processes and looked into job descriptions and criteria, sifting and interview assessment material, interviews with key stakeholders and live bias reviews conducted on interviews. The report was complimentary of our existing recruitment processes.
We support all staff who wish to work more flexibly such as job share, reduced hours, compressed hours. We have developed modern working practices that offer staff greater flexibility, focussing on outcomes, and location agnostic roles where possible. Our employees can be office-based, work from home or split their time between the office and another location.
We continue to offer parental and family friendly policies in connection with pregnancy, maternity, shared parental and adoption which enable employees and skills to be retained. We offer carers up to 5 days paid special leave annually in order to support them in managing their caring responsibilities whilst continue to being engaged in their work.
We support career development through learning opportunities, including mentoring and talent schemes to remove barriers to progression.
We have a range of employee led networks and community groups that provide a forum to discuss, and provide mutual support, for those with a common interest.
6. FSA people plan
In 2023 we launched our three-year people plan. This set out how we will improve as an employer and the benefits this will bring us, the businesses we regulate and the public whose health we protect. A year one objective of the people plan is to maintain momentum on inclusion. This will include:
- creating inclusion champion-chaired action groups to evolve inclusion governance and support strategic and corporate delivery
- completing assurance framework, accreditation and audit activities to form an evidence base to guide inclusion actions for the next 3 years
- provide enhanced interviewer training for recruitment panellists, empowering them to actively encourage and support candidates to provide their best evidence
- continue to offer a range of engagement channels and networking opportunities to our colleagues on the front line to help them feel more included, with additional support for groups who are under-represented in Field Operations.
7. Declaration
We confirm that our data has been calculated according to the requirements of The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017.