Equal Pay Statement Occupation Segregation Gender Pay Gap

Transcription

1 Equal Pay Statement Occupation Segregation Gender Pay Gap Published: April 2013 Scottish Natural Heritage Great Glen House, Leachkin Road, Inverness IV3 8NW 1

2 1. Equal Pay Statement Scottish Natural Heritage (SNH) is committed to promoting and embedding equality of opportunity and diversity within the organisation. This extends to fair and equitable pay and reward for all of our employees. We aim to ensure transparency and eliminate any bias in our pay and reward systems, which includes equality on the basis of sex, sexual orientation, gender identity, race, ethnic origin, disability, religion or belief, age, marital / civil partnership status, pregnancy and maternity or any other relevant difference, e.g. trade union activity, or social background. SNH operates a civil service recognised job evaluation scheme (JEGS). The JEGS process evaluates roles within the organisation, and not the person employed in that role. It is a transparent, analytical process which provides evidence to enable fair and consistent decisions to be made on the relative worth of the role within our pay grading structure, by a panel of trained staff members, which includes a trade union representative. SNH employees working at the same level within our pay grading structure, undertaking like work, work rated as equivalent and work of equal value, are paid the same, irrespective of their gender, ethnicity, disability or any other difference. We will ensure we identify occupational segregation and gender imbalances. This will form the basis of our equal pay audit and published data. It is important that employees have confidence in our processes so we will continue to work with the recognised trade unions (PCS and Prospect) to ensure equality within our reward policy and practice. Our objectives are to: Ensure that there are no unfair, unjust or unlawful practices that impact on pay and reward Where any inequality may arise, investigate promptly and take appropriate remedial action where required. In support of this commitment to equal pay, SNH will: Conduct and publish an bi-annual Equal Pay Audit to review our pay and reward policy and practice so that trends and anomalies are identified, investigated and resolved, Review, plan, agree and implement actions in partnership with trade unions, including those actions relating to occupational segregation, Apply the appropriate resources to achieve equal pay, Provide training and guidance for those involved in all processes and decisions which may include determining pay e.g. job evaluation and recruitment and selection Inform employees of how the SNH pay and reward practices work, and how their own pay and reward is determined, Ensure our work in this area is fully aligned with the commitments we make in our equality and diversity schemes. 2

3 This statement is owned by the SNH Chief Executive, Ian Jardine, and reviewed by the Human Resources team. It will be reviewed by April

4 2. Occupation Segregation Table 1 Occupational Segregation Analysis by Gender, Grade and Unit Directorate Unit Corporate Services Chief Executive's Group Policy & Advice Operations TOTALS A B C D E F G H Unit Total Unit % M F M F M F M F M F M F M F M F M F M F HR Services % 84% Finance % 78% Information Services % 33% Business Support Services % 48% Senior Management Group % 63% Communications % 76% Programme Office % 35% Coastal & Marine Eco % 63% Planning & Renewables % 30% Knowledge & Info Management % 65% People & Places % 66% Rural Resources Management % 68% Ecosystems & Biodiversity % 45% Protected Places % 26% Wildlife Operations % 56% N. Isles & N. Highland % 55% S. Highland % 47% Argyll & Outer Hebrides % 51% Tayside & Grampian % 60% Forth % 59% Strathclyde & Ayrshire % 61% S. Scotland % 55% Grade Total % 55% Grade % 26% 74% 38% 63% 39% 61% 44% 56% 58% 42% 73% 27% 100% 0% 75% 25% 45% 55% 4

5 2.1 Commentary Table 1 shows information on occupational segregation split by gender. Despite there being more women than men in SNH (55%), there are more men in our senior roles (a combined E to H grade total of 63.5%) these are our managerial and strategic positions, with 100% of our G grade population being male. This suggests there may be barriers to women reaching the more senior roles within the organisation. Grades A and B are the administrative roles in SNH and are predominately occupied by women (a combined A & B grade total of 66.2% female). This is a similar trend to many other organisations. Traditionally such roles tend to have been carried out by women who combine work and caring responsibilities in their personal lives. Our C and D grade population, which are our advisory (first line management / career type roles), are the largest group within SNH, and is predominately female (a combined C & D total of 57.4%). Table 2 shows the gender segregation by Unit. The table does not show those Units where the split is approximately 50% / 50%: Table 2 Unit Breakdown by Gender Predominately Female HR Services Finance Senior Management Group Communications Coastal & Marine Knowledge & Info Management* People & Places* Rural Resources Tayside & Grampian* Strathclyde & Ayrshire* Predominately Male Information System Services Programme Office Planning & Renewables Protected Places The Units marked with a * are predominately female Units, but have a male Unit Manager all the others have female Unit Managers. All the predominately male Units have a male Unit Manager. Our Business Support Services Unit has a perfect 50 / 50 split between men and women. This team has a range of functions from receptionist / admin roles to property management and procurement. There are no trends apparent within the grade analysis or concentration of a particular gender in the roles within the Unit. An Equal Pay Audit is scheduled for April 2013 where the gender pay gap imbalances will be explored further so that appropriate action can be identified. We are undertaking a Resource Planning Project over the course of This project will consider aspects of the employee lifecycle from reviewing our recruitment methods and policy, to how we can better record and utilise training and 5

6 development data and employee performance information. Any actual or perceived barriers to progression within SNH for women will also be explored further within the Resource Planning Project, along with methods for addressing any identified gender imbalances (such as positive action in recruitment) and will be given a high priority within this Project. 6

7 3. Gender Pay Gap The information used to calculate the gender pay gap and occupational segregation has been taken from our fully integrated HR and Payroll system, therefore ensuring 100% of the employee population is represented. The overall gender pay gap 1 between men and women in SNH as at 8 th March 2013 is 12.8% (including part time workers) with an total average hourly pay for men of and for women (excluding overtime). The following table shows the average hourly pay and resulting gender pay gap broken down by grade within SNH. Table 3 Average Hourly Pay and Gender Pay Gap Grade A B C D E F G H Male average hourly salary Female average hourly salary Pay Gap 2.4% 0.8% 2.3% 0.6% 1.0% 4.9% 100.0% 0.0% 1 The percentage difference between men s average hourly pay (excluding overtime) and women s average hourly pay (excluding overtime) 7