Women who work for Avon’s fire and rescue service are paid more than men at 1 hour an hour, report reveals gender pay gap
- Avon Fire and Rescue pays women an average of Â£ 15.66 per hour and men Â£ 15.65
- The service reported last year, men were paid an average of 69p more than women
- A 2019 report showed that 88.5% of public bodies – on average – paid men more
A fire department cracked down on its gender pay gap to become one of the few public bodies in Britain to pay women more than men – by 1 pence per hour.
It comes after the annual Avon Fire and Rescue Service pay gap report found that an average female employee earns Â£ 15.66 an hour, just above the average Â£ 15.65 earned by their male counterparts.
This means that the wages of female service workers are on average 0.07 percent higher than those of male employees.
The service saw its pay gap fall from 4.48% the year before, when women earned an hourly wage of Â£ 14.68 to 69 pence less than the rate of Â£ 15.37 for men.
A 2019 report showed that 88.5% of public bodies paid men more than women on average.
The Avon report comes less than three years after government inspectors discovered that female employees were being treated “inappropriately.”
The Avon Fire and Rescue Service’s annual pay gap report found that an average female employee earns Â£ 15.66 an hour – just above the average Â£ 15.65 earned by her counterparts male (file photo)
In a statement in the document, Authority Chairperson Cllr Brenda Massey and Fire Chief Mick Crennell (pictured) said: âAvon Fire Authority is committed to developing a culture that places diversity, inclusion, cohesion and equality at the heart of all our work “
The gender pay gap has narrowed since 2016, figures show
The latest Gender Pay Gap in the UK, released by the ONS last November, shows that the gender pay gap is narrowing. The report found:
- Among full-time employees, the gender pay gap in April 2020 was 7.4%, up from 9.0% in April 2019.
- The gender pay gap among all employees was 15.5% in 2020, up from 17.4% in 2019.
- The gender pay gap remained close to zero for full-time employees under 40, but exceeded 10% for older age groups.
- Compared to lower paid workers, higher paid workers experienced a much larger hourly wage difference between the sexes.
- The gender pay gap narrowed within the professional group of managers, directors and senior officials in 2020; this group has already been identified as having a significant impact on the pay gap.
- The gender pay gap was higher in all regions of England than in each of Wales, Scotland and Northern Ireland.
- Since 2016, the gap has narrowed among employees working in smaller and larger companies (250 or more employees); As of 2017, organizations employing 250 or more employees have been required by the UK government to publish and report specific figures on their gender pay gap.
- Evidence from ASHE and the Labor Force Survey (LFS) suggests that factors related to the coronavirus (COVID-19) did not have a noticeable impact on the gender pay gap in 2020
Source: ONS (Office for National Statistics)
The numbers, which will be discussed by the Avon Fire Authority’s People and Culture Committee on Friday, are based on the snapshot date of March 31, 2021.
Those of the last 12 months which also go to the committee for approval following long delays due to the Covid concern salaries on the same date in 2020.
The official national gender pay gap in the UK is 7.4 percent, according to the report.
In a statement contained in the document, Authority Chairperson Cllr Brenda Massey and Fire Chief Mick Crennell said, âAvon Fire Authority is committed to developing a culture that places diversity, inclusion, cohesion and equality at the heart of all our work.
âGender equality and ensuring that people are paid fairly for the work they do is a key aspect of this.
âWe are encouraged to see that Avon Fire & Rescue Service has a gender pay gap that has narrowed from last year and is still below the current national average.
“We recognize, however, that we have a lot more to do to ensure that our organization is truly inclusive for women.”
The report says the service has made significant progress in completing its culture change action plan in response to a damning government inspection in 2018.
The HM Inspectorate of Police, Fire and Rescue Services found that women were treated âinappropriatelyâ and found the organization âinadequateâ both to promote good values ââand culture and ensure equity and promote diversity.
The pay gap report, however, indicated that there had been an increase in the number of women in the top quarter of the organization’s employees, from 17.9% in 2020 to 20.4% this year.
He said: âHaving a gender pay gap is different from equal pay.
âEqual pay deals with the differences between men and women who perform the same or similar jobs, or work of equal value.
âThe gender pay gap shows the difference in average pay between all men and women in a workforce.
âIt compares the hourly rates of pay and bonuses that staff can receive by gender, highlighting areas of imbalance. “
As of March 31, there were 901 employees, of which 744 were men and 157 were women.
The service is broadly divided into uniformed personnel, including full-time and part-time firefighters and control personnel, whose pay and terms are negotiated nationally, and non-uniformed personnel such as human resources. , finance and technical services whose conditions are negotiated locally and salaries determined by an evaluation system.
Legislation introduced in 2017 by Theresa May’s government required companies with more than 250 employees to report their gender pay gaps.
Annual reports by the Office of National Statistics have since found that the gap is narrowing across the UK.
The latest report, released in November last year, found that among full-time employees, the gender pay gap in April 2020 was 7.4%, compared to 9.0% in April 2019.