Mean and Median gender pay gap

Mean gender pay gap 

The mean gender pay gap shows the difference between the mean hourly rate of pay, between male and female employees as an average. This measure can provide an overall indication of the size of the gender pay gap within the service.

A diagram showing the mean female hourly pay as £18.49, the mean male hourly pay as £17.21, and the Mean Gender Pay Gap as equalling (£1.28) or -7.4%

 A mean figure negatively prefixed (-) indicates the gap is in favour of females. A mean hourly rate takes account of all pay. In this Service there continues to be a strong representation of women within senior management and men within the On Call part time firefighting roles working limited hours.  

The mean pay for the service shows that in 2022 that women received on average £1.28 more per hour than men using this measure. An increase of 2.3% compared with 2021.

Median gender pay gap

The median gender pay gap is the difference between the middle hourly rate of pay for male and female employees. This measure can provide an indication of what a ‘typical’ situation looks like for example, what most people earn.

Diagram showing Median female hourly pay as £16.15, Median male hourly pay as £16.45 with a Median gender pay gap of £0.30p or 1.80%

The median pay gap indicates that at the mid salary point of the service, male employees are paid 1.8% more than female employees. This equates to £0.30 an hour. This is down very slightly on the gap identified in 2021.

Pay and conditions are set by national bodies and are locally referred to as the ‘Grey book’ (generally applies to uniformed colleagues); the ‘Green book’ (generally applies to customer service colleagues who do not wear a uniform); and the ‘Gold book’ (applies to the Chief Executive and Directors) respectively.

The pay structure for uniformed grey book colleagues is based on a national pay agreement, reviewed annually, based upon six roles.  There is more variety across green book roles but each role, is subject to a rigorous job evaluation process. No equity of pay issues were identified in our recent equal pay audit and we are confident employees across KMFRA are receiving the same wage for work of equal value (equal pay).

We believe the cause of this small gap is due to the representation of males, particularly in On-Call where on average they do more hours than women.

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