Gender pay gap report
Lambeth's gender pay gap is 3.38%. Women are paid £0.92 less than men for every hour worked. The pay gap has decreased by 0.4% from March 2023.
The median figure for March 2024 shows an improvement in the median gender pay gap compared to March 2023, reducing from 2.6% to 0.08% (a percentage reduction of 96.9%). The reduction is similar to that of March 2022 when there was no median pay gap between females and males.
We know that one of the reasons for our gender pay gap continues to be the underrepresentation of females in senior grades. We have seen no improvement in the representation in the two upper quartiles, the figures have remained the same as last year.
The pay gap is being driven by several factors:
- Men are overrepresented in the highest earning quartile of council workers (46% share in quartile vs 41% overall).
- A greater representation of women employees in the lower grade categories (Scale and SO), as well as the PO grade categories.
- Senior management is dominated by men (60% to 40%), with the share of men in a grade increasing with seniority (above SO grades), driving up the average pay gap.
- The largest difference in pay by gender are seen in the Chief Executive, Children’s Services, and Climate and Inclusive Growth Directorates. In the upper quartile of pay the largest difference are seen for part-time employees (vs. full time)
- Our pay points are incremental and dependent on the employee’s length of service. While this applies to men and women, the impact on the pay gap will take some years to narrow as new employees are appointed at the bottom of pay points.
These figures have been published in line with gender pay reporting legislation, which requires employers with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees.
Lambeth Council does not have a bonus scheme.