Corporate report
(CSV) Pay gap – DWP equality information 2013 (data)
Updated 12 July 2013
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| 22. Pay gap |
|---|
| Data source |
| Resource Management |
| Time period and availability |
| Data period 1 April 2012 to 31 March 2013. |
| The Department analyses data to identify any differences in pay on the grounds of gender, race, age and disability. |
| The pay gap is calculated by adding together the pay of all of the members of the potentially disadvantaged group in the Department who are in grades below the Senior Civil Service (SCS) and then working out an average salary. This is then compared to the average salary of the potentially advantaged group. The gap is the difference between the two averages divided by the average pay of the advantaged group. |
| Pay gap=(pay difference)1/ (pay of the advantaged group) |
| Therefore, in the case of the gender pay gap, the average salary of women in grades below SCS is calculated and then compared to the average salary of men in grades below SCS. The difference is expressed as a percentage and is presented by grade |
| What does this tell us? |
| The table below shows which group is considered to be advantaged or disadvantaged for the purposes of expressing the pay gap for that protected characteristic. In the case of age, the majority age group (25-54) is shown against both the younger group (16-24) and the older age group (55 and above). |
| How will an improvement be shown? |
| Where the potentially disavantaged group, for example women, have a higher average salary than their male counterparts, it is expressed as a negative percentage (for example -0.5 percent). This analysis informs the Equal Pay Audit, which takes place on a three yearly basis to identify areas for action. |
| [1] Pay difference is the mean pay of the advantaged group minus the mean pay of the disadvantaged group. |
| Table 22.1: Pay gap by age 1,2,3 |
| Age |
| Age 16-24 (mean salary) |
| Age 25-54 (mean salary) |
| Pay gap (percent 16-24 to 25-54) |
| Age |
| Age 55 and above (mean salary) |
| Age 25-54 (mean salary) |
| Pay gap (percent 55+ to 25-54) |
| Table 22.2: Pay gap by indicated disability 1,2,3,4 |
| Disability |
| Disabled |
| Non-disabled |
| Pay Gap (percent disabled to non-disabled) |
| Table 22.3: Pay gap by indicated ethnicity1,2,3,4,5 |
| Ethnicity |
| Ethnic minority (mean salary) |
| White (mean salary) |
| Pay gap (percent ethnic minority to white) |
| Table 22.4: Pay gap by gender1,2,3 |
| Gender |
| Female (mean salary) |
| Male (mean salary) |
| Pay gap (percent female to male) |
| Source: Resource Management |
| Notes: |
| 1. Salary totals are total full-time salaries in the pay band, excluding allowances and overtime. However, to prevent skews in diversity analyses due to different pay zones, all salaries here are treated as though they are on DWP National pay scales. That is, salaries on pay scales for inner London, outer London and special location pay zones have been placed on their equivalent position on the National pay scale. ERNIC and employer's superannuation (Civil Service Pension) contributions are excluded from these figures. |
| 2. Mean salary is the total full-time basic salaries for the pay band, divided by the headcount. |
| 3. Records excluded from this analysis include SCS employees and specialists (accountants, lawyers etc) whose salaries are on separate pay scales. Casual and fixed-term appointments are included. The population used in the analysis therefore represents 98.1 percent of DWP employees paid and in post on 31 March 2013. |
| 4. Mean salaries only take into account those who have indicated their disability status. |
| 5. Mean salaries only take into account those who have indicated their ethnicity status. |